Your Employee Handbook

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Evaluation EditionEvaluation Edition

�� Your�Employee�Handook�Restaurant�Evaluation�© 2008 Your Employee Handbook

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Comprehensive Employee Policies — More than 135 Individual Policies

Your Employee Handbook — Restaurant Version 8

Your Employee Handbook

This Handbook is a tool to help acquaint you withyour new employer, and to provide information aboutyour position, benefits, and some of the affectingyour employment. It is your responsibility to read,understand and comply with all provisions of thisHandbook.

One of our objectives is to provide a safe and positive work environment thatencourages both personal and professional growth. This Handbook describes many of theexpectations and responsibilities for your position. It also describes the programs andprocedures provided by the Company to benefit you.

This Handbook is a living document. As the Company grows, the Handbook will bereviewed periodically and adapted to the changing needs of the Company and its employees.All changes must be authorized and approved by the president. You will be notified ofchanges in the policies or programs described in this handbook.

No Handbook can anticipate every circumstance and every question about policy. Afterreading this Handbook, consult with your manager about any unanswered questions youmay have.

Gender Pronouns

This Handbook was written using masculine pronouns to describe all employees. Noexclusion of female employees was intended, nor would the owners and management of theCompany tolerate any such exclusion.

Employment At-Will

Employment with the Company is voluntarily entered into, and you are free to resign atwill at any time, with or without cause. Similarly, the Company may terminate theemployment relationship with you at any time, with or without notice or cause, so long asthere is no violation of applicable federal or state law.

Policies set forth in this Handbook are not intended to create a contract with you andshould not be construed to constitute contractual obligations of any kind. Nor is thisHandbook a contract of employment between the Company and any of its employees. Theprovisions of this Handbook have been developed at the discretion of the company presidentand, except for its policy of employment-at-will, may be amended or cancelled at any time.

These provisions supercede all existing policies and practices and may not be amendedor added to without the express written approval of the company president.

© 2008 Your Employee Handbook. This publication is designed to provide accurate information in regard to the subject matter covered. It is furnished with the understanding that the publisher is not engaged in rendering legal or accounting advice. If legal advice or expert services are required, contact your attorney or accounting professional. REV 0208

A Complete employee management system you Can easily AdministerPoLICIes, PRoCedURes, FoRms And PosTeRs In one eAsy-To-Use PACkAGe.

When you order Your Employee Handbook, your company receives:

n Clear and understandable policies designed and edited specifically for small businesses.n Compliance with all state and federal requirements.n A program backed by 30+ years of experience in formulating, writing, and administering employee policies in small and large companies.n Industry specific versions for Offices, Retailers, Restaurants, Manufacturers, Contractors/Builders.n A complete human resources system that will grow with your company.

Your Employee Handbook is more than a handbook. It is a complete human resources system. Your package will include:n Editable Microsoft Word template for the handbook.n Comprehensive State Supplement customized for your state.n Companion Forms Package to establish and maintain employment records.n Complete Poster Kit with all the required state and federal posters.n Supervisor’s Guide with information about managing employees and administering your human resource program.

We’ve created and priced Your Employee Handbook to help the greatest number of small businesses. There’s no risk — your satisfaction is guaranteed with a “no time limit” money-back guarantee!

HandbookEmployeeYourHandbookEmployeeYour

Restaurant VersionCOMMON-SENSE,

PLAIN-LANGUAGE

POLICIES FOR

EFFECTIVE HUMAN

RESOURCES

MANAGEMENT

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS

Restaurant Version

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The Companion Resource to

All the forms you need toimplement an efficient humanresources management system


PROFESSIONALLY-

DESIGNED FORMS IN

PRINTER-READY

FORMAT, FOR EVERY

HR FUNCTION:

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS

| SAFETY

By Jackie Wells Smith

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CompanionFormsNEW! Safety Program Administration Forms





PROFESSIONALLY-

DESIGNED FORMS IN

PRINTER-READY

FORMAT, FOR EVERY

HR FUNCTION:

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS

| SAFETY


CompanionFormsCompanionForms

A selection of supplementary forms to theCompanion Forms Package

for Restaurantsand Other Businesses Where

Tip Income Is Customary



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All the posters you need to comply with federal labor andother employment laws

PLUS

State posters you need to display

Employer’sPoster Kit

Employer’sPoster Kit

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OFFICIAL FORMS YOUCAN PRINT ON YOUROFFICE LASER ORINKJET PRINTER*

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A Companion Resource to Your Employee Handbook

A 50-state review of employmentlaws and regulations that affectyour business.

PLUS

Replacement policies that bringYour Employee Handbook intocompliance on the state level.

StateBYStateDETAILED LISTINGSON ALL 50 STATES,INCLUDING:

| REVIEW OF EACHAFFECTED POLICY

| EXPLANATION OFTHE STATE LAWS

| PLAIN-ENGLISHDESCRIPTIONS, NOJARGON

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| ALL 50 STATESINCLUDED

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Practical employee management techniques for small business managers and owners.


COMMON-SENSE

EXPLANATIONS

FOR USING YOUR

PERSONNEL POLICIES

MOST EFFECTIVELY.

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS


Supervisor’sManual



Hand

book

more than 135 Individual Policies Written to the Best Practices of the HR Industry


Your Employee Handbook

This Handbook is a tool to help acquaint you withyour new employer, and to provide information aboutyour position, benefits, and some of the affectingyour employment. It is your responsibility to read,understand and comply with all provisions of thisHandbook.

One of our objectives is to provide a safe and positive work environment thatencourages both personal and professional growth. This Handbook describes many of theexpectations and responsibilities for your position. It also describes the programs andprocedures provided by the Company to benefit you.

This Handbook is a living document. As the Company grows, the Handbook will bereviewed periodically and adapted to the changing needs of the Company and its employees.All changes must be authorized and approved by the president. You will be notified ofchanges in the policies or programs described in this handbook.

No Handbook can anticipate every circumstance and every question about policy. Afterreading this Handbook, consult with your manager about any unanswered questions youmay have.

Gender Pronouns

This Handbook was written using masculine pronouns to describe all employees. Noexclusion of female employees was intended, nor would the owners and management of theCompany tolerate any such exclusion.

Employment At-Will

Employment with the Company is voluntarily entered into, and you are free to resign atwill at any time, with or without cause. Similarly, the Company may terminate theemployment relationship with you at any time, with or without notice or cause, so long asthere is no violation of applicable federal or state law.

Policies set forth in this Handbook are not intended to create a contract with you andshould not be construed to constitute contractual obligations of any kind. Nor is thisHandbook a contract of employment between the Company and any of its employees. Theprovisions of this Handbook have been developed at the discretion of the company presidentand, except for its policy of employment-at-will, may be amended or cancelled at any time.

These provisions supercede all existing policies and practices and may not be amendedor added to without the express written approval of the company president.

Microsoft Word file you can edit for your own needs.

Written by experienced human resources consultant. Checked by HR attorneys.

Download the files instantly after purchase; get started right immediately.

From Hiring to Firing — There’s a Policy to Cover every need

Handbook



Hiring Policies and Practices

This section describes the Company's general hiringpolicies and practices.

When hiring employees the Company follows the following guidelines:

1. The manager will post a job announcement on the Company bulletin board. Employeeswho wish to apply for the open position may submit a resume to the managerresponsible for the position. All interested employees will be given the opportunity tointerview for the position.

2. In addition to the job posting, the manager and company president will review thequalifications of existing employees. Employees with sufficient qualifications will beinvited to apply for the open position.

3. If no current employee is qualified or is interested, the open position will be advertisedto the public using one or more of the following methods: newspaper advertising,notices to local schools and professional associations or contacts, or the Internet.Responding applicants will be reviewed, interviewed, and if a match can be found, anoffer of employment will be extended. If an applicant declines an offer, or if a suitableapplicant is not found, the position will be re-advertised.

4. If a suitable applicant cannot be found after two advertisements, the positionqualifications and expectations will be re-evaluated and the hiring process will beginagain.

5. All applicants are subject to a review and verification of the qualifications listed on theirresumes or applications. If the information cannot be verified or is found to be false, theemployment offer will be withdrawn, or if employment has begun, the applicant will beterminated.

Equal Employment Opportunity

Employment decisions are made based on merit, qualifications, and abilities. TheCompany does not make decisions in its employment practices based on race, color, sex,religion, national origin, age, disability, marital status, sexual orientation, or any othercharacteristic protected by law.

The Company does not discriminate on the basis of gender in compensation or benefitsfor women and men who work in the same establishment and perform jobs that requireequal skill, effort, and responsibility and which are performed under similar conditions.

The Company practices a corporate value of tolerance in the workplace for the diversityof its staff. Employees can raise concerns and make reports without fear of reprisal. Anyemployee found to be engaging in any type of unlawful discrimination would be subject todisciplinary action, up to and including termination.

If you have questions or concerns about any type of discrimination in the work place,you are encouraged to bring them to the attention of your manager. Concerns about animmediate manager should be brought to the attention of the company president.

More information about the applicability of Federal Equal Opportunity Laws, includingthe Americans with Disabilities Act, the Equal Pay Act, and the Age Discrimination inEmployment Act, are included in the Appendix.

Covers all federal employment lawss.

Hiring and firing policies keep you in compliance with state and federal laws.


Hand

book

Policies Include the detail you need for effective employee management

Your Employee Handbook— Restaurant Version 19

Employment Policies

This section will explain basic employment rules ofthe Company. By establishing employment policies,we determine a fair and equitable system for allemployees. Our goals are for all employees to betreated with respect, and to create a positive workenvironment where we can all do our best work.

Work Schedules

Work Hours and Flextime

Information about normal working hours and requirements is available from yourmanager.

You may request a flextime work schedule from your manager. Flextime may beapproved if the department has adequate coverage, if you are able to meet your requirednumber of hours and if there is no disruption to the Company's workflow.

Availability for Work

You must be available for work during normal business hours. If there is a change inyour availability, notify your supervisor at least one week prior to the change.

Attendance

Regular attendance and punctuality are important to the smooth operation of theCompany. If you are late or excessively absent, the Company's ability to perform work iscompromised and an unfair burden is placed on your co-workers. Therefore, unless yourabsence is permitted under the holiday, vacation, sick or other policies, you must be at workand at your station on time, each day you are scheduled to work.

If you are going to be absent or late, call your manager as soon as possible (no later thanone hour after the start of your workday). If you are going to be absent for several days, youmust notify your manager each day. Do not leave messages for other employees to relay.

If you are absent for reasons other than those permitted by the leave policies, or if youfail to provide notice as required, you may be subject to disciplinary action, up to andincluding discharge.

If you have or develop a history of tardiness or absenteeism, you may become subject todisciplinary action. This may include negative performance evaluations, suspension withoutpay, and required verification notes from doctors. If the problem persists, your employmentwith the Company may be terminated.

If you must leave work due to illness or injury, you may be required to supply a doctor'sexplanation immediately upon your return, explaining when you may return to work andwhat duties you may be expected to perform.

Policies cover the most common needs of small business owners and managers.

Policies Included and Written for specific Industries: Contractors, manufacturers, offices, Restaurants, Retail

Handbook



Reporting Tips

Federal and state law requires that all employees who receive more than $20 per monthin tips as part of their pay must report these tips to their employer. The Company requiresthat you report the total amount of tips received on a daily basis using IRS Form 4070.

Many restaurant employees have heard that they need to report only tips equal to 8% oftheir total sales. This is not true. You must report all tips, and all tips are 100% taxable.Failure to report all tips will cause problems for you with the Internal Revenue Service andwill result in termination from this Company.

Employees may refer to these Internal Revenue Publications for more information aboutrecording and reporting tips:

• Tips On Tips: A Guide to Tip Income Reporting for Employees in the Food andBeverage Industry (IRS Publication 1872)

• Reporting Tip Income (IRS Publication 531)

• Employee's Daily Record of Tips and Report to Employer (Publication1244;includes Form 4070 Employee's Report of Tips to Employer and Form 4070AEmployee's Record of Tips)

Tip Pools

Tip pools are used to process tips left on charge cards and for tables where severalwaitpersons are used to serve. Some cooks who directly prepare and serve customers attableside may participate in tip pools. Your share of the previous week's tip pool will beissued in your regular paycheck. Ask your manager for specific information about how tippools are divided among eligible employees.

Employees who are paid based on an hourly wage, such as dishwashers, cooks whohave no customer contact and bus persons, are not eligible for tip pools. Managementemployees are not eligible for tip pools.

It is the custom at some restaurants to withhold money from tip pools for damage orbreakage. This company has insurance for those occurrences and does not expect employeesto participate in the cost of replacement.

Garnishments and Support Orders

The Company complies with all valid claims against the wages of employees. If a wagegarnishment, child support order, or some other legally valid claim against your wages isreceived by the Company, you will be notified about the amount and details of thegarnishment or wage order. The Company is required to comply with the provisions of thegarnishment notice or order, as soon as practicable after it is received, to ensure itscompliance with applicable law.

Reimbursements

Employees will be reimbursed for reasonable expenses that occur during the normalcourse of doing business for the Company, such as travel fares, accommodations, meals,tips, telephone and fax charges, entertainment of clients and purchases on behalf of thecompany. Local expenses include company purchases, taxi or public transportation fareswhen on company business and entertainment of clients.

Extensive research into the needs of each industry.

Restaurant and Retail versions include policies for dealing with the public, uniforms, hygiene, security and robberies, among others.

Contractors and Manufacturers verisons include policies targeted for office and skilled trades workers.


Hand

book

Let your employees know exactly What your standards Are

Your Employee Handbook— Restaurant Version 29

Workplace Standards

This section explains the Company's standards forthe work place. Each department may have additionalrules. You should ask your manager for anyadditional standards not presented in this Handbook.

The goal of work place standards is to create a pleasant, safe and secure workingenvironment to enhance performance and enjoyment of your duties. Compliance ismandatory. Failure to comply will result in disciplinary action.

General Rules

Customer Service

The Company is dedicated to providing friendly, courteous and professional customerservice. All of our paychecks are paid by the business our patrons provide. All employeesare expected to make customer service the top priority in their daily job responsibilities.

Refunds and Credits

If a customer is dissatisfied with a product or service we provided to them despite yourefforts to please them, your manager will determine whether the customer should receive arefund, a credit, or corrective service. Services may not be performed free of charge withoutpermission from management.

No Smoking

Smoking by employees is not allowed anywhere in the building. Designated smokingareas outside the building are set aside for employees. Ask your manager for details.

Stereos

Some employees find it helps their concentration to listen to music while performingcertain tasks. Management approval is required before using recorded music at work. Suchmusic must not interfere with your duties.

Accidents and Injuries

Report any accidents or injuries to your manager immediately so appropriate medicalaction can be taken and proper reports filed to the Company insurance carriers.

Recycling

The Company supports environmental awareness by encouraging recycling and wastemanagement in the work place. You are encouraged to dispose of bottles, cans and paper inthe recycling bins.

We are also committed to purchasing environmentally friendly products. You areencouraged to make every effort to conserve energy by turning out lights, avoiding waste

Communicate your expectations with the “plain-English” writing style — no legalese!

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Managers must keep your phone numbers strictly confidential. Home phone numberswill not be distributed to anyone except your manager or their direct superior. You maydistribute phone numbers for social reasons at your own discretion.

Suggestion Program

As an employee of the Company, your ideas are important to our continued success. Ifyou have an idea of how to better improve the efficiency of our operation, please discuss itwith your manager.

From time to time employees are encouraged to participate in workflow improvementmeetings. These meeting are conducted to collect ideas and suggestions from all employeesto better our products and operations. You are encouraged to speak up and offer your ideasfor improvement.

Workplace Monitoring

To better ensure your safety and security, the Company has certain monitoring systemsdesigned into its workflow. These systems may include, but are not limited to, auditcontrols, computer systems controls, video systems, and other types of monitoring. Inaddition, each manager has been charged with the responsibility of monitoring hisemployees.

These systems are not designed to violate your privacy, but to provide for support inbilling disputes with customers, to promote cost control, and for the protection of companyequipment.

If you have any questions about workplace monitoring, please consult your manager.

Age Requirement for Some Duties

You must be of legal age to serve alcohol, operate food slicers, grinders or bakeryequipment, or make deliveries. Legal age varies from state to state. Check with yourmanager for the requirements at your location.

Uniforms

Uniforms may be required for servers or other employees having contact withcustomers. You may be required to wear uniforms or special clothing depending on your jobduties.

The company supplies uniforms, but a deposit may be required and deducted from yourfirst paycheck. The deposit will be refunded after the uniform is turned in or after one yearof service, whichever comes first. Uniforms are supplied in "new" condition. Deposits willnot be returned for uniforms that have been lost or abused. Normal wear is expected. Youare responsible for keeping your own uniforms clean.

If the Company provides separate and secure changing facilities and storage lockers,you are not permitted to wear uniforms while not on Company property. Otherwise, youmay wear uniform while going to or from work.

Security

It is our policy to place employee safety above all other concerns. We have establishedthe following guidelines to ensure the safest working environment possible for you.

Sensitive subjects are covered tactfully and with discretion — from financial issues to security advice and policies.

10� Your�Employee�Handook�Restaurant�Evaluation�© 2008 Your Employee Handbook

Hand

book

Help your managers and supervisors Communicate with employees more effectively


Employee Relations

The Company is committed to providing a rewardingenvironment to work in cooperation with your co-workers. It is our goal that every employee enjoy hiswork and is comfortable his surroundings.

Occasionally, conflicts arise in the work place that must be resolved. This sectionexplains the procedure for resolving workplace conflicts in a constructive and professionalmanner.

Adherence to Policy

In resolving conflicts within the Company, strict adherence to policy is required.Conflicts, when properly resolved, can strengthen a company. When conflicts are nothandled according to policy, resentment occurs. The following rules have been establishedto guide you in the resolution of any conflict.

Guidelines for Managers

• Treat all employees with respect. Yelling, name-calling or threatening actions or wordswill not be tolerated.

• Do not discuss any aspect of your employee's relationship with the Company, includingperformance or any personal information, with anyone except the employee or thecompany president.

• All discussions regarding job performance, work habits or attitude will be conducted inprivate.

• Managers will offer opinions only on the performance of their own employees.Managers having difficulties with an employee in another department must follow theprocedure as outlined in this section.

Guidelines for Employees

• Do not use abusive language. Do not threaten or harass other employees, either verballyor physically

• Do not gossip.

• Do not discuss the actions or performance of any other employee or manager in theCompany, except with your manager or the company president.

• Do not yell, slam doors, curse, or throw things when you are angry. Employees areencouraged to take a break and leave the office to calm down before discussing theproblem with your manager.

• Employees who do not follow the above guidelines for conflict resolution are subject todisciplinary actions as outlined in the Employee Conduct section of this Handbook.

Clear guidance on how to follow policy and supervisor’s iustructions — the consquences of failure to follow them.

Conduct Guidelines Cover Good — and Bad — employees

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Employee Conduct

The Company takes great care in its hiring practicesto recruit qualified, professional individuals. It iscommitted to treating all employees with respect, andthat includes a presumption of professional conduct.Occasionally, employees enter the Company withouta clear idea of what professional conduct is. Thepurpose of this section is to explain the standards ofconduct that are expected. This section also explainsconsequences for failure to adhere to thesestandards.

Guidelines

The following guidelines will serve as the standard of conduct for all employees:

• You will conduct yourself in a professional and respectful manner to all employees,customers, and visitors.

• You will present yourself in a clean and well-groomed manner. Casual dress isacceptable provided it is clean, in good repair, modest, and is an approved alternative touniforms or protective clothing.

• You will present yourself on time for your regularly scheduled hours.

• You are to remain productive throughout the workday.

• This is a drug-free workplace. Abuse of intoxicating substances and use, possession orsale of illegal drugs will not be tolerated. Law enforcement officials will be notified ifillegal substances are found on Company property.

• Sexual harassment will not be tolerated.

• Racial slurs, harassment and intimidation will not be tolerated.

• There is no solicitation or distribution of petitions in the workplace.

• All postings to the employee bulletin board or E-mail must be approved by yourmanager. Memorandums must be approved by your manager prior to distribution.

• You will conduct business in a manner that avoids a personal conflict of interest withthe Company's interests.

• No smoking anywhere on the premises.

• You will protect the confidential nature of business information, such as customer lists,customer preferences, project proposals, and proprietary production processes. You willalso respect the confidential nature of personal information about other employees.

• Theft of any kind will not be tolerated.

• Unauthorized use of Company equipment will not be tolerated.

Concise policies detailing acceptable and unacceptable behavior — with a complete disciplinary policy that is fair to all parties.

1�� Your�Employee�Handook�Restaurant�Evaluation�© 2008 Your Employee Handbook

Hand

book

Anticipate Common Questions by detailing employee Benefits


Employee Benefits

Eligible employees receive a wide range of benefits inaddition to their salary. A number of programsprescribed by law, such as social security andunemployment, cover all employees. Benefiteligibility is based on employee classification andlength of employment.

If you have any questions about benefits after reading this Handbook, please consultwith your manager. Benefits are subject to change at any time, but can only be changed bythe company president. You will be given 30 days notice of any changes to benefits.

Full-time employees who have successfully completed the evaluation period are eligiblefor the Company benefits. Part-time employees working less than 35 hours per week are noteligible for these benefits, but may have other benefits available to them; check with yourmanager for details.

Special Benefits

Employee Meal Program

On-duty employees may be eligible for a variety of discounted or free meals or menuitems. Check with your manager on the availability of these programs.

Employee or Family Discounts

The Company may offer, from time to time, a variety of discounts on its products andservices to employees and their families. Check with your manager on the availability ofthese programs.

401(k)

If you are eligible, you will be given the option to enroll in the Company's 401Kprogram. Check with your manager about your manager for this program.

Stock Options

If you are eligible, you may be granted a number of options to purchase Companyshares, which will be determined at the time of your hiring, and after fully vesting over aperiod. Check with your manager about your eligibility for this program.

Tuition Reimbursement

The Company encourages you to continue your education with a tuition reimbursementplan that will cover all or part of the costs to further your education in a field related to yourposition. All courses must be approved by the Company and be offered by an accreditedtraining facility or institution.

To qualify for reimbursement, you must receive permission from your manager for aspecific course of study, successfully complete the course with a "B" grade or better, andsubmit an expense report with the cost of the class and applicable materials.

Let your employees know how much you value them with this complete description of the most common benefits — and add your own.

WelcomeIntroductionGender PronounsEmployment at WillEmployee Acknowledgement FormWelcome Letter from PresidentHiring Procedures and Practices

HIRInG PoLICIesEqual Employment Opportunity

StatementImmigration Law ComplianceDisabilityDrug TestingSexual and Other HarassmentCriminal ConvictionsSerious Chronic or Prolonged IllnessInventions and Creative WorkConfidential InformationPersonnel FilesEmployment Categories

Permanent, Full-time, SalaryPermanent, Full-time, HourlyPermanent, Part-time, HourlyTemporary

Hiring Relatives of Current Employees

Evaluation Period

emPLoymenT PoLICIesWork SchedulesWork hoursAttendanceGeneral guidelines on attendanceAvailability for workReduction of hoursBreaksTime offTelecommutingJob sharingEmergency closingsJob abandonment

Employee PayrollPaychecksPayroll deductionsTimekeeping*OvertimeSalary advances and cashing checksSpecial pay rates, shift or holiday

premiumsPayroll errorsReporting Tips*Tip Pools*Garnishments and support ordersReimbursements

Employee PerformanceEvaluationsIncreases in payBonuses

Termination of Employment

ResignationRetirementLayoffInvoluntary terminationExit interviewsEmployment references (service

letters)Return of propertyPayment with notice

Workplace StandardsGeneral Rules

Customer serviceRefunds and creditsSmokingStereosAccidents and injuriesRecyclingCleanliness and sanitationVisitorsChildrenContacting employees after hoursSuggestion programWorkplace monitoringAge requirements for some duties*Uniforms*

(Store) Security*Shoplifters*Robberies*Safety and Occupational Health

Hazardous Materials PolicyEmployee Safety TrainingDrug and Alcohol PolicyWeapons and Violence

AccidentsAccidents in the workplaceAccidents while traveling

Monitoring and SearchesEquipment Usage

Company property and usagePostage, office and shipping suppliesPersonal propertyComputersSystem maintenancePhones and mail systemsCompany vehicles

emPLoyee ReLATIonsAdherance to Policy

Guidelines for supervisorsGuidelines for employees

Problem ResolutionProblems with co-workerProblems with employees in another

departmentProblems with equipment or systemsProblems with policiesProblems with your supervisorConflict Resolution Form

AppealsAppealing a termination

Appealing a disciplinary action

emPLoyee CondUCTGuidelinesConduct Guidelines Expanded

Conflict of InterestSexual and Other HarassmentGratuitiesNon-DisclosureOutside Employment and ActivitiesSolicitationNon-compete AgreementCompeting EnvironmentPetitionsGrooming and Personal Hygiene

Guidelines*Meals and BreaksFood and BeveragesOther

Progressive Discipline Policy and ProcedureDisciplinary actionAdministration of the disciplinary

procedureImmediate terminationTermination after reviewTermination after written warningTermination after two warningsPerformance issuesMonitoring supervisors

emPLoyee BeneFITsSpecial Benefits

Employee meal program*Employee or family discounts*401(k)Stock optionsTuition reimbursement

InsuranceMedical insuranceCOBRAWorkers’ compensationPaid LeavePaid leave

HolidaysEmergenciesSick leaveShort-term disability leave (and

maternity leave)Jury dutyBereavement leave

Unpaid LeaveProceduresPersonal leaveMedical leaveFamily leavePregnancy disability leaveNew family memberMilitary leave

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Companion Forms Help you Administer the Policies in your employee Handbook

One of the hardest tasks associated with managing employees is keeping up with the paperwork.

How do you comply with federal laws that require a consistent, comprehensive and legible set of records for each employee? It’s simple: use the Companion Forms designed for Your Employee Handbook.

This publication contains every form used in Your Employee Handbook, plus a bonus selection of forms we’ve found useful when managing employees.

Each form is professionally-designed to the standards of experienced human resources consultants and is provided to you in three formats:

1. Adobe PDF Format — Print them out and fill in by hand: You can print these forms on any printer — or take the file to a quick printer to have a small supply of them on hand.

2. Adobe PDF Fill-in Format — Fill them in on your computer and print out: PDF format with fill-in blanks. These are forms you can fill-in on your computer using AdobeAcrobat Reader, then print out to your own laser or inkjet printer.

3. Microsoft Word Format — Edit the layout and content of the form, fill in on your computer, and print out: Use Microsoft Word or your favorite word processor to open these files and fill them in on your computer, then print them on your own laser or inkjet printer. You can also edit these forms: add blanks, change selection boxes, or delete sections.

The Companion Forms will help make your human resources management task easier and more organized.

See a list of forms included. Click on this link: http://youremployeehandbook.com/modules.php?op=modload&name=PagEd&file=index&page_id=34

Forms






PROFESSIONALLY-

DESIGNED FORMS IN

PRINTER-READY

FORMAT, FOR EVERY

HR FUNCTION:

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS

| SAFETY


CompanionForms

CompanionFormsNEW! Safety Program Administration Forms





PROFESSIONALLY-

DESIGNED FORMS IN

PRINTER-READY

FORMAT, FOR EVERY

HR FUNCTION:

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS

| SAFETY


CompanionFormsCompanionForms

A selection of supplementary forms to theCompanion Forms Package





http://youremployeehandbook.com/modules.php?op=modload&name=PagEd&file=index&page_id=34

1�� Your�Employee�Handook�Restaurant�Evaluation�© 2008 Your Employee Handbook

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s

All the Forms you need to manage and Communicate with employees

Disciplinary Action Form

Employee Name:_____________________________________ Date: __________

Position: _____________________________________________ Department: ____________________________________________

Type of Warning: � VERBAL � WRITTEN Occurrence: � 1ST � 2ND � 3RD

Verbal Warning

Description of Problem: __________________________________________________________________________________________

_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

Action Taken: � EMPLOYEE WAS REMINDED OF POLICY � EMPLOYEE WAS ADVISED TO CORRECT BEHAVIOR

� EMPLOYEE WAS REMINDED OF JOB DUTIES � EMPLOYEE WAS WARNED OF POSSIBLE DISCIPLINARY ACTION

� OTHER _________________________________________________________________________________________

Written Warning

Description of Problem: __________________________________________________________________________________________

_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

Required Solution: _______________________________________________________________________________________________

_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________

The employee will demonstrate improvement by: Date __________

If improvement is not made, the employee may be disciplined with:

� ANOTHER WRITTEN WARNING � SUSPENSION WITHOUT PAY OF ________ DAY(S) � TERMINATION

This employee � HAS � HAS NOT been placed on a 90 day probationary period.

I have read this form and understand what is expected of me.

Employee Signature ___________________________________ Supervisor______________________________________________

Employee Comments: ___________________________________________________________________________________________

_________________________________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________Copied to: � Employee � File � Company President

© 2003 YOUR EMPLOYEE HANDBOOK DISCIPLINARY ACTION FORM REV. 0803

Disciplinary Action Form

Employee Name: Date:

Position: Department:

Type of Warning: � VERBAL � WRITTEN Occurrence: � 1ST � 2ND � 3RD

Verbal Warning

Description of Problem:

Action Taken: � EMPLOYEE WAS REMINDED OF POLICY � EMPLOYEE WAS ADVISED TO CORRECT BEHAVIOR

� EMPLOYEE WAS REMINDED OF JOB DUTIES � EMPLOYEE WAS WARNED OF POSSIBLE DISCIPLINARY ACTION

� OTHER

Written Warning

Description of Problem:

Required Solution:

The employee will demonstrate improvement by: Date

If improvement is not made, the employee may be disciplined with:

� ANOTHER WRITTEN WARNING � SUSPENSION WITHOUT PAY OF DAY(S) � TERMINATION

This employee � HAS � HAS NOT been placed on a 90 day probationary period.

I have read this form and understand what is expected of me.

Employee Signature ___________________________________ Supervisor______________________________________________

Employee Comments:

Copied to: � Employee � File � Company President© 2003 YOUR EMPLOYEE HANDBOOK DISCIPLINARY ACTION FORM_W REV. 0803

Each form is provided as a PDF file you can print out, a writable PDF file you can fill in on your computer, and a Microsoft Word format form you can edit to to suit

Help your Tipped employees Properly Calculate and Track Tip Income

Forms


Publication 1244 (Rev. 6-99) Cat. No. 44472W

Department of the TreasuryInternal Revenue Service

Publication 1244(Rev. June 1999)

Employee’s DailyRecord of TipsandReport to Employer

For the period

beginning

ending

Name and address of employee

,

and,

This publication contains:Form 4070A, Employee’s Daily Record ofTips

Form 4070, Employee’s Report of Tips toEmployer

InstructionsYou must keep sufficient proof to show theamount of your tip income for the year. A dailyrecord of your tip income is considered sufficientproof. Keep a daily record for each workdayshowing the amount of cash and credit card tipsreceived directly from customers or otheremployees. Also keep a record of the amount oftips, if any, you paid to other employees throughtip sharing, tip pooling or other arrangements, andthe names of employees to whom you paid tips.Show the date that each entry is made. This dateshould be on or near the date you received the tipincome. You may use Form 4070A, Employee’sDaily Record of Tips, or any other daily record torecord your tips.

Reporting Tips to Your Employer. If you receivetips that total $20 or more for any month whileworking for one employer, you must report the tipsto your employer. Tips include cash left bycustomers, tips customers add to credit cardcharges, and tips you receive from otheremployees. You must report your tips for any onemonth by the 10th of the month after the monthyou receive the tips. If the 10th day falls on aSaturday, Sunday, or legal holiday, you may givethe report to your employer on the next businessday that is not a Saturday, Sunday, or legalholiday.

You must report tips that total $20 or moreevery month regardless of your total wages andtips for the year. You may use Form 4070,Employee’s Report of Tips to Employer, to reportyour tips to your employer. See the instructions onthe back of Form 4070.

You must include all tips, including tips notreported to your employer, as wages on yourincome tax return. You may use the last page ofthis publication to total your tips for the year.

Your employer must withhold income, socialsecurity, and Medicare (or railroad retirement)taxes on tips you report. Your employer usuallydeducts the withholding due on tips from yourregular wages.

Paperwork Reduction Act Notice. We ask for theinformation on these forms to carry out the InternalRevenue laws of the United States. You are required togive us the information. We need it to ensure that you arecomplying with these laws and to allow us to figure andcollect the right amount of tax.

Purpose. Use this form to report tips you receive to youremployer. This includes cash tips, tips you receive fromother employees, and credit card tips. You must reporttips every month regardless of your total wages and tipsfor the year. However, you do not have to report tips toyour employer for any month you received less than $20in tips while working for that employer.

Report tips by the 10th day of the month following themonth that you receive them. If the 10th day is aSaturday, Sunday, or legal holiday, report tips by the nextday that is not a Saturday, Sunday, or legal holiday.

See Pub. 531, Reporting Tip Income, for more details.You can get additional copies of Pub. 1244,

Employee’s Daily Record of Tips and Report to Employer,which contains both Forms 4070A and 4070, by calling1-800-TAX-FORM (1-800-829-3676).

The time needed to complete Forms 4070 and 4070Awill vary depending on individual circumstances. Theestimated average times are: Recordkeeping—Form4070, 7 min.; Form 4070A, 3 hr. and 23 min.; Learningabout the law—each form, 2 min.; Preparing Form 4070,13 min.; Form 4070A, 55 min.; and Copying andproviding Form 4070, 10 min.; Form 4070A, 28 min.

If you have comments concerning the accuracy ofthese time estimates or suggestions for making theseforms simpler, we would be happy to hear from you. Youcan write to the Tax Forms Committee, Western AreaDistribution Center, Rancho Cordova, CA 95743-0001.

You are not required to provide the informationrequested on a form that is subject to the PaperworkReduction Act unless the form displays a valid OMBcontrol number. Books or records relating to a form or itsinstructions must be retained as long as their contentsmay become material in the administration of any InternalRevenue law. Generally, tax returns and return informationare confidential, as required by Code section 6103.

Instructions

Use this space to total your tips for the year

4070AForm(Rev. June 1999)

OMB No. 1545-0065

1

2

3

4

5

Employee’s Daily Record of TipsThis is a voluntary form provided for your convenience.

See instructions for records you must keep.

Month and yearEmployer’s nameEmployee’s name and address

Establishment name (if different)

a. Tips receiveddirectly from customers

and other employees

b. Credit card tipsreceived

c. Tips paid out toother employees

d. Names of employees to whom youpaid tips

Dateof

entry

Datetips

rec’d.


6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

Subtotalsfrom pages1, 2, and 3

1. Report total cash tips (col. a) on Form 4070, line 1.

Totals

26

27

28

29

30

31

2. Report total credit card tips (col. b) on Form 4070, line 2.

3. Report total tips paid out (col. c) on Form 4070, line 3.

4070Form(Rev. June 1999)

OMB No. 1545-0065

Employee’s Reportof Tips to Employer

Employee’s name and address Social security number

Date


Signature

Month or shorter period in which tips were received

Employer’s name and address (include establishment name, if different)

from , , to ,

Cash tips received

Credit card tips received

Tips paid out

Net tips (lines 1 + 2 - 3)

1

2

3

4

For Paperwork Reduction Act Notice, see back of form.

A Guide toTip Income Reporting

for Employers in theFood and Beverage Industry

1

TipsTipsonTipsTipsA Guide to

Tip Income Reportingfor Employers in Businesses

Where Tip Income is Customary

d r i v e r c o u n t e r p e r s o n b e v e r a g e s e r v e r w a i t p e r s o n

r p e r s o n b e v e r a g e s e r v e r b a r t e n d e r m a i t r e d ’ d e

l i v e r y d r i v e r w a i t p e r s o n b u s s e r b a r t e n d e r m a i t

i t p e r s o n b u s s e r b a r t e n d e r m a i t r e d ’ d e l i v e r y d r

d ’ d e l i v e r y d r i v e r c o u n t e r p e r s o n b e v e r a g e s e r v e r

b a r t e n d e r m a i t r e d ’ d e l i v e r y d r i v e r c o u n t e r p e

n d e r m a i t r e d ’ d e l i v e r y d r i v e r c o u n t e r p e r s o n b e

n t e r p e r s o n b e v e r a g e s e r v e r b u s s e r d e l i v e r y d r i v

d r i v e r c o u n t e r p e r s o n b e v e r a g e s e r v e r w a i t p e r s o

u n t e r p e r s o n b a r t e n d e r m a i t r e d ’ d e l i v e r y d r i v e r

e r b a r t e n d e r m a i t r e d ’ d e l i v e r y d r i v e r c o u n t e r p

Includes the official IRS publications for calculating and tracking tips.

Help your employees stay in compliance with IRS tip income regulations.

Be in Compliance with Federal and state Poster Requirements with the employer’s Poster kit

You know those posters for minimum wage and equal employment opportunity you need to keep displayed somewhere in your office? Do you have all the posters you’re required to display? Do you know which posters you must display and which are optional?Be sure with the Employer’s Poster Kit that accompanies Your Employee Handbook. Don’t spend hard-earned money on fancy posters, when all the posters you need can be printed from your own laser or ink-jet printer. This massive 112-page publication lists every poster the federal government and each state require to be posted. Actual PDF copies of the official federal posters are included, with working links to free sources for all state posters.

ComPReHensIVe, oFFICIAL InFoRmATIon dIReCT FRom THe AGenCIes

These are the official files provided by each agency. We’ve optimized them to print better and faster on virtually every printer. Each poster’s display requirements are detailed, including an explanation of which employers must display the poster, and instructions for printing the poster.

An amazing value, included FREE with any edition of Your Employee Handbook.

eAsy To UseJust click, print and post — and you’re in compliance with federal and state

employment law poster requirements.

See the contents of the Poster Kit. Click this link: http://youremployeehandbook.com/modules.php?op=modload&name=PagEd&file=index&page_id=28

Posters




Completely Revised for 2008

All the posters you need to comply with federal labor andother employment laws

PLUS

Sources for required state posters


OFFICIAL FORMS YOUCAN PRINT ON YOUROFFICE LASER ORINKJET PRINTER*

| EQUAL EMPLOYMENTOPPORTUNITY

| FEDERAL MINIMUMWAGE

| JOB SAFETY ANDHEALTH OSHA)

| EMPLOYEE POLYGRAPH PROTECTION ACT

| FAMILY AND MEDICAL LEAVE ACT

| AND MORE!

Adobe® Acrobat®

Reader Required


�0� Your�Employee�Handook�Restaurant�Evaluation�© 2008 Your Employee Handbook

Post

ers

details and supplies every Federal Poster you’re Required to display

© 2008 Your Employee Handbook Employer’s Poster Kit �

Federal Labor/Employment Poster Requirements for Small Businesses and Other Employers

There are five federal posters that must be displayed in an area common to all employees. To help simplify the task of complying with the Department of Labor’s DOL workplace poster requirements, this publication lists the DOL required posters. Depending on your business, other posters may be required. See each page for requirements for posting by different types of businesses.

Posters should be displayed so that they are easily visible to the intended audience. These posters are the official PDF versions distributed by the various Federal agencies, and are licensed for printing on your equipment and display.

Please note that the Department of Labor may have notice requirements for specialized workplace areas or for certain occupations, apart from the poster requirements in this document. For assistance with these notice requirements, please contact the Office of Small Business Programs.

For more information about poster requirements or other compliance assistance matters, you may contact the U.S. Department of Labor by telephone or visit the DOL poster page at http://www.dol.gov/osbp/sbrefa/poster/matrix.htm or call 1-866-4USA-DOL (1-866-487-2365).

EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW VIEW POSTER

Employment Standards Administration, Office of Federal Contract Compliance Programs. Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; 38 U.S.C. 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended; 41 CFR Chapter 60-l .42; 41 C.F.R 60-250.4k); 4 1 C.F.R. 60-74 1.5a)4.Who must post: Entities holding federal contracts or subcontracts or federally-assisted construction contracts of $10,000 or

more; financial institutions which are issuing and paying agents for U.S. savings bonds and savings notes; depositories of federal funds or entities having government bills of lading.

Citations/penalties: Appropriate contract sanctions may be imposed for uncorrected violations.

Other information: Post copies of the poster in conspicuous places available to employees, applicants for employment, and representatives of labor organizations with which there is a collective bargaining agreement. Also, non-construction contractors or subcontractors with 50 or more employees and a contract of $50,000 or more [otherwise required by 41 CFR 60-2.1 a)] should develop an equal opportunity policy as part of an affirmative action plan and post the policy on company bulletin boards. 41 CFR 60-2.2 1 a)(9).

NOTE: The Office of Federal Contract Compliance Programs OFCCP-recognizes that there are differences between this poster and the poster provided by the U.S. Equal Employment Opportunity Commission EEOC). Despite these differences, both posters are accepted as valid by OFCCP and EEOC.

Federal Web site: http://www.dol.gov/esa/regs/compliance/posters/eeo.htm

Direct links to posters: English — http://www.dol.gov/esa/regs/compliance/posters/pdf/eeopost.pdfSpanish — http://www.dol.gov/esa/regs/compliance/posters/eeospan.htm

Contact: EEOC Office of Communication,1801 L St., N.W., Washington, D.C. 20507; 1-800-669-3362 or 1-800-435-7232.

HELP US KEEP THE EMPLOYER’S POSTER KIT UP TO dATE!Posters are updated and links are changed frequently. We do our best to keep up with these changes, but with hundreds of posters from 50 states, it’s an impossible task to do more than once a year. Help us stay up to date by letting us know about poster changes and bad links for your state at http://www.youremployeehandbook.com/badlink. Thanks!

Provides a complete description of each federal posters.

Includes guidelines for use and active links to download FREE from official U.S. wwebsites.

Posters

Order from YourEmployeeHandbook.com� �1

www.YourEmployeeHandbook.com �

State Poster Recommendations and Requirements

Each state also has its own regulations with regard to postings. Following are state posting requirements and contact information as of November 2007. Wherever possible, we’ve provided Web links to free, downloadable state posters. If a link is not listed, it is not available online, and you must contact the appropriate state agency, also listed. Information and Web links are subject to change without notice. Source: Individual state web sites.

FEDERALPOSTERS (* required)employee PolygraphNotice *equalemployment Opportunity

Family and Medical Leave Act

Federal Minimum Wage *Federal OSHA “it’s the Law” *iNSdiscriminationdept. of Justice)

irSWithholding Notice

irSearnedincome Credit Notice

Payday Notice

ALAbAmAState Recommended and Required (*) Posters:

State Poster Web Site: dir.alabama.gov/docs/doc_type.aspx?id=2

Child Labor Lawsrecommended; required for all employers who employ minors under 18.direct links to posters:

Hours http://www.alalabor.state.al.us/PdFs/AlabamaChildLaborPoster.pdfHours, Spanish http://www.alalabor.state.al.us/posters/spanishChild%20Labor.pdfConstruction http://www.alalabor.state.al.us/images/CHiLd_LABOr_POSTerS/poster.construction01.pdfGeneral http://www.alalabor.state.al.us/images/CHiLd_LABOr_POSTerS/Youth%20rules%20Poster.pdf

Contact: Alabamadept. of Labor, Child Labor Office, 100 N.union St., Montgomery, AL 36130; 334-242-3460;http://www.alalabor.state.al.us/CHiLd_LABOr.htm

Notice to Employees Injurydirect link to poster: http://www.riskmgt.state.al.us/PdFs/JuLY_04_FOrMS/SeiTCF_Form_6.pdfContact: Alabamadept. of Finance,div. ofrisk Management, 777 S. Lawrence St., Montgomery, AL 36131,

334-223-6120; www.riskmgt.state.al.us

Notice of New Hire Programdirect link to poster: Not available online. Contact supervising agency.Contact: Alabamadept. ofindustrialrelations, New-Hireunit, 649 Monroe St.,room 2683, Montgomery, AL 36131-

0378, 334-353-8491; http://dir.alabama.gov/

Your Job Insurance — Unemployment Compensation *direct link to poster: http://dir.alabama.gov/docs/posters/uc_jobinsurance.pdf

Orhttp://www.pardons.state.al.us/ALABPP/divisions/Personnel/Personnel%20PdFs/Posters/uc_jobinsurance.pdf

Contact: Alabamadept. ofindustrialrelations, 649 Monroe St., Montgomery, AL 36131; 334-242-8025;http://dir.alabama.gov/uc/

Unemployment Compensation Fraud *Contact: Alabamadept. ofindustrialrelations, 649 Monroe St., Montgomery, AL 36131; 334-242-8025;

http://dir.alabama.gov/uc/direct link to poster: http://dir.alabama.gov/docs/posters/wc_fraudposter.pdf

Lists each poster required by all 50 states.

Details which businesses are required to display posters.

Includes active links to download FREE copies of each posters.


Post

ers

Complete Instructions on How to Use and display each Poster

58 © 2008 Your Employee Handbook Employer’s Poster Kit

Equal Employment Opportunity Poster

Every employer covered by the non-discrimination and EEO laws is required to post on its premises the poster, “Equal Employment Opportunity is the Law.” The notice provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs OFCCP).

To use this file as a poster for your place of employment, please follow these instructions:

1. Click on the link for the poster.

2. To print, click on the printer icon within Acrobat Reader. Your printer must have a minimum of 1 meg of RAM in order to print this poster. Print both pages in the PDFfile.

3. Tape or paste the two printed pages together to form an 11 x 17 inch poster.

4. The notice must be posted prominently, where it can be readily seen by employees, applicants for employment, and representatives of labor organizations with which there is a collective bargaining agreement.

ENGLISH, LARGE, COLOR

ENGLISH, LARGE, B&W

Employers HoldingFederal Contracts orSubcontractsApplicants to and employees ofcompanies with a Federalgovernment contract or subcontractare protected under the followingFederal authorities:RACE, COLOR, RELIGION, SEX,NATIONAL ORIGINExecutive Order 11246, asamended, prohibits jobdiscrimination on the basis of race,color, religion, sex or national origin,and requires affirmative action toensure equality of opportunity in allaspects of employment.INDIVIDUALS WITHDISABILITIESSection 503 of the RehabilitationAct of 1973, as amended, prohibitsjob discrimination because ofdisability and requires affirmativeaction to employ and advance inemployment qualified individuals

Private Employment, State andLocal Government, EducationalInstitutionsApplicants to and employees of most privateemployers, state and local governments,educational institutions, employment agencies andlabor organizations are protected under thefollowing Federal laws:RACE, COLOR, RELIGION, SEX, NATIONALORIGINTitle VII of the Civil Rights Act of 1964, asamended, prohibits discrimination in hiring,promotion, discharge, pay, fringe benefits, jobtraining, classification, referral, and other aspectsof employment, on the basis of race, color, religion,sex or national origin.DISABILITYThe Americans with Disabilities Act of 1990, asamended, protects qualified applications andemployees with disabilities from discrimination inhiring, promotion, discharge, pay, job training,fringe benefits, classification, referral, and otheraspects of employment on the basis of disability.The law also requires that covered entities providequalified applicants and employees with disabilities

Programs or ActivitiesReceiving FederalFinancial AssistanceRACE, COLOR, NATIONALORIGIN, SEXIn addition to the protection of TitleVII of the Civil Rights Act of 1964,Title VI of the Civil Rights Actprohibits discrimination on thebasis of race, color or nationalorigin in programs or activitiesreceiving Federal financialassistance. Employmentdiscrimination is covered by Title VIif the primary objective of thefinancial assistance is provision ofemployment, or where employmentdiscrimination causes; or maycause discrimination in providingservices under such programs. TitleIX of the Education Amendments of1972 prohibits employmentdiscrimination on the basis of sexin educational programs oractivities which receive Federalassistance.

Equal Employment Opportunity is

THE LAW

with disabilities who, withreasonable accommodation, canperform the essential functions of ajob.VIETNAM ERA AND SPECIALDISABLED VETERANS38 U.S.C. 4212 of the Vietnam EraVeterans Readjustment AssistanceAct of 1974 prohibits jobdiscrimination and requiresaffirmative action to employ andadvance in employment qualifiedVietnam era veterans and qualifiedspecial disabled veterans.Any person who believes acontractor has violated itsnondiscrimination or affirmativeaction obligations under theauthorities above should contactimmediately:The Office of Federal ContractCompliance Programs (OFCCP),Employment StandardsAdministration, U.S. Department ofLabor, 200 Constitution Avenue,N.W., Washington, D.C. 20210 orcall (202) 219-9430, or an OFCCPregional or district office, listed inmost telephone directories underU.S. Government, Department ofLabor.

with reasonable accommodations that do notimpose undue hardship.AGEThe Age Discrimination in Employment Act of1967, as amended, protects applicants andemployees 40 years of age or older fromdiscrimination on the basis of age in hiring,promotion, discharge, compensation, terms,conditions or privileges of employment.SEX (WAGES)In addition to sex discrimination prohibited by TitleVII of the Civil Rights Act (see above), the EqualPay Act of 1963, as amended, prohibits sexdiscrimination in payment of wages to women andmen performing substantially equal work in thesame establishment.Retaliation against a person who files a charge ofdiscrimination, participates in an investigation, oropposes an unlawful employment practice isprohibited by all these Federal laws.If you believe that you have been discriminatedagainst under any laws, you immediately shouldcontact:The U.S. Equal Employment OpportunityCommission (EEOC), 1801 L. Street, N.W.,Washington, D.C. 20507 or an EEOC field office bycalling toll free (800) 669-4000. For individuals withhearing impairments, EEOC’s toll free TDD numberis (800) 800-3302.

*U.S. GOVERNMENT PRINTING OFFICE 1994-0-368-769

INDIVIDUALS WITHDISABILITIESSection 504 of the RehabilitationAct of 1973, as amended, prohibitsemployment discrimination on thebasis of disabilities in any programor activity which receives Federalfinancial assistance. Discriminationis prohibited in all aspects ofemployment against disabledpersons who, with reasonableaccommodation, can perform theessential functions of a job.If you believe you have beendiscriminated against in a programof any institution which receivesFederal assistance, you shouldcontact immediately the Federalagency providing such assistance.

Separate pages focus on each individual federal poster, with complete details for use, plus handy links to the poster page.

Includes the official PdF Version of Federally-Required Posters

Posters

Order from YourEmployeeHandbook.com� ��

EmployersHolding FederalContracts orSubcontractsApplicants to and employees ofcompanies with a Federal govern-ment contract or subcontract areprotected under the followingFederal authorities:

RACE, COLOR, RELIGION,

SEX, NATIONAL ORIGIN

Executive Order 11246, as amended,prohibits job discrimination on thebasis of race, color, religion, sex ornational origin, and requires affirma-tive action to ensure equality ofopportunity in all aspects ofemployment.

INDIVIDUALS WITH

DISABILITIES

Section 503 of the Rehabilitation Actof 1973, as amended, prohibits jobdiscrimination because of disabilityand requires affirmative action toemploy and advance in employmentqualified individuals with disabilitieswho, with reasonable accommodation,can perform the essential functionsof a job.

VIETNAM ERA, SPECIAL

DISABLED, RECENTLY

SEPARATED, AND OTHER

PROTECTED VETERANS

38 U.S.C. 4212 of the Vietnam EraVeterans’ Readjustment Assistance Actof 1974, as amended, prohibits jobdiscrimination and requires affirmativeaction to employ and advance inemployment qualified Vietnam eraveterans, qualified special disabledveterans, recently separarted veterans,and other protected veterans.

Any person who believes a contractorhas violated its nondiscrimination oraffirmative action obligations underthe authorities above should contactimmediately:

The Office of Federal ContractCompliance Programs (OFCCP),Employment Standards Administration,U.S. Department of Labor,200 Constitution Avenue, N.W.,Washington, D.C. 20210 or call(202) 693-0101, or an OFCCPregional or district office, listed inmost telephone directories under U.S.Government, Department of Labor.

Equal Employment Opportunity is

THE LAWPrivate Employment,State and LocalGovernments,Educational InstitutionsApplicants to and employees of most private employers, stateand local governments, educational institutions, employmentagencies and labor organizations are protected under the followingFederal laws:

RACE, COLOR, RELIGION, SEX, NATIONAL

ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, prohibitsdiscrimination in hiring, promotion, discharge, pay, fringe benefits,job training, classification, referral, and other aspects of employment,on the basis of race, color, religion, sex or national origin.

DISABILITY

The Americans with Disabilities Act of 1990, as amended, protectsqualified applicants and employees with disabilities from discrim-ination in hiring, promotion, discharge, pay, job training, fringebenefits, classification, referral, and other aspects of employment onthe basis of disability. The law also requires that covered entitiesprovide qualified applicants and employees with disabilities withreasonable accommodations that do not impose undue hardship.

AGE

The Age Discrimination in Employment Act of 1967, as amended,protects applicants and employees 40 years of age or older fromdiscrimination on the basis of age in hiring, promotion, discharge,compensation, terms, conditions or privileges of employment.

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the CivilRights Act of 1964, as amended (see above), the Equal Pay Act of1963, as amended, prohibits sex discrimination in payment of wagesto women and men performing substantially equal work in the sameestablishment.

Retaliation against a person who files a charge of discrimination,participates in an investigation, or opposes an unlawful employmentpractice is prohibited by all of these Federal laws.

If you believe that you have been discriminated against under any ofthe above laws, you should contact immediately:

The U.S. Equal Employment Opportunity Commission (EEOC),1801 L Street, N.W., Washington, D.C. 20507 or an EEOC fieldoffice by calling toll free (800) 669-4000. For individuals withhearing impairments, EEOC’s toll free TDD number is (800) 669-6820.

Programs orActivities ReceivingFederal FinancialAssistanceRACE, COLOR, RELIGION,NATIONAL ORIGIN, SEX

In addition to the protection of TitleVII of the Civil Rights Act of 1964, asamended, Title VI of the Civil RightsAct prohibits discrimination on thebasis of race, color or national originin programs or activities receivingFederal financial assistance. Employ-ment discrimination is covered byTitle VI if theprimary objective of the financialassistance is provision of employment,or where employment discriminationcauses or may cause discrimination inproviding services under such pro-grams. Title IX of the EducationAmendments of 1972 prohibitsemployment discrimination on thebasis of sex in educational programsor activities which receive Federalassistance.

INDIVIDUALS WITHDISABILITIES

Sections 501, 504 and 505 of theRehabilitation Act of 1973, asamended, prohibits employmentdiscrimination on the basis of disabil-ity in any program or activity whichreceives Federal financial assistance inthe federal government. Discrimina-tion is prohibited in all aspects ofemployment against persons withdisabilities who, with reasonableaccommodation, can perform theessential functionsof a job.

If you believe you have beendiscriminated against in a programof any institution which receivesFederal assistance, you should contactimmediately the Federal agencyproviding such assistance.

Encludes a PDF version of the office U.S. agency poster. Just print and post!

Be in Compliance with your state’s employment Laws with the your employee Handbook state supplement

Your Employee Handbook has always included policies that are compliant with federal best-practices for employee communication and management — and now includes state requirements!

As more individual state legislatures enact worker protections and employment requirements that are extension of federal law, it is increasingly important that your handbook include policies that comply with your state’s laws and regulations. To accomplish this goal, Your Employee Handbook now offers the State Supplement, available for each state (to be released throughout the year).

Each State Supplement is a comprehensive listing — from 16 to 50 pages in length, depending on the state — of your state’s worker protections and employer responsibilities that are in addition to federal regulations, and that are just as binding on your actions as an employer. The Supplement includes revised policies from the “standard” version of Your Employee Handbook, when state requirements are more strict than the standard. It also includes new policies for areas not normally covered by our standard handbook.

In addition to the revised and new policies, laws and regulations that affect your treatment of employees, but may not require a policy in your handbook, are included, to give you complete guidance for all areas of employee management.

Just go through the State Supplement, copy the policies that apply to you, paste them into the handbook, and you’re done — and the result is a federally and state-compliant employee handbook!

State Laws



A 50-state review of employmentlaws and regulations that affectyour business.

PLUS


StateBYStateDETAILED LISTINGSON ALL 50 STATES,INCLUDING:






| AND MORE!

Microsoft® Word®

Required


StateBYState


A review of employment laws andregulations in your state thataffect your business.

PLUS


CaliforniaDETAILED LISTINGSON ALL 50 STATES,INCLUDING:






| AND MORE!

Microsoft® Word®

Required


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standard state supplement Covers the Basics of editing Policies to Fit your state’s Laws

Alabama

Access to Employee Records

The policies in the Handbook file will cover these restrictions. See the reference chart inthe Supervisors Guide for further information.

Criminal Background Checks

Criminal background checks are covered in the Supervisor's Guide.

Discrimination

The policies in the Handbook will cover any restrictions on discrimination.

Drug Testing

Drug testing is discussed in the Supervisor's Guide. Follow the guidelines for appropriateadministration of an anti-drug workplace.

Family Medical Leave Act

The policies in the Handbook cover any requirements for the FMLA.

Jury Duty

The policies in the handbook cover Jury Duty.

Sexual Harassment

The policies and procedures in the handbook cover sexual and other forms of harassmentand how to handle problems.

Terminating Employees, Restrictions

Employers may not terminate an employee for serving on a jury, filing a workers'compensation claim or written notice of a safety rule or child labor violation, or forhaving wages withheld for child support or criminal restitution.

Tip Credit

Employers can take a maximum tip credit of $3.02 against minimum wage.

General guide to all 50 states tells you which policies may need to be revised to suit your state employment laws.

Microsoft Word format — just copy and paste into the standart Your Employee Handbook text.

more Comprehensive Revised Policies specifically edited for your state — Just Copy and Paste

State Laws


Your Employee Handbook — State Guide for Arizona 11

POLICY REVISION > Add the following text after the last paragraph of the “DrugTesting” policy:

Credit Checks

The Company may request a credit information report as part of the processof considering applicants for employment or current and new employees forpromotion. We will provide such applicants and employees with written notice ofour intent to obtain credit information and provide a copy of the report uponrequest. In the event that information in the credit report causes us to make anadverse employment decision with regard to an applicant for employment orconsideration for promotion, we will provide the applicant or employee with thename of the credit reporting agency that prepared the report.

Crime Victim Leave (Discrimination Against Crime Victims)

Arizona employers with at least 50 employees must allow a crime victim to takeleave from work in order to be present at criminal proceedings related to the offense. Inorder to take crime victim leave, the employee must provide the employer withdocumentation available from the relevant law enforcement agency. An employer may beexempt if granting leave would present an undue hardship. Employers are not required tocompensate employees for leave time. However, employers may not discharge ordiscriminate against employees who take such leave.

POLICY REVISION > If your company has more than 50 employees, add thefollowing text after the “Personal Leave” policy:

Crime Victim Leave

If you are a victim of a felony, or if your spouse, registered domestic partner,child, stepchild, sibling, step sibling, parent, or step parent is a victim of a felony,you may take time off in order to attend judicial proceedings relating to thecrime.

If you need such time off, you must give your manager [supervisor] a copy ofthe notice of the scheduled proceeding. If advance notice is not possible, youmust provide a copy of documentation relating to the judicial proceeding within areasonable period of time [00 days] after your return to work.

Time off on account of the Company’s Victims of Crime policy is paid[unpaid. However, you may use any available vacation or sick leave whenattending judicial proceedings relating to a crime.] No action will be takenagainst any employee in any manner for requesting or taking any time off asprovided for in this policy.

In progress during the year: Customized revised policies for each state — just copy and paste the policies you need for your state. Limited number of states available now; more released each quarter.

keep your employees safe and productive with the simple and easy-to-use employer’s safety Program

A fast and easy way of establishing an effective safety program that complies with OSHA safety guidelines for small businesses. It allows you to quickly set out simple and easy-to-follow safety policies and procedures for your jobsites and offices, and includes forms for inspections and indident feedback and suggestions, plus all the required OSHA forms for recording and reporting injuries.

The Your Employee Handbook Safety Program comes in three parts:

n A guide for supervisors and managers containing specific instructions on introducing, implementing, and managing the program.

n A guide for employees with policies on safe handling of tools, equipment, situations and locations, and specific instructions for recognizing and reporting safety hazards.

n A comprehensive initial checklist for your facility and worksites that will help you spot and correct safety hazards that could injure employees and visitors — 65 pages, 745 checklist items.

See the contents of the Safety Program and the Facilities Safety Checklist. Click this link: http://youremployeehandbook.com/modules.php?op=modload&name=PagEd&file=index&page_id=36

Safety



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safety Is not an Afterthought When you Use the Basic safety Program

Your Employee Handbook — Companion Safety Program (Employee Edition) 5

Your Safety Manual

The Importance of Safety

Construction work can be dangerous and result in serious injury if propersafety precautions are not taken. Unsafe workers not only endanger themselves,they endanger their co-workers as well. The Company considers safety to be suchan important part of your job, this Safety Program has been written and includedas part of your employee handbook. The Company requires that all employeesfollow the safety procedures outlined in this program at all times withoutexception.

Employees frequently complain about the inconvenience of safety protocol,claiming protective wear and safety procedures interfere with productivity. Thesepolicies are designed for your protection and the protection of your co-workers.The most non-productive employee is the one missing work because of an injury.

Accidents and injuries are expensive for the Company in terms of lost time,project delays, medical and insurance costs, lost workers and damage toequipment. But injuries are even more costly to employees. Work place illnessand injury caused by not following safety protocol can result in physicaldiscomfort for many years. A serious injury can end your career and freeze yourincome for the rest of your life. There are no raises or overtime earnings ondisability payments.

We require you to be safe in your work for your sake as well as the good ofthe Company and the well being of your co-workers. We believe an accident-freejob site is an achievable goal if we all remain safety conscious.

Our Safety Program includes three parts: Protection, Inspection andIntrospection.

Protection refers to the use of protective clothing, safety gear and safeequipment handling.

Inspection refers to the use of safety checks and reports to insure theprogram is being used.

Introspection is the process of reviewing documents and reports todetermine ways of making our work site safer.

This manual is divided into three parts covering these areas of the safetyprogram.

Include this basic, but complete, safety program for your employees.

A version writtten for employees, and a seaparate version for supervisors.

Check over your Facility for Problems with this 750-item safety Checklist

Safety

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Your Employee Handbook Companion Safety Program, Facilities Safety Checklist 6

Burns (Restaurants)

1. Are pot holders, gloves and mitts required when moving hot pots orcontainers?

2. Is it required to avoid overcrowding on range tops?

3. Are workers trained to set pot handles away from burners andmake sure the handles don’t protrude over the edge of the range?

4. Are workers trained to adjust burner flames to cover only thebottom of the pan?

5. Are workers trained to place sealed cooling pouches in boilingwater carefully to avoid spashing?

6. Is it prohibited to leave hot oil or grease unattended?

7. Are workers required to ask for help when moving or carrying aheavy pot of simmering liquid from a burner?

8. Are workers prohibited from using metal containers, foil, or utentilsin a microwave oven?

You’ll remember to check every potential safety hazard using this free checklist — the most comprehensive available.

supervisor’s manual offers Practical Guidance for managing employees and Communicating Policies

The best way to stop adverse employee action against your company is with consistent employee management practices. Consistent record-keeping, clear communication of policies, and adherance to established policies for every employee will keep you out of court more than a 500-page notebook full of legal jargon and intimidating language. Make sure your supervisors are on track to protect your company with the practical, employment law-based procedures and advice contained in Your Employee Handbook Supervisor’s Guide.

The Supervisor’s Guide is provided in Microsoft Word format for easy reading and printing, and is completely editable so you can add your own company-specific supervisory policies and print out copies on any laser or inkjet printer.

TIGHTLy InTeGRATed WITH yoUR emPLoyee HAndBook

Each policy contained in Your Employee Handbook is detailed and explained in the Supervisor’s Guide, with step-by-step instructions and procedures to make sure your new policies are implemented properly.

ConTAIns PRACTICAL AdVICe yoU CAn Use ImmedIATeLy

More than just an explanation of policies, the Supervisor’s Guide contains practical advice on commonplace employment situations and problems. Drawn from our editor’s extensive human resources management background, these practical techniques will help you recognize and manage personnel problems before they become serious enough to jeopardize your business.

Scattered throughout the Supervisor’s Guide are “To Do Tips” — things you need to do to ensure compliance with federal employment laws or consistency in policy implementation. It’s the perfect companion publication to explain the policies you will implement with your purchase of Your Employee Handbook.

UseFUL ReFeRenCe CHARTsThe Supervisor’s Guide contains useful reference sheets, such as how to manage the

contents of each employee file and how long to keep employee records.

See the contents of the Supervisor’s Guide. Click this link: http://youremployeehandbook.com/modules.php?op=modload&name=PagEd&file=index&page_id=35

Supervisor




Practical employee management techniques for small business managers and owners.


COMMON-SENSE

EXPLANATIONS

FOR USING YOUR

PERSONNEL POLICIES

MOST EFFECTIVELY.

| HIRING POLICIES

| EMPLOYMENT

POLICIES

| WORKPLACE

STANDARDS

| EMPLOYEE

RELATIONS

| EMPLOYEE

BENEFITS






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Teach your managers How to Use your new employee Handbook

Your Employee Handbook 5

Ask open-ended questions: “Tell me about your last position? What parts did youlike? Why did you leave? What three elements would your ideal job have?”

Do not ask personal questions: “Are you married? Do you have kids? Do youplan to get pregnant?” But if the information is volunteered, you may take note ofit.

Ask questions about personal interests: “We have a soft ball team. Are youinterested in sports? Do you have other hobbies?” Often these kinds of questionswill give you insight into the personal priorities of the applicant.

Keep the interview to about 45 minute for entry-level positions, and 90 minutesfor supervisory and management candidates.

Have the applicant talk to the department supervisor and give him a brief tour ofthe work area where he will be assigned.

For management positions, have two other managers meet with the applicant fora short time (15 minutes) to discuss how the two departments interact.

Verifying References

Verify all employment references thoroughly. Callprevious employers and ask if the dates of employmentare correct, ask about the position the person held, and ifthe ex-employee is eligible for rehire. Most companieswill verify these three bits of information. If an applicantis good, past employers will usually volunteer a lot ofinformation; if not, they will be very careful about givingout opinions or information; use this as a guide to theperson’s true performance with that employer.

Verify at least two previous employers. If the personhas not worked in a number of years, as in the case of afull-time mother re-entering the workforce, use personalor volunteer references.

The Reference Verification Form in the Companion Forms Package is designedto help make this task easier.

Making Your Decision

End the interview by thanking the applicant for their time. If they do not have thequalifications you are seeking, tell them at that time, being specific about thequalifications or skills they lack. If the candidate is a good prospect, but you haveothers to interview and consider, reveal that information and give them a specifictimeframe for getting back to them with a decision.

Remember, the good applicants get multiple offers. Don’t lose a good worker bydragging your feet. For entry-level positions, the best applicants find jobs within 4days of the start of their search. Be ready to act quickly if you find a quality person.

Letters of Hire

Every new employee should be given a letter of hire on his first day of work.Managers should have the letter sent to them two week prior to their start date. Thisletter should read something like this:

Expert guidance on ehow your managers can enforce your new policies.

Instructions on using the forms included with Your Employee Handbook.

Sidebars and special features on how to handle common employee problems.

Implement the Best Practices of Human Resources management

Supervisor


Your Employee Handbook 9

Employee Record Retention Guide

All businesses are required to keep employee records for varying amounts of timedepending on the type of record being stored. The following chart listsrecommendations for retaining records:

Record Item Number of Years to Retain

Accident Reports and Injury Claims (Workers Compensation) 11 years

Age Work Certification Records (for minors) 3 years after termination

Applications (non-hires) 1 year

Attendance Records 4 years

COBRA Records 3 years

Employee Benefit Plans 2 years followingtermination of plan

Employment Advertisements 3 years

ERISA Retirement and Pension Records (Employee Retirement Income

Security Act)

Indefinitely

FMLA Records (Sect. 825.500 of the Code of Federal Regulations; Federal

Family and Medical Leave Act)

3 years

Form I-9 (Immigration Reform and Control Act of 1986) 3 years after employ-

ment begins, or, 1 yearbeyond termination,whichever is later.

Form W-4 4 years after filing year

Labor Contracts Indefinitely

OSHA Logs (Occupational Safety and Health Act) 5 years following the end

of the year to which theyrelate, plus the currentyear

OSHA Training Documentation 3 years

Paychecks 8 years

Payroll Records (including name, address, social security number, wage rate,

number of hours worked daily, weekly gross wages, deductions, allowancesclaimed and net wages)

6 years

Personnel File Records (including applications, pre-employment tests,performance appraisals, rate changes, position changes, transfers, promotions,demotions, documentation of disciplinary actions, job descriptions)

6 years after termination

Employee Medical Records and Analysis (as required by OSHA, must be keptin a separate file)

The duration ofemployment, plus 30years

Material Safety Data Sheets (MSDS) or some identification of substance used orfound

The duration ofemployment, plus 30years

Records pertaining to unfair or discriminatory employment practices andAmericans with Disabilities Act

Until final disposition ofcharge or action

Useful guidelines on records retention and other human resources functions.

other Benefits of your employee Handbook

no-QUesTIons-Asked GUARAnTeeWe believe Your Employee Handbook is the finest handbook product for small businesses that is available at any price. And we want you to think the same. If you’re not satisfied, for any reason, just drop us an e-mail, and we will refund your money in full. No questions asked!

FRee TeCHnICAL And PoLICy sUPPoRTWe’ve often been told by users that they feel there is actually a person behind the web site. Actually, there are several, and we’re all commited to supporting you in your purchase and use of Your Employee Handbook.

Problems sometimes happen with downloads and using the files, so we want to help resolve the problems just as quickly as possible We monitor e-mail seven days a week — even on holidays. You can even call to free, friendly telephone support. No secret e-mails or phone numbers you have to search to find. It’s all detailed in our e-mails to you after your purchase.

And if you have questions about a policy, or need a policy revised or written to fit a special need, just ask! We’ll be happy to research and create the policy you need. After all, we can include it in future updates for other users, so it benefits everyone!

FRee UPdATesWe’re constantly improving and updating Your Employee Handbook to comply with the best practices of human resources management and changing employment laws. Updates are free — forever! Just log into the web site using the User Name and Password we send you and download the new files.

FRee ReFeRenCe LIBRARyOur HR Reference Library is always growing with the latest information being posted constantly. Questions about employment law? Just check the Reference Section!

FRee BACkUP Cd-RomIt’s easy to lose files on a computer these days, so we send you a CD-ROM with all the basic files included in uncompressed form. Stash it away for a rainy day! It’s free, with just a $4.95 charge for materials and shipping.

FRee onLIne BACkUPAs nice as the backup CD is, it doesn’t cover you lose your edited version of the handbook. All that hard work gone! Be covered by uploading your customized handbook file to our secure server in your own backup directory. No one can see or read it except you — not even us! Free with your purchase, and the service never expires!

oRdeR TodAy! CLICk THIs LInk: http://youremployeehandbook.com/loader.php?page=order_ppl

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Your Employee Handbook

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Transcript of Your Employee Handbook