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Employee Handbook

The document describe how to develop an employee hand`

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81 views2 pages

Employee Handbook

The document describe how to develop an employee hand`

Uploaded by

sgopfa02
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Sample from the Employee Handbook

2.0 Personnel Administration


The Company has established a Human Resources (HR) Manager or point-of-contact, which is
responsible for personnel administration. Questions regarding your employment and this
Employee Handbook should be addressed to the Manager of Human Resources.

2.1 Personnel Records


The Company should maintain a personnel file on each employee. An employee's personnel
record begins with their completed employment application form and resume. From time to
time information may be added to this personnel record regarding an individual's employment
status with the company. Personnel records are the property of the Company and should be
treated the same as any other confidential company information.
The following provisions apply with respect to the company's standards for establishing,
maintaining and handling employee personnel records:
 All official records concerning an employee should be kept up to date and all employees
shall promptly report all pertinent personal information and data changes to the HR
Manager.
 Employees should be permitted to review their personnel records at reasonable times and
in accordance with state and local laws.
 The personnel file of an employee terminating employment should be maintained for a
minimum of (five) 5 years.

 Service
 Management shall make every effort to accommodate employees during their transition
into or out of service with The Company.
 2.2.1 Employee Categories
 Company policies apply to all categories of employees. Employees are divided into the
following categories for the purpose of compensation and benefits.
 Full-Time: Employees hired full time (40 hours a week) on a full workweek basis are
considered full-time employees for compensation and benefit purposes.
 Part-Time: Employees whose work schedule is less than full time (less than 40 hours a
week) on a full work week basis are part-time employees for all compensation and
benefit purposes.
 Temporary: Employees hired as temporary replacement for full-time or part-time
employees, or for short periods of employment such as summer month, peak periods
and vacations are considered temporary employees. Temporary employees are not
eligible for benefits regardless of the number of hours or weeks worked.
 .2.2 Job Posting Procedures
 All employees should be notified of available internal positions via posting on the
company bulletin board. Positions are normally posted for a period of two (2) weeks.
The applicable contact person should be included on the posting notice. Interested
qualified employees should forward a letter of application and current resume to the
contact person or Human Resources Department.
 2.2.3 Employment of Relatives
 The company discourages the employment of close relatives. However, under certain
conditions, management may waive this policy in favor of employing close relatives
within the same payroll area. Close relatives are defined as: spouse, mother, father,
son, daughter, brother, sister, grandparent or in-laws.
 Family members should not be allowed to directly supervise another family member.
Employees that enter into a personal relationship, non-work related, should not be
allowed to supervise the other and may have to be transferred.
 2.2.4 Employment of Minors
 The company should fully comply with the Child Labor provisions of the Fair Labor
Standards Act and applicable state statutes, which govern the employment of minors.
 2.2.5 Promotions
 Promotions within the company should be based on such factors as quality of work,
prior job performance, experience, educational background, attendance, safety record
and the ability to work well with others.
 Our company policy is to promote from within when we have personnel fully qualified
to perform the duties of the position.
 Transfer of Employees
 Transfer of employees for the company's convenience may be made to meet company
requirements. Requests for transfer by employees should be made in writing and given
to HR management for consideration before interviewing with a Hiring Manager for
another position.
 Employees should discuss their desire to transfer with their current supervisor;
however, this is not a requirement. The Hiring Manager should contact the employee's
current supervisor only after receiving the employee’s written consent. A Transfer may
be made if management determines it is in the best interest of the company and the
employee.
 The company provides a relocation program for its employees if they are requested to
transfer within the company. The program is designed to offset expenses associated
with the move. However, it's not intended to compensate for losses due to fluctuating
market conditions, home improvements and so on.
 Employees that wish to transfer or apply to an open position should be given first
consideration. However, the timing of any transfer should be planned so that ongoing
commitments are not jeopardized. Employees interested in transfer opportunities
should contact the HR Manager

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