POLICY GUIDE

FOR THE WORKPLACE

LP|HR
LPHR
LPHR.CO 2014
LPHR
LPHR.CO 2014
Attendance
Computer Use
Conflict Resolution
Drug + Alcohol Use/Testing
Email Policy
Employment at Will
General Safety Policy
General Work Rules
Grievance Policy
Media Relations
Personal Leave
Sales Commission, Expenses
Smoking
Proprietary Information
Time Off to Vote
CONTENTS
ABSENCE POLICY
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RESOURCES | POLICY
OVERVIEW
As an employee, you will be treated as a professional, which means that you will be
expected to complete your work on time and at the expected level of quality. If extra
hours are needed to complete your work, you will be expected to put in those extra
hours. If, on the other hand, you are able to complete your work in less than a standard
workweek, you are free to use those extra hours as you see ft. In return for being treated
as a professional, we expect you to behave as one and not to abuse these privledges.
Even though you wil be treated as a professional and will presumably behave as one,
general absense guidelines are nevertheless necessary to ensure that we are able to
conduct business in a predictable manner. Although we are not interested in monitoring
your comings and goings, we need to know, in advance where possible, when you will be
absent from work. Here are those guidelines:
ABSENCES
Employees are expected to be at work and to work a full workweek, except for authorized
absences. Authorized absesnces include the following:
Vacation time scheduled in advance
Sick Leave
Time off for a Workers Compensation Injury
A Death in Your Family
Jury Duty
Time Off to Vote
Military Leave
Emergency Situations Beyond Your Control
NOTIFICATION PROCEDURE
To obtain an authorized absence, call in, where possible, and let the appropriate person
know that you are unable to come to work. The call should be made, if possible, no later
than your regular starting time.
As for notifying someone that you will be late to work or will be leaving early in the event
your work has been completed, we ask that you use your best judgment. If you know
someone is likely to need to know that you will be coming in late or leaving early, you
should call that person and let him or her know.
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RESOURCES | POLICY
FAILURE TO NOTIFY
If you dont come to work and dont call in, at some point we have the right to determine
that youre not coming back. Thus, our rule is that unauthorized absences of three or
more consecutive days without notice will be considered as a voluntary termination, and
we will remove you from the payroll.
If you are repeatedly absent without authorization, you could be subject to counseling,
suspension, and termination.
INCLEMENT WEATHER
During inclement weather, you should call to fnd out whether to report to work. Also,while
the weather may be nice where you are, hazardous weather conditions could exist at or
near the workplace. If you know hazardous conditions have been reported in the area,
protect yourself and call work frst.
ABSENCE POLICY
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RESOURCES | POLICY
OVERVIEW
Your timely attendance at work is crucial to making the business run smoothly. We
must meet production requirements to satisfy our customers demands. You need to
do your part in achieving this goal, and one way is to maintain a good attendance
record. Any absence or tardiness becomes a part of your employment record.
PUNCTUALITY REQUIREMENTS
Employees are expected to be at their work stations on time. Tardiness is defned as
being at your work station at least minutes past your scheduled start time. You
should also notify the approproate person when you know you may be late for work.
Being on time makes it easier for all of us because tardiness hinders teamwork among
employees. Being tardy for work or leaving the job station before quitting time will be
considered cause for correctve action.
COUNTING ABSENCES
Here are the rules for how absences will be counted:
An unscheduled absence for at least one-half the workday will be counted as
one occurence.
An absence for one or more consecutive workdays will be considered one
occurence. For example, if youre out two consecutive days, that will count as
one occurence.
If an employee returns from an absence (due to an illness) and goes out
again due to the same illness after being at work for no more than one day,
then the absence will be counted as one occurence.
Repeated occurences will result in verbal counseling, written counseling and/or
suspension or termination of employment.
PROCEDURE
In the event that you are unable to come to work, be sure to call in and let the
appropriate person know, in advance where possible, but no later than your regular
starting time, so that arrangements for other help can be made.
Vacation days must be scheduled at least hours in advance in cases of emergency.
Employees may be granted excused absences for sickness/illness when the appropriate
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RESOURCES | POLICY
person is notifed prior to the start of work. Pre-scheduled medical/professional
appointments (lawyers, clergy, counselors, etc.) or other compelling reasons, with prior
supervisory approval, may also be considered as excused absenses. Absense of three
of more consecutive scheduled working days without notifying the appropriate person
will be consdered as a voluntary termination, and you will be removed from payroll.
AUTHROIZED ABSENCE DOCUMENTATION
We may require documentation of authorized reasons for absence, such as sick leave
or jury duty, and may also vertify the documentation where appropriate.
INCLEMENT WEATHER
The facility must continue to operate during periods of bad weather. Thus, the need
for employees to be on the job during such emergencies is of paramount importance.
You are expected to make every effort to report for work. If you do not report for work
when scheduled during a weather emergency, you will be considered absent.
CODE OF ETHICS
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RESOURCES | POLICY
COMPANY NAME will conduct its business honestly and ethically wherever we operate
in the world. We will constantly improve the quality of our services, products and
operations and will create a reputation for honesty, fairness, respect, responsibility,
integrity, trust and sound business judgment. No illegal or unethical conduct on the
part of offcers, directors, employees, or affliates is in the companys best interest.
COMPANY NAME will not compromise its principles for short-term advantage. The
ethical performance of this company is the sum of the ethics of the men and women
who work here. Thus, we are all expected to adhere to high standards of personal
integrity.
Offcers, directors, and employees of the company must never permit their personal
interests to confict, or appear to confict, with the interests of the company, its clients
or affliates. Offcers, directors and employees must be particularly careful to avoid
representing COMPANY NAME in any transaction with others with whom there is any
outside business affliation or relationship. Offcers, directors, and employees shall
avoid using their company contacts to advance their private business or personal
interests at the expense of the company, its clients or affliates.
No bribes, kickbacks or other similar remuneration or consideration shall be given to
any person or organization in order to attract or infuence business activity. Offcers,
directors, and employees shall avoid gifts, gratutites, fees, bonuses or excessive
entertainment, in order to attract or infuence business activity.
Offcers, directors, and employees of COMPANY NAME will often come into contact
with, or have possession of, proprietary, confdential or business-sensitive information
and must take appropriate steps to assure that such information is strictly safeguarded.
This information - whether it is on behalf of our company or any of our clients
or affliates - could include strategic business plans, operating results, marketing
strategies, customer lists, personnell records, upcoming acquisitions or divestitures,
new investments, and manufacturing costs, processess and methods. Proprietary,
confdential and sensistive business information about this company, other companies,
individuals and entities should be treated with sensitivity and discretion and only be
disseminated on a need-to-kno basis.
Misuse of material inside information in connection with trading in the companys
securities can expose an individual to civil liability and penalties under the ACT. Under
this Act, directors, offcers, and employees in possession of material information not
available to the public are insiders. Spouses, friends, suppliers, brokers, and others
outside the company who may have acquired the information directly or indirectly
CODE OF ETHICS
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RESOURCES | POLICY
from a director, offcer or employee are also insiders. The Act prohibits insiders
from trading in, or recommending the sale or purchase of, the companys securities,
while such inside information is regarded as material, or if it is important enough to
infuence you or any other person in the purchase or sale of securities of any company
with which we do business, which cold be affected by the inside information. The
following guidelines should be followed in dealing with inside information:
Until the material information has been publically released by the company,
an employee must not disclose it to anyone except those within the company
whose positions require use of the information.
Employees must not buy or sell the companys securities when they have
knowledge of material information concerning the cmpany until it has been
disclosed to the public and the public has had suffcient time to absorb the
information.
Employees shall not buy or sell securities of another corporation, the value
of which is likely to be affected by an ation by the company of which the
employee is aware and which has not been publically disclosed.
Offcers, directors, and employees will seek to report all information accurately and
honestly, and as otherwise required by applicable reporting requirements.
Offcers, directors, and employees will refrain from gathering competitor intelligency
by illegitamate means and refrain from acting on knowledge which has been gathered
in such a manner. The offcers, directors, and employees of COMPANY NAME will seek
to avoid exaggerating or disparaging comparisons of the services and competence of
their competitors.
Ofcers, directors, and employees will obey all Equal Employment Opportunity laws and
act with respect and responsibility towards others in all of their dealings.
Offcers, directors, and employees will remain personally balanced so that their
personal life will not interfere with their ability to deliver quality products or services
to the company and its clients. Offcers, directors, and employees agree to disclose
unethical, dishonest, fraudulent, and illegal behavior, or the violation of company
policies and procedures, directly the the management.
Violation of this Code of Ethics can result in discipline, including possible termination.
The degree of discipline relates in part to whether there was a voluntary disclosure of
any ethical violation and whether or not the violator cooperated in any subsequent
investigation. Remember that good ethics is good business.
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RESOURCES | POLICY
COMPUTER USE POLICY
RESOURCES | POLICY
FOR TECHNOLOGY RESOURCES
Policy restricting personal use of employers computers and systems
1. PURPOSE
a) To remain, competitive, better serve our customers and provide our employees
with the best tools to do their jobs, COMPANY NAME (the Company) makes
available to our workforce access to one or more forms of electronic media and
services, including but not limited to: computers, software, printers, copiers, fles,
databases, cellular phoone, pager, email, telephones, voicemail, fax machines,
external electronic bulletin boards, wire services, online services, intranet, Internet
and the World Wide Web.
b) COMPANY NAME encourages the use of these media and associated services
because they can make communication more effcient and effective and because
they are valuable sources of information about vendors, customers, technology,
and new products and services. However, all employees and everyone connected
with the organization should remember that electronic media and services
provided by the comapny are company property and their purpose is to faciliate
and support company business. All computer users have the responsibility to use
these resources in a professional, ethical, and lawful manner.
c) To ensure that all employees are responsible, the following guidelines have
been established for using email and the Internet. No policy can lay down rules
to cover every possible situation. Instead, it is designed to express COMPANY
NAME philosophy and set forth general principles when using electronic media
and services.
2. AUTHORIZATION
Access to the COMPANY NAME technology resources is within the sole discretion
of the Company. Generally, employees are given access to the Companys various
technologies based on their job functions. Only employees whose job performance will
beneft from the use of the Companys technology resources wil be given access to the
necessary technology. Additionally, employees must successfully complete company
approved training before being giben access to the COMPANY NAME technology
resources.
COMPUTER USE POLICY
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RESOURCES | POLICY
3. PROHIBITED COMMUNICATIONS
Electronic media cannot be used for knowingly copying, transmitting, retrieving, or
storing any communication that is:
Discriminatory or harassing;
Derogatory to any individual or group;
Obscene, sexually explicit, pornographic, defamatory or threatening;
In violation of any license governing the use of software;
Engaged in for any purpose that is illegal or contrary to COMPANY NAME
policy or in a manner contrary to the best interests of the Company, in any
way that discloses confdential or proprietary information of the Company or
third parties, or for personal or pecuniary gain; or
Protected by copyrights laws unless the employee has the authors
permission or is accessing a single copy only for the employees reference.
4. PROFESSIONAL CONSIDERATIONS
It is important to maintain a proper spirit and tone to your communications over the
system. The following guidelines are suggested:
Make your communications positive, constructive, compete, factual.
Dont write when angry and edit before sending.
Be careful with humor - they cant see you wink :-).
Always avoid sarcastic humor.
Never use all caps - that is perceived as SHOUTING!
Avoid belaboring disagreements in email - there is a time for face-to-face
meetings.
Always guide your recipient in responding by stating what you need and by
when.
Pay attention to grammer and spelling, both to protect your own reputation
and intelligence, and to avoid irritating your recipients who are distracted by
careless mistakes.
5. PERSONAL USE
The computers, electronic media and services provided by COMPANY NAME are
primarily for business use to assist employees in the performance of their jobs. As long
as personal use does not interfere with the employees duties, is not done for pecuniary
gain, does not confict with the Companys business,, and does not violate any
COMPUTER USE POLICY
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RESOURCES | POLICY
Company policy, occasional, or incidental use of electronic media (sending or receiving)
for personal, non-business purposes is understandable and acceptable, and all such
use should be done in a manner that does not negatively affect the systems use for
their business purposes. However, employees are expected to demonstrate a sense of
responsibility and not abuse this privilege.
The Company assumes no liability or loss, damage, destruction, alteration, disclosure,
or misuse of any personal data or communications transmitted over or stored on the
Companys technology resources. The Company accepts no responsibility or liability for
the loss or non-delivery of any personal electronic mail or voicemail communications
or any personal data stored on any Company property. The Company strongly
discourages employees from storing any personal data on the Companys technology
resources.
6. ACCESS TO EMPLOYEE COMMUNICATIONS
a) Generally, electronic information created and/or communicated by an
employee using email, word processing, utility programs, spreadsheets, voicemail,
telephones, Internet and bulletin board system access, and similar electronic
media is not reviewed by the Company. However, the following conditions
should be noted:
COMPANY NAME does routinely gather logs for most electronic activities or
monitor employee communications directly, be it:
i) Telephone Use and Voicemail: Records are kept of all calls made from
and to a given telephone extension. Although the voicemail is password
protected, an authorized administrator can reset the password and listen to
voicemail messages.
ii) Electronic Mail: Electronic mail is backed-up and archived. Although
electronic mail is password protected, an authorized administrator can reset
the password and read electronic mail.
iii) Desktop Facsimile Use: Copies of all fascimile transmissions sent and
received are maintained in the fascimile server.
iv) Document Use: Each document stored on Company computers has
a history, which shows which users have accessed the document for any
purpose.
COMPUTER USE POLICY
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RESOURCES | POLICY
v) Internet Use: Internet sites visited, the number of times visited, and the
total time connected to each site is recorded and periodically monitored.
COMPANY NAME reserves the right, at its discretion and without notice, to
review any employees electronic fles and messages to the extent necessary to
ensure electronic media and services are being used in compliance with the law,
this policy and other company policies, or to investigate misconduct, to locate
information, or for any other business purpose.
b) Employees should understand, therefore, that they have no right of privacy
with respect to any messages or information created or maintained on the
Companys technology resources, including personal information or messages.
Accordingly, if they have sensitive information to transmit, they should use other
means.
All messages sent and received, including personal messages, and all data and
information stored on the Companys electronic-mail system, voicemail system,
or computer systems are Company property regardless of the content. As such,
the Company reserves the right to access all of its technology resources including
computers, voicemail, and electronic-mail systems, at any time, in its sole
discretion.
Passwords do not confer any right of privacy upon any employee of the
Company. Employees are expected to maintain their passwords as confdential.
Employees must not share passwords and must not access coworkers systems
without express authorization.
Deleting or erasing information, documents, or messages maintained on the
Companys technology resources is, in most cases, ineffective. All employees
should understand that any information kept on the Companys technology
resources may be electronically recalled or recreated regardless of whether it
may have been deleted or erased by an employee. Because the Company
periodically backs-up all fles and messages, and because of the way in which
computers re-use fle storage space, fles and messages may exist that are
thought to have been deleted or erased. Therefore, employees who delete or
erase information or messages should not assume that such information or
messages are confdential.
COMPUTER USE POLICY
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RESOURCES | POLICY
7. THE INTERNET AND ON-LINE SERVICES
The company provides authorized employees access to on-line services such as the
Internet. The Company expects that employees will use these services in a responsible
way and for business-related purposes only. Under no circumstances are employees
permitted to use the Companys Technology Resources to access, download, or
cnntribute to the following:
gross, indecent, or sexually-oriented materials;
sports sites;
job-search sites;
entertainment sites;
gambling sites;
games, humor;
illegal drug-oriented sites;
personal pages of individuals; and
politically oriented sites or sites devoted to infuencying the course of
legislation or public policy.
Additionally, employees must not sign guest books at Websites or post messages to
Internet news groups or discussion groups at Websites. These actions will generate
junk electronic mail and may expose the Company to liability or unwanted attention
because of comments that employees may make. The Company strongly encourages
employees who wish to access the Internet for non-work-related activities to get their
own personal Internet access accounts.
8. PARTICIPATION IN ONLINE FORUMS
a) Employees should remember that any messages or information sent on
company-provided facilities to one or more individuals via an electronic network
- for example, Internet mailing lists, bulletin boards, and online services - are
statements identifable and attributable to COMPANY NAME.
b) COMPANY NAME recognizes that participation in some forums might be
important to the performance of an employees job. For instance, an employee
might fnd the answer to a technical problem by consulting members of a news
group devoted to the technical area.
COMPUTER USE POLICY
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RESOURCES | POLICY
9. SOFTWARE
To prevent computer viruses from being transmitted through the companys computer
system, unathorized downloading of any unathorized software is strictly prohibited.
Only software registered through COMPANY NAME may be downloaded. No
employee may load any software on the Companys commputers, by any means of
transmission, unless authorized in advance by COMPANY NAMEs system administrator.
10. SECURITY AND APPROPRIATE USE
a) Employees must respect the confdentiality of other individuals electronic
communications. Except in cases in which explicit authorization has been granted
by company management, employees are prohibited from engaging in, or
attempting to engage in:
Monitoring or intercepting the fles or electronic communications of other
employees or third parties;
Hacking or obtaining access to systems or accounts they are not authorized
to use;
Using other peoples log-ins or passwords; and
Breaching, testing, or monitoring computer or network security measures.
b) No email or other electronic communications can be sent that attempt to hide
the identity of the sender or represent the sender as someone else.
c) Electronic media and services should not be used in a manner that is likely to
cause network congestion or signifcantly hamper the ability of other people to
access and use the system.
d) Anyone obtaining electronic access to other companies or individuals
materials must respect all copyrights and cannot copy, retrieve, modify, or
forward copyrighted materials except as permitted by the copyright owner.
e) The Company has installed a variety of programs and devices to ensure the
safety and security of the Companys technology resources. Any employee found
tampering or disability any of the Companys security devices will be subject to
discipline up to and including termination.
COMPUTER USE POLICY
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RESOURCES | POLICY
11. ENCRYPTION
Employees can use encryption software supplied to them by the systems administrator
for purposes of safeguarding sensitive or confdential business information.
Employeees who use encryption on fles stored on a company computer must provide
their supervisor with a sealed hard copy record (to be retained in a secure location) of
all of the passwords and/or encryption keys necessary to access the fles.
12. CONFIDENTIAL INFORMATION
The Company is very sensistive to the issue of protection of trade secrets and other
confdential and proprietary infromation of both the Company and third parties
(Confdential Information). Therefore, employees are expected to use good judgment
and to adhere to the highest ethical standards when using or transmitting Confdential
Information on the Companys technology resources.
Confdential Information should not be accessed through the Companys technology
resources in the presence of unauthorized individuals. Similarly, Confdential
Information should not be left visible or unattended. Moreover, any Confdential
Information transmitted via technology resources should be marked wiht the following
confdentiality legend:
This message contain confdential information. Unless you are the addressee (or
authorized to receive for the addressee), you may not copy, use, or distribute this
information. If you have received this message in error, please advise EMPLOYEE
NAME immediately at EMPLOYEE TELEPHONE NUMBER or return it promptly by mail.
Thank you.
13. VIOLATIONS
Any employee who abuses the privilege of their access to email or the Internet
in violation of this policy will be subject to corrective action, including possible
termination of employment, legal action, and criminal liability.
14. PROCEDURES
Procedures for accessing the Voicemail, Email and Internet System, as well as the
guidelines for how to properly send and retain information, may be obtained by
contacting NAME OF SYSTEMS ADMINISTRATOR.
COMPUTER USE POLICY
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RESOURCES | POLICY
The Voicemail/Email/Internet policies and procedures should be reviewed by each
employee on a semi-annual basis.
Questions concerning the use of the Voicemail/Email/Internet system should be
directed to the systems administrator. Questions concerning the improper use of the
system should be directed to the employees immediate supervisor, and if not satisfed
with the response, to the systems administrator.
15. EMPLOYEE AGREEMENT ON USE OF EMAIL AND THE INTERNET
I have read, understand, and agree to comply with the foregoing policies, rules, and
conditions governing the use of the Companys computer and telecommunications
equipment services.
I understand that I have no expectation of privacy when I use any of the
telecommunication equipment or services. I am aware that violations of this guideline
on appropriate use of the email and Internet systems may subject me to disciplinary
action, including termination from employment, legal action and criminal liability.
I further understand that my use of the email and Internet may refect on the image
of COMPANY NAME to our customers, competitors and suppliers and that I have
responsibility to maintain a positive representation of the Company. Furthermore, I
understand that this policy can be amended at any time.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
SAMPLE POLICY:
CONFLICT
RESOLUTION
Problems, misunderstandings and frustrations arise in the workplace.
It is the organizations intent to be responsive to our employees and their
concern. Terefore, an employee who is confronted with a problem should
utilize this policy to resolve or clarify the situation.
Te purpose of the confict resolution policy is to provide a quick, efective
and consistently applied method for employees to present concerns to and
have those concerns resolved. Proactively identifying and resolving
conficts is a way to strengthen the relationships that improve relational
coordination.
DEPT: Human Resources & General Management POLICY ID: HR-27
Last updated PROCEDURE No.: 400-027
DATE: 02/2013 cp PAGE: 1 of 1

NOTE:
An index system should be organized and kept
separately to identify policies and procedures
by ID or number. It serves organizational and
tracking purposes. Tis also helps make for easy
reference when conducting annual updates or
audits in your organization.
SAMPLE PROCEDURE:
CONFLICT
RESOLUTION
STEP ONE
Employees should attempt to resolve issues with employees involved. Tis
attempt should take place in private. Issues should be approached with
humility and the intent to learn. Te conversation should focus on problem
solving and improving the overall process. Finger pointed should be avoided.
STEP TWO
If issues cannot be resolved, the employee should direct their concerns with
their immediate supervisor.
STEP THREE
If the discussion with the immediate supervisor does not resolve the problem
to the mutual satisfaction of the employee and the supervisor, the employee
should direct the issues with the next level of management or Human
Resources. Human Resources may call a meeting to facilitate a resolution and
increase understanding between functions.
Employees may direct their concerns through mail, email, phone or private
discussion. Resolving issues will be treated with confdentiality and respect, in a
timely matter, serving as a learning experience.
SAMPLE POLICY:
CONFLICT
RESOLUTION
Problems, misunderstandings and frustrations arise in the workplace.
It is the organizations intent to be responsive to our employees and their
concern. Terefore, an employee who is confronted with a problem should
utilize this policy to resolve or clarify the situation.
Te purpose of the confict resolution policy is to provide a quick, efective
and consistently applied method for employees to present concerns to and
have those concerns resolved. Proactively identifying and resolving
conficts is a way to strengthen the relationships that improve relational
coordination.
DEPT: Human Resources & General Management POLICY ID: HR-27
Last updated PROCEDURE No.: 400-027
DATE: 02/2013 cp PAGE: 1 of 1

NOTE:
An index system should be organized and kept
separately to identify policies and procedures
by ID or number. It serves organizational and
tracking purposes. Tis also helps make for easy
reference when conducting annual updates or
audits in your organization.
SAMPLE PROCEDURE:
CONFLICT
RESOLUTION
STEP ONE
Employees should attempt to resolve issues with employees involved. Tis
attempt should take place in private. Issues should be approached with
humility and the intent to learn. Te conversation should focus on problem
solving and improving the overall process. Finger pointed should be avoided.
STEP TWO
If issues cannot be resolved, the employee should direct their concerns with
their immediate supervisor.
STEP THREE
If the discussion with the immediate supervisor does not resolve the problem
to the mutual satisfaction of the employee and the supervisor, the employee
should direct the issues with the next level of management or Human
Resources. Human Resources may call a meeting to facilitate a resolution and
increase understanding between functions.
Employees may direct their concerns through mail, email, phone or private
discussion. Resolving issues will be treated with confdentiality and respect, in a
timely matter, serving as a learning experience.
Organizations should proactively resolve
conficts with humility and the intent to
understand the problem. Every confict is
an opportunity in disguise awaiting your
leadership.
Rather than allow conficts to fester,
leaders should seek out conficts and
actively identify cross-functional con-
ficts that weaken relationships of shared
goals,shared knowledge and mutual re-
spect, while treating it as an occasional
learning experience. Tey help strength-
en relationships between employees and
boost performance across the
organization.
Having consistent standards in place
creates a high expectation around the very
concept of confict in organizations. It
becomes a code; a way people
automatically respond to every individual
who works there. Ultimately, encouraging
the confict resolution process promotes
good (and better!) working relationships
in the end.
Approach confict with humility,
with the intent to understand, and resolve the problem...
CONFLICT
RESOLUTION
DRUG AND ALCOHOL POLICY
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RESOURCES | POLICY
TERMS
Drug and alcohol abuse contributes to billions of dollars ofost productivity and
thousands ofwork place injuries every year. Our policy is to employ a work force free
from alcohol abuse or the use of illegal drugs. This company takes drug and alcohol
abuse as a serious matter and will not tolerate it. The company absolutely prohibits
the use of alcohol or non-prescribed drugs at the work place or while on company
premises. It also discourages non-work place drug and alcohol abuse. The use, sale or
possession of alcohol or drugs while on the job or on company property will result in
disciplinary action, up to and including termination, and may have legal consequences.
Employees are expected and required to report to work on time and in appropriate
mental and physical condition for work. It is our intent and obligation to provide a
drug-free, healthful and safe work environment.
COMPANY NAME reserves the right to demand a drug or alcohol test of any employee
based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to,
physical evidence of use, involvement in an accident, or a substantial drop offn work
performance. Failure to take a requested test may lead to discipline, including possible
termination.
The company also cautions against use of prescribed or over-the-counter medication
which can affect your work place performance. You may be suspended or discharged if
the company concludes that you cannot perform your job properly or safely because of
using over-the-counter or prescribed medication. Please inform your supervisor prior
to working under the infuence of a prescribed or over-the-counter medication which
may affect your performance.
Employees must report any conviction under a criminal drug statute forviolations
occurring on or off the Companys premises while conducting company business.
A report of a conviction must be made within [NUMBER) days after the conviction.
COMPANY NAME will make every effort to assist its employees who wish to seek
treatment or rehabilitation for drug or alcohol dependency. Conscientious efforts to
seek such help will not jeopardize any employees job and will not be noted in any
personnel record. You may also be required to agree to random testing and a one-
strike rule.
If you have a drug or alcohol problem, please ask for our help!
DRUG AND ALCOHOL POLICY
LPHR | www.lphr.co
PAGE 2 | 2
RESOURCES | POLICY
EMPLOYEE AGREEMENT ON DRUG AND ALCOHOL POLICY
I have read, understand, and agree to comply with the foregoing policies, rules, and
conditions. I am aware that violations of this guideline may subject me to disciplinary
action, including termination from employment, legal action and criminal liability. I
further understand that I have responsibility to maintain a positive representation ofthe
company and govern myself accordingly. Furthermore, I understand that this policy can
be amended at any time.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
DRUG TESTING POLICY
LPHR | www.lphr.co
PAGE 1 | 3
RESOURCES | POLICY
1. EMPLOYEES SUBJECT TO TESTING
Under COMPANY NAMEs drug and alcohol testing policy, current and prospective
employees who work or would work in high-risk or safety-sensitive positions will be
asked to submit to drug and alcohol testing. No prospective employee will be asked to
submit to testing unless an offer of employment has been made. An offer of COMPANY
NAME, however, is conditioned on the prospective employee testing negative for drugs
and alcohol.
2. SAFEGUARDS
COMPANY NAMEs policy is intended to comply with all state laws governing drug
and alcohol testing and is designed to safeguard employee privacy rights to the fullest
extent of the law.
3. SELECTION
Not all COMPANY NAMEs employees will be asked to submit to drug and alcohol
testing. Only those employees who [list criteria such as job titles or duties that will
require drug testing] are subject to drug and alcohol testing.
4. TESTED SUBSTANCES
COMPANY NAMEs drug and alcohol testing program is limited to testing for LIST
WHAT YOULL TEST FOR, E.G., BLOOD ALCOHOL, SPECIFIC DRUGS AND DRUG TYPES.
Any other substances that may be tested using the same method used to test for
controlled substances will not be tested and will not be reported.
5. WRITTEN NOTICE
Before being asked to submit to a drug and/or alcohol test, the employee will receive
written notice of the request or requirements.
6. LICENSED LABORATORIES
Any drug and/or alcohol testing required or requested by COMPANY NAMEs will be
conducted by a laboratory licensed by the state. The employee may obtain the name
and location of the laboratory that will analyze the employees test sample by calling
DRUG TESTING POLICY
LPHR | www.lphr.co
PAGE 2 | 3
RESOURCES | POLICY
NAME OF LAB| NUMBER OF HOURS hours before the testing.
7. NOTICE OF RESULTS
If the employee is asked to submit to a drug or alcohol test, COMPANY NAME will
notify the employee of the results within SPECIFY TIME LIMIT, ie 24 HOURS OR ONE
WEEK after it receives them from the laboratory. To preserve the confdentiality
COMPANY NAME strives to maintain, the employee will be notifed by METHOD OF
NOTIFICATlON whether the test was negative or confrmed positive and, if confrmed
positive, what the next step is.
8. POSITIVE TEST RESULTS
Ifthe employee receives notice that the employees test results were confrmed positive,
the employee will be given the opportunity to explain the positive result following the
employees receipt of the test result. In addition, the employee may have the same
sample retested at a laboratory of the employees choice.
9. ADVERSE EMPLOYMENT ACTION
If there is reason to suspect that the employee is working while under the infuence
of an illegal drug or alcohol, the employee will be suspended WITH OR WITHOUT pay
until the results of a drug and alcohol test are made available to COMPANY NAME
by the testing laboratory. Where drug or alcohol testing is part of a routine physical
or random screening, there will be no adverse employment action taken until the test
results are in.
10. CONFIDENTIALITY
COMPANY NAME will make every effort to keep the results of drug and alcohol tests
confdential. Only persons with a need to know the results will have access to them.
The employee will be asked for the employees consent before test results are released
to anyone else. Be advised, however, that test results may be used in arbitration,
administrative hearings and court cases arising as a result of the employees drug
testing. Also, results will be sent to federal agencies as required by federal law. If
the employee is to be referred to a treatment facility for evaluation, the employees
test results will also be made available to the employees counselor. The results of
drug testing in the workplace will not be used against the employee in any criminal
prosecution.
DRUG TESTING POLICY
LPHR | www.lphr.co
PAGE 3 | 3
RESOURCES | POLICY
11. COSTS
COMPANY NAME will pay the cost of any drug and alcohol testing that it requires or
requests employees submit to, including retesting of confrmed positive results. Any
addditional tests that the employee requests will be paid for by the employee.
12. DRUG AND ALCOHOL USE AT WORK PROHIBITED
COMPANY NAMEs will not tolerate any use of non-prescribed drugs or alcohol
during work hours. If the employee comes to work under the infuence of drugs or
alcohol or use drugs or alcohol during work time, the employee will be DESCRIBE
CONSEQUENCES ie SENT HOME WITHOUT PAY, DISCIPLINED, TERMINATED.
13. POSTING
Besides being outlined here, COMPANY NAMEs drug policy is posted in NAME
LOCATION OF POSTING where the employee may review it.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
DRUG TESTING POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
COMPANY NAME does not test employees for drug and alcohol abuse. Because
the nature of COMPANY NAMEs business is neither high risk nor particularly safety
sensitive, COMPANY NAME feels that drug and alcohol testing would be too intrusive a
procedure forthe expected results. Therefore, employees will not be asked to submit to
drug and alcohol testing in the workplace setting.
However, COMPANY NAME strictly prohibits the use of drugs or alcohol in the
workplace and will take disciplinary action against any employee found using drugs
or alcohol during working hours. In addition, if the employee arrives at work under
the infuence of drugs or alcohol, the employee will be sent home forthe day, without
pay. Repeated instances of arriving at work under the infuence of drugs or alcohol
may result in DESCRIBE CONSEQUENCE ie. WRITTEN WARNING, SUSPENSION,
MANDATORY COUNSELING, TERMINATION, ETC.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
EMAIL POLICY
LPHR | www.lphr.co
PAGE 1 | 2
RESOURCES | POLICY
OVERVIEW
This document sets forth the policy of COMPANY NAME (the Company) with respect
to email. All employees who use the Companys email system are required to comply
with this policy statement.
1. BUSINESS USE
The email system is to be used solelyfor business purposes of the Company and notfor
personal purposes of the employees.
2. OWNERSHIP
All information and messages that are created, sent, received or stored on the
Companysemail system is the sole property of the Company.
3. EMAIL REVIEW
All email is subject to the right of the Company to monitor,access, read, disclose and
use such email without prior notice to the originators and recipients ofsuch email. Email
may be monitored andread by authorized personnel for the Company for anyviolations
of law, breaches of Company policies, communications harmful to the Company, or for
any other reason.
4. PROHIBITED CONTENT
Emails may notcontain statements or content that are libelous, offensive, harassing,
illegal, derogatory, or discriminatory. Foul, inappropriate or offensive messages such
as racial,sexual, or religious slurs or jokes are prohibited. Sexually explicit messages or
images,cartoons or jokes are prohibited.
5. SECURITY
The email system is only to be used by authorized persons, and an employee
musthave been issued and email password in order to use the system. Employees shall
notdisclose their codes or passwords to others and maynot use someone elses code or
passwordwithout express written authorization from the Company.
6. NO PRESUMPTION OF PRIVACY
Email communications should not be assumed to be private and security cannot be
guaranteed. Highly confdential or sensitive information should not be sent through
email.
EMAIL POLICY
LPHR | www.lphr.co
PAGE 2 | 2
RESOURCES | POLICY
7. CERTAIN PROHIBITED ACTIVITIES
Employees may not, without the Companys express written authorization transmittrade
secrets or other confdential, private or proprietary information or materials through
email.
8. MESSAGE RETENTION AND CREATION
Employees should be careful in creating email. Even when a message has been deleted,
it may still exist in printedversion, be recreated from a back-up system, or mayhave
been forwarded to someone else.Please note that appropriate electronic messages may
need to be saved. And, the Company maybe required to produce email in litigation.
9. VIRUSES
Any fles downloaded from email received from non-Company sources mustbe scanned
with the Companys virus detection software. Anyviruses,tampering or system problems
should be immediately reported to (computer systems administrator)
10. CONSEQUENCES OF VIOLATIONS
Violations of this policy or other company policies mayresult in discipline,suspension
and even termination of employment.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
EMPLOYMENT AT WILL POLICY
LPHR | www.lphr.co
PAGE 1 | 2
RESOURCES | POLICY
OVERVIEW
We have today a rapidly changing work environment. Both companies and workers are
changing directions faster than ever. In order to remain competitive there is a greater
than ever need for fexibility and managerial discretion. At will employment, which has
been the law ofthe land for over a century, provides the fexibility and discretion we
deem necessary for the beneft of everyone at this company.
Your employment with the company is at will. This means that your employment may
be terminated at any time, with or without notice, for any reason, with or without cause.
Likewise, you may terminate your employment at any time, with or without notice, for
any reason, with or without cause.
As you can see, at-will employment is a two-way street. Nothing in the employee
handbook or any other company document should be understood as creating
guaranteed or continued employment, termination for cause or of any other
guaranteed or continued benefts. Only the President has the authority to make
promises with regard to guaranteed or continued employment and any such promises
are only effective if placed in writing and signed by the President.
I acknowledge and understand the at will nature of my relationship with the
Company.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
GENERAL SAFETY POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
Providing safe working conditions and maintaining continuity of employment is of
continual concern. In this regard, it is important that adequate policies and procedures
be developed and adhered to in order to ensure safe, effcient operating conditions,
thereby safeguarding employees and facilities.
The Company will not knowingly permit unsafe conditions to exist, nor will it permit
employees to indulge in unsafe acts. Violations of Company rules and regulations will
result in disciplinary action.
The Company believes that the safety of employees and physical property can best be
ensured by a meaningful program.
EMPLOYEE: Since the employee on the job is frequently more aware of
unsafe conditions than anyone else, employees are encouraged to make
recommendations, suggestions, and criticisms of unsafe conditions to their
immediate supervisor so that they may be corrected.
SUPERVISORS: Supervisors are responsible for the working conditions within
their department and the plant generally. A supervisor should remain alert at
all times to dangerous and unsafe conditions, so that he/she may recommend
corrective action, discipline employees who habitually create or indulge in unsafe
practices, assess new or changed situations for inherent dangers, and follow up
on employee suggestions for corrective action so that unsafe conditions are not
instituted or permitted to exist.
SAFETY COMMITTEE MEETINGS
Company operates in accordance with CODE guidelines and as such encourages the
employees involvement in company-wide safety committee meetings to be held
quarterly. The committee will specify procedures and actions to be taken in the event
of fres, security and other emergencies. Decisions and recommendations will be
communicated via the departmental team meetings.
INJURIES
All employees are required to immediately report all occupational illnesses or injuries
to your supervisor, no matter how minor, and complete an occupational illness or injury
form.
GENERAL WORK RULES
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
COMPANY NAME wants to encourage a safe and pleasant work atmosphere. This can
only happen when everyone cooperates and commits to appropriate standards of
behavior.
The following is a list of behaviors that the company considers unacceptable. Any
employee found engaging in these behaviors will be subject to disciplinary actions
including reprimand, warning, layoff, or dismissal:
1. Failure to be at the work place, ready to work, at the regular starting time.
2. Willfully damaging, destroying, or stealing property belonging to fellow
employees or the company.
3. Fighting or engaging in horseplay or disorderly conduct.
4. Refusing or failing to carry out any instructions of a supervisor.
5. Leaving your work station (except for reasonable personal needs) without
permission from your supervisor.
6. Ignoring work duties or loafng during working hours.
7. Coming to work under the infuence of alcohol or any drug, or bringing
alcoholic beverages or drugs onto company property.
8. Intentionally giving any false or misleading information to obtain employment
or a leave of absence.
9. Using threatening or abusive language toward a fellow employee.
10. Punching another employees time card or falsifying any record.
11. Smoking contrary to established policy orviolating any other fre protection
regulation.
12. Willfully or habitually violating safety or health regulations.
13. Failing to wear clothing conforming to standards set by the company.
14. Being tardy or taking unexcused absences from work.
LPHR | www.lphr.co
PAGE 1 | 2
RESOURCES | POLICY
15.
Not taking proper care of, neglecting, or abusing company equipment and tools.
16.
Using company equipment in an unauthorized manner.
17.
Possessing frearms orweapons of any kind on company property.
GRIEVANCE POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
COMPANY NAME wishes to provide a comfortable, productive, legal and ethical
work environment. To this end, the company wants you to bring any grievances you
have about the work place to the attention of your supervisor and, if necessary, to
upper level management. In light of these concerns we have instituted the following
grievance procedure.
PROCEDURE
If you feel that there is inappropriate conduct or activity on the part ofthe company,
management, its employees, vendors, customers, or any other persons or entities
related to the company, we request that you bring this concern to the immediate
attention of your supervisor. Please try to approach your supervisor at a time and place
that will allow the supervisor to properly listen to your concerns.
If you have discussed this matter with your supervisor previously and you do not
believe that you have received a suffcient response, we request that you present your
concerns to your supervisor in writing. Please indicate what the problem is, those
persons involved in the problem, and any suggested solution you may have to the
problem.
If you do not receive a suffcient response to your written complaint within NUMBER
working days from providing it to your supervisor, or if your supervisor is the problem,
you should contact the next level of supervision, and so on. If you consider the matter
an emergency, legal, ethical or safety issue, use your best judgment to expedite the
complaint process. The company may have a conference with you and your supervisor
or with both of you individually. Ifthe matter is not resolved after that conference, and
you believe it still merits attention, it is requested that you immediately place your
concerns in writing and bring the matter forward to upper level management.
It is the purpose of this grievance procedure to help maintain a positive work
environment with respect and responsibility towards each other. The grievance
procedure is also intended to avoid unnecessary employee claims and company legal
exposure. The company cannot promise that your specifc grievance or complaint will
result in the action you request or that you will be satisfed with the outcome of the
grievance procedure.
MEDIA RELATIONS POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
To remain competitive, better serve our customers and provide our employees with
the best tools to do their jobs, COMPANY NAME (the Company), it is important that
inquiries by the media in relation to our company be handled in accordance with the
following policy:
I. All inquiries should be referred to NAME OF THE RESPONSIBLE (the Spokesper-
son).
2. As the Companys chief spokesperson, the Spokesperson will respond directly or
designate another party to serve as spokesperson.
3. The Spokesperson also will direct the process by which a response is determined or
position taken.
4. If the Spokesperson is not available, inquiries should be referred to NAME.
5. COMPANY encourages the use of media and associated services because they
can make communication more effcient and effective and because they are valuable
sources of information about vendors, customers, technology, and new products and
services.
6. It is important to maintain a proper spirit and tone to your communications with
the media.
This policy covers all forms of responses to the media, including off the record and
anonymous statements.
I have read, understand, and agree to comply with the foregoing policies, rules, and
conditions governing the relations with the media. I understand that I have responsi-
bility to maintain a positive representation of the company. Furthermore, I understand
that this policy can be amended at any time.
DATED: _____________ DATED: _____________
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
__________________________________________
AUTHORIZED SIGNATURE
__________________________________________
NAME | TITLE
ACKNOWLEDGMENTS
COMPANY EMPLOYEE
PERSONAL LEAVE POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
The following company policy statement is for personal leave. Generally, personal leave
is granted without pay, but without loss of credit for the employees length of service
with the company. Not all companies allow employees to retain their service credit,
however.
A personal leave of absence without pay may be granted an employee at the discretion
of the company. A personal leave of absence is defned as an absence of NUMBER
weeks or longer. It is not our general policy to grant personal leaves of absence and
such leaves will be granted only under unusual circumstances. A personal leave of
absence is not available instead of medical leave.
Granting of such a leave depends on the review ofthe merits of each case, including
the effect the employees absence will have on the workload ofthe other employees.
Probationary employees are not generally eligible for leaves of absence. An employee
must have one year of continuous employment before such a leave will be considered.
Applications for leaves of absence may be granted or rejected as dictated by the
judgment of NAME OF PERSON WHO APPROVES REQUESTS.
Salary and benefts are not payable to an employee while the employee is on a
personal leave of absence, with the exception of company-paid term life insurance that
is continued for eligible employees for NUMBER year of a leave of absence. Health
insurance may be continued ifthe employee pays the full premium at the group rate.
Although employees do not accrue benefts while on leave, those benefts accrued up
to the time the employee started the leave will be retained.
The employees exact position, tour of duty, orwork area may not be guaranteed upon
return from a personal leave of absence; however, all efforts will be made to place the
employee in the frst available similar job with similar pay. The employees date of initial
employment will be adjusted to refect the time spent on personal leave.
It is the employees responsibility to return to work on the date the leave of absence
expires. Should the employee fail to return and fail to notify NAME OF PERSON WHO
SHOULD RECEIVE REQUESTS of a request for an extension, we will assume that the
employee does not intend to rejoin the company and will consider the employee to
have resigned from employment. A request for extension of a leave of absence must be
in writing and must be received at least NUMBER working days prior to the expiration
of a leave.
People generally need structure. It provides a
framework for an environment of basic
understanding and opportunity to thrive.
In organizations, policies and procedures serve
employees with that simple foundation.
POLICY &
PROCEDURES
POLICY
A policy is a formal guidance or rule to guide decisions and achieve
rational outcomes. Its needed to coordinate and execute activity
throughout a company. When efectively deployed, policy statements
help focus attention and resources on high priority issues. Tey align
and merge eforts to successfully achieve a business vision. Policy
provides the operational framework within which the business
functions.
Policies are typically written to cover topics of widespread application.
Tey change less frequently, as they are considered the agreed upon
standard within an entity.
Usually, policies are expressed in broad terms and cover the what and
the why of any given area. Policies also answer some of the
operational issues related to the topic at hand.
PROCEDURES
On the other hand, a procedure typically supports a policy. It is a
method for performing a task or a fxed, step-by-step sequence of
activities. Procedures cover the operational processes required to
implement a policy into action. Operating practices can be formal or
informal, specifc to a department, building or applicable across an
entire business unit. If policy is what an organization does
operationally, then its procedures are how it intents to carry out
those operating policy expressions.
Procedures cover a topic in a more narrow application. Tey are
typically prone to change as a business grows or adapts.
Procedures, ofen referred to as Standard Operating Procedures or
SOPs are stated in as much detail as is required to perform
accurately and efectively. At length, it will describe a process and
cover how something is done, when it should take place and/or
who involved.
Both policies and procedures are necessary. Outside basic federal and
local legal compliance, it is up to the organization how in depth both
tools are utilized. Most importantly, both are tools that support your
organizational practices and principles. Efective leaders do not lead
by policy, rather refer to them as tools throughout their
interdisciplinary leadership eforts.
SALES COMMISSION POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
COMPANY NAME pays commissions based on sales procured. The rates of commission,
as well as the required PROFIT MARGINS, will be give to each new sales employee at
time of hire. The company reserves the right to change commission rates and or proft
margin requirements as needed to protect the fnancial integrity of the company.
COMPANY NAME will make every effort to pay commissions on a monthly basis only,
and only on fnal sales. In no event will COMPANY NAME pay commissions later than
one week from the date when the money is received for the sale.
COMPANY NAME may provide a draw paycheck on the DAY of the month. This DRAW
IS AN ADVANCE against all commissions earned, and will be deducted from the com-
mission paycheck which will be issued on the DAY of the following month. If an em-
ployees draw exceeds his commissions in any given month, the shortage will be carried
forward, and deducted from the next available commission check.
COMMISSIONS WILL BE CONSIDERED FINAL AFTER NUMBER DAYS.
If you have a question, problem or disagreement with the amount of commission paid
on a sale, be sure to submit, in writing, the details within NUMBER days of the date the
sale was fnalized.
SALES EXPENSES REIMBURSEMENT POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
Sales representation expenses must be claimed using the NAME form located SPECIFY.
Once completed, this form should be returned to the accounting department on the
last working day of each month. Expenses will be reimbursed the following week.
1. A portable computer required to give sales presentations to clients and perform
general administrative duties (proposals, contact management, etc.) may be allocated
to a sales representative. The portable computer shall remain the property of
COMPANY NAME.
2. Sales representatives may purchase a mobile phone at their own expense. Monthly
usage and activation fees incurred during business hours will be compensated by
COMPANY NAME.
3. Car travel for sales purposes will be reimbursed at the rate of SPECIFY DOLLAR
AMOUNT per MILE/KILOMETER.
4. Parking fees incurred during normal business activities will be compensated by
COMPANY NAME upon presentation of receipt.
5. Reasonable business meal expenses will be reimbursed by COMPANY NAME.
Reimbursement for meals will be limited to SPECIFY DOLLAR AMOUNT per day.
6. Hotel lodging, when necessary, will be reimbursed by COMPANY NAME up to a
maximum of SPECIFY DOLLAR AMOUNT per night.
7. All other sales expenses (e.g. conference halls, equipment, etc.) must be approved by
your immediate supervisor in order to be eligible for reimbursement.
8. COMPANY NAME does not provide offce supplies such as planners, index card
organizers, binders, etc. COMPANY NAME will reimburse the cost of such items upon
presentation of receipt. Should you require further clarifcation about the above
elements, please do not hesitate to ask your supervisor.
SMOKING POLICY
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
1. WRITTEN POLICY
The employee will receive a copy of this policy in the employees orientation packet.
In addition, copies of the policy are posted in various locations throughout this facility
including NAME LOCATIONS ie THE BREAK ROOM. Additional copies are available
upon request.
2. SMOKING IN THE WORKPLACE
Because COMPANY NAME is a private building not open to the general public, smoking
at COMPANY NAME is not governed by state law or local ordinance. COMPANY NAME
allows employees who have private offces to smoke in their offces. Employees who
share offces must refrain from smoking in the offce if any employee in that offce
objects. Smoking is not allowed in LIST NO SMOKING AREAS; however, smoking is
allowed in LIST DESIGNATED SMOKING AREAS. Please observe the posted no smoking
signs.
3. SMOKING/NO-SMOKING SIGNS
To support its policy ofnot allowing smoking in other than designated smoking
areas, COMPANY NAME has posted No Smoking and Smoking signs in the
appropriate areas. Each sign posted in an area where smoking is prohibited carries the
internationally recognized symbol for no smoking; a red circle containing a lit cigarette
with a line drawn diagonally through the circle. Please observe these signs at all times.
4. NON-DISCRIMINATION
What the employee does outside ofworking hours and off COMPANY NAMEs premises
will not be the basis of any disciplinary action by COMPANY NAME. Nor will COMPANY
NAME pursue a policy of discharging employees or refusing to hire applicants because
they are smokers.
PROPRIETARY INFORMATION
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
THIRD PARTY CONFIDENTIAL AND PROPRIETARY INFORMATION
COMPANY NAME is very sensitive to the issue of protection oftrade secrets and
proprietary information. COMPANY NAME employees are expected to use good
judgment, to adhere to high ethical standards, and to abide by any confdentiality
obligations to former employers.
COMPANY NAME employees shall not use, bring on the premises or otherwise disclose
any proprietary or trade secret information of former employers or other third parties.
All employees share responsibility to ensure that proper security is maintained.
TIME OFF TO VOTE
LPHR | www.lphr.co
PAGE 1 | 1
RESOURCES | POLICY
OVERVIEW
It is the policy of COMPANY NAME to give employees time off to vote. The following
serve as a guideline for voting time off procedures:
ADVANCE REQUEST
Before taking time off to vote, the employee must make a written request for time off
NUMBER OF DAYS OF ADVANCE NOTICE days before voting day.
PAID ABSENCE
Time off to vote will be treated as a paid absence.
VOTING HOURS
The employee is allowed NUMBER OF HOURS hours of time off to vote. Time off to
vote is granted ifthe polls open fewer than NUMBER OF HOURS hours prior to work
starting time or close fewer than NUMBER OF HOURS hours after quitting time. Time
offto vote may be taken before coming in to work or at the end of the workday.
COVERED ELECTIONS
This time off to vote policy applies to TYPES OF ELECTIONS -E.G., FEDERAL, STATE,
LOCAL elections.
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