...Employee Handbook ABC Ltd. by BRIGHT CONTRACTS www.brightcontracts.ie Professional software that lets you create tailored employment contracts and sta handbooks. Handbooks do not replace contracts of employment and should be used in conjunction with a contract! WWW.BRIGHTCONTRACTS.IE - SAMPLE DOCUMENT Contents 1 Introduction 1.1 Welcome 1.2 Purpose of this Handbook 1.3 Company Background and Mission Statement 1.4 Employment Records 1.5 Data Protection 2 Company Policies and Procedures 2.1 Disciplinary Procedures 2.1.1 Purpose of Policy 2.1.2 Scope 2.1.3 Policy 2.1.4 O ences 2.1.4.1 Misconduct 2.1.4.2 Gross Misconduct 2.1.5 Procedures 2.1.5.1 Informal Counselling 2.1.5.2 Formal Disciplinary Procedure 2.1.5.2.1 The Investigation Procedure 2.1.5.2.2 The Disciplinary Procedure 2.1.6 Appeals 2.2 Grievance/Dispute Procedures 2.3 Bullying and Harassment Policy and Procedure 2.3.1 Harassment, Sexual Harassment and Bullying 2.3.1.1 Harassment 2.3.1.2 Sexual Harassment 2.3.1.3 Bullying 2.3.1.4 Lack of Respect 2.3.2 Procedures 2.3.2.1 Informal Procedure 2.3.2.2 Formal Procedure www.brightcontracts.ie · Handbook · Page 2 of 28 WWW.BRIGHTCONTRACTS.IE - SAMPLE DOCUMENT 2.3.2.3 Investigation 2.3.2.4 Outcome 2.4 Health and Safety Policy 2.4.1 Principles applying to Health and Safety 2.4.2 Accident Reporting 2.4.3 Fire 2.4.4 First Aid 2.4.5 Personal Protective Equipment 2.4.6 Smoke-free Workplace 2.5 Equality Policy 2.5.1 Introduction ...
Words: 10981 - Pages: 44
...Template Student Name: /////// Instructions: • Use this required template for the Week 3 Draft of your project (your Handbook below must be 25% completed for full-points consideration) and 100% complete for the Week 7 final version. • Remember, this is a Staffing Handbook, not an Employee Handbook • Remember that no more than 10% of the completed Handbook can be from borrowed material (so plan accordingly on any borrowed material used in the draft). The majority of the Handbook must be original—meaning written by the student. ALL sources used (textbook, Internet, etc.) must be cited via proper APA citations (both in-text with quotation marks and a References section). This includes any forms or samples in the Handbook. Everything in the Handbook will count towards the “no more than 10% borrowed” requirement, including forms. It is advisable if you create these yourself. • See the Course Project tab for lengthier descriptions of each section. The specifics of the requirements of each section are NOT included here. • Text font can be no larger than 12. • You do not need to include a table of contents. • Be sure to insert your fictitious company name, where needed, in the Handbook below. • Your Handbook must be full 10-12 pages (not including this page, the cover page, or any reference page), double-spaced. You may single-space any forms or samples you create. • Note that the spacing placed between sections is for illustration purposes only. Some sections you write may...
Words: 2018 - Pages: 9
...Student Name: | Jerry Seidl | Instructions: * Use this required template for the Week 3 Draft of your project (your Handbook below must be 25% completed for full-points consideration) and 100% complete for the Week 7 final version. * Remember, this is a Staffing Handbook, not an Employee Handbook * Remember that no more than 10% of the completed Handbook can be from borrowed material (so plan accordingly on any borrowed material used in the draft). The majority of the Handbook must be original—meaning written by the student. ALL sources used (textbook, Internet, etc.) must be cited via proper APA citations (both in-text with quotation marks and a References section). This includes any forms or samples in the Handbook. Everything in the Handbook will count towards the “no more than 10% borrowed” requirement, including forms. It is advisable if you create these yourself. * See the Course Project tab for lengthier descriptions of each section. The specifics of the requirements of each section are NOT included here. * Text font can be no larger than 12. * You do not need to include a table of contents. * Be sure to insert your fictitious company name, where needed, in the Handbook below. * Your Handbook must be full 10-12 pages (not including this page, the cover page, or any reference page), double-spaced. You may single-space any forms or samples you create. * Note that the spacing placed between sections is for illustration purposes only. Some sections you...
Words: 1585 - Pages: 7
...University of Phoenix Material New Hire Communication Peer Review Read the following sample student Week 3 New Hire Communication assignment. In the message, an HR staff member of ABC Company communicates the company’s culture, processes, procedures, and general information to new hires in emails. Sample Student Work: HR Email Communication for ABC Company New Hires Dear Employees, During Day 1 of the training, we will provide you an introduction and general company overview. On Day 2, uniforms will be issues and E-learning will begin. You will continue E-learning on Day 3 and complete it on Day 4. We will also assign you an area for you to start working on Day 4. Day 5 has no work for you to do. All employees must follow procedures. Employees must use the employee entrance and parking in the back of the building. If you arrive late to work, you must check in with your supervisor upon arrival. If employees need extra training, please inform the supervisor in the case they need extra training. Meal breaks are 30 minutes if working 8 or more hours. If working less than 8 hours, employees will get a 15 min break. Every first Monday of the month mandatory staff meetings take place in the conference department. You must attend the meeting. In the event you cannot attend, you must have prior approval from your supervisor. Our company is dedicated to providing the best retail experience to customers by offering competitive prices and equal employment...
Words: 447 - Pages: 2
... Abstract Employee commitment is an active way of improving the organizational satisfaction. In this article employee satisfaction is viewed as an independent variable while employee commitment acts as the independent variable, a moderating variable is taken to be employee performance. The sample for the study comes from various public and private organizations of cities such as Lahore, Karachi, and Faisalabad. Data collection is through close- ended questionnaires and analysis done through Statistical Package for Social Sciences by using descriptive statistics, as well as the t-test. The results describe a moderate interdependence between the variables. Satisfaction Studies in the past reveal a two-way relationship between job performance and employee satisfaction while modern and recent studies indicate a unidirectional relationship with regards to employee satisfaction that improves job performance yet weak relations occurs upon analysis of job satisfaction as a basis for job satisfaction. It follows that employee’s satisfaction and performance in work place has a direct relationship, in much simpler terms, job performance is as an impact of job satisfaction according to (Kaiser and Ringlstetter 2011). . Performance dimensions are such as duties, and contextual duties reveal a weak association between the employee satisfaction and job descriptive indices that were highly influenced by the employee satisfaction. The study...
Words: 2149 - Pages: 9
...------------------------------------------------- University of Phoenix Material New Hire Communication Peer Review Read the following sample student Week 3 New Hire Communication assignment. In the message, an HR staff member of ABC Company communicates the company’s culture, processes, procedures, and general information to new hires in emails. Sample Student Work: HR Email Communication for ABC Company New Hires Dear Employees, During Day 1 of the training, we will provide you an introduction and general company overview. On Day 2, uniforms will be issues and E-learning will begin. You will continue E-learning on Day 3 and complete it on Day 4. We will also assign you an area for you to start working on Day 4. Day 5 has no work for you to do. All employees must follow procedures. Employees must use the employee entrance and parking in the back of the building. If you arrive late to work, you must check in with your supervisor upon arrival. If employees need extra training, please inform the supervisor in the case they need extra training. Meal breaks are 30 minutes if working 8 or more hours. If working less than 8 hours, employees will get a 15 min break. Every first Monday of the month mandatory staff meetings take place in the conference department. You must attend the meeting. In the event you cannot attend, you must have prior approval from your supervisor. Our company is dedicated to providing the best retail experience to customers by offering competitive...
Words: 607 - Pages: 3
...Table of Contents Question 1(a) 1 Question 1 (b) (i) 2 Question 1 (b) (ii) 3 Question 3(a) 5 Question 3(b) 6 Question 3(c) 7 Question 4(a) 8 Question 4(b) 10 References 11 Question 1(a) The issues arise in the above situation is whether Ahmad have any contract made with Suria Supermarket. The law consist in the above situation is Invitation to treat (ITT). As you known, invitation to treat does not mean amount to an offer. Section 2(a) of the Contract Act 1950 defined as something which is capable of being converted into an agreement by its acceptance. There is a different between Invitations to treat with an offer. A proposal must be distinguished from an invitation to treat (ITT) so that the proposal can be the only way to attract any party to enter the contract. Examples of Invitation to treat which is Good displayed in shop windows and shelves, Advertisement, Auctions, Catalogues and Price lists. Based on the above situation, the law of Invitation to treat of display of goods is exist which it is not a proposal to sell and invitation not capable of being accepted, In shop , owner merely holds himself prepared to consider proposals made to him at the suggested price, so an offer to buy is made when the customer puts the goods in a trolley or takes the item off the shelf, but the contract only made when the person bring the item to the cashier’s desk and pay for the item. Section 2 (a) of the Contract Act 1950 provides that when one person signifies...
Words: 3500 - Pages: 14
...Work Experience Program Course Handbook Bakersfield College Updated: 11/15/2010 TABLE OF CONTENTS Welcome and General Information ............................................................ 3 Syllabus .................................................................................................... 4 How to Write an Objective ......................................................................... 6 Examples of Objectives ............................................................................. 7 Employer Guide to Assist with Objectives ................................................. 8 Course Summary Report Guidelines ......................................................... 9 Activity Requirements ................................................................................ 10 Approved Off-Campus Seminar/Activity List .............................................. 11 Employer/Supervisor Letter ........................................................... 12 Course Objectives Form ................................................................ 13 Off-Campus Seminar/Activity Prior Approval Form ........................ 14 Off-Campus Seminar/Activity Form ................................................ 15 Timesheet ...................................................................................... 16 Work Experience Program Survey ................................................. 17 Sample Cover Letter Format and Guidelines ..............................
Words: 4343 - Pages: 18
...Sample Written Warning Letter for Insubordination June 1, 2011 Dear Mr. John E. Adams: World English Dictionary: not submissive to authority; disobedient or rebellious This written warning is being issued to you for violating our company policy on insubordination as stated in our company employee handbook. Specifically, on May 27, 2011, at approximately 9:35 am you refused to take direction from your supervisor when they directed you to shut down the conveyor belt you were working on and move to the loading dock to help with unloading a delivery. Although you finally did follow their direction it wasn't until they made three separate requests to do so. Mr. Adams, it is important that you follow your supervisors direction at all times. The only exception to this would be if you were directed to perform a task that was unethical, illegal, or unsafe. In the future if you fail to follow any company policy you will be subject to disciplinary action up to and including possible termination. Sincerely, Robert R. Smith Supervisor John E. Adams Employee My signature does not necessarily indicate that I am in agreement with the above statements; however, it does indicate that I was informed of the contents of this letter. Sample Employee Conduct Policy Every individual is expected to execute their assigned duties as directed during on duty time. Insuring quality in everything we do requires attention to detail and working quickly or carelessly has...
Words: 476 - Pages: 2
...EMPLOYEE | Name: _______________ Start Date: __________ | INFORMATION | Position: __________ Manager: _______________ | | | FIRST DAY | 1. [ ] New Employee Handbook | (Human Resources) | 2. [ ] Assign "buddy" employee(s) to assist with general questions. | | | POLICIES | 3. [ ] Review key policies. | (Human Resources) | Anti-harassment Vacation and Sick Leave FMLA/Leaves of Absence Holidays Time and leave reporting Overtime Performance reviews Dress code | Personal conduct standards Progressive disciplinary actions Security Confidentiality Safety Emergency procedures Visitors E-mail and Internet usage | ADMINISTRATIVE PROCEDURES | 4. [ ] Review general administrative procedures. | (Human Resources) | Office/desk/work station Keys Mail (Incoming and Outgoing) Shipping (FedEx, Airborne and UPS) Business cards Purchase requests | Telephones Building access cards Conference rooms Picture ID badges Expense reports Office supplies | INTRODUCTIONS AND TOURS (Facilities) | 5. [ ] Give introductions to department staff and key personnel during tour. 6. [ ] Tour of facility, including: | | Rest rooms Mail rooms Copy centers Fax machines Bulletin board Parking | Printers Office supplies Kitchen Coffee/vending machines Water coolers Emergency exits | POSITION INFORMATION (Manager) | 7. [ ] Introductions to team and department staff. 8. [ ] Review initial job assignments...
Words: 890 - Pages: 4
...Pay & Benefits During Leave This document either (1) integrates California and Federal law into one answer for the California library or (2) covers Federal law only for the National library, which applies to all states. The active profiles listed above show which library applies. For the National version, the federal laws set the minimum requirements for employee rights and employer obligations. However, your company may be subject to additional rules, depending on state and local laws, court decisions, or agency regulations. And, whether your company is in California or another state, if the company provides more generous terms through an oral or written contract, a collective bargaining agreement, or company policy, the company must comply with those terms. RELATED INFO/FORMS: Note: This document applies to all employees, whether exempt, non-exempt, full-time, part-time, temporary, new, or regular.1 GENERAL RULE ON PAY AND BENEFITS DURING LEAVE Employers must give employees time off from work for a variety of reasons (such as for jury duty and workers' comp injuries). Besides these mandatory leaves, many employers provide other, optional leaves (such as vacation, sick, and holiday leave). See Memo 2800 Employer's Duty to Provide Leave & Time Off. Note: If employees are entitled to take leave, employers generally must reinstate employees returning from leave to their prior pay and benefits. See Memo 2807 Employee's Rights Upon Reinstatement from Leave. Generally,...
Words: 2044 - Pages: 9
...penalty of an action such as this one. This issue is a control issue therefore the company hand book needs to be updated with a section to handle these issues, also inform employees of the do’s and don’ts to prevent another situation like this. Control systems detect and correct significant variations, or discrepancies, in the results of planned activities (Bateman and Snell 2013). For Dalman and Lei to build and effective control system they need to follow the 4 step of building a control system, the first step is “setting performance standards”. They already have a performance standard which is the handbook that they created with the first location they had goals they just need to update those goals. The books needs to be modified, Lei would have to set quality goals in this situation, she is trying to build structure within the company, for example they can state that an employee has to work a certain amount of hours each week, those hours need to be reported with evidence of being facts. The second step is “measuring performance” Lei has stared measuring company performance by checking the weekly time sheets, by doing this she sees who has been...
Words: 811 - Pages: 4
...MODULE 1: HUMAN RESOURCE PLANNING Contents 1.0 Introduction 1 2.0 Developing an HR Plan 2 2.1 Forecasting Hiring Needs 2 2.2 Employment Arrangements 14 3.0 Succession Planning 15 3.1 Non-Family Succession 15 3.2 Family Succession 17 4.0 Creating a Personnel Manual 20 5.0 Conclusion 24 TEMPLATES: A. Staff Forecasting Chart B. Employee Attributes Checklist C. Minimum Wage Rates D. Human Resource Planning Checklist E. Management Assessment Form F. Personnel Policy Manual Template CTION Module 1 - p 1 1. INTRODUCTION Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs can impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning. Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to succeed...
Words: 6812 - Pages: 28
...an acknowledgment that the employees are familiar with the policy. • An affirmation that the relationship is consensual and freely entered into, and that each employee agrees to waive the right to assert a claim for sexual harassment for any conduct by the other prior to the signing of the contract. • A statement that the employees will not seek or accept a position where one reports to the other. • An agreement, if one of the employees already supervises the other, that the supervisor will be removed from any decision-making authority over the subordinate. • An agreement that any dispute arising from the relationship or the contract will be resolved through mediation, an intra-company dispute resolution procedure or arbitration. • A recommendation that employees consult an attorney before signing the contract. • An admonition that dating employees are expected to follow certain guidelines, such as professional behavior at work and refraining from displays of affection at work. • A confirmation that each employee respects the right of the other to end the relationship at any point, and a reaffirmation by the company that either employee can end the relationship without fear of work-related retaliation. Written Policy The company should then include the policy for love contracts in the employee handbook, disseminate it throughout the workplace using the usual modes of communication for HR...
Words: 937 - Pages: 4
...function in an organisation is as important as the physical and mental well being of a human body. Typically the basic reason why organisations prefer to conduct an HR audit is to get a clear judgement about the overall status of the organisation and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or lapses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and accounting audit, which is mandatory for every company, to be done by external statutory auditors. This audit serves as an examination on a sample basis of practices and systems for identifying problems and ensuring that sound accounting principles are followed. Similarly, an HR audit serves as a means through which an organisation can measure the health of its human resource function. Organisations undertake HR audits for many reasons: 1 To ensure effective utilisation of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is well-managed and prepared to meet potential challenges and opportunities. 4 To maintain or enhance the organisation’s reputation in a community. An audit is a systematic process, which examines the important aspects of the function and its management, and...
Words: 1324 - Pages: 6
