Employee Handbook
This is a sample Employee Handbook, setting forth various policies for employees, including
those dealing with work days, harassment, jury duty, paid time off, email, drugs in the
workplace, discrimination, at will employment, dress code, intellectual property, expense
reimbursement and other important workplace issues.
Employee Handbook
of
[NAME OF COMPANY]
Table of Contents
• Introduction
• At-Will Employment Policy
• Employment Eligibility and Authorization
• Equal Employment Opportunity/ Non-Discrimination Policy
• Harassment Policy/ Sexual Harassment
• Drug-Free Workplace Policy
• Alcohol and Drug Testing Policy
• Employee References
• Travel and Entertainment Policy
• Policy Regarding Hours of Work, Overtime and Pay Days
• Employee Benefits Policy
• Vacation Policy
• Sick Leave Policy
• Bereavement Leave
• Pregnancy Disability Leave
• Jury Duty Policy
• Holidays
• Email Policy
• Technology Systems
• Smoking Policy
• Dress Code Policy
• Photocopying Policy
• Conflict of Interest Policy
• Intellectual Property Policy
• Termination and Discipline Policy
• Standards of Conduct
• Exit Interview
• Workers’ Compensation Policy
• Cell Phone Use While Driving Policy
• Arbitration Policy
• Exhibit: Employment Handbook and At Will Employee Status Acknowledgement
INTRODUCTION
This Employee Handbook (the “Handbook”) is designed to familiarize you with the policies, practices, and
benefits of, and to provide you with information about conditions of your employment at [NAME OF
COMPANY] (the “Company”).
Employees are required to read, understand and comply with the provisions of this Handbook.
Circumstances will require that the policies and practices described in this Handbook change from time to
time. Accordingly, except for the at-will employment policy, the Company reserves the right to interpret
guidelines as may be appropriate under the particular facts and circumstances and to revise, modify, rescind,
delete or add to the provisions of this Handbook from time to time in its sole and absolute discretion. Such
modifications will be in writing, will specifically reference this Handbook and must be authorized in writing
by the CEO of the Company or a duly authorized representative of the Company. The Company will
attempt to provide employees with notification of such changes when they occur. No statements or
representations can in any way change or alter the provisions of this Handbook.
This Handbook contains a summary of the Company’s policies and practices. All previously issued
handbooks and any inconsistent policy or benefit statements or memoranda are hereby replaced.
To the extent that the Company has any collective bargaining agreement, certain statements in this
Handbook may differ from provisions of the collective bargaining agreement. Where there is a conflict, the
terms of the collective bargaining agreement will apply to any union employees who are subject to the
collective bargaining agreement.
This Handbook is the property of the Company and may not be circulated or given to anyone outside of the
Company.
You are required to comply with the provisions of this Handbook. After reviewing it, please sign the
acknowledgement form at the end of the Handbook.
AT-WILL EMPLOYMENT POLICY
Employment at the Company is employment at-will. This means that an employee’s employment can be
terminated at any time by the employee or the Company, with or without advance notice and with or without
cause. Nothing in any document or statement now in existence or hereafter created shall limit the right to
terminate the employment at-will, except pursuant to a written employment agreement signed by the CEO of
the Company and the employee. No other officer, agent or employee of the Company has the authority to
revise, waive or alter this at-will employment policy, which cannot be altered other than pursuant to a
written agreement signed by the CEO and the employee.
EMPLOYMENT ELIGIBILITY AND AUTHORIZATION
Federal law requires the Company to verify each employee’s identity and legal authority to work in the
United States within three business days of employment, and all offers of employment depend on the
employee’s ability to meet these requirements. Each employee needs to fill out the Employment Eligibility
Verification (INS Form I-9), in which the employee attests to his/her legal authority to work in the U.S. (and
present acceptable documents to verify the claim). If the authorization to work in the U.S. is for a limited
period of time, the employee will need to submit further proof before the expiration date.
If you have any reason to believe that you haven’t been treated in accordance with this policy, we encourage
you to address concerns to your supervisor or to the head of Human Resources.
EQUAL EMPLOYMENT OPPORTUNITY/ NON-DISCRIMINATION POLICY
Overall Policy
It is the policy of the Company to maintain a working environment free of all forms of unlawful
discrimination.
Equal Opportunity
The Company affords equal opportunity to all employees and prospective employees without regard to race,
color, sex, gender, sexual orientation, religion, age, marital status, disability, veteran status or national origin
or other criteria protected by law.
Disability
The Company will not discriminate against any employee or applicant for employment because of disability
in regard to any position for which the employee or applicant for employment is qualified. To comply with
applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the
Company will make reasonable accommodations for the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship
would result. If you believe you may need an accommodation, please contact the head of Human Resources.
Complaint Procedure
Any individual, whether an employee or applicant for employment, who believes that he or she has been
discriminated against should bring their concerns to the head of Human Resources. Complaints may be
lodged in writing or orally in person.
Consequences
The Company will not tolerate any form of discrimination and will take appropriate disciplinary action,
including possibly termination, of any person determined to have engaged in unlawful conduct under this
policy.
