Workplace Manual Sample

8/13/2019 Workplace Manual Sample

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The Employee Handbook


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The Employee Handbook

Table of Contents

Section 1: Introduction ............................................................................ 2

Section 2: Workplace code of conduct .................................................. 3

Section 2.1: General rules................................................................ 3

Section 2.2: Sickness and general absences................................... 4

Section 2.3: Personnel records ........................................................ 4

Section 2.4: Proper time card use.................................................... 5

Section 2.5: The bulletin board......................................................... 6

Section 2.6: Tools ............................................................................. 7

Section 2.7: Drivers licenses ........................................................... 7

Section 2.8: Telephone usage.......................................................... 7

Section 2.9: Smoking ....................................................................... 7

Section 2.10: Illegal activities ........................................................... 7

Section 3: Pay policy................................................................................ 8

Section 3.1: Seniority ....................................................................... 8

Section 3.2: Promotion..................................................................... 9

Section 3.3: Overtime pay .............................................................. 10

Section 3.4: Payroll deductions...................................................... 10

Section 3.5: Compensation benefits............................................... 11

Section 4: Safety..................................................................................... 12

Section 4.1: The rules of safety...................................................... 12

Section 5: Conclusion............................................................................. 13


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Section 1: IntroductionThis handbook is for the use of all staff at our

company. We, the management team, wrote thishandbook to help you carry out your job

responsibilities efficiently.

The handbook explains the rules and practical

guidelines for working at our company. We

developed these rules and guidelines based on our

experience in this industry.

In these pages you will find information about:

Workplace etiquette, best industrial practices,

and employee personal conduct.

Pay and promotion.

Safety rules for the workplace.

You will find particularly important information and/

or warnings in the sidebar.

We hope you find this handbook useful and

informative.

Warning!

Any breaches of the

workplace code of

conduct will result

in disciplinary

action. We follow a

three strike rule:

1. A verbal warning.

2. A formal written

Employee

Warning Notice.

3. Termination ofemployment.


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Section 2: Workplace code of conductThis section explains your rights and

responsibilities in the workplace.

Section 2.1: General rules

To ensure an efficient as well as pleasant work

environment, follow these general rules for

personal conduct:

Shifts last from 8am to 4.30pm. Do not be late

or leave early. Follow the companys traffic and parking

regulations. These can be found on the bulletin

board (see Section 2.5)

Avoid gossip, bad language, or behavior that

could embarrass the company.

Complete all assigned work thoroughly.

Check your work schedule regularly.

Respect company property. Respect your co-workers.

The following

examples are

causes for

dismissal:

You are absent for

three days withoutexplanation.

You are regularly

late.


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Section 2.2: Sickness and general

absences

In the case of general absences, sickness, orinjury, you, or someone representing you, must call

your supervisor before 8am.

When you return to work after a sickness or injury,

provide a doctors certificate to your supervisor.

Section 2.3: Personnel records

Help us keep accurate personnel records by

notifying the office whenever there is a change.

Incorrect records will lead to problems concerning

tax, social security, employee benefits, and so

forth. Correct personnel records are important for

contacting your family in the case of an

emergency. Therefore, you mustinform us about:

Changing home address.

Changing telephone number.

Marital status.

Number of dependents.

Military service status.

Warning!

Falsification of

documents is

grounds for

dismissal

(employment

applications,personnel security

questionnaires and

so forth).


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Section 2.4: Proper time card use

Your time card is the record of the time you have

worked. Ensure your time card is an accuratereflection of your actual time worked. Here are

some guidelines for proper time card use:

Punch in and punch out at the start and end of

your shift.

Punch in and punch out anytime you leave the

company premises.

Do not bend your time card. Place the time card in the correct slot in the

rack after use.

Never punch another employees time card or

let another employee punch your time card.

If you forget to punch your card, contact your

supervisor. Your supervisor must correct the

time card.

Sample time cards

Do not punch your

card more than five

minutes beforethe

start of your shift.

Do not punch it

more than five

minutes afteryour

shift begins.

If you are late

punching your time

card, you will be

docked payment.


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Section 2.5: The bulletin board

We encourage communication within the company. However, it is not possible

to talk with each employee individually on a regular basis. Therefore, you canfind announcements and information on the bulletin boardabove the time

clock. Please inspect the bulletin board every day when you clock in and when

you clock out.

If you have any problems or questions, inform your supervisor or a

member of the management team immediately. We will always do our

best to help you.

The bulletin board is above the time clock

Time clock

Bulletin board


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Section 2.6: Tools

You must bring your own tools to work. Avoid

borrowing other employees tools. If you need tobuy tools, the tool truck comes to our workplace

once a week. The company does not take

responsibility for any lost tools.

Section 2.7: Drivers licenses

You cannot drive any company vehicles without a

California drivers license. If you do not have

one, inform your supervisor.

Section 2.8: Telephone usage

Personal telephone calls are for emergencies only.

However, if you have to make a call, do it during

your break or at lunch time. If you receive a call

during your shift, we will place a memo in your time

card slot on the rack.

Section 2.9: Smoking

You cannot take smoking breaks during your shift.

If you must smoke during your break or at lunch

time, do it in a designated area.

Section 2.10: Illegal activities

The following acts are cause for dismissal:

Coming to work under the influence of alcohol

or drugs.

Bringing weapons to work (firearms, knives,

explosives, and so forth).

Stealing.

Gambling during work hours.

Do not smoke in the

workplace (see

Section 2.9).


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Section 3: Pay policyWe are an equal opportunities employer. We pay

rates that are equal to or better than the industrialstandard and review our rates annually. Rate

structures, ranges and job classifications are

based on job evaluation. We offer higher rates for

employees who perform exceptionally well. If you

want to excel in your job, work hard and make us

take notice of you.

Section 3.1: Seniority

The amount of time you have worked in the

company determines your seniority. Your level of

seniority impacts your rate of pay and promotion

opportunities.

We measure seniority from the date we first hired

or rehired you up until present.

The first sixty days on the job is probationary.

During this period, we consider employees to be

temporary and reserve the right to terminate

without giving consideration to seniority.

After the probationary period, we will honor your

seniority.

Do not collect

money while you

are working unless

the management

has authorized it.

This includes

garnishments forexisting debts.


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Seniority ends when:

We dismiss you from our employment. You voluntarily quit.

You work on a job that interferes with your work at the company. If we have

only temporarily dismissed you, this rule does not apply.

You are absent from work for any reason, without notifying your supervisor

(see Section 2.2).

You receive a recall after a temporary dismissal but fail to notify us of your

intention to return to work. You must notify us of your decision within two

days of first receiving the recall.

Section 3.2: Promotion

When there is a vacancy, we prefer to hire in-house. However, current

employees must be suitably qualified to be considered for higher rated jobs.

We encourage you to go to night school or do a course to train yourself up.

When a vacancy arises, and more than one candidate with the same

qualifications applies for the job, we will select the candidate with the higherseniority (see Section 4.1).If we do not find a suitable in-house candidate, we will hire externally.


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Section 3.3: Overtime pay

Sometimes you will need to work overtime. We define overtime as any hours

you work in excess of twelve hours per day or forty hours per week. Yoursupervisor must authorize the overtime in advance and if you are unable to do

required overtime, please inform us. We provide two different rates of overtime:

Over 40 hours a week: one and half times your hourly rate.

Over 12 hours in one day: twice your hourly rate.

If both of the above rates apply to you at the same time, we will only pay the

higher premium.

We offer employees with higher qualifications the most overtime.

Section 3.4: Payroll deductions

State and federal law requires us to make deductions from your pay check. You

will note the following deductions each payday:

Income tax: this varies depending on your income and the tax exemptions

you report to us.

Social security: The Federal Insurance Compensation Act (FICA)

requires certain tax deductions. We also contribute an equal amount to

your Social Security Fund (Old Age Retirement).

State disability insurance(California employees only): this varies

depending on state law at the time of payment. It covers unemployment

and/or non-work related injuries.


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Section 3.5: Compensation benefits

We provide you with Workmans Compensation Insuranceas state law

requires. This compensation varies depending on the injury or disability.Contact the management team directly for more information about coverage.

If you are injured while working, report it immediately. We will send you to a

doctor approved by our insurance carrier. Your supervisor will give you an

Authorization for Medical Care slip.

On the day of the injury, we will pay you for all the hours you were scheduled to

work up to ten hours only. We do not count this payment as overtime (see

Section 3.3)

If you need to see the doctor again, schedule it on your own time.


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Section 4: SafetyThis section of the handbook explains some rules

to help keep you and your co-workers safe. Readthis section carefully and apply it to your everyday

work routine.

Section 4.1: The rules of safety

Report unsafe conditions, work practices, and

equipment to your supervisor.

Be alert and keep your mind on the job.

Find out what the safest method of operation isfor all machinery you will use in the workplace.

Do not use any equipment or machinery

without your supervisors permission.

Do not wear loose clothes. They can catch in

the machinery.

Wear goggles or eye guards when doing

dangerous work.

Never run in the work place.

Do not push or shove your co-workers.Horseplay can lead to accidents and is

grounds for dismissal.

Report all injuries to your supervisor. If you do

not report an injury immediately, you may not

be able to claim benefits, such as Workmans

Compensation Insurance (see Section 3.5).

Above all, use common sense and exercise

good judgment.

Warning!

Violating The rules

of safetyis grounds

for dismissal.

Always be safe.


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Section 5: ConclusionThank you for reading The Employee Handbook. We hope you have found it

useful and that you now understand your responsibilities in the workplace aswell as our responsibilities toward you.

If you believe there is anything we have not covered in this handbook please

contact your supervisor or a member of the management team so that we can

update it.

Best wishes,

The Management Team.

Email: [email protected]

Phone: 555-123-4567


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Notes


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Notes


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Notes


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Date post:	04-Jun-2018
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