Manufacturing Employee Handbook

Safety should be the priority every day. This policy describes some important rules and standards when using company equipment, however, there may be other equipment-specific considerations that may not be included in this list. All employees must operate equipment and machinery according to the established guidelines to prevent accidents and ensure optimal performance.

Personal Protective Equipment (PPE):

• Wear the required PPE as specified for their tasks and work areas.
• Inspect PPE before each use to ensure it is in good condition.
• Report any damaged or defective PPE to a supervisor immediately.
• Properly clean and store PPE after use.
• Participate in all required training sessions related to PPE use and maintenance.

Equipment Inspection and Safety:

• Machine Guarding: All machinery must have proper guards in place. Employees must not operate any machinery without these guards.
• Lockout/tagout: The OSHA standard for The Control of Hazardous Energy, Title 29 addresses the practices and procedures necessary to disable machinery or equipment to prevent the release of energy. Employees must follow all lockout/tagout instructions at all times. If you are unclear on the proper procedures, it is important to ask your supervisor.
• Visual inspection is required before each use.
• Equipment must be operated according to manufacturer guidelines and company procedures.

Reporting:

• All injuries, accidents, and near misses must be reported to a supervisor immediately, no matter how minor. An incident report form must be completed for documentation.
• Employees must report any equipment defects or malfunctions immediately. Do not use equipment that is damaged or malfunctioning.

Training:

• Only trained and authorized personnel are permitted to operate equipment and machinery.
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The purpose of this policy is to establish operating norms when working with or around machinery by implementing proper machine guarding and lockout/tagout procedures. Machine guarding and lockout/tagout procedures to protect employees from hazardous energy and machinery.

Machine Guarding:

• Ensure that all machinery is equipped with appropriate guards to prevent contact with moving parts.
• Do not remove or bypass machine guards.
• Inspect guards regularly to ensure they are in place and functioning properly.

Lockout/Tagout Procedures:

• Follow lockout/tagout procedures when servicing or maintaining equipment.
• Ensure that all energy sources are isolated and locked out before work begins.
• Use appropriate lockout/tagout devices and tags to secure machinery.

Authorized Personnel:

• Only authorized personnel who have received training may perform lockout/tagout procedures.
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The purpose of this policy is to ensure a safe and healthy work environment for all employees. The company is committed to maintaining a safe workplace by implementing comprehensive safety measures and promoting health and safety awareness.

Safety Training:

• All employees must complete safety training relevant to their job functions, including hazard recognition, emergency procedures, and the proper use of PPE.
• Ongoing safety training will be provided to keep employees updated on new safety protocols and best practices.

PPE:

• Use personal protective equipment (PPE) as required by job-specific safety protocols.
• Ensure PPE is available, properly maintained, and used correctly.

Incident Reporting:

• Report all accidents, injuries, and near-misses immediately to a supervisor.
• Complete an incident report form detailing the incident, its causes, and any actions taken.

Emergency Procedures:

• Know the emergency evacuation routes, and the location of emergency equipment, and participate in regular drills.
• Follow the company's emergency response plan during emergencies such as fires, chemical spills, or natural disasters.

Hazard Identification:

• Report any potential hazards or unsafe conditions to your supervisor immediately.

The purpose of this policy is to ensure that all employees in the manufacturing plant are informed about the hazards of chemicals and materials they may encounter in the workplace, and to provide guidelines for safe handling. This policy outlines the steps you must follow to stay informed and protect yourself and your coworkers.

Labeling:

• Always check that all chemical containers are properly labeled with the name of the chemical and appropriate hazard warnings.
• Never use chemicals from unlabeled containers. If you find an unlabeled container, report it to your supervisor immediately.

Safety Data Sheets (SDS):

• Familiarize yourself with the Safety Data Sheets (SDS) for all hazardous chemicals you work with. SDS provide important information about chemical properties, health hazards, protective measures, and emergency procedures.
• You can access SDS at any time. If you don’t know where to find them, ask your supervisor.

Training:

• Attend all required training sessions on the Hazard Communication Standard. These sessions will teach you how to read labels and SDS, as well as how to handle and store chemicals safely.
• Make sure you understand the hazards associated with the chemicals you work with. If you have any questions, ask your supervisor.

Hazard Identification:

• Be aware of the potential chemical hazards in your work area. Conduct a visual check for any spills, leaks, or improperly stored chemicals before starting your work.
• Report any potential hazards or unsafe conditions to your supervisor immediately.

Protective Measures:

• Use the protective measures provided, such as engineering controls, personal protective equipment (PPE), and safe work practices, to minimize exposure to hazardous chemicals.

All employees who will be operating a forklift will be required to complete mandatory training on a forklift, including a written exam before using the equipment. These employees will need to sign a document indicating they have completed training. No employee may use a forklift without the required training.

Our commitment to quality requires that every product meets the highest standards of excellence. This policy outlines the procedures and responsibilities for maintaining consistent quality in all aspects of our production process. Adhering to these guidelines will maintain high standards of product quality and consistency.

Follow Standard Operating Procedures (SOPs): Adhere to all established SOPs and work instructions accurately and consistently to maintain the quality and uniformity of the products.

Conduct Regular Inspections:Perform routine inspections and quality checks on products at various stages of the production process to identify and address any defects or inconsistencies promptly.

Report Issues Immediately:Promptly report any observed defects, equipment malfunctions, or deviations from quality standards to a supervisor or the quality control team to ensure timely corrective actions are taken. Employees are encouraged to suggest improvements to processes and products. These suggestions will be reviewed and implemented where feasible.

In order to manage inventory levels effectively and ensure the proper handling of materials, the company has established a process for tracking inventory throughout the facility.

• Inventory Tracking: All materials must be logged into the inventory system upon receipt. Accurate records must be kept at all times.
• Storage: Materials should be stored in designated areas, organized, and labeled clearly to ensure easy access and prevent damage or loss.
• Usage Documentation: Usage of materials must be documented accurately. Employees must follow proper procedures for withdrawing materials from inventory.
• Hazardous Materials: Proper handling and disposal procedures must be followed for hazardous materials.
• Reporting Issues: If variances exist between the inventory management system and a physical inventory count, the variance should be documented and reconciled.

In the event of a fire, employees must act quickly and follow established procedures to ensure their safety and the safety of others. Upon discovering a fire, immediately activate the nearest fire alarm pull station to alert everyone in the facility. If safe to do so, use a fire extinguisher to attempt to put out small, contained fires. However, if the fire is spreading, do not attempt to extinguish it; instead, evacuate the area immediately. Shout "Fire" to alert nearby coworkers and proceed to the nearest exit. Do not use elevators. Close doors behind you to contain the fire as much as possible. Once outside, move to the designated assembly area and report to your supervisor for a headcount.

Employees should not re-enter the building until it has been declared safe by the fire department or emergency personnel. Supervisors must ensure that all personnel are accounted for and provide any necessary information to emergency responders. If you encounter smoke or flames while evacuating, stay low to the ground and cover your mouth and nose with a cloth if possible.

Severe Weather Policy

In the event of severe weather, such as when the National Weather Service issues a tornado warning employees must prioritize their safety by following established emergency procedures. When a severe weather warning is issued, employees should immediately cease all activities and move to designated safe areas within the facility, such as interior rooms or lower-level shelters, away from windows and exterior walls.

We believe that continuous training and development are crucial for maintaining a skilled, knowledgeable, and motivated workforce. This policy is designed to provide all employees with the necessary tools and resources to enhance their skills, advance their careers, and contribute to the overall success of the company.

• Mandatory Safety Training:All employees must complete safety training programs relevant to their roles, including the use of personal protective equipment (PPE), machinery operation, and emergency response procedures. Regular refresher courses will be provided to ensure ongoing compliance and awareness.
• Skill Development Programs:We offer a variety of skill development programs to help employees enhance their technical abilities and stay updated with industry advancements. Participation in these programs is encouraged and supported by the company.
• Career Advancement Opportunities: Employees are encouraged to pursue career advancement opportunities within the company. The company may provide support for further education, cross-training, and other programs to help employees achieve their professional goals.

The purpose of this policy is to promote ergonomic practices in the workplace to prevent injuries and improve employee comfort and productivity.

Ergonomic Assessments:

• Conduct regular ergonomic assessments of workstations and tasks to identify potential risks.
• Implement recommendations from assessments to improve workplace ergonomics.

Proper Lifting Techniques:

• Use proper lifting techniques and mechanical aids when handling heavy objects.
• Avoid repetitive motions that can cause strain.

Workstation Design:

• Arrange workstations to promote good posture and reduce strain.
• Use adjustable furniture and ergonomic tools as needed.

Stretching and Breaks:

• Implement regular stretching and breaks to prevent fatigue and reduce the risk of injury.

This policy is designed to ensure the safety and security of all employees, visitors, and company property by maintaining strict building security protocols. Be sure to follow the procedures for managing building security, including visitor management and end-of-day lock-up procedures.

Visitors:

• Sign-In and Identification: All visitors must sign in at the front desk upon arrival and wear a visitor badge at all times while on company premises. Visitors must be accompanied by an employee at all times.
• Pre-Approval: Visitors, including contractors and vendors, must have prior approval from a supervisor or manager before entering the facility. Employees must notify the front desk of expected visitors in advance.
• Restricted Areas: Visitors are not allowed in restricted areas unless they have specific authorization and are accompanied by an authorized employee.

End-of-Day Lock-Up Procedures:

• Securing Entrances: At the end of each workday, designated employees must ensure all entrances and exits are securely locked. This includes checking that all doors and windows are closed and locked.
• Equipment Shutdown: Employees are responsible for shutting down and securing all equipment and machinery before leaving the facility. Any malfunctioning security equipment must be reported immediately.
• Alarm Systems: The last person to leave the facility must activate the building’s alarm system. If you are unfamiliar with the alarm system, seek guidance from your supervisor.

On behalf of [Company name], let us extend a warm and sincere welcome. We hope you will enjoy your work here and we are glad to have you with us. We understand that it is our employees who provide the services that our customers rely upon. We believe that each employee contributes directly to [Company name’s] growth and success.

We hope that your experience here will be challenging, enjoyable, and rewarding. We are excited to have you as part of our team!

[Company name] is an equal opportunity employer and does not discriminate against employees or applicants on the basis of an individual’s race, creed, gender, sex, color, religion, national origin, age, disability, marital status, gender identity, sexual orientation, veteran status, or any other status protected by applicable law. This policy applies to all terms, conditions, and privileges of employment, including but not limited to recruitment, hiring, placement, compensation, promotion, discipline, and termination.

[Company name] is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA). It is our policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such an individual's disability. Consistent with this policy of non-discrimination, the company will evaluate requests for accommodation via the interactive process and will provide a reasonable accommodation to a qualified individual with a disability, as defined in the ADA, who has made the company aware of their disability, provided such accommodation does not constitute an undue hardship to the company. The company reserves the right to propose an alternative accommodation, so long as such accommodation is equally effective in accommodating the disability.

Where applicable by law, employment with [Company name] may be terminated for any reason, with or without cause or notice, at any time, by you or the company. Nothing in this Employee Handbook or in any oral or written statement shall limit the right to terminate employment-at-will unless otherwise dictated by state law. Only the President of the company shall have any authority to enter into an employment agreement with any employee providing for employment other than at-will and any such agreement must be in writing.

This policy of at-will employment is the sole and entire agreement between you and [Company name] as to the duration of employment and the circumstances under which your employment may be terminated.

With the exception of employment-at-will, the terms and conditions of employment with [Company name] may be modified at the sole discretion of the company, with or without cause or notice, at any time. No implied contract concerning any employment-related decision or term or condition of employment can be established by any other statement, conduct, policy, or practice.

This handbook was developed to describe the policies, programs, and benefits available to eligible employees. It is important to read, understand, and comply with all provisions of the handbook.

This handbook should not be construed as an employment agreement or contract and does not guarantee any contractual rights. It’s also important to remember that this handbook provides general guidelines and that other information, such as benefit plans, will be described in other documents.

This handbook states only general company guidelines. [Company name] may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to terminate employment-at-will and to the degree that such variance is compliant with all applicable federal and state laws.

This handbook supersedes and replaces any and all personnel policies and manuals previously distributed or made available to employees.

This handbook contains descriptions of some of our current employee benefits. Many of the company's benefit plans are described in more formal plan documents available from the Human Resources Manager. In the event of any inconsistencies between this handbook or any other oral or written description of benefits and a formal plan document, the formal plan document will govern.

The information presented here is intended to serve only as an overview. The details of specific benefit plans are available from the Human Resources Manager. Although [Company name] plans to maintain these employee benefits, it reserves the right to modify, amend or terminate these benefits at any time and for any reason.

[Company name] observes the following holidays: New Year's Day, Martin Luther King Day, Memorial Day, Easter, Juneteenth, Independence Day (4th of July), Labor Day, Thanksgiving Day, and Christmas Day Holidays are observed on a paid basis for all eligible employees. Full-time employees are eligible for paid holiday benefits.

[COMPANY NAME] makes group health benefits available to eligible full-time employees and their family members. Upon becoming eligible to participate in these plans, you will receive additional information about plan benefits and enrollment. If you have questions about our insurance programs, please contact the Human Resources Manager. COBRA Continuation of Health Benefits: Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), a qualified employee who terminates employment (for reasons other than gross misconduct on the employee's part) or who loses health and dental coverage due to a reduction in work hours may temporarily continue group health and dental coverage for themselves, their spouse, and any covered dependent children at the full premium rate plus administrative fees. That eligibility normally extends for a period of eighteen (18) months from the qualifying date. For more information regarding COBRA health insurance benefits, see the Human Resources Manager.

Situations may arise where an employee needs to take time off to address medical or other health concerns. The company requests that employees provide notification to their supervisor as soon as practicable when taking time off. Sick days are granted on a paid basis to regular employees and may be evaluated for leave eligibility. Additional state-specific policies may apply.

[Company name] understands that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law.

It is the policy of the company to comply with all federal and state rules and regulations regarding jury service. Employees who are selected for jury duty must provide a copy of their jury summons to their supervisor.

The company offers leave consistent with the requirements of the federal Family and Medical Leave Act (FMLA). Under the FMLA, an employee may be eligible for an unpaid family and medical leave of absence under certain circumstances, if the employee works within a seventy-five (75) mile radius of fifty (50) or more company employees. 

Under the federal FMLA, a person who has worked as an employee of this company for at least 1,250 hours in the previous twelve months is eligible for FMLA leave. Up to twelve weeks of unpaid leave per year are available for the following reasons: 

• The birth of a child and care for the newborn child; 
• Placement of a child into adoptive or foster care with the employee; 
• Care for a spouse, child, or parent who has a serious health condition; or 
• Care for the employee’s own serious health condition. 
• To care for a spouse, son, daughter, parent, or next of kin (defined as the nearest blood relative) who is a “covered servicemember” and who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of member’s office, grade, rank or rating. 

A military caregiver is eligible to take a total of 26 weeks of leave. 

If the need for leave is foreseeable, employees should notify a supervisor 30 days prior to taking FMLA leave. If the need for FMLA leave arises unexpectedly, employees should notify a supervisor as soon as practicable, giving as much notice to the company as possible. 

Employees may be required to provide: medical certifications supporting the need for leave if the leave is due to a serious health condition of the employee or the employee’s family member; periodic recertification of the serious health condition; and periodic reports during the leave regarding the employee’s status and intent to return to work. Employees must return to work immediately after the serious health condition ceases, and employees who have taken leave because of their own serious health condition may be asked to submit a fitness-for-duty certification before being allowed to return to work. 

Leave may be taken on an intermittent or reduced schedule to care for an illness; yet may not be taken intermittently for the care of a newborn or newly adopted child, unless that care is for a serious illness. When leave is taken intermittently, the company may transfer the employee to another position with equivalent pay and benefits, which is better suited to periods of absence. 

Subject to certain conditions, the employee or the company may choose to use accrued paid leave (such as sick leave or vacation leave) concurrent with FMLA leave. 

The company will maintain group health insurance coverage for an employee on family and medical leave on the same terms as if the employee had continued work. If applicable, arrangements will be made for the employee to pay their share of health insurance premiums while on leave. The company may recover premiums paid to maintain health coverage for an employee who fails to return to work from family and medical leave. 

If an employee would like the company to maintain other paid benefits during the period of leave, premiums and charges which are partially or wholly paid by the employee must continue to be paid by the employee during the leave time. 

Family and medical leave will not result in the loss of any employment benefit accrued prior to the date on which the leave commenced. However, an employee on family and medical leave does not continue to accrue benefits (e.g., sick leave or vacation leave) during the period of family and medical leave. Questions regarding particular benefits should be directed to the Human Resources Manager. 

Upon returning from FMLA leave, an employee will be restored to their original job or an equivalent job with equivalent benefits, pay, seniority, and other employment terms and conditions as provided by the Family and Medical Leave Act. 

Taking another job while on family or medical leave or any other authorized leave may lead to disciplinary action, up to and including discharge. 

[Company name] has an open-door policy and takes employee concerns and problems seriously. The company values each employee and strives to provide a positive work experience. Every employee is encouraged to speak with their immediate supervisor at any time with questions or problems relating to the job while employed. If you are unable to satisfactorily resolve your question or problem with your supervisor, or if you prefer not to approach your supervisor with your problem or question, you can request a meeting with a manager or with the Human Resources Manager.

The first 90 days of employment is an introductory period. This is an opportunity for [Company name] to evaluate your performance and suitability for the role. It also is an opportunity for you to decide whether you are happy being employed at [Company name]. The company may extend the introductory period if it desires. If at the end of the introductory period, the relationship is satisfactory to the new employee and the supervisor, the employment relationship will continue. Successfully completing the trial period doesn’t alter the employee’s at-will status.

In order to obtain employment, all employees provide the company with personal information such as their address and telephone number. This information is saved in the employee’s personnel records. Please inform the Human Resources Manager of any changes to personal employment information, including emergency contact. Changes to your address, marital status, etc. can affect your withholding tax and benefit coverage.

Upon written request, the company will permit employees to inspect their personnel records. Employees should contact the Human Resources Manager to schedule a time to view personnel records. Inspections will occur in the presence of a company official. If an employee disagrees with any portion of the personnel record and a correction cannot be agreed upon, the employee may submit an explanatory statement to be attached to the records. The company complies with all state and federal laws regarding employee access to employment records.

All employees of the company are paid [weekly]. The employer takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that they are paid promptly on the scheduled payday.

By law, the company is required to make deductions for Social Security, federal income tax, and any other appropriate taxes. These required deductions may also include any court-ordered garnishments. Your payroll stub will also differentiate between regular pay received and overtime pay received. If you believe there is an error in your pay, bring the matter to the attention of the Payroll Manager immediately so that the company can resolve the issue as quickly as possible.

It is the employee’s responsibility to accurately report time worked and to conform to work schedules and overtime policies in effect at the time. Work performed outside of authorized work hours may lead to disciplinary action unless approved by a supervisor in writing.

Employees will be provided with meal and rest periods as required by law. Your supervisor will provide further details.

[Company name] believes that each of us should be able to work in an environment free of discrimination and harassment. To this end, the company prohibits and will not tolerate discrimination or harassment. This policy applies equally to any form of discrimination or harassment based on any legally protected status under local, state, and/or federal law, including but not limited to sex, race, color, religion, disability, pregnancy, national origin, age, sexual orientation, or gender identity.

Harassment is verbal or physical conduct designed to threaten, intimidate or coerce. It includes verbal taunting (including racial and ethnic slurs) which impairs an employee’s ability to perform their job. Harassment includes but is not limited to:

• Verbal conduct such as threats, epithets, derogatory comments, or slurs
• Visual conduct such as derogatory posters, photographs, cartoons, drawings, images, or gestures
• Physical conduct such as assault, unwanted touching, or blocking normal movement
• Verbal conduct such as threats, epithets, derogatory comments, or slurs
• Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures; physical conduct such as assault, unwanted touching, or blocking normal movement.

If you feel that you have been subjected to conduct that violates this policy, you should immediately report the matter to your supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response, please contact the next level manager or the Human Resources Manager. Employees are permitted to report the matter directly to Human Resources if preferred.

“Sexual Harassment” is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (a) submission to or rejection of such advances, requests, or conduct is made explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment.

Examples of sexual harassment can include but are not limited to asking for sexual favors in exchange for work benefits, the posting of sexually graphic materials, jokes, stories, comments, or innuendoes of a sexual nature, making sexual gestures or expressions, unwanted touching of a person’s clothing or hair, whistling or “catcalls”, staring at someone, or blocking or impeding a person’s path. It is the responsibility of the employee who is subjected to harassment or who witnesses a case of unlawful harassment to report such an incident directly to their supervisor or, if that is not appropriate, to the Human Resources Manager.

Reporting:

Any company employee who feels that they have been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of their supervisor or the Human Resources Manager. The company will promptly investigate all allegations of discrimination and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and the company will take appropriate action based on the outcome of the investigation.

There will be no reprisal or retaliation against anyone who reports such an incident as it is unlawful to retaliate against anyone for filing a complaint or for cooperating in an investigation of a harassment complaint. No disciplinary action will be taken without a thorough investigation of the facts, which shall include gathering statements from all parties and witnesses involved.

Responsibilities:

Employees, contractors, and temporary workers are responsible for complying with this policy by reporting all instances of alleged harassment and cooperating in any investigation of the alleged harassment.

Supervisors and managers are responsible for implementing this policy in their departments, keeping the workplace free from any form of harassment, ensuring that all associates, contractors, and temporary workers understand this policy, taking harassment complaints seriously, and notifying Human Resources immediately about any complaints of sexual or other forms of harassment.

It is [Company name]’s policy that any threats, threatening language, or any other acts of aggression or violence made toward or by any company employee will not be tolerated. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment.

Employees have a duty to warn their supervisors, security personnel, or human resources representatives of any suspicious behavior, situations, or incidents that they observe or are aware of that involve other employees, former employees, customers, suppliers, visitors, or other parties. These situations include, for example, threats or acts of violence, aggressive behavior, offensive acts, threatening or offensive comments or remarks, or similar behavior. Employee reports made according to this policy will be held in confidence to the maximum possible extent. The company will not permit any form of retaliation against any employee for filing a report under this policy.

[Company name] will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. To maintain workplace safety and the integrity of its investigation, the company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Anyone found to be responsible for threats of or actual violence or other conduct that violates these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

Scheduled hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedules. Should an employee have any questions regarding their work schedule, the employee should contact the supervisor. The company does not tolerate absenteeism without an excuse. Employees who will be late to or absent from work should notify a supervisor in advance, or as soon as practicable in the event of an emergency. Employees who need to leave early, for illness or otherwise, should inform a supervisor before departure. Unauthorized departures may result in disciplinary action.

Employees are expected to arrive on time and ready for work. An employee who arrives after their scheduled arrival time is considered tardy. The company recognizes that situations arise which hinder punctuality; regardless, excessive tardiness is prohibited and may be subject to disciplinary action.

An employee who fails to report for their scheduled workday and has not notified their supervisor of their tardiness or absence within the first two hours of their scheduled shift will be considered a No Call No Show (NCNS). Two consecutive NCNSs are considered job abandonment and will be designated as a voluntary resignation of employment. In the case of job abandonment, the employee’s final date of employment for purposes of payroll and welfare benefits will be their last day worked.

We do recognize that there are times when absences and tardiness cannot be avoided. In such cases, you are expected to notify your supervisor as early as possible, but no later than the start of your workday. Asking another employee, friend, or relative to give this notice is improper and constitutes grounds for disciplinary action, unless unavoidable. Please call, stating the nature of your absence and its expected duration, every day that you are absent.

The company reserves the right to require reasonable proof of illness or temporary disability. Excessive absences or tardiness will result in disciplinary action up to and including termination.

The purpose of this policy is to define standards, procedures, and restrictions for end-users who have legitimate business uses for connecting a personally-owned mobile device to the company’s corporate network. This mobile device policy applies, but is not limited, to all devices and accompanying media that fit the following classifications:

• Smartphones and tablets
• Portable media devices
• Portable gaming devices
• Laptop/notebook computers
• Any mobile device capable of storing corporate data and connecting to a network

The policy applies to any hardware and related software that is not corporately owned or supplied but could be used to access corporate resources. That is, devices that employees have purchased for personal use but also wish to use in the business environment. The overriding goal of this policy is to protect the integrity of the confidential client and business data that resides within the company’s technology infrastructure. This policy intends to prevent this data from being deliberately or inadvertently stored insecurely on a mobile device or carried over an insecure network where it could potentially be accessed by unsanctioned resources. A breach of this type could result in loss of information, damage to critical applications, loss of revenue, and damage to the company’s public image. Therefore, all users employing a mobile device connected to the company’s corporate network, and/or capable of backing up, storing, or otherwise accessing corporate data of any type, must adhere to company-defined processes for doing so. For approval and further information, contact your supervisor.

Company-Provided Portable Communication Devices (PCDs), including cell phones, tablets, and computers, should be used primarily for business purposes. Employees have no reasonable expectation of privacy regarding the use of such devices, and all use is subject to monitoring, to the maximum extent permitted by applicable law. This includes, as permitted by law, the right to monitor personal communications as necessary. Some employees may be authorized to use their PCD for business purposes. These employees should work with the IT department to configure their PCD for business use. Communications sent via a personal PCD also may be subject to monitoring if sent through the company's networks, and the PCD must be provided for inspection and review upon request. When sending a text message or using a PCD for business purposes, whether it is a company-provided or personal device, employees must comply with applicable company guidelines, including policies on sexual harassment, discrimination, conduct, confidentiality, equipment use, and operation of vehicles.

[COMPANY NAME] wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, [COMPANY NAME] prohibits the control, possession, transfer, sale, or use of such materials on its premises. The company may require employees while on company or client property, to agree to the inspection of their persons, personal possessions, property, and work areas including vehicles, desks, cabinets, workstations, packages, handbags, briefcases, and other personal possessions or places of concealment, as well as a personal email sent to the company or its clients. The cooperation of all employees is required to successfully administer this policy. Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of the employer. Accordingly, any authorized agent or representative of the employer can inspect them, as well as any articles found within them, at any time, either with or without prior notice. Employees are expected to cooperate in the conduct of any search or inspection.

All active employees must notify the company before they take outside employment so that the company will have reasonable notice to decide whether it sees, at that time, any conflict of interest. An employee may hold a job with another organization as long as they satisfactorily perform their job responsibilities with the company, including scheduling requirements, and that the position is approved in advance. Employees should consider the impact that outside employment may have on their health and physical endurance and safety. All employees will be judged by the same performance standards and will be subject to the employer's scheduling demands, regardless of any existing outside work requirements. The company retains the right to prohibit second jobs if it considers them to be a safety exposure.

The purpose of this policy is to ensure that the company's reputation is not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the company.

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. Employees can seek further clarification on issues related to the subject of acceptable standards of operation. Situations that would constitute a conflict in most cases include but are not limited to:

• Transactions with outside firms that are not conducted within a framework established or controlled by the executive level of the organization.
• Bribes, bonuses, fringe benefits, unusual price breaks, or excess volumes are designed to benefit another company, an employee, a relative, or an acquaintance.
• Holding an interest in, or being employed by, any company that competes with [Company name].

No "presumption of guilt" is created by the mere existence of a relationship with outside personnel. However, if an employee has any influence on transactions involving purchases, contracts, or leases, they must disclose to an officer of the organization as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. A conflict of interest would also exist when a member of an employee's immediate family is involved in situations such as those above.