
                  (Company) Organization Chart

[] This is a good place to include the company organization
chart.  We suggest you do not include names -- only job titles.

[] If and when positions or key areas of responsibility are
changed, employees should be informed by a revision memo (refer
to "Keeping Up With Changes" in the "How To Use
EmployeeManualMaker" Introduction section).

[] Confusion and low productivity reigns when employees don't
know to whom they report or to whom they should report various
actions or activities.  A simple organization chart serves to
streamline channels of communications.


               What You Can Expect From (Company)

(Company)'s established employee relations policy is to:

1. Operate an economically successful business so that a
consistent level of steady work is available.

2. Select people on the basis of skill, training, ability,
attitude, and character without discrimination with regard to
age, sex, color, race, creed, national origin, religious
persuasion, marital status, political belief, or disability that
does not prohibit performance of essential job functions.

3. Pay all employees according to their effort and contribution
to the success of our business.

4. Review wages, employee benefits and working conditions
constantly with the objective of providing maximum benefits in
these areas, consistent with sound business practices.

5. Provide paid vacations and holidays to all eligible employees.

6. Provide eligible employees with medical, disability,
retirement and other benefits.

7. Dedicate ourselves to ["Total Quality" (Corning), "Constant
And Never-ending Improvement," (CANI -- Anthony Robbins), XXX]

8. Develop competent people who understand and meet our
objectives, and who accept with open minds the ideas, suggestions
and constructive criticisms of fellow employees.

9. Assure employees, after talking with their manager, an
opportunity to discuss any problem with officers of (Company).

10. Make prompt and fair adjustment of any complaints which may
arise in the everyday conduct of our business, to the extent that
is practicable.

11. Respect individual rights, and treat all employees with
courtesy and consideration.

12. Maintain mutual respect in our working relationship.

13. Provide buildings and offices that are attractive,
comfortable, orderly and safe.

14. Promote employees on the basis of their ability and merit.

15. Make promotions or fill vacancies from within (Company)
whenever possible.

16. Keep all employees informed of the progress of (Company), as
well as the company's overall aims and objectives.

17. Do all these things in a spirit of friendliness and
cooperation so that (Company) will continue to be known as "a
great place to work!"


                 What (Company) Expects From You

Your first responsibility is to know your own duties and how to
do them promptly, correctly and pleasantly.  Secondly, you are
expected to cooperate with management and your fellow employees
and maintain a good team attitude.  How you interact with fellow
employees and those whom (Company) serves, and how you accept
direction can affect the success of your department.  In turn,
the performance of one department can impact the entire service
offered by (Company).  Consequently, whatever your position, you
have an important assignment:  perform every task to the very
best of your ability.  The result will be better performance for
the company overall, and personal satisfaction for you.

You are encouraged to grasp opportunities for personal
development that are offered to you.  This Manual offers insight
on how you can positively perform to the best of your ability to
meet and exceed (Company) expectations.

We strongly believe you should have the right to make your own
choices in matters that concern and control your life.  We
believe in direct access to management.  We are dedicated to
making (Company) a company where you can approach your manager,
or any member of management, to discuss any problem or question.
We expect you to voice your opinions and contribute your
suggestions to improve the quality of (Company).  (Please take a
look at the section describing the submission of Grievances &
Suggestions.)  We're all human, so please communicate with each
other and with management.

Remember, you help create the healthful, pleasant and safe
working conditions that (Company) intends for you.  Your dignity
and that of fellow employees, as well as that of our customers,
is important.  (Company) needs your help in making each working
day enjoyable and rewarding.

************************************************************************
************************************************************************

1   Employment

Personnel Administration
  Your Personnel File

Employment Classifications
  Full-Time Employees
  Part-Time Employees
  Temporary Employees
  "Non-Exempt" And "Exempt" Employees

Employment Policies
  Anniversary Date
  Aptitude & Ability Tests
  At Will Employment
  Bonding Requirement
  Business Hours
  Confidential Information
  Credit Investigation
  Customer Relations
  Driver's License & Driving Record
  Equal Employment Opportunity
  Former Employees
  Harassment
  Health Examinations
  How You Were Selected
  Introductory Period
  Job Descriptions
   Knowledge Of (Company)
  Non-Compete Agreement
  Outside Employment
  Proof Of U.S. Citizenship And/Or Right To Work
  Relatives
  Salesperson Agreement
  Security Checks
  Spouse Accepts Employment From A Competitor
  Spouse Works For A Competitor
  We Need Your Ideas

Standards Of Conduct
  Unacceptable Activities
  Disciplinary Action
  Dismissal


                    Personnel Administration

[] It may be better to list the job title or department rather
than the name of a person here.

[] "XXX (Title/Department)" is referred to in several places --
we recommend using your wordprocessor's global search/replace to
automatically replace "XXX (Title/Department)"with your
information throughout this entire Manual.  Be sure to type the
characters "XXX (Title/Department)" exactly.

[] Any discussion of an individual's pay should probably involve
his or her manager, and possibly someone from your Human
Resources Department (if you have one) or your designated
personnel administrator.

The task of handling personnel records and related personnel
administration functions at (Company) has been assigned to:  XXX
(Title/Department).  Questions regarding insurance, wages, and
interpretation of policies may be directed to XXX
(Title/Department).


Your Personnel File

[] Most states have a law on this subject.  Some information need
not be divulged to an employee under certain circumstances.
Check with your attorney on your state and local laws regarding
personnel records and modify this policy accordingly.

Keeping your personnel file up-to-date can be important to you
with regard to pay, deductions, benefits and other matters.  If
you have a change in any of the following items, please be sure
to notify your manager or XXX (Title/Department) as soon as
possible:

1. Legal name

2. Home address

3. Home telephone number

4. Person to call in case of emergency

5. Number of dependents

6. Marital status

7. Change of beneficiary

8. Driving record or status of driver's license, if you operate
any (Company) vehicles

9. Military or draft status

10. Exemptions on your W-4 tax form


Coverage or benefits that you and your family may receive under
(Company)'s benefits package could be negatively affected if the
information in your personnel file is incorrect.

Since (Company) refers to your personnel file when we need to
make decisions in connection with promotions, transfers, layoffs
and recalls, it's to your benefit to be sure your personnel file
includes information about completion of educational or training
courses, outside civic activities, and areas of interest and
skills that may not be part of your current position here.

You may see information which is kept in your own personnel file
if you wish, and you may request and receive copies of all
documents you have signed.  Please ask your manager to make
arrangements for you with XXX (Title/Department).


                   Employment Classifications

[] Define the nature of each type of employee -- full time, part
time, temporary, "exempt" and "non-exempt."  Make clear what
benefits each type of employee is eligible for.

[] In the interest of team-building, you may want to avoid
creating an obvious distinction between hourly and salaried
employees.  Many forward-thinking companies are working to bring
management and labor closer together -- we've developed this
Manual with this in mind.  As you edit this Manual, consider the
tone you use and the atmosphere that you are creating.

[] Be specific to avoid any chance of misunderstanding.

At the time you are hired, you are classified as either full-time,
part-time or temporary and are also told whether you qualify for
overtime pay.  Unless otherwise specified, the benefits described
in this Manual apply only to full-time employees.  All other
policies described in this Manual and communicated by (Company)
apply to all employees, with the exception of certain wage, salary
and time off limitations applying only to "non-exempt" (see the
definition that follows) employees.  If you are unsure of which
job classification your position fits into, please ask your manager.


Full-Time Employees

[] Provide yourself with the option of rescheduling individual
hours of work in any given week at the direction of the manager.

[] All definitions of "full-time" presented here and elsewhere
must be consistent.

An employee who has successfully completed the Introductory
Period (see the Employment Policies section for definition) of
employment and who works at least forty (40) hours per week is
considered a full-time employee.

[] The minimum hours specified could be 20, 30, 32, 35, etc. if
allowed by your company's insurance.

If you were a full-time employee and were laid off, you will be
considered a full-time employee upon return to work, provided
that you were not on layoff for longer than one (1) year.

If you were a full-time employee and have been on an approved
leave of absence, upon return you will be considered a full-time
employee, provided you return to work as agreed in the provisions
of your leave.


Part-Time Employees

[] Fill in your standard work week here.  The minimum hours per
week could be 20, 30, 32, 35, or 40 as allowed by your company's
insurance.

An employee who works less than a regular forty (40) hour
workweek is considered a part-time employee.  If you are a
part-time employee, please understand that you are not eligible
for benefits described in this Manual, except as granted on
occasion, or to the extent required by provision of state and
federal laws.


Temporary Employees

[] If a temporary employee works for your company longer than 6
months, you may become liable for benefits.  Check with your
attorney on your state and local laws regarding temporary
employees and modify this policy accordingly.

[] Modify the reference to overtime pay as needed to comply with
your state and local laws.

From time to time, (Company) may hire employees for specific
periods of time or for the completion of a specific project.  An
employee hired under these conditions will be considered a
temporary employee.  The job assignment, work schedule and
duration of the position will be determined on an individual
basis.

Normally, a temporary position will not exceed six (6) months in
duration, unless specifically extended by a written agreement.
Summer employees are considered temporary employees.

If you are a temporary employee, please understand that you are
not eligible for benefits described in this Manual, except as
granted on occasion, or to the extent required by provision of
state and federal laws.  Those temporary employees classified as
"non-exempt"(see the definition that follows) who work more than
eight (8) hours in one day or more than forty (40) hours during
any work week will receive overtime pay.


"Non-Exempt" And "Exempt" Employees

[] If you pay overtime after eight hours per day, specify the
circumstances.  In California, for example, the law requires that
employees must be paid overtime pay when they work over 8 hours
in one day or over 40 hours in one week.  Check with your
attorney on your state and local laws regarding overtime and
modify this policy accordingly.

[] An employee's classification may change from non-exempt to
exempt when they are transferred or promoted.  Be sure to notify
employees immediately if their classification changes and explain
how this affects the benefits they are entitled to.  This may
help avoid any disputes, such as claims for overtime pay.

At the time you are hired, all employees are classified as either
"exempt" or "non-exempt."  This is necessary because, by law,
employees in certain types of jobs are entitled to overtime pay
for hours worked in excess of eight (8) hours per day or forty
hours (40) per work week.  These employees are referred to as
"non-exempt" in this Manual.  This means that they are not exempt
from (and therefore should receive) overtime pay.

Note:  See "Wage & Salary Policies" in the "Compensation &
Performance" section of this Manual for a full description of
overtime payment policies.

Exempt employees are managers, executives, supervisors,
professional staff, technical staff, outside sales
representatives, officers, directors, owners and others whose
duties and responsibilities allow them to be "exempt" from
overtime pay provisions as provided by the Federal Fair Labor
Standards Act (FLSA) and any applicable state laws.  If you are
an exempt employee, you will be advised that you are in this
classification at the time you are hired, transferred or
promoted.


                       Employment Policies

Whether you are a new hire or a former employee returning to
(Company), you may feel a little strange in your new
surroundings.  This is a normal feeling and is expected.  Your
fellow employees, especially your manager, want to help you get
off to a good start.  Feel free to ask them for help concerning
anything you don't understand.

One of the first things you should do is carefully read this
Manual.  It is designed to answer many of your questions about
the practices and policies of (Company), what you can expect from
(Company), and what (Company) expects from you.


Anniversary Date

The first day you report to work is your "official" anniversary
date.  Your anniversary date is used to compute various
conditions and benefits described in this Manual.


Aptitude & Ability Tests

[] For ideas on using tests in a pre-employment situation, see
the section titled "Selecting Good People" in the "Employer's
Survival Guide" section of the EmployeeManualMaker product
manual.

[] Test should be "job related" -- how much and how well does an
applicant do something in a given time?  Typing, welding,
assembly, painting, telemarketing (how they sound
over-the-phone), etc.

[] If you are selecting a test to use, make sure that the test
maker can show proof that the test has been validated.

[] One possible source for job-related tests is Wonderlic
Personnel Test, Inc., 820 Frontage Road, Northfield, IL
60093-8007, 800/ 323-3742 (ask for Marlene Brown).

Job-related tests may be given to help determine your aptitude or
ability to perform a specific job.  Such tests may be given to
candidates for job changes and promotions, as well as to new
applicants.  Test results will be confidential.


At Will Employment

All employment and compensation with (Company) is "at will" in
that they can be terminated with or without cause, and with or
without notice, at any time, at the option of either (Company) or
yourself, except as otherwise provided by law.


Bonding Requirement

[] Choose whichever paragraph best suits your company's needs.

Under certain circumstances, (Company) may require that you be
bonded.  It is your responsibility to assure that you are
bondable.  (Company) will pay the cost of bonding.  Should you
fail to maintain these qualifications, you will be subject to
transfer to another position, if available, or dismissal.

    -- OR --

All employees are required to present and maintain qualifications
to be bonded.  Should you fail to maintain these qualifications,
you may be subject to transfer to another position, if available,
or dismissal.


Business Hours

[] Define your workweek and time allotted for lunch and breaks.

Our regular operating hours are 8 A.M. to 5 P.M.  Monday through
Friday.

Your particular hours of work and the scheduling of your lunch
period will be determined and assigned by your manager or
department head.  Most employees are assigned to work a forty
(40) hour work week.  You are required to take a one (1) hour
unpaid lunch period daily; please understand that you may not
"work through lunch" in order to arrive late or to leave early or
to work extra time.


Confidential Information

[] For most employees in exempt positions and certain sensitive
non-exempt positions, we recommend the Non-Disclosure Agreement
provided as part of AgreeMentor(tm), a collection of
plain-English business agreements.  See the Business Power
Tools(tm) Catalog section in the back of the EmployeeManualMaker
product manual for a detailed description.

Our customers and suppliers entrust (Company) with important
information relating to their businesses.  The nature of this
relationship requires maintenance of confidentiality.  In
safeguarding the information received, (Company) earns the
respect and further trust of our customers and suppliers.

Your employment with (Company) assumes an obligation to maintain
confidentiality, even after you leave our employ.

Any violation of confidentiality seriously injures (Company)'s
reputation and effectiveness.  Therefore, please do not discuss
(Company) business with anyone who does not work for us, and
never discuss business transactions with anyone who does not have
a direct association with the transaction.  Even casual remarks
can be misinterpreted and repeated, so develop the personal
discipline necessary to maintain confidentiality.  If you hear,
see or become aware of anyone else breaking this trust, consider
what they might do with information they get from you.

If you are questioned by someone outside the company or your
department and you are concerned about the appropriateness of
giving them certain information, remember that you are not
required to answer, and that we do not wish you to do so.
Instead, as politely as possible, refer the request to your
manager or to the President.

No one is permitted to remove or make copies of any (Company)
records, reports or documents without prior management approval.

Because of its seriousness, disclosure of confidential
information could lead to dismissal.


Credit Investigation

[] You must have a signed release from the applicant to legally
conduct a credit investigation on them.  The "Background Research
Release" included on diskette is a general release that can be
edited to authorize a credit investigation and included as part
of your application form.

[] Recently, several credit reporting agencies have been under
fire regarding accuracy -- you would be well advised to restrict
the use of credit investigations to those employees hired in a
management or financial capacity.

[] You must specify to the credit reporting agency why you are
requesting a credit check.

Following the requirements imposed by the Federal-Truth-In-Lending
and the Fair Credit Reporting Acts, (Company) conducts a
pre-employment credit check on all applicants who are offered and
who accept an offer of employment.  Your employment with us may
be conditional upon our review of the information in the credit
check.  (Company) reserves the right to conduct this credit check
at any time after you have been employed.  Remember, you have
certain legal rights to discover and to dispute or explain any
information prepared by the credit checking company.


Customer Relations

The success of (Company) depends upon the quality of the
relationships between (Company), our employees, our customers,
our suppliers and the general public.  Our customers' impression
of (Company) and their interest and willingness to purchase from
us is greatly formed by the people who serve them.  In a sense,
regardless of your position, you are (Company)'s ambassador.  The
more goodwill you promote, the more our customers will respect
and appreciate you, (Company) and (Company)'s products and
services.

Here are several things you can do to help give customers a good
impression of (Company):

1. Act competently and deal with customers in a courteous and
respectful manner.

2. Communicate pleasantly and respectfully with other employees
at all times.

3. Follow up on orders and questions promptly, provide
businesslike replies to inquiries and requests, and perform all
duties in an orderly manner.

4. Take great pride in your work and enjoy doing your very best.

These are the building blocks for your and (Company)'s continued
success.  Thank you for adding your support.


Driver's License & Driving Record

[] This need only apply to employees who are required to drive as
part of their job.

Employees whose work requires operation of a motor vehicle must
present and maintain a valid driver's license and a driving
record acceptable to our insurer.  You will be asked to submit a
copy of your driving record to (Company) from time to time.  Any
changes in your driving record must be reported to the personnel
department immediately.  Failure to do so may result in
disciplinary action, including possible dismissal.

Note:  See "Traffic Violations" and "Use Of Company Vehicle" in
the "Other Policies" section of this Manual for further
information.

