
Equal Employment Opportunity

[] State that an employee's religion, age, sex, national origin,
race, color, etc. will have nothing to do with hiring, promotion,
pay, or benefits.

[] Include an Affirmative Action Plan, if you're required to have
one, as part of your new employee packet.  This should be a
separate manual.

(Company) provides equal employment opportunity for everyone
regardless of age, sex, color, race, creed, national origin,
religious persuasion, marital status, political belief, or
disability that does not prohibit performance of essential job
functions.  In addition, laws regarding veterans' status are
observed.  This is reflected in all (Company) practices and
policies regarding hiring, training, promotions, transfers, rates
of pay, layoff, and other forms of compensation.  All matters
relating to employment are based upon ability to perform the job,
as well as dependability and reliability once hired.

Note:  Throughout this Employee Manual, masculine pronouns such
as he, his, or him shall be construed so as to include both
sexes.


Former Employees

[] You may not want to have a policy on this; omit this section
if it does not meet your company's needs.

Depending on the circumstances, (Company) may consider a former
employee for re-employment.  Such applicants are subject to
(Company)'s usual pre-employment procedures.  To be considered,
an applicant must have been in good standing at the time of their
previous termination of employment with (Company) and must have
provided at least two weeks advance notice of their intention to
terminate their employment with (Company).


Reinstatement Of Benefits (Bridging)

[] This is optional -- we've provided four sample policies for
you to consider.

In the event you return to work for (Company),

(a)

within twelve (12) months of termination of your previous
employment with (Company), and you terminated your previous
employment with (Company) in good standing, [your absence will be
treated as if it were a Leave of Absence/ you may be eligible to
continue your benefits at the level you enjoyed them
(commensurate with your new position) at the time of your
termination of previous employment with (Company)].

    -- OR --

(b)

and the length of time you were away from (Company) is less than
the length of time of your previous employment with (Company),
you may be eligible to continue your benefits at the level you
enjoyed them (commensurate with your new position) at the time of
your termination of previous employment with (Company).

    -- OR --

(c)

and upon completion of twelve (12) months of continuous
employment with (Company), you may be eligible to continue your
benefits at the level you enjoyed them (commensurate with your
new position) at the time of your termination of previous
employment with (Company).

    -- OR --

(d)

regardless of the length of your previous employment and length
of time since you terminated your employment with (Company), your
benefits shall accrue as if you were a new / first-time (Company)
employee.


Harassment

[] For more information, see the reprinted article "Sexual
Harassment:  Knowing What To Do About It" in the "Employer's
Survival Guide" section of the EmployeeManualMaker product
manual.

(Company) intends to provide a work environment that is pleasant,
healthful, comfortable, and free from intimidation, hostility or
other offenses which might interfere with work performance.
Harassment of any sort -- verbal, physical, visual -- will not be
tolerated.

What Is Harassment?

Harassment can take many forms.  It may be, but is not limited
to:  words, signs, jokes, pranks, intimidation, physical contact,
or violence.  Harassment is not necessarily sexual in nature.

Sexual harassment may include unwelcome sexual advances, requests
for sexual favors, other verbal or physical contact of a sexual
nature when such conduct creates an intimidating environment,
prevents an individual from effectively performing the duties of
their position, or when such conduct is made a condition of
employment or compensation, either implicitly or explicitly.

Responsibility

As a (Company) employee, you are responsible for keeping our work
environment free of harassment.  Any employee who becomes aware
of an incident of harassment, whether by witnessing the incident
or being told of it, must report it to XXX (Title/Department) or
any officer of (Company) with whom you feel comfortable.  When
(Company) becomes aware that harassment might exist, it is
obligated by law to take prompt and appropriate action, whether
or not the victim wants the company to do so.

Reporting

If you feel that you have experienced harassment, report the
incident immediately to XXX (Title/Department) or any officer of
(Company) with whom you feel comfortable.  Appropriate
investigation and disciplinary action will be taken.  All reports
will be promptly investigated with due regard for the privacy of
everyone involved.  Any employee found to have harassed a fellow
employee or subordinate will be subject to severe disciplinary
action or possible discharge.  (Company) will also take any
additional action necessary to appropriately correct the
situation.  (Company) will not retaliate against any employee who
makes a good faith report of alleged harassment, even if the
employee was in error.

(Company) accepts no liability for harassment of one employee by
another employee.  The individual who makes unwelcome advances,
threatens or in any way harasses another employee is personally
liable for such actions and their consequences.  (Company) will
not provide legal, financial or any other assistance to an
individual accused of harassment if a legal complaint is filed.


Health Examinations

[] Establish your right to conduct both pre- and post-employment
physical exams, on company time and at company expense.

[] "Request" rather than "require" the physical, due to state
laws.

[] Be sure your decisions to conduct a physical are
nondiscriminatory (i.e., don't just examine older people or
minority or women applicants --include everyone!).

[] For more information, see the reprinted article "The War On
Drug Testing" in the "Employer's Survival Guide" section of the
EmployeeManualMaker product manual.

Your employment with (Company) may be contingent on passing a
physical / health examination at (Company)'s expense.  Also, at
any point during your employment, you may be asked to undergo a
health examination on company time and at (Company)'s expense.
This may be necessary to insure that you are physically capable
of handling the tasks involved in your job position safely and
without possible harm to others.


How You Were Selected

We carefully select our employees through written application,
personal interview and reference checks.  After all available
information was carefully considered and evaluated, you were
selected to become a member of our team.

This careful selection process helps (Company) to find and employ
people who are concerned with their own personal success and the
success of (Company); people who want to do a job well and who
can carry on their work with skill and ability; and people who
are comfortable with (Company) and who can work well with our
team.


Introductory Period

[] It's generally a good idea to establish a time period allowing
you to evaluate a new employee to be sure they are suitable for
your company.  This time period used to be referred to as
"probation", but that's not a good term to use because it may
imply that completion of the probationary period is a guarantee
of a permanent employment relationship!

[] Define the period (usually 30, 60, or 90 days) during which a
new employee can be dismissed after only a verbal warning without
a hearing on the cause; also indicate when benefits start to
accrue.

[] Avoid a great discrepancy between the introductory period and
the period before an employee qualifies for group insurance.
Your insurance carrier may impose guidelines that dictate when
benefits become effective.

Your first [thirty (30)/ sixty (60)/ ninety (90)] days of
employment at (Company) are considered an Introductory Period,
and during that period you will not accrue benefits described in
this Manual unless otherwise required by law.  This Introductory
Period will be a time for getting to know your fellow employees,
your manager and the tasks involved in your job position, as well
as becoming familiar with (Company)'s products and services.
Your manager will work closely with you to help you understand
the needs and processes of your job.

This Introductory Period is a try-out time for both you, as an
employee, and (Company), as an employer.  During this
Introductory Period, (Company) will evaluate your suitability for
employment, and you can evaluate (Company) as well.  At any time
during this first [thirty (30)/ sixty (60)/ ninety (90) days],
you may resign without any detriment to your record.  If, during
this period, your work habits, attitude, attendance or
performance do not measure up to our standards, we may release
you.  If you take approved time off in excess of five workdays
during the Introductory Period, the Introductory Period may be
extended by that length of time.

At the end of the Introductory Period, your manager will discuss
your job performance with you.  This review will be much the same
as the normal job performance review that is held for regular
full-time or part-time employees on an [annual/ semi-annual/
quarterly] basis.  During the course of the discussion, you are
encouraged to give your comments and ideas as well.

Please understand that completion of the Introductory Period does
not guarantee continued employment for any specified period of
time, nor does it require that an employee be discharged only for
"cause."

A former employee who has been rehired after a separation from
(Company) of more than one (1) year is considered an introductory
employee during their first [thirty (30)/ sixty (60)/ ninety
(90)] days following rehire.


Job Descriptions

[] Any job descriptions you prepare should be in accordance with
the Americans with Disabilities Act (ADA).  Check with your
attorney and see the reprinted article, "Overview:  The Americans
With Disabilities Act" in the "Employer's Survival Guide" section
of the EmployeeManualMaker product manual.

[] We recommend JobSketch(tm) a collection of more than 250 job
descriptions on diskette that can easily be edited to meet your
company's needs and conform to the ADA guidelines.  See the
Business Power Tools(tm) Catalog section in the back of the
EmployeeManualMaker product manual for a detailed description.

[] You may also wish to contact Edgar S. Ellman Associates, 300
N. State Street, Chicago, IL 60610, (312) 263-2929 or Richard L .
Reinhardt, The Centre Group, Inc., 5100 Poplar Avenue, Memphis,
TN 38137-2207 (901) 683-4320 for assistance developing job
descriptions that conform to the requirements of the ADA.

We maintain a job description for each position in (Company).
When your duties and responsibilities are changed, your job
description will be updated.  If you wish to see your job
description, please ask your manager or XXX (Name/Department).


Knowledge Of (Company)

After having learned to competently perform your own duties, your
next step is to familiarize yourself with other (Company)
activities.  This can prove valuable to you, our customers and
(Company) as well.  (Company) may provide additional
"cross-training."

Knowledge of the services and products of (Company) will help you
avoid the "I don't know" syndrome.  Our customers' confidence in
you increases as you are able to answer their basic questions.
However, please don't pretend you know the answer or try to guess
the answer when you are uncertain.  If you are unsure of the
correct information, refer the inquiry to your manager, or to a
person more qualified to respond.


Non-Compete Agreement

[] For most employees in exempt positions and certain sensitive
non-exempt positions, we recommend the Employment 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.

Certain new employees, such as outside/field salespeople and
others, may be required to sign a Non-Compete Agreement prepared
by our attorneys as a condition of employment.


Outside Employment

What you do on your free time is your own business.  However, if
you are employed by (Company) in a full-time position, (Company)
will expect that your position here is your primary employment.
Any outside activity must not interfere with your ability to
properly perform your job duties at (Company).

If you are thinking of taking on a second job, it would be wise
to notify your manager immediately.  He or she will thoroughly
discuss this opportunity with you to make sure that it will not
interfere with your job at (Company) nor pose a conflict of
interest.


Proof Of U.S.  Citizenship And/Or Right To Work

[] You aren't limited to hiring only U.S. citizens -- you may
hire aliens legally authorized to work in the U.S.  You may not
show a preference for U.S citizens in a field of equally
qualified candidates with a right to work in the U.S.

[] The Immigration Reform & Control Act (IRCA) affects all
employees (including U.S. citizens!) hired after November 6,
1986.  If you have questions about IRCA, you can get a copy of
the Immigration & Naturalization Service (INS) handbook,
"Handbook for Employers" by calling the INS employer help line at
1-800-777-7700 or write to Immigration & Naturalization Service,
Washington, DC 20536.  (If you have been unaware of this law or
have done nothing about it, you may wish to contact your attorney
or a local trade association to get information.)

[] 20,000 businesses have been investigated, 2,000 have been
served notice and $9,000,000 in penalties have been assessed
since IRCA became law!  The INS goes back to the beginning and
you could be fined several hundred dollars per error (missing
social security number, etc.) in your files -- and the INS wins
in court!

[] IRCA requires you to do the following:  1) have your employees
fill out their part of the Form I-9 when they begin work; 2)
verify documents establishing your employee's identity and
eligibility to work.  The "Green Card" or form I-551 we've seen
is actually pink; it has a color photograph of the cardholder on
the left side; the blue seal of the Justice Department in the
center, and a finger print on the right.  The cardholder's
signature is at the bottom.  "I-551" is embedded in the plastic
laminating material.  If you are still not certain, ask for a
Social Security card.  It will look like a normal Social Security
Card, but check to see that the "Not for Employment" statement is
not present or has not been tampered with or erased.  This
statement is added to cards issued to students, temporary
residents, etc. who are not eligible to work.

[] It is suggested that you properly complete Form I-9 and keep
the I-9 forms in a separate file for at least three (3) years --
in case of an audit, you can provide just the relevant forms.
Present the forms for inspection to an INS or Department of Labor
officer on request -- you'll be given at least 3 days notice.
(Source:  Independent Business Magazine, December 1990)

Federal regulations require that 1) before becoming employed, all
applicants must complete and sign Federal Form I-9, Employment
Eligibility Verification Form; and 2) all applicants who are
hired need to present documents of identity and eligibility to
work in the U. S.


Relatives

[] Never fire someone for marrying another employee.

[] Choose the sample policy that best suits your company's needs.

If you and members of your immediate family are employed by
(Company), one may not supervise the other nor may they work in
the same department.  If the employees are unable to develop a
workable solution, the President of (Company) will decide which
employee may be transferred in such situations.  For purposes of
this section, your immediate family includes your spouse, your
children, your siblings, your parents, your grandparents, and
your spouse's children, siblings, parents and grandparents.

Should two present employees marry or otherwise become closely
related, they may not work in the same department.

Employees working in the Personnel department may not be related
to employees working outside that department.

    -- OR --

Members of your immediate family will not be hired by (Company).
For purposes of this section, your immediate family includes your
spouse, your children, your siblings, your parents, your
grandparents, and your spouse's children, siblings, parents and
grandparents.

Should two present employees marry or otherwise become closely
related, they may not work in the same department.


Salesperson Agreement

[] We recommend the Independent Sales Representative 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.

When you are hired in or promoted to the position of salesperson,
you will be asked to sign an agreement that cites certain terms
and conditions regarding your position as a salesperson.  The
purpose of this agreement, among other things, is to clearly
establish the terms for commission payment, territory assignment,
etc.


Security Checks

(Company) will exercise its right to inspect all packages and
parcels entering and leaving our premises.


Spouse Accepts Employment From A Competitor

[] We suggest you obtain local legal advice on this, since the
policy may threaten employee's rights under some state and local
laws.

[] Consider including "Significant Other" here -- check with your
attorney or watch for new legislation on this.  We suggest using
"The Personnel News," offered by subscription, to stay current
with employee relations issues.  (A description of "The Personnel
News" is in the introductory section of the EmployeeManualMaker
product manual.)

Should your spouse accept employment with a competitor firm,
(Company) reserves the right to terminate your employment with
us.


Spouse Works For A Competitor

[] We suggest you obtain local legal advice on this, since the
policy may threaten employee's rights under some state and local
laws.

Should your spouse be employed with a competitor firm, (Company)
reserves the right not to hire you or to terminate your
employment with us.


We Need Your Ideas

[] Consider giving your people an incentive to cut costs -- share
a % of the savings with them.

[] Omit the reference to profit sharing if it does not apply to
your company.

Ask any of our employees who have worked with us for a long time
and they will probably tell you of the many changes and
improvements that have come about in their departments since they
first joined us.  We believe the person doing a job is in the
best position to think of ways of doing it more easily, more
efficiently, and more effectively.  If you think of a better way
of doing your job or the job of a fellow employee, discuss it
with your manager, who will welcome your suggestions and ideas.

Note:  See "Grievances & Suggestions" in the "Other Policies"
section of this Manual for specific instructions on submitting
suggestions.

Remember, there may be areas in (Company)'s operation that can be
improved.  These could be in service, production methods,
equipment, communications, safety, ways to reduce costs, losses,
and/or waste, or other improvements you may see a need for.
Please give us the benefit of your unique experience and
thoughts.  Your contributions, as well as those of others, could
expand your profit sharing!  Also, make sure to document your
innovations and money-saving efforts and have them placed in your
personnel file (include dates, detailed descriptions of your
contributions, estimates from the accounting department regarding
cost savings or profits generated, etc.)  -- these may favorably
affect your wage, salary or promotion reviews.



                      Standards Of Conduct

Whenever people gather together to achieve goals, some rules of
conduct are needed to help everyone work together efficiently,
effectively, and harmoniously.  Some people have problems with
"rules" and "authority figures," and past experience may have
justified these thoughts and feelings; however, at (Company), we
hold ourselves to a high standard of quality where the rules and
authority figures simply assure that quality is maintained.

By accepting employment with us, you have a responsibility to
(Company) and to your fellow employees to adhere to certain rules
of behavior and conduct.  The purpose of these rules is not to
restrict your rights, but rather to be certain that you
understand what conduct is expected and necessary.  When each
person is aware that he or she can fully depend upon fellow
workers to follow the rules of conduct, then our organization
will be a better place to work for everyone.


Unacceptable Activities

Generally speaking, we expect each person to act in a mature and
responsible way at all times.  However, to avoid any possible
confusion, some of the more obvious unacceptable activities are
noted below.  Your avoidance of these activities will be to your
benefit as well as the benefit of (Company).  If you have any
questions concerning any work or safety rule, or any of the
unacceptable activities listed, please see your manager for an
explanation.

Occurrences of any of the following violations, because of their
seriousness, may result in immediate dismissal without warning:

* Willful violation of any company rule; any deliberate action
that is extreme in nature and is obviously detrimental to
(Company)'s efforts to operate profitably.

* Willful violation of security or safety rules or failure to
observe safety rules or (Company) safety practices; failure to
wear required safety equipment; tampering with (Company)
equipment or safety equipment.

* Negligence or any careless action which endangers the life or
safety of another person.

* Being intoxicated or under the influence of controlled
substance drugs while at work; use or possession or sale of
controlled substance drugs in any quantity while on company
premises except medications prescribed by a physician which do
not impair work performance.

* Unauthorized possession of dangerous or illegal firearms,
weapons or explosives on company property or while on duty.

* Engaging in criminal conduct or acts of violence, or making
threats of violence toward anyone on company premises or when
representing (Company); fighting, or horseplay or provoking a
fight on company property, or negligent damage of property.

* Insubordination or refusing to obey instructions properly
issued by your manager pertaining to your work; refusal to help
out on a special assignment.

* Threatening, intimidating or coercing fellow employees on or
off the premises -- at any time, for any purpose.

* Engaging in an act of sabotage; willfully or with gross
negligence causing the destruction or damage of company property,
or the property of fellow employees, customers, suppliers, or
visitors in any manner.

* Theft of company property or the property of fellow employees;
unauthorized possession or removal of any company property,
including documents, from the premises without prior permission
from management; unauthorized use of company equipment or
property for personal reasons; using company equipment for
profit.

* Dishonesty; willful falsification or misrepresentation on your
application for employment or other work records; lying about
sick or personal leave; falsifying reason for a leave of absence
or other data requested by (Company); alteration of company
records or other company documents.

* Violating the non-disclosure agreement; giving confidential or
proprietary (Company) information to competitors or other
organizations or to unauthorized (Company) employees; working for
a competing business while a (Company) employee; breach of
confidentiality of personnel information.

* Malicious gossip and/or spreading rumors; engaging in behavior
designed to create discord and lack of harmony; interfering with
another employee on the job; willfully restricting work output or
encouraging others to do the same.

* Immoral conduct or indecency on company property.

* Conducting a lottery or gambling on company premises.

Occurrences of any of the following activities, as well as
violations of any (Company) rules or policies, may be subject to
disciplinary action, including possible immediate dismissal.
This list is not all-inclusive and, notwithstanding this list,
all employees remain employed "at will."

* Unsatisfactory or careless work; failure to meet production or
quality standards as explained to you by your manager; mistakes
due to carelessness or failure to get necessary instructions.

* Any act of harassment, sexual, racial or other; telling sexist
or racial-type jokes; making racial or ethnic slurs.

* Leaving work before the end of a workday or not being ready to
work at the start of a workday without approval of your manager;
stopping work before time specified for such purposes.

* Sleeping on the job; loitering or loafing during working hours.

* Excessive use of company telephone for personal calls.

* Leaving your work station during your work hours without the
permission of your manager, except to use the restroom.

* Smoking in restricted areas or at non-designated times, as
specified by department rules.

* Creating or contributing to unsanitary conditions.

* Posting, removing or altering notices on any bulletin board on
company property without permission of an officer of (Company).

* Failure to report an absence or late arrival; excessive absence
or lateness.

* Filling your own order or invoicing or ringing up your own
order.

* Buying company merchandise for resale.

* Obscene or abusive language toward any manager, employee or
customer; indifference or rudeness towards a customer or fellow
employee; any disorderly/antagonistic conduct on company
premises.

* Speeding or careless driving of a forklift or any other company
vehicles.

* Failure to immediately report damage to, or an accident
involving company equipment.

* Soliciting during working hours and/or in working areas;
selling merchandise or collecting funds of any kind for charities
or others without authorization during business hours, or at a
time or place that interferes with the work of another employee
on company premises.

* Failure to maintain a neat and clean appearance in terms of the
standards established by your manager; any departure from
accepted conventional modes of dress or personal grooming;
wearing improper or unsafe clothing.

* Eating food and beverages in undesignated areas or at your work
station.

* Failure to use your timecard; alteration of your own timecard
or records or attendance documents; punching or altering another
employee's timecard or records, or causing someone to alter your
timecard or records.


Disciplinary Actions

Unacceptable behavior which does not lead to immediate dismissal
may be dealt with in the following manner:

[] Choose one of the two sequences provided, or modify the text
to suit the needs of your company.

    Verbal Warning

    First Written Warning

    Second Written Warning

    Third Written Warning

    Dismissal


    -- OR --


    Verbal Warning

    First Written Warning

    Dismissal

Written warnings will include the reasons for the manager's
dissatisfaction and any supporting evidence.  You will have an
opportunity to defend your actions and rebut the opinion of your
manager at the time the warning is issued.  Disciplinary actions
may also include fines, suspensions or other measures deemed
appropriate to the circumstances.

All pertinent facts will be carefully reviewed, and the employee
will be given a full opportunity to explain his or her conduct
before any decision is reached.  The President or another member
of senior management will give a second opinion concerning the
unacceptable behavior before dismissal occurs.


Dismissal

[] Terminations include dismissals, eliminations of positions,
layoffs, non-recalled employees, retirements, or resignations
that can be considered constructive discharge (where an employer
makes the workplace so intolerable for a person that he or she
has to resign).

[] For more information, contact the National Conference of
Commissioners on Uniform State Laws at 676 N St.  Clair Street,
Suite 1700, Chicago, IL 60611, 312/ 921-0195

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.

If your performance is unsatisfactory due to lack of ability,
failure to abide by (Company) rules or failure to fulfill the
requirements of your job, you will be notified of the problem.
If satisfactory change does not occur, you may be dismissed.
Some incidents may result in immediate dismissal.

