Safety Rules

[] Be sure you have all required OSHA posters on display in your
facilities.  If you have more than 11 employees, you are required
to complete Form 200, which summarizes your 1991 injuries and
illnesses.  The Form should be signed by a company officer to
certify the data.

[] For posters, forms, or more information, contact the OSHA
office nearest you or call the Occupational Safety & Health
Administration offices in Washington, D.C. at (202) 523-9667.

Safety is everybody's business.  Safety is to be given primary
importance in every aspect of planning and performing all
(Company) activities.  We want to protect you against industrial
injury and illness, as well as minimize the potential loss of
production.

Please report all injuries (no matter how slight) to your manager
immediately, as well as anything that needs repair or is a safety
hazard.  Below are some general safety rules.  Your manager or
department head may post other safety procedures in your
department or work area:

* Avoid overloading electrical outlets with too many appliances
or machines.

* Use flammable items, such as cleaning fluids, with caution.

* Walk -- don't run.

* Use stairs one at a time.

* Report to your manager if you or a co-worker becomes ill or is
injured.

* Ask for assistance when lifting heavy objects or moving heavy
furniture.

* Smoke only in designated smoking areas.

* Keep cabinet doors and file and desk drawers closed when not in
use.

* Never empty an ash tray into a waste basket or open receptacle.

* Sit firmly and squarely in chairs that roll or tilt.

* Wear or use appropriate safety equipment as required in your
work.

* Avoid "horseplay" or practical jokes.

* Start work on any machine only after safety procedures and
requirements have been explained (and you understand them).

* Use air hoses only for the use intended.  Avoid blowing air at
yourself or anyone else.

* Wear appropriate personal protective equipment, like shoes,
hats, gloves, goggles, spats, hearing protectors, etc., in
designated areas or when working on an operation which requires
their use.

* Keep your work area clean and orderly, and the aisles clear.

* Stack materials only to safe heights.

* Watch out for the safety of fellow employees.

* Use the right tool for the job, and use it correctly.

* Wear gloves whenever handling castings, scrap, barrels, etc.

* Operate motorized equipment only if authorized by your
immediate manager.  All operators must be licensed by (Company).

Remember, failure to adhere to these rules will be considered
serious infractions of safety rules and will result in
disciplinary actions.


Safety Rules When Operating Machines & Equipment

[] Be sure to delete any items that do not apply to your business
and add any others you may need.

* Machine guards must be in place while machines are in
operation.

* Loose clothing, jewelry or rings must be removed before
operating machinery.

* You must have steel toe shoes and (if necessary) prescription
eye protection to start the job.

* Required personal protective equipment, except for prescription
glasses and steel toe shoes, will be issued to you by your
manager.

Steel toe shoes may be purchased through (Company) on a
contributory basis only after you have completed your
Introductory Period.  Prescription eye protection may be
purchased through (Company) on a contributory basis.  You will be
reimbursed by (Company) for a portion of the price of steel toe
shoes purchased from an outside source, after completion of an
expense report (with receipt attached).

Replacement for mandatory personal protective equipment which has
been purposely destroyed or lost may be purchased by you at cost.
You may purchase personal protective equipment that is not
mandatory through (Company) at a reduced cost.

We will continue to provide a clean, safe and healthy place to
work and we will provide the best equipment possible.  You are
expected to work safely, to observe all safety rules and to keep
the premises clean and neat.  Remember that carelessly
endangering yourself or others may lead to disciplinary action,
including possible dismissal.


Security

[] We recommend Business GuardDog(tm) for a more comprehensive
understanding of the variety of security and workplace abuse
prevention policies and procedures to implement in your company.
Business GuardDog(tm) includes a thorough discussion of security
and loss prevention measures, plus more than 60 policies,
procedures and memos -- on diskette for easy customization and
publishing.  See the Business Power Tools(tm) Catalog section in
the back of the EmployeeManualMaker product manual for a detailed
description.

Maintaining the security of (Company) buildings and vehicles is
every employee's responsibility.  Develop habits that insure
security as a matter of course.  For example:

* Always keep cash properly secured.  If you are aware that cash
is insecurely stored, immediately inform the person responsible.

* Know the location of all alarms and fire extinguishers, and
familiarize yourself with the proper procedure for using them,
should the need arise.

* When you leave (Company)'s premises make sure that all
entrances are properly locked and secured.


Seniority

Many of your benefits, like vacations, are determined by
seniority.  Also, seniority is one of the factors recognized when
making promotions.  Therefore, seniority is very important to you
as an employee.

You must complete an Introductory Period when you are hired.
During this period, you carry no seniority rights.  If you are
retained after the Introductory Period, you will be credited with
seniority.  Your seniority will reflect your length of employment
beginning on the date on which you began work (Anniversary Date).


Service Awards

[] Include this policy only if you plan to honor it for each and
every employee; modify the awards and years of service required
as needed to meet the needs of your company.

Each year, (Company) honors its long-term employees by presenting
service awards at an annual company function.  Service awards
will be given after you have completed five, ten, fifteen,
twenty, and twenty-five years of service.

The awards are:

    XXX                 Five Years of Service

    Bronze              Ten Years of Service

    Silver              Fifteen Years of Service

    Gold                Twenty Years of Service

    Gold with Ruby      Twenty-Five Years of Service

    Gold with Diamond   XXX


Smoking

[] The current trend is toward "No Smoking" facilities, with
designated smoking areas.

Please don't smoke in areas where you are directly serving
customers and where it may be offensive to your co-workers.  If
you smoke, there are a variety of places appropriate for you to
enjoy a short break.  Please be courteous and concerned about the
needs of your fellow employees and others.  The wishes and
preferences of non-smokers will take precedence over those of
employees who smoke.  Smoking is permitted in private offices if
the occupant allows it.  Please do not smoke in restricted areas.

Please remember to conform to our customer's smoking policies
when working at a customer's site.


Solicitations & Distributions

[] If you don't want employees selling merchandise or circulating
petitions during working hours, specify that you will not allow
the distribution of any literature, petitions, surveys or the
sale of any merchandise, raffle tickets, etc.

Solicitation for any cause during working time and in working
areas is not permitted.  You are not permitted to distribute
non-company literature in work areas at any time during working
time.  Working time is defined as the time assigned for the
performance of your job and does not apply to break periods and
meal times.  Working areas do not include the lunch room or the
parking areas.  Solicitation during authorized meal and break
periods is permitted so long as it is not conducted in working
areas.  However, employees are not permitted to sell chances,
merchandise or otherwise solicit money or contributions without
management approval.

Persons not employed by (Company) are prohibited from soliciting
or distributing literature on company property.


Substance Abuse

[] The most constructive and realistic corporate policies on
workplace substance abuse are the ones that correlate the health
and safety of the employees to the other assets of the business.
More elaborate policy statements are offered in Business
GuardDog(tm), an in-depth primer and collection of management
memos, procedures and policies for addressing more serious issues
regarding workplace abuses.  See the Business Power Tools(tm)
Catalog section in the back of the EmployeeManualMaker product
manual for a detailed description.

[] Note:  The inclusion of this sample policy is not meant to
imply that you should adopt the following as your official
company policy on substance abuse; you shouldn't.  Nor is it
implied that any of the sample policies contained herein be used
as is, without modification to meet your specific needs, or
without first gaining the approval of competent legal counsel.
Ideally, you may find that certain passages can assist management
in explaining to other staff members, under appropriate
circumstances, the relevance of substance abuse policies and why
they must be consistently enforced.

[] What an employee does on his or her own time away from company
property is their business.  This argument is often raised and
brings up some interesting points about impairment and being
"under the influence" as a result of actions off the job.
Management has every legitimate right to be concerned with
off-the-job actions as they affect work performance and safety.
Caution is given to carefully approach that fine line between
on-the-job and off-the-job consumption and use.  The key is to
look for signs of impaired work-related performance and to
document findings.  If conclusive evidence exists, management
then has the prerogative to take decisive action steps to remove
the risk and exposure to other employees and to the company.

(Company) is committed to providing its employees with a safe
workplace and an atmosphere which allows them to protect
inventory and other assets placed in their care; (Company)
employees should not be subject to any safety threats from fellow
workers.  You are expected to be in suitable mental and physical
condition while at work, allowing you to perform your job
effectively and safely.

Whenever use or abuse of any mood altering substance (such as
alcohol or other drugs) interferes with a safe workplace,
appropriate action must be taken.  (Company) has no desire to
intrude into its employees' personal lives.  However, both
on-the-job and off-the-job involvement with any mood altering
substances can have an impact on our workplace and on (Company)'s
ability to achieve its objectives of safety and security.
Therefore, you are expected to report to the workplace with no
mood altering substances in your body.  While you may make your
own lifestyle choices, (Company) cannot accept the risk in the
workplace which substance use or abuse may create.  The
possession, sale or use of mood altering substances at the
workplace, or coming to work under the influence of such
substances shall be a violation of safe work practices and will
be subject to disciplinary action, including possible dismissal.

[] Note:  The hesitation regarding dismissal stems from an option
available to provide rehabilitation for the employee through an
Employee Assistance Program.  Depending on circumstances (i.e.
whether or not the employee was stealing from the company to
support the drug habit), the company may find it more appropriate
to help the troubled employee.  The cost of employee replacement
is extremely high and must be weighed against the option to offer
treatment and to give the employee a second chance.


Theft

[] A strong psychological deterrent is critical to thwart the
pervasive problems of internal theft.  The fear of punishment, if
and when caught, should overshadow the temptations and
opportunities that prompt employees to steal.  Along with the
fear of detection through good internal controls, a strong policy
statement that is universally applied will have a positive impact
on reducing theft.

[] If you use a "no exceptions" clause and subsequently do make
an exception (for whatever reason), you run the risk of totally
diluting the policy and negating it's intent.  Similarly, the
election of a "progressive discipline" clause risks making a
conflicting statement to the employees.  The implication is
"Don't steal from (Company), but if you only steal a minor
amount, it's OK"!  The editors of this document encourage you to
carefully consider these facts; you may risk negating the purpose
of including an anti-theft policy in your manual by indicating
"qualifying criteria" for its acceptance.  Your corporate
culture, environment, and past history of such actions should
dictate your choice.

[] We recommend Business GuardDog(tm) for a more comprehensive
understanding of the variety of security and workplace abuse
prevention policies and procedures to implement in your company.
See the Business Power Tools(tm) Catalog section in the back of
the EmployeeManualMaker product manual for a detailed
description.

Internal theft is a serious problem for (Company).  Although
taking small items of (Company) property many seem
inconsequential, the cumulative effect can be very large.
Stealing from the company is like stealing from yourself.  Losses
from theft immediately affect our ability to increase salaries
and can jeopardize the profitability of the company.

Property theft of any type will not be tolerated by (Company).
We consider property theft to be the unauthorized use of company
services or facilities or the taking of any company property for
personal use.  The following list of examples is not
all-inclusive, but provides illustrations of several activities
which are unacceptable.

1. Use of company copy machines for personal use.  The office
copiers are not provided as a free service to employees.  If you
wish to use a company copier for personal use, please follow the
established procedure for reimbursement of (Company).  Failure to
do so is a form of property theft.

2. Use of computers.  (Company)'s personal computers (the
personal computers in the office, or laptops made available for
work away from the office) are to be used exclusively for
business purposes unless you receive permission from your manager
and arrange to reimburse (Company).  Permission will be given for
the use of personal computers during non-business hours so long
as employees record all time, for which they will be charged, and
supply their own diskettes.

3. Purchase of company products (manufacturing and distribution
companies).  (Company) offers employees a wide selection of the
products manufactured or distributed by (Company) at a discount.
The discount privilege is offered for the use of employees and
the members of their immediate family.  Under no circumstances
should company products be removed from the premises unless
accompanied by a receipt from (Company).  Employees are permitted
to buy company products at a discount for personal use or to give
as gifts, but it is an abuse of the discount privilege to buy
items from (Company) on behalf of people outside your immediate
family.  (Company) considers such behavior a form of theft and
violators will be treated accordingly.

[] Be sure that the language referencing the discount privilege
is consistent with your discounting policy.

4. Taking of company property.  No item purchased or supplied by
(Company) should ever be removed from company premises without
express authorization of your immediate manager and the proper
paper work associated with the situation.  This rule applies to
all company property including raw materials used in
manufacturing plants, mechanics' tools, computers, and even pens
and paper.  All employees may be subject to random searches as
they leave company facilities.  Your manager has been given
detailed instructions on the circumstances in which he or she can
authorize you to borrow company equipment or to take samples of
your work home.  A checkout procedure will be used, and if you
fail to return any item removed on schedule, the value of the
items will be charged against your paycheck and you may be
subject to disciplinary action for theft.

[] In the interest of objectivity, we've provided three sample
penalty clauses for you to consider; choose whichever paragraph
best suits the needs of your company or modify the text as
necessary.


Penalty Clause

[] (No Exceptions)

The penalty for any incidence of unauthorized possession or
removal of company property is immediate dismissal.  All examples
of unauthorized possession or removal of company property,
regardless of the employee's past record, seniority, or the
dollar value of the item, will be treated equally.  If you are
dismissed because of unauthorized possession or removal of
company property, the reason for your dismissal will be provided
to any future employer that contacts (Company).  In addition, you
may be subject to prosecution.

    -- OR --

Penalty Clause

[] (Possible Exceptions)

Unauthorized possession or removal of company property is a very
serious offense.  Employees violating this policy will be
subjected to discipline up to and including possible dismissal
and prosecution.  (Company) will consider the dollar value of the
item(s) taken, the employee's seniority, and the employee's past
work record in setting penalties.  If you are dismissed because
of unauthorized possession or removal of company property, the
reason for your dismissal will be provided to any future employer
that contacts (Company).  Referrals to criminal authorities will
be made on a case-by-case basis.

    -- OR --

Penalty Clause

[] (Progressive Discipline)

Unauthorized possession or removal of company property is a very
serious offense.  Any violation of this policy will result in
immediate discipline.  If the dollar value of the item(s) stolen
is less than XXX dollars (i.e. ten), and it is the employee's
first offense, the employee will be suspended for XXX (i.e. one)
week without pay.  If the dollar amount is greater than XXX (i.e.
ten) dollars, but it is the employee's first offense, (Company)
may, at its discretion, permit reimbursement and allow the
employee to return to work after a XXX (i.e. one) month
suspension without pay.  Employees will be subject to additional
disciplinary action, including possible dismissal, for any second
offense, regardless of work record or seniority.

Excerpted with permission from a 1988 special report, Thieves at
Work:  An Employers Guide to Combating Workplace Dishonesty (BSP
98) published by The Bureau of National Affairs, Inc.


Traffic Violations

If you are authorized to operate a company vehicle in the course
of your assigned work, or if you operate your own vehicle in
performing your job, you will be considered completely
responsible for any accidents, fines or traffic violations
incurred.  Your manager will advise you on what to say and do
(and what not to say and do) in the event of a vehicular
accident.


Transfers

Transfer from one position to another may be required or
requested from time to time.  Such transfers (up, down, or
laterally) will be made with a possible adjustment in pay.
Transfers for more than thirty (30) days will be considered
permanent transfers.

[] Include this second paragraph only if it meets your company's
needs; modify it accordingly.

In the unlikely event that you are permanently transferred for
(Company)'s benefit to a lower position, your wage [may need to
be adjusted to suit the new position / will remain the same].  If
you are permanently transferred to a lower position because there
is no work in your department, your wage must be reduced to suit
the job to which you are transferred.


Uniforms

[] Include this policy only if it is appropriate for your
company.

We provide uniforms which certain employees must wear while at
work.  Upon termination of employment, the uniforms must be
returned or the cost will be deducted from your final paycheck.


Use Of Company Vehicle

If you are authorized to use a (Company) vehicle for company
business, you must adhere to the following rules:

1. You must be a licensed driver.

2. You must maintain weekly mileage reports.

3. You are responsible for following all the manufacturer's
recommended maintenance schedules to maintain valid warranties,
and for following the manufacturer's recommended oil change
schedule.

4. You are responsible for paying any moving violation tickets.
Also, please park appropriately -- parking violations will not be
paid by (Company).

5. You must keep the vehicle clean at all times, and washed and
vacuumed as often as necessary.  You will be reimbursed for your
reasonable expense of keeping the vehicle clean.  Please retain
receipt for reimbursement.

6. You must not allow persons not authorized or employed by
(Company) to operate or ride in a company vehicle.

7. Prior to operation of any company vehicle, your manager will
train you on the appropriate steps to take if you are involved in
an accident -- filling out the accident report, getting names of
witnesses, etc.

Note:  See "Driver's License & Driving Record" in the
"Employment" section of this Manual and "Traffic Violations"
earlier in this section for further information.


Visitors

Our insurance coverage and good common sense prohibits unescorted
visitors in our facilities.  Visitors are not permitted on
(Company) property without prior permission from your manager; no
visitors are permitted in working areas.  If you are expecting
visitors, please request permission from your manager and ask
your visitors to see your manager when they arrive.


Violations Of Policies

[] Many attorneys advise against issuing a list of causes for
disciplinary action, even if you state that the list is not
all-inclusive.  Check with your attorney, and modify the text
accordingly.

You are expected to abide by the policies in this Manual.
Failure to do so will lead to appropriate disciplinary action.  A
written record of all policy violations is maintained in each
individual's personnel file.

A partial list of causes for possible disciplinary action
("Unacceptable Activities") is presented under "Standards Of
Conduct" in the "Employment" section of this Manual.  This list
is not to be considered all-inclusive.


List Of Additional Policies Not Included In This Manual

[] Here are some other policies you might consider writing and
including in your employee manual.

    Annual Physical Exam

    Check Cashing Privilege

    Company Sponsored Sport Activities

    Contests/Incentive Programs

    Flu Shots, Podiatry Service, Etc.

    Free Legal Counsel

    Identification Badges

    Lost & Found

    Notary Public

    Organization Memberships

    Overtime Pay For Certain Supervisors

    Relocation Expense

    Supper Money

    Suspensions

    Time Off To Appear In Court

    Uniform Cleaning/Repair

    Use Of Company WATS Line, Fax, Etc.

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