Employee Handbook Template

Welcome to the [Company Name] Employee Handbook. This document is designed to provide you with important information about our company's policies, procedures, and expectations. It outlines your rights and responsibilities as an employee and serves as a reference guide throughout your employment.

This handbook is not a contract of employment, nor does it guarantee employment for any specific duration. Employment with [Company Name] is "at-will," meaning either you or the company may terminate the employment relationship at any time, with or without cause or notice.

The policies described in this handbook replace all previous policies, procedures, and practices, whether written or oral. [Company Name] reserves the right to revise, supplement, or rescind any policies or portion of this handbook as it deems appropriate, at its sole and absolute discretion.

Purpose of This Handbook:

• To communicate [Company Name]'s policies, procedures, and standards
• To outline employee benefits and entitlements
• To establish clear expectations for workplace conduct
• To provide information on compliance with laws and regulations
• To familiarize employees with company culture and values

Mission Statement

[Insert your company's mission statement here. Describe your company's purpose, what it aims to achieve, and the principles that guide its actions.]

Core Values

Our core values define who we are as an organization and guide our decisions and actions:

• Integrity: We act with honesty and adhere to the highest ethical standards.
• Innovation: We embrace change and constantly seek new and better ways to serve our customers.
• Collaboration: We work together across boundaries to meet the needs of our customers and help the company win.
• Excellence: We are committed to delivering high-quality products and services.
• Respect: We value differences, listen to understand, and treat others with dignity.

Company History

[Provide a brief history of your company, including when it was founded, major milestones, and how it has evolved over time. This helps employees understand the context and heritage of the organization they're joining.]

Organizational Structure

[Describe your company's organizational structure, including departments, reporting relationships, and leadership hierarchy. You may want to include an organizational chart as an appendix.]

Equal Employment Opportunity

[Company Name] is committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other protected characteristic as outlined by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Employment Classifications

Probationary Period

All new employees undergo a [X]-day probationary period to determine whether they are suited for their position. During this period, employees are evaluated on their performance, attendance, attitude, and ability to meet job requirements.

Completion of the probationary period does not alter the at-will employment relationship, nor does it guarantee employment for any specific duration.

Personnel Files & Data Changes

[Company Name] maintains a personnel file for each employee. Personnel files are the property of the company, and access to the information is restricted according to applicable laws.

Employees are responsible for promptly notifying their supervisor or HR of any changes in personal data, including:

• Name, address, and telephone number
• Marital status and dependents
• Emergency contact information
• Educational accomplishments
• Banking information (for direct deposit)
• Tax withholding information

Code of Ethics

[Company Name] is committed to maintaining the highest standards of ethical conduct. All employees are expected to:

• Act with honesty and integrity in all business dealings
• Comply with all applicable laws, regulations, and company policies
• Avoid conflicts of interest and disclose potential conflicts promptly
• Protect confidential and proprietary information
• Treat colleagues, customers, vendors, and other stakeholders with respect
• Report suspected violations of the code of ethics without fear of retaliation

Anti-Harassment & Non-Discrimination

[Company Name] is committed to providing a work environment free from harassment and discrimination. We prohibit harassment or discrimination based on race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other protected characteristic.

Any employee who experiences or witnesses harassment or discrimination should report it immediately to their supervisor, HR, or any member of management. All reports will be investigated promptly and confidentially to the extent possible.

Workplace Violence Prevention

[Company Name] is committed to preventing workplace violence. We have zero tolerance for violent acts or threats directed toward employees, customers, vendors, or company property.

All employees should report any potentially dangerous situations or concerns immediately to their supervisor or HR. Reports can be made without fear of retaliation.

Attendance & Punctuality

Regular attendance and punctuality are essential job functions. Employees are expected to:

• Report to work on time and as scheduled
• Notify their supervisor as early as possible if they will be late or absent
• Schedule time off in advance whenever possible
• Provide appropriate documentation for absences when required

Excessive absenteeism or tardiness may result in disciplinary action, up to and including termination of employment.

Pay Practices

Employees are paid [weekly/bi-weekly/monthly] on [day of week/date]. When a payday falls on a holiday, employees will be paid on the last working day before the holiday.

[Company Name] offers direct deposit of paychecks as a convenience for employees. All employees are strongly encouraged to use direct deposit.

Work Hours & Overtime

Standard work hours are [define hours, e.g., Monday through Friday, 9:00 am to 5:00 pm]. Department managers may establish alternative work schedules to accommodate business needs.

Non-exempt employees will be paid overtime at the rate of 1.5 times their regular hourly rate for hours worked in excess of 40 in a workweek. All overtime must be approved in advance by the employee's supervisor.

Employee Benefits

[Company Name] offers a comprehensive benefits package for eligible employees. Details of these benefits are provided separately in the benefits enrollment materials. Available benefits may include:

Professional Development

[Company Name] supports the professional growth and development of its employees. We may provide:

• On-the-job training
• Tuition reimbursement for approved courses
• Professional certification support
• Internal career advancement opportunities
• Workshops and seminars
• Professional association memberships

Holidays

[Company Name] observes the following paid holidays each year:

• New Year's Day
• Martin Luther King Jr. Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve
• Christmas Day

When a holiday falls on a weekend, it will typically be observed on the preceding Friday or following Monday. The company reserves the right to modify this holiday schedule at its discretion.

Paid Time Off (PTO)

[Company Name] provides Paid Time Off (PTO) to eligible employees for vacation, personal days, and short-term illnesses. PTO accrual is based on length of service and employment status as follows:

PTO requests should be submitted to supervisors as far in advance as possible. Approval is subject to business needs and departmental staffing requirements.

Leave of Absence

[Company Name] provides various types of leaves of absence in accordance with federal and state laws, including:

• Family and Medical Leave (FMLA): Eligible employees may take up to 12 weeks of unpaid leave for qualifying family or medical reasons.
• Military Leave: Leave for military service in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).
• Bereavement Leave: Typically [X] days for immediate family members and [Y] days for extended family.
• Jury Duty: Paid leave for the duration of jury service as required by law.
• Voting Time: Reasonable time off to vote in federal, state, or local elections.

Workplace Safety

[Company Name] is committed to providing a safe and healthy workplace for all employees. We comply with all applicable safety laws and regulations and maintain safety policies and procedures designed to protect our employees.

All employees are expected to:

• Follow all safety rules and procedures
• Report unsafe conditions or practices immediately
• Report all accidents, injuries, and illnesses promptly
• Participate in safety training
• Use required personal protective equipment

Emergency Procedures

The company maintains emergency procedures for various situations, including:

Drug & Alcohol Policy

[Company Name] is committed to maintaining a workplace free from the effects of drugs and alcohol. The use, possession, distribution, or sale of illegal drugs on company premises or while conducting company business is strictly prohibited.

Employees are prohibited from working while under the influence of alcohol, illegal drugs, or controlled substances that impair their ability to perform their job safely and effectively.

The company reserves the right to conduct drug testing in accordance with applicable laws and regulations.

This Employee Handbook contains important information about [Company Name]'s policies, procedures, and benefits. I understand that I should consult my supervisor or Human Resources regarding any questions not answered in the handbook.

I understand that this handbook is not an employment contract or a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

Please sign and return this form to Human Resources. A copy will be placed in your personnel file.