Sample Employee Handbook Contents
Overview and Employment Relationship
* Introduction and Purpose of the Handbook
* Welcome Message from the President/CEO
* Company History
* Company Vision
* Company Mission
* Company Values
* Company Overall Goals
* Company Commitment to Employees
* Code of Conduct and Business Ethics
* Employee and Employer Confidentiality
* Non-compete Agreement
* Employee Handbook Disclaimer
* Employment Relationship: At Will Employment
* Employee Signoff Signifying Receipt of the Handbook, the At-will Statement, and Employee Acknowledgement That He or She Understands and Will Abide by the Contents
General Employment Information
* Equal Employment Opportunity Policy (article)
* Accommodation for People With Disabilities (article)
* Employment Eligibility
* Internal Employee Application Process
* Promotions
* Employment of Relatives
* Rehiring Policy
* Open Door Policy
* Personnel File Policy
* Access to Personnel Records
* Harassment and Discrimination
* Harassment and Discrimination Reporting Procedure
* Harassment Investigation Process
* Office Romances
Attendance at Work
* Exempt and Non-exempt Employee Definitions
* Working Hours and Overtime
* Break and Lunch Periods
* Attendance Expectations and Policy
* Severe Weather and Emergency Closings
* Telecommuting Policy
Workplace Professionalism and Company Representation
* Work Dress Code
* Smoke Free Workplace
* Drugs and Alcohol: Drug Free Workplace
* Workplace Violence
* Weapons at Work
* Safety and Security
* Parking
* Workplace Visitors
* Conflicts of Interest
* Accepting and Giving Entertainment or Gifts
* Travel for Business Policy
* Mileage Reimbursement
Compensation and Benefits
Payroll Information
* Compensation Schedule
* Recording Time Worked
Benefits
* Benefits Eligibility
* Health Insurance
* Dental Insurance
* Vision Insurance
* Group Life Insurance
* Disability Insurance COBRA
* Health Care Flexible Spending Account (FSAs)
* 401(k) Plan
* Bonuses
* Workers' Compensation (article)
* Unemployment Compensation (article)
* Expense Reimbursement
* Educational Assistance (article)
* Employee Assistance Program (EAP)
* Paid Legal Aid
* Supplemental Insurance
* Stock Options
* Employee Discounts
* Retirement
Employee Time Off From Work
* Paid Holidays
* Paid Time Off (PTO)
* Vacation
* Sick Leave
* Attendance Policy
* Family and Medical Leave (FMLA) (article)
* Bereavement Leave
* Jury Duty
* Military Leave (USERRA)
Use of Company Equipment and Electronics
* Telephone Use
* Cell Phone Policy
* Company Tools, Equipment and Supplies
* Computer and Internet Use Policy
* Blogging and Social Media Policy
Monitoring in the Workplace:
* Email, Computer, Voicemail, Internet and Telephone Usage
* Video Surveillance and Physical Searches
Performance Expectations and Evaluation
* Performance Development Planning and Feedback Process
* Employee Conduct and Performance
* Immediate Employment Termination (article)
* Progressive Discipline
* Conflict Resolution
* Complaint Procedure
* Employment Termination (article)
* Exit Interviews (sample questions)
* Return of Company Property
Also please note that this is a shared copy, although its not my own copy...nobody shares their companies policies..so its just a glimpse of what policies u need to have...below is a sample
HR policy on absenteeism and tardiness
Effective Date:
Basic Policy:
Excellent attendance is an expectation of all employees of Your Company, Inc. Daily attendance is especially important for hourly employees whose customers and coworkers have the expectation of on-time product shipping and delivery. Emergency personal time is made available to employees for such unscheduled events as personal illness, immediate family member illness, and doctor appointments.
Emergency Personal Time:
Employees accrue 2.15 hours of emergency personal time per pay period. On an annual basis, this equates to the equivalent of 56 hours. Employees may use emergency personal time up to 56 hours. If an employee leaves employment at Your Company, with a negative accrual balance, hours used, yet not accrued, will be subtracted from an employee’s final paycheck. Emergency personal time that is accrued at the time an employee leaves Your Company will not be paid out.
Employees who are using emergency personal time must call and talk with their supervisor as soon as possible, but no later than sixty minutes after the start of their shift. If the supervisor is unavailable, employees may leave a message for the supervisor with a phone number where they can be reached. The supervisor will then return their call. Failure to call in on consecutive days is considered to be a voluntary resignation from employment at Your Company.
The number of minutes and / or hours an employee misses or is tardy for work, from lunch, or from breaks, will be subtracted from personal time accrued. A tardy occurs when an employee is not at his or her work station, working, on time as scheduled.
When an employee misses a punch, the employee should see his or her supervisor immediately. His or her time worked will be dealt with as if the employee has just arrived at work from the moment they report to the supervisor. Time missed will also count as a tardy.
Whenever possible, and as long as the time missed does not affect fellow employees or customers adversely, hourly employees may schedule time off in advance for such needs as to attend a doctor’s appointment, classes, household repair appointments, parent-teacher meetings, and religious events and services.
When possible, within the normal plant schedule, the employee may make up the time missed during the week in which the time was missed. Employees must have the permission of their supervisor to make up time. Otherwise, vacation time must be scheduled in advance to cover these events.
No emergency personal hours accrued may be carried over into the next calendar year.
Consequences of Overuse of Emergency Personal Time:
The accumulation of twelve tardies in a “rolling” year (any consecutive twelve months) is grounds for employment termination. Disciplinary action, that may lead up to and include employment termination, may start when the sixth tardy in a three month time period is recorded.
Disciplinary action, up to and including employment termination, will commence, for the overuse of emergency personal time, when 56 hours of absences have been accumulated. The disciplinary action will consist of a written warning for the next eight hours missed, then a three-day suspension without pay for the next eight hours missed, followed by employment termination when an employee has used up any hours over 72.
i hope you have got an idea of it..its very tough to frame policies...keep that in mind.