企業(yè)員工手冊(英文版)

使用時可以刪除3PrintingIndustriesofCaliforniarnAvenueSuitePrintingIndustriesofCalifornia(PIC)recognizesthevalueofwell-writtencompanypersonnelpoliciesandprocedures.OvertheyearsPIChaspublishedsampleemployeehandbooklanguagecoveringbasicemploymentpolicies.Membershaveusedthislanguageasaguideincreatingwrittenpoliciesandprocedurescoveringthecompany’semploymentpracticesandphilosophies.Thispublication,likeothersbeforeit,doesnotclaimtobeall-inclusiveorafinalproduct.NewStateandFederallawsandlegaldecisionswillrequirethissampletobeupdated,alongwiththecompany'semployeehandbook,toreflectthesechanges.Further,eachcompanymustdevelopanemployeehandbook,whichreflectstheemploymentpracticesuniquetothecompany'soperationandphilosophies.Consequently,apublicationsuchasthissamplemustbeflexibleandopenendedtoaccommodatethesedifferencesinemploymentpracticesandphilosophies.Ininitiatingorrevisingyourcompanypersonnelpoliciesoremployeehandbook,donothesitatetocallDougMoore,VicePresidentofHumanResources,forassistance.Althoughanefforthasbeenmadetoprovidesamplelanguage,whichisconsistentwithapplicablelaw,employersusingthisorotherlanguagemaywishtohavealaborattorneyreviewtheiremployeehandbookbeforepublication.PICwouldliketoextendaspecialthankstotheEmploymentLawDepartmentatthelawfirmofSilverFreedmanTheyhaveprovidedagoodportionofthe4languagecontainedinthissamplehandbookandreviewitscontentsfromtimetotime.(EDITOR’SNOTE:HEALTHBENEFITSFOREMPLOYEESONWORKERS’NDOTHERLEAVESTheCaliforniaWorkers’CompensationAppealsBoard(WCAB)hasdecidedinNavarrov.A&AFarmingthatanemployerwhosepersonnelpolicyterminatedbenefitsafterastatedperiodcouldapplythepolicytopersonsontemporaryWorkers’Compdisability.A&AasisthePIASC,PINCandPIASDBenefitTrusts,soitisclearthatthedecisionappliestothatdonotobtaintheircoveragefromtheBenefitTrustmayprobablyrelyonthesameormoreemployeesbecomeeligibleforCOBRAextensionhantheweekssuggestedinthesamplelanguagewiththefollowingexceptions:CompaniescoveredbytheFamilyandMedicalLeaveActmustpayforatleast12weeks,andallcompaniesmustpayforupto31daysforemployeesactivatedformilitaryservice.Thecompany’spolicyofpaymentsshouldbethesameforallleavesthecompanygrantssoasnottobe HistoryofCompanyandMarketingServicesPerformed Foreword YourIndustry ReferenceChecks 7BackgroundChecksandConsumerReports 7TermsofEmployment EmployeeClassification IndependentContractor,AgencyTemporLeasedPersonnel EmploymentofRelatives……………utionRuleesnt6667889995AppearanceandCourtesy 14AdvancingWiththeCompany 14PerformanceEvaluations 14Promotions 14OpenDoorPolicy 14Rumors 15CustomerProperty 15ConfidentialityandNon-Disclosure 15CompanyEquipmentMonitoring,AccessandInspection 16VoiceMail,E-mail&ComputerFiles 16HoursofWork–Workweek 17ExcessiveTardinessAbsenteeism 18WorkingConditions 18PayDay 18HoursofWork 18TimeRecords 18OvertimeAuthorizationandRequirement 9HolidayPay 19VacationPay 19SickLeavePay 20OvertimePay 21ReportingTimePay 22Uniforms 22 BreakPeriods 23InsurancePrograms(RequiredbyLaw) 23Workers'Compensation 23Workers'CompensationFraud 23StateDisabilityInsurance 23PaidFamilyLeaveInsurance 24StateUnemploymentInsurance 24FederalSocialSecurity(F.I.C.A) 24onPlan CompanyHealth/LifeInsurance 25EmployeePurchases 25TimeOffToVote 25JuryDutyTimeOff 25eaves CourtAppearances 25DomesticViolenceorSexualAssault 26VictimsofCrime 26BereavementTimeOff 26SchoolActivitiesTimeOff 27 LeavesofAbsence 276CompensationandBenefitsAccrualsWhileonLeaveofAbsence iation ndMedicalCareLeaveofAbsence IndustrialMedicalLeaveofAbsence MilitaryLeaveofAbsence PhysicalExaminationsFollowingALeave 33PersonalLoans PersonalMailand/orTelephoneCalls dHousekeeping as PersonnelRecords InjuryandIllnessPreventionProgram kingRestriction WorkplaceSecurityPolicy SafeOperationofVehicles 38StandardsofConduct CompanySafetyRules Blood-bornePathogens es ice ok7 Thisisyouremployeehandbook.Itwaspreparedforyoutohelpyoubetterunderstandwhatyoucangenerallyexpectfrom<______________________>.Thishandbookreplacesanyandallearlierpersonneloremployeehandbooks,policiesandprocedures,benefitstatements,andmemoranda,whetherwritten,oralorestablishedbypractice.Theinformationinthishandbookisimportanttoallofouremployees.Readthemanualnowandkeepitinaconvenientplace.Youwillwanttorefertoyourhandbookwhenyouhavequestionsaboutcompanypoliciesandbenefits.Naturally,youwon’tfindanswerstoallyourquestionsinthehandbook.Itisneitheralawbooknoracatalogofpersonnelpolicies.Inpreparingthishandbook,wehavenotpresentasummaryofsomeofthemoreimportantpolicies.Nowrittenstatement,nomatterhowcomplete,canbeasubstitutefordirectdailycontactwithyourimmediatesupervisor.8Throughoutyourhandbook,youwillbeurgedtocheckwithyoursupervisoror<_______________>forcompleteinformationonemployeepoliciesandbenefits.Thisadviceiscontinuallyrepeatedbecauseitsimportancecan’tbeoveremphasized.8Ifyoursupervisoror<____________>doesn’thaveanimmediateresponsetoyoureinformationyouseekandpassitalongtoyoupromptlyCircumstanceswillobviouslyrequirethatthepolicies,practicesandbenefitsdescribedinthehandbookchangefromtimetotime.Thecompanyreservestherighttoamend,modify,rescind,delete,supplementoraddtotheprovisionsofthishandbookasitdeemsappropriatefromtimetotimeinit’ssoleandabsolutediscretion.However,noamendmentormodificationofthe“TermsofEmployment”provisionsofthishandbookshallbeeffectiveunlessmadeinwriting,andsignedbythePresidentofthecompany.Thecompanywillattempttoprovideyouwithnotificationofanyotherchangesastheyoccur.HISTORYOFCOMPANYANDMARKETINGSERVICESPERFORMED<_____________________________________________________________________>Ouremployeehandbookisatooltohelppromoteacooperativeandhealthyatmosphere,tospelloutpoliciesrelativetohours,wages,conditionsofemploymentandtoprovidefortheadministrationofthesepoliciesintheinterestsofallconcerned,inkeepingwithconditionsinourareaandindustry.Wearepresentingthisemployeehandbookbecausewefeelthatifyouunderstandbasicallywhatisexpectedofyou,andwhatyoumayexpectofthecompany,weshallhaveanorganizationwhichbettermeetstheneedsofourcustomers.Thestatementsassetforthinthisbookhavenotbeenarbitrarilyestablished.Eachofthemhasasoundbackgroundofcommonsensebasedontheexperiencesofthiscompany.EmployeeshavesuggestedmanyandwewillfurtherwelcomesuggestionsiningaconstructiveandharmoniousrelationshipOursinglemostcommongoalmustbetoworktogethertomeettheneedsofour TheprintingindustryisoneofthelargestandmostimportantmanufacturingindustriesintheUnitedStates.Itiscloselyrelatedtoeveryotherindustry.Initsproductionitborrowsfromagriculture,theextractiveindustries,andthemachinery,electrical,andcomputerindustries;initsdistributionitutilizesthemodernagenciesofadvertising,tsusefulnessitistheserviceindustryofallCaliforniahasgrownintothenumberoneprint-producingindustryinthenation.Theprintingindustry,infact,isthelargestmanufacturingsectorinCaliforniainnumberoffirms.Whenthealliedindustriesofcommercialprinting,publishing,reprographicsandvariousspecialtyprintingwereaddedtogetherin2001,theyproduced14.8billioninthestate’seconomyandemployed11,356people.9Despitethefactthatitisclassifiedasatradeinthemindsofmanypeople,printingisoneofthearts.ItisabranchoftheGraphicArtsfieldandassuchisthemeansofpreservationofalltheotherartsknowntohumanity.ToensurethatindividualsjoiningtheCompanyarequalifiedandhavethepotentialtobeproductiveandsuccessful,theCompanywillchecktheemploymentreferencesofallapplicants.Everyofferofemploymentiscontingentupontheappropriatecompletionofareferencecheck.NoreferenceswillbegivenconcerninganypresentorpastemployeeofthecompanyunlesstheCompanyhasreceivedawrittenrequestforsuchareference.Only________mayrespondtoarequestforareference.Suchresponsewillonlyconfirmthedatesofemploymentandpositionheld,andwillbeinwriting.Ifanemployeehasgivenwrittenauthorization,theCompanywillalsoprovideinformationontheamountofsalaryorwagesearnedbytheemployee.BACKGROUNDCHECKSANDCONSUMERREPORTSThecompanymayrequireyourconsenttoobtainaconsumerreportinconnectionwithyourinitialapplicationforemployment,yourapplicationforanewpostionintheCompany,oraninvestigationintopossiblewrongfulconductbyyou.Aconsumerreportmaycontaininformationregardingyourcreditworthiness,creditstanding,creditcapacity,character,generalreputation,personalcharacteristics,ormodeofliving.Thecompanywillusethisinformationforemploymentpurposesonly.RefusaltoauthorizetheobtainingofaconsumerreportbytheCompanymaybeabasisfordenialofemploymentorotheradverseemploymentaction.Thecontentoftheconsumerreportmayalsobethebasisfordenialofemployment,denialofaparticularjobposition,orotheradverseemploymentaction.YouwillbeadvisediftheCompanyelectstotakeadverseemploymentactionsagainstyoubasedinwholeorinpartonaconsumerreport.Unlessyouaresuspectedofwrongdoing,beforerequestingtheconsumerreport,theCompanywillnotifyyouofitsintenttomaketherequest.TheCompanywillprovideyouwiththenameandaddressofeverycredit-reportingagencyfromwhichtheCompanymayobtaintheconsumerreport.Ifyouspecificallyrequestacopy,withinthreedaysoftheCompanyreceiptofthereport,youwillbeprovidedwithacopyfreeofcharge. TERMSOFEMPLOYMENT regulations,youremploymentis“atwill”whichmeans“therelationshipbetweenemployerandemployeemaybeterminatedbyeitherparty‘unilaterally’atanytime,withorwithoutnotice,foranyreason,orfornoreasonatall”.Thishandbookcontainstheentireagreementbetweenyouandthecompanyastothedurationofemploymentandthecircumstancesunderwhichemploymentmaybeterminated.discretionFurther,thecompanycandemote,transfer,suspendorotherwisedisciplineanemployeeinitssoleandabsolutediscretion.Nothinginthishandbook,oranyotherdocument,includingbenefitplandescriptions,createsorisintendedtocreateaforcontinuedorindefiniteaspecificpositionorrateofpayOnlythePresidentofthecompanyhasanyauthoritytoenterintoanyagreementcontrarytothe“TermsofEmployment”statedinthispolicy,andsuchanagreementwouldhavetobeinwritingandsignedbythePresident.CLASSIFICATIONSYouwillbeadvisedofyouremployeeclassificationatthetimeofhire,promotion,transfer,orifanyotherchangeinyourpositionwiththecompanyoccurs.Sinceallemployeesarehiredforanunspecifiedduration,assignmenttoanyoftheseclassificationsdoesnotguaranteeemploymentforanyspecificlengthoftime.Regardlessofclassification,employmentisatthemutualconsentofyouandthecompany.Accordingly,eitheryouorthecompanycanterminatetheemploymentrelationshipatwillatanytimewithorwithoutnotice.EmployeesarethosenormallyscheduledforhoursofworkperweekPart-TimeEmployees-arethosenormallyscheduledtoworklessthan40hoursofworkperweek.Part-timeemployeesarenoteligibleforcompanyfringebenefitsavailabletofull-timeemployees.CasualEmployees-arethosewhoarehiredonthatbasisandworkforaspecialjoband/orperiodoftime.SuchemployeesarenoteligibleforcompanyfringebenefitslabletofulltimeemployeesNon-ExemptEmployees-Thoseemployeeswhoaresubjecttotheprovisionsoffederalandstatelawrequiringthepaymentofovertimeareconsideredtobenon-exempt.ExemptEmployees-Thoseemployeeswhoarenotsubjecttotheprovisionsoffederalandstatelawrequiringthepaymentofovertimeareconsideredexempt.Exemptemployees,inourindustry,normallyincludeprofessional,executive,administrativeandcertainoutsidesalespersonnel.INDEPENDENTCONTRACTOR,AGENCYTEMPORLEASEDPERSONNELAnindependentcontractoragencytemporleasedindividualisanypersonwhoisclassifiedbythecompanyassuch,asevidencedbythecompany’sfailuretowithholdtaxesfromtheircompensation.Independentcontractors,agencytempsorleasedemployeesarenotemployeesofthecompany.Evenifthepersonislaterreclassifiedbyanactionofacourtoradministrativeagencyasanemployeeofthecompany,heorsheisnoteligibleforanyretroactivecompanysponsoredbenefits. EMPLOYMENTOFRELATIVES Ourcompanypermitsemploymentofrelatives.However,theemploymentofrelativesinthesamedepartmentcancreateaconflictofinterest.Therefore,immediatefamilymembers(seedefinitionbelow)shouldnotworkinthesamedepartmentforthesamesupervisor,orforasupervisorwhoisanimmediatefamilymember.WorkinginthelawssteprelativesdomesticpartnersterorbrotherHarassmentinemployment,includingsexual,racial,andethnicharassment,aswellasanyotherharassmentforbiddenbylaw,isstrictlyprohibitedbytheCompany.Employeeswhoviolatethispolicyaresubjecttodiscipline,includingpossibletermination.Racialethnicandotherformsofprohibitedharassmentinclude,butisnotlimitedto:1.Visualconduct,includingdisplayingofderogatoryobjectsorpictures,cartoons,or2.Verbalconduct,includingmakingorusingderogatorycomments,epithets,slurs,andjokes;Inaddition,sexualharassmentisdefinedbytheregulationsoftheFairEmploymentandHousingCommissionasunwantedsexualadvances,orvisual,verbalorphysicalconductofasexualnature.Sexualharassmentincludesgenderharassmentandharassmentonthebasisofpregnancy,childbirth,orrelatedmedicalconditions,andalsoincludessexualharassmentofanemployeeofthesamegenderastheharasser.Thisincludes,butisnotlimitedto,thefollowingtypesofoffensivebehavior:1.Unwantedsexualadvances;2.Offeringemploymentbenefitsinexchangeforsexualfavors;3.Makingorthreateningreprisalsafteranegativeresponsetosexualadvances;4.Visualconduct,includingleering,makingsexualgestures,displayingofsexuallysuggestiveobjectsorpictures,cartoons,orposters;5.Verbalconduct,includingmakingorusingderogatorycomments,epithets,slurs,andjokes;6.Verbalsexualadvancesorpropositions;7.Verbalabuseofasexualnature,graphicverbalcommentariesaboutanindividual'sbody,sexuallydegradingwordsusedtodescribeanindividual,suggestiveorobsceneletters,notes,orinvitations;8.Physicalconduct,includingtouching,assault,impedingorblockingmovements.ntincludeaanemployeebeingfiredordeniedajoboranbecausetheemployeerefusedtograntsexualfavorsorbecauseheshecomplainedabouttheharassment;(b)anemployeereasonablyquittinghisorherjobtoescapeharassment;or(c)anemployeebeingexposedtoahostileworkenvironment.TheCompanywilltakeallreasonablestepstopreventharassmentfromoccurringandwilltakeimmediateandappropriateactionwhentheCompanyknowsthatunlawfulharassmenthasoccurred.Ifyouhavebeenharassedbyaco-worker,supervisor,agent,vendororcustomer,orifyoubelievethatanotheremployeehasbeenharassed,youhaveadutytopromptlyreportthefactsoftheincidentorincidents,andnamesoftheindividualsinvolved,to(Option:HumanResources.)(Option:______________________or_____________________.)Thematterwillbeimmediatelyandthoroughlyinvestigated,andconfidentialitywillbemaintainedtotheextentpossible.Afterreviewingtheevidence,adeterminationwillbemadeconcerningwhetherreasonablegroundsexisttobelievethatharassmenthasoccurred.ItistheobligationofallemployeestocooperatefullyintheinvestigationconducttobeamajoroffensewhichcanciplinaryactionfortheoffenderuptoandincludingdischargeTheCompanywilltakeactiontodeteranyfutureharassment.Inaddition,disciplinaryactionwillbetakenagainstanyemployeewhoattemptstodiscourageorpreventanotheremployeefrombringingharassmenttotheattentionofmanagement.TheTheCompanywantstoassureallofitsemployeesthatmeasureswillbeundertakentoprotectthosewhocomplainaboutharassmentfromanyfurtheractsofharassment,retaliationduetotheirreportinganincidentorIfanyemployeebelievesthattheaboveprocedurehasnotresolvedhisorhersituation,thatemployeemaycontacttheCaliforniaDepartmentofFairEmploymentandHousing(DFEH)at(916)445-9918todeterminethelocationofthebranchoftheDFEHthatisnearesttotheemployeetofileaclaimwithinoneyearofthedatethattheharassmentoccurred.TheDFEHservesasaneutralfact-finderandwillattempttoassistthepartiestovoluntarilyresolvetheirdispute.IntheeventthattheDFEHisunabletoobtainvoluntaryresolutionandfindsthatharassmenthasoccurred,theFairEmploymentandHousingCommission(FEHC)mayholdahearingandawardreinstatement,backpay,andmonetarydamages.Noactionwillbetakenagainstanyemployeeinanymannerforopposingharassmentorforfilingacomplaintwith,orotherwiseparticipatinginaninvestigation,proceedingorhearingconductedbytheDFEHortheFEHCwithrespecttoharassment. SOLICITATIONANDDISTRIBUTIONRULE Inordertopreventdisruptionsintheoperationofthecompany,andinordertoprotectemployeesfromharassmentandinterferencewiththeirwork,thefollowingrulesregardingsolicitationanddistributionofliteratureoncompanypropertymustbeEmployees:Duringworkingtime,noemployeeshallsolicit,ordistributeliteraturetoanotheremployeeforanypurpose.“WorkingTime”referstothatportionofthedayinwhichtheemployeeissupposedtobeperformingactualjobduties;itdoesnotincludesuchtimesaslunchtime,breaktime,ortimebeforeorafterashift.anotheremployee.Noemployeewhoison“non-workingtime”shallsolicitordistributeNoemployeeshalldistributeliteraturetoanotheremployeeforanypurposeinworkingareasofthecompany.Noemployeeshallsolicit,ordistributeliteraturetoanyvisitorsatanytimeforanypurpose.onEmployeesPersonswhoarenotemployedbythecompanyshallnotdistributeliteratureorsolicitemployeesorvisitorsatanytimeforanypurposeoncompanygroundsorinsidethecompanyplantoroffice.OLICYTheCompanyisanequalopportunityemployerandmakesemploymentdecisionsonthebasisofmerit.Wewanttohavethebestavailablepeopleineveryjob.Therefore,theCompanydoesnotdiscriminate,anddoesnotpermititsemployeestodiscriminateagainstotheremployeesorapplicantsbecauseofrace,color,religion,sex,sexualcitizenship,veteranstatus,ancestry,age,physicalormentaldisability(animpairmentnsiderationmadeunlawfulbyapplicablelawsEqualemploymentopportunitywillbeextendedtoallpersonsinallaspectsoftheemployer-employeerelationshipincludingrecruitmenthiringupgrading,training,promotion,iplinelayoffrecallandterminationIfyoubelievethatyouoranotheremployeehasbeensubjectedtoanyformofunlawfuldiscrimination,youhaveadutytopromptlyreportthefactsoftheincidentorincidents,namesoftheindividualsinvolved,andthenamesofanywitnessesto(Option:HumanResources.)(Option:______________________or_____________________.)Thematterwillbeimmediatelyandthoroughlyinvestigated,andconfidentialitywillbemaintainedtotheextentpossible.Afterreviewingtheevidence,adeterminationwillbemadeconcerningwhetherreasonablegroundsexisttobelievethatdiscriminationhasoccurred.Itistheobligationofallemployeestocooperatefullyintheinvestigationprocess.TheCompanyconsidersanyconductbasedonunlawfuldiscriminationtobeamajoroffensewhichcanresultindisciplinaryactionfortheoffender,uptoandgeTheCompanywilltakeactiontodeteranyfuturediscrimination.Inaddition,disciplinaryactionwillbetakenagainstanyemployeewhoattemptstodiscourageorpreventanotheremployeefrombringingdiscriminationtotheattentionofTheCompanywantstoassureallofitsemployeesthatmeasureswillbeundertakentoprotectthosewhocomplainaboutdiscriminationfromanyfurtheractsofcoercionorintimidation,andfromretaliationduetotheirreportinganincidentorDisabilityAccommodation:Thecompanywillmakereasonableaccommodationsfortheknownphysicalormentaldisabilitiesofanotherwisequalifiedapplicantforemploymentoremployee,unlessunduehardshipwouldresult.Anyapplicantoremployeewhorequiresaccommodationinordertoperformtheessentialfunctionsofajobshouldcontact<__________________>.Theapplicantoremployeeshouldadvisethecompanywhataccommodationsheorshebelievesareneededinordertoperformthejob.Togetherwiththeapplicantoremployee,thecompanywillengageinaninteractiveprocesstodetermineeffective,reasonableaccommodations,ifany.Ifsuchanaccommodationispossibleandwillnotimposeunduehardshipuponthecompany,thecompanywillmaketheaccommodation.Thecompanyalsoreservesitsrighttorequireanemployeetoundergoafitnessfordutymedicalexamination,atthecompany’sexpense,ifthecompanybelievesorsuspectsthattheemployeemaynotbeabletoperformtheessentialdutiesofthejobwithoutriskofharmtohimorherselforothers.Insuchaninstance,thecompanywillsoadvisetheemployee,inwriting,oftheneedfortheexamination.Dependingonthesituation,thecompanyreservestherighttosuspendemploymentpendingtheresultsoftheexamination.PregnancyAccommodation:Apregnantemployeemayrequestareasonableaccommodationofherconditionuponpresentationofadoctor’swrittencertificationattestingthattheaccommodationrequestisuponthedoctor’sadvice.Suchanaccommodationmayinclude,butisnotlimitedto,atransfertoalessstrenuousoratransfercanbereasonablyaccommodatedapregnantemployeewillbetransferredforthedurationofherpregnancy.However,thecompanywillnotundertaketocreateadditionalemploymentthatthecompanywouldnototherwisehavecreatedtomeetitsownbusinessneeds.Thecompanywillnotberequiredtodischargeanyemployee,transferanyemployeewithmoresenioritythanthepregnantemployee,ortopromoteanyemployeewhoisnotqualifiedtoperformthejob.Upontransfer,anemployeewillreceivethesalaryandbenefits,whicharensferredLactationAccommodation:Employeeswhowishtoexpressbreastmilkatworkmayrequestareasonableaccommodationtodoso,whichmayincludeincreasedbreaktimeandprivacy.IMMIGRATIONREFORM