YOUR EMPLOYMENT MANUAL

a. Introduction
This manual has been prepared to help you understand some of the general
polices, working rules and benefit plans of [Employer]. You are expected to read
the entire manual carefully. We believe you will find it to be a valuable
reference resource during your employment. Whenever you have questions
about company policies, procedures, benefits or other matters regarding your
job, you are encouraged to ask your manager or the Pe rsonnel Manager.
The information in this manual was current when published, but from time to
time changes may become necessary. [Employer] may change or terminate
the policies, procedures and benefits described in this manual without
notice at any time. This employment manual is not intended to and does not
create an employment contract between [Employer] and its employees.
Important: Your employment is for no specific period of time and this
handbook does not limit your right or the company's right to terminate
your employment at any time. Upon termination of employment, you must
return this manual to the Pe rsonnel Manager.
Any employee who fails to report to work for two consecutive work days
and does not call in for these two days will be considered to have
voluntarily resigned and is ineligible for rehire.
An employee must call in each day when absent unless on an approved
personal leave (see policy regarding personal leaves).

b. Welcome Statement
Use whatever text best suits your needs.

c. Equal Employment Opportunity Policy

[Employer] provides equal employment opportunity to qualified persons without
regard to race, color, religion, sex, national origin, age, known handicaps, or
veteran status. Our policy relates to all phases of employment, including
recruitment, placement, promotion, training, demotion, transfer, layoff, recall,
termination, rates of pay, employee benefits and participation in all company-
sponsored employee activities.
 d. Sexual (& Other) Harassment Policy
[Employer] does not tolerate harassment of our job applicants, employees, or
customers. Any form of harassment related to an employee's race, color, sex,
religion, national origin, age, citizenship status, veteran status or handicap* is
a violation of this policy and will be treated as a disciplinary matter. For these
purposes, the term harassment includes, but is not limited to slurs, jokes, or
other verbal, graphic, or physical conduct relating to an individual's race, color,
sex, religion, national origin, sexual advances, requests for sexual favors and
other verbal, graphic, or physical conduct of a sexual nature.
Violation of this policy by an employee shall subject that employee to
disciplinary action, up to and including immediate discharge.
If you feel that you are being harassed by another employee based upon your
race, color, sex, religion, national origin, age, citizenship status, or handicap
you should at once make your feelings known to your immediate supervisor.
The matter will be investigated, and where appropriate, disciplinary action
taken. If you do not feel that the matter can be discussed with your
supervisor, or if you are not satisfied with the way your report has been
handled, arrange for a conference with the Personnel Manager or a Vice
President to discuss your complaint. Remember, do not assume that the
"company" is aware of the harassment. It is your responsibility to report
incidents you know about.
Harassment of our employees in connection with their work by non-employees
may also be a violation of this policy. Any employee who becomes aware of any
harassment of an employee by a non-employee should report such harassment
to his or her supervisor. Appropriate action will be taken with respect to
violation of this policy by any non-employee.
*[Federal contractor status and state human rights acts provide additional
protections, such as handicap, marital status, AIDS or political activity].

e. Communications Policy
[Employer] welcomes communications between you and the Personnel Manager.
Your suggestions and concerns are important to us. We encourage you to
express your ideas and opinions. The only way we can answer your questions
or try to solve your problems is for you to tell us about them.
When you have work-related suggestions or concerns, talk with your manager.
Most suggestions or concerns can be handled in this way. If you are not
completely satisfied after talking with the Personnel Manager, you may arrange
a meeting with any Vice President.
 f. Your First Ninety Days--the introductory period
As a new employee, your progress and job performance will be closely
monitored during your first 90 days of employment. This trial period is
important. It gives you an opportunity to get to know the Company and, at the
same time, management can determine how well you fit the job.

g. Personal Conduct And Work Rules

When groups of people work together, reasonable rules are necessary to
conduct an orderly business and make working conditions more pleasant for
everyone. To this end, the company has implemented the following standards
of conduct and those addressed elsewhere in this manual. The purpose of our
rules and regulations is not to restrict your rights but to define them for you
and to protect the rights of all employees working together in mutual
cooperation and respect.
Violation of these rules will be considered grounds for disciplinary action up to
and including discharge. Any other type of irresponsible or unacceptable
behavior not specifically addressed by one of the following rules may also result
in disciplinary action. Additional rules or changes will be posted on the
company bulletin board.
Verbal Warnings and Written Warnings
The following rule violations may result in both verbal counseling and written
warning notices. The listing is not intended to be exhaustive. An employee’s
first violation will result in verbal counseling and a written warning that the
employee will be required to acknowledge. Any employee who receives two (2)
written warnings in any twelve-month period for the same or different rule
infraction will be given a final notice. A third violation of any rule or
combination of rules in any twelve-month period may result in immediate
discharge.
1. Interfering with the work of others.
2. Violating the company's No Solicitation—No Distribution Rule.
3. Starting work prior to the assigned working hours or performing overtime
work without authorization.
4. Being on company property during other than normal working hours unless
otherwise authorized.
5. Failing to follow instructions, loafing, unsatisfactory work, or carelessness.
6. Failing to follow safe work practices and safety rules or failing to report
accidents or injuries.
7. Improper dress.
8. Failing to report an off-the-job accident, injury or medical condition that
may affect the performance of your job.
9. Smoking in any company buildings.
10.Working on personal business on company time and property without
authorization.
11.Unauthorized use of company tools or equipment or the wasting, damaging
or destruction of company property.
12.Engaging in horse-play, throwing anything that may harm another, playing
jokes, or otherwise distracting or startling others, acting in a disorderly
manner or being away from your work station unnecessarily.
13.Unsatisfactory quality or quantity of work.
14.Leaving the job without permission or failing to return to work from lunch
break or taking excessive breaks.
15.Swapping work hours or days without permission.
16.Profane, abusive, threatening, or indecent language or behavior.
Disciplinary Suspension or Discharge
The following rule violations may result in discipline up to and including
immediate discharge:
1. Furnishing false information on any company records or pursuant to any
investigation.
2. Fighting or possessing firearms or other dangerous weapons or devices;
using or possessing or being under the influence of or consuming alcoholic
beverages, narcotics, or drugs on company property or during working time.
3. Theft, misappropriation, defacing of or damaging the company's or another
employee's property.
4. Insubordination.
5. Intentional failure to produce a satisfactory quantity or quality of work or
failure to meet reasonable efficiency standards.
6. Leaving company premises during work time without permission.
7. Excessive tardiness or absenteeism.
8. Failure to work all hours, including overtime, as assigned.
9. Intentional violation of safety rules.
10.Immoral or indecent conduct on company property.
11.Harassment or the failure to report incidents of harassment.
12.Bringing unauthorized persons onto company property.
13.Disclosing confidential company, client or personnel information to
unauthorized persons.

Pre-employment Drug Testing

Each applicant for employment will be required as a condition of employment
to submit to a drug screen test. If an applicant tests positive and is determined
to be in violation of this policy, the applicant will be ineligible for employment
until: (a) ninety (90) days following the date of the test and (b) the applicant
submits to a drug screen test which indicates compliance with this policy. If
the results of a second drug screen test indicates that the applicant is in
violation of this policy, the applicant will be ineligible for employment until: (a)
one (1) year following the date of the second test and (b) the applicant submits
to a drug screen test at the applicant's expense which indicates that the
applicant is in compliance with this policy. ft an applicant is hired following a
second or third drug screen test, he or she must submit to a drug screen test
within sixty (60) days following the date of employment and will be subject to
unannounced testing for twelve (12) months as a condition of continued
employment.
Employee Drug Testing
Each employee is subject to drug screen tests as a condition of continued
employment if the Company determines (1) there is a reason to suspect the
employee is in violation of this policy or (2) the employee is or could have been
involved in a work-related accident that is not minor in nature
If an employee tests positive and is determined to be in violation of this policy,
he or she will be discharged and ineligible for re-employment until (a) ninety
(90) days following the date of the test and (b) the employee submits to a drug
test at his or her own expense that indicates compliance with this policy. If re-
employed, the employee must submit to another test on a random selection
basis for at least one year. If an employee tests positive and is determined to
be in violation of this policy, the employee will be discharged and ineligible for
rehire unless the conditions above are satisfied. Any employee who refuses to
submit to drug testing as provided for in this policy is subject to immediate
discharge.
Searches and lnspections
The Company reserves the right to conduct unannounced searches and
inspections of employees, their effects, lockers, desks, lunch boxes, clothing
and vehicles when the Company suspects an employee is in violation of this
policy. An employee found to possess drugs in violation of this policy will be
discharged. Refusal to submit to a search or inspection is grounds for
discharge. Illegal drugs will be turned over to the proper law enforcement
authorities.
Courtesy
Employees must show a high degree of courtesy and willing service in dealing
with customers and the general public. Discourtesy to a visitor, caller, or
fellow employee is prohibited and may result in disciplinary action up to and
including discharge. Employees should not to barge into any office when the
occupant has a visitor, whether or not that visitor is another employee.
Likewise, courtesy demands that employees refrain from standing in or near
the doorway to any office so occupied.

h. Family and Medical Leave Act Policy

The following is adapted from the Family and Medical Leave Act Fact Sheet, No.
ESA 95-24, issued by the Labor Department's Wage and Hour Division in 1995.
The Family and Medical Leave Act (FMLA) entitles eligible employees to take up
to 12 weeks of unpaid, job-protected leave in a 12-month period for specified
family and medical reasons. The employer may elect to use the calendar year,
a fixed 12-month leave or fiscal year, or a 12-month period prior to or after the
commencement of leave as the 12-month period.
The law contains provisions on employer coverage; employee eligibility for the
law's benefits; entitlement to leave, maintenance of health benefits during
leave, and job restoration after leave; notice and certification of the need for
FMLA leave; and, protection for employees who request or take FMLA leave.
The law also requires employers to keep certain re cords.
FMLA applies to all public agencies, including state, local and federal
employers, local education agencies (schools) and private-sector employers who
employed 50 or more employees in 20 or more workweeks in the current or
preceding calendar year and who are engaged in commerce or in any industry
or activity affecting commerce—including joint employers and successors of
covered employers.
Employee Eligibility
To be eligible for FMLA benefits, an employee must:
1. work for a covered employer;
2. have worked for the employer for a total of 12 months;
3. have worked at least 1,250 hours over the previous 12 months; and
4. worked at a location in the United States or in any territory or possession of
the United States where at least 50 employees are employed by the employer
within 75 miles.
Leave Entitlement
A covered employer must grant an eligible employee up to a total of 12
workweeks of unpaid leave during any 12-month period for one or more of the
following reasons:
1. for the birth and care of the newborn child of the e mployee;
2. for placement with the employee of a son or daughter for adoption or foster
care;
3. to care for an immediate family member (spouse, child, or parent) with a
serious health condition; or
4. to take medical leave when the employee is unable to work because of a
serious health condition.
Spouses employed by the same employer are jointly entitled to a combined total
of 12 workweeks of family leave for the birth and care of the newborn child, for
placement of a child for adoption or foster care, and to care for a parent who
has a serious health condition.
Leave for birth and care, or placement for adoption or foster care must
conclude within 12 months of the birth or placement.
Under some circumstances, employees may take FMLA leave intermittently
which means taking leave in blocks of time, or by reducing their normal weekly
or daily work schedule.
If FMLA leave is for birth and care or placement for adoption or foster care, use
of intermittent leave is subject to the employer's approval.
FMLA leave may be taken intermittently whenever medically necessary to care
for a seriously ill family member, or because the employee is seriously ill and
unable to work.
Also, subject to certain conditions, employees or employers may choose to use
accrued paid leave (such as sick or vacation leave) to cover some or all of the
FMLA leave.
The employer is responsible for designating if an employee's use of paid leave
counts as FMLA leave, based on information from the employee.
"Serious health condition" means an illness, injury, impairment, or physical
or mental condition that involves either:
• any period of incapacity or treatment connected with inpatient care (i.e., an
overnight stay) in a hospital, hospice, or residential medical-care facility,
and any period of incapacity or subsequent treatment in connection with
such inpatient care; or
• continuing treatment by a health care provider that includes any period of
incapacity (i.e., inability to work, attend school or perform other regular
daily activities) due to a health condition (including treatment therefor, or
 recovery therefrom) lasting more than three consecutive days, and any
subsequent treatment or period of incapacity relating to the same condition,
that also includes:
1. Treatment two or more times by or under the supervision of a health care
provider, or one treatment by a health care provider with a continuing
regimen of treatment; or
2. Pregnancy or prenatal care. A visit to the health care provider is not
necessary for each absence; or
3. A chronic serious health condition that continues over an extended period of
time, requires periodic visits to a health care provider, and may involve
occasional episodes of incapacity (e.g.. asthma, diabetes). A visit to a health
care provider is not necessary for each absence; or
4. A permanent or long-term condition for which treatment may not be
effective (e.g., Alzheimer's, a severe stroke, terminal cancer). Only
supervision by a health care provider is required, rather than active
treatment; or
5. Any absences to receive multiple treatments for restorative surgery or for a
condition which would likely result in a period of incapacity of more than
three days if not treated (e.g., chemotherapy or radiation treatments for
cancer).
"Health care provider" means doctors of medicine or osteopathy authorized to
practice medicine or surgery by the state in which the doctors practice; or
• podiatrists, dentists, clinical psychologists, optometrists and chiropractors
(limited to manual manipulation of the spine to correct a subluxation as
demonstrated by X-ray to exist) authorized to practice, and performing
within the scope of their practice, under state law; or,
• nurse practitioners and nurse-midwives and clinical social workers
authorized to practice, and performing within
• the scope of their practice, as defined under state law; or
• Christian Science practitioners listed with the First Church of Christ,
Scientist in Boston, Massachusetts; or
• Any health care provider recognized by the employer or the employer's
group health plan benefits manager.
Maintenance of Health Benefits
A covered employer is required to maintain group health insurance coverage for
an employee on FMLA leave whenever such insurance was provided before the
leave was taken and on the same terms as if the employee had continued to
work. If applicable, arrangements will need to be made for employees to pay
their share of health insurance premiums while on leave.
In some instances, the employer may recover premiums it paid to maintain
health cove rage for an employee who fails to return to work from FMLA leave.
Job Restoration
Upon return from FMLA leave, an employee must be restored to the employee’s
original job, or to an equivalent job with equivalent pay, benefits, and other
terms and conditions of employment.
In addition, an employee's use of FMLA leave cannot result in the loss of any
employment benefit that the employee earned or was entitled to before using
FMLA leave, nor be counted against the employee under a "no fault" attendance
policy.
Under specified and limited circumstances where restoration to employment
will cause substantial and grievous economic injury to its operations, an
employer may refuse to reinstate certain highly-paid "key" employees after
using FMLA leave during which health coverage was maintained. In order to
do so, the employer must:
• notify the employee of his/her status as a "key" employee in response to the
employee's notice of intent to take FMLA leave;
• notify the employee as soon as the employer decides it will deny job
restoration and explain the reasons for this decision;
• offer the employee a reasonable opportunity to return to work from FMLA
leave after giving this notice; and
• make a final determination as to whether reinstatement will be denied at the
end of the leave period if the employee then requests restoration.
• A "key" employee is a salaried "eligible" employee who is among the highest
paid ten pe rcent of employees within 75 miles of the work site.
Notice and Certification
Employees seeking FMLA leave must provide 30-day advance notice of the need
to take FMLA leave when the need is foreseeable and such notice is practicable.
Employers may also require employees to provide:
• medical certifications supporting the need for leave due to a serious health
condition affecting the employee or an immediate family me mber;
• second or third medical opinions (at the employer's expense) and periodic
re-certification; and
• periodic reports during FMLA leave regarding the employee's status and
intent to return to work.

i. Company Group Benefits

Summarize here the various vacation, insurance and other benefits provided by
[Employer]. If the insurance benefits are published in another document, refer
to it here.

j. Acknowledgment of Receipt of [Employer]’s Employement

Manual & Sexual Harassment Policy
I acknowledge that I have received a true, full, and complete copy of
[Employer]’s Employment Manual and I agree to comply with these
Employment Manual & Sexual Harassment policies. I further acknowledge
that I have read the Employment Manual and the Sexual Harassment policy
and that I understand the contents set forth therein. I understand that the
Sexual Harassment policy and other rules apply to each and every individual
working for [Employer], including those working in a temporary capacity and to
third parties doing business with [Employer], such as suppliers, vendors,
couriers, etc. and that failure to comply with these policies may result in
disciplinary action up to and including discharge from employment.
______________________________________ ______________________________________
Employee Signature Date