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Include examples of what constitutes proprietary information or a trade secret. Reviewing your employee handbook and talking to an employment lawyer to ensure your social media policy adequately protects your business interests and can withstand legal challenges is a worthwhile investment.
Article courtesy of content partner BLR. Three things it should include. Our mission is [give mission statement]. This handbook replaces previous employee handbooks, memos, and manuals. We reserve the right to interpret, cancel, change, suspend, or dispute, with or without notice, all or any part of these policies, procedures, and benefits at any point.
Employees will be notified of changes. Changes take effect on dates determined by the Company. After changes take effect previous policies are void.
Individual managers and supervisors cannot change policies. We rely on the accuracy of employment application information and any other data candidates provide during the hiring process. Falsifications, misrepresentations, or material omissions may result in the exclusion of the candidate from consideration for employment.
If the candidate has been hired, termination of employment may be considered. You enter into this employment voluntarily and are free to resign at any time for any reason or no reason.
Likewise, [Company Name] is free to conclude its relationship with any employee at any time for any reason or no reason. Following a probationary period, the Employment Termination Policy in Section 3 is applicable. Human resources provides an orientation for new employees. This includes an overview of the company history, an explanation of company vision, mission, values, goals, and objectives.
Orientation also includes an explanation of tax and legal issues, benefits, and help completing necessary paperwork. Employees are presented with codes, keys, procedures, and secret handshakes needed to access their workspace. Supervisors introduce new hires to staff, explain company evaluation procedures, review position scope, and job description, and help them start working. Protecting trade secrets and confidential business information is essential to the success of [Company Name].
As a condition of employment, employees must sign a non-disclosure agreement. Employees improperly disclosing or using confidential business information or trade secrets are subject to disciplinary action, including termination and legal action, even if the disclosure does not benefit them.
We make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in undue hardship.
The probationary period for regular employees is for [90 days] from hire date. This is a time for management to evaluate new employees, and for new employees to evaluate the company. During the probationary period, the company and the employee can terminate employment without notice. Upon completion of the probationary period, a review will be given and benefits will begin as appropriate.
The standard workweek is [40] hours see Section 4. For calculating employee benefits, the workweek begins on [Sunday starting at a. Through Saturday ending at a. Employees receive a [minute] break for lunch. Lunch breaks generally are taken between the hours of [ a. And p. Emergencies including fires, severe weather, or power failures can disrupt company operations. Employees will receive an official notification from their supervisors if the company is closed due to an emergency.
Personnel files are [Company Name] property. Access to information they contain is restricted. Management personnel of [Company Name] who have a legitimate reason to review the file are allowed to. To review their own file employees should contact their supervisor or Human Resources Representative.
Employees are responsible for notifying their supervisor or [Company Name's] Human Resources Department of changes such as mailing address, telephone number, name, number of dependents, and emergency contacts.
Supervisors give formal performance reviews every [six months]. Informal performance reviews may be conducted more often. Performance reviews are for employees and supervisors to talk about current tasks and discuss ideas for meeting work goals.
Performance is directly tied to wage and salary increases. Performance reviews will have a direct effect on your compensation. Employees may hold outside jobs in non-related businesses or professions as long as there is no conflict of interest, performance standards and scheduling demands are met, and [Company Name] resources are not used for outside employment. Though [Company Name] usually takes a progressive approach to discipline, some actions are grounds for immediate employment termination.
Exempt employees shall give at least [four 4 weeks] written notice.
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