EMPLOYMENT AT-WILL: THE
EMPLOYMENT RELATIONSHIP
While we hope our relationship will be mutually beneficial, it should
be recognized that neither you nor Employee Handbook Website has entered into any
contract of employment for a definite term, express or implied. Your
employment with Employee Handbook Website is voluntary. Just as you voluntarily chose
to work here, you are free to resign. Similarly, Employee Handbook Website is free
to conclude the employment relationship at any time, with our without
cause, and with or without notice. The relationship between employee
and employer is at-will. While the
other policies in this handbook are subject to change with or without
notice, this at-will relationship can be changed only by a written agreement
expressly for that purpose, signed by the CEO. top
HARASSMENT
Employee Handbook Website is committed to providing an environment that is free from
discrimination and harassment. In keeping with this commitment, Employee Handbook Website maintains a strict policy prohibiting all forms of harassment,
including sexual harassment and harassment based on race, national or
ethnic origin, gender, religious beliefs, age, marital status, sexual
orientation or disability. This policy, unlike the other policies listed
in this handbook, extends to all employer agents and employees. This
includes all employees, temporary employees, leased employees and other
professional service providers. Furthermore, it prohibits harassment
in any form including verbal, non-verbal and physical harassment.
Sexual harassment may include, but
is not limited to, making unwanted sexual advances and requests for
sexual favors where either
(1) submission to such conduct is made an explicit or implicit term
or condition of employment;
(2) submission to or rejection of such conduct by an individual is used
as the basis for employment decisions affecting such individual; or
(3) such conduct has the purpose or effect of substantially interfering
with an individual's work performance or creating an intimidating, hostile
or offensive working environment.
Employees who violate any part of this policy are subject to discipline
up to and including the possibility of immediate discharge.
Any employee who believes he or she has been harassed should promptly
report the facts of the incident or incidents and the names of the individuals
involved to the Human Resources Department. It is the responsibility
of each employee to immediately report any violation or suspected violation
of this policy to Human Resources. Additionally, supervisors and managers
should immediately report any incidents of harassment to Human Resources.
The Human Resources Department will promptly and thoroughly investigate
any complaints of harassment. Appropriate corrective action, including
disciplinary action, will be taken when warranted. top
PROBLEM SOLVING PROCEDURE
We hope that you will have an enjoyable association with us throughout
your tenure. Nevertheless, we know that everyone, from time to time,
will experience the frustrations and growing pains that accompany a
successful career. There may be times when you feel you are not being
given the attention or feedback you deserve or, occasions may arise
when you feel your workload is too heavy or is not balanced enough.
Whatever the concern, we encourage you to speak with us to get the matter
resolved as quickly as possible. Most problems can be resolved simply
and fairly, or avoided entirely, if we learn of them promptly. If you
want a prompt resolution to your problem, please discuss it when it
happens. Feel free to speak with your direct manager, the Human Resources
Department, General Counsel, and/or CEO. Nothing in this problem solving
procedure is intended to create an express or implied agreement that
alters the employment-at-will relationship that exists. top
SUBSTANCE ABUSE TESTING POLICY
Employee Handbook Website maintains a strict policy against the use of unlawful drugs
while at work or while on company premises. To facilitate the administration
and enforcement of this policy, the Employee Handbook Website may require or request
employees to submit to drug or substance abuse testing under certain
circumstances.
In cases where an employee’s manager has reasonable suspicion
to believe that the employee possesses or is under the influence of
drugs and/or alcohol and such use or influence may adversely affect
the employee’s job performance, or the safety of the employee
or co-workers, alcohol and/or drug screening may be ordered. This suspicion
must be based on any objective symptoms, such as factors related to
the employee’s appearance, behavior, speech and/or other facts.
If an employee is on medically prescribed medication, it is the employee’s
responsibility to advise his/her supervisor of this fact before he or
she reports to work.
Testing may also be required if an employee is found to be in possession
of physical evidence – either on their person or at their work
station - that could be connected with the use of an illicit drug. Such
evidence includes, but is not limited to drugs, drug paraphernalia or
alcohol. It should be emphasized that possession of drugs or alcohol
on Employee Handbook Website property is prohibited whether or not it is determined
that the employee also used such substances. top
PROGRESSIVE DISCIPLINE
Employee Handbook Website must retain the ability to discipline employees where it
determines that such action is warranted. Although all employment relationships
are terminable at-will, at any time, either at the employee’s
option or at the option of the company, Employee Handbook Website may exercise its
discretion to administer a system of progressive discipline in cases
where it deems it appropriate. That system may include various forms
of discipline, such as a verbal counseling, one or more written notices,
and termination. However, progressive discipline is not mandatory or
binding. The company reserves the right to deviate from any formal system
of discipline. top
OFFICE AND DESK INSPECTION
Employee Handbook Website has attempted to provide you with a comfortable and efficient
office work area. If you believe you need additional supplies or equipment
to assist you in your work, or any changes for safety or ergonomic reasons,
please inform the Facilities Manager. We will try to accommodate your
requests.
Additionally, while we respect your privacy, there may be instances
when we will need to search work areas, desk drawers or computer directories
-- for example, to search for a missing file or to investigate possible
problem. Business property and equipment, provided to you to do your
work, is not private and Employee Handbook Website may have access when necessary.
Prohibited materials, including weapons, explosives, alcohol, illegal
drugs or substances, and sexually suggestive materials may not be placed
in an office or desk. Employees, who, if requested, fail to cooperate
in any inspection, will be subject to disciplinary action, including
termination. Employee Handbook Website is not responsible for any articles that are
placed or left in an office or desk that are lost, damaged, stolen or
destroyed. top
ACCEPTABLE USE OF Human Resources
POLICY
Employee Handbook Website has established this Internet, Intranet, e-mail, and electronic
communication policy in an effort to make certain that employees utilize
electronic communications devices in a legal, ethical, and appropriate
manner. We have devised this policy in a manner that addresses the company's
legal responsibilities and concerns regarding the fair and proper use
of all electronic communications devices within the company.
Scope of Policy
This policy extends to all features of the company's electronic communications
systems, including all computing equipment, (hardware and software),
networking equipment,, connections to the Internet, and all voice and
video equipment, i.e. any form of electronic communication used by employees
currently or in the future.. All employees of Employee Handbook Website are subject
to this policy and are expected to read, understand, and comply fully
with its provisions.
Standards and Rules
It may not be possible to identify every standard and rule applicable
to the use of electronic communications devices. Employees are therefore
encouraged to utilize sound judgment whenever using any feature of the
communications systems. In order to offer employees some guidance, the
following principles and standards should be clearly understood and
followed:
- The company's policy against harassment, including
sexual harassment, extends to the use of computers, the Internet, and
any component of the communications systems. In keeping with that policy,
employees should not use any electronic communications device in a manner
that would violate that policy.
- The company's anti-discrimination policies extend
to the use communications systems. Any employee who uses any electronic
communications device in any manner that violates the company's anti-discrimination
policies or commitment to equal employment opportunity will therefore
be subject to disciplinary action, including the possibility of immediate
termination.
- Employees may not use an electronic communications
device for a purpose that is found to constitute, in the company's sole
and absolute discretion, a commercial use that is not for the direct
and immediate benefit of the company or that is competitive to the interests
of the company
- Employees may not use any electronic communications
device in a manner that violates the trademark, copyright, or license
rights of any other person, entity or organization.
- Employees should identify all communications as
"privileged and confidential" when it is accurate and appropriate
to do so. In this manner, the company can assert any protections, privileges
and rights relating to communications if it becomes necessary to do
so.
Access
Employee Handbook Website must retain the right and ability to enforce policy and to
monitor compliance with its terms. While computers and other electronic
devices are made accessible to employees to assist them in performing
their jobs and to promoting the company's interests, all computers and
electronic devices, must remain fully accessible to the company, and will
remain the property of Employee Handbook Website.
Again, while we respect the privacy of your working environment, Employee Handbook Website
retains the right to gain access to any information received by, transmitted
by, or stored in any such electronic communications device, either with
or without an employee's knowledge, consent or approval.
Telephone Monitoring
Company telephone lines are limited and are designed only for business
use. Personal phone calls should be kept to a minimum. All personal long-distance
calls must be charged to your home phone or credit card.
Compliance is Essential
Employees who violate any respect of this policy or who demonstrate poor
judgment in the manner in which they use electronic communications devices
will be subject to disciplinary action, up to and including the possibility
of immediate termination. Employees who have any questions regarding this
policy should bring them to the immediate attention of the Human Resources
Department. top
TRAVEL AND ENTERTAINMENT
Employee Handbook Website recognizes that travel and entertainment expenses are sometimes
incurred in order to further our business objectives, and therefore, when
reasonable and appropriate, these expenses may be reimbursed by the company.
Expenses must be submitted for reimbursement within 3 months of being
incurred, or they will not be reimbursed. Upon termination, employees
must submit all expenses for reimbursement within 30 days of their departure.
Without exception, expenses submitted outside those time frames will not
be reimbursed. Employees should refer to the Travel and Entertainment
policy for further information and guidelines top
REFERENCE REQUESTS
In an effort to protect and respect every member of the Employee Handbook Website community,
employees should refrain from providing information on their fellow employees
to any outside entity. An employee who receives a request for information
concerning a past or present employee should redirect inquiries to Human
Resources. Human Resources will normally verify an employee's dates of
employment, and position or positions held. A written disclosure authorization
and release is required before any information regarding salary is furnished.
Strict adherence to this policy is required. Any violation of this policy
may result in disciplinary action up to and including immediate termination. top
ATTENDANCE
Employee Handbook Website's success depends on the ability for all employees to work
as a team. Every person's contribution is needed on a daily basis, so
it is important that everyone maintain regular and punctual attendance.
Therefore, absenteeism and tardiness must be kept to a minimum. If an
employee is unable to report for work, he or she should notify his or
her manager prior to the start of the workday. Unreported and excessive
absences or chronic tardiness may result in disciplinary action, up to
and including immediate termination.
If an employee is absent for three days without notifying his or her manager,
it is assumed that the employee has abandoned his or her position with
Employee Handbook Website, and is considered to have voluntarily resigned. top
UPON LEAVING Employee Handbook Website
Should you wish to resign your employment, we request that you notify
your manager at least two weeks in advance. This will enable us to arrange
for a replacement. You may be asked at that time to give us an evaluation
of your employment with us. We hope this constructive exchange will help
us identify any areas that need further attention to provide the best
possible work environment.
top
SEVERANCE PAY
Employee Handbook Website does not maintain a formal severance pay policy or provide
severance pay to employees who separate from its employ for any reason.
Severance pay should therefore not be expected. However, the company reserves
the right to make exceptions to this policy in its sole and absolute discretion. top
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