员工手册(英文版)


    
    PIC
    Sample Company Policies
    And Procedures

    January 2004






















    Printing Industries of California
    5800 South Eastern Avenue Suite 400
    PO Box 910936
    Los Angeles CA 900910936







    CostPIC Member Free February 3 2004
    NonMember 300
    PURPOSE OF THIS SAMPLE

    Printing Industries of California (PIC) recognizes the value of wellwritten company personnel policies and procedures Over the years PIC has published sample employee handbook language covering basic employment policies Members have used this language as a guide in creating written policies and procedures covering the company’s employment practices and philosophies

    This publication like others before it does not claim to be allinclusive or a final product New State and Federal laws and legal decisions will require this sample to be updated along with the company's employee handbook to reflect these changes Further each company must develop an employee handbook which reflects the employment practices unique to the company's operation and philosophies Consequently a publication such as this sample must be flexible and open ended to accommodate these differences in employment practices and philosophies

    In initiating or revising your company personnel policies or employee handbook do not hesitate to call Doug Moore Vice President of Human Resources for assistance

    Although an effort has been made to provide sample language which is consistent with applicable law employers using this or other language may wish to have a labor attorney review their employee handbook before publication

    PIC would like to extend a special thanks to the Employment Law Department at the law firm of Silver & Freedman They have provided a good portion of the language contained in this sample handbook and review its contents from time to time

    (EDITOR’S NOTE HEALTH BENEFITS FOR EMPLOYEES ON WORKERS’
    COMPENSATION DISABILITY AND OTHER LEAVES)

    The California Workers’ Compensation Appeals Board (WCAB) has decided in Navarro v A&A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to persons on temporary Workers’ Comp disability A&A Farming obtained its coverage from the Western Growers Trust a California licensed MEWA as is the PIASC PINC and PIASD Benefit Trusts so it is clear that the decision applies to those firms who obtain health coverage from the PIASC PINC or PIASD Benefit Trusts Firms that do not obtain their coverage from the Benefit Trust may probably rely on the same decision but it is less certain If health coverage ceases under such a policy affected employees (in firms of two or more employees) become eligible for COBRA extension

    Companies can choose to make employer payments for more or less time than the 12 weeks suggested in the sample language with the following exceptions Companies covered by the Family and Medical Leave Act must pay for at least 12 weeks and all companies must pay for up to 31 days for employees activated for military service The company’s policy of payments should be the same for all leaves the company grants so as not to be discriminatory



    TABLE OF CONTENTS
    PAGE
    Introduction ………………………………………………………………………… 6
    History of Company and Marketing Services Performed………………………… 6
    Foreword …………………………………………………………………………… 6
    Your Industry ……………………………………………………………………… 7
    Reference Checks…………………………………………………………………… 7
    Background Checks and Consumer Reports……………………………………… 7
    Terms of Employment ……………………………………………………………… 8
    Employee Classification …………………………………………………………… 8
    Independent Contractor Agency Temp or Leased Personnel ……………………… 9
    Employment of Relatives …………………………………………………………… 9
    Non–Harassment Policy …………………………………………………………… 9
    Solicitation and Distribution Rule ………………………………………………… 11
    Equal Employment Policy ………………………………………………………… 11
    Reasonable Accommodation for Disabilities Pregnancy and Lactation…………… 12
    Immigration Reform and Control Act ……………………………………………… 13
    OffDuty Employees ……………………………………………………………… 13
    Conflict of Interest ………………………………………………………………… 13
    Off Duty Conduct……………………………………………………………… 13
    Personal Involvement ………………………………………………………… 14
    Appearance and Courtesy ………………………………………………………… 14
    Advancing With the Company …………………………………………………… … 14
    Performance Evaluations ………………………………………………………… 14
    Promotions ……………………………………………………………………… 14
    Open Door Policy …………………………………………………………………… 14
    Rumors ……………………………………………………………………………… 15
    Customer Property …………………………………………………………………… 15
    Confidentiality and NonDisclosure ………………………………………………… 15
    Company Equipment Monitoring Access and Inspection…………………………… 16
    Voice Mail Email & Computer Files ……………………………………………… 16
    Hours of Work – Workweek ………………………………………………………… 17
    Excessive TardinessAbsenteeism …………………………………………………… 18
    Working Conditions ………………………………………………………………… 18
    Pay Day ………………………………………………………………………… 18
    Hours of Work …………………………………………………………………… 18
    Time Records…………………………………………………………………… 18
    Overtime Authorization and Requirement ……………………………………… 19
    Holiday Pay ……………………………………………………………………… 19
    Vacation Pay …………………………………………………………………… 19
    Sick Leave Pay ………………………………………………………………… 20
    Overtime Pay …………………………………………………………………… 21
    Reporting Time Pay ……………………………………………………………… 22
    Uniforms ………………………………………………………………………… 22
    Meal Period…………………………………………………………………… … 22
    Break Periods ……………………………………………………………………… 23
    Insurance Programs (Required by Law) …………………………………………… 23
    Workers' Compensation ………………………………………………………… 23
    Workers' Compensation Fraud ………………………………………………… 23
    State Disability Insurance ……………………………………………………… 23
    Paid Family Leave Insurance…………………………………………… 24
    State Unemployment Insurance ……………………………………………… 24
    Federal Social Security (FICA) …………………………………………… 24
    Profit Sharing 401 k or Pension Plan……………………………………………… 25
    Company HealthLife Insurance ………………………………………………… 25
    Employee Purchases ……………………………………………………………… 25
    Time Off To Vote ………………………………………………………………… 25
    Jury Duty Time Off……… ……………………………………………………… 25
    Judicial Leaves……………………………………………………………………………… 25
    Court Appearances……………………………………………………………… 25
    Domestic Violence or Sexual Assault………………………………………… 26
    Victims of Crime……………………………………………………………… 26
    Bereavement Time Off …………………………………………………………… 26
    School Activities Time Off ……………………………………………………… 27
    Literacy Education Time Off…………………………………………………………… 27
    Leaves of Absence ………………………………………………………………… 27
    Compensation and Benefits Accruals While on Leave of Absence…………… 27
    NonRetaliation………………………………………………………………… 28
    Personal (NonIndustrial) Leave of Absence ……………………………… 28
    Family and Medical Care Leave of Absence ………………………………… 29
    PregnancyChildbirth Leave of Absence ……………………………………… 30
    Industrial Medical Leave of Absence ………………………………………… 31
    Military Leave of Absence …………………………………………………… 32
    Physical Examinations Following A Leave………………………………………… 33
    Personal Loans …………………………………………………………………… 34
    Personal Mail andor Telephone Calls …………………………………………… 34
    Bulletin Board ……………………………………………………………………… 34
    Good Housekeeping ………………………………………………………………… 34
    Radios In Work Areas ……………………………………………………………… 34
    Keep Your Record Up To Date …………………………………………………… 34
    Request For Payroll Records………………………………………………………… 35
    Health Insurance portability and Accountability Act (HIPAA)…………………… 35
    Personnel Records ………………………………………………………………… 35
    Loss of Company Property ………………………………………………………… 35
    Company Work Rules ……………………………………………………………… 36
    Your Safety ………………………………………………………………………… 37
    Hazardous Substance Training ……………………………………………………… 37
    Injury and Illness Prevention Program ……………………………………………… 37
    Smoking Restriction ………………………………………………………………… 37
    Workplace Security Policy ………………………………………………………… 37
    Safe Operation of Vehicles…………………………………………………………… 38
    Standards of Conduct ……………………………………………………………… 39

    Company Safety Rules ……………………………………………………………… 40
    Life Threatening Diseases…………………………………………………………… 42
    Bloodborne Pathogens ……………………………………………………………… 43
    Reporting On the Job Injuries or Illnesses ………………………………………… 43
    Emergency Medical Service ………………………………………………………… 43
    First Aid …………………………………………………………………………… 43
    Fire Extinguishers …………………………………………………………………… 44
    Employee Handbook Revisions ……………………………………………………… 44
    Receipt and Acknowledgement for Employee Handbook …………………………… 44








































    INTRODUCTION

    This is your employee handbook It was prepared for you to help you better understand what you can generally expect from <______________________> This handbook replaces any and all earlier personnel or employee handbooks policies and procedures benefit statements and memoranda whether written oral or established by practice

    The information in this handbook is important to all of our employees Read the manual now and keep it in a convenient place You will want to refer to your handbook when you have questions about company policies and benefits

    Naturally you won’t find answers to all your questions in the handbook It is neither a law book nor a catalog of personnel policies In preparing this handbook we have not tried to give you the minute details of each policy Instead we have attempted to present a summary of some of the more important policies No written statement no matter how complete can be a substitute for direct daily contact with your immediate supervisor

    Throughout your handbook you will be urged to check with your supervisor or<_______________> for complete information on employee policies and benefits This advice is continually repeated because its importance can’t be overemphasized

    If your supervisor or <____________> doesn’t have an immediate response to your question he or she will get the information you seek and pass it along to you promptly

    Circumstances will obviously require that the policies practices and benefits described in the handbook change from time to time The company reserves the right to amend modify rescind delete supplement or add to the provisions of this handbook as it deems appropriate from time to time in it’s sole and absolute discretion However no amendment or modification of the Terms of Employment provisions of this handbook shall be effective unless made in writing and signed by the President of the company The company will attempt to provide you with notification of any other changes as they occur

    HISTORY OF COMPANY AND MARKETING SERVICES PERFORMED

    <_____________________________________________________________________>

    FOREWORD

    Our employee handbook is a tool to help promote a cooperative and healthy atmosphere to spell out policies relative to hours wages conditions of employment and to provide for the administration of these policies in the interests of all concerned in keeping with conditions in our area and industry

    We are presenting this employee handbook because we feel that if you understand basically what is expected of you and what you may expect of the company we shall have an organization which better meets the needs of our customers

    The statements as set forth in this book have not been arbitrarily established Each of them has a sound background of common sense based on the experiences of this company Employees have suggested many and we will further welcome suggestions from you that will aid in maintaining a constructive and harmonious relationship

    Our single most common goal must be to work together to meet the needs of our customers remembering our customers are mutually our most important asset

    YOUR INDUSTRY

    The printing industry is one of the largest and most important manufacturing industries in the United States It is closely related to every other industry In its production it borrows from agriculture the extractive industries and the machinery electrical and computer industries in its distribution it utilizes the modern agencies of advertising communication and transportation in its usefulness it is the service industry of all

    California has grown into the number one printproducing industry in the nation The printing industry in fact is the largest manufacturing sector in California in number of firms When the allied industries of commercial printing publishing reprographics and various specialty printing were added together in 2001 they produced 148 billion in the state’s economy and employed 111 356 people

    Despite the fact that it is classified as a trade in the minds of many people printing is one of the arts It is a branch of the Graphic Arts field and as such is the means of preservation of all the other arts known to humanity

    REFERENCE CHECKS

    To ensure that individuals joining the Company are qualified and have the potential to be productive and successful the Company will check the employment references of all applicants Every offer of employment is contingent upon the appropriate completion of a reference check

    No references will be given concerning any present or past employee of the company unless the Company has received a written request for such a reference Only _____________________________ may respond to a request for a reference Such response will only confirm the dates of employment and position held and will be in writing If an employee has given written authorization the Company will also provide information on the amount of salary or wages earned by the employee

    BACKGROUND CHECKS AND CONSUMER REPORTS

    The company may require your consent to obtain a consumer report in connection with your initial application for employment your application for a new postion in the Company or an investigation into possible wrongful conduct by you A consumer report may contain information regarding your credit worthiness credit standing credit capacity character general reputation personal characteristics or mode of living The company will use this information for employment purposes only

    Refusal to authorize the obtaining of a consumer report by the Company may be a basis for denial of employment or other adverse employment action The content of the consumer report may also be the basis for denial of employment denial of a particular job position or other adverse employment action You will be advised if the Company elects to take adverse employment actions against you based in whole or in part on a consumer report

    Unless you are suspected of wrongdoing before requesting the consumer report the Company will notify you of its intent to make the request The Company will provide you with the name and address of every creditreporting agency from which the Company may obtain the consumer report If you specifically request a copy within three days of the Company receipt of the report you will be provided with a copy free of charge

    TERMS OF EMPLOYMENT

    Despite any disciplinary procedures or company rules standards of conduct or regulations your employment is at will which means the relationship between employer and employee may be terminated by either party unilaterally’ at any time with or without notice for any reason or for no reason at all This handbook contains the entire agreement between you and the company as to the duration of employment and the circumstances under which employment may be terminated

    Further the company can demote transfer suspend or otherwise discipline an employee in its sole and absolute discretion Nothing in this handbook or any other personnel document including benefit plan descriptions creates or is intended to create a promise or representation of continued employment or for continued or indefinite employment at a specific position or rate of pay

    Only the President of the company has any authority to enter into any agreement contrary to the Terms of Employment stated in this policy and such an agreement would have to be in writing and signed by the President

    EMPLOYEE CLASSIFICATIONS

    You will be advised of your employee classification at the time of hire promotion transfer or if any other change in your position with the company occurs Since all employees are hired for an unspecified duration assignment to any of these classifications does not guarantee employment for any specific length of time Regardless of classification employment is at the mutual consent of you and the company Accordingly either you or the company can terminate the employment relationship at will at any time with or without notice

    Full Time Employees are those normally scheduled for 40 hours of work per week

    Part Time Employees are those normally scheduled to work less than 40 hours of work per week Parttime employees are not eligible for company fringe benefits available to fulltime employees

    Casual Employees are those who are hired on that basis and work for a special job andor period of time Such employees are not eligible for company fringe benefits available to fulltime employees

    NonExempt Employees Those employees who are subject to the provisions of federal and state law requiring the payment of overtime are considered to be nonexempt

    Exempt Employees Those employees who are not subject to the provisions of federal and state law requiring the payment of overtime are considered exempt Exempt employees in our industry normally include professional executive administrative and certain outside sales personnel

    INDEPENDENT CONTRACTOR AGENCY TEMP OR LEASED PERSONNEL

    An independent contractor agency temp or leased individual is any person who is classified by the company as such as evidenced by the company’s failure to withhold taxes from their compensation Independent contractors agency temps or leased employees are not employees of the company Even if the person is later reclassified by an action of a court or administrative agency as an employee of the company he or she is not eligible for any retroactive company sponsored benefits

    EMPLOYMENT OF RELATIVES

    Our company permits employment of relatives However the employment of relatives in the same department can create a conflict of interest Therefore immediate family members (see definition below) should not work in the same department for the same supervisor or for a supervisor who is an immediate family member Working in the same department for a different supervisor is permitted

    Immediate family members include spouse inlaws step relatives domestic partner parent child or stepchild sister or brother

    NONHARASSMENT POLICY

    Harassment in employment including sexual racial and ethnic harassment as well as any other harassment forbidden by law is strictly prohibited by the Company Employees who violate this policy are subject to discipline including possible termination

    Racial ethnic and other forms of prohibited harassment include but is not limited to

    1 Visual conduct including displaying of derogatory objects or pictures cartoons or posters

    2 Verbal conduct including making or using derogatory comments epithets slurs and jokes

    In addition sexual harassment is defined by the regulations of the Fair Employment and Housing Commission as unwanted sexual advances or visual verbal or physical conduct of a sexual nature Sexual harassment includes gender harassment and harassment on the basis of pregnancy childbirth or related medical conditions and also includes sexual harassment of an employee of the same gender as the harasser This includes but is not limited to the following types of offensive behavior

    1 Unwanted sexual advances

    2 Offering employment benefits in exchange for sexual favors

    3 Making or threatening reprisals after a negative response to sexual advances

    4 Visual conduct including leering making sexual gestures displaying of sexually suggestive objects or pictures cartoons or posters

    5 Verbal conduct including making or using derogatory comments epithets slurs and jokes

    6 Verbal sexual advances or propositions

    7 Verbal abuse of a sexual nature graphic verbal commentaries about an individual's body sexually degrading words used to describe an individual suggestive or obscene letters notes or invitations

    8 Physical conduct including touching assault impeding or blocking movements

    Examples of sexual harassment include (a) an employee being fired or denied a job or an employment benefit because the employee refused to grant sexual favors or because he or she complained about the harassment (b) an employee reasonably quitting his or her job to escape harassment or (c) an employee being exposed to a hostile work environment

    The Company will take all reasonable steps to prevent harassment from occurring and will take immediate and appropriate action when the Company knows that unlawful harassment has occurred

    If you have been harassed by a coworker supervisor agent vendor or customer or if you believe that another employee has been harassed you have a duty to promptly report the facts of the incident or incidents and names of the individuals involved to (Option Human Resources) (Option______________________or _____________________)

    The matter will be immediately and thoroughly investigated and confidentiality will be maintained to the extent possible After reviewing the evidence a determination will be made concerning whether reasonable grounds exist to believe that harassment has occurred It is the obligation of all employees to cooperate fully in the investigation process The Company considers any harassing conduct to be a major offense which can result in disciplinary action for the offender up to and including discharge

    The Company will take action to deter any future harassment In addition disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing harassment to the attention of management The persons involved will be advised of the determination if appropriate

    The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about harassment from any further acts of harassment coercion or intimidation and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged harassment

    If any employee believes that the above procedure has not resolved his or her situation that employee may contact the California Department of Fair Employment and Housing (DFEH) at (916) 4459918 to determine the location of the branch of the DFEH that is nearest to the employee to file a claim within one year of the date that the harassment occurred The DFEH serves as a neutral factfinder and will attempt to assist the parties to voluntarily resolve their dispute In the event that the DFEH is unable to obtain voluntary resolution and finds that harassment has occurred the Fair Employment and Housing Commission (FEHC) may hold a hearing and award reinstatement backpay and monetary damages

    No action will be taken against any employee in any manner for opposing harassment or for filing a complaint with or otherwise participating in an investigation proceeding or hearing conducted by the DFEH or the FEHC with respect to harassment

    SOLICITATION AND DISTRIBUTION RULE

    In order to prevent disruptions in the operation of the company and in order to protect employees from harassment and interference with their work the following rules regarding solicitation and distribution of literature on company property must be observed

    Employees During working time no employee shall solicit or distribute literature to another employee for any purpose Working Time refers to that portion of the working day in which the employee is supposed to be performing actual job duties it does not include such times as lunchtime break time or time before or after a shift

    Thus no employee who is on working time shall solicit or distribute literature to another employee No employee who is on nonworking time shall solicit or distribute literature to an employee who is on working time

    No employee shall distribute literature to another employee for any purpose in working areas of the company

    No employee shall solicit or distribute literature to any visitors at any time for any purpose

    NonEmployees Persons who are not employed by the company shall not distribute
    literature or solicit employees or visitors at any time for any purpose on company
    grounds or inside the company plant or office

    EQUAL EMPLOYMENT POLICY

    The Company is an equal opportunity employer and makes employment decisions on the basis of merit We want to have the best available people in every job Therefore the Company does not discriminate and does not permit its employees to discriminate against other employees or applicants because of race color religion sex sexual orientation gender identity or expression pregnancy marital status national origin citizenship veteran status ancestry age physical or mental disability (an impairment that limits a major life activity) medical condition (cancerrelated) genetic characteristic or any other consideration made unlawful by applicable laws Equal employment opportunity will be extended to all persons in all aspects of the employeremployee relationship including recruitment hiring upgrading training promotion transfer discipline layoff recall and termination

    If you believe that you or another employee has been subjected to any form of unlawful discrimination you have a duty to promptly report the facts of the incident or incidents names of the individuals involved and the names of any witnesses to (Option Human Resources) (Option______________________or _____________________)

    The matter will be immediately and thoroughly investigated and confidentiality will be maintained to the extent possible After reviewing the evidence a determination will be made concerning whether reasonable grounds exist to believe that discrimination has occurred It is the obligation of all employees to cooperate fully in the investigation process The Company considers any conduct based on unlawful discrimination to be a major offense which can result in disciplinary action for the offender up to and including discharge

    The Company will take action to deter any future discrimination In addition disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing discrimination to the attention of management The persons involved will be advised of the determination if appropriate

    The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about discrimination from any further acts of discrimination coercion or intimidation and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged discrimination

    REASONABLE ACCOMMODATION FOR DISABILITIES PREGNANCY AND LACTATION

    Disability Accommodation The company will make reasonable accommodations for the known physical or mental disabilities of an otherwise qualified applicant for employment or employee unless undue hardship would result Any applicant or employee who requires accommodation in order to perform the essential functions of a job should contact <__________________> The applicant or employee should advise the company what accommodations he or she believes are needed in order to perform the job Together with the applicant or employee the company will engage in an interactive process to determine effective reasonable accommodations if any If such an accommodation is possible and will not impose undue hardship upon the company the company will make the accommodation

    The company also reserves its right to require an employee to undergo a fitness for duty medical examination at the company’s expense if the company believes or suspects that the employee may not be able to perform the essential duties of the job without risk of harm to him or herself or others In such an instance the company will so advise the employee in writing of the need for the examination Depending on the situation the company reserves the right to suspend employment pending the results of the examination

    Pregnancy Accommodation A pregnant employee may request a reasonable accommodation of her condition upon presentation of a doctor’s written certification attesting that the accommodation request is upon the doctor’s advice Such an accommodation may include but is not limited to a transfer to a less strenuous or hazardous position If such a transfer can be reasonably accommodated a pregnant employee will be transferred for the duration of her pregnancy However the company will not undertake to create additional employment that the company would not otherwise have created to meet its own business needs The company will not be required to discharge any employee transfer any employee with more seniority than the pregnant employee or to promote any employee who is not qualified to perform the job Upon transfer an employee will receive the salary and benefits which are regularly provided to employees in the position to which the employee has transferred

    Lactation Accommodation Employees who wish to express breast milk at work may request a reasonable accommodation to do so which may include increased break time and privacy

    IMMIGRATION REFORM AND CONTROL ACT

    The Immigration Reform and Control Act requires all individuals pass a verification procedure including the completion of an Employment Verification Form before they are permitted to work This verification procedure requires that all new employees provide satisfactory evidence of identity and legal authority to work in the United States that comply with the requirements of the Immigration law

    If an employee has provided right to work documentation that has an expiration date updated documentation must be given to the Company before this expiration date

    OFFDUTY EMPLOYEES

    All employees are required to leave the company property at the end of their regular working hours You are not permitted to return to the company until the start of the next workday without permission of management or unless your supervisor calls you back for extra work or asks you to work overtime

    CONFLICT OF INTEREST

    Employees are required to avoid any conflict of interest during their employment by the company Any involvement that conflicts with an employee’s duties or responsibilities or affect the employee’s judgment in making a decision affecting the company will be considered a conflict of interest This includes any direct or indirect business management or financial interest or activity whether or not for compensation in any business or entity that is a competitor customer supplier or vendor of the company

    Employees may engage in or have outside business or personal interests or activities that do not constitute a conflict of interest with their employment by the company The company requires that these activities or interests do no adversely affect an employee’s capacity to perform his or her functions or result in conflicting loyalties

    Off Duty Conduct – While the company does not seek to interfere with your off duty
    conduct certain types of off duty conduct may interfere with the company’s legitimate
    business interests

    Employees are expected to conduct their personal affairs in a manner that does not adversely
    affect the company’s integrity reputation or credibility Off duty conduct that adversely
    affects the company’s legitimate business interests or an employee’s ability to perform his
    or her work will not be tolerated and may result in discipline up to and including
    termination

    Personal Involvement Personal or romantic involvement with a competitor customer
    vendor or supplier may impair an employee’s ability to exercise good judgment on behalf of
    the company An employee should immediately disclose any relationship of this type to his
    or her supervisor The company will determine if any actual conflict of interest exists If a
    conflict is determined to exist the company will take whatever corrective action it deems to
    be appropriate

    APPEARANCE AND COURTESY

    Neatness and good taste in dress care in personal cleanliness interest in your work and a willing cooperative attitude toward associates customers and visitors are recognized and appreciated business assets

    No matter what your position might be it’s important to remember that good manners give a good impression Being pleasant and courteous to customers visitors and your coworkers is an important part of your job

    ADVANCING WITH THE COMPANY

    Performance Evaluations Periodic evaluations may be made to determine your individual progress training needs and potential pay increases Pay increases are not automatic and depend on factors such as the employee's demonstrated job proficiency and the company's ability to pay

    Promotions The chance to advance is important to each of us By promoting from within our organization when present employees are qualified and as justified by our company needs and growth the company offers as many opportunities for advancement as possible

    OPEN DOOR POLICY

    Our company recognizes that in any employee group problems difficulties and misunderstandings may arise It is the desire of the company to see that every problem is handled promptly To this end the company will endeavor

    1 To invite employees to talk frankly with their supervisor or to anyone else in authority when they have a problem of any kind with the assurance that it will not be held against them by their supervisor or anyone else in authority

    2 To provide an open door at all times for employees to discuss with upper
    management any decision they feel to be unfair

    The company is most sincere in encouraging any employee who feels he or she has not been treated properly or who has a problem of any kind to make it known to management through the open door policy

    RUMORS

    Rumors are always destructive to all concerned—they benefit no one For information about the company or about things that are being done that you think will affect your job ask your supervisor or <_____________> Please feel free to do this—don’t depend on rumors get the facts

    You are expected to discourage the practice of starting or spreading rumors and to refrain from being a party to such actions

    CUSTOMER PROPERTY

    Work being performed for our customers is their property and may be confidential The removal of any samples of work in process finished goods spoiled sheets or any other materials or supplies from the premises may place the company in an embarrassing position with the customer and may possibly lead to the loss of the customer’s business andor legal complications

    CONFIDENTIALITY AND NONDISCLOSURE

    The company may provide and make available to you certain information regarding our business including without limitation

    various sales and marketing information

    actual and potential customer and lead names addresses telephone numbers and
    specific characteristics

    mailing labels

    sales report forms

    pending projects or proposals

    methods of production (including quality control and packaging)

    business plans and projections including new product facility or expansion plans

    pricing information (such as price lists quotation guides previous or outstanding quotations equipment prices or billing information)

    estimating programs and methodology

    the techniques used in approach or result of any market research

    advertising sources

    financial information about the company

    customer information reports and

    mailing plans and programs

    whether written or verbal or contained on computer hardware or software disk tape
    microfiche or other media (Information) This Information is of substantial
    value highly confidential and is not known to the general public It is the subject of reasonable efforts to maintain its secrecy constitutes the professional and trade secrets of the company and is being provided and disclosed to you solely for use in connection with your employment by the company

    In consideration of your employment and receipt of the Information you agree that you

    (1) Will regard and preserve the Information as highly confidential and the trade
    secrets of the company

    (2) Will not disclose nor permit to be disclosed any of the Information to any
    person or entity absent written consent and approval from the company

    (3) Will not photocopy or duplicate and will not permit any person to photocopy or duplicate any of the Information without the company’s written consent and approval

    (4) Will not make any use of Information for their own benefit or the benefit of any person or entity other than the company

    (5) Will return all Information to the company immediately upon request for it

    Nothing in this policy alters the atwill nature of the employment relationship

    COMPANY EQUIPMENT MONITORING ACCESS OR INSPECTION

    All Company business machines equipment and furnishing including but not limited to desks cabinets files and lockers are Company property and the Company reserves the right to monitor access and inspect such equipment and furnishings Therefore employees should have no anticipation of privacy with respect to any information or material stored in Company owned equipment and furnishings

    VOICE MAIL EMAIL AND COMPUTER FILES

    Company provided voice mail Email and computers are to be used for business purposes only and may not be used for personal business These systems are maintained by the company in order to facilitate company business Therefore all messages sent received composed andor stored on these systems are the sole property of the company

    Company computers should not be used to access online data bases or Internet services unless such access is for work related purposes The company understands that on occasion employees may need to conduct personal business using computing resources Such use must be limited to break time and does not excessively use computing and network resources Excessive use of computer andor network resources includes but is not limited to listening to audio broadcasts (live or prerecorded) on the internet viewing video broadcasts (live or prerecorded) downloading large datafiles for personal use Allowing access to computing and network resources from the internet is strictly prohibited unless expressly authorized by Computer Operations and the supervisor in which the computing and network resources reside

    The company understands that on occasion family members or others may need to leave personal messages on the voice mail system for an employee and is willing to accommodate this to a limited degree However personal use of the voice mail system which interferes with an employee’s work performance will not be permitted

    Messages or communications on the company’s voice mail Email or computer systems are subject to the same policies regarding harassment and discrimination as are any other workplace communications The company will not tolerate offensive harassing or discriminatory content Content that is considered offensive includes but is not limited to any message which contains sexual implications racial slurs genderspecific comments or any other statement that offensively addresses someone’s age sex sexual orientation pregnancy status marital status religious or political beliefs ancestry national origin citizenship or disability

    Employees should have no anticipation of privacy with respect to company provided voice mail Email and computer based communications Even when a message is erased it may still be possible to retrieve it from a backup system Therefore employees should not rely on erasure of messages to guarantee that a message remains private The company reserves the right to listen to employee voice mail and read Email messages and to access employee computer files to ensure compliance with these rules This may be done without notice to any employee and in the employee’s absence

    Notwithstanding the company right to retrieve and review such material such material should be treated as confidential by other employees and accessed only by the intended recipient Employees are not authorized to retrieve any voice mail or Email messages that are not addressed to them

    Employees are prohibited from using passwords without prior company authorization and registration The existence of a password on voice mail Email or computer systems is not intended to indicate the messages or other communications will remain private

    Employees are prohibited from loading any software onto a company provided computer where such action would violate the software license Employees are prohibited from loading any software onto a company provided computer without the express approval of their manager or supervisor

    The Email system should not be used to send (upload) or receive (download) copyrighted materials trade secrets proprietary information or similar matter without prior authorization from the company

    HOURS OF WORK WORKWEEK

    The hours of work and workweek for both plant and office personnel are generally as outlined herein However management may alter or change the workday and workweek for greater efficiency to meet changing customer needs and services or for any other business related reason

    Plant Personnel 1st shift hours are from <____>am to <____>pm Monday through Friday Normally scheduled 8 hours per shift 40 hours per week

    2nd shift hours are from <____>pm to <____>pm Monday through Friday
    Normally scheduled <_____>hours per shift< _____>hours per week

    The meal period will be designated by supervision

    Office Personnel Normally scheduled for a 40hour workweek from <___>am to <___>pm Monday through Friday

    The Office Manager will schedule the meal period

    EXCESSIVE TARDINESSABSENTEEISM

    Absence from work or tardiness affects your income and hurts production The ability of the company to operate efficiently and meet its schedules depends upon your regular attendance Habitual or excessive absenteeism and tardiness cannot be tolerated Tardiness of a few minutes does not require calling your supervisor but an employee who expects to be delayed more than onehalf hour must inform the supervisor All employees are expected to call their supervisor within one half hour of reporting time on any day on which they expect to be absent If a prolonged absence is anticipated you should contact your supervisor or <______________> about a possible leave of absence

    WORKING CONDITIONS

    Pay Day – You are paid (Options weekly biweekly semimonthly other) on <_________day> for work performed during the payroll period ending the<________day> prior to the pay day If payday falls on a Sunday or a holiday recognized by State of California paychecks are distributed on the (previous next) day (Editors Note Choose either the previous or next workday)

    Hours of Work Full time employees normally work a 40 hour workweek with at minimum a 30 minute uninterrupted and duty free meal period each work day scheduled by the supervisor to conform to production needs

    Time Records Employees are required to record their own time in and out No one regardless of circumstances is permitted to record time for anyone else or to allow such an occurrence Employees shall clock in and out on time but not earlier than 4 minutes before their scheduled starting work time nor later than 4 minutes after their scheduled ending work time and such time is not considered paid time Employees will begin and end work on time as scheduled by their supervisor Employees are further required to clock in and out on time when taking their meal period

    Employees must record their time in and out whenever they leave the premises for any reason other than company business

    If there is a mistake on the time record an employee should inform his or her supervisor and then make and initial the necessary correction The supervisor should also initial any correction

    Overtime Authorization and Requirement All overtime worked will be paid but failure to have overtime authorized in advance of working the overtime is a violation of company policy You will be expected to perform overtime work on occasion when scheduled There may be times when you will be unable to work overtime when asked to do so In this event please notify your supervisor so that other arrangements can be made Repeated refusal to work overtime is a violation of company policy

    Holiday Pay All fulltime employees shall be paid a normal day’s pay at straight time rates for the following (Company Option as to # of holidays) recognized company holidays

    New Year’s Day Thanksgiving Day
    Presidents’ Day Day following Thanksgiving
    Memorial Day 12 day before Christmas
    Fourth of July Christmas Day
    Labor Day 12 day before New Year’s Day

    (Option Employees must have worked the complete shift on their last scheduled workday prior to the holiday and the complete shift on their next scheduled workday after the holiday to be eligible for holiday pay Management may consider a compelling reason such as the medically verified illness or injury of the employee in the payment or nonpayment of the holiday when this provision has not been fully met

    Paid holidays (Option are or are not) counted as hours worked for the purpose of computing weekly overtime

    If a recognized company holiday falls on Sunday it may be observed on the following Monday as a paid holiday or if it falls on Saturday it may be observed the previous Friday Such a change is at the company’s option The company further may reschedule a company provided holiday any other day or date it chooses

    If a recognized holiday falls during a period of leave without pay no pay will be given for the holiday Should a holiday occur during your vacation period an additional paid day off will be allowed

    The employee will be paid at (Optional their straighttime or timeandonehalf of their) hourly rate for all hours worked on a holiday Additionally the employee will receive holiday pay if otherwise eligible for this benefit

    Vacation Pay Paid vacation is available to all fulltime employees and is earned according to the following schedule

    All fulltime employees will earn from date of hire to the first anniversary of the hire date _____ hours of vacation pay for every full or major fraction of months worked during the year to a maximum of _____ hours for this anniversary year This earned vacation will be taken during the following anniversary year

    All fulltime employees will earn from the first anniversary of hire date to the _______ anniversary of hire date _____ hours of vacation pay for every full or major fraction of months worked during the year to a maximum of _____ hours per anniversary year This earned vacation will be taken during the following anniversary year

    All fulltime employees will earn from the _____ anniversary of hire date ____ hours of vacation pay for every full or major fraction of months worked during the year to a maximum of _____ hours per anniversary year This earned vacation will be taken during the following anniversary year (Editors Note The amount of vacation the company grants and when different amounts can be earned based on years of service or some other criteria is at the company’s discretion)

    Time off for disability sick leave personal leaves or other leaves of absence are not considered time worked and are not counted in the accumulation of earned vacation pay

    Paid vacation time (Option is or is not) counted as hours worked for the purpose of computing weekly overtime

    In the process of scheduling vacations employee’s individual preferences will be considered but the company may schedule at its option the employee’s vacation if the employee fails to do so or if the company deems such action appropriate Employees with the longest service in each department (Option will or may) receive preference in case of conflicting requests

    Earned vacation may be given or required to be taken at the company’s sole discretion as paid days off when production is low as personal leave days or as sick leave days

    When earned vacation is not taken by the end of the anniversary year in which it was to be scheduled such earned vacation may be paid for in lieu of days off or carried over to the following anniversary year at the discretion of the company (Optional However once an employee has accrued one and one half (1½) year’s worth of vacation no further vacation will be earned until some of the accrued vacation time has been used) Vacation pay earned by an employee will not be forfeited (Editors Note If the company chooses to include the above option it should seek the advise from a labor attorney or the PIC Industrial Relations Specialist for guidance on implementing this language lawfully)

    Vacation pay earned and unused up to the date of termination will be paid to the employee upon termination at their current hourly rate of pay This includes hours of vacation earned but unpaid from previous anniversary years as well as hours of vacation earned on a per diem basis to the date of termination

    Sick Leave Pay Each fulltime employee as of the first anniversary of his or her date of hire as a fulltime employee will have available <___> hours of sick leave pay This sick leave can only be used during the following 12 months of employment

    The employee further will have<___> hours of sick leave pay available at the beginning of each succeeding anniversary date which can only be used during the following 12 months of employment Sick leave available for a particular anniversary year cannot be carried over to future anniversary years nor will the remaining available sick leave be paid at the end of employee's current anniversary year Likewise employees terminating employment will not be paid any unused sick leave still available to them

    The sick leave pay is available to employees who are medically not able to perform their normal duties A portion of the employee’s available sick leave pay can be used to attend to the illness of his or her child parent domestic partner or spouse This portion is equivalent to 50 of the total annual sick leave provided in this policy or <_____>hours

    Sick leave is also available if an employee or a member of an employee’s immediate family has been the victim of a crime and the employee needs to take time off in order to attend judicial proceedings relating to the crime

    Verification of the employee’s medical disability or need to attend to an immediate family member or domestic partner who is ill may be required by the company in order for payment to be made

    Paid sick leave time (Option is not or is) counted as hours worked for the purpose of computing weekly overtime

    Overtime Pay – For nonexempt employees all hours worked in excess of 40 hours in any workweek or 8 hours in any one workday shall be paid at 1 ½ times each employee’s straighttime hourly rate If a nonexempt employee performs work on all seven days of the company’s workweek 1½ times the employee’s straighttime rate will be paid for the first 8 hours worked on the 7th day worked

    Double time of the nonexempt employee’s straighttime hourly rate will be paid for all hours worked in excess of 12 hours in any one workday If a nonexempt employee performs work all seven days of the company’s workweek doubletime will be paid for any hours worked on the 7th day in excess of 8 hours worked

    The workweek for the purpose of calculating overtime starts on <_______>day and ends on <_______>day The workday for purpose of daily overtime calculations starts at <____> ampm continues for 24 hours to the following day at <_______>ampm

    (Option) The company allows the use of makeup time when a nonexempt employee needs to take time off to tend to personal obligations An employee’s use of makeup time is completely voluntary The company does not encourage discourage or solicit the use of makeup time

    A separate written request is required from the employee for each occasion of personal obligation time off that the employee wishes to makeup during a workweek indicating for that occasion the dates and hours in that same workweek they wish to work the makeup time This written makeup time request must be received and approved in writing by management at minimum 24 hours before the employee works the makeup time(s) requested The written request can be for workdays before or after the personal obligation time The company will have the discretion to grant or deny an employee’s request for makeup time based upon the company’s staffing and operational needs

    If management grants this makeup time the employee will receive straighttime pay where he or she would have received timeandonehalf for personal obligation makeup time The employee will be paid this makeup time to a maximum of 11 hours worked instead of 8 in a workday at straighttime rates Hours worked including makeup time beyond 11 hours in a day or 40 hours in the workweek will receive appropriate overtime pay at timeandonehalf and doubletime as indicated in the policy above

    (Option) The company does not allow the use of makeup time when a nonexempt employee needs to take time off to tend to a personal obligation

    Reporting Time Pay An employee who is required to report to work and does
    report who is not put to work or works less than 4 hours will be paid a minimum of 4
    hours pay except in the event of failure of utilities fire flood explosion bombing
    storm act of God or other conditions beyond the reasonable control of the company

    If an employee is scheduled to work and reports to work a second time in a scheduled workday or on his or her scheduled day off he or she will receive a minimum of 2 hours of pay

    Uniforms Uniforms required by the company to be worn as a condition of employment will be provided and maintained by the company

    Meal Periods A 30minute offduty meal period will be granted during a work period not to exceed 5 hours Employees will be relieved from all duties for 30 minutes If an employee works no more than 6 hours in a workday he or she may waive their offduty meal period in a written agreement with the company

    Also if the company determines the nature of the employee’s work does not permit he or she to be fully relieved of his or her duties the company may ask the employee to enter into a mutual but voluntary written agreement to work an onduty paid meal period

    If an employee works for a period of more than ten (10) hours in a workday the employee must be provided with a second meal period of not less than 30 minutes If the total hours the employee will work is no more than 12 hours the second offduty meal period may be waived by mutual written consent of the employee and the company Despite the existence of a written waiver for the second offduty meal period this meal period must be taken if the employee did not take or receive his or her first meal period for that workday

    You may not add your rest periods to your meal period so that you can take a longer meal period The law requires that you actually take your offduty meal periods absent one of the waivers described above Don’t ask to work through your meal period so that you can either come in late or leave early An employee who refuses to take his or her meal periods may be subject to discipline up to and including termination of employment

    (Option If for some reason you are prohibited from taking a full and continuous 30 minute meal period you must advise______________ in writing within that payroll period or it will otherwise be presumed that you have taken or received the required meal periods)

    (Editor’s Note If the company fails to provide or the employee does not take a 30 minute off duty meal period as required by the California Industrial Wage Orders the employee is entitled to an extra hour of pay (in addition to being paid for working an onduty meal period) for each workday they do not receive an offduty meal period)

    Break Periods – Employees will receive a paid break period of 10 consecutive minutes for each four hours worked or major fraction thereof which as far as practicable shall be taken in the middle of each 4hour period (Option These 10minute break periods will be granted on an informal basis as job duties permit The employee will be relieved of all duties during the break period allowing he or she among other activities to get a cup of coffee a glass of water or a soft drink or to use the break or rest area facilities) (Option The breaks will be scheduled by your Department Supervisor unless work related needs dictate otherwise between ____ AM to ____ AM and ___PM and ___PM) If an employee’s total daily work time is less than 3 ½ hours no rest period will be authorized

    Employees are required to take their break periods (Option If you find you are unable to take a break period you must inform your supervisor immediately The supervisor will adjust your schedule so you can take your break period or will give you permission to work through the break period) (Option If for some reason you are prohibited from taking a break period you must advise______________ in writing within that payroll period or it will otherwise be presumed that you have taken or received the required break periods)

    (Editor’s Note If the company fails to provide or the employee does not take a 10 minute paid break period as required by the California Industrial Wage Orders the employee is entitled to an extra hour of pay for each workday that a break period is not provided)

    INSURANCE PROGRAMS (Required by Law)

    Workers’ Compensation The company furnishes workers' compensation insurance coverage at its expense Workers' compensation insurance is intended to provide medical care and pay for lost time resulting from injuries on the job and those illnesses caused by an employee's work If an employee is injured on the job the injury must be reported in writing to the supervisor immediately no matter how minor the injury is in order for the proper reports to be filled out Failure to timely report an injury may jeopardize or delay your rights to certain benefits

    To insure employees of quality care in case of work related injury or illness the company will direct you to an appropriate health care provider during the first thirty (30) days of any such injury or illness If an employee wishes to be treated by his or her own health care provider instead he or she must notify the company in writing before any injury or illness occurs

    Workers’ Compensation Fraud Any employee who makes or causes to be made any knowingly false or fraudulent material statement or material representation for the purpose of obtaining or denying workers' compensation benefits or payments is guilty of a felony Workers’ compensation fraud is punishable by up to five years in state prison and a fine of up to 50000

    State Disability Insurance Nonoccupational disability insurance is provided by state law for every California employee who is covered by the unemployment Insurance Act and who meets the eligibility requirements This insurance will compensate you in part for loss of wages you may suffer if you are unable to work because of sickness or injury not connected with your work The law requires your contribution to this insurance The company will give you a brochure entitled State Disability Insurance Provisions published by the State of California Employment Department which explains this program No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this company employee handbook or for testifying in a disability proceeding

    Paid Family Leave Insurance All employees are covered under the state’s paid family leave insurance plan (PFL) This program provides up to six (6) weeks of partial pay in any 12 month period to an employee to take time off to care for a seriously ill parent spouse registered domestic partner or child or to take time off to bond with a newborn child or a newly placed adopted or foster child (Editor’s Note For companies with 50 or more employees) PFL does not create any additional rights to time off of work other than provided under the Family Medical Leave Act the California Family Rights Act or any Company policy (Editor’s Note For companies with under 50 employees not covered by the Family Medical Leave or the California Family Rights Act) PFL does not create any additional rights to time off of work (Option 1 The Company policy provides personal leaves of absence as described in the Company’s Leave of Absences policy) (Option 2 The Company policy does not provide personal leaves of absence

    Claims for PFL benefits may be made for any absence beginning after June 30 2004 PFL is funded by an employee payroll deduction according to law PFL benefits are paid to an employee by the state

    State Unemployment Insurance You may be protected against total loss of wages if you become unemployed under certain conditions as outlined by the California Unemployment Insurance Act Eligibility requirements under this act will be explained to you at any office of the State Employment Development Department This insurance is completely paid for by your company in the form of unemployment insurance taxes The State Employment Development Department will only allow unemployment insurance payments on those claims covered by the Act No action will be taken against any employee in any manner for testifying in an unemployment hearing

    The company upon an employee’s separation from employment will provide a booklet entitled For Your Benefit California’s Programs for the Unemployed published by the State Employment Development Department

    Federal Social Security (FICA) The Federal Insurance Compensation Act is a Federal law which requires employers and employees to pay a part of all salaries and wages to the government in return for certain old age and survivors’ benefits Neither you nor your company has any choice in this At the age of 62 and older upon application you may become eligible to receive stipulated reduced or full monthly payments based on your average income while you were working or if you should die your survivors will receive such payments More detailed information is obtainable from any branch office of the Social Security Administration The cost is borne equally by employer and employee contributions




    PROFIT SHARING 401K PENSION PLAN

    The company recognizes that the key to its success is the performance of its employees To reward such performance the company has established a (Options profit sharing 401k or pension) plan Complete details concerning the <_______________> plan will be given to you at the time of eligibility

    COMPANY HEALTHLIFE INSURANCE

    All fulltime employees and their dependents can be covered under the <____________________> plan for life insurance hospitalization surgical and medical coverage You will become eligible for coverage under this plan following your enrollment and your completion of <_____> calendar days of employment Descriptive insurance folders and enrollment forms are available in the office

    EMPLOYEE PURCHASES

    No merchandise may be ordered through company purchase unless authorized in writing
    by Management

    TIME OFF TO VOTE

    Because the company has a continuing interest in encouraging responsible citizenship you are urged to vote for the candidates of your choice at local state and national elections either before or after your regular shift In extreme cases if you do not have sufficient time outside of working hours within which to vote you will be allowed to take up to two hours off with pay for this purpose Such time off should be taken at the beginning or end of your regular shift whichever allows for more free time to vote

    To receive time off for voting you must advise your supervisor that you will need time off at least three days before election day receive approval from your supervisor and present a voter’s receipt to your supervisor

    No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this policy

    JURY DUTY TIME OFF

    Any employee required to serve on jury duty may do so No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this policy Nonexempt employees will receive no special jury duty pay for serving or for hours served on jury duty An exempt employee’s salary will not be reduced for partial weeks of work missed due to service as a juror However the company will not pay an exempt employee his or her weekly salary if he or she performs no work for the company during an entire week while serving on jury If desired an employee can use any vacation time he or she has available while serving on a jury

    JUDICIAL LEAVES

    Court Appearance An employee including a victim of a crime may take time off to appear in court as a witness in order to comply with a subpoena or other order If you need time off to appear as a witness you should bring the subpoena or court order to your supervisor immediately after it is received so that arrangements to accommodate your absence may be made Time off taken by an employee to appear as a witness is unpaid However you may use any available vacation time No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this policy

    Domestic Violence or Sexual Assault An employee who is a victim of domestic violence or sexual assault may take time off in order to obtain judicial relief to help ensure the health safety or welfare of the employee or his or her child If you need time off on account of domestic violence or sexual assault you should notify your supervisor as soon as possible so that arrangements to accommodate your absence may be made If advance notice is not possible you must provide appropriate written certification of the reason for your absence upon your return to work The company will make reasonable efforts to maintain the confidentiality of any employee requesting time off on account of domestic violence or sexual assault Time off on account of domestic violence or sexual assault is unpaid However you may use any available vacation time No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this policy

    (Editor’s Note The following must also be included in this policy if the employer has 25 or more employees)
    You may also take time off for any of the following
    (1) to seek medical attention for injuries caused by domestic violence or sexual assault
    (2) to obtain services from a domestic violence shelter program or rape center as a result of domestic violence or sexual assault
    (3) to obtain psychological counseling related to an experience of domestic violence or sexual assault or
    (4) to participate in safety planning and take other actions to increase safety from future domestic violence or sexual assault

    Victims of Crime An employee who is a victim of a felony or whose spouse registered domestic partner child stepchild sibling step sibling parent or step parent is a victim of a felony may take time off in order to attend judicial proceedings relating to the crime

    If you need such time off you must give your supervisor a copy of the notice of the scheduled proceeding If advance notice is not possible you must provide a copy of documentation relating to the judicial proceeding within a reasonable period of time after your return to work

    Time off on account of the Company’s Victims of Crime policy is unpaid However you may use any available vacation or sick leave when attending judicial proceedings relating to a crime No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this policy

    BEREAVEMENT TIME OFF

    If a death occurs in your family to your mother or father wife or husband child brother or sister motherinlaw or fatherinlaw you may need some time off to attend the funeral andor preburial activities You may miss up to _____ regular shifts of work which occur between the death and the funeral without loss of pay If an employee must miss more than _____ shifts the company may grant additional time off without pay The company may request adequate verification

    SCHOOL ACTIVITIES TIME OFF
    (Editor’s Note This policy is required only if the company employs 25 or more employees at the same location)

    Parents guardians or grandparents with custody of a child in either nursery school preschool or Kindergarten through grade 12 are eligible for 40 hours per school year of unpaid leave time to participate in school activities This 40 hours is the maximum time per school year the company will grant an employee regardless of the number of children the employee has custody of No more than 8 hours of leave time will be granted in any given month

    You may also take off such additional time as may be necessary to attend your child’s or grandchild’s school in order to discuss your child’s or grandchild’s possible suspension or expulsion

    You may use vacation time for such absences otherwise school visitation time is unpaid

    The company requires reasonable advance notice from the employee of the need for such leave time The employee will be required to provide written documentation from the school verifying the employee’s participation in the above activities on a particular date and time No action will be taken against any employee in any manner for requesting or taking any time off as provided for in this policy

    LITERACY EDUCATION
    (Editor’s Note This policy is required only if the company employs 25 or more employees at the same location)

    The company will reasonably accommodate and assist any employee who reveals a problem of literacy and requests assistance in enrolling in an adult literacy education The company will make all reasonable efforts to safeguard the privacy of the employee as to the fact that he or she has a problem

    Upon request the company will provide the location of local literacy education programs and arrange for the literacy education provider to visit the facility Although the company strongly encourages its employees to take advantage of this assistance the company will not compensate the employee for time off for the enrollment and participation in the adult literacy education program

    LEAVES OF ABSENCE

    The following applies to all company leaves of absence

    Compensation and Benefit Accruals While on Leave of Absence All leaves of absence are without pay from the company Vacation time is not earned and an employee is not eligible to be paid for any company paid holidays occurring during any leave of absence except that an employee returning from a military leave of absence will be reinstated with full benefits

    NonRetaliation No action will be taken against any employee in any manner for requesting or taking any leaves of absence provided for in this company employee handbook

    Personal (NonIndustrial) Medical Leave of Absence (Editor's Note This policy statement only applies to companies with less than 50 employees Companies with 50 or more employees must have in their employee handbook a policy covering Family and Medical Care Leave)

    RequestEligibility For Leave – Upon completion of <____> calendar days of continuous employment an employee will be granted a leave of absence due to disability arising from a personal illness or injury provided that he or she submits a written request for such leave In addition the employee must furnish a doctor's written certification stating the leave time is necessary due to a medical disability and the length of such leave Written updates may be requested from time to time thereafter Failure to provide the above information is grounds for denial of a personal medical leave of absence (Editor’s note The company can elect to have or not have a waiting period for new employees and the amount of waiting period if any)

    Length of Leave A personal medical leave of absence shall be for a reasonable period of time during which an employee is disabled The maximum amount of leave time per calendar year shall not exceed a maximum of <________> calendar days (Editor’s note The company can elect the number of calendar days it believes will not cause an undue hardship on the company’s ability to operate It can further choose to allow maximum leave time for each medical disability or on an annual or calendar basis or otherwise)

    Compensation and Benefits –Personal (NonIndustrial) Medical Leaves of Absence are without pay from the company The company will however continue to pay the premium for the employee’s health insurance that the company would have paid but for the employee’s leave The employee will be responsible for paying for the employee portion of the health insurance premium and such payment will be due at the same time as if it had been made by payroll deduction Insurance may be cancelled if the employee fails to pay his or her portion while on leave The company’s premium payment will continue for a maximum of 12 weeks of leave time Employer payments for these benefits will cease immediately following the 12 week period In this event the employee may apply for COBRA continuation coverage of health benefits under applicable law (Editor’s Note See discussion on page 2 of this sample covering health benefits for employees on workers’ comp and other leaves and the company’s ability to limit its premium payments during a leave)

    Use of Vacation and Sick Leave – An employee who takes a Personal (NonIndustrial) Medical Leave of Absence (Option must or can choose to) substitute for such leave any vacation or sick leave time that the employee may have accrued

    Return from Leave An employee returning from this leave of absence must furnish a doctor’s written certification of his or her fitness to perform the essential functions of his or her job with or without reasonable accommodation Failure to return from leave of absence by the scheduled time may result in termination

    Upon return from such a leave of absence the company will use its best efforts to return the employee to a position which is the same or similar to that previously held

    Family and Medical Care Leave of Absence (Editor's Note If you have 50 or more employees within a 75 mile radius you must provide written notification to employees including a policy statement in the employee handbook of their rights under the Family and Medical Care Leave regulations) An employee will be granted a Family and Medical Care Leave of Absence if he or she at the time the leave commences has the following The employee must have a minimum of one year of aggregate employment with company and have worked at least 1250 hours (excluding vacations holidays sick leave and leaves of absence) during the immediately preceding 12 month period The unpaid leave will be granted due to the birth of a child the placement of a child by adoption or for foster care to care for a child spouse or parent with a serious health condition or on account of the employee’s own serious health condition This leave is only available to an employee who is employed at a location where fifty or more workers are employed or who work within seventyfive miles of each other

    Length of Leave Leave time may not exceed 12 weeks off in any 12 month period commencing with the first day on which any family and medical care leave is taken

    A female employee will be entitled to leave on account of a medically verified disability resulting from her pregnancy or childbirth (See the PregnancyChildbirth Leave of Absence in this handbook) and if applicable 12 weeks of Family and Medical Care Leave due to the birth of her child

    No more than a combined total of 12 weeks of family and medical care leave in a 12 month period will be granted to a husband and wife who both work for the company where the leave is taken on account of the birth of a child for placement of a child by adoption or for foster care or to care for a child spouse or parent with a serious health condition

    If the leave is required due to a planned medical treatment the employee must make a reasonable effort to schedule the treatment to avoid disruption of the company’s operations

    Use of Vacation or Sick Leave An employee who takes a family or medical care leave (Option must or can choose to) substitute for such leave any vacation time that the employee may have accrued An employee who takes a family or medical care leave on account of his or her own serious medical condition (Option must or can choose to) substitute for such leave any sick leave that the employee may have available

    Intermittent Leave If the leave is due to a serious health condition in the employee’s family or the employee’s own health problems it will upon request be granted to an employee on an intermittent basis If the employee has requested intermittent leave the company may temporarily transfer the employee to another position which better accommodates recurring periods of leave provided that the employee is qualified for the other position and that the employee continues to receive equivalent pay and benefits

    Request for Leave No leave will be granted to an employee unless he or she submits a written request for a family and medical care leave stating the beginning date and length of such leave If the employee’s need for family or medical care leave is foreseeable the employee must provide the company with reasonable advance notice of the need for the leave Written updates may be required from time to time thereafter Failure to comply with these requirements is grounds for denial of a family or medical care leave

    Where the leave is requested to enable the employee to care for a seriously ill child spouse or parent or because of the employee’s own serious health condition the employee must furnish a doctor’s written certification (Option on a form provided by the company) The doctor’s written certification must include the date the serious health condition commenced and an estimate of the probable duration of the condition For leave to enable the employee to care for a seriously ill child spouse or parent the written certification must contain the following An estimate of the amount of time that the doctor believes the employee needs to care for the family member and a statement that the serious health condition warrants participation of a family member to provide care during a period of treatment or supervision

    Second Medical Opinion Prior to granting a leave because of an employee’s own serious health condition the company may request a second medical opinion to be rendered by a doctor of its choice If the opinions of the employee’s and the company’s doctors differ the company may require a final and binding opinion from a third doctor jointly approved by the company and the employee

    Compensation and Benefits Family and medical care leave is without pay from the company The company will however continue to pay the premium for the employee’s health insurance that the company would have paid but for the employee’s leave The employee will be responsible for paying for the employee portion of the health insurance premium and such payment will be due at the same time as if it had been made by payroll deduction Insurance may be cancelled if the employee fails to pay his or her portion while on leave The company’s payment will continue for a maximum of 12 weeks of leave time Employer payments for these benefits will cease immediately following the 12week period In this event the employee may apply for COBRA continuation coverage of health benefits under applicable law

    Return from Leave Where family and medical care leave has been taken by an employee on account of the employee’s own serious health condition before the employee returns to work the employee must provide the company with a written doctor’s certification that the employee is able to resume work The company reserves the right to require a physical examination by a doctor of its choice to determine if the employee is able to perform the essential functions of the employee’s job as set forth in the employee’s (Option written) job description Failure to return from leave of absence by the scheduled time may result in termination

    Upon return from such a leave of absence the company will use its best efforts to return the employee to the same position held prior to the leave of absence If this position is not available the company will offer the employee a comparable position

    PregnancyChildbirth Leave of Absence

    Request for Leave An employee will be granted a leave of absence due to a disability arising from pregnancy or childbirth provided that she submits a written request for such leave In addition the employee must furnish a doctor's written certification stating the leave time is necessary due to pregnancy or childbirth and the length of such leave Written updates may be requested from time to time thereafter Failure to provide the above information is grounds for denial of a pregnancy or childbirth leave of absence

    Length of Leave A pregnancy or childbirth leave of absence shall be for a reasonable period of time during which an employee is disabled but the leave of absence shall not exceed a maximum of four months or 88 workdays (based on a 5 day workweek) Parttime employees will be granted a prorata amount of this maximum leave time This leave does not need to be taken in one continuous period of time but can be taken on an as needed basis Time off certified by a physician as pregnancy or childbirth related such as severe morning sickness can be taken as part of the employee’s maximum available leave time under this policy

    Compensation and Benefits –PregnancyChildbirth Leaves of Absence are without pay from the company The company will however continue to pay the premium for the employee’s health insurance that the company would have paid but for the employee’s leave The employee will be responsible for paying for the employee portion of the health insurance premium and such payment will be due at the same time as if it had been made by payroll deduction Insurance may be cancelled if the employee fails to pay his or her portion while on leave The company’s premium payment will continue for a maximum of 12 weeks of leave time Employer payments for these benefits will cease immediately following the 12week period In this event the employee may apply for COBRA continuation coverage of health benefits under applicable law (Editor’s Note See discussion on page 2 of this sample covering health benefits for employees on workers’ comp and other leaves and the company’s ability to limit its premium payments during a leave)

    Use of Vacation and Sick Leave – An employee who takes a PregnancyChildbirth Leave of Absence (Option must or can choose to) substitute for such leave any sick leave time that the employee may have accrued The employee may request to substitute any vacation time accrued

    Return from Leave An employee returning from this leave of absence must furnish a doctor’s written certification of her fitness to perform the essential functions of her job with or without reasonable accommodation Failure to return from leave of absence by the scheduled time may result in termination

    Upon return from such a leave of absence the company will use its best efforts to return the employee to their original position or to a substantially similar position

    Industrial Medical Leave of Absence

    Request for Leave An employee will be granted a leave of absence due to disability arising from an industrial (workrelated) illness or injury provided that he or she submits a written request for such leave In addition the employee must furnish a doctor's written certification stating the leave time is necessary due to an industrial injury or illness and the length of such leave Written updates may be requested from time to time thereafter Failure to provide the above information is grounds for denial of an industrial medical leave of absence

    Length of Leave An industrial medical leave of absence shall be for a reasonable period of time during which an employee is disabled but the leave of absence shall not extend beyond the time that the employee is deemed permanent and stationary

    Compensation and Benefits – Industrial Medical Leaves of Absence are without pay from the company but the employee may be entitled to disability payments under the company’s Workers’ Compensation insurance policy The company will however continue to pay the premium for the employee’s health insurance that the company would have paid but for the employee’s leave The employee will be responsible for paying for the employee portion of the health insurance premium and such payment will be due at the same time as if it had been made by payroll deduction Insurance may be cancelled if the employee fails to pay his or her portion while on leave The company’s payment will continue for a maximum of 12 weeks of leave time Employer premium payments for these benefits will cease immediately following the 12 week period In this event the employee may apply for COBRA continuation coverage of health benefits under applicable law (Editor’s Note See discussion on page 2 of this sample covering health benefits for employees on workers’ comp and other leaves and the company’s ability to limit its premium payments during a leave)

    Use of Vacation and Sick Leave – An employee who takes an Industrial Medical Leave of Absence (Option must or can choose to) substitute for such leave any sick leave or vacation time that the employee may have accrued

    Return from Leave An employee returning from this leave of absence must furnish a doctor’s written certification of his or her fitness to perform the essential functions of his or her job with or without reasonable accommodation Failure to return from leave of absence by the scheduled time may result in termination

    Upon return from such a leave of absence the company will use its best efforts to return the employee to a position which is the same or similar to that previously held

    Military Leave of Absence

    An employee who enters the armed forces of the United States will be granted a military leave in accordance with federal and state laws

    Request for Leave – An employee must provide advance notice of the need for military leave unless prevented from doing so by military necessity or if providing notice would be impossible or unreasonable

    Length of Leave – The Company will grant up to a total of five years for an employee’s military leave of absence which includes the cumulative length of all absences from employment due to military service Approved leave beyond five years of military service may be granted in limited circumstances when required by federal or state laws

    Use of Vacation – An employee who takes a military leave of absence may request to use his or her accrued vacation

    Compensation and Benefits – Military leave of absence is without pay from the company The company will however continue to pay the premium for the employee’s health insurance that the company would have paid but for the employee’s leave The employee will be responsible for paying for the employee portion of the health insurance premium and such payment will be due at the same time as if it had been made by payroll deduction Insurance may be cancelled if the employee fails to pay his or her portion while on leave The company’s payment will continue for a maximum of 12 weeks of leave time Employer premium payments for these benefits will cease immediately following the 12 week period In this event the employee may apply for up to eighteen months of continuation coverage of health benefits under applicable law (Editor’s Note See discussion on page 2 of this sample covering health benefits for employees on workers’ comp and other leaves and the company’s ability to limit its premium payments during some leaves There is a specific minimum amount discussed on page 2 the company must pay for an employee called to active duty)

    Return from Leave Upon completion of military service the employee will be reinstated with full seniority to his or her former position or to a comparable position if application for reemployment is made based on the falling periods of uniformed service

    If an employee has service time of less than 31 days he or she must return following completion of active duty to work by the beginning of his or her first regularly scheduled work period If the service time is 31 to 180 days the employee must file an application for reemployment within 14 days after the completion of military service If the service is more than 180 days the employee must file an application for reemployment not later than 90 calendar days after completion of military service The preceding return from leave deadlines can be extended for an employee who is hospitalized or recovering from a servicerelated illness or injury However the employee will not be reinstated if the Company’s circumstances have so changed that reemployment is impossible or unreasonable

    National Guard Training Leave An employee who is a member of the National Guard or a reserve component of the armed forces will upon furnishing a copy of the official orders or instructions be granted a military training leave Training leaves shall not except in an emergency or in the event of extenuating circumstances exceed two weeks a year plus reasonable travel time The employee may choose to take earned vacation pay available during military training

    PHYSICAL EXAMINATIONS FOLLOWING A LEAVE

    An employee who returns to work following a leave of absence resulting from an injury or illness may be required to take a physical examination to (1) determine if the employee is an individual with a disability for purposes of the Americans With Disabilities Act and any other applicable federal or state law (2) to determine if the employee can perform the essential functions of the job to which he or she is returning with or without reasonable accommodation and without posing a direct threat to the health or safety of his or herself or others and (3) to identify an effective accommodation that would enable the employee to perform the essential functions of the job

    The Company at no cost provides any physical examination required by the company to the employee



    PERSONAL LOANS

    The company will not make personal loans or advances on your paycheck (Option In case of financial need a loan may be arranged through the Printing Industries Credit Union (PICU) Our company is a member and you are invited to use the services of the Credit Union The Credit Union makes consumer and residential loans Employees may also save money in the Credit Union and receive interest on their savings Both savings and repayment of loans should be handled by payroll deduction from your paycheck following your written authorization for such a deduction Forms to handle these financial transactions are available in the business office or direct from the Credit Union)

    PERSONAL MAIL ANDOR TELEPHONE CALLS

    The company receives and sends a large volume of mail each day Please have your personal mail delivered to your home Except in emergencies employees are not permitted to make or receive personal telephone calls including personal cell phones during working hours Should the need arise the office will immediately relay any urgent messages to you The use of personal cell phones is prohibited during work time

    BULLETIN BOARD

    The bulletin board has notices required by law company announcements memoranda and similar material This bulletin board is provided to keep you informed of events important to all of us You should examine it frequently If a notice appearing on the bulletin board is not clear or if you wish further information about it ask your supervisor or <_______________> The bulletin board is reserved for company business and no one other than management is authorized to post or remove any material from it

    GOOD HOUSEKEEPING

    You are to keep your working area neat and clean and use the services and facilities provided for you You can help to improve working areas by telling your supervisor of conditions you think could be improved

    RADIOS IN WORK AREAS

    Radios are allowed in certain plant areas where the type of work makes it practical Radios must be tuned to music only and volume is to be kept down so as not to disturb people

    Personal headset type radios are not to be used They could distract an employee from concentrating on his or her duties

    KEEP YOUR RECORD UP TO DATE

    It’s important to you that your name address and telephone number be kept correct on company records It is sometimes necessary for your supervisor or someone else in the company to contact you at home Also you may not receive important mail from the company if your address is not on file Therefore it is your responsibility to report changes in your name address telephone number and any other matters which affect your tax withholding to your supervisor or the office

    REQUESTS FOR PAYROLL RECORDS

    The company will provide an employee or former employee with copies of his or her payroll records within twentyone (21) days of his or her written request

    HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT (HIPAA)

    The Health Insurance Portability and Accountability Act (HIPAA) a federal law is designed to protect the privacy of an individual’s medical information The Company complies with HIPAA to the extent it is applicable (Editor’s Note Choose the option that fits your operations) (Option 1 The Company is not a covered entity under HIPAA however it does sponsor a group health plan Therefore the Company follows the HIPAA standards for noncovered entities which sponsor group health plans) (Option 2 The Company is a covered entity under HIPAA and complies accordingly) (Option 3 The Company is neither a covered entity nor a sponsor of a group health plan Therefore the Company complies with HIPAA to the extent it deals with third parties requiring compliance)

    (Editor’s Note This applies to companies which choose options 1 or 2 above) You will receive a HIPAA Notice of Privacy Rights If at any time you have any questions about HIPAA please contact the individual designated in the Notice of Privacy Rights

    PERSONNEL RECORDS

    The company keeps a personnel file on each employee The contents of an employee's file except for letters of reference and certain other limited kinds of information are open for his or her inspection upon request at reasonable times An employee may request and receive from the company a copy of anything in his or her file that has been signed by them Contact <____________> if you wish to review your personnel file or to make copies of documents signed by you

    The company will keep your personnel records confidential However there are certain times when information may be given to persons outside of the company These include

    (1) Responses to subpoenas court orders or orders of administrative agencies

    (2) In a lawsuit in which you andor the company are parties

    (3) To administer employee benefit plans

    (4) To a health care provider

    LOSS OF COMPANY PROPERTY

    You may be issued certain tools or equipment in order to perform your job These items belong to the company but are placed in your care and custody You will be required to sign for these items which includes an authorization to deduct their depreciated replacement value from your final paycheck if you fail to return them to the company

    COMPANY WORK RULES

    It is necessary in order for our business to operate efficiently and safely that employees observe the rules governing our work environment The following while not all inclusive is a list of employee conduct performance problems or actions considered violations of company work rules which may result in disciplinary action up to and including termination of employment
    1 Unexcused habitual or excessive absence from work

    2 Frequent habitual or excessive tardiness

    3 Failure to promptly notify the company of an intended absence

    4 Leaving work before your scheduled shift is completed without management authorization or visiting areas away from one’s work place

    5 Failure to punch your time card (record) falsification of the time card or violation of the time card policy

    6 Failure to immediately notify supervision of time delays shortages breakdowns
    or delivery problems

    7 Excessive spoilage in producing your work

    8 Failure to properly perform assigned work

    9 Violation of break period or meal period policies

    10 Use of profane or abusive language to supervisory or management personnel other employees vendors or customers

    11 Defacing or removing company materials on bulletin boards

    12 Willful damage to company equipment

    13 Violation of the company’s Solicitation and Distribution Rule

    14 Repeated refusal to work overtime or failing to have overtime authorized by
    your management

    15 Violation of Conflict of Interest policy

    16 Violation of company’s Voice Mail Email and Computer Files Policy

    It must be remembered that the employment relationship is based on mutual consent of the employee and the company Accordingly either you or the company can terminate the employment relationship at will at any time for any or no reason Further the company can demote transfer suspend or otherwise discipline an employee in its sole and absolute discretion

    YOUR SAFETY

    For your own protection and the protection of your fellow employees we want you to work safely and use all the safety devices provided to protect you Safety is everybody’s business especially yours Do your part to make this plant a safe place to work Report any unsafe working conditions to your supervisor All hazardous conditions will be investigated and appropriately corrected

    Nobody gains from an accident and nobody likes to work under conditions which present hazards to life and property Everybody loses when accidents occur The company will carry on a consistent safety program but its ultimate success will depend on the safety consciousness of you and your fellow employees

    The California Occupational Safety and Health Administration (CalOSHA) law requires strict compliance with regulations on the part of employers and employees

    HAZARDOUS SUBSTANCE TRAINING

    You will receive training related to the use of hazardous substances in our workplace The training will include an explanation of the Material Safety Data Sheet (MSDS) covering each substance in your workplace the location of the MSDS’s for all substances used in the company accessible to employees at all times an explanation of the types of safety labels used in the workplace and any special handling instructions or special protective equipment to be used or worn if the employee has to work with the substance The completion of this training will require you to sign an acknowledgment indicating you have received the training

    INJURY AND ILLNESS PREVENTION PROGRAM

    This company has a written injury and illness prevention program The program includes not only general safety rules of which all employees must comply but also Codes of Safe Practices for specific operations being performed by employees Further the program includes safety inspections and accident investigations of any jobrelated injury or illness which occurs You are encouraged to bring your safety suggestions to management and should do so without fear of retaliation All employees are required to follow the general safety rules as well as the specific rules set forth for individual operations in the codes of safe practices

    SMOKING RESTRICTION

    Smoking of tobacco products is not permitted in the plant front office or any other enclosed area or space that is company property

    WORKPLACE SECURITY POLICY

    The company is committed to providing a workplace that is free from acts of violence or threats of violence In keeping with this commitment the company has established a policy that provides zero tolerance for actual or threatened violence against coworkers visitors or any other persons who are either on our premises or have contact with employees in the course of their duties Security and safety in the workplace is every employee’s responsibility It is therefore essential that every employee understands the importance of workplace safety and security

    In order to promote compliance with this policy and maximize our efforts to provide a safe and secure workplace that is free from violence the company as a part of its Written Injury and Illness Program has established security measures and practices It will also provide programs to train and retrain employees as appropriate This will assist employees and the company to make the workplace more secure and to remedy any problems and workplace security hazards that are identified before they lead to injuries

    Every specific or implied verbal or physical threat of violence or act of violence must be treated seriously and reported immediately to your supervisor or <____________> who will be responsible to consult with the appropriate resources and witnesses Where a violation of the policy is found the company will take appropriate corrective action

    In situations where an employee becomes aware of an imminent act of violence a threat of imminent violence or actual violence emergency assistance must be sought immediately In such situations the employee should immediately contact their supervisor or <________> and if necessary and appropriate contact law enforcement authorities by dialing 911

    Full cooperation by all employees is necessary for the company to accomplish its goal of maximizing the security and safety of its employees Employees should direct any questions they have regarding their obligations under this policy to <__________________> Employees can report violations of the policy and raise any questions regarding their obligations under this policy without fear of reprisal of any kind

    SAFE OPERATION OF VEHICLES

    Employees may be asked to operate either their own or companyowned vehicles as part of their job duties for the company In the course of such operation employees are expected to exercise good judgment and safedriving practices at all times including avoiding any activity which may distract their attention from the road or violate any law Such activity includes speeding or other reckless driving ingesting alcoholic beverages or even unsafe use of a cell phone while operating a vehicle

    Employees operating a motor vehicle in performance of their work must maintain a safe driving record One of the important indicators of a safe driver is an individual’s Motor Vehicle Record (MVR) An MVR will be obtained for all employees operating a motor vehicle in performance of their work when the employee is hired when the employee is involved in an accident while working and for any other reason or at any time the company believes is necessary to assure safe vehicle operations

    Employees who fail to maintain a safe driving record (MVR) or operate a motor vehicle in an unsafe manner are subject to disciplinary action up to and including termination of employment


    STANDARDS OF CONDUCT

    Laws are made so that people can live together with respect for their personal and legal rights Company standards of conduct are made for exactly the same reason The following company standards while not allinclusive are the principal standards in effect at our company These standards apply equally to all and are for the protection of all employees and our company Engaging in the following activities may subject you to disciplinary action up to and including termination of employment

    1 The possession sale or use of knives explosives firearms or other dangerous
    weapons on company property

    2 Fighting threatening or attempting bodily injury to another

    3 Consuming possessing selling or distributing alcoholic liquors or illegal drugs
    or narcotics on company property

    4 Falsification of company records including employment application tax records including social security numbers time cards andor production work records

    5 Insubordination including but not limited to refusal to do assigned work

    6 Inability or refusal to work in harmony or cooperation with fellow employees so
    as to cause friction conflict or lowering of group morale including deliberate
    spreading of false rumors adversely affecting the operation of the company

    7 Deliberate or willful destruction or vandalism of company tools machines
    products supplies or other company property

    8 Sleeping while on duty

    9 Leaving your department or assigned work place without permission andor the
    use of working time for nonworking purposes

    10 Disclosing confidential company information or removing customer property from company premises without prior company authorization

    11 Gambling of any kind on company time or premises

    12 Unauthorized use of company property equipment or materials

    13 Habitual or gross negligence or incompetence in the performance of assigned
    duties or unnecessary waste of company materials

    14 Engaging in or contributing to violent behavior or threatening others with
    violence

    15 Violation of the company's Harassment or Equal Employment policies

    It must be remembered that the employment relationship is based on mutual consent of the employee and the company Accordingly either you or the company can terminate the employment relationship at will at any time for any or no reason Further the company can demote transfer suspend or otherwise discipline an employee in its sole and absolute discretion

    COMPANY SAFETY RULES

    You can help avoid serious accidents andor injury to yourself and others by following certain general safety rules Violation of the safety regulations of the company may subject you to disciplinary action up to and including termination of employment

    1 Aisles and emergency exits shall be kept free of debris at all times and maintain a
    minimum width of 24

    2 Floors shall be kept clean and dry

    3 Floors and platforms shall be kept free of projections obstructions holes and
    loose boards

    4 Exits shall never be blocked or obstructed

    5 Fire extinguishers shall not be blocked or obstructed at any time

    6 Safety devices and guards shall not be removed andor will be replaced before
    operating any machine

    7 All control buttons and switches shall be properly identified as to their function
    and purpose

    8 All control buttons and switches shall be colorcoded

    9 All unsafe work conditions shall be reported to a supervisor or the safety
    coordinator

    10 Report in writing all workrelated accidents injuries or illnesses to a supervisor
    or the safety coordinator

    11 Correct or report any safety device that is missing or inoperative

    12 Return tools and equipment to proper storage place after use

    13 Oily rags and containers that contained flammable liquids shall be disposed of
    immediately after use in covered metal containers

    14 Qualified personnel shall perform maintenance of equipment Do not attempt to
    fix it yourself

    15 No jewelry long hair or loose clothing is allowed around any machinery while
    operating

    16 Horseplay and running shall be forbidden

    17 Smoking is not allowed in any enclosed space which is company property

    18 Proper hygiene shall be used when leaving or returning to work areas for break
    and meal periods (ie washing hands)

    19 Employees shall use proper lifting techniques as outlined in the Back Injury
    Prevention Program to avoid over extension when lifting

    20 Head Protection Employees exposed to flying or falling objects andor electrical
    shock and burns shall be safeguarded by means of approved head protection
    Where there is risk of hair entanglements in moving parts of machinery
    combustibles or toxic contaminants employees shall confine their hair

    21 Eye and Face Protection Employees working in locations where eye hazards due
    to flying particles hazardous substances or injurious light rays are inherent in the
    work or environment shall be safeguarded by and shall use employerprovided
    face or eye protection Suitable screens or shields isolating the hazardous
    exposure shall safeguard nearby employees

    22 Where eye protection is required and the employee requires vision correction
    such eye protection shall be provided as follows

    (1) Safety spectacles with suitable corrected lenses or

    (2) Safety goggles designed to fit over spectacles

    23 The wearing of contact lens is prohibited in working environments having
    harmful exposure to materials or light flashes except when special precautionary
    procedures medically approved have been established for the protection of the
    exposed employee

    24 Body Protection Body protection from hazardous or flying substances shall be
    provided by clothing appropriate for the work being done Loose sleeves tails
    ties lapels cuffs etc which may entangle in moving machinery shall not be
    worn

    25 Clothing saturated with flammable liquids corrosive substances irritants or
    oxidizing agents shall be removed and shall not be worn until properly cleaned

    26 Hand Protection Gloves may be required for employees whose work exposes
    hands to hazardous substances cuts or burns The company will exercise great
    care when employees are required to wear gauntlettype or loosecuff type gloves
    while working around moving machinery

    27 Foot Protection Appropriate foot protection shall be required for employees who
    are exposed to foot injuries from hot corrosive poisonous substances falling
    objects crushing or penetrating actions which may cause injuries

    28 All protective devices shall be easily cleaned disinfected and not interchanged
    among employees until properly cleansed

    29 Respiratory Protection Respirator shall be provided for employees who are
    exposed to hazardous vapors or dust which may cause injury

    30 Ear Protection Ear Protection must be worn in areas outlined in the Noise and
    Hearing Program

    31 Failure to follow company’s lockout block out procedures when among other activities maintaining equipment or making adjustments to equipment

    32 Employees operating motor vehicles in their work must conform to and maintain a safe driving record as outlined in the company’s Safe Operation of Vehicles policy

    33 Operating a forklift without being certified as a safe operator by the company in
    accordance with Cal OSHA standards

    34 Proper protective equipment described above shall be worn when handling
    hazardous materials If a respirator is required employees must be fittested and
    be trained for proper usage and cleaning *

    *Information concerning type of equipment to use is provided on the Material
    Safety Data Sheet for each hazardous substance and should be consulted before
    handling any product

    It must be remembered that the employment relationship is based on mutual consent of the employee and the company Accordingly either you or the company can terminate the employment relationship at will at any time for any or no reason Further the company can demote transfer suspend or otherwise discipline an employee in its sole and absolute discretion

    LIFE THREATENING DISEASES

    The company is committed to keeping your work environment healthy and safe Therefore if you or another employee has or contracts a lifethreatening disease

    1 The company will treat lifethreatening diseases the same as any other disease in terms of all employee policies and benefits

    2 If you have or contract a lifethreatening disease you will be allowed to keep
    working as long as (a) you can meet the company’s performance standards
    with or without reasonable accommodation and (b) your illness does not
    actually endanger the health or safety of employees customers or others

    3 You may not refuse to work because you are afraid of contracting a noncontagious lifethreatening disease from a coworker Harassment or discrimination directed at an employee with a lifethreatening disease is strictly prohibited Employees who refuse to work with or who harass or discriminate against any employee with a lifethreatening disease are subject to discipline up to and including termination

    For purposes of this policy lifethreatening disease includes but is not limited to cancer heart disease AIDS hepatitis and other diseases of a severely degenerative nature

    An employee’s medical history and other medical information is confidential Disclosure of employee medical information is restricted to those situations where a manager or supervisor has a job related reason to know it Any employee who discloses another employee’s medical information without proper authorization or who utilizes such information for an improper purpose will be subject to discipline up to and including termination

    BLOOD BORNE PATHOGENS

    As part of its continuing commitment to employee safety and health the company has adopted a comprehensive policy for dealing with possible employee exposure to blood borne pathogens While possible employee exposure to blood borne pathogens may have serious consequences these measures are primarily intended to be precautionary

    An employee who renders first aid assistance in any situation involving the presence of blood or other potentially infectious materials will immediately be offered Hepatitis B vaccination The company will pay for this vaccination

    If rendering first aid results in an eye mouth or nonintact skin contact with blood or other potentially infectious materials the company will take the following actions It will document the circumstances of the exposure The company will identify the person from whom the potentially infectious material came It will inform the first aid provider about the symptoms that might develop from exposure collect and test the first aid provider’s blood (with the employee’s consent and the company’s cost) for Hepatitis B and HIV serum status provide post exposure treatment (if necessary) and provide employee counseling

    REPORTING ON THE JOB INJURIES OR ILLNESSES

    In the event of injury or illness related to the job regardless of how slight report it immediately in writing to your supervisor for First Aid andor medical attention Medical services for onthejob injuries are available

    EMERGENCY MEDICAL SERVICE IS AVAILABLE 24 HOURS AT

    <______________________________________________________________________

    Telephone number is <__________________________________________________>

    FIRST AID

    In spite of precautions accidents occasionally happen Emergency first aid supplies are located<________________________________________________________________ ________________________________________________________________________
    ______________________________________________________________________>


    FIRE EXTINGUISHERSFIRE DEPARTMENT NUMBER

    Fire Extinguishers of several types are located at key points Find out the location of these extinguishers and learn how to use them

    Telephone number of the nearest fire department is<_______________________

    EMPLOYEE HANDBOOK REVISIONS

    It is intended that this document shall reflect adequate understanding of your work situation The dynamic nature of the printing industry and of the times will undoubtedly require changes in this work situation The company reserves the right to amend modify rescind delete supplement or add to the provisions of this handbook as it deems appropriate from time to time in its sole and absolute discretion However no amendment or modification of the Terms of Employment provisions of this handbook shall be effective unless made in writing and signed by the President of the company The company will attempt to provide you with notification of any other changes as they occur

    RECEIPT AND ACKNOWLEDGEMENT FOR EMPLOYEE HANDBOOK

    This is to acknowledge that I have received a copy of the< >employee handbook dated <________> 20< > This handbook sets forth the terms and conditions of my employment as well as the rights duties responsibilities and obligations of my employment with the company I understand and agree that it is my responsibility to read and familiarize myself with all of the provisions of the handbook

    I understand that except for the Terms of Employment provisions of this handbook the company reserves the right to amend modify rescind delete supplement or add to the provisions of this handbook as it deems appropriate from time to time in its sole and absolute discretion However no amendment or modification of the Terms of Employment provisions of this handbook shall be effective unless made in writing and signed by the President of the company The company will attempt to provide you notification of any other changes as they occur

    I understand that nothing in this handbook creates or is intended to create a promise or representation of continued employment and that employment at the company is at will My signature below certifies that I understand that the foregoing agreement on at will status is the sole and entire agreement between the company and myself concerning the duration of employment and the circumstances under which my employment may be terminated It supersedes all prior agreements understandings and representations concerning my employment with the company

    Date<____________>

    Signed<______________________________________________________>
    (employee)

    Signed< ______________________________________________________>
    (hiring supervisor)

    (Editor’s Note The RECEIPT AND ACKNOWLEDGEMENT FOR EMPLOYEE HANDBOOK statement above must be separated from the employee’s copy of their handbook and placed in the employee’s personnel file The company upon receiving the RECEIPT AND ACKNOWLEDGEMENT FOR EMPLOYEE HANDBOOK statement from the employee should make a copy of the receipt and return copy back to employee)

    文档香网(httpswwwxiangdangnet)户传

    《香当网》用户分享的内容,不代表《香当网》观点或立场,请自行判断内容的真实性和可靠性!
    该内容是文档的文本内容,更好的格式请下载文档

    下载文档到电脑,查找使用更方便

    文档的实际排版效果,会与网站的显示效果略有不同!!

    需要 2 积分 [ 获取积分 ]

    下载文档

    相关文档

    英文版67页员工手册!外企人事必备!

     EMPLOYEE HANDBOOK 2003-2004 Table of Contents Introduction………………………………………………………………………...

    12年前   
    27413    0

    TCL员工手册

     T C L 员 工 手 册 目 录 一、致TCL全体员工 ………………………………………………………………………(1) 二、企业理念 ……...

    15年前   
    24931    0

    GE员工手册

     员工手册 通用电气(中国 )有限公司 二零零一年 欢 迎 辞 欢迎您加入通用电气(中...

    7年前   
    20277    0

    员工手册3

    合同编号:________员工手册公司名称:                                        制订时间:   年   月   日发布时间:   年   月   日...

    11年前   
    899    0

    TCL员工手册

    T C L员工手册目 录一、致TCL全体员工 ………………………………………………………………………(1) 二、企业理念 …………………………………………………………………………………(3)...

    12年前   
    790    0

    长信员工手册

     长信数码信息文化发展有限公司 员 工 手 册 目 录 第一章 总 则 5 ...

    13年前   
    22557    0

    GE员工手册

    GE员工手册 (仅供参考)通用电气(中国 )有限公司二零零一年欢 迎 辞欢迎您加入通用电气(中国)有限公司的大家庭!本员工手册旨在帮助您了解新的工作环境,从而使您尽快与公司融为一体。本手册让您...

    11年前   
    602    0

    员工手册 (2)

    员工手册 目 录: 董事长致词 总经理致词 经营理念: 企业精神: 第一章 公司简介 1. 企业介绍 2. 公司机构 第二章 聘用规定 1. 基本政策 l ...

    11年前   
    12812    0

    工厂员工手册

    阅读指南 各位亲爱的伙伴: 您好! 欢迎您加入富荣华眼镜制品(深圳)有限公司,为了帮助您更好地融入企业,顺利地开展工作,我们准备了这本《员工手册》。通过这本《员工手册》,您可以了解...

    9年前   
    28331    0

    员工手册 (4)

    美的企业集团员工手册内容 (修订稿) 第一部分:公司概况及发展 1、 美的企业集团简介 2、 美的集团大事记 3、 “十五”发展蓝图 第二部分:企业文化理念 1、 美的商标寓意 ...

    10年前   
    25609    0

    华为员工手册

     公司简介 华为公司是一家专门从事系列程控交机及其配套产品生产、开发、销售的高新技术企业,崛起于改革开放前沿的深圳,积极投身于民族通信产业的大潮中,为使我国通信产业早日走向世界...

    10年前   
    838    0

    员工手册doc

     员 工 手 册 序 言 欢迎您加入广州xxxxx服饰有限公司 本公司是一家中外合资企业,中方是广州xx实业有限公司,外方是香港xx...

    15年前   
    5211    0

    GE员工手册

    员工手册通用电气(中国)有限公司二零零一年欢 迎 辞欢迎您加入通用电气(中国)有限公司的大家庭!本员工手册旨在帮助您了解新的工作环境,从而使您尽快与公司融为一体。本手册让您了解通用电气公司的组...

    9年前   
    687    0

    员工手册

    1. 为传承我司企业文化,维护自身品牌形象,规范公司运作,提高公司人员的工作效率,特制定该运营管理手册。

    5年前   
    1189    1

    华为员工手册

    公司简介华为公司是一家专门从事系列程控交机及其配套产品生产、开发、销售的高新技术企业,崛起于改革开放前沿的深圳,积极投身于民族通信产业的大潮中,为使我国通信产业早日走向世界通舞台,贡献着自己的...

    4年前   
    1060    0

    员工手册

    员 工 手 册(2016-X-X第X版)XXXX有限公司前 言欢迎您成为本公司的一员。您的加盟使我们深感荣幸!这本《员工手册》将阐明您的责任、福利以及您必须遵守的公司规章制度。它将帮助您...

    3年前   
    721    0

    GE员工手册

    GE员工手册 (仅供参考)通用电气(中国 )有限公司二零零一年欢 迎 辞欢迎您加入通用电气(中国)有限公司的大家庭!本员工手册旨在帮助您了解新的工作环境,从而使您尽快与公司融为一体。本手册让您...

    10年前   
    701    0

    员工手册

    员工手册考勤与奖惩OfficePLUS给予员工的薪水以公平地反映员工个人的工作表现为基础。(注:本文档为OfficePLUS制作的模板文档,请根据自身实际情况修改具体内容)2015Office...

    11年前   
    679    0

    员工手册 (3)

    员工手册 目 录: 董事长致词 总经理致词 经营理念: 企业精神: 第一章 公司简介 1. 企业介绍 2. 公司机构 第二章 聘用规定 1. 基本政策 l ...

    12年前   
    9512    0

    TCL员工手册

    T C L员工手册目 录一、致TCL全体员工 ………………………………………………………………………(1) 二、企业理念 …………………………………………………………………………………(3)...

    12年前   
    598    0