全英文《员工手册》模板

1、.：.； Employee Policies and Manuals The policies and procedures in this manual are not intended to be contractual commitments by Your Company Name, and employees shall not construe them as such. The policies and procedures are intended to be guides to management and are merely descriptive of suggeste

2、d procedures to be followed. Your Company Name reserves the right to revoke, change or supplement guidelines at any time without notice. No policy is intended as a guarantee of continuity of benefits or rights. No permanent employment or employment for any term is intended or can be implied from any

3、 statements in this manual. Your Company NameYour Company Address Your Company City, State and Zip Code Enter date, Month, Day and YearTable of Contents TOC o 1-3 h z u HYPERLINK l _Toc69537836 Introduction to Your Company Name PAGEREF _Toc69537836 h 4 HYPERLINK l _Toc69537837 Welcome Letter PAGEREF

4、 _Toc69537837 h 4 HYPERLINK l _Toc69537838 Company History PAGEREF _Toc69537838 h 5 HYPERLINK l _Toc69537839 Company Goals PAGEREF _Toc69537839 h 5 HYPERLINK l _Toc69537840 Continuity of Policies - Right to Change or Discontinue PAGEREF _Toc69537840 h 5 HYPERLINK l _Toc69537841 Equal Opportunity Pol

5、icy PAGEREF _Toc69537841 h 5 HYPERLINK l _Toc69537842 Recruitment PAGEREF _Toc69537842 h 6 HYPERLINK l _Toc69537843 Announcement of New Positions PAGEREF _Toc69537843 h 6 HYPERLINK l _Toc69537844 Employee Selection and Development PAGEREF _Toc69537844 h 6 HYPERLINK l _Toc69537845 Sexual Harassment P

6、AGEREF _Toc69537845 h 9 HYPERLINK l _Toc69537846 Illegal Drug Abuse/Alcohol Abuse PAGEREF _Toc69537846 h 9 HYPERLINK l _Toc69537847 Smoking PAGEREF _Toc69537847 h 10 HYPERLINK l _Toc69537848 Employment Classifications PAGEREF _Toc69537848 h 10 HYPERLINK l _Toc69537849 Employee Safety PAGEREF _Toc695

7、37849 h 11 HYPERLINK l _Toc69537850 Return to Work After Serious Injury or Illness PAGEREF _Toc69537850 h 11 HYPERLINK l _Toc69537851 Performance Improvement PAGEREF _Toc69537851 h 11 HYPERLINK l _Toc69537852 Termination PAGEREF _Toc69537852 h 14 HYPERLINK l _Toc69537853 Grievance Procedure PAGEREF

8、_Toc69537853 h 16 HYPERLINK l _Toc69537854 Employment Disputes PAGEREF _Toc69537854 h 17 HYPERLINK l _Toc69537855 Compensation PAGEREF _Toc69537855 h 17 HYPERLINK l _Toc69537856 Equal Pay PAGEREF _Toc69537856 h 17 HYPERLINK l _Toc69537857 Job Descriptions PAGEREF _Toc69537857 h 17 HYPERLINK l _Toc69

9、537858 Workday PAGEREF _Toc69537858 h 18 HYPERLINK l _Toc69537859 Payday PAGEREF _Toc69537859 h 18 HYPERLINK l _Toc69537860 Pay Advances PAGEREF _Toc69537860 h 18 HYPERLINK l _Toc69537861 Overtime Compensation PAGEREF _Toc69537861 h 18 HYPERLINK l _Toc69537862 Rest Periods PAGEREF _Toc69537862 h 18

10、HYPERLINK l _Toc69537863 Performance Review PAGEREF _Toc69537863 h 18 HYPERLINK l _Toc69537864 Salary Administration PAGEREF _Toc69537864 h 20 HYPERLINK l _Toc69537865 Payroll Deductions PAGEREF _Toc69537865 h 20 HYPERLINK l _Toc69537866 Employee Benefits PAGEREF _Toc69537866 h 21 HYPERLINK l _Toc69

11、537867 Insurance PAGEREF _Toc69537867 h 21 HYPERLINK l _Toc69537868 401k Program PAGEREF _Toc69537868 h 21 HYPERLINK l _Toc69537869 Vacation PAGEREF _Toc69537869 h 22 HYPERLINK l _Toc69537870 Holidays PAGEREF _Toc69537870 h 23 HYPERLINK l _Toc69537871 Sick Days PAGEREF _Toc69537871 h 24 HYPERLINK l

12、_Toc69537872 Leave of Absence and Military Leave PAGEREF _Toc69537872 h 24 HYPERLINK l _Toc69537873 Medical/Family Leave PAGEREF _Toc69537873 h 26 HYPERLINK l _Toc69537874 Bereavement Leave PAGEREF _Toc69537874 h 28 HYPERLINK l _Toc69537875 Jury Duty PAGEREF _Toc69537875 h 28 HYPERLINK l _Toc6953787

13、6 Voting PAGEREF _Toc69537876 h 29 HYPERLINK l _Toc69537877 Employee-Incurred Expenses and Reimbursement PAGEREF _Toc69537877 h 29 HYPERLINK l _Toc69537878 Travel Reimbursement PAGEREF _Toc69537878 h 29 HYPERLINK l _Toc69537879 Use of Rental Car on Company Business PAGEREF _Toc69537879 h 30 HYPERLIN

14、K l _Toc69537880 Conferences and Meetings PAGEREF _Toc69537880 h 30 HYPERLINK l _Toc69537881 Relocation of Current or New Employees PAGEREF _Toc69537881 h 31 HYPERLINK l _Toc69537882 Temporary Assignment Allowance PAGEREF _Toc69537882 h 31 HYPERLINK l _Toc69537883 Required Management Approval PAGERE

15、F _Toc69537883 h 31 HYPERLINK l _Toc69537884 Miscellaneous Policies PAGEREF _Toc69537884 h 32 HYPERLINK l _Toc69537885 Confidentiality of Company Information PAGEREF _Toc69537885 h 32 HYPERLINK l _Toc69537886 Confidentiality of Company Information PAGEREF _Toc69537886 h 33 HYPERLINK l _Toc69537887 S

16、oftware Usage Policy PAGEREF _Toc69537887 h 34 HYPERLINK l _Toc69537888 Inventions and Patents PAGEREF _Toc69537888 h 35 HYPERLINK l _Toc69537889 Conflict of Interest PAGEREF _Toc69537889 h 35 HYPERLINK l _Toc69537890 Gratuities to Government Employees or Officials PAGEREF _Toc69537890 h 36 HYPERLIN

17、K l _Toc69537891 Gratuities to Customer or Supplier Representatives PAGEREF _Toc69537891 h 36 HYPERLINK l _Toc69537892 Political Activities PAGEREF _Toc69537892 h 36 HYPERLINK l _Toc69537893 Employee Privacy PAGEREF _Toc69537893 h 37 HYPERLINK l _Toc69537894 Telephone PAGEREF _Toc69537894 h 37 HYPER

18、LINK l _Toc69537895 Dress Code PAGEREF _Toc69537895 h 37 HYPERLINK l _Toc69537896 Kitchen/Break Room PAGEREF _Toc69537896 h 38 HYPERLINK l _Toc69537897 Visitors PAGEREF _Toc69537897 h 38 HYPERLINK l _Toc69537898 Outside Employment PAGEREF _Toc69537898 h 38 HYPERLINK l _Toc69537899 Emergency Closings

19、 PAGEREF _Toc69537899 h 38 HYPERLINK l _Toc69537900 Mail and Shipping PAGEREF _Toc69537900 h 38 HYPERLINK l _Toc69537901 APPENDIX A Health Insurance Plan PAGEREF _Toc69537901 h 39 HYPERLINK l _Toc69537902 APPENDIX B Prescription Drug Plan PAGEREF _Toc69537902 h 39 HYPERLINK l _Toc69537903 APPENDIX C

20、 Dental Plan PAGEREF _Toc69537903 h 39Our Company Introduction to Your Company Name Welcome Letter Welcome to Your Company Name! We are pleased to have you with us and hope that you find your new job rewarding and challenging. Your Company Name is a growing company, and we feel that all of us have t

21、he opportunity to benefit. We want to maintain the benefits of our current environment as we expand and grow the company over the coming years. To reach our goal we must provide superior service to our customers and this means employing the best people. As a member of the Your Company Name team, you

22、 are critical to our success. Through your success we can reach our goals. Your Company Name strives to create an exciting, challenging and rewarding work environment that allows you to flourish. As a dynamic company, we offer many career opportunities. We want you to build a long and successful ass

23、ociation with Your Company Name and be a happy and productive member of our team. Through your dedication, creativity, perseverance and efforts, our company will continue to grow. Once again, welcome to Your Company Name and our best wishes for success. We appreciate your confidence in our future. L

24、ets grow together. Regards, Your Name Your Title Company History Provide a short company history here. This can be as long as you would like it. New employees would like to know as much as possible about the company for which they are working. Company Goals Provide a list of company goals here. Incl

25、ude long- and short-terms goals. Try to be as specific as possible. It is important that all employees understand clearly what the company is trying to achieve. Continuity of Policies - Right to Change or Discontinue The policies and procedures in this manual are not intended to be contractual commi

26、tments by Your Company Name and employees shall not construe them as such. They are intended to be guides to management and merely descriptive of suggested procedures to be followed. Your Company Name reserves the right to revoke, change, or supplement these guidelines at any time without notice. Su

27、ch changes shall be effective immediately upon approval by management unless otherwise stated. No policy is intended as a guarantee of continuity of benefits or rights. No permanent employment or employment for any term is intended or can be implied by statements in this manual. Equal Opportunity Po

28、licyYour Company Name is an Equal Opportunity employer.No employee of the company will discriminate against an applicant for employment or a fellow employee because of race, creed, color, religion, sex, national origin, ancestry, age or any physical or mental disability. No employee of the company w

29、ill discriminate against any applicant or fellow employee because of the persons veteran status. This policy applies to all employment practices and personnel actions including advertising, recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, termin

30、ation, rates of pay and other forms of compensation or overtime. Recruitment Your Company Name aggressively recruits to attract top caliber individuals to all levels of the organization. Company positions may be filled by either transfer or promotion of existing employees or by new employees who are

31、 recruited or apply. Recruitment may be conducted through advertising, employment agencies, schools, employee referrals or technical and trade referrals. Supervisors/managers should consider the most appropriate method of recruitment for filling departmental positions. All recruitment shall be condu

32、cted in an ethical, professional and non-discriminatory manner. Your Company Name provides equal employment opportunity to all applicants on the basis of demonstrated ability, experience and training.A list of current openings will be posted to all employees via . Announcement of New Positions The a

33、vailability of all job openings will be announced within the organization prior to outside recruitment for any position. The job requisition giving job title, class, department, job functions and qualifications will be posted via to all employees. An applicant must have at least fill in the number o

34、f months required months experience in his or her current position before applying for another company position. All present employees are encouraged to review the requirements for each position and apply for those positions in which they are interested. All applications will be given the same consi

35、deration as outlined in the company recruitment policy. Employee Selection and Development Your Company Name provides equal opportunity to all applicants on the basis of demonstrated ability, experience, training, and potential. Qualified persons are selected without prejudice or discrimination as s

36、tated in the companys Equal Opportunity Policy. The employment requisitions, initiated by the supervisor/manager, will define the job-related tasks and qualifications necessary to assume the position. The defined tasks and stated qualifications will be the basis for screening applications. The super

37、visor/manager will conduct structured initial interviews limited to job-related questions to assess each candidates experience, demonstrated ability and training. The telephone may be used for these initial interviews. Recruiting is only one part of continued employee development, which is a five-pa

38、rt process designed to help retain good workers. The employment development process includes (1) recruiting, (2) interviewing, (3) hiring, (4) training and (5) evaluation.Recruiting Recruiting involves a variety of factors:Developing a job descriptionFinding candidates throughemployee referraljob bo

39、ardsadvertising in trade magazines and the general mediaexecutive recruitersInterviewing Interviewing also involves a variety of factors:Telephone screening to determine if candidates meet the job descriptionInitial one-on-one interviewsFollow-up interviews with peers Checking references and backgro

40、undsGaining the consensus of interviewers to hire or not to hire Before extending an employment offer and upon the applicants prior agreement, at least two applicant references must be checked. Inquiries are to be made in a professional manner requesting only factually verifiable and job-related inf

41、ormation. The reference data is used only as supplemental information for the hiring decision.Hiring Once the manager has made a decision to make the offer and has confirmed key terms, the next step involves making the verbal and written offer culminating in the employees first day as a member of th

42、e Your Company Name team. Following employment, the references and interview ratings must be retained for up to one year and then may be destroyed. After candidate interviews, verification of employment history and reference inquiries, the hiring manager is responsible for the employment offer. Afte

43、r the verbal offer has been made and the candidate has agreed to the essential terms of the offer (typically the position, employee classification, salary or rate, and the starting date), a written offer will be prepared and submitted to the candidate in person or by mail confirming the verbal offer

44、 and will include the essential terms of the verbal offer as agreed to by the candidate. The candidate will be required to sign and date an acceptance of the written offer that will state as follows: “The undersigned accepts the above employment offer and agrees that it contains the terms of employm

45、ent with Your Company Name, and that there are no other terms express or implied. It is understood that employment is subject to verification of identity and employment eligibility and may be terminated by Your Company Name at any time for any reason. The verbal or written offer must never express o

46、r imply that employment is “permanent, “long-term, of a specific duration, or words of similar meaning. An exception may be made where a temporary position of known duration is to be filled. Employment may be made contingent upon certain job-related factors, such as obtaining a specific state or fed

47、eral license when appropriate or desirable. After the candidate has accepted the employment offer, she or he will be required to provide documentation of identity and employment eligibility in accordance with federal law. Form I9, shall be used for this purpose.Here is an outline of the hiring proce

48、ss:Make verbal offerFollow-up with basic offer letter outlining key termsReceive acceptance of offer letter from new employeeFile paperwork (W2, signed employment agreement and I-9)Training All new employees will be provided with an orientation briefing, which will be held within their first week of

49、 employment with the company. The orientation is designed to acquaint the new employee with the company and its policies. Supervisors/managers will be responsible for ensuring the attendance of new employees at the company orientation sessions. On the first day of employment, the employees superviso

50、r/manager is responsible for assisting the employee in completing all check-in and benefit enrollment procedures with the Personnel and Accounting departments. In addition the supervisor/manager will ensure that the new employee receives an introduction within the company and is provided with in-dep

51、th information regarding his or her specific role and responsibilities within his or her department.Here is a brief outline of this first week:Introduction to coworkers on Day 1Supervisor/manager identifies specific roles and responsibilities of employee on Day 1Supervisor/manager reviews company hi

52、story, products, customers and competition within 1st week of employmentEvaluation Giving constructive feedback at various times during the employment relationship is the final stage of the employment development process. New and existing employees will be provided with feedback at different times d

53、uring the year.Supervisors will provide the following:New employees will be provided performance evaluation criteria before the end of the 1st month of employmentQuarterly feedback sessions with all employeesSemiannual professional development review for all employeesAnnual Performance Reviews for a

54、ll employees Sexual Harassment Your Company Name will not allow any form of sexual harassment within the work environment.Sexual harassment interferes with work performance and creates an intimidating, hostile or offensive work environment. Sexual harassment influences or tends to affect the career,

55、 salary, working conditions, responsibilities, duties or other aspects of career development of an employee or prospective employee; or creates an explicit or implicit term or condition of an individuals employment. It will not be tolerated. Sexual harassment, as defined in this policy, includes, bu

56、t is not limited to, sexual advances, verbal or physical conduct of a sexual nature, visual forms of a sexual or offensive nature (e.g., signs and posters) or requests for sexual favors. Any intentional sexual harassment is considered to be a major violation of company policy and will be dealt with

57、accordingly by corrective counseling and/or suspension or termination, depending upon the severity of the violation. Illegal Drug Abuse/Alcohol Abuse This policy is implemented because we believe that the impairment of any Your Company Name employee due to his or her use of illegal drugs or due to a

58、lcohol abuse is likely to result in the risk of injury to other employees, the impaired employee, or to third parties, such as customers or business guests. Moreover illegal drug abuse adversely affects employee morale and productivity. “Impairment or “being impaired means that an employees normal p

59、hysical or mental abilities or faculties while at work have been detrimentally affected by the use of illegal drugs or alcohol. The employee who begins work while impaired or who becomes impaired while at work is guilty of a major violation of company rules and is subject to severe disciplinary acti

60、on. Severe disciplinary action can include suspension, dismissal or any other penalty appropriate under the circumstances. Likewise the use, possession, transfer or sale of any illegal drugs on company premises or in any Your Company Name storage area or job site is prohibited. Employees who violate