Employee Handbook Requirements in the Law

In: Business and Management

Submitted By blazingbulldog
Words 1109
Pages 5
Welcome
Welcome to the Nirvana team. Nirvana has provided you with this handbook for you to use as a guide and to teach you about our company’s policies, benefits and rules. This handbook will help you help us create a safe work environment as it prepares you to know what to expect as you enter the work environment.
This book is intended to give you a general overview of our company’s policies, benefits and rules and therefore is not considered a legal document.
Mission
Nirvana Boutique offers its clients a one-of-a-kind, personally tailored shopping experience. Our unique line of inventory is not available at any other retail outlet. It is our passion to expose our clients to a worldly array of clothing and accessories as we continue to be the leaders in the boutique industry.
Policies
Harassment
Nirvana will not tolerate harassment of any kind, prohibited by law, including race, color, sex, age, religion, national origin, handicap, disability, marital status, or veteran status.
According to the The U.S. Equal Employment Opportunity Commission sexual harassment is defined as:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
• The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
• The victim does not have to be the person harassed but could be anyone affected by…...

Similar Documents

Employee Handbook

...Consulting Firm Employee Handbook Company Overview GJLNR Consulting Firm is a world renowned consulting firm that offers professional advice and organization to large to midsize business organization in the healthcare industry. GJLNR has more than 25 years of experience in unionizing; employee relations, healthcare, and investment benefit options. GJLNR Consulting Firm prides itself in offering personalize, world-class consultation to each client. Our dynamic staff is the driving force for this recognized business service. To uphold GJLNR company’s vision and integrity, our employees are held to higher standards. In this employee handbook GLJNR will identify the behaviors and actions that all our employees should adhered to as a member of the GLJNR team. Privacy Privacy is a continuous standard at GJLNR Consulting Firm. The following areas are covered under Privacy at GJLNR: Badges, Internet Access, Confidentiality Agreements, Releasing of Company Material, Public Relations and Employee Relations. If any of the below privacy issues are violated GJLNR reserves the right to terminate an employee work relationship at GJLNR Consulting Firm. Badges Employee badges are issued on the first day of employment. Employees will only use their badges in the grant areas as expressed by human resources Employees should have their badges with their name visible at all times while on GJLNR properties. At no time, will an employee use another employee......

Words: 1233 - Pages: 5

Employee Handbook

...The handbook will address the state and federal laws regarding nondiscrimination and health and safety laws. At the top of this section of the handbook it can be stated that the organization is an equal opportunity employer and is has made a solid commitment to hiring staff for our organization without the regard of religion, age, race, gender, or disability and that we do so by complying with all Federal regulations as well as with state legislation and regulations. Also in this section we will include the Americans with Disabilities Act, the Equal Employment Opportunity Commission, Fair Labor Standards Acts, Family Medical Leave Act, and a section outlining or describing the Occupational and Health Safety Administration and the standards OSHA enforces. In each section we will include a website where more information can be found for each topic. We will describe how the Americans with Disabilities Act ensures that those with a disability have equal rights and opportunity for employment and are not to be discriminated upon applying for employment. In this section we can outline the employers responsibilities regarding this act so that it covers the organization’s as well as the employee’s rights. For example we can add that if the organization has 15 employees or more that they are not to discriminate against an applicant that is qualified for the job they are applying for regardless of their disability. In the section for Equal Employment Opportunity Commission......

Words: 461 - Pages: 2

Employee Performance Handbook

...Text Version A Handbook for Measuring Employee Performance ALIGNING EMPLOYEE PERFORMANCE PLANS WITH ORGANIZATIONAL GOALS Workforce Compensation and Performance Service Executive Resources and Employee Development ■ Performance Management Implementation ■ September 2011 table of contents FOREWORD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 contents CHAPTER 1 PERFORMANCE MANAGEMENT: BACKGROUND AND CONTEXT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Employee Performance Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 CHAPTER 2 DISTINGUISHING ACTIVITIES FROM ACCOMPLISHMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 The Beekeepers and Their Bees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Using Balanced Measures ................................................. Categories of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 18 CHAPTER 3 DEVELOPING EMPLOYEE PERFORMANCE PLANS . . . . . . . . . . . . . . . . . . . . 20 Step 1: Look at the Overall Picture ....................................... Step 2: Determine Work Unit Accomplishments . . . . . . . . . . . . . . . . ....

Words: 23269 - Pages: 94

Employee Handbook Non Discrimination

...Employee Nondiscrimination Handbook Rebecca Sims, Kristi Jones, Ronza Wilkes-Hankinson, Lawanda Collins HCS/430 August 11, 2014 Employee Nondiscrimination Handbook The Employee Handbook in many organizations has in detail what is expected out of the employees in the workplace. The employee handbook covers annual, sick and personal leave, nondiscrimination laws and procedures, open door policy, information about filing complaints, employee benefits, other available benefits, and employee responsibilities. The most important thing that will and should be addressed in the workplace is nondiscrimination. Nondiscrimination is one of the most important aspects in many organizations and is also the number one topic that must be followed through to eliminate law suits and co When dealing with non-discrimination laws in a health care segment or any other work place there are procedures that have to be followed. Some of the non-discrimination issues that must be addressed within the health care organization and other work places and other places would be race, sex, national origin, disability, age, religious or political opinions, etc. Employees should not at any time use filing a complaint as a form of retaliation against another employee. Department of Behavioral Health and Developmental Disabilities (DBHDD) have an unlawful Discrimination Complaint Procedure they use when processing unlawful discrimination or sexual harassment. The......

Words: 1479 - Pages: 6

Mgt 434 (Employee Law) Entire Course

...MGT 434 (Employee Law) Entire Course IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://acehomework.com/MGT-434-Employee-Law-Complete-Course-A-Work-6546546.htm If You Face Any Problem E- Mail Us At JohnMate1122@gmail.com MGT 434 Complete Class Week 1 – 5 All Assignments and Discussion Questions – A+ Graded Course Material Week 1 Individual Assignment Legal Process Paper john is an employee in a private sector organization. He wants to file a discrimination complaint against his employer. Resources: EEOC website at http://www.eeoc.gov and the U. S. Court System website at http://www.uscourts.gov.Search with the key words litigation process, mediation process, and dispute resolution. Prepare a 700- to 1,050-word paper in which you analyze and explain the following discrimination complaint and civil litigation processes as it would potentially apply to John and his employer. In your paper, explain in detail how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the U. S. Supreme Court. Include a discussion on other relevant aspects addressing discrimination complaints and disputes in the workplace. Format your paper consistent with APA guidelines. Week 1 DQ1 What are the differences between employees and independent contractors? Is it possible for an employer to reclassify all of his employees as independent......

Words: 2594 - Pages: 11

Company X Employee Handbook

...Company X Employee Handbook Thongsee K. Robbins (WGU Student #) Western Governors University   Table of Contents Part A: Standard and Procedures…………………..…………………………………………………………Page 2 Purpose of this Handbook………………………………………………………………………...…. Page 2 Change of Policy…………………………………………………………………………………………. Page 2 Employment Forms……………………………………………………………………………………..Page 2 Dress Code Policy……………………………………………………………………………………….. Page 2 Part B: Training…………………………………………………………………………………………………….. Page 3 Frequency of trainings…………………………………………………………………………….…. Page 3 Specific content included in training program……………………………………………... Page 3 Duration of training program……………………………………………………….………….…. Page 3 Who will conduct/facilitate trainings? .................................................................................Page 3 How training(s) will be present to employees………………………………………….…...Page 3 Part C: Monitoring, Auditing & Reporting………………………………………………………………..Page 4 Monitoring employee misconduct……………………………………………………………….Page 4 Auditing employee misconduct……………………………………………………………………Page 4 Reporting employee misconduct…………………………………………………………………Page 4 Part D: Evaluate & Review the program after implementation………………………………….Page 5 Develop a plan……………………………………………………………………………………………..Page 5 Review and evaluate the effectiveness of ethics program………………………………Page 5 Suggestions to improve the ethics program after......

Words: 3535 - Pages: 15

Cultural and Relationship Values Memorandum and Employee Handbook

...Cultural and Relationship Values Memorandum and Employee Handbook Memorandum TO: All Employees SUBJECT: Employee Handbook FROM: Boardman Management Group DATE: November 24, 2014 The purpose of this memorandum is to explain the reason behind designing the employee handbook that is attached. Subjects discussed include explaining the value and team-based culture, the mission statement, the main areas covered in the handbook and how this handbook will move us forward. The handbook will also cover employer responsibilities and employee rights. The company is a value and team-based culture. Baderman Island Resort aims to please the customers who cause employees to stretch the rules at times to make the guests comfortable. The company also conducts random acts of kindness, which also support a value-based culture. Boardman Management Group empowers its employees, which encourages a team experience as they consider all employees as family. The values of the company are articulated through the mission statement. The mission statement reads “…dedicated to managing leisure and convention focused resorts that provide a unique and quality experience to guests and visitors. The Board of Directors and operational leaders in the organization, empowers its staff to offer unsurpassed quality of customer service, through individual acts of random kindness and specialty services” (Boardman Management Group, 2012, p. 1). This mission statement reflects that the company is a value......

Words: 618 - Pages: 3

Mgt 434 (Employee Law) Complete Course

...MGT 434 (Employee Law) Complete Course IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://hwnerd.com/MGT-434-Employee-Law-Complete-Course-1486.htm?categoryId=-1 If You Face Any Problem E- Mail Us At Contact.Hwnerd@Gmail.Com MGT 434 Complete Class Week 1 – 5 All Assignments and Discussion Questions – A+ Graded Course Material Week 1 Individual Assignment Legal Process Paper john is an employee in a private sector organization. He wants to file a discrimination complaint against his employer. Resources: EEOC website at http://www.eeoc.gov and the U. S. Court System website at http://www.uscourts.gov.Search with the key words litigation process, mediation process, and dispute resolution. Prepare a 700- to 1,050-word paper in which you analyze and explain the following discrimination complaint and civil litigation processes as it would potentially apply to John and his employer. In your paper, explain in detail how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the U. S. Supreme Court. Include a discussion on other relevant aspects addressing discrimination complaints and disputes in the workplace. Format your paper consistent with APA guidelines. Week 1 DQ1 What are the differences between employees and independent contractors? Is it possible for an employer to reclassify all of his employees as......

Words: 2595 - Pages: 11

Employee Handbook

...Employee Handbook In this Employee Handbook, you will find our policies and procedures that are put in place to benefit both the employer and employee. The employee rules apply to all our employees and must be followed to maintain employment with the company. It will also cover the consequences and procedure that are in place to deal with any violations of the handbook. As with all things, we reserve the right to make changes as we see fit with proper notification to all employees. We may revise, add, or delete as necessary. If you need more information regarding anything in the handbook, please contact your Human Resource Manager. Privacy Rights Addressed Privacy will be honored on both the employer and the employee. All confidential material, such as your personnel file or payroll, will be kept private and only the necessary employees will have access. Any information that is released will be done on a need to know basis only. As an employee, it is your responsibility to maintain the privacy of our clients and any information you may receive throughout the workweek. You will also have information about our daily operations. These also are not to be shared with anyone. Depending on your position with our company, you may receive confidential information regarding other employees that is not to be shared with others. It is of highest importance that privacy is maintained during all aspects of work. Privacy Rights & Privacy Protection ...

Words: 2073 - Pages: 9

Employee Handbook Sample

... Employee Handbook Organization: Mahmood Pipe Store Developed by: HR Department Dated: 10-Oct-2015 Scope: This Document with all its contents is necessary to be read thoroughly and followed by all employees of Mahmood Pipe Store. Changes in the document can be made with the mutual consent of Top- Management and HR Department and must be informed to all the staff respectively. Vision We envision to be the market leader in pipe industry by ensuring quality, innovation & style. Mission Our mission is to provide the potential customers with quality products in all ranges of sanitary fittings. Our goal is to ensure customer satisfaction, employee satisfaction and follow the Islamic law in every aspect of our business. Organizational policies & rules Following are the company policies that employees should know about and follow. 1. Ethics Our business ethics includes three main things: * Honesty: * It is that every stakeholder of our business is supposed to remain honest in every aspect of life. This means we prefer honesty internally as well as externally in our business. * Mutual Respect: * We tend to and expect every stakeholder to believe on mutual respect because we believe it to be one of the basic human right. * Fairness: * By fairness we expect all the business dealing to remain fair and transparent and nothing is kept hidden until and unless damages the company’s brand worth. 2. Equal opportunity We believe in treating all the......

Words: 2052 - Pages: 9

Employee Handbook

...and make sure you are on the right track B. state the obvious problems and talk about the unknown C. request the client’s action plan D. get the client’s reaction to the data, recommendations, and action 22) What is the most useful guideline for giving feedback? A. Be assertive. B. Be aggressive. C. Be nonassertive. D. Be nonaggressive. 23) Which statement best describes one of the goals in consulting? A. Teaching clients how to solve problems themselves B. Teaching clients that you need to take over at some point C. Teaching clients that it is all right to implement the project D. Teaching clients what not to expect from you 24) __________ empowerment should be considered during the implementation phase. A. Employee B. Employee and consultant C. Consultant D. Public 25) A consultant may choose engagement over installation when A. the change requires following a pre-defined set of steps B. the change involves carefully defined objectives and measures C. the change requires finding a solution for a mechanical problem D. the change involves intangible goals such as building relationships 26) What benefits does the engagement strategy offer that the installation strategy does not? A. The engagement strategy provides clearly defined objectives and measures. B. The engagement strategy builds support for the business or planned technical change. C. The engagement strategy offers a defined set of steps. D. The engagement strategy usually results...

Words: 12434 - Pages: 50

Employee Policy Handbook

...| EMPLOYEE POLICYHANDBOOK | C O M M I T M E N T | | REVISED ON28 February 2016 | | | THE MANDLEY GROUP | TABLE OF CONTENTS I. WELCOME 3 POLICY CHANGES/EMPLOYMENT-AT-WILL/EEO & ADA 5 II. EMPLOYMENT POLICIES 5 EMPLOYEE BEHAVIOR EXPECTATIONS 5 DISCIPLINE POLICY 6 PENALITIES FOR SPECIFIC OFFENSES 7-9 SUSPENSIONS & INVESTIGATIONS 8-9 PERFORMANCE MANAGEMENT POLICY 9-10 PERFORMANCE REVIEW TEMPLATE 11-13 PERFORMANCE IMPROVEMENT TEMPLATE 14-16 RECEIPT OF EMPLOYEE HANDBOOK AGREEMENT & AT-WILL POLICY 17 WELCOME TO OUR ORGANIZATION Dear Employee: Welcome to our organization. We are pleased that you selected to serve the most deserving clients in the world. Your professional and personal contribution to our organization will make a difference. This employee policy handbook is not all inclusive and is designed to help you learn the basics about our organization and its policies. If you have any questions on the information provided, ask your immediate supervisor, or the Human Resources Office. We all must work together to maintain a highly productive and efficient organization and your commitment is required. If you have questions, ask. If you have concerns, voice them. If you have ideas, bring them forward. We are counting on you to make a difference. We......

Words: 3930 - Pages: 16

Employee Handbook

...Employee Handbook ABC Ltd. by BRIGHT CONTRACTS www.brightcontracts.ie Professional software that lets you create tailored employment contracts and sta handbooks. Handbooks do not replace contracts of employment and should be used in conjunction with a contract! WWW.BRIGHTCONTRACTS.IE - SAMPLE DOCUMENT Contents 1 Introduction 1.1 Welcome 1.2 Purpose of this Handbook 1.3 Company Background and Mission Statement 1.4 Employment Records 1.5 Data Protection 2 Company Policies and Procedures 2.1 Disciplinary Procedures 2.1.1 Purpose of Policy 2.1.2 Scope 2.1.3 Policy 2.1.4 O ences 2.1.4.1 Misconduct 2.1.4.2 Gross Misconduct 2.1.5 Procedures 2.1.5.1 Informal Counselling 2.1.5.2 Formal Disciplinary Procedure 2.1.5.2.1 The Investigation Procedure 2.1.5.2.2 The Disciplinary Procedure 2.1.6 Appeals 2.2 Grievance/Dispute Procedures 2.3 Bullying and Harassment Policy and Procedure 2.3.1 Harassment, Sexual Harassment and Bullying 2.3.1.1 Harassment 2.3.1.2 Sexual Harassment 2.3.1.3 Bullying 2.3.1.4 Lack of Respect 2.3.2 Procedures 2.3.2.1 Informal Procedure 2.3.2.2 Formal Procedure www.brightcontracts.ie · Handbook · Page 2 of 28 WWW.BRIGHTCONTRACTS.IE - SAMPLE DOCUMENT 2.3.2.3 Investigation 2.3.2.4 Outcome 2.4 Health and Safety Policy 2.4.1 Principles applying to Health and Safety 2.4.2 Accident Reporting 2.4.3 Fire 2.4.4 First Aid 2.4.5 Personal Protective Equipment 2.4.6 Smoke-free Workplace 2.5 Equality Policy 2.5.1......

Words: 10981 - Pages: 44

Employee Handbook

...Table of Contents * Introduction * Filling Vacancies * Appointment and probationary period for a new employee * Employee performance and development * Position Classification * Compensation * Insurance Benefits * Retirement Program * Additional Benefit Programs * Attendance and Leave * Indian Laws and State Policies * Safety and Health Programs * Employee Organisation * Prohibitions and Penalities * Employee Dispute Resolution * Seperations a. Resignations b. Layoff c. Discharge * Strikes against the company . INTRODUCTION Mapro Foods has a flat organisational structure where management and employees work hand-in-hand. The employee handbook provides a ready reference for new and experienced employees when questions arise relating to the Company’s policies, benefits and terms and conditions of employment.It is to make you familiarize with the with important information about the company, as well as provide guidelines for your employment experience with us in an effort to foster a safe and healthy work environment.It is intended o clarify that this handbook talks about Company’s Policies, practices , and benefits for your understanding and is not a legal document and is not subjected to act as a contract. It is obviously not possible to anticipate every situation that may arise in the workplace or to provide information that...

Words: 4442 - Pages: 18

Employee Handbook

...Employee Information Employee Handbook 3 Welcome to the Employee Handbook We are delighted that you are working with us and hope that you will find your job both challenging and enjoyable. All employees have a contract detailing terms and conditions relating to their own particular role. This handbook has been designed to give additional important and useful information about employment with us; our expectations of you and your colleagues and the benefits we provide. It is divided into two main sections: • • Section 1 – contains contractual entitlements which form part of your contract of employment. Section 2 – contains important information on the discretionary benefits available to employees and general information about your employment with Marks & Spencer. All rights reserved. No part of this publication may be reproduced, stored in or introduced into a retrieval system or transmitted in any form or by any means (electronic, mechanical, photocopying, recording or otherwise) without the express written permission of Marks & Spencer p.l.c. Employee Handbook Contents Our People Principles 5-6 Reporting Accidents Personal Accident 7 7 7-8 9 10 11 11-12 12 13-14 14-15 16-18 19-20 20 Personal Life Assurance First Aid Regulations Handling Merchandise, Money & Equipment Personal Property Computer Security Whistle-blowing: Public Interest Disclosure Discrimination, Harassment, Bullying & Victimisation Standards of Conduct Misconduct Gross Misconduct......

Words: 18178 - Pages: 73