An employee handbook serves as an orientation manual by providing a new employee
with information about the employer such as company policies and procedures. A
handbook can also help protect the employer from legal liability. This form contains
standard language, including sections for job duties, employee responsibilities,
timekeeping procedures, payroll information, employee benefits, and leave policy, but
can be customized to fit the unique needs of any employer. This document should be
used by employers and is helpful to any human resources department.
[COMPANY NAME]
EMPLOYEE HANDBOOK
ISSUED: [Date]
I. EMPLOYMENT POLICIES
A. ABOUT THIS HANDBOOK
This employee handbook contains information about the employment policies and
practices of MyCompany, Inc. (the “Company”) in effect at the time of publication. All
previously issued handbooks and any inconsistent policy statements or memoranda or other
Company documents are superseded, with the exception of any currently valid written
agreements between an employee and the Company.
The Company reserves the right to revise, modify, delete or add to any and all
policies, procedures, work rules or benefits stated in this handbook or in any other document,
except for the policy of at-will employment or as contained in any currently valid written
agreements between employees and the Company. All such revisions, modifications, deletions
or additions must be in writing and must be signed by the Chief Executive Officer of the
Company. No oral statements or representations can change or alter the provisions of this
handbook. With the exception of any currently valid written agreements entered into between
employees and the Company, this handbook sets forth the entire agreement between you and the
Company as to the duration of employment and the circumstances in which employment may be
terminated.
Nothing in this employee handbook, or any other personnel document, including
but not limited to, benefit plan descriptions, creates, or is intended to create, a promise or
representation of continued employment for any employee.
Not all Company policies and procedures are set forth in this handbook. We have
summarized only some of the more important ones. If you have any questions or concerns about
this handbook or any other policy or procedure, please ask your supervisor.
B. EMPLOYMENT AT THE COMPANY
EMPLOYMENT AT THE COMPANY IS EMPLOYMENT AT WILL.
Employment at will may be terminated for any reason, with or without cause or notice, at any
time by the employee or the Company. Nothing in this handbook or in any document or
statement, oral or written, limits the right to terminate employment at will. Terms and conditions
of employment with the Company may be modified at the sole discretion of the Company with
or without cause, with the exception of the terms set forth in any currently valid written
agreement between an employee and the Company. Other than the Chief Executive Officer of
the Company or his/her designated agents, no one has the authority to make any agreement for
employment other than for employment at will or to make any agreement limiting the
Company’s discretion to modify the terms and conditions of employment. Only the Chief
Executive Officer has the authority to make any such agreement and then only in writing. No
implied contract concerning any employment-related decision or term or condition of
employment can be established by any statement, conduct, policy or practice.
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C. EQUAL EMPLOYMENT OPPORTUNITY PRACTICES
The Company is an equal opportunity employer and makes employment decisions
on the basis of merit. Company policy prohibits unlawful discrimination based on genetic
characteristics or information, race, color, creed, sex, gender, gender identity, marital status, age,
national origin or ancestry, physical or mental disability, medical condition, veteran status,
sexual orientation or any other consideration made unlawful by federal, state or local laws. All
such discrimination is unlawful. The Company prohibits unlawful discrimination by any
employee of the Company, including supervisors and co-workers.
To comply with applicable laws ensuring equal employment opportunities to
qualified individuals with disabilities, the Company will make reasonable accommodations for
the known physical or mental limitations of an otherwise qualified individual with a disability
who is an applicant or an employee unless undue hardship would result.
Any applicant or employee who requires an accommodation in order to perform
the essential functions of the job should contact the Chief Executive Officer and request such an
accommodation.
D. UNLAWFUL HARASSMENT
The Company will take all reasonable steps to prevent unlawful harassment from
occurring. In addition to prohibiting other forms of unlawful discrimination, the Company
maintains a strict policy prohibiting harassment because of gender, gender identity, genetic
characteristics or information, sex, race, color, national origin, ancestry, religion, creed, physical
or mental disability, cancer-