Free Essay

Company X Employee Handbook

In: Business and Management

Submitted By robbinsnt
Words 3535
Pages 15
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 implementation……………...….Page 5 Measures or procedures used to review…………………………………………………...…. Page 5 Frequency of review…………………………………………………………………………………... Page 5 Who will conduct the review? ................................................................................................ Page 5 How will improvements be implemented? ........................................................................Page 5 How will changes be communicated? ...................................................................................Page 5

Part A: Standards and Procedures Introduction

The Company X Employee Handbook is published to help new employees become familiar with the company policies and procedures. The employee handbook describes the benefits and working conditions of Company X that must be followed by all employees. In this employee’s handbook are the expectations of behaviors and actions for each employee to follow as they represent Company X’s values, goals and visions of the company.

Purpose of a Handbook

Company X would like to provide our employees with a friendly environment to help individuals strive to meet with their daily demanding challenges. Company X wants to lead our employees to provide an extraordinary service commitment to the consumers and to provide the best quality products with a price that is competitive with our competition. These policies and procedures serve as working conditions of Company X in order to provide a safe and pleasant environment for both customers and employees.

Company X is aware of our talents and abilities that each employee brings to the company. Company X would like to provide our employees with environment that promotes an openness and cooperation among the employees and the company so we may achieve both the highest fulfillment for our employees and the company vision. Company X has an open door policy where the company encourages our employees to take problems to the next higher level of management if they are not achieving their desired result with their supervisor. Company X is an equal opportunity employer. Company X provides its employees the best opportunities for growth pay and benefits base on employees’ merit. Company X treats our employees fairly and does not discriminate against race, religion, age, gender and national origin of our employees. Company X will obey all federal, state and local labor laws that pertain to the company.
Change of Policy Company X reserves the right to change and modify the policies and procedures that are outlined in this employee handbook. Company X also has the right to add or delete any polices, procedure, benefits and working conditions that are pertain to the grow of the company and its vision for the success of the company in the future without any notice to the employees.

Company X will strive to notify employees when change in policies or procedures of the company occur, but the responsibility lies within the employees to know about the policies, procedures, benefits and working conditions of the company rules and regulations.

Forms All new employees must complete all necessary forms to obtain employment with our company. New employee will have 3 business days to turn in the paper works to the Human Resources Manager with their Employment Eligibility Verification Form 1-9, W-2; direct deposit if they choose this option and 401K forms.
APPEARANCE AND DRESS Company X encourages employees to dress appropriately in business casual wear. Employees will not wear anything that would consider being an offensive to the company or colleagues. This includes profane language or clothes that promote sexuality, race, politics, religion, and gender. Company X desires to provide a workplace that is enjoyable and pleasant place for all employees to enjoy while working for the company. We as the management team expect your business attire exhibit common sense and professionalism. Some of the casual wears are not suitable for professional office employees to wear. Please use the following guidelines below as you select your business attire for work. Clothing that you would consider wearing to the beach, exercise, does yard work, sporting events, and dance clubs will not be appropriate for your business attire at work. If your clothing reveal too much cleavage such as your chest and your stomach or your underwear is deem inappropriate for a business wear, even on casual Friday. Clothes should always be pressed and free from any torn or strain. Clothes that have words or pictures that would make your colleagues or customers feel uncomfortable are not acceptable. Clothes with the company name and logo is encouraged. Friday is declared as a dress down days. On Friday, jeans and other more casual clothing are allowed for employees to wear. The following clothing is not acceptable for business attire for our company such as Bermuda shorts or short shorts, leggings and shorts. Dress and skirt should at least the knee length for comfortable sitting in a public place. Your clothing should not include the following wear such as spaghetti strap or mini-skirts because they are deemed to be inappropriate for the office attire. These clothing are acceptable to the company dress policies such as dress shirts, sweaters and casual shirts to wear to work. Our company encourages their employee to wear a suit jackets or sport jackets to the office where they are directly dealing with customers. Dress shoes and dress heels are acceptable footwear with our company. Shoes such flip-flops, thongs and slippers are not acceptable foot wear. Make- up and jewelry should be in a good taste. Keep in mind that some employees are allergic to some of the perfumes so when using these items please be considered of those employees who may experience allergic reaction to the colonel or perfumes you are using. Company X encourages its employees to dress in the attire that demonstrate good judgment and professional taste. We, the management team asked each employee please be considering of your coworkers and your professional images in the community to be the factors of your business attire. Employees who are find to be dress inappropriate in the workplace will be reprimand on an individual basis rather than punishment all employees to a more strict dress policies.
RECORDING HOURS WORKED
All hourly employees are required to clock in and out with the time clock that the company provide you. You are responsible to clock in and out for yourself and not for other employee. If you are caught clocking in and out for other employees, action will be taken against you.

PAY PERIOD AND PAYDAY
The company will pay our employees on the 5th and on the 20th of every month. The pay period will end on the last day of the month for paycheck to be pay on the 5th. For paycheck that will be pay on the 20th, the pay period will end on the 15th of the month. Our employee could either pick-up their paycheck after 3pm or they could have an option of a direct deposit. Direct deposit will be ready after 10AM. If the 5th or 20th land on the weekend or holiday, they will be pay on the last working day before payday.

WORKDAY HOURS AND SCHEDULING
The regularly scheduled workday for our business office is: Monday through Friday, from 9:00AM to 6:00PM.

HOLIDAYS
The company observes the following holidays:
 New Year's Day
 Memorial Day
 Fourth of July
 Labor Day
 Thanksgiving
 Christmas

Full-time employees will be paid for these holidays. Part-time employees are not eligible for holiday pay.

PERSONAL CALLS, VISITS, AND BUSINESS
Company X expects full attention of our employees while they are at work. Sometime employees may occasionally have to take care of personal business during the workday. We asked that you to limit your personal phone call for no more at 5 minutes. If you have unexpected visit, please limit your visit time to 10 minutes. The company’s phone are not allow for employees personal use either before or after work. An excessive personal phone calls, personal visits and personal business dealings is not allow and will to a disciplinary action.

Acknowledgement of Receipt of Employee Handbook
Please read and sign at the bottom of this page to acknowledge that I had read and understood the policies and procedures of this company. If I have any question now or in future, I will have the opportunity with the company Human Resources Manager to help me to have a better understanding of what are the expectation and require of me as being an employee of this company.
As I sign this employee handbook, I agree and comply with all policies and procedures that this company has laid out for me as guidelines to follow. I agree that the company have the rights to change or modify their policies and procedures any time without any advance notice to me beforehand.
I understand that if I have violated any policies and procedures as stated in this employee handbook, I will be reprimand and further actions will take against me.
I also understand that the employee handbook it’s not implied or express contract regarding my employment with the company.

Signature Date

Print Employee Name

PART B: TRAINING
New Employees

All new employees must complete orientation session with the Human Resources Manager. The orientation session will give the new employee the opportunity to complete all employment forms that are required by Federal and State laws, as well as payroll and withholding information. The Human Resources Manager will explain the terms and the rules and expectations of the company. The Human Resources Manager will provide an overview of the pay and benefit packages offered by Company X. The employee will be responsible for reading the following policies that have been established within the employee handbook.

All new employees will be put on twelve (12) month probation. During this time, the supervisor will have a chance to teach and observe the employee with a close supervision. While teaching the employee, the supervisor will have the ability to evaluate the employee’s potential and performance. At the same time, the employee will be able to learn and ask questions of his/her job responsibilities. During the probation period, Company X has the right to terminate an employee on reason that deemed sufficient by Company X.

All new employees are to be train by their supervisor during their probationary period of their duties according to their job description.

Before the complete of the twelve months’ probationary period, the supervisor will complete the evaluation for the new employee to determent whether that employee is hiring for permanent position or terminated. Performance Appraisals and Job Evaluations

The immediate supervisor will conduct an annual employee performance evaluation for each regular employee that they supervise using their job description as their guide for evaluation. In this performance evaluation, Company X will use as a guide to promote or demotion an employee. In the evaluation, Company X will recognize the strength and abilities of the individual employees to determine the need for improvement with the company. Also during this annual evaluation, will include any correction of deficiencies of the employees and the action it had taken.

At this time, Company X will have the ability to provide employees with an opportunity to discuss personal and Company X’s goals and mean for improvement for its employees. The annual employee evaluation will give the company the chance to add or deleted any employee’s duties

The employees that are on probate will receive the feedback from their immediate supervisor before the probationary period expire of their status which will inform them of whether they are regular employee or they are being terminated.

The supervisor will schedule a time with each employees to set-up the exact time to do the evaluation for an employees. During the evaluation, both the supervisor and the employee will discuss the employee’s job performance and the job description. At this time, both the employee and the supervisor will develop an opportunity for the company to provide the employees with the training needs and improvement plans for each employee to performance at their best. The supervisor will share with the employees the company goals and vision for any future goals for success.

If an employee disagrees with their immediate supervisor of their evaluation, the employee will have 10 business days to respond in writing with an attachment of the employees evaluation form to their next higher manager.

To complete the evaluation form, both the employee and the supervisor will have to sign and date the evaluation form. The signature will acknowledge that both the supervisor and the employee have reviewed and understand the comments that are contained within the evaluation. The employee training and development process The company wills set-up the training program for all employees. The program will includes a new employee training with description of the job expectations and performance skills that will help new employee to performance his/her job responsibility at the maxizumie result possible. Also the training will help the new employee to understanding the important of how his/her position will fit in with the company structure. Company X is striving to provide the new employee with the background knowledge that the new employee will need to be able to have a better understanding of how important his/her impact would be on the company. The new employee must understand the important impact that he/she will contribute to her own department but must also be able to interrelate with the different departments of the company. Company X will provide a continuing education for all departments key person to familiar themselves with the important company function. The department key persons will attend an ongoing education with the company approve facility to host the continuing education. Including in this training education will be to update themselves with company policies and procedures and the technology that each department uses. Managers will attend yearly seminar on how to better supervise their team.
New Hire Training Company X will provide the new employee with both the training manual book format or online which ever method the employee chooses to obtain his or her training. In this training program will include a session on the practical and technical skills that the new employee needed to performance his or her job responsibilities. For the new employee to be familiar himself or herself with the policies and procedures of the company, the office manager will have to up keep both the manual and on online training program current. This includes in any change in policies and procedure and any system enhancements. The office manager will in keep in mind the user when designing the manual or online training materials for the new employee to keep material interesting and informational for the learner. The office manager will use the language that is familiar terms for the learner to understand and comprehend; it must include pictures and multi-media.
On the Job Training After the manual notebook or online training, the new employee will have the ability to be on the job training program. On the job training program, the new employee will be trained by the existing employee. Both of the existing employee and the new employee will work side-by-side together. This will allow the new employee to see firsthand the difference aspect of the position. This training will allow the new employee opportunity to develop a working relationship with a coworker. On the job training will reinforce the concepts that were being taught by an online or on manual notebook training program. The new employee will develop a better understand of the initial training and would be able to apply those same concepts on hands-on training.
Continuing Education in Employee Training Continuing education program for all department are as important as the new employee training. Continuing education will help reminding the employees about the procedures and concepts. The continuing education program will be both formal and informal. The informal continuing education training will include an up-to-date of the policies and procedures. The Human Resources Manager will send an email with an update of the policies and procedures to all employees on annual basis. The formal continuing education training program, staff will have the opportunity to take classes and attend seminar from an approve facility that the company provide to teach the employees new skills and to share ideas to improve the concept that the company already have in place. Attending Classes and seminars will help the employees to interrelate with other employees in their fielding to share ideas and experiences together how to handle issues that had arisen in the workplace. Meanwhile employees will gain new skills or ideas on how to better fullfill his or her job responsibilities.
Part C: Monitoring, Auditing & Reporting Company X has an open door policy for our employees. Employees are encouraged to report any misconduct by their colleagues. If the employee of Company X wittiness or have knowledge of their colleagues had violated the company policies and procedures, that employee must report the violation to their immediate supervisor. If the supervisor is the one that violated the policies and procedures of the company, that employee must report to the next higher level manager

If you did not reach the result you want, you should contact the company Human Resources Manager. The Human Resources Manager will advise you of what to do next to resolve the problems. The Human Resources Manager will help clarify any polices and answer any question regarding the issues at hand. If further actions are required the Human Resources will investigate all violated that are brought to the Company’s attention. RELATIONSHIPS WITH OUR CUSTOMERS Employees of Company X are not allowed to complain about the company policies and procedure to our customers. Employees’ personal problems are to remain as personal because every time our customers hear or see anything that having to do with our company, it will change the perception of our company. Our customers trust us with their business and they have high expectations and a position attitude toward our service. Each employee has the responsibility to fulfill the customers’ expectation of our company. As an employee of Company X, we must act professionally in every aspect of what we do and say. Our reputation is your future.

If you have a problem with the company, you should discuss the issues with your immediate supervisor not the customer. If you did not get the result you want, you should report the problems to the next high level of management. Company X realized that from time to time you will feel frustrated with the company internal problems; however we must not share the company internal problems with our customers because when we do, we will lose our credibility with the customers. RELATIONSHIPS WITH OTHER EMPLOYEES Company X strives to provide comfortable and healthy working atmosphere for our employees. Company X is seeking to maintain a productive activity, to achieve this result each employees must treat each other with a respect for one another. Our company philosophy is simple to treat others, the way you would like to be treated.

WORK AREA

A working area should be neatly and orderly kept to make a more pleasant and productive place to work. As employee of the company, you are expected to keep your surroundings area clean and presentable to your fellow employees and customers who may come to visited.

Part C: Monitoring, Auditing & Reporting

Auditing Employee Misconduct

If Company X suspect any misconduct of the employees, Company X have the right to inspect or monitor and enter or search any office, desk, file, locker or any other area that the company have reason doubt that the violated had taken place.

Company X has an open door policy for our employees. Employees are encouraged to report any misconduct by their colleagues. If the employee of Company X wittiness or have knowledge of their colleagues had violated the company policies and procedures, that employee must report the violation to their immediate supervisor. If the supervisor is the one that violated the policies and procedures of the company, that employee must report to the next higher level manager

If you did not reach the result you want, you should contact the company Human Resources Manager. The Human Resources Manager will advise you of what to do next to resolve the problems. The Human Resources Manager will help clarify any policies and answer any question regarding the issues at hand. If further actions are required the Human Resources will investigate all violated that are brought to the Company’s attention.

Part D: Evaluate & Review the program after implementation

Similar Documents

Premium Essay

Task 2: Est1

...John Rolph EST1: Ethical Situations in Business Task 2 Standards and Procedures 1.) Information Confidentiality: As an employee, you will be exposed to client-sensitive as well as company-sensitive information that is to be viewed only by those who have the authority or permission to do so. Such information to be considered “confidential” includes business contracts, financial information, internal correspondence, and any and all documentation (electronic or paper-based) that is not authorized to be disclosed to the public. Disclosure of sensitive information will lead to immediate termination and possible charges/fines (depending on the severity of the violation) as is legal under state and federal law. Employees should not take advantage of privileged information and share it with our competitors. By leaking confidential information you are threatening the well-being of the company as well as that of our clients. If left unsure of what information is considered confidential, please consult with your direct supervisor, HR Department, or Legal Team for further guidance. 2.) Proper Communication: Company X’s public communications are to be properly constructed and delivered in a clear, accurate and informative manner. All direct communications with the public should be factually correct and not misleading in any manner. Such public communications include, but are not limited to speeches, press releases, and quarterly earnings reports or other public financial......

Words: 2376 - Pages: 10

Premium Essay

Human Resurces Planning

...MODULE 1: HUMAN RESOURCE PLANNING Contents 1.0 Introduction 1 2.0 Developing an HR Plan 2 2.1 Forecasting Hiring Needs 2 2.2 Employment Arrangements 14 3.0 Succession Planning 15 3.1 Non-Family Succession 15 3.2 Family Succession 17 4.0 Creating a Personnel Manual 20 5.0 Conclusion 24 TEMPLATES: A. Staff Forecasting Chart B. Employee Attributes Checklist C. Minimum Wage Rates D. Human Resource Planning Checklist E. Management Assessment Form F. Personnel Policy Manual Template CTION Module 1 - p 1 1. INTRODUCTION Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs can impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning. Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to......

Words: 6812 - Pages: 28

Premium Essay

Communication

...the message, an HR staff member of ABC Company communicates the company’s culture, processes, procedures, and general information to new hires in emails. Sample Student Work: HR Email Communication for ABC Company New Hires Dear Employees, During Day 1 of the training, we will provide you an introduction and general company overview. On Day 2, uniforms will be issues and E-learning will begin. You will continue E-learning on Day 3 and complete it on Day 4. We will also assign you an area for you to start working on Day 4. Day 5 has no work for you to do. All employees must follow procedures. Employees must use the employee entrance and parking in the back of the building. If you arrive late to work, you must check in with your supervisor upon arrival. If employees need extra training, please inform the supervisor in the case they need extra training. Meal breaks are 30 minutes if working 8 or more hours. If working less than 8 hours, employees will get a 15 min break. Every first Monday of the month mandatory staff meetings take place in the conference department. You must attend the meeting. In the event you cannot attend, you must have prior approval from your supervisor. Our company is dedicated to providing the best retail experience to customers by offering competitive prices and equal employment opportunities. Our company offers extensive training and development programs and opportunities for growth within. We offer employee stock options and competitive......

Words: 607 - Pages: 3

Premium Essay

Project 1 - Ccjs 321 Digital Forensics

...Digital Forensics | Stan Vos Date of submission: FEB 5, 2016 | Project 1 - CCJS 321 Digital Forensics For the purposes of this project, imagine you are an Information Security (InfoSec) Specialist, an employee of the Makestuff Company, assigned to the company’s Incident Response Team. In this case, you have been notified by Mr. Hirum Andfirum, Human Resources Director for the Makestuff Company, that the company has just terminated Mr. Got Yourprop, a former engineer in the company’s New Products Division, for cause.  Mr. Andfirum tells you that at Mr. Yourprop’s exit interview earlier that day, the terminated employee made several statements to the effect of “it is okay because I have a new job already and they were VERY happy to have me come from Makestuff, with ALL I have to offer.”  Mr. Yourprop’s statements made Mr. Andfirum fear he might be taking Makestuff’s intellectual property with him to his new employer (undoubtedly a Makestuff competitor).  In particular, Mr. Andfirum is worried about the loss of the source code for “Product X,” which the company is counting on to earn millions in revenue over the next three years.  Mr. Andfirum provides you a copy of the source code to use in your investigation.  Lastly, Mr. Andfirum tells you to remember that the Company wants to retain the option to refer the investigation to law enforcement in the future, so anything you do should be with thought about later potential admissibility in court. The 4th Amendment to the......

Words: 1700 - Pages: 7

Premium Essay

Est1 Task 2

...Part A – Standards & Procedures Attendance policy Regular attendance contributes to the success of Company X. Absenteeism reduces the quality and efficiency of operations and production of products and services. Absenteeism also places a hardship on co-workers and team members who report to work regularly. Regular attendance is an important responsibility of every employee, and employees are expected to be at work, on time, every working day. Extreme tardiness or leaving early can be as detrimental to the company as an absence. Multiple tardies or leaving early will be considered a “pattern” or “attendance problem.” Other factors, such as degree of lateness or leaving early, may be considered. When a pattern arises, disciplinary action will be taken. If a verifiable condition exists, such as a traffic accident forcing a road closure, an ice storm (or other act of God, which results in an employee being late to work,), such lateness will not be counted against the employee. There may be occasions it may be necessary for you to be absent or take time off from work. Company X is understands and is aware that emergencies, pressing personal business, or illness that cannot be scheduled outside of your working hours may need to be addressed. Personal days have been provided for this purpose. Company X understands there are times when you are still contagious with an illness, but feel well enough to work. Please do not come to work and share your illness with your...

Words: 2339 - Pages: 10

Premium Essay

Guidance Leaflet

...Tenpin Guidance Leaflet This is a guidance leaflet aimed towards Tenpin employees it will give you knowledge and understanding regarding HR policies, procedures and guidance on high standards of conduct. Internal factors These can impact on the employment relationship (over and above statutory minimum) Probation- All new employees must complete and be successful in a three month probation period (management six months). All employees are subject to meet set criteria by their final review sign off in areas of:- * CPL on line training. Training in basic skills such as Safety at Work, Food Safety and Fire Awareness. Subject to minimum pass levels within these courses. * Measurements against minimum levels of absence, lateness and conduct. * Satisfactory references Employees are offered training and support through mentoring and regular reviews during this period in order to understand and achieve minimum levels in the above. Pay and Reward- Tenpin offers staff benefits and training to exceed minimum pay, currently above statutory minimum wage. These include:- * Completion of one of four basic pins to achieve minimum requirement, however staff that become multi-trained achieve Higher Grade Duty (HGD) of 25p per hour once successful and signed off by training mentor and manager. * Bonus payments scheme of successful achievement of 9/10 or higher of customer satisfaction review (Mystery Bowler, MB) measured against engagement and...

Words: 4245 - Pages: 17

Premium Essay

Kudler

...external environment (Opportunities & threats), which reflects that despite of the number of threats faced by the company, Kudler efficiently asserts a comparatively strong position in the global marketplace through maintaining its apparent growth. Kudler Organizational Culture University of Phoenix Managing the Business Enterprise MMPBL 502 Dr. Edwin Cierpial July 30, 2010 Week #2 Kudler Organizational Culture Abstract During the age of advanced technology, companies are taking advantage of the internet and other tools to improve and expand their business through advertising and marketing. Companies use the internet to track customers and maintain current customers while trying to attract new customers. Regardless of the technology, the success or failure of a company depends upon management and the leadership and the decisions they make or not make. Leaders have a responsibility to take care of their customers and employees. Leadership must ensure that employees work in an environment that allows employees an opportunity excel based upon their potential and capabilities. Kudler Fine Foods has created an environment that is customer and employees focused. Kudler Organizational Culture Kudler Fine Foods is a gourmet food store located in California that specializes in gourmet products. The company is owned and operated by Kathy Kudler, the company President, and has three stores in three locations. The stores are stocked with the best domestic and......

Words: 1969 - Pages: 8

Premium Essay

Leg500

...and/or move on representing our firm as a great educator of successful accountants. Recently we have experienced a few challenging employees and this report will discuss how we address those issues with those employees according to the situation, our company policies and the employment at will doctrine. Upon employment with our company, in any capacity, employees are orientated on our mission, goals and values, their responsibilities and expectations, as well as, educated on the employee handbook in great detail. All employees are giving in written and are signed in agreement that employment with Magnificent Bookkeeping Accounting Firm Inc., is at will; that neither the firm nor the employee has an expressed or implied a contract of employment and employment can be terminated at any time by either party. Skills, Competence, and Abilities Magnificent Bookkeeping Accounting Firm Inc., has an excellent recent graduated hiring program. The program offers the graduates the opportunity to work while gaining experience in the accounting profession. The graduates are expected to meet set goals, attain certain skills and complete assignments. Although, many companies would think of the program as a major risk for the company, Magnificent Bookkeeping Accounting Firm Inc., has gained quit a few successful employees from the program. So, when new candidates started we here at Magnificent Bookkeeping Accounting Firm Inc., are fairly excited to welcome them with high...

Words: 1713 - Pages: 7

Premium Essay

Est Task 2

...EST1 Task 2 Introduction Welcome to the Company X team! We are pleased that you have chosen our company as your place of employment, and we hope that both you and the company will find the employment relationship to be a mutually satisfying one. Company X aims to provide a positive, open work environment in which all employees can thrive. To translate our commitment to action, the following principles will guide our actions and dictate our management practices. We recognize these principles as the standards we all share and that we should mutually accept. Section A: Standards and Procedures 1. Conflicts of Interest All employees must make appropriate business judgments and actions based upon the best interests here at Company X. All employees must abstain from using personal circumstances such as investments, association, and relationships that conflict or appear to conflict with the interests within the company. It is mandatory that each employee perform duties with great integrity, and not involve any activities that could devastate our reputation. 2. Health, Safety, and Security We are dedicated to manage the highest guidelines for our customers and all employees who conduct business within each of our establishments. This can be supported by being aware of the rules and laws for healthy and safety regulations that apply for the company, which will be posted and updated when necessary. It is the employee’s obligation to immediately report all...

Words: 1169 - Pages: 5

Premium Essay

Est1 Task 2

...PRINCIPLES AND STANDARDS OF CONDUCT It is Company X’s commitment to: Provide equal employment opportunity and treatment regardless of race, religion, color, sex, age, national origin, veteran status, marital status, sexual orientation, disability, citizenship status, pregnancy, genetic information or any other protected group recognized by applicable federal, state or local laws. Monitor and comply with applicable federal, state, and local laws and regulations concerning Team Members’ safety. Provide job-related training consistent with the Company’s requirements for Team Members whose needs, capabilities, and desires warrant such training. The Company expects all Team Members/Associates to: Begin work on time and complete a productive, full work day. Exhibit a respectful, nice, and positive attitude toward other Team Associates and to our customers. Comply with the policies, requirements, and procedures adopted by the Company. Follow directions and instructions from their supervisor regarding normal work activity. Not interfere with the orderly work of others and not loiter on company premises while off duty. Unauthorized appearance on company premises while off duty is strongly discouraged and your presence must not interfere with the orderly work of others who are on duty. These expectations should not be interpreted as discouraging any Team Member from presenting a work-related complaint to Greystar management while off duty. Ensure......

Words: 2165 - Pages: 9

Free Essay

A Guide to Formal Ethics: Developing Ethics Programs for Today's Workforce

...developed as a part of a new employee handbook. This was written under the scenario that a new ethics officer for Company X has been charged with the task of creating said program. The program is expected to include standards and procedures section, an ethics training section, a section regarding employee misconduct and a plan for evaluating and improving the ethics program after implementation. Due to the increased scrutiny on the actions of corporations and those who act on behalf of organizations, there has been increased attention placed on the ethical actions within organizations. Many organizations have responded to this increased scrutiny by establishing formal ethics programs to address what are appropriate actions for those working for the company. Increasingly, more corporations are viewed not merely as profit-making entities but also as moral agents that are accountable for their conduct (Ferrell, Fraedrich, and Ferrell, 2009, p. 204). A GUIDE TO FORMAL ETHICS Welcome You have joined a company that has set a name for itself in the towing and recovery industry. Our commercial contracts have shown steady growth through the years. We are proud of our company and the work we do. We are confident you will come to share that pride in a job well done. Employment Overview Our goal is to be professional and do the best we can for our customers and the company. The purpose of this handbook is to provide guidelines......

Words: 2107 - Pages: 9

Premium Essay

Business Law

...Section A In situation A, Employee A had worked for company X for two years, which made him eligible for the Family and Medical Leave. However, there was no violation of the Family and Medical Leave law because employer X obliged to the requirements of the FMLA to reinstate the employee back to the previous job and at the previous rate of pay, after his leave. This Act allows employees to take unpaid leave, which was the case with employee A and thus, he did not deserve to be paid the salary for the 11 weeks he was on leave. The Family and Medical Leave Act (1993), permits entitled employees to take unpaid leave of up to twelve full weeks every year after a child is born or due to a serious sickness of the employee or a close family member. The law intended to extend employment protection to workers for specified medical and family reasons, and benefit employers by alleviating their employee’s family life, thus causing the employees to become more productive, and less abstracted at work. To be eligible, workers need to work for a covered employer for twelve months, and applies to employers who have 50 or more employees. The law requires that after an employee comes back from FMLA leave, he or she should be reinstated to the same job he held before the leave. The law does not, however, entitle an employee to continue accruing seniority or other benefits when on unpaid FMLA leave, though, the employee deserves to be returned to employment at a similar level and with equal......

Words: 1264 - Pages: 6

Premium Essay

Student

...Table of Contents Question 1(a) 1 Question 1 (b) (i) 2 Question 1 (b) (ii) 3 Question 3(a) 5 Question 3(b) 6 Question 3(c) 7 Question 4(a) 8 Question 4(b) 10 References 11 Question 1(a) The issues arise in the above situation is whether Ahmad have any contract made with Suria Supermarket. The law consist in the above situation is Invitation to treat (ITT). As you known, invitation to treat does not mean amount to an offer. Section 2(a) of the Contract Act 1950 defined as something which is capable of being converted into an agreement by its acceptance. There is a different between Invitations to treat with an offer. A proposal must be distinguished from an invitation to treat (ITT) so that the proposal can be the only way to attract any party to enter the contract. Examples of Invitation to treat which is Good displayed in shop windows and shelves, Advertisement, Auctions, Catalogues and Price lists. Based on the above situation, the law of Invitation to treat of display of goods is exist which it is not a proposal to sell and invitation not capable of being accepted, In shop , owner merely holds himself prepared to consider proposals made to him at the suggested price, so an offer to buy is made when the customer puts the goods in a trolley or takes the item off the shelf, but the contract only made when the person bring the item to the cashier’s desk and pay for the item. Section 2 (a) of the Contract Act 1950 provides that when one person signifies...

Words: 3500 - Pages: 14

Premium Essay

Est 1 Task 2

...Standard Operating Procedures and Ethics All employees, management, and directors of Company X are expected to not only familiarize themselves with the Standard Operating Procedures and Ethics but to also help each other comply with these standards and embrace a team environment. While this handbook is a broad guide as to how to conduct yourself you will receive additional training regularly. In the event there is any question as to how standards are to be followed or of the proper ethical choice in a situation please reach out to Human Resources. They will help address your questions and guide you in the right direction. Ethical Responsibilities: All employees, management, and directors of Company X should make it their top priority to operate on a daily basis with honesty, integrity and without malice. Unfortunately, all ethical decisions are not easy and the right answer isn’t always apparent. In situations such as these, reach out to Human Resources. Beyond unusual circumstances we must treat all other employees as well as customers and people of the community with respect and dignity regardless, age, sex, origin, or different abilities. Staff Schedules: Directors and management of Company X are responsible for creating employee schedules. Work schedules are to be taken very seriously. Schedules are created two weeks in advance. If you are requesting time off you must submit your request in writing to your department manager no later than two and a half......

Words: 1231 - Pages: 5

Free Essay

Lit1 Task2

...that a covered employer must provide a qualified employee with twelve weeks of unpaid leave in any twelve-month period to care for oneself or a family member with a serious health condition. The FMLA requires twenty six weeks in any twelve month period for the care of a member of the armed forces. Within this act are a number of conditions and exceptions. A serious health condition that is covered by this act includes pregnancy, prenatal complications, birth of a child, adoption of a child, or fostering a child. The health conditions also include chronic condition, long-term conditions, hospitalization, and ongoing treatment conditions (FMLA). An employee may choose and an employer may require an employee to use any unused sick/medical leave, personal leave, family leave, and vacation for all of the twelve weeks or for however much time employee has in unused leave. The paid sick/medical leave can only be used if such conditions for would otherwise be accepted by the employer as provided in the employer’s handbook. The twelve weeks can be taken continuously, intermittently, or as reduced work schedule. An employer must continue to provide health insurance benefits during the twelve weeks as it would if employee was actively working. Upon returning to work the employer shall provide the employee with the same position or an equivalent position with equivalent pay as the employee had before the leave provided that the employee is still able to perform the duties of......

Words: 1461 - Pages: 6