Employee Handbook¶
Acme Corp
Effective Date: January 15, 2025 Version: 1.0 Document Classification: Internal
Welcome Message¶
Dear Team Member,
Welcome to Acme Corp! We are delighted to have you join our team. This Employee Handbook has been prepared to help you become familiar with our company policies, procedures, benefits, and workplace expectations.
At Acme Corp, we believe that our employees are our most valuable asset. We are committed to creating a positive, productive, and respectful work environment where everyone can succeed and contribute to our mission.
This handbook is your guide to understanding what you can expect from Acme Corp and what we expect from you. Please take time to read it carefully and keep it as a reference throughout your employment with us.
If you have any questions about the policies in this handbook, please don't hesitate to reach out to your manager or our Human Resources team at hr@acmecorp.com.
We look forward to working with you and wish you much success in your career with Acme Corp!
Sincerely,
[CEO NAME] Chief Executive Officer
Table of Contents¶
Section 1: About Acme Corp¶
- 1.1 Company Overview
- 1.2 Mission, Vision, and Values
- 1.3 Equal Employment Opportunity
Section 2: Employment Basics¶
- 2.1 Employment Classifications
- 2.2 Work Schedules and Hours
- 2.3 Onboarding Process
- 2.4 Probationary Period
- 2.5 Performance Management
- 2.6 Promotions and Transfers
- 2.7 Employment Termination
Section 3: Code of Conduct and Workplace Expectations¶
- 3.1 Employee Code of Conduct
- 3.2 Professional Standards
- 3.3 Attendance and Punctuality
- 3.4 Workplace Relationships
- 3.5 Prohibited Conduct
- 3.6 Disciplinary Action
Section 4: Anti-Harassment and Non-Discrimination¶
- 4.1 Equal Opportunity Employer
- 4.2 Anti-Harassment Policy
- 4.3 Sexual Harassment
- 4.4 Reporting Procedures
- 4.5 Non-Retaliation
Section 5: Compensation and Pay Practices¶
- 5.1 Employment Classifications (Exempt vs. Non-Exempt)
- 5.2 Payroll Administration
- 5.3 Timekeeping Requirements
- 5.4 Overtime Policy
- 5.5 Pay Increases and Reviews
- 5.6 Expense Reimbursement
Section 6: Employee Benefits¶
- 6.1 Benefits Overview
- 6.2 Health Insurance
- 6.3 Dental and Vision Insurance
- 6.4 Life and Disability Insurance
- 6.5 Retirement Plans (401k)
- 6.6 Health Savings and Flexible Spending Accounts
- 6.7 Employee Assistance Program
- 6.8 Professional Development
- 6.9 Employee Discounts
Section 7: Time Off and Leave Policies¶
- 7.1 Paid Time Off (PTO)
- 7.2 Holidays
- 7.3 Family and Medical Leave (FMLA)
- 7.4 Parental Leave
- 7.5 Medical Leave
- 7.6 Bereavement Leave
- 7.7 Jury Duty and Witness Leave
- 7.8 Military Leave
Section 8: Workplace Health and Safety¶
- 8.1 Safety Commitment
- 8.2 General Safety Rules
- 8.3 Emergency Procedures
- 8.4 Injury and Illness Reporting
- 8.5 Workers' Compensation
- 8.6 Drug-Free Workplace
Section 9: Information Technology and Security¶
- 9.1 Acceptable Use of Technology
- 9.2 Password and Authentication
- 9.3 Data Privacy and Security
- 9.4 Email and Communication
- 9.5 Social Media Guidelines
- 9.6 Remote Work and Mobile Devices
- 9.7 Incident Reporting
Section 10: Additional Policies and Resources¶
- 10.1 Confidentiality and Intellectual Property
- 10.2 Conflicts of Interest
- 10.3 Whistleblower Protection
- 10.4 Document Retention
- 10.5 Employee Records
- 10.6 Questions and Policy Updates
Appendices¶
- Appendix A: Acknowledgment Form
- Appendix B: Emergency Contact Information
- Appendix C: Benefits Enrollment Guide
- Appendix D: Organizational Chart
- Appendix E: Glossary of Terms
Section 1: About Acme Corp¶
1.1 Company Overview¶
Acme Corp was founded in 2025 with a mission to [MISSION STATEMENT]. We specialize in [BUSINESS DESCRIPTION] and serve clients across [INDUSTRY/GEOGRAPHY].
Today, Acme Corp employs 150 team members across 150 locations. We are proud of our growth and our reputation for innovation, reliability, and exceptional customer service.
1.2 Mission, Vision, and Values¶
Our Mission: [Insert company mission statement]
Our Vision: [Insert company vision statement]
Our Core Values: - Integrity: We act with honesty and integrity in all our dealings - Excellence: We strive for excellence in everything we do - Collaboration: We work together to achieve common goals - Innovation: We embrace new ideas and creative solutions - Customer Focus: We put our customers at the center of our decisions - Respect: We treat everyone with dignity and respect
1.3 Equal Employment Opportunity¶
Acme Corp is an Equal Opportunity Employer. We provide equal employment opportunities to all employees and applicants without regard to:
- Race, color, or national origin
- Religion or creed
- Sex, gender, gender identity, or gender expression
- Sexual orientation
- Age
- Disability (physical or mental)
- Genetic information
- Marital status
- Military or veteran status
- Pregnancy or parental status
- Any other characteristic protected by federal, state, or local law
We are committed to complying with all applicable laws regarding equal employment opportunity and will not tolerate discrimination or harassment of any kind.
Section 2: Employment Basics¶
2.1 Employment Classifications¶
Full-Time Employees: Full-time employees work 40 or more hours per week and are eligible for the full range of employee benefits including health insurance, retirement plans, and paid time off.
Part-Time Employees: Part-time employees work fewer than 40 hours per week. Benefit eligibility for part-time employees varies based on hours worked. Contact HR for specific eligibility requirements.
Temporary/Seasonal Employees: Temporary and seasonal employees are hired for a specific period or project. Generally, temporary employees are not eligible for benefits unless employed continuously for an extended period. Check with HR for details.
Exempt Employees: Exempt employees are paid on a salary basis and are exempt from overtime pay requirements under the Fair Labor Standards Act (FLSA). Exempt positions include professional, executive, administrative, and outside sales roles that meet specific criteria.
Non-Exempt Employees: Non-exempt employees are paid on an hourly basis or salary basis but are entitled to overtime pay for hours worked over 40 in a workweek. Non-exempt employees must accurately track all time worked.
2.2 Work Schedules and Hours¶
Standard Work Schedule: - Full-time: 40 hours per week, typically Monday through Friday, 9:00 AM to 5:00 PM - Specific schedules may vary by department and role - Your manager will inform you of your specific work schedule
Flexible Schedules: Some positions may be eligible for flexible work arrangements with manager approval. This may include: - Flexible start and end times (with core hours when presence is required) - Compressed workweeks (e.g., four 10-hour days) - Hybrid remote/on-site schedules
Schedule Changes: The company reserves the right to change work schedules based on business needs. We will provide advance notice when possible.
2.3 Onboarding Process¶
Before Your First Day: - HR will contact you with start date, time, and location - Complete new hire paperwork electronically - Prepare required documents (ID, work authorization, tax forms)
Day 1: - Attend new hire orientation - Meet with HR to complete paperwork and benefits enrollment - Receive company equipment (laptop, phone, badge, etc.) - IT orientation and system setup - Meet your manager and team
First Week: - Complete required training (IT security, compliance, safety) - Review this Employee Handbook and acknowledge receipt - Begin job-specific training - Set initial goals with your manager
First 30-90 Days: - Continue training and development - Regular check-ins with your manager - 30, 60, and 90-day performance reviews - Complete probationary period
2.4 Probationary Period¶
New employees typically serve a probationary period of [90 days]. During this time: - Your performance will be closely monitored and evaluated - You will receive feedback and coaching - The company and you can assess whether the position is a good fit - Employment may be terminated at any time during probation with or without cause - You may be eligible for some benefits during probation (check with HR)
Successfully completing the probationary period does not guarantee continued employment, as Acme Corp is an at-will employer.
2.5 Performance Management¶
Goal Setting: At the beginning of each year (or upon hire), you will work with your manager to establish SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) aligned with department and company objectives.
Ongoing Feedback: - Regular 1-on-1 meetings with your manager (weekly or bi-weekly) - Continuous feedback on performance - Real-time recognition and coaching
Performance Reviews: - Annual Review: Comprehensive performance evaluation conducted each January - Mid-Year Review: Progress check-in at the 6-month mark - New Employee Reviews: 30, 60, and 90-day reviews during probationary period
Performance Rating Scale: - 5 - Exceptional: Far exceeds expectations - 4 - Exceeds Expectations: Consistently performs above requirements - 3 - Meets Expectations: Solid, reliable performance - 2 - Needs Improvement: Performance below expectations - 1 - Unsatisfactory: Immediate action required
Performance Improvement Plans: If your performance falls below expectations, your manager may place you on a Performance Improvement Plan (PIP). A PIP outlines: - Specific performance deficiencies - Clear improvement goals - Support and resources provided - Timeline for improvement (typically 30-90 days) - Consequences if improvement is not achieved
2.6 Promotions and Transfers¶
Internal Opportunities: Acme Corp encourages internal career development. Internal job postings are available to all employees who: - Have been in their current role for at least 6 months - Are meeting or exceeding performance expectations - Are not on a performance improvement plan
Promotion Eligibility: To be considered for promotion, employees typically must: - Demonstrate strong performance (Exceeds or Exceptional rating) - Meet all requirements for the new role - Have been in current position for at least 6-12 months - Possess the requisite skills and competencies
Promotions generally include a salary increase and may include additional responsibilities and benefits.
Lateral Transfers: Lateral moves to positions at the same level may be approved for skill development, better role fit, or organizational needs. Manager approval from both departments is required.
2.7 Employment Termination¶
At-Will Employment: Employment with Acme Corp is "at-will," meaning either you or the company may terminate the employment relationship at any time, with or without cause or notice, except where prohibited by law.
Voluntary Resignation: - Provide written notice to your manager and HR - Recommended notice period: [2 weeks] for non-management, [4 weeks] for management - Complete exit interview with HR - Return all company property - Final paycheck includes all earned wages and accrued PTO (per state law)
Involuntary Termination: The company may terminate employment for reasons including but not limited to: - Performance deficiencies - Policy violations - Misconduct - Elimination of position - Organizational restructuring
Offboarding Process: - All system access will be disabled on last working day - Return all company property (laptop, phone, badge, keys, etc.) - Complete exit interview - Final paycheck issued per state law requirements - COBRA benefits information provided - References: HR will verify dates of employment and title only
Section 3: Code of Conduct and Workplace Expectations¶
3.1 Employee Code of Conduct¶
All employees are expected to uphold the highest standards of professional and ethical conduct. Our Code of Conduct reflects our values and serves as a guide for workplace behavior.
Core Expectations: - Treat others with respect and dignity - Act with honesty and integrity in all dealings - Follow all company policies and procedures - Comply with all applicable laws and regulations - Protect company assets and confidential information - Avoid conflicts of interest - Report violations or concerns promptly
3.2 Professional Standards¶
Respectful Communication: - Use professional tone and language in all communications - Listen actively and considerately to others - Provide constructive, respectful feedback - Avoid gossip, rumors, and disrespectful comments
Teamwork and Collaboration: - Work cooperatively with colleagues across all departments - Support team goals and company initiatives - Share knowledge and resources willingly - Accept direction and feedback gracefully
Accountability: - Meet deadlines and honor commitments - Take responsibility for your actions and decisions - Admit mistakes and learn from them - Follow through on responsibilities without excuses
Professional Appearance: - Maintain appropriate appearance for your role - Follow dress code guidelines (business casual unless specified) - Present a professional image to clients, visitors, and colleagues
3.3 Attendance and Punctuality¶
Expectations: - Report to work as scheduled and on time - Arrive ready to work at your designated start time - Return from breaks and lunch on time - Work your full scheduled hours unless approved absence
Absences: - Notify your supervisor before your scheduled start time if you will be absent - Provide as much advance notice as possible for planned absences - Follow proper procedures for requesting time off - Excessive or unexcused absences may result in disciplinary action
Tardiness: - Arriving late without notice or valid reason is unacceptable - Excessive tardiness may result in disciplinary action - A pattern of 3 or more late arrivals within 30 days may result in counseling or disciplinary action
3.4 Workplace Relationships¶
Romantic Relationships: - Relationships between employees at the same level are permitted - Relationships involving a supervisor and subordinate must be disclosed to HR - Disclosure prevents conflicts of interest and favoritism - May require transfer or reporting relationship change to eliminate conflict
Nepotism: - Hiring relatives is permitted with proper disclosure - Relatives cannot have direct reporting relationships - Relatives cannot supervise each other or influence employment decisions - All family relationships must be disclosed to HR
3.5 Prohibited Conduct¶
The following behaviors are strictly prohibited and may result in disciplinary action up to and including immediate termination:
Workplace Violence: - Physical altercations or assault - Threats of violence (verbal, written, or electronic) - Intimidating or threatening behavior - Weapons on company property (unless legally authorized) - Destruction of company property
Harassment and Discrimination: - Harassment based on protected characteristics (race, gender, age, etc.) - Sexual harassment - Bullying or intimidation - Creating a hostile work environment
Dishonesty and Theft: - Theft of company property or employee belongings - Falsifying records, documents, or reports - Timecard fraud or falsification - Expense report fraud - Dishonesty in communications with management, clients, or colleagues
Substance Abuse: - Use, possession, sale, or distribution of illegal drugs - Being under the influence of drugs or alcohol at work - Unauthorized use of prescription medications
Insubordination: - Refusal to follow lawful directives from management - Disrespectful behavior toward supervisors - Undermining management authority
Confidentiality Breaches: - Unauthorized disclosure of confidential company information - Sharing trade secrets or proprietary information - Violating customer or employee privacy
Misuse of Company Resources: - Inappropriate use of company technology or equipment - Excessive personal use of work time - Using company resources for personal business ventures
Conflicts of Interest: - Outside employment that competes with the company - Financial interest in competitors or suppliers - Accepting inappropriate gifts from vendors or customers - Any situation where personal interests conflict with company interests
3.6 Disciplinary Action¶
Acme Corp uses progressive discipline to address policy violations and performance issues. However, we reserve the right to skip steps or terminate immediately for serious violations.
Progressive Discipline Steps:
- Verbal Warning: Informal discussion about the issue and expectations for improvement
- Written Warning: Formal written documentation of the violation and consequences of continued violations
- Suspension or Final Warning: Unpaid suspension (for non-exempt employees) or final written warning before termination
- Termination: Employment is ended
Immediate Termination Offenses: The following may result in immediate termination without progressive discipline: - Violence or threats of violence - Theft, fraud, or embezzlement - Harassment or discrimination - Illegal drug use or distribution - Gross insubordination - Falsifying company records - Serious safety violations - Breach of confidentiality
Section 4: Anti-Harassment and Non-Discrimination¶
4.1 Equal Opportunity Employer¶
Acme Corp is committed to providing equal employment opportunities and maintaining a workplace free from discrimination and harassment.
We do not discriminate based on: - Race, color, or national origin - Religion or creed - Sex, gender, gender identity, or gender expression - Sexual orientation - Age (40 and over) - Disability (physical or mental) - Genetic information - Marital status - Military or veteran status - Pregnancy or parental status - Any other characteristic protected by law
This commitment applies to all employment decisions including hiring, promotion, compensation, benefits, training, and termination.
4.2 Anti-Harassment Policy¶
Definition of Harassment: Harassment is unwelcome conduct based on a protected characteristic that: - Creates an intimidating, hostile, or offensive work environment - Interferes with work performance - Affects employment decisions
Examples of Harassment: - Offensive jokes, slurs, epithets, or name-calling - Physical assaults or threats - Intimidation, ridicule, or mockery - Offensive objects, pictures, or cartoons - Unwelcome sexual advances or requests for sexual favors - Interference with work performance - Creating an intimidating or hostile environment
4.3 Sexual Harassment¶
Sexual harassment is a form of discrimination and is strictly prohibited.
Types of Sexual Harassment:
Quid Pro Quo: Employment benefits (hiring, promotion, raise, etc.) are conditioned on sexual favors or submission to unwelcome sexual conduct.
Hostile Work Environment: Unwelcome sexual conduct that creates an intimidating, hostile, or offensive work environment.
Examples of Sexual Harassment: - Unwelcome sexual advances or propositions - Requests for sexual favors - Unwelcome physical contact of a sexual nature - Sexual jokes, comments, or innuendos - Display of sexually suggestive objects or pictures - Repeated unwanted social invitations - Intrusive questions about personal life - Sexual gestures or comments about appearance
4.4 Reporting Procedures¶
If You Experience or Witness Harassment:
- Report Immediately to any of the following:
- Your direct supervisor or manager
- Human Resources: hr@acmecorp.com or (555) 123-4567 ext. 200
- HR Director: hr@acmecorp.com
-
Anonymous hotline: (555) 123-4567
-
What to Include in Your Report:
- Description of the incident(s)
- Date(s), time(s), and location(s)
- Name of person(s) involved
- Names of witnesses (if any)
-
Any previous incidents
-
Investigation Process:
- All complaints are taken seriously
- Prompt, thorough, and impartial investigation
- Confidentiality maintained to the extent possible
- Both parties interviewed along with witnesses
- Evidence reviewed and assessed
-
Appropriate corrective action taken if harassment confirmed
-
Investigation Timeline:
- Investigation begins within 48 hours of report
- Investigation typically completed within 2-3 weeks
- Both parties notified of outcome
Manager Responsibilities: Managers and supervisors must: - Report any harassment they observe or learn about - Take immediate action to stop harassment - Contact HR immediately upon learning of harassment - Never retaliate against someone who reports harassment - Cooperate fully with investigations
4.5 Non-Retaliation¶
Retaliation is Prohibited: Acme Corp strictly prohibits retaliation against anyone who: - Reports harassment or discrimination in good faith - Participates in an investigation - Opposes discriminatory practices - Exercises their legal rights
Examples of Retaliation: - Termination, demotion, or discipline - Reduction in pay or hours - Undesirable job assignments - Exclusion from meetings or opportunities - Threats or intimidation - Creating a hostile work environment
Consequences: Retaliation is a serious violation and will result in disciplinary action up to and including termination.
Section 5: Compensation and Pay Practices¶
5.1 Employment Classifications (Exempt vs. Non-Exempt)¶
Exempt Employees: - Paid on a salary basis - Meet FLSA exemption criteria (professional, executive, administrative, outside sales) - Not eligible for overtime pay - Expected to work hours necessary to fulfill job duties (typically 40+ hours/week)
Non-Exempt Employees: - Paid on an hourly basis (or salaried but eligible for overtime) - Eligible for overtime pay at 1.5x regular rate for hours over 40/week - Must accurately record all time worked - Subject to wage and hour laws
5.2 Payroll Administration¶
Pay Schedule: - Pay Frequency: [Bi-weekly / Semi-monthly] - Pay Period: [Dates] - Pay Day: [Day of week] - If payday falls on a holiday, payment will be made on the [previous/next] business day
Payment Methods:
Direct Deposit (Recommended): - Funds deposited directly to your bank account - Safest and most convenient option - Complete authorization form with banking information - Changes require [5] business days advance notice - Funds available on payday by [9:00 AM]
Paper Check: - Available if direct deposit is not possible - Pick up at Main Lobby Assembly Area on payday - Lost checks: Replacement issued within 40 business days
Paystubs: - Electronic paystubs available via ADP - Shows: Gross pay, deductions, net pay, year-to-date totals, PTO balances - Access 24/7 through employee portal - Retain for personal tax records
Payroll Deductions:
Required Deductions: - Federal income tax withholding - State and local income tax (where applicable) - Social Security (FICA): 6.2% - Medicare: 1.45% - Additional Medicare tax: 0.9% (for high earners) - Court-ordered garnishments (child support, tax levies, etc.)
Voluntary Deductions: - Health insurance premiums - Dental and vision insurance - Retirement plan contributions (401k) - HSA/FSA contributions - Life and disability insurance - Charitable contributions
Paycheck Errors: If you believe there is an error in your paycheck: 1. Contact payroll@acmecorp.com immediately 2. Provide: Pay period, nature of error, expected vs. actual amount 3. Payroll will investigate within 2 business days 4. Corrections made on next payroll or immediate check if significant error
5.3 Timekeeping Requirements¶
Non-Exempt Employees:
All non-exempt employees must accurately record all time worked using Workday Time.
What to Record: - Clock in at the start of each shift - Clock out at the end of each shift - Clock out for unpaid meal breaks - Record all time worked, including: - Early arrivals (if working) - Late departures (if working) - Work during meal breaks - Remote work time - Training time - Compensable travel time
Meal and Rest Breaks: - Meal Breaks: 30-60 minutes unpaid for shifts over [6] hours - Must clock out - Completely relieved of all work duties - If interrupted, break becomes paid time - Rest Breaks: 10-15 minutes paid - One break per 4 hours worked (where required by state law) - Do not clock out for rest breaks
Timecard Submission: - Review your timecard for accuracy before submission - Submit timecard by Friday at 5:00 PM each pay period - Manager reviews and approves timecards - Late timecards may delay paycheck
Prohibited Practices: - Never work "off the clock" - Never falsify time records - Never clock in/out for another employee - Never have someone else clock in/out for you - Never alter time records
Falsification of time records may result in immediate termination.
5.4 Overtime Policy¶
Non-Exempt Employees:
Overtime Rate: - 1.5x regular rate for hours over 40 in a workweek - Some states have daily overtime (e.g., California: over 8 hours/day) - Double-time may apply in some situations (check state law)
Overtime Authorization: - All overtime must be pre-approved by your supervisor - Unauthorized overtime: You will still be paid, but may face disciplinary action - Refusing approved overtime may result in disciplinary action
Exempt Employees: - Not eligible for overtime pay - Expected to work additional hours as needed to complete job duties
5.5 Pay Increases and Reviews¶
Annual Merit Increases: - Performance-based pay increases reviewed annually - Timing: [Month/Date] - Based on: Performance review rating, budget, market conditions, position in pay range - Not guaranteed; depends on performance and company financial situation
Promotions: - Promotions typically include salary increase - Amount based on new role's pay range, current salary, and budget - Generally [X%] to [Y%] increase
Market Adjustments: - Periodic adjustments to ensure competitive compensation - Based on salary surveys and market data
Pay Transparency: - Salary ranges posted for open positions (where required by law) - Equal pay for equal work regardless of gender, race, age, or other protected characteristics - Compensation decisions based on: job duties, experience, qualifications, performance, market rates
5.6 Expense Reimbursement¶
Reimbursable Expenses: The company will reimburse approved business expenses including: - Business travel (airfare, hotel, ground transportation) - Business meals with clients or business purpose - Mileage for business use of personal vehicle - Professional development (with pre-approval) - Other business-related expenses
Reimbursement Process: 1. Obtain manager pre-approval for significant expenses 2. Submit expense report via Concur 3. Attach receipts for all expenses over [$25] 4. Submit within [30 days] of incurring expense 5. Manager reviews and approves 6. Reimbursement issued on next pay cycle
Company Credit Cards: Employees who frequently incur business expenses may be issued a company credit card. Misuse of company credit cards may result in termination.
Section 6: Employee Benefits¶
6.1 Benefits Overview¶
Acme Corp offers a comprehensive benefits package to support employee health, financial security, and work-life balance. Benefits eligibility varies based on employment status.
Full-Time Employee Benefits: - Health, dental, and vision insurance - Life and disability insurance - 401(k) retirement plan with company match - Health Savings Account (HSA) or Flexible Spending Account (FSA) - Paid Time Off (PTO) - Paid holidays - Employee Assistance Program (EAP) - Professional development opportunities - Employee discounts
Part-Time Employee Benefits: Part-time employees may be eligible for limited benefits. Contact HR for eligibility requirements.
6.2 Health Insurance¶
Medical Insurance: - Eligibility: Full-time employees (30+ hours/week) - Effective Date: Coverage begins 1st of month following [30/60/90 days] of employment - Plan Options: [PPO, HMO, HDHP] (details provided during enrollment) - Employee Contribution: [Percentage or dollar amount] - Dependent Coverage: Available for spouse and eligible dependents - Carrier: Blue Cross Blue Shield
Enrollment: - New hires: Enroll within 30 days of hire/eligibility - Annual Open Enrollment: January - Qualifying Life Events: Marriage, birth, loss of coverage (within 30-60 days)
6.3 Dental and Vision Insurance¶
Dental Insurance: - Coverage begins: [Same as medical] - Plans offered: [PPO, HMO, etc.] - Employee contribution: [Amount] - Preventive care: Covered at 100% - Basic and major services: [Coverage levels]
Vision Insurance: - Coverage begins: [Same as medical] - Includes: Eye exams, frames, lenses, contact lenses - Employee contribution: [Amount] - Annual benefit maximum: [$X] - Frequency: Exam annually, lenses/frames every 40 years
6.4 Life and Disability Insurance¶
Basic Life Insurance: - Company-paid coverage: [1x annual salary up to $X maximum] - All full-time employees automatically enrolled - Beneficiary designation required
Supplemental Life Insurance: - Voluntary additional coverage available for purchase - Coverage up to [X times salary] - Spouse and dependent coverage available - Evidence of insurability may be required for large amounts
Short-Term Disability (STD): - Coverage: [60-70%] of salary - Waiting period: [7-14 days] - Duration: Up to [90-180 days] - [Company-paid / Employee-paid]
Long-Term Disability (LTD): - Coverage: [60%] of salary - Begins after STD benefits exhausted - Duration: To age 65 or recovery - [Company-paid / Employee-paid]
6.5 Retirement Plans (401k)¶
401(k) Plan: - Eligibility: [Immediate / After X months of employment] - Employee Contributions: Up to IRS annual limit ([$23,000] for 2025) - Company Match: [E.g., 50% of first 6% you contribute] - Vesting: - Your contributions: 100% vested immediately - Company match: [Immediate / Graded / Cliff vesting schedule] - Investment Options: 150 diverse investment funds - Plan Administrator: Fidelity Investments - Enrollment: [Automatic enrollment with opt-out / Voluntary enrollment]
Roth 401(k) Option: After-tax contributions with tax-free withdrawals in retirement (if available).
6.6 Health Savings and Flexible Spending Accounts¶
Health Savings Account (HSA): For employees enrolled in High-Deductible Health Plan (HDHP): - Tax-advantaged savings for medical expenses - Annual contribution limit: IRS maximum ([$4,150 individual / $8,300 family] for 2025) - Company contribution: [$X annually] - Funds roll over year to year - Portable (yours even if you leave company)
Flexible Spending Account (FSA):
Healthcare FSA: - Annual contribution limit: [$3,200] (2025) - Use-it-or-lose-it with [grace period / carryover option] - Pre-tax contributions
Dependent Care FSA: - Annual contribution limit: [$5,000] - For childcare or eldercare expenses - Pre-tax contributions
6.7 Employee Assistance Program (EAP)¶
Confidential Support Services: - Counseling services: 40 sessions per issue per year - Financial consultation - Legal consultation - Work-life resources (childcare, eldercare, etc.) - Crisis intervention - No cost to employees and dependents - Confidential - company does not receive information about usage - Contact: ComPsych at (555) 123-4567 or https://acmecorp.com
6.8 Professional Development¶
Tuition Reimbursement: - Up to [$X] per year for approved courses - Must be relevant to current or potential future role - Requires pre-approval - Reimbursement upon successful completion (grade of B or higher) - Repayment required if you leave within [X months] of completion
Professional Certifications: - Company may pay for job-relevant certifications - Requires manager and HR approval - May include exam fees, study materials, and preparation courses
Conferences and Training: - Approval for job-relevant conferences and training - May include registration, travel, and accommodation
Internal Training: - Ongoing learning opportunities - Lunch-and-learn sessions - Skills workshops - Leadership development programs
6.9 Employee Discounts¶
Company Products/Services: [X%] discount on company products and services
Partner Discounts: Discounts available at partner companies and retailers (list provided during onboarding)
Corporate Discount Programs: Access to corporate discount programs for travel, entertainment, technology, and more.
Section 7: Time Off and Leave Policies¶
7.1 Paid Time Off (PTO)¶
PTO Accrual:
Full-time employees accrue PTO based on years of service: - Years 0-2: [X hours per pay period] ([Y days per year]) - Years 3-5: [X hours per pay period] ([Y days per year]) - Years 6+: [X hours per pay period] ([Y days per year])
Accrual Details: - PTO begins accruing on your first day - Accrues each pay period - Maximum accrual cap: [X hours] - Part-time employees: Prorated based on hours worked
Using PTO:
- Submit request through Workday
- Provide advance notice:
- 1-3 days off: [2 weeks] notice
- 4+ days off: [30 days] notice
- Manager approval required
- Blackout periods may apply during peak business periods
Minimum Increment: [4 hours or 1 day]
PTO Carryover: - Up to [X hours] may carry over to next year - Hours exceeding cap are forfeited on [December 31] - No payout for forfeited hours
PTO Payout Upon Termination: - [Per state law / Company policy] - Accrued, unused PTO paid out at final pay - May require minimum notice period for voluntary resignation
7.2 Holidays¶
Paid Holidays:
Acme Corp observes the following paid holidays: - New Year's Day - Martin Luther King Jr. Day - Presidents' Day - Memorial Day - Independence Day - Labor Day - Thanksgiving Day - Day after Thanksgiving - Christmas Eve - Christmas Day - New Year's Eve - [Any additional company holidays]
Total: 40 paid holidays per year
Eligibility: - Full-time employees: Full holiday pay - Part-time employees: Prorated based on scheduled hours - Non-exempt employees: Paid for scheduled hours that day - Exempt employees: Full day's pay
Holiday on Weekend: If a holiday falls on a weekend, the company may observe it on the adjacent Friday or Monday.
Holiday Work: Non-exempt employees required to work on a holiday receive holiday pay plus regular pay for hours worked (or other premium as required by law).
7.3 Family and Medical Leave (FMLA)¶
Eligibility:
You are eligible for FMLA if you have: - Worked for the company for at least 12 months - Worked at least 1,250 hours in the past 12 months - Work at a location with 50+ employees within 75 miles
Covered Reasons:
FMLA provides up to 12 weeks of unpaid, job-protected leave for: - Birth and care of your newborn child - Placement of a child with you for adoption or foster care - Caring for spouse, child, or parent with a serious health condition - Your own serious health condition that prevents you from working - Qualifying exigency related to family member's military service
Military Caregiver Leave: Up to 26 weeks to care for a covered servicemember with a serious injury or illness.
How to Request FMLA:
- Notify HR as soon as the need for leave is known
- Complete FMLA application forms
- Provide medical certification (if applicable)
- HR will provide eligibility notice and rights/responsibilities
- Leave is tracked and job protection provided
- Health benefits continue during leave (you pay employee premiums)
Returning from FMLA: - Provide [X days] advance notice of return date - May require fitness-for-duty certification - Restored to same or equivalent position
State Family Leave: Some states have additional family leave laws (CA, NY, WA, etc.). Contact HR for state-specific requirements.
7.4 Parental Leave¶
Eligibility: Full-time employees who have completed [X months] of employment
Leave Entitlement:
Paid Parental Leave: - [X weeks] of paid leave for birth or adoption of a child - Available to [all parents / primary caregiver] - Must be taken within [X months] of birth or placement - May run concurrently with FMLA - May be supplemented with PTO for extended leave
How to Request: 1. Notify manager and HR at least [60 days] before expected leave 2. Complete parental leave request form 3. Coordinate coverage plan with manager 4. Submit birth certificate or adoption papers after birth/placement
7.5 Medical Leave¶
Short-Term Medical Leave: For serious health conditions not covered by FMLA (e.g., don't meet FMLA eligibility): - Up to [X weeks] - May be paid or unpaid depending on circumstances and PTO availability - Medical certification required
Long-Term Medical Leave: For extended serious health conditions beyond FMLA or short-term leave: - Unpaid leave - Job reinstatement not guaranteed - Health benefits may continue at employee expense - Requires medical certification and periodic updates
7.6 Bereavement Leave¶
Immediate Family: [3-5 days] of paid bereavement leave for death of: - Spouse or domestic partner - Child (including step-child) - Parent (including step-parent) - Sibling - Grandparent - Grandchild
Extended Family: [1 day] of paid bereavement leave for death of: - Aunt, uncle, cousin - Niece, nephew - In-laws
Additional Time: Additional unpaid time off may be approved based on circumstances. Employees may also use PTO.
7.7 Jury Duty and Witness Leave¶
Jury Duty: - Unpaid leave granted for required jury service - [Some companies pay the difference between jury pay and regular salary] - Provide jury summons to your supervisor as soon as received - Return to work when excused for periods of 4+ hours
Witness/Court Appearances: - Unpaid leave granted for subpoenaed court appearances - Personal legal matters: Use PTO
7.8 Military Leave¶
Policy: Employees are entitled to unpaid military leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA).
Requirements: - Provide advance notice to HR when possible - Provide copy of military orders - Reemployment rights upon return (if eligible under USERRA) - Health benefits may continue for up to 24 months - Seniority and benefits continue to accrue during leave
Types of Military Leave: - Active duty - National Guard or Reserve duty - Military training
Section 8: Workplace Health and Safety¶
8.1 Safety Commitment¶
Acme Corp is committed to providing a safe and healthy work environment for all employees.
Our Commitment: - Maintain safe facilities and equipment - Provide required safety equipment at no cost - Conduct safety training for all employees - Investigate and correct unsafe conditions - Comply with OSHA and safety regulations - Not retaliate against employees for raising safety concerns
Your Responsibility: - Follow all safety rules and procedures - Use required personal protective equipment (PPE) - Report unsafe conditions immediately - Report all injuries and illnesses, no matter how minor - Attend required safety training - Never operate equipment without proper training - Never work under the influence of alcohol or drugs
Right to Refuse Unsafe Work: You have the right to refuse work you believe is unsafe. Notify your supervisor and the Safety Officer immediately. No retaliation for good-faith safety refusals.
8.2 General Safety Rules¶
Universal Safety Requirements: - Keep work areas clean and organized - Use proper lifting techniques (bend knees, not back) - Keep aisles, exits, and emergency equipment clear - Report spills and clean up immediately if safe - Wear appropriate clothing and footwear - No horseplay, running, or unsafe behavior - Report broken equipment immediately - Never bypass or disable safety guards
Personal Protective Equipment (PPE): Required PPE varies by job and location: - Eye protection (safety glasses) - Hearing protection (earplugs/earmuffs) - Foot protection (steel-toe boots) - Hand protection (gloves) - Head protection (hard hats) - High-visibility clothing - Respiratory protection (when required)
Company provides required PPE at no cost. You must wear PPE in designated areas.
8.3 Emergency Procedures¶
Emergency Contacts: - Emergency (Police/Fire/Ambulance): 911 - Main Office: (555) 123-4567 - Security: (555) 123-4567 - First Aid Team: [NAMES/EXTENSION]
Fire Emergency: 1. If you discover fire: Pull alarm and call 911 2. When alarm sounds: - Leave belongings and exit immediately - Use stairs, never elevators - Go to assembly point: Main Lobby Assembly Area - Do not re-enter until authorized
Medical Emergency: 1. Call 911 for serious injury or illness 2. Notify supervisor and HR 3. Provide first aid if trained 4. Do not move injured person unless in danger
Severe Weather: - Tornado Warning: Go to shelter area Main Lobby Assembly Area - Stay away from windows - Crouch low and protect head - Wait for all-clear
Active Threat / Workplace Violence:
RUN - HIDE - FIGHT
- RUN: Escape if possible, leave belongings, help others, call 911 when safe
- HIDE: Lock/barricade doors, turn off lights, silence phones, stay quiet
- FIGHT: Last resort - use physical aggression and improvised weapons
8.4 Injury and Illness Reporting¶
Report ALL Injuries Immediately:
Even minor injuries must be reported: - Cuts, scrapes, bruises - Sprains, strains - Burns - Chemical exposure - Eye injuries - Repetitive motion pain - Work-related illnesses - Near-miss incidents
Reporting Process:
- Get Medical Attention:
- Emergencies: Call 911
-
Non-emergencies: Visit designated provider Acme Health Clinic
-
Report to Supervisor:
- Notify supervisor immediately (within same shift)
-
If unavailable: Notify HR or next-level manager
-
Complete Incident Report:
- Within 24 hours
- Include: Date, time, location, what happened, witnesses, injury
- Submit to supervisor and HR
Why Reporting Matters: - Ensures proper medical treatment - Qualifies you for workers' compensation - Helps prevent future incidents - Required by law
No Retaliation: You will not be disciplined for reporting an injury or safety concern in good faith.
8.5 Workers' Compensation¶
Coverage: Workers' compensation provides: - Medical treatment for work-related injuries/illnesses - Wage replacement if unable to work - Vocational rehabilitation (if needed) - Death benefits (for fatal injuries)
Authorized Medical Provider: - Provider: Acme Health Clinic - Address: 123 Main St, Suite 100, Nashville, TN 37203 - Phone: (555) 123-4567 - Hours: Monday-Friday, 8:00 AM - 5:00 PM
For Emergencies: Call 911 or go to nearest ER, then notify supervisor
Do Not Use Personal Health Insurance: All work-related injuries should be treated under workers' compensation, not your personal health insurance.
Modified Duty: If your doctor restricts your regular duties, we will try to provide temporary modified/light duty work to keep you employed and earning wages.
Return to Work: Doctor's release required before returning. Release must specify full duty or restricted duty with specific limitations.
8.6 Drug-Free Workplace¶
Acme Corp maintains a drug-free workplace.
Prohibited: - Use, possession, sale, or distribution of illegal drugs - Being under the influence of drugs or alcohol at work - Unauthorized use of prescription medications
Drug Testing: - Pre-employment (all candidates) - Post-accident (when required) - Reasonable suspicion - Random (for safety-sensitive positions)
Consequences: Violations may result in: - Termination of employment - Ineligibility for workers' compensation (if under the influence during injury) - Legal prosecution
Prescription Medications: If you take prescription medication that may affect your ability to work safely, notify HR or your supervisor so appropriate accommodations can be made.
Section 9: Information Technology and Security¶
9.1 Acceptable Use of Technology¶
Permitted Use: IT resources should be used primarily for business purposes. Limited personal use is permitted if it: - Does not interfere with work responsibilities - Does not compromise security - Does not violate any company policies or laws
Prohibited Activities: - Accessing or distributing inappropriate, offensive, or illegal content - Downloading or installing unauthorized software - Attempting to bypass security controls - Accessing unauthorized systems or data - Using company resources for personal business ventures - Sharing login credentials - Engaging in illegal activities
Monitoring: The company reserves the right to monitor network activity, system usage, email, and communications to ensure compliance and protect company assets. Employees have no expectation of privacy when using company IT resources.
9.2 Password and Authentication¶
Google Workspace SSO: Google Workspace Single Sign-On (SSO) is the primary authentication method for all approved applications.
Password Requirements: - Minimum 12 characters (16 for administrative accounts) - Mix of uppercase, lowercase, numbers, and special characters - No dictionary words, company name, or personal information - No reusing previous passwords - Unique across different systems
Two-Factor Authentication (2FA): Required for: - All Google Workspace accounts - Administrative accounts - Systems containing sensitive data - Business-critical systems
Security Practices: - Never share passwords - Never write down passwords - Use approved password managers - Change password immediately if compromised - Report compromised credentials to IT immediately
9.3 Data Privacy and Security¶
Data Classification:
- Public: Information intended for public distribution
- Internal: General business information for internal use
- Confidential: Sensitive business information (financial data, employee records, etc.)
- Restricted: Highly sensitive information (PHI, trade secrets, etc.)
Data Handling: - Only access data you need for your job - Do not share confidential information with unauthorized persons - Encrypt sensitive data when transmitting or storing - Follow clean desk policy - lock screens when away - Shred confidential documents - Report data breaches immediately to IT and Security
Customer Data: - Protect customer data with the highest level of care - Only access customer data for legitimate business purposes - Never share customer data outside the company without authorization - Comply with all privacy regulations (HIPAA, GDPR, etc.)
9.4 Email and Communication¶
Email Use: - Professional tone and language required - Company email is for business purposes - No mass personal emails or chain letters - Be cautious with attachments and links (phishing awareness) - Do not send confidential information to personal email accounts
Phishing Awareness: - Be suspicious of unexpected emails asking for sensitive information - Verify sender before clicking links or opening attachments - Hover over links to see actual destination - Report suspicious emails to IT Security immediately
Instant Messaging and Chat: - Use approved platforms only ([Slack, Teams, etc.]) - Maintain professional communication - No confidential information in public channels
9.5 Social Media Guidelines¶
Personal Social Media: You may use personal social media, but: - Do not identify yourself as a Acme Corp employee unless you include a disclaimer that views are your own - Do not post confidential company information - Do not disparage the company, customers, or coworkers - Do not harass or discriminate against others online - Use good judgment - your posts reflect on you and the company
Company Social Media: - Only authorized employees may post on official company accounts - Follow brand guidelines and approval processes - Coordinate with Marketing/Communications team
Media Inquiries: - Direct all media inquiries to marketing@acmecorp.com - Do not speak to press or media without authorization
9.6 Remote Work and Mobile Devices¶
Remote Work: Some positions may be eligible for remote work arrangements with manager and HR approval.
Remote Work Requirements: - Secure, private workspace - Reliable internet connection - Availability during core business hours - Compliance with all company policies - Use of company-provided VPN for accessing company systems
Mobile Devices:
Company-Provided Devices: - Use primarily for business purposes - Install required security software - Keep device updated and secure - Report lost/stolen devices immediately - Return upon termination
Personal Devices (BYOD): - If permitted, must comply with Mobile Device Management (MDM) policy - Install required security software - Allow company to remotely wipe company data if device is lost or upon termination - Keep device secure (password, encryption, updates)
9.7 Incident Reporting¶
Security Incidents: Report immediately to IT Security at security@acmecorp.com: - Suspected phishing emails or malware - Lost or stolen devices - Compromised passwords or accounts - Unauthorized access attempts - Data breaches or potential data exposure - Any suspicious activity
Reporting Timeline: - Critical incidents: Within 15 minutes - High priority: Within 1 hour - Medium/Low priority: Within 4 hours
No Retaliation: You will not be disciplined for reporting security incidents in good faith, even if you accidentally caused the incident (e.g., clicked a phishing link).
Section 10: Additional Policies and Resources¶
10.1 Confidentiality and Intellectual Property¶
Confidential Information: You may have access to confidential and proprietary information including: - Trade secrets and proprietary processes - Financial information - Business strategies and plans - Customer lists and information - Employee information - Product development information - Marketing plans
Your Responsibilities: - Protect confidential information from unauthorized disclosure - Do not discuss confidential matters in public places - Do not share confidential information with family or friends - Return all confidential materials upon termination - Confidentiality obligations continue after employment ends
Intellectual Property: Work created in the course of your employment belongs to Acme Corp, including: - Inventions and discoveries - Software code and technical documentation - Written materials and creative works - Processes and methods - Designs and artwork
10.2 Conflicts of Interest¶
Definition: A conflict of interest occurs when your personal interests conflict with the company's interests.
Examples: - Outside employment with a competitor or customer - Financial interest in a competitor, supplier, or customer - Hiring or supervising a family member - Accepting gifts or favors from vendors/customers - Using company resources for personal business - Business opportunities that belong to the company
Disclosure: You must disclose any actual or potential conflicts of interest to HR immediately. Disclosure allows us to determine if a conflict exists and how to manage it appropriately.
10.3 Whistleblower Protection¶
Reporting Concerns: Acme Corp encourages employees to report suspected: - Violations of law or regulations - Violations of company policy - Fraud or financial misconduct - Unethical behavior - Safety violations - Discrimination or harassment
How to Report: - Your manager or supervisor - Human Resources: hr@acmecorp.com - Ethics Hotline: (555) 123-4567 (anonymous) - Online portal: https://support.acmecorp.com
Protection from Retaliation: We prohibit retaliation against anyone who reports concerns in good faith or participates in an investigation. Retaliation will result in disciplinary action up to and including termination.
Investigation: All reports will be investigated promptly, thoroughly, and confidentially to the extent possible.
10.4 Document Retention¶
Policy: Company records must be retained according to legal requirements and business needs.
Your Responsibilities: - Maintain records according to retention schedules - Do not destroy records subject to legal hold or litigation - Properly dispose of records when retention period expires - Contact Legal or Compliance with questions about retention
Legal Hold: If you receive notice of a legal hold, you must preserve all relevant documents and data. Destruction of documents subject to legal hold may result in legal penalties and disciplinary action.
10.5 Employee Records¶
Personnel File: The company maintains a personnel file for each employee containing: - Application and resume - Offer letter and employment agreement - Performance reviews - Disciplinary actions - Training records - Promotion/transfer documentation - Termination documentation
Access: - You may request to review your personnel file by contacting HR - Reviews conducted during business hours with HR present - You may request copies of documents in your file
Updating Information: Notify HR immediately of changes to: - Name or address - Phone number or email - Emergency contacts - Marital status or dependents (for benefits) - Tax withholding (W-4)
10.6 Questions and Policy Updates¶
Questions: If you have questions about any policy in this handbook: - Contact your manager - Contact Human Resources: hr@acmecorp.com or (555) 123-4567 ext. 200
Policy Updates: Acme Corp reserves the right to modify, add, or delete policies at any time with or without notice. Updated versions of the handbook will be distributed to all employees.
Handbook is Not a Contract: This handbook does not create a contract of employment. Employment with Acme Corp is at-will, meaning either you or the company may terminate employment at any time, with or without cause or notice.
Supersedes Previous Policies: This handbook supersedes all previous employee handbooks, policies, and practices.
Appendix A: Employee Handbook Acknowledgment Form¶
EMPLOYEE ACKNOWLEDGMENT
I acknowledge that I have received a copy of the Acme Corp Employee Handbook dated January 1, 2025. I understand that it is my responsibility to read and comply with all policies in this handbook.
I understand that:
- The handbook is a guide and does not create a contract of employment
- My employment is at-will and can be terminated by me or the company at any time, with or without cause or notice
- The company reserves the right to modify policies at any time
- If I have questions about any policy, I will ask my manager or Human Resources
- I am responsible for complying with all policies, even if I have not read the handbook
- Violation of policies may result in disciplinary action up to and including termination
Specific Policy Acknowledgments:
I specifically acknowledge that I have read and understand the following policies:
☐ Code of Conduct and Workplace Expectations ☐ Anti-Harassment and Non-Discrimination Policy ☐ Confidentiality and Intellectual Property ☐ Acceptable Use of Technology ☐ Data Privacy and Security ☐ Workplace Health and Safety ☐ Drug-Free Workplace
I understand that my signature below indicates I have received the handbook and agree to comply with all policies.
Employee Signature: _____ Employee Name (Print): _____ Date: ________
HR Representative Signature: _____ HR Name (Print): _____ Date: ________
This signed acknowledgment will be retained in your personnel file.
Appendix B: Emergency Contact Information¶
In Case of Emergency, Contact:
Emergency Services: - Police/Fire/Ambulance: 911 - Non-Emergency Police: (555) 123-4567 - Poison Control: 1-800-222-1222
Company Contacts: - Main Office: (555) 123-4567 - HR Department: (555) 123-4567 ext. 200 - IT Helpdesk: (555) 123-4567 ext. 100 - Security: (555) 123-4567 ext. 911 - Facilities: (555) 123-4567 ext. 300
Emergency Procedures: - Fire: Evacuate to assembly point at Main Lobby Assembly Area - Medical Emergency: Call 911, notify supervisor and HR - Severe Weather: Shelter at Main Lobby Assembly Area - Active Threat: Run, Hide, Fight
First Aid Stations: Main lobby, break rooms on each floor, and reception areas AED Locations: Main lobby, break rooms on each floor, and reception areas Fire Extinguishers: Main lobby, break rooms on each floor, and reception areas
Appendix C: Benefits Enrollment Guide¶
New Hire Benefits Enrollment:
Timeline: - Enroll within 30 days of hire/eligibility date - Coverage effective: 1st of month following [30/60/90 days]
How to Enroll: 1. Attend benefits orientation with HR 2. Review benefits guide and plan options 3. Complete enrollment forms or enroll online at benefits.acmecorp.com 4. Designate beneficiaries for life insurance 5. Submit enrollment by deadline
What You Need: - Social Security numbers for dependents - Beneficiary information (name, relationship, SSN, DOB) - Bank account information for HSA/FSA (if applicable)
Annual Open Enrollment: - Held each January - Make changes for upcoming year - Required participation even if no changes
Qualifying Life Events: You can make mid-year changes within 30-60 days of: - Marriage or divorce - Birth or adoption - Loss of other coverage - Change in employment status
Questions: Contact HR at hr@acmecorp.com or (555) 123-4567 ext. 200
Appendix D: Organizational Chart¶
[Insert company organizational chart showing: - Executive leadership team - Department structure - Reporting relationships - Key contacts by department]
Key Department Contacts:
Human Resources: - Contact: hr@acmecorp.com / (555) 123-4567 ext. 200 - Responsible for: Benefits, payroll, policy questions, employee relations
IT Department: - Contact: it@acmecorp.com / (555) 123-4567 ext. 100 - Responsible for: Technology support, system access, equipment
Facilities: - Contact: facilities@acmecorp.com / (555) 123-4567 ext. 300 - Responsible for: Building maintenance, security, office supplies
Finance/Payroll: - Contact: payroll@acmecorp.com / (555) 123-4567 ext. 201 - Responsible for: Payroll, expense reimbursement, benefits billing
Appendix E: Glossary of Terms¶
At-Will Employment: Employment relationship that can be terminated by either party at any time, with or without cause or notice.
Exempt Employee: Employee who is exempt from overtime pay requirements under FLSA.
FLSA: Fair Labor Standards Act - federal law governing minimum wage, overtime, and other wage/hour requirements.
FMLA: Family and Medical Leave Act - federal law providing job-protected unpaid leave for certain family and medical reasons.
Non-Exempt Employee: Employee who is entitled to overtime pay for hours worked over 40 in a workweek.
PTO: Paid Time Off - accrued time off that can be used for vacation, illness, or personal needs.
Qualifying Life Event: Event (marriage, birth, loss of coverage, etc.) that allows you to make mid-year changes to benefits.
COBRA: Consolidated Omnibus Budget Reconciliation Act - allows continuation of health insurance after employment ends (at employee's expense).
HSA: Health Savings Account - tax-advantaged account for medical expenses (available with HDHP).
FSA: Flexible Spending Account - pre-tax account for healthcare or dependent care expenses.
PPO: Preferred Provider Organization - type of health insurance plan.
HMO: Health Maintenance Organization - type of health insurance plan.
HDHP: High Deductible Health Plan - health insurance plan with higher deductible but lower premiums.
401(k): Employer-sponsored retirement savings plan.
EAP: Employee Assistance Program - confidential counseling and support services.
SSO: Single Sign-On - authentication method using one set of credentials for multiple applications.
2FA/MFA: Two-Factor/Multi-Factor Authentication - security method requiring two or more verification methods.
HIPAA: Health Insurance Portability and Accountability Act - law protecting patient health information privacy.
PHI: Protected Health Information - individually identifiable health information.
OSHA: Occupational Safety and Health Administration - federal agency regulating workplace safety.
PPE: Personal Protective Equipment - safety equipment (gloves, goggles, etc.).
Workers' Compensation: Insurance providing benefits for work-related injuries and illnesses.
Document Information¶
Document Title: Employee Handbook Version: 1.0 Effective Date: January 15, 2025 Last Updated: January 15, 2025 Next Review: January 15, 2026 Owner: Human Resources Department Approver: Chief People Officer Classification: Internal
For Questions or Concerns:
Human Resources Department Acme Corp Email: hr@acmecorp.com Phone: (555) 123-4567 ext. 200 Office Hours: Monday-Friday, 9:00 AM - 5:00 PM
This handbook is the property of Acme Corp and is provided for informational purposes. It does not create a contract of employment. Acme Corp reserves the right to modify any policy at any time with or without notice. Employment is at-will unless otherwise specified in a written employment agreement signed by an authorized company executive.
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