人力资源管理之英文版员工手册样本41页

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员工手册对人力资源管理的作用推荐度：
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PIC

Sample Company Policies

And Procedures

January 2004

Printing Industries of California

5800 South Eastern Avenue, Suite 400

Cost-PIC Member Free February 3, 2004

Non-Member $300

Printing Industries of California (PIC) recognizes the value of well-written company

personnel policies and procedures. Over the years PIC has published sample employee

handbook language covering basic employment policies. Members have used this

language as a guide in creating written policies and procedures covering the company’s

employment practices and philosophies.

This publication, like others before it, does not claim to be all-inclusive or a final product.

New State and Federal laws and legal decisions will require this sample to be updated,

along with the company's employee handbook, to reflect these changes. Further, each

company must develop an employee handbook, which reflects the employment practices

unique to the company's operation and philosophies. Consequently, a publication such as

this sample must be flexible and open ended to accommodate these differences in

employment practices and philosophies.

In initiating or revising your company personnel policies or employee handbook, do not

hesitate to call Doug Moore, Vice President of Human Resources, for assistance.

Although an effort has been made to provide sample language, which is consistent

with applicable law, employers using this or other language may wish to have a

labor attorney review their employee handbook before publication.

PIC would like to extend a special thanks to the Employment Law Department at

the law firm of Silver & Freedman. They have provided a good portion of the

language contained in this sample handbook and review its contents from time to

time.

P.O. Box 910936 Los Angeles, CA. 90091-0936

(EDITOR’S NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WORKERS’

COMPENSATION DISABILITY AND OTHER LEAVES)

The California Workers’ Compensation Appeals Board (WCAB) has decided in Navarro v. A&A Farming that an employer whose personnel policy terminated benefits after a stated

period could apply the policy to persons on temporary Workers’ Comp disability. A&A

Farming obtained its coverage from the Western Growers Trust, a California licensed

MEWA, as is the PIASC, PINC and PIASD Benefit Trusts, so it is clear that the decision

applies to those firms who obtain health coverage from the PIASC, PINC or PIASD Benefit

Trusts. Firms that do not obtain their coverage from the Benefit Trust may probably rely on

the same decision, but it is less certain. If health coverage ceases under such a policy,

affected employees (in firms of two or more employees) become eligible for COBRA

extension.

Companies can choose to make employer payments for more or less time than the 12 weeks suggested in the sample language with the following exceptions: Companies covered by the

Family and Medical Leave Act must pay for at least 12 weeks, and all companies must pay

for up to 31 days for employees activated for military service. The company’s policy of

payments should be the same for all leaves the company grants so as not to be discriminatory.

PAGE

Introduction ………………………………………………………………………… 6

History of Company and Marketing Services Performed………………………….. 6

Foreword …………………………………………………………………………… 6

Your Industry ………………………………………………………………………. 7

Reference Checks……………………………………………………………………7

Background Checks and Consumer Reports….…………………………………… 7

Terms of Employment ……………………………………………………………… 8

Employee Classification ……………………………………………………………. 8

Independent Contractor, Agency Temp or Leased Personnel ………………………. 9

Employment of Relatives …………………………………………………………… 9

Non–Harassment Policy …………………………………………………………… 9

Solicitation and Distribution Rule …………………………………………………. 11

Equal Employment Policy …………………………………………………………. 11

Reasonable Accommodation for Disabilities, Pregnancy and Lactation…………… .. 12

Immigration Reform and Control Act ……………………………………………… 13 Off-Duty Employees ………………………………………………………………. 13

Conflict of Interest ………………………………………………………………….. 13

Off Duty Conduct……………………………………………………………….. 13

Personal Involvement …………………………..……………………………… 14

Appearance and Courtesy………………………………………………………… ... 14 Advancing With the Company …………………………………………………… … 14

Performance Evaluations ………………………………………………………… 14

Promotions ……………………………………………………………………….. 14 Open Door Policy ……………………………………………………………………. 14 Rumors ………………………………………………………………………………. 15 Customer Property …………………………………………………………………… 15 Confidentiality and Non-Disclosure …………………………………………………. 15

Company Equipment Monitoring, Access and Inspection……………………………. 16

Voice Mail, E-mail & Computer Files ……………………………………………….. 16

Hours of Work – Workweek ………………………………………………………… 17 Excessive Tardiness/Absenteeism …………………………………………………… 18 Working Conditions …………………………………………………………………. 18

Pay Day ………………………………………………………………………….. 18

Hours of Work …………………………………………………………………… 18

Time Records……………………………………………………………………. 18

Overtime Authorization and Requirement ………………………………………. 19

Holiday Pay ……………………………………………………………………… 19

Vacation Pay …………………………………………………………………….. 19

Sick Leave Pay ………………………………………………………………….. 20

Overtime Pay ……………………………………………………………………. 21

Reporting Time Pay ……………………………………………………………… 22

Uniforms …………………………………………………………………………. 22

Meal Period…………………………………………………………………….… 22 Break Periods ……………………………………………………………………… 23

Insurance Programs (Required by Law) …………………………………………….. 23 Workers' Compensation ………………………………………………………….23

Workers' Compensation Fraud ………………………………………………….. 23

State Disability Insurance ………………………………………………………. 23

Paid Family Leave Insurance…………………………………………… 24

State Unemployment Insurance ……………………………………………… ... 24

Federal Social Security (F.I.C.A) …………………………………………… 24

Profit Sharing, 401 k or Pension Plan……………………………………………….. 25

Company Health/Life Insurance …………………………………………………. 25 Employee Purchases ……………………………………………………………… 25 Time Off To Vote ………………………………………………………………… 25

Jury Duty Time Off……….. ……………………………………………………… 25 Judicial Leaves……………………………………………………………………………… 25

Court Appearances………………………………………………………………. 25

Domestic Violence or Sexual Assault…………………………………………. 26

Victims of Crime……………………………………………………………… 26

Bereavement Time Off …………………………………………………………… 26

School Activities Time Off ……………………………………………………….. 27 Literacy Education Time Off……………………………………………………………. 27

Leaves of Absence ………………………………………………………………… 27 Compensation and Benefits Accruals While on Leave of Absence…………… 27 Non-Retaliation…………………………………………………………………28 Personal (Non-Industrial) Leave of Absence ………………………………. 28 Family and Medical Care Leave of Absence …………………………………. 29 Pregnancy/Childbirth Leave of Absence ……………………………………… 30

Industrial Medical Leave of Absence …………………………………………. 31

Military Leave of Absence ……………………………………………………. 32

Physical Examinations Following A Leave………………………………………….. 33

Personal Loans …………………………………………………………………….. 34

Personal Mail and/or Telephone Calls …………………………………………… 34 Bulletin Board ……………………………………………………………………… 34 Good Housekeeping ………………………………………………………………… 34 Radios In Work Areas ……………………………………………………………… 34

Keep Your Record Up To Date …………………………………………………….. 34 Request For Payroll Records…………………………………………………………35

Health Insurance portability and Accountability Act (HIPAA)…………………….. 35

Personnel Records …………………………………………………………………. 35 Loss of Company Property ………………………………………………………… 35 Company Work Rules ……………………………………………………………… 36

Your Safety …………………………………………………………………………. 37

Hazardous Substance Training ……………………………………………………… 37 Injury and Illness Prevention Program ……………………………………………… 37 Smoking Restriction ………………………………………………………………… 37 Workplace Security Policy ……………………………………………………….…. 37 Safe Operation of Vehicles…………………………………………………………….. 38

Standards of Conduct ……………………………………………………………….. 39

Company Safety Rules ……………………………………………………………… 40

Life Threatening Diseases…………………………………………………………….. 42 Blood-borne Pathogens ………………………………………………………………. 43

Reporting On the Job Injuries or Illnesses ………………………………………….. 43 Emergency Medical Service ………………………………………………………… 43

First Aid ……………………………………………………………………………... 43 Fire Extinguishers …………………………………………………………………… 44 Employee Handbook Revisions ……………………………………………………… 44 Receipt and Acknowledgement for Employee Handbook …………………………… 44

This is your employee handbook. It was prepared for you to help you better understand what you can generally expect from <______________________>. This handbook replaces any and all earlier personnel or employee handbooks, policies and procedures, benefit statements, and memoranda, whether written, oral or established by practice.

The information in this handbook is important to all of our employees. Read the manual now and keep it in a convenient place. You will want to refer to your handbook when you have questions about company policies and benefits.

Naturally, you won’t find answers to all your questions in the handbook. It is neither a law book nor a catalog of personnel policies. In preparing this handbook, we have not tried to give you the minute details of each policy. Instead, we have attempted to present a summary of some of the more important policies. No written statement, no matter how complete, can be a substitute for direct daily contact with your immediate supervisor.

Throughout your handbook, you will be urged to check with your supervisor or<_______________> for complete information on employee policies and benefits. This advice is continually repeated because its importance can’t be overemphasized.

If your supervisor or <____________> doesn’t have an immediate response to your question, he or she will get the information you seek and pass it along to you promptly.

Circumstances will obviously require that the policies, practices and benefits described in the handbook change from time to time. The company reserves the right to amend, modify, rescind, delete, supplement or add to the provisions of this handbook as it deems appropriate from time to time in it’s sole and absolute discretion. However, no amendment or modification of the “Terms of Employment” provisions of this handbook shall be effective unless made in writing, and signed by the President of the company. The company will attempt to provide you with notification of any other changes as they occur.

<_____________________________________________________________________>

Our employee handbook is a tool to help promote a cooperative and healthy atmosphere, to spell out policies relative to hours, wages, conditions of employment and to provide for the administration of these policies in the interests of all concerned, in keeping with conditions in our area and industry.

We are presenting this employee handbook because we feel that if you understand basically what is expected of you, and what you may expect of the company, we shall have an organization which better meets the needs of our customers.

The statements as set forth in this book have not been arbitrarily established. Each of them has a sound background of common sense based on the experiences of this company. Employees have suggested many and we will further welcome suggestions from you that will aid in maintaining a constructive and harmonious relationship.

Our single most common goal must be to work together to meet the needs of our customers, remembering our customers are mutually our most important asset.

The printing industry is one of the largest and most important manufacturing industries in the United States. It is closely related to every other industry. In its production it borrows from agriculture, the extractive industries, and the machinery, electrical, and computer industries; in its distribution it utilizes the modern agencies of advertising, communication and transportation; in its usefulness it is the service industry of all.

California has grown into the number one print-producing industry in the nation. The printing industry, in fact, is the largest manufacturing sector in California in number of firms. When the allied industries of commercial printing, publishing, reprographics and various specialty printing were added together in 2001, they produced 14.8 billion in the state’s economy and employed 111, 356 people.

Despite the fact that it is classified as a trade in the minds of many people, printing is one of the arts. It is a branch of the Graphic Arts field and as such is the means of preservation of all the other arts known to humanity.

To ensure that individuals joining the Company are qualified and have the potential to be productive and successful, the Company will check the employment references of all applicants. Every offer of employment is contingent upon the appropriate completion of a reference check.

No references will be given concerning any present or past employee of the company unless the Company has received a written request for such a reference. Only _____________________________ may respond to a request for a reference. Such response will only confirm the dates of employment and position held, and will be in writing. If an employee has given written authorization, the Company will also provide information on the amount of salary or wages earned by the employee.

The company may require your consent to obtain a consumer report in connection with your initial application for employment, your application for a new postion in the Company, or an investigation into possible wrongful conduct by you. A consumer report

may contain information regarding your credit worthiness, credit standing, credit capacity,

character, general reputation, personal characteristics, or mode of living. The company will use this information for employment purposes only.

Refusal to authorize the obtaining of a consumer report by the Company may be a basis for denial of employment or other adverse employment action. The content of the consumer report may also be the basis for denial of employment, denial of a particular job position, or other adverse employment action. You will be advised if the Company elects to take adverse employment actions against you based in whole or in part on a consumer report.

Unless you are suspected of wrongdoing, before requesting the consumer report, the Company will notify you of its intent to make the request. The Company will provide you with the name and address of every credit-reporting agency from which the Company may obtain the consumer report. If you specifically request a copy, within three days of the Company receipt of the report, you will be provided with a copy free of charge.

Despite any disciplinary procedures or company rules, standards of conduct or regulations, your employment is “at will” which means “the relationship between employer and employee may be terminated by either party ‘unilaterally’ at any time, with or without notice, for any reason, or for no reason at all”. This handbook contains the entire agreement between you and the company as to the duration of employment and the circumstances under which employment may be terminated.

Further, the company can demote, transfer, suspend or otherwise discipline an employee in its sole and absolute discretion. Nothing in this handbook, or any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment, or for continued or indefinite employment at a specific position or rate of pay.

Only the President of the company has any authority to enter into any agreement contrary to the “Terms of Employment” stated in this policy, and such an agreement would have to be in writing and signed by the President.

You will be advised of your employee classification at the time of hire, promotion,

transfer, or if any other change in your position with the company occurs. Since all

employees are hired for an unspecified duration, assignment to any of these classifications does not guarantee employment for any specific length of time. Regardless of classification, employment is at the mutual consent of you and the company. Accordingly, either you or the company can terminate the employment relationship at will, at any time, with or without notice.

Full -Time Employees - are those normally scheduled for 40 hours of work per week.

Part - Time Employees - are those normally scheduled to work less than 40 hours of work per week. Part-time employees are not eligible for company fringe benefits available to full-time employees.

Casual Employees - are those who are hired on that basis and work for a special job and/or period of time. Such employees are not eligible for company fringe benefits available to full-time employees.

Non-Exempt Employees - Those employees who are subject to the provisions of federal and state law requiring the payment of overtime are considered to be non-exempt.

Exempt Employees - Those employees who are not subject to the provisions of federal and state law requiring the payment of overtime are considered exempt. Exempt employees, in our industry, normally include professional, executive, administrative and certain outside sales personnel.

An independent contractor, agency temp or leased individual is any person who is classified by the company as such, as evidenced by the company’s failure to withhold taxes from their compensation. Independent contractors, agency temps or leased employees are not employees of the company. Even if the person is later reclassified by an action of a court or administrative agency as an employee of the company, he or she is not eligible for any retroactive company sponsored benefits.

Our company permits employment of relatives. However, the employment of relatives in the same department can create a conflict of interest. Therefore, immediate family

members (see definition below) should not work in the same department for the same

supervisor, or for a supervisor who is an immediate family member. Working in the same department for a different supervisor is permitted.

Immediate family members include spouse, in-laws, step relatives, domestic partner, parent, child or stepchild, sister or brother.

Harassment in employment, including sexual, racial, and ethnic harassment, as well as any other harassment forbidden by law, is strictly prohibited by the Company. Employees who violate this policy are subject to discipline, including possible termination.

Racial, ethnic and other forms of prohibited harassment include, but is not limited to:

1. Visual conduct, including displaying of derogatory objects or pictures, cartoons, or

posters;

2. Verbal conduct, including making or using derogatory comments, epithets, slurs, and

jokes;

In addition, sexual harassment is defined by the regulations of the Fair Employment and Housing Commission as unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature. Sexual harassment includes gender harassment and harassment on the basis of pregnancy, childbirth, or related medical conditions, and also includes sexual harassment of an employee of the same gender as the harasser. This includes, but is not limited to, the following types of offensive behavior:

1. Unwanted sexual advances;

2. Offering employment benefits in exchange for sexual favors;

3. Making or threatening reprisals after a negative response to sexual advances;

4. Visual conduct, including leering, making sexual gestures, displaying of sexually

suggestive objects or pictures, cartoons, or posters;

5. Verbal conduct, including making or using derogatory comments, epithets, slurs, and

jokes;

6. Verbal sexual advances or propositions;

7. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's

body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations;

8. Physical conduct, including touching, assault, impeding or blocking movements.

Examples of sexual harassment include (a) an employee being fired or denied a job or an employment benefit because the employee refused to grant sexual favors or because he or she complained about the harassment; (b) an employee reasonably quitting his or her job to escape harassment; or (c) an employee being exposed to a hostile work environment.

The Company will take all reasonable steps to prevent harassment from occurring and will take immediate and appropriate action when the Company knows that unlawful harassment has occurred.

If you have been harassed by a co-worker, supervisor, agent, vendor or customer, or if you believe that another employee has been harassed, you have a duty to promptly report the facts of the incident or incidents, and names of the individuals involved, to (Option: Human Resources.) (Option:______________________or _____________________.)

The matter will be immediately and thoroughly investigated, and confidentiality will be maintained to the extent possible. After reviewing the evidence, a determination will be made concerning whether reasonable grounds exist to believe that harassment has occurred. It is the obligation of all employees to cooperate fully in the investigation process. The Company considers any harassing conduct to be a major offense which can result in disciplinary action for the offender, up to and including discharge.

The Company will take action to deter any future harassment. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing harassment to the attention of management. The persons involved will be advised of the determination if appropriate.

The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about harassment from any further acts of harassment, coercion or intimidation, and from retaliation due to their reporting an incident or

participating in an investigation or proceeding concerning the alleged harassment.

If any employee believes that the above procedure has not resolved his or her situation, that employee may contact the California Department of Fair Employment and Housing (DFEH) at (916) 445-9918 to determine the location of the branch of the DFEH that is nearest to the employee to file a claim within one year of the date that the harassment occurred. The DFEH serves as a neutral fact-finder and will attempt to assist the parties to voluntarily resolve their dispute. In the event that the DFEH is unable to obtain voluntary resolution and finds that harassment has occurred, the Fair Employment and Housing Commission (FEHC) may hold a hearing and award reinstatement, backpay, and monetary damages.

No action will be taken against any employee in any manner for opposing harassment or for filing a complaint with, or otherwise participating in an investigation, proceeding or hearing conducted by the DFEH or the FEHC with respect to harassment.

In order to prevent disruptions in the operation of the company, and in order to protect employees from harassment and interference with their work, the following rules regarding solicitation and distribution of literature on company property must be observed.

Employees: During working time, no employee shall solicit, or distribute literature to another employee for any purpose. “Working Time” refers to that portion of the working day in which the employee is supposed to be performing actual job duties; it does not include such times as lunchtime, break time, or time before or after a shift.

Thus, no employee who is on “working time” shall solicit or distribute literature to another employee. No employee who is on “non-working time” shall solicit or distribute literature to an employee who is on “working time”.

No employee shall distribute literature to another employee for any purpose in working areas of the company.

No employee shall solicit, or distribute literature to any visitors at any time for any purpose.

Non-Employees:

Persons who are not employed by the company shall not distribute

literature or solicit employees or visitors at any time for any purpose on company

grounds or inside the company plant or office.

The Company is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available people in every job. Therefore, the Company does not discriminate, and does not permit its employees to discriminate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, marital status, national origin, citizenship, veteran status, ancestry, age, physical or mental disability (an impairment that limits a major life activity), medical condition (cancer-related), genetic characteristic, or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.

If you believe that you or another employee has been subjected to any form of unlawful discrimination, you have a duty to promptly report the facts of the incident or incidents, names of the individuals involved, and the names of any witnesses to (Option: Human Resources.) (Option:______________________or _____________________.)

The matter will be immediately and thoroughly investigated, and confidentiality will be maintained to the extent possible. After reviewing the evidence, a determination will be made concerning whether reasonable grounds exist to believe that discrimination has occurred. It is the obligation of all employees to cooperate fully in the investigation process. The Company considers any conduct based on unlawful discrimination to be a major offense which can result in disciplinary action for the offender, up to and including discharge.

The Company will take action to deter any future discrimination. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing discrimination to the attention of management. The persons involved will be advised of the determination if appropriate.

The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about discrimination from any further acts of discrimination, coercion or intimidation, and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged discrimination.

Disability Accommodation: The company will make reasonable accommodations for the known physical or mental disabilities of an otherwise qualified applicant for employment or employee, unless undue hardship would result. Any applicant or employee who requires accommodation in order to perform the essential functions of a job should contact <__________________>. The applicant or employee should advise the company what accommodations he or she believes are needed in order to perform the job. Together with the applicant or employee, the company will engage in an interactive process to determine effective, reasonable accommodations, if any. If such an accommodation is possible and will not impose undue hardship upon the company, the company will make the accommodation.

The company also reserves its right to require an employee to undergo a fitness for duty medical examination, at the company’s expense, if the company believes or suspects that the employee may not be able to perform the essential duties of the job without risk of harm to him or herself or others. In such an instance, the company will so advise the employee, in writing, of the need for the examination. Depending on the situation, the company reserves the right to suspend employment pending the results of the examination.

Pregnancy Accommodation: A pregnant employee may request a reasonable accommodation of her condition upon presentation of a doctor’s written certification attesting that the accommodation request is upon the doctor’s advice. Such an accommodation may include, but is not limited to, a transfer to a less strenuous or hazardous position. If such a transfer can be reasonably accommodated, a pregnant employee will be transferred for the duration of her pregnancy. However, the company will not undertake to create additional employment that the company would not otherwise have created to meet its own business needs. The company will not be required to discharge any employee, transfer any employee with more seniority than the pregnant employee, or to promote any employee who is not qualified to perform the job. Upon transfer, an employee will receive the salary and benefits, which are regularly provided to employees in the position to which the employee has transferred.

Lactation Accommodation: Employees who wish to express breast milk at work may request a reasonable accommodation to do so, which may include increased break time and privacy.

The Immigration Reform and Control Act requires all individuals pass a verification procedure, including the completion of an “Employment Verification Form”, before they are permitted to work. This verification procedure requires that all new employees provide satisfactory evidence of identity and legal authority to work in the United States that comply with the requirements of the Immigration law.

If an employee has provided right to work documentation that has an expiration date, updated documentation must be given to the Company before this expiration date.

All employees are required to leave the company property at the end of their regular working hours. You are not permitted to return to the company until the start of the next workday without permission of management or unless your supervisor calls you back for extra work or asks you to work overtime.

Employees are required to avoid any conflict of interest during their employment by the company. Any involvement that conflicts with an employee’s duties or responsibilities or affect the employee’s judgment in making a decision affecting the company will be considered a conflict of interest. This includes any direct or indirect business, management or financial interest or activity, whether or not for compensation, in any business or entity that is a competitor, customer, supplier, or vendor of the company.

Employees may engage in or have outside business or personal interests or activities that do not constitute a conflict of interest with their employment by the company. The company requires that these activities or interests do no adversely affect an employee’s capacity to perform his or her functions or result in conflicting loyalties.

Off Duty Conduct – While the company does not seek to interfere with your off duty conduct, certain types of off duty conduct may interfere with the company’s legitimate business interests.

Employees are expected to conduct their personal affairs in a manner that does not adversely affect the company’s integrity, reputation or credibility. Off duty conduct that adversely affects the company’s legitimate business interests or an employee’

s ability to perform his

or her work will not be tolerated and may result in discipline, up to and including termination.

Personal Involvement - Personal or romantic involvement with a competitor, customer, vendor or supplier may impair an employee’s ability to exercise good judgment on behalf of the company. An employee should immediately disclose any relationship of this type to his or her supervisor. The company will determine if any actual conflict of interest exists. If a conflict is determined to exist; the company will take whatever corrective action it deems to be appropriate.

Neatness and good taste in dress, care in personal cleanliness, interest in your work, and a willing, cooperative attitude toward associates, customers and visitors are recognized and appreciated business assets.

No matter what your position might be, it’s important to remember that good manners give a good impression. Being pleasant and courteous to customers, visitors, and your co-workers is an important part of your job.

Performance Evaluations - Periodic evaluations may be made to determine your individual progress, training needs, and potential pay increases. Pay increases are not automatic and depend on factors such as the employee's demonstrated job proficiency and the company's ability to pay.

Promotions - The chance to advance is important to each of us. By promoting from within our organization, when present employees are qualified and as justified by our company needs and growth, the company offers as many opportunities for advancement as possible.

Our company recognizes that in any employee group, problems, difficulties, and misunderstandings may arise. It is the desire of the company to see that every problem is handled promptly. To this end, the company will endeavor:

1. To invite employees to talk frankly with their supervisor or to anyone else in

authority, when they have a problem of any kind, with the assurance that it will not be held against them by their supervisor or anyone else in authority.

2. To provide an open door at all times for employees to discuss with upper

management any decision they feel to be unfair.

The company is most sincere in encouraging any employee who feels he or she has not been treated properly, or who has a problem of any kind, to make it known to management through the “open door policy”

Rumors are always destructive to all concerned—they benefit no one. For information about the company or about things that are being done that you think will affect your job, ask your supervisor or <_____________>. Please feel free to do this—don’t depend on rumors; get the facts.

You are expected to discourage the practice of starting or spreading rumors and to refrain from being a party to such actions.

Work being performed for our customers is their property and may be confidential. The removal of any samples of work in process, finished goods, spoiled sheets, or any other materials or supplies from the premises may place the company in an embarrassing position with the customer, and may possibly lead to the loss of the customer’s business and/or legal complications.

The company may provide and make available to you certain information regarding our business, including without limitation:

various sales and marketing information;

actual and potential customer and lead names, addresses, telephone numbers, and specific characteristics;

mailing labels;

sales report forms;

pending projects or proposals;

methods of production (including quality control and packaging);

business plans and projections, including new product, facility or expansion plans;

pricing information (such as price lists, quotation guides, previous or outstanding quotations, equipment prices, or billing information);

estimating programs and methodology;

the techniques used in, approach, or result of any market research;

advertising sources;

financial information about the company;

customer information reports; and

mailing plans and programs;

whether written or verbal, or contained on computer hardware or software, disk, tape, microfiche or other media (“Information”). This Information is of substantial

value, highly confidential and is not known to the general public. It is the subject of reasonable efforts to maintain its secrecy, constitutes the professional and trade secrets of the company, and is being provided and disclosed to you solely for use in connection with your employment by the company.

In consideration of your employment and receipt of the Information, you agree that you:

(1) Will regard and preserve the Information as highly confidential and the trade secrets of the company;

(2) Will not disclose, nor permit to be disclosed, any of the Information to any

person or entity, absent written consent and approval from the company;

(3) Will not photocopy or duplicate, and will not permit any person to photocopy or

duplicate, any of the Information without the company’s written consent and

approval;

(4) Will not make any use of Information for their own benefit or the benefit of any

person or entity other than the company;

(5) Will return all Information to the company immediately upon request for it.

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