To allow employees to accept outside employment provided it does not interfere with their employment
To provide employees with benefits which are managed by other companies
- 002.05.02NonManditoryBenfitsPolicy2.doc (57.5 KB)
To orient new staff members to corporate culture and policies as well as specific job functions.
To provide guidelines for multiple members of a family working
- 002.01.07NepotismGuideline2.doc (41.5 KB)
To determine minimum wages for employees as well as the circumstances and pay rate for overtime pay.
To provide leave and reinstatement of employment for active members of the US military.
To comply with state unemployment and workers’ compensation insurance laws.
- 002.05.01MandatoryBenefitsPolicy2.doc (56.5 KB)
To allow employees their regular pay while they are serving on a jury.
- 002.06.06JuryDutyGuideline2.doc (61.5 KB)
To clearly define the roles, responsibilities and qualifications needed for specific jobs.
- 002.01.01JobDescriptPolicy2.doc (50.5 KB)
To allow for paid observation of holidays.
- 002.06.04HolidaysPolicy2.doc (57.5 KB)
To provide employees with Health and Wellbeing funds to be used for health maintenance costs not covered by insurance or for paying insurance deductible.
- 002.05.04HealthWellbeingPolicy2.doc (60.5 KB)
To minimize spread of contagious illnesses in the workplace
To maintain a workplace free of harassment.
- 002.08.02HarassmentGuideline2.doc (58.5 KB)
To provide a structure for staff to express grievances against the organization.
- 002.08.13GrievancePolicy2.doc (52 KB)
To outline procedures for events necessitating employee lay-offs.
- 002.02.06LayOffGuideline2.doc (44 KB)
To outline process for employees to exit employment.
- 002.02.07ExitingEmployGuideline2.doc (44.5 KB)
To establish the fact that employment at is “at-will†and define what that means for the employee and the employer.
- 002.01.00AtWillEmploymentPolicy2.doc (51.5 KB)