Employee Handbook Sample Policy

Employee Handbook Sample Policy

Three Sample Employee Handbook Policies.

You are more than welcome to copy and use the following employee handbook sample policies.

Sexual Harassment

It is the policy of the Company to prohibit any form of sexual harassment. Improper interference with the ability of employees to perform their expected job duties will not be tolerated and should be reported to the appropriate supervisory personnel.

Under federal law and regulations, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute unlawful sexual harassment when either: (1) submission to such conduct is or becomes a term or condition of an individual’s employment or is used as a basis for employment decisions relating in any way to that individual; (2) such conduct substantially interferes with an individual’s work performance; or (3) such conduct creates an intimidating, hostile, or offensive working environment.

Any employee found to have engaged in such conduct, or who condone such action on the part of subordinates, will be subject to appropriate disciplinary action up to and including termination of employment. An employee may also be subject to individual liability and penalties as a harasser.

Complaint Procedure

If you experience any job-related harassment or have a related complaint, you should promptly report the matter to the [Contact Information]. The Company will undertake an investigation ensuring confidentiality to the greatest possible extent.

The Company expressly prohibits any form of retaliatory action against any employee availing themselves of the benefits of this procedure. Retaliation is a violation of this policy and may result in discipline, up to and including termination. No employee will be discriminated against, or discharged, because of bringing or assisting in the investigation of a complaint of sexual harassment.

Open Door Policy

Misunderstandings or conflicts can arise in any organization. If you have a question or a complaint or are bothered by a job-related situation, you should first speak with your immediate supervisor or manager. This is usually the best way to seek resolution of problems and is a matter of professional courtesy. If, however, the issue is not resolved, you are encouraged to bring your concern to the next level of management.

Should your concern not be satisfactorily addressed or be one that you would rather not discuss with your immediate supervisor or within your own department, you should contact the [Contact Information]. They will advise and counsel you on a wide range of issues, as well as clarify and answer questions regarding Human Resources policies, and are responsible for investigating all grievances brought to the Company’s attention.

 

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Links to all articles on this topic....

 

	Absenteeism
	Writing Time-Off Policies
	Employee Code of conduct
	Company Sexual Harassment Policy
	Test your staff on how well they know your Company Absenteeism Policy
	Don't reinvent the wheel; start with an HRIT employee handbook template

 

Other Topics ...   Employee Discipline & Correction Action   Setting Job Standards and Managing To Them

 

 

 

 

Employee Handbook Templates   Our most popular product, a downloadable and customizable Employee Handbook, is in use by thousands of satisfied business owners ranging in size from 2 to 200+ employees!    Our Employee Handbooks can be purchased here on our website and downloaded immediately.

 

* This web site is designed for general information only. The information presented at this site should not be construed to be legal advice nor the formation of a lawyer/client relationship.  HRIT Inc strongly recommends having discussions such as those introduced by hrit.com page, with your own attorney.