Human Resources Policy

Policy Contents

This policy covers:

• Employment Eligibility (Form I-9)
• Equal Employment Opportunity
• Anti-Harassment and Complaint Procedure
• Disability, Pregnancy and Religious Accommodation
• At-Will Employment
• Worker Classification
• Compensation (pay, overtime, breaks, lactation)
• Work Schedules
• Personnel Records
• Confidentiality
• Hiring and Onboarding
• Performance Evaluations
• Employment Status Changes (resignation, termination, final pay)
• Standards of Conduct
• Disciplinary Action
• Benefits and Leave (holidays, vacation, sick leave, family leave)
• Safety
• Employee acknowledgment form

Purpose

This policy tells employees of Your Business ("Your Business") what the company expects of them and what they can expect of the company, from hiring to separation. Every employee is expected to read it and follow it. It cannot cover every situation; employees with questions should ask their supervisor or the Human Resources Manager.

This policy is not a contract of employment and does not promise employment for any period. Your Business may change, replace or withdraw any part of it at any time; changes are made in writing and given to employees, who are responsible for following the current version. Where federal, state or local law gives employees more rights than this policy, or a written employment agreement signed by an authorized company official says something different, the law or that agreement controls.

If any employees are covered by a collective bargaining agreement, the agreement controls for them wherever it differs from this policy.

Nothing in this policy limits employees' rights under Section 7 of the National Labor Relations Act to discuss wages, hours and working conditions with each other or with others, to organize, or to act together for mutual aid or protection, or their right to communicate with, file a charge or complaint with, or take part in an investigation by any government agency.

Employment Eligibility

Federal law (the Immigration Reform and Control Act of 1986 and Section 274A of the Immigration and Nationality Act) requires Your Business to verify the identity and employment authorization of every person it hires, using Form I-9, Employment Eligibility Verification.

• The new employee completes Section 1 of Form I-9 no later than the first day of work for pay.
• Your Business completes Section 2, after examining the original documents the employee chooses to present from the Lists of Acceptable Documents, no later than the end of the third business day after the employee starts work for pay. For a job of less than three business days, both sections are completed on the first day.
• Employees choose which acceptable documents to present. Your Business does not ask for specific documents or more documents than the form requires, does not reject documents that reasonably appear genuine, and does not treat anyone differently because of citizenship, immigration status or national origin.
• Employment authorization that expires is reverified on or before the date it expires. U.S. citizens and lawful permanent residents are not reverified.
• Each Form I-9 is kept for three years after the date of hire or one year after employment ends, whichever is later, and is stored apart from personnel files so the forms can be produced for inspection without other records.

Equal Employment Opportunity (EEO)

Your Business provides equal employment opportunity to all applicants and employees. It does not discriminate in recruiting, hiring, training, promotion, pay, benefits, discipline, termination or any other term or condition of employment because of race, color, religion (including religious dress and grooming), national origin (including ancestry and language), sex, pregnancy, childbirth, lactation or related medical conditions, sexual orientation, gender identity, age (40 or older), physical or mental disability, genetic information (including family medical history), military or veteran status, citizenship status as protected by the Immigration and Nationality Act, or any other status protected by federal, state or local law. It also does not discriminate against anyone because of their association with a person in a protected group, or because they are believed to belong to one.

Employment decisions are based on job-related qualifications, performance and business needs. Questions or concerns about equal employment opportunity go to the employee's supervisor or the Human Resources Manager and are handled under the complaint procedure in this policy. No one will be retaliated against for raising a concern in good faith or taking part in an investigation.