EST1: Objective 310.2.3-08

Western Governors University
EST1: Objective 310.2.3-08

Welcome to Company X! It is our pleasure to welcome you as a new member of our team. We understand that starting a new job may be an overwhelming experience and we will do our best to make your transition as smooth as possible. Our Employee Handbook has been developed to help you become aware of our policies and procedures and answer any questions you may have regarding what we expect from you as one of our employees. We are glad you have decided to join our team, and we hope you will find Company X to be an enjoyable, challenging and rewarding place to work.

Section 1:

- A Word About This Handbook

This Employee Handbook contains information regarding our employment policies as well as our company practices. Each employee is expected to read thoroughly, with care, to ensure a full understanding of the guidelines you are expected to follow as one of our employees and what you should expect from the company. The company has a right to conduct business in a way it sees beneficial for it and its employees and will make decisions regarding employment accordingly.

As Company X develops you should expect changes to its policies and procedures which will also consist of changes to this Employee Handbook. Any and all changes to this Employee Handbook must be in writing and signed by the President of the company. Any oral statements will not be accepted to alter this Handbook. This Employee Handbook shall also take place of any before it or any other verbal or written policy statements which may have been inconsistent.

-Employee Relations Here, at Company X, we are committed to providing each and every employee the best possible working environment. We are also committed to help each and every employee achieve their goals. We strive to work as a team with a common goal while keeping in mind and appreciating each employee’s individuality, as well as, their contribution to our team. We firmly rely on communication and working together, building a mutually respectful, honest, beneficial relationship to deliver a pleasant working atmosphere.

- Suggestions and Ideas

Company X is always open to any suggestions or ideas you may have. We value your opinion as our employees and appreciate your initiative. Suggestions and/or ideas may be taken to a member of your direct Management Team at any time and may be submitted in writing. We will consider any and all feasible suggestions and ideas.

-Questions, Concerns or Complaints

If you have any questions, concerns or complaints we encourage you to talk to us. We value you as an employee and would like to keep our work environment a pleasant experience for you. We suggest you first take any questions, concerns or complaints to your direct Management Team. If, for any reason, you do not feel comfortable we encourage you to bring them to the next level of management or our Human Resource department. It is important to us that you feel comfortable here and in all aspects of communication.

-Our Future

The guidelines set forth within this Employee Handbook are for each employee regardless of precedence or position with Company X. Each employee represents Company X in and out of the workplace and should not underestimate their responsibility or contributions. Here, at Company X, we strive for a respectable reputation and positive future, those of which we cannot attain without your continuous effort as our respected employees.

Section 2: -What Are Our Values?

Values may be defined as something which has worth, importance or is treasured by either a single person or a group as a whole. We strongly believe in the importance of values. We strive for an environment which embraces; equality, non-discriminatory, honesty, respectfulness and loyalty as our core behaviors. Professionalism and teamwork are also significant values, in which we rely on, essential to our culture at Company X which ensures an efficient, functioning atmosphere.

Company X’s most valuable asset is its reputation for integrity which is directly related to its employees. Employees must never use their positions with our company to seek out personal gain, obtain favors or benefits for themselves, their families or anyone else. Employees of Company X are to conduct themselves in a respectful manner in their personal affairs, as well as, within their positions within the company. They are not to jeopardize their duties or responsibilities to Company X or its clients with questionable or unlawful behaviors.

Section 3:

-Standards and Conduct Each employee is obligated to observe and follow policies set forth by Company X and is to uphold proper conduct of themselves at all times. Appropriate disciplinary actions will be taken if an employee’s behavior interferes with efficient operation of Company X at any time.

All employees consent to monitoring of all information systems, workplace emails, correspondence within the company and to external sources, and video surveillance in common areas. These systems may be reviewed at any time and are a wonderful way to observe employee performance.

Disciplinary actions for misconduct may include verbal or written warning, suspension with or without pay, up to and including termination from Company X. All disciplinary action is added to your employee file regardless of what type and is on a case-by-case basis and one action does not necessarily precede another. Any decisions for termination of employment are established on an assessment of entirely appropriate reasons.

The following, among other things, may result in disciplinary action for misconduct: violation of Company X’s policies or safety rules; insubordination; illegal or unauthorized possession of alcohol or controlled substances; theft or dishonesty; physical or sexual harassment; improper use of company equipment or facilities for personal gain and workplace violence.

-Misconduct

In most cases; employee misconduct is first addressed and documented with a verbal warning, second instances of misconduct consist of written warning, and third may include either suspension without pay or termination from Company X. Each instance of misconduct will consist of the employee being put into a probationary period of 30 days. If an employee has an occurrence of misconduct within the 30 day probationary period they will be terminated.

As previously stated, all disciplinary action is added to employee files regardless of what type and is on a case-by-case basis and one action does not necessarily precede another. Any decisions for termination of employment are established on an assessment of entirely appropriate reasons.

-Auditing Misconduct

Any and all documentation regarding an employee such as; performance, behavior or misconduct will be added to their personal file. Personal files are kept secure as well as confidential and are kept on premise in the Human Resource Department. Employees have the right to view their own files upon request with a member of the Human Resource Department present. Additionally, employees may have copies of their employee files upon request. Records of misconduct will be retained for as long as an employee is employed by Company X and will be purged within two years of departure.

Immediate supervisors/management are responsible for reporting any employee misconduct as well as providing proper documentation to the Human Resource Department. The Human Resource Department is responsible for monitoring employee files quarterly and as deemed appropriate. The Human Resource department will present an annual report to the Chief Ethics Officer for review.

-Reporting and Monitoring Misconduct

If you are involved in or witness any conduct in which you feel questionable or inappropriate you are encouraged to speak with a member of Human Resources Department. Anything reported to Human Resources will be kept confidential and anonymous.

Reporting methods include; hand written or typed correspondence, telephonic, electronic media or email, face-to-face with management or the Human Resource Department.

Any alleged misconduct will be investigated. Any accused employee will be interviewed and observed. All findings will be documented and reviewed, and appropriate actions will be taken to resolve the situation. Any or all of the following may be reviewed as part of a misconduct investigation or anytime Company X deems appropriate; video surveillance, call and computer monitoring.

-Confidentiality

Every employee is responsible for protecting the information of Company X. Company information is to be shared solely between employees and should not be disclosed improperly or accidentally to anyone who is not employed by Company X. Each employee is required to maintain the utmost degree of confidentiality at all times.

Along with company information, no client information shall be disclosed under any circumstances to outsiders or third parties this also includes members of the clients family. This policy is to protect our clients and their personal information. Any questions or concerns regarding confidentiality may be addressed with the Human Resource Department.

-Non-Harassment

Company X strictly prohibits harassment of any one employee by another employee. Harassment of third parties by any employee is also prohibited. Harassment of any form may include: gestures, words, pictures, and email, among other things. Although harassment may be defined differently by many people, it includes: threats, derogatory vocabulary, unwelcome jokes and teasing.

Harassment in any form will not be tolerated and any violations to this policy will include disciplinary action up to and including termination of employment. No adverse actions will be taken against employees who report violations of this policy.

Any employee who feels they may be a victim of or has witnessed harassment should immediately report the situation to our Human Resource Department 800-555-1111 located at 123 Prospect Way, My Town, NJ 12345 or a member of senior management. If the person contacted does not respond in a manner deemed appropriate by the employee, the employee is required to report the situation to any other member or senior management. All situations reported will be investigated discreetly and will be determined based on all facts presented.

-Sexual Harassment

Sexual Harassment is strictly against Company X’s policy and is firmly prohibited. All employees are forbidden from sexual harassment of any employee by another employee. Sexual harassment of third parties is also prohibited. Although sexual harassment may be defined differently by many people, it may include: unwelcome sexual advances, requests for sexual favors, and uninvited touching. This includes any form including but not limited to email, gestures, words, and pictures.

Sexual harassment in any form will not be tolerated and any violations to this policy will include disciplinary action up to and including termination of employment. No adverse actions will be taken against employees who report violations of this policy.

Any employee who feels they may be a victim or have been a witness of harassment should immediately report the situation to our Human Resource Department 800-555-1111 located at 123 Prospect Way, My Town, NJ 12345 or a member of senior management. If the person contacted does not respond in a manner deemed appropriate by the employee, the employee is required to report the situation to any other member or senior management. All situations reported will be investigated discreetly and will be determined based on all facts presented.

-Social Media

Since social media is an extremely popular form of communication today there are policies in place regarding its use for employees. Inappropriate communications may impact our company in a negative manner as well as your co-workers and our clients and may consist of disciplinary action up to and including termination of employment. Each employee is encouraged to use good judgment when communicating at all times including any forms of social media. For example:

You should always make sure that the views or opinions you express are yours alone.
Do not disclose client or company information.
Respect your co-workers.
Refrain from any behavior which may be deemed as harassment or sexual harassment.
Remember that social media and the like may reflect both you as well as Company X.

Section 4: · Ethics Training

Each employee will receive ethics training annually. This may be in the form of a class you are required to attend, in the form of online training or both. You will be notified in advance how and when training will take place each year by your direct management team.

Each employee shall expect to learn more about topics such as: equal employment, non-harassment, sexual harassment, confidentiality, social media, and standards of conduct, workplace safety as well as workplace violence, and substance abuse.

Ethics training is important. It helps us learn how to notice negative behaviors of our own and others along with how to handle situations in and out of the workplace.

If you have any questions, comments or concerns please contact our Human Resource Department at 800-555-1111 located at 123 Prospect Way, My Town, NJ 12345.

Section 6:

-New Employees

New employees are given a copy of our Employee Handbook upon joining Company X. Please read thoroughly and carefully. Within two weeks of your hire date please sign the receipt page (located in the back of the manual) and return it to the Human Resource Department. Signing of the receipt page acknowledges that you have read and understand the policies set in place here at Company X.

All questions, comments or concerns may be brought to the attention of your direct management or the Human Resource Department.

Section 7:

-Evaluation and Improvement

Each quarter, management will provide a review of pending complaints, training status, and require employees to complete surveys and/or questionnaires. Company leadership will also use tools such as the Human Resource annual summary of misconduct reporting, investigation, and administrative action along with employee feedback to gauge the effectiveness of the current ethics program. Based on those evaluation methods Company X will be able to recognize which areas of ethical behavior may require more attention or training and will make necessary improvements or adjustments.

Improvements may consist of advanced training for managers and Human Resource representatives. Advanced training may include; college based or online courses, contracted seminars, facilitated work groups either conducted on a team or office level, or refinement of organizational policy and procedures as required.

Section 8:

-Recap

As stated in the beginning of this Employee Handbook, as Company X develops you should expect changes to its policies and procedures which will also consist of changes to this Employee Handbook. No oral communication shall be deemed as a change to guidelines. Only written policy changes which are signed by the president may alter this Employee Handbook.

Any questions, comments and/or concerns may be taken to your direct management team or to the Human Resource Department at any time.