Download Asurion Employee Handbook
Asurion Employee Handbook
Download Asurion Employee Handbook Online

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An employee handbook helps new employees learn about the company rules, policies, culture, and values. It will also help protect the company from legal issues. New employees are usually provided with an employee handbook during the onboarding process.

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Employee Handbook Template Download

Download this free, complete employee handbook template, fill in the brackets with your information, and have a handbook created in no time.

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Employee Handbook Table of Contents:

Introduction.

Changes in policy.
Employment applications.
Employment relationship.

Definitions of employee status.

Types of employees.

Employment policies.

New employee orientation.
Non-disclosure and confidentiality agreement.
Non-discrimination.
New employee probationary period.
Work hours.
Lunch periods.
Break periods.
Emergency closings.
Employee personnel files.
Personnel data changes.
Performance review.
Outside employment policy.
Disciplinary action.
Employment termination.
Work safety.
Health issues.
If an employee requires medial attention.
Building security.
Company supplies and expenditures.
Expense reimbursement.

Wage and salary policies.

Wage or salary increases.
Timekeeping.
Overtime.
Paydays.

Code of Ethics and Code of Conduct.

Benefits and services.

Insurance.
COBRA benefits.
Simple IRA.
Social security and Medicare.
Vacation.
Record keeping.
Holidays.
Jury duty and military leave.

Employee communications.

Procedure for handling complaints.
Bulletin boards.
Suggestion box.
Staff meetings.

Employee Handbook Sample:

Below we have created an employee handbook template that you can use in its entirety. You can also cut and paste the sections that are most relevant to your company and create a customized version. The sections in [bold] need to be removed and replaced with your own wording.

1. Introduction:

Welcome to [company name]! We’re glad to have you here. We’ve been in business since [year] and since that time have developed the philosophy that [company philosophy]. Our overriding goal is [your company’s main goal]. Our mission is [give mission statement].

If you’re reading this, we think you’re a good fit for helping us fulfill our mission and achieve our goals.

1.1 Changes in policy.

This handbook replaces previous employee handbooks, memos, and manuals. We reserve the right to interpret, cancel, change, suspend, or dispute, with or without notice, all or any part of these policies, procedures, and benefits at any point. Employees will be notified of changes.

Changes take effect on dates determined by the Company. After changes take effect previous policies are void. Individual managers and supervisors cannot change policies.

1.2 Employment applications.

We rely on the accuracy of employment application information and any other data candidates provide during the hiring process.

Falsifications, misrepresentations, or material omissions may result in the exclusion of the candidate from consideration for employment. If the candidate has been hired, termination of employment may be considered.

1.3 Employment relationship.

You enter into this employment voluntarily and are free to resign at any time for any reason or no reason. Likewise, [Company Name] is free to conclude its relationship with any employee at any time for any reason or no reason. Following a probationary period, the Employment Termination Policy in Section 3 is applicable.

2. Definitions of Employee Status:

An “employee” of [Company Name] is a person who regularly works for [Company Name] on a wage or salary basis. “Employees” may include exempt, non-exempt, temporary, regular full-time, regular part-time employees, and other employees who are subject to the control and supervision of [Company Name] in the performance of their duties.

2.1 Types of employees.

Exempt.
Non-exempt.
Regular full-time.
Regular part-time.
Temporary.

3. Employment Policies:

3.1 New employee orientation.

Human resources provides an orientation for new employees. This includes an overview of the company history, an explanation of company vision, mission, values, goals, and objectives. Orientation also includes an explanation of tax and legal issues, benefits, and help completing necessary paperwork.

Employees are presented with codes, keys, procedures, and secret handshakes needed to access their workspace. Supervisors introduce new hires to staff, explain company evaluation procedures, review position scope, and job description, and help them start working.

3.2 Non-disclosure and confidentiality agreement.

Protecting trade secrets and confidential business information is essential to the success of [Company Name].

Such confidential information includes (but is not limited to): pending projects and proposals, proprietary production processes, compensation data, personnel/payroll records, financial information, marketing strategies, and conversations with people associated with the company.

As a condition of employment, employees must sign a non-disclosure agreement. Employees improperly disclosing or using confidential business information or trade secrets are subject to disciplinary action, including termination and legal action, even if the disclosure does not benefit them.

3.3 Non-discrimination.

[Company Name] does not discriminate in employment opportunities or practices because of race, sex, national origin, color, religion, age or disability. We make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in undue hardship.

3.4 New employee probationary period.

The probationary period for regular employees is for [90 days] from hire date. This is a time for management to evaluate new employees, and for new employees to evaluate the company.

During the probationary period, the company and the employee can terminate employment without notice. Upon completion of the probationary period, a review will be given and benefits will begin as appropriate.

3.5 Work hours.

[Company Name] is open from [X a.m. to X p.m. from Day of Week - Day of Week], except for Holidays (See Section 6.7, Holidays). The standard workweek is [40] hours (see Section 4.3, Overtime).

For calculating employee benefits, the workweek begins on [Sunday (starting at 12:01 a.m.) Through Saturday (ending at 12:00 a.m.)], unless a supervisor makes other arrangements with the employee.

3.6 Lunch periods.

Employees receive a [55-minute] break for lunch. Lunch breaks generally are taken between the hours of [11:30 a.m. And 2:30 p.m.]

3.7 Break periods.

[Company Name allows breaks during the following times: times here.]