【正文】 我愛(ài)學(xué)習(xí)網(wǎng) 海量營(yíng)銷管理培訓(xùn)資料下載 1 PIC Sample Company Policies And Procedures January 2020 Printing Industries of California 5800 South Eastern Avenue, Suite 400 . Box 910936 Los Angeles, CA. 900910936 CostPIC Member Free February 3, 2020 我愛(ài)學(xué)習(xí)網(wǎng) 海量營(yíng)銷管理培訓(xùn)資料下載 2 NonMember $300 PURPOSE OF THIS SAMPLE Printing Industries of California (PIC) recognizes the value of wellwritten pany personnel policies and procedures. Over the years PIC has published sample employee handbook language covering basic employment policies. Members have used this language as a guide in creating written policies and procedures covering the pany‘s employment practices and philosophies. This publication, like others before it, does not claim to be allinclusive or a final product. New State and Federal laws and legal decisions will require this sample to be updated, along with the pany39。s employee handbook, to reflect these changes. Further, each pany must develop an employee handbook, which reflects the employment practices unique to the pany39。s operation and philosophies. Consequently, a publication such as this sample must be flexible and open ended to acmodate these differences in employment practices and philosophies. In initiating or revising your pany personnel policies or employee handbook, do not hesitate to call Doug Moore, Vice President of Human Resources, for assistance. Although an effort has been made to provide sample language, which is consistent with applicable law, employers using this or other language may wish to have a labor attorney review their employee handbook before publication. PIC would like to extend a special thanks to the Employment Law Department at the law firm of Silver amp。 Freedman. They have provided a good portion of the language contained in this sample handbook and review its contents from time to time. (EDITOR’S NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WORKERS’ COMPENSATION DISABILITY AND OTHER LEAVES) The California Workers‘ Compensation Appeals Board (WCAB) has decided in Navarro v. Aamp。A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to persons on temporary Workers‘ Comp disability. Aamp。A Farming obtained its coverage from the Western Growers Trust, a California licensed MEWA, as is the PIASC, PINC and PIASD Benefit Trusts, so it is clear that the decision applies to those firms who obtain health coverage from the PIASC, PINC or PIASD Benefit Trusts. Firms that do not obtain their coverage from the Benefit Trust may probably rely on the same decision, but it is less certain. If health coverage ceases under such a policy, affected employees (in firms of two or more employees) bee eligible for COBRA extension. Companies can choose to make employer payments for more or less time than the 12 weeks suggested in the sample language with the following exceptions: Companies covered by the Family and Medical Leave Act must pay for at least 12 weeks, and all panies must pay for up to 31 days for employees activated for military service. The pany‘s policy of payments should be the same for all leaves the pany grants so as not to be discriminatory. 我愛(ài)學(xué)習(xí)網(wǎng) 海量營(yíng)銷管理培訓(xùn)資料下載 3 TABLE OF CONTENTS PAGE Introduction ………………………………………………………………………… 6 History of Company and Marketing Services Performed………………………….. 6 Foreword …………………………………………………………………………… 6 Your Industry ………………………………………………………………………. 7 Reference Checks…………………………………………………………………… 7 Background Checks and Consumer Reports….…………………………………… 7 Terms of Employment ……………………………………………………………… 8 Employee Classification ……………………………………………………………. 8 Independent Contractor, Agency Temp or Leased Personnel ………………………. 9 Employment of Relatives …………………………………………………………… 9 Non–Harassment Policy … ………………………………………………………… 9 Solicitation and Distribution Rule …………………………………………………. 11 Equal Employment Policy …………………………………………………………. 11 Reasonable Acmodation for Disabilities, Pregnancy and Lactation…………… .. 12 Immigration Reform and Control Act …… ………………………………………… 13 OffDuty Employees ………………………………………………………………. 13 Conflict of Interest ………………………………………………………………….. 13 Off Duty Conduct……………………………………………………………….. 13 Personal Involvement …………………………..……………………………… 14 Appearance and Courtesy ………………………………………………………… ... 14 Advancing With the Company …………………………………………………… … 14 Performance Evaluations ………………………………………………………… 14 Promotions ……………………………………………………………………….. 14 Open Door Policy ……………………………………………………………………. 14 Rumors ………………………… ……………………………………………………. 15 Customer Property …………………………………………………………………… 15 Confidentiality and NonDisclosure …………………………………………………. 15 Company Equipment Monitoring, Access and Inspection……………………………. 16 Voice Mail, Email amp。 Computer Files ……………………………… ……………….. 16 Hours of Work – Workweek ………………………………………………………… 17 Excessive Tardiness/Absenteeism …………………………………………………… 18 Working Conditions …………………………………………………………………. 18 Pay Day ……………… ………………………………………………………….. 18 Hours of Work …………………………………………………………………… 18 Time Records……………………………………………………………………. 18 Overtime Authorization and Requirement ………………………………………. 19 Holiday Pay ……………………………………………………………………… 19 Vacation Pay …………………………………