【文章內(nèi)容簡介】 the new employee receives an introduction within the pany and is provided with indepth information regarding his or her specific role and responsibilities within his or her department.Here is a brief outline of this first week: Introduction to coworkers on Day 1 Supervisor/manager identifies specific roles and responsibilities of employee on Day 1 Supervisor/manager reviews pany history, products, customers and petition within 1st week of employmentEvaluation — Giving constructive feedback at various times during the employment relationship is the final stage of the employment development process. New and existing employees will be provided with feedback at different times during the year.Supervisors will provide the following: New employees will be provided performance evaluation criteria before the end of the 1st month of employment Quarterly feedback sessions with all employees Semiannual professional development review for all employees Annual Performance Reviews for all employees Sexual Harassment [Your Company Name] will not allow any form of sexual harassment within the work environment.Sexual harassment interferes with work performance and creates an intimidating, hostile or offensive work environment. Sexual harassment influences or tends to affect the career, salary, working conditions, responsibilities, duties or other aspects of career development of an employee or prospective employee。 or creates an explicit or implicit term or condition of an individual’s employment. It will not be tolerated. Sexual harassment, as defined in this policy, includes, but is not limited to, sexual advances, verbal or physical conduct of a sexual nature, visual forms of a sexual or offensive nature (., signs and posters) or requests for sexual favors. Any intentional sexual harassment is considered to be a major violation of pany policy and will be dealt with accordingly by corrective counseling and/or suspension or termination, depending upon the severity of the violation. Illegal Drug Abuse/Alcohol Abuse This policy is implemented because we believe that the impairment of any [Your Company Name] employee due to his or her use of illegal drugs or due to alcohol abuse is likely to result in the risk of injury to other employees, the impaired employee, or to third parties, such as customers or business guests. Moreover illegal drug abuse adversely affects employee morale and productivity. “Impairment” or “being impaired” means that an employee’s normal physical or mental abilities or faculties while at work have been detrimentally affected by the use of illegal drugs or alcohol. The employee who begins work while impaired or who bees impaired while at work is guilty of a major violation of pany rules and is subject to severe disciplinary action. Severe disciplinary action can include suspension, dismissal or any other penalty appropriate under the circumstances. Likewise the use, possession, transfer or sale of any illegal drugs on pany premises or in any [Your Company Name] storage area or job site is prohibited. Employees who violate this rule are subject to severe disciplinary action. In all instances disciplinary action to be administered shall be at the sole discretion and determination of the pany. When an employee is involved in the use, possession, transfer or sale of illegal drugs in violation of this policy, the pany may notify appropriate authorities. Such notice will be given only after such an incident has been investigated and reviewed by the employee’s supervisor and the personnel director. [Your Company Name] is aware that illegal drug abuse is a plex health problem that has both physical impact and an emotional impact on the employee, his or her family, and social relationships. A drug abuser is a person who uses illegal drugs, as defined above, for nonmedical reasons, and this use affects job performance detrimentally or interferes with normal social intercourse at work. Illegal drug abuse is both a management and a medical problem. A supervisor/manager who suspects a drug or alcohol abuse case should discuss the situation immediately with his or her supervisor/manager. Because each case is usually different, the handling and referral of the case must be coordinated with the supervisor/manager and the personnel director. Applicants who have a past history of substance abuse and who have demonstrated an ability to abstain from the substance, or who can provide medical assurance of acceptable control, may be considered for employment as long as they are otherwise qualified for the position for which they are applying. Management has chosen to adopt an alcoholic beverage policy in keeping with the concern for and the risks associated with alcohol use. Alcoholic beverages shall not be served or used on the [Your Company Name] premises at any time. Alcoholic beverages shall not be used in conjunction with any pany business meeting.Social activities held offpremises and paid for on a personal basis are not affected by this policy. If management considers it appropriate, light alcoholic beverages may be served at panysponsored events held offpremises and for purely social reasons. The service must be managed in good taste and with good judgment.The pany is concerned with its employee’s privacy, especially when matters regarding medical and personal information are involved. As long as the information is not needed for police or security purposes, the pany shall maintain employee medical and personal information in confidence and release this information to authorized pany personnel on a “need to know” basis. An exception to this policy is when the employee signs a release for the transfer of such information on forms acceptable to the pany to designated persons or agencies. Nothing contained in this section shall eliminate or modify the pany’s right to terminate any employee at any time for any reason. Smoking No