英文版法律顧問手冊員工手冊

1、EMPLOYEE HANDBOOKWELCOME TO YOUR COMPANY NAME!On behalf of your colleagues, we welcome you to YOUR COMPANY NAME and wish you every success here.At YOUR COMPANY NAME, we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being

2、a member of our team.This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will ans

3、wer many questions about employment with YOUR COMPANY NAME.We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that

4、 are ahead.We hope that your experience here will be challenging, enjoyable, and rewarding.Again, welcome!PRESIDENT NAMEPresident & CEOINTRODUCTIONORGANIZATION DESCRIPTIONPRODUCTS AND SERVICES PROVIDEDYou will find more information about our products and services by reading the YOUR COMPANY NAME Cor

5、porate Brochures.FACILITIES AND LOCATION(S)Head Office:ADDRESSCITY, STATE ZIP/POSTAL CODECOUNTRYTHE HISTORY OF YOUR COMPANY NAMEDESCRIBE THE HISTORY OF YOUR COMPANY HEREMANAGEMENT PHILOSOPHYYOUR COMPANY NAME management philosophy is based on responsibility and mutual respect. People who come to YOUR

6、 COMPANY NAME want to work here because we have created an environment that encourages creativity and achievement. YOUR COMPANY NAME aims to become a leader in DESCRIBE YOUR COMPANYS FIELD OF EXPERTISE. The mainstay of our strategy will be to offer a level of client focus that is superior to that of

7、fered by our competitors.To help achieve this objective, YOUR COMPANY NAME seeks to attract highly motivated individual that want to work as a team and share in the commitment, responsibility, risk taking and discipline required to achieve our vision. Part of attracting these special individuals wil

8、l be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, YOUR COMPANY NAME will also be aggressive in reaching its objectives. This success will in turn enable YOUR COMPANY NAME to give its employees above average comp

9、ensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace.GOALSDESCRIBE YOUR OMPANY GOALS HEREINTRODUCTIONARY STATEMENTThis handbook is designed to acquaint you with YOUR COMPANY NAME and provide you with information about w

10、orking conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the hand book. It describes many of your responsibilities as an employee and outlines the programs developed by YOUR COMPANY NAME to benefit employ

11、ees. One of our objectives is to provide a work environment that is conductive to both personal and professional growth.No employee handbook can anticipate every circumstance or question about policy. As YOUR COMPANY NAME continues to grow, the need may arise and YOUR COMPANY NAME reserves the right

12、 to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur.CUSTOMER RELATIONSCustomers are among our organizations most valuable as

13、sets. Every employee represents YOUR COMPANY NAME to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any custo

14、mer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers.YOUR COMPANY NAME will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specif

15、ic comments or complaints should be directed to the TITLE AND NAME OF THE PERSON RESPONSIBLE for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism

16、 of YOUR COMPANY NAME. Positive customer relations not only enhance the publics perception or image of YOUR COMPANY NAME, but also pay off in greater customer loyalty and increased sales and profit.THE EMPLOYMENTNATURE OF EMPLOYMENTEmployment with YOUR COMPANY NAME is voluntarily entered into, and t

17、he employee is free to resign at any time, with or without cause. Similarly, YOUR COMPANY NAME may terminate the employment relationship at will at any time, with or without notice or cause, so long as there is no violation of applicable federal or provincial law.Policies set forth in this handbook

18、are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between YOUR COMPANY NAME and any of its employees. The provisions of the handbook have been developed at the discretion of management and except for its

19、policy of employment-at-will, may be amended or cancelled at any time, at YOUR COMPANY NAME sole discretion.These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the NAME OF THE EXECUTIVE GROUP OR TITLE AND NAME OF T

20、HE POERSON RESPONSIBLEEMPLOYEE RELATIONSYOUR COMPANY NAME believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area in this industry. If employees have concerns about work conditions or compensation, they are

21、strongly encouraged to voice these concerns openly and directly to their supervisors.Our experience has shown that when employees deal and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that YOUR COMPANY NAME a

22、mply demonstrates its commitment to employees by responding effectively to employee concerns.In an effort to protect and maintain direct employer/employee communications, we will do anything we can to protect the right of employees to speak for themselves.EQUAL EMPLOYMENT OPPORTUNITYIn order to prov

23、ide equal employment and advancement opportunities to all individuals, employment decisions at YOUR COMPANY NAME will be based on merit, qualifications, and abilities. YOUR COMPANY NAME does not discriminate in employment opportunities or practices based on race, color, religion, sex, national origi

24、n, age, or any other characteristic protected by law.This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.Any employees with questions or concerns about any type of discrimination in the workpla

25、ce are encouraged to bring these issues to the attention of their immediate supervisor or the HUMAN RESOURCES DEPARTMENT OR OTHER. Employees can raised concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplina

26、ry action, up to and including termination of employment.BUSINESS ETHICS AND CONDUCTThe successful business operation and reputation of YOUR COMPANY NAME is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful ob

27、servance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.The continued success of YOUR COMPANY NAME is dependent upon our customers trust and we are dedicated to preserving that trust. Employe

28、es owe a duty to YOUR COMPANY NAME, its customers and shareholders to act in a way that will merit the continued trust and confidence of the public.YOUR COMPANY NAME will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accorda

29、nce with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficul

30、t to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the President, NAME, for advice and consultation.Compliance with this policy of business ethics and conduct is the responsibility of every YOUR COMPANY NAME employ

31、ee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.PERSONAL RELATIONSHIPS IN THE WORKPLACEThe employment of relatives or individuals involved in a dating relationship in the

32、 same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.For purposes of this po

33、licy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. A dating relationship is defined as a relationship that may be reasonably expected to lead to the formation of a consensual

34、“romantic” or sexual relationship. This policy applies to all employees without regard to the gender or sexual orientation of the individuals involved.Although YOUR COMPANY NAME has no prohibition against employing relatives of current employees or individuals involved in a dating relationship with

35、current employees, we are committed to monitoring situations in which such relationship exist in the same area. In case of actual or potential problems, YOUR COMPANY NAME will take prompt action, and this can include reassignment. Employees in a close personal relationship should refrain from public

36、 workplace displays of affection or excessive personal conversation.CONFLICTS OF INTERESTEmployees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy established only the framework within which YOUR COMPANY NAME wishes the bu

37、siness to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the President for more information or questions about conflicts of interest.Transactions

38、with outside firms must be conducted within a framework established and controlled by the executive level of YOUR COMPANY NAME. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual pr

39、ice breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval.An actual or potential conflict of interest occurs when an employee is in a position to in

40、fluence a decision that may result in a personal gain for that employee or for a relative because of YOUR COMPANY NAME business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of perso

41、ns who are related by blood or marriage.No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of YOUR COMPA

42、NY NAME as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which YOUR COMPANY NAME does busi

43、ness, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving YOUR COMPANY NAME.OUTSIDE EMPLOYMENTEmployees may hold outside jobs are long as they meet the performance standards of th

44、eir job with YOUR COMPANY NAME. All employees will be judged by the same performance standards and will be subject to YOUR COMPANY NAME scheduling demands, regardless of any existing outside work requirements.If YOUR COMPANY NAME determines that an employees outside work interferes with performance

45、or the ability to meet the requirements of YOUR COMPANY NAME as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wished to remain with YOUR COMPANY NAME.Outside employment that constitutes a conflict of interest is prohibited. Employees

46、may not receive any income or material gain from individuals outside YOUR COMPANY NAME for materials produced or services rendered while performing their jobs.NON-DISCLOSUREThe protection of confidential business information and trade secrets is vital to the interests and the success of YOUR COMPANY

47、 NAME. Such confidential information includes, but is not limited to the following examples:*compensation data *Pending projects and proposals*Computer processes *Proprietary production processes*Computer programs and codes *Research and development strategies*Customer lists *Scientific data*Custome

48、r preferences *Scientific formulae*Financial information *Scientific prototypes*Labor relations strategies *Technological data *New materials researchAll employees are required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or

49、confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.DISABILITY ACCOMMODATIONYOUR COMPANY NAME is ensuring equal opportunity in employment for qual

50、ified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.Hiring procedures have been reviewed and provide persons with disabilities meaningful employment opportunities. Upon request, job applications are available in alternative, accessible

51、 formats, as is assistance in completing the application. Pre-employment inquiries are made only regarding an applicants ability to perform the duties of the position.Reasonable accommodation is available to all disabled employees where their disability affects the performance of job functions. All

52、employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual.Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classi

53、fications, organizational structures, position descriptions, lines of progression and seniority lists. Leave of all types will be available to all employees on an equal basis.YOUR COMPANY NAME is also committed to not discriminating against any qualified employees or applicants because they are rela

54、ted to or associated with a person with a disability. YOUR COMPANY NAME will follow any provincial or local law that provides individuals with disabilities greater protection.This policy is neither exhaustive nor exclusive. YOUR COMPANY NAME is committed to taking all other actions necessary to ensu

55、re equal employment opportunity for persons with disabilities in accordance with all applicable federal, provincial, and local laws.JOB POSTING AND EMPLOYEE REFERRALSYOUR COMPANY NAME provides employees an opportunity to indicate their interest in open positions and advance within the organization a

56、ccording to their skills and experience. In general, notices of all regular, full-time job openings are posted, although YOUR COMPANY NAME reserves its discretionary right to not post a particular opening.Job opening will be posted on the employee bulletin board and/or in the email system, and norma

57、lly remain open for 15 days. Each job posting notice will include the dates of the posting period, job title, department, location, grade level, job summary, essential duties, and qualifications (required skills and abilities).To be eligible to apply for a posted job, employees must have performed c

58、ompetently for at least 90 calendar days in their current position. Employees who have a written warning on file, or are on probation or suspension are not eligible to apply for posted jobs. Eligible employees can only apply for those posted jobs for which they possess the required skills, competenc

59、ies, and qualifications.To apply for an open position, employees should submit a job posting application to the HUMAN RESOURCES DEPARTMENT OR OTHER listing job-related skills and accomplishments. It should also describe how their current experience with YOUR COMPANY NAME and prior work experience an

60、d/or education qualifies them for the position.YOUR COMPANY NAME recognizes the benefit of developmental experiences and encourages employees to talk with their supervisors about their career plans. Supervisors are encouraged to support employees efforts to gain experience and advance within the org