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. The standard workweek is [40] hours see Section 4. For calculating employee benefits, the workweek begins on [Sunday starting at a. Through Saturday ending at a. Employees receive a [minute] break for lunch. Lunch breaks generally are taken between the hours of [ a. And p. Emergencies including fires, severe weather, or power failures can disrupt company operations.
Employees will receive an official notification from their supervisors if the company is closed due to an emergency. Personnel files are [Company Name] property. Access to information they contain is restricted. Management personnel of [Company Name] who have a legitimate reason to review the file are allowed to. To review their own file employees should contact their supervisor or Human Resources Representative.
Employees are responsible for notifying their supervisor or [Company Name's] Human Resources Department of changes such as mailing address, telephone number, name, number of dependents, and emergency contacts. Supervisors give formal performance reviews every [six months]. Informal performance reviews may be conducted more often.
Performance reviews are for employees and supervisors to talk about current tasks and discuss ideas for meeting work goals. Performance is directly tied to wage and salary increases. Performance reviews will have a direct effect on your compensation. Employees may hold outside jobs in non-related businesses or professions as long as there is no conflict of interest, performance standards and scheduling demands are met, and [Company Name] resources are not used for outside employment.
Though [Company Name] usually takes a progressive approach to discipline, some actions are grounds for immediate employment termination. Exempt employees shall give at least [four 4 weeks] written notice. Employees who terminate employment with [Company Name] shall return company property.
Some benefits may be continued at employee expense See Section 4, Benefits. The employee will be informed of benefits that may be continued and how to do so.
Employees must be cautious and obey safety rules. Unsafe conditions should be reported to a supervisor immediately. Disciplinary action, including termination of employment, may result from violating safety standards, creating dangerous situations, or failing to report or remedy such situations.
A supervisor should be notified immediately in case of accident-related injuries, no matter how insignificant. See Section 3. Strictly for the protection of employee health, employees should inform supervisors or human resources representatives of health-related issues. Employees should notify their supervisor and Human Resources Representative if a health issue requires a leave of absence.
These are granted on a case-by-case basis. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. The employee will be responsible for transportation charges when an emergency requires Emergency Medical Services to evaluate the employee on-site. Employees given the responsibility to close the business at the end of the day assume responsibility for locking doors, arming alarm systems, and performing any additional building care, such as turning off lights or setting thermostats.
Employees whose regular duties do not include purchasing shall not make purchases behalf of [Company Name] without written approval. In order to make purchases in the name of the company, you must be authorized by [a manager or supervisor]. Larger amounts will be processed as an invoice.
To protect the safety and security of employees, visitors, and facilities, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, guards confidential information, decreases insurance liability, protects employee welfare, and limits distractions.
Employees must park their cars in parking lots or other areas indicated and provided by the Company. New employees must complete the Employment Eligibility Verification Form I-9 and present documentation verifying employment eligibility and identity. Rehired employees who have not completed an I-9 with [Company Name] in the past three years or whose previous I-9 is no longer retained or valid must complete another. The following is for employees using a time clock.
Non-exempt employees are responsible for recording their time worked correctly. This decision is not reversible. On September 29, , you were absent from work without leave. At that time, you were given a formal written warning that your absence violated company policy. On October 18, , you were again absent from work, without leave.
At that time you were given a second warning and informed that a third case within a year would result in your termination. On October 28, , you were absent from work without leave a third time, resulting in your termination. You are requested to return any company property such as laptops, keys, and books before the end of the day. Also, please keep in mind that you have signed a non-solicitation agreement. If you have questions about compensation, benefits, company property or policies you have signed, please contact Jane Doe at This letter is to inform you that your employment with Internet Industries Corp.
On July 1, , you received performance coaching and were informed that your performance would be required to improve if your employment with Internet Industries Corp. On August 25, , you received a second warning and were informed that failure to improve performance within 60 days would result in your termination.
You have failed to meet the performance targets agreed upon. As a result, your employment has been terminated. You will receive your final check for this month in the mail in 7 days. You are requested to return all company property, including your car, cell phone and ID badge before the end of the day. Need more guidance? Check out our article on firing an employee. Have an employee who has stopped showing up for work?
Check out our guide to job abandonment , which includes a letter template for this situation. If you're laying an employee off, rather than firing them, check out our layoff letter. Also, if you need to replace someone quickly, check out our guide to finding employees or post a job on free job posting sites.
Federal law is vague but leans towards employers being able to audiotape an employee, without their knowledge or consent, if not done to commit a crime. There are 12 two-party consent states:. In all other states, only one party needs to give consent, which most of the time includes the person who is recording the conversation as long as they are taking part in it. If you are concerned that your employer is recording you, check with an employment attorney about how your state deals with the situation.
Federal labor laws also prohibit the taping of employees to secretly monitor union meetings. In some cases, yes, but this is again more complicated. There are some limits, however, to what an employer can do to an employee for what they post online. Employees, however, cannot rely on the First Amendment. The First Amendment protects you from government abuse of free speech. If you work for a private company; however, it does not protect you from your employer. If your employer does not like what you post on social media, they may discipline or fire you, particularly if you are an at-will employee.
In most cases, what you write about determines whether you have any protection. The answer to this question depends on the circumstances and the situation. Your employee handbook will often have guidelines about this kind of work search. If you use a personal electronic device, such as your own smartphone, laptop or tablet, to check or to send emails, employers are not allowed to monitor what you send or receive.
In some cases, especially if your position involves important government or business secrets, your employer may ask to install monitoring devices or apps on your phone or tablet. You do not have to give permission, although it could affect your job. Consult with an employment lawyer before you sign any agreement to have an app installed on your personal device. The laws around an employer monitoring texts on a personal device are very similar to the law around personal email. Employers need your permission before they can monitor texts on a personal device.
The Fourth Amendment of the U. Constitution prohibits unreasonable search and seizure and may offer additional protection to public sector employees.
At last count, 29 states and the District of Columbia have passed laws that prohibit employers for disciplining or dismissing employees for what they do on their own time off-site.
Pennsylvania is not one of these states. Strangely enough, some of these laws were originally created to protect smokers from harassment and discrimination. They basically protect employee conduct as long as it is legal. Legal experts believe that these laws could protect someone with a personal blog or a social media account. These include protections for:. For instance, if your employer fires you for posting or blogging about low wages, inadequate benefits or overly long work hours, you could make a legal claim against your employer.
While it has already been established that your employer can search you at the end of the day if you work in a high-security facility or if there have been thefts in your workplace, your employer does not have the right to search you without a reason. In most cases, your employer also does not have the right to single out a particular person for daily searches. If you think your employer is tracking you without your consent, you should contact an employment lawyer as soon as possible.
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