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1、五星级酒店员工手册五星级酒店员工手册( (英文版英文版) )PICSample pany PoliciesAnd ProceduresPrinting Industries of California5800 South Eastern Avenue, Suite 400P.O. Bo* 910936Los Angeles, CA. 90091-0936February 3, 2004PURPOSE OF THIS SAMPLEPrinting Industries of California (PIC) recognizes the value of well-written pany pe
2、rsonnel 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 panys employment practices and philosophies.This publication, li
3、ke others before it, does not claim to be all-inclusive or a final product. New State and Federal laws and legal decisions will require this sample to be updated, along with the panys employee handbook, to reflect these changes. Further, each pany must develop an employee handbook, which reflects th
4、e employment practices unique to the panys operation and philosophies. Consequently, a publication such as this sample must be fle*ible and open ended to acmodate these differences in employment practices and philosophies.In initiating or revising your pany personnel policies or employee handbook, d
5、o 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 pu
6、blication.PIC would like to e*tend a special thanks to the Employment Law Department at the law firm of Silver & Freedman. They have provided a good portion of the language contained in this sample handbook and review its contents from time to time. (EDITORS NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WO
7、RKERS PENSATION DISABILITY AND OTHER LEAVES) The California Workers pensation Appeals Board (WCAB) has decided in Navarro v. A&A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to persons on temporary Workers p disability. A&A Farming
8、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 f
9、rom 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 e*tension. panies can choose to make employer payments for more or less time than the 12
10、weeks suggested in the sample language with the following e*ceptions: panies 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 panys policy of payments should be the same for all lea
11、ves the pany grants so as not to be discriminatory. TABLE OF CONTENTS PAGEIntroduction 6History of pany and Marketing Services Performed.6Foreword 6Your Industry .7Reference Checks 7 Background Checks and Consumer Reports. 7 Terms of Employment 8Employee Classification .8Independent Contractor, Agen
12、cy Temp or Leased Personnel .9Employment of Relatives 9NonHarassment Policy 9Solicitation and Distribution Rule .11Equal Employment Policy .11Reasonable Acmodation for Disabilities, Pregnancy and Lactation . 12Immigration Reform and Control Act 13Off-Duty Employees .13Conflict of Interest .13 Off Du
13、ty Conduct. 13 Personal Involvement .14Appearance and Courtesy .14Advancing With the pany 14Performance Evaluations 14Promotions . 14Open Door Policy . 14Rumors .15Customer Property 15Confidentiality and Non-Disclosure . 15pany Equipment Monitoring, Access and Inspection. 16 Voice Mail, & puter File
14、s .16Hours of Work Workweek 17 E*cessive Tardiness/Absenteeism 18Working Conditions .18Pay Day .18Hours of Work 18Time Records.18 Overtime Authorization and Requirement .19Holiday Pay 19 Vacation Pay .19Sick Leave Pay .20Overtime Pay .21Reporting Time Pay 22Uniforms . 22Meal Period.22 Break Periods
15、23Insurance Programs (Required by Law) .23Workers pensation . 23Workers pensation Fraud .23State Disability Insurance .23Paid Family Leave Insurance24State Unemployment Insurance .24Federal Social Security (F.I.C.A) 24Profit Sharing, 401 k or Pension Plan.25pany Health/Life Insurance .25Employee Pur
16、chases 25Time Off To Vote 25Jury Duty Time Off. 25JudicialLeaves25 Court Appearances.25 Domestic Violence or Se*ual Assault. 26 Victims of Crime26Bereavement Time Off 26School Activities Time Off .27Literacy Education Time Off.27Leaves of Absence 27pensation and Benefits Accruals While on Leave of A
17、bsence27 Non-Retaliation 28 Personal (Non-Industrial) Leave of Absence .28 Family and Medical Care Leave of Absence .29Pregnancy/Childbirth Leave of Absence 30Industrial Medical Leave of Absence .31Military Leave of Absence .32Physical E*aminations Following A Leave. 33 Personal Loans .34Personal Ma
18、il and/or Telephone Calls 34Bulletin Board 34Good Housekeeping 34Radios In Work Areas 34Keep Your Record Up To Date .34Request For Payroll Records 35Health Insurance portability and Accountability Act (HIPAA).35Personnel Records .35Loss of pany Property 35pany Work Rules 36Your Safety .37Hazardous S
19、ubstance Training 37Injury and Illness Prevention Program 37Smoking Restriction 37Workplace Security Policy .37 Safe Operation of Vehicles. 38Standards of Conduct .39pany Safety Rules 40Life Threatening Diseases. 42Blood-borne Pathogens . 43Reporting On the Job Injuries or Illnesses .43Emergency Med
20、ical Service 43First Aid .43Fire E*tinguishers 44Employee Handbook Revisions 44Receipt and Acknowledgement for Employee Handbook 44INTRODUCTIONThis is your employee handbook. It was prepared for you to help you better understand what you can generally e*pect from . This handbook replaces any and all
21、 earlier personnel or employee handbooks, policies and procedures, benefit statements, and memoranda, whether written, oral or established by practice.The information in this handbook is important to all of our employees. Read the manual now and keep it in a convenient place. You will want to refer
22、to your handbook when you have questions about pany policies and benefits.Naturally, you wont find answers to all your questions in the handbook. It is neither a law book nor a catalog of personnel policies. In preparing this handbook, we have not tried to give you the minute details of each policy.
23、 Instead, we have attempted to present a summary of some of the more important policies. No written statement, no matter how plete, can be a substitute for direct daily contact with your immediate supervisor.Throughout your handbook, you will be urged to check with your supervisor or for plete infor
24、mation on employee policies and benefits. This advice is continually repeated because its importance cant be overemphasized.If your supervisor or doesnt have an immediate response to your question, he or she will get the information you seek and pass it along to you promptly.Circumstances will obvio
25、usly require that the policies, practices and benefits described in the handbook change from time to time. The pany reserves the right to amend, modify, rescind, delete, supplement or add to the provisions of this handbook as it deems appropriate from time to time in its sole and absolute discretion
26、. However, no amendment or modification of the “Terms of Employment” provisions of this handbook shall be effective unless made in writing, and signed by the President of the pany. The pany will attempt to provide you with notification of any other changes as they occur.HISTORY OF PANY AND MARKETING
27、 SERVICES PERFORMEDFOREWORDOur employee handbook is a tool to help promote a cooperative and healthy atmosphere, to spell out policies relative to hours, wages, conditions of employment and to provide for the administration of these policies in the interests of all concerned, in keeping with conditi
28、ons in our area and industry.We are presenting this employee handbook because we feel that if you understand basically what is e*pected of you, and what you may e*pect of the pany, we shall have an organization which better meets the needs of our customers.The statements as set forth in this book ha
29、ve not been arbitrarily established. Each of them has a sound background of mon sense based on the e*periences of this pany. Employees have suggested many and we will further wele suggestions from you that will aid in maintaining a constructive and harmonious relationship.Our single most mon goal mu
30、st be to work together to meet the needs of our customers, remembering our customers are mutually our most important asset.YOUR INDUSTRYThe printing industry is one of the largest and most important manufacturing industries in the United States. It is closely related to every other industry. In its
31、production it borrows from agriculture, the e*tractive industries, and the machinery, electrical, and puter industries; in its distribution it utilizes the modern agencies of advertising, munication and transportation; in its usefulness it is the service industry of all.California has grown into the
32、 number one print-producing industry in the nation. The printing industry, in fact, is the largest manufacturing sector in California in number of firms. When the allied industries of mercial printing, publishing, reprographics and various specialty printing were added together in 2001, they produce
33、d 14.8 billion in the states economy and employed 111, 356 people.Despite the fact that it is classified as a trade in the minds of many people, printing is one of the arts. It is a branch of the Graphic Arts field and as such is the means of preservation of all the other arts known to humanity.REFE
34、RENCE CHECKSTo ensure that individuals joining the pany are qualified and have the potential to be productive and successful, the pany will check the employment references of all applicants. Every offer of employment is contingent upon the appropriate pletion of a reference check.No references will
35、be given concerning any present or past employee of the pany unless the pany has received a written request for such a reference. Only _ may respond to a request for a reference. Such response will only confirm the dates of employment and position held, and will be in writing. If an employee has giv
36、en written authorization, the pany will also provide information on the amount of salary or wages earned by the employee.BACKGROUND CHECKS AND CONSUMER REPORTSThe pany may require your consent to obtain a consumer report in connection with your initial application for employment, your application fo
37、r a new postion in the pany, or an investigation into possible wrongful conduct by you. A consumer report may contain information regarding your credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living. The pany will use this inf
38、ormation for employment purposes only. Refusal to authorize the obtaining of a consumer report by the pany may be a basis for denial of employment or other adverse employment action. The content of the consumer report may also be the basis for denial of employment, denial of a particular job positio
39、n, or other adverse employment action. You will be advised if the pany elects to take adverse employment actions against you based in whole or in part on a consumer report.Unless you are suspected of wrongdoing, before requesting the consumer report, the pany will notify you of its intent to make th
40、e request. The pany will provide you with the name and address of every credit-reporting agency from which the pany may obtain the consumer report. If you specifically request a copy, within three days of the pany receipt of the report, you will be provided with a copy free of charge.TERMS OF EMPLOY
41、MENTDespite any disciplinary procedures or pany rules, standards of conduct or regulations, your employment is “at will” which means “the relationship between employer and employee may be terminated by either party unilaterally at any time, with or without notice, for any reason, or for no reason at
42、 all”. This handbook contains the entire agreement between you and the pany as to the duration of employment and the circumstances under which employment may be terminated. discretionFurther, the pany can demote, transfer, suspend or otherwise discipline an employee in its sole and absolute discreti
43、on. Nothing in this handbook, or any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment, or for continued or indefinite employment at a specific position or rate of pay. Only the President of the pany ha
44、s any authority to enter into any agreement contrary to the “Terms of Employment” stated in this policy, and such an agreement would have to be in writing and signed by the President. EMPLOYEE CLASSIFICATIONSYou will be advised of your employee classification at the time of hire, promotion, transfer
45、, or if any other change in your position with the pany occurs. Since all employees are hired for an unspecified duration, assignment to any of these classifications does not guarantee employment for any specific length of time. Regardless of classification, employment is at the mutual consent of yo
46、u and the pany. Accordingly, either you or the pany can terminate the employment relationship at will, at any time, with or without notice.Full -Time Employees - are those normally scheduled for 40 hours of work per week.Part - Time Employees - are those normally scheduled to work less than 40 hours
47、 of work per week. Part-time employees are not eligible for pany fringe benefits available to full-time employees.Casual Employees - are those who are hired on that basis and work for a special job and/or period of time. Such employees are not eligible for pany fringe benefits available to full-time
48、 employees.Non-E*empt Employees - Those employees who are subject to the provisions of federal and state law requiring the payment of overtime are considered to be non-e*empt.E*empt Employees - Those employees who are not subject to the provisions of federal and state law requiring the payment of ov
49、ertime are considered e*empt. E*empt employees, in our industry, normally include professional, e*ecutive, administrative and certain outside sales personnel.INDEPENDENT CONTRACTOR, AGENCY TEMP OR LEASED PERSONNELAn independent contractor, agency temp or leased individual is any person who is classi
50、fied by the pany as such, as evidenced by the panys failure to withhold ta*es from their pensation. Independent contractors, agency temps or leased employees are not employees of the pany. Even if the person is later reclassified by an action of a court or administrative agency as an employee of the
