Employee Handbook Guidelines. EMPLOYMENT AT WILL THE. EMPLOYMENT RELATIONSHIPWhile we hope our relationship will be mutually beneficial, it should. Create an Employee Handbook online with our stepbystep instructions. Get everyone on the same page, with the same rules, to run the most efficient business you can. A Brighter Day Quality Learning Center Where Success Matters Page 6 Employee Handbook Welcome to the childrens center at A Brighter Day Quality Learning Center 2 Welcome to the Cobb County School District You are now part of a team of individuals who demonstrate unrelenting commitment to our students, parents. Acknowledgement and Disclaimer for Employee Handbook This is to acknowledge that I understand that I may access Hosss Employee Handbook online on Hosss. LCPS EMPLOYEE BENEFITS HANDBOOK 13 Forms Benefits Checlist Glossary and AcronymsPayroll Inormation Important Notices Employee Assistance Program Other Voluntary. State of MaineEmployee Handbook 4 WELCOME s a new employee of the State of Maine, you join many dedicated individuals who have chosen to serve the. AF9V2GAp&timestamp=1504704198' alt='The Handbook Of Employee Benefits' title='The Handbook Of Employee Benefits' />Employee Handbook Website has entered into any. Your. employment with Employee Handbook Website is voluntary. Just as you voluntarily chose. Similarly, Employee Handbook Website is free. The relationship between employee. While theother policies in this handbook are subject to change with or without. CEO.           top. HARASSMENTEmployee Handbook Website is committed to providing an environment that is free from. In keeping with this commitment, Employee Handbook Website maintains a strict policy prohibiting all forms of harassment. This policy, unlike the other policies listed. This. includes all employees, temporary employees, leased employees and other. Furthermore, it prohibits harassment. Sexual harassment may include, but. Employees who violate any part of this policy are subject to discipline. Any employee who believes he or she has been harassed should promptly. Human Resources Department. It is the responsibility. Human Resources. Additionally, supervisors and managers. Human Resources. The Human Resources Department will promptly and thoroughly investigate. Appropriate corrective action, including. PROBLEM SOLVING PROCEDUREWe hope that you will have an enjoyable association with us throughout. Nevertheless, we know that everyone, from time to time. There may be times when you feel you are not being. Whatever the concern, we encourage you to speak with us to get the matter. Most problems can be resolved simply. If you. want a prompt resolution to your problem, please discuss it when it. Feel free to speak with your direct manager, the Human Resources. Department, General Counsel, andor CEO. Nothing in this problem solving. SUBSTANCE ABUSE TESTING POLICYEmployee Handbook Website maintains a strict policy against the use of unlawful drugs. To facilitate the administration. Employee Handbook Website may require or request. In cases where an employees manager has reasonable suspicion. This suspicion. must be based on any objective symptoms, such as factors related to. If an employee is on medically prescribed medication, it is the employees. Testing may also be required if an employee is found to be in possession. Such. evidence includes, but is not limited to drugs, drug paraphernalia or. It should be emphasized that possession of drugs or alcohol. Employee Handbook Website property is prohibited whether or not it is determined. PROGRESSIVE DISCIPLINEEmployee Handbook Website must retain the ability to discipline employees where it. Although all employment relationships. Employee Handbook Website may exercise its. That system may include various forms. However, progressive discipline is not mandatory or. The company reserves the right to deviate from any formal system. OFFICE AND DESK INSPECTIONEmployee Handbook Website has attempted to provide you with a comfortable and efficient. If you believe you need additional supplies or equipment. Facilities Manager. We will try to accommodate your. Additionally, while we respect your privacy, there may be instances. Business property and equipment, provided to you to do your. Employee Handbook Website may have access when necessary. Prohibited materials, including weapons, explosives, alcohol, illegal. Employees, who, if requested, fail to cooperate. Employee Handbook Website is not responsible for any articles that are. ACCEPTABLE USE OF Human Resources. POLICY Employee Handbook Website has established this Internet, Intranet, e mail, and electronic. We have devised this policy in a manner that addresses the companys. Scope of Policy. This policy extends to all features of the companys electronic communications. Internet, and all voice and. All employees of Employee Handbook Website are subject. Standards and Rules. It may not be possible to identify every standard and rule applicable. Employees are therefore. In order to offer employees some guidance, the. Access. Employee Handbook Website must retain the right and ability to enforce policy and to. While computers and other electronic. Employee Handbook Website. Again, while we respect the privacy of your working environment, Employee Handbook Website. Telephone Monitoring. Company telephone lines are limited and are designed only for business. Personal phone calls should be kept to a minimum. All personal long distance. Compliance is Essential. Employees who violate any respect of this policy or who demonstrate poor. Employees who have any questions regarding this. Human Resources. Department. TRAVEL AND ENTERTAINMENTEmployee Handbook Website recognizes that travel and entertainment expenses are sometimes. Expenses must be submitted for reimbursement within 3 months of being. Upon termination, employees. Without exception, expenses submitted outside those time frames will not. Employees should refer to the Travel and Entertainment. REFERENCE REQUESTSIn an effort to protect and respect every member of the Employee Handbook Website community. An employee who receives a request for information. Human. Resources. Human Resources will normally verify an employees dates of. A written disclosure authorization. Strict adherence to this policy is required. Any violation of this policy. ATTENDANCEEmployee Handbook Websites success depends on the ability for all employees to work. Every persons contribution is needed on a daily basis, so. Therefore, absenteeism and tardiness must be kept to a minimum. If an. employee is unable to report for work, he or she should notify his or. Polygon Reduction Tool. Unreported and excessive. If an employee is absent for three days without notifying his or her manager. Employee Handbook Website, and is considered to have voluntarily resigned. UPON LEAVING Employee Handbook Website. Should you wish to resign your employment, we request that you notify. This will enable us to arrange. You may be asked at that time to give us an evaluation. We hope this constructive exchange will help. SEVERANCE PAYEmployee Handbook Website does not maintain a formal severance pay policy or provide. Severance pay should therefore not be expected. However, the company reserves.