A well-written and legal employee manual is the most effective way to inform employees about your workplace rules and prevent employment problems and misunderstandings in your construction business.

This Employee Manual consists of over 100 policies designed for the construction industry. You receive a word-processing document (in Rich Text Format, useable by most word processors). Select the policies that apply to your business, and delete the ones that don't. Add specific information about your company where it applies - if you need help, we've provided examples.

Then print and distribute your new Employee Manual. We've included an Agreement and Acknowledgement Form for employee signature, along with 14 other specialized forms for your review and use.

Policies covered in the manual include:

• Holidays, Vacation, Sick Leave and Personal Leave Policies
• Absenteeism and Tardiness
• Alcohol and Drug Policy
• Cellular Phones
• Conflict of Interest
• Customer Contact
• Customer Property
• Emergencies
• Fighting, Threats and Weapons
• Gifts and Gratuities
• Good Driving Record
• Hazardous and Toxic Materials
• Honesty
• Injuries
• Insubordination
• Jobsite Procedures
• Loans and Pay Advances
• Misuse of Property
• Overtime
• Personal Appearance and Behavior
• Salvage and Scrap Materials
• Tools
• Job Abandonment
• and many more.

This Employee Manual was created specifically for the construction industry. Almost every situation or issue that may arise in your employee's workday can be answered by referring to this document.

The Manual can be your company's most powerful tool. Used correctly, it will accurately communicate your company philosophy, policies and procedures and answer almost every employment related question your employees could possibly ask.

The cost of a well-written Employee Manual is miniscule compared to the cost of dealing with an employee problem. Protect your business and your reputation, and make life easier for your employees. Let them know clearly what you will do for them, and what you expect them to do for you.

If you don't already have an Employee Manual, it is time to get one and formalize your company's policies and procedures. But don't settle for the "one size fits all" manual. Your industry, organizational culture, company objectives, and workforce are unique. Use a manual that represents you and your business, and will be your shield of armor against future employment problems.

________________________________________

Buy Now - Employee Manual - Book & CD
from Construction Programs & Results
________________________________________

EMPLOYEE MANUAL - TABLE OF CONTENTS

Introduction

• Mission Statement
• Purpose of this Manual
• Customer Relations Philosophy
• Employee Relations Philosophy
• At Will Employment
• How to Solve A Problem
• Company History
• Company Organization Chart
• Company Contacts

Company Pledge

• Equal Employment Opportunity
• Introductory Period
• Immigration Law and Compliance
• Performance Reviews
• No Harassment Policy
• Workplace Violence Policy
• Employee Classification
• Full-Time Employees
• Part-Time Employees
• Temporary Employees
• Work Schedule

Employment Benefits

• Your Pay
• Paid Holidays
• Paid Vacation
• Paid Sick Leave
• Health Benefits
• Consolidated Omnibus Budget Reconciliation Act (COBRA)
• State Disability Insurance
• Social Security Insurance
• Worker's Compensation Insurance
• 401(k) Plan
• Additional Benefits
• Suggestion Program
• Employee Contests And Programs
• Civic Duties
• Unpaid Family School Partnership Leave
• Unpaid Family Care And Medical Leave
• Unpaid Pregnancy Disability Leave
• Unpaid Personal Leave Of Absence
• Unpaid Bereavement Leave
• Unpaid National Guard/Military Leave Of Absence

What We Expect Of You

• Absenteeism And Tardiness
• Alcohol And Drug Policy
• Bad Attitude
• Bonding
• Bonus & Incentive Pay
• Bulletin Boards
• Cash Handling Procedure
• Cellular Phones
• Change Orders
• Community Relations
• Company Expenses & Reporting
• Company Keys And Property
• Company Letterhead And Materials
• Computers And E-Mail
• Confidentiality
• Conflict Of Interest
• Courtesy
• Customer Contact
• Customer Property
• Damage To Property
• Death Of Employee
• Detrimental Activity
• Document Preparation
• Emergencies
• Energy Conservation
• Equipment
• Facsimile And Copy Machines
• Fighting, Threats And Weapons
• Food And Beverages
• Fraud, Dishonesty And False Statements
• Gambling
• Gifts And Gratuities
• Good Driving Record
• Hazardous And Toxic Materials
• Hiring Of Relatives
• Honesty
• Housekeeping
• Injuries
• Insubordination
• Internet
• Job Descriptions
• Jobsite Procedures
• Loans And Pay Advances
• Meetings
• Misuse Of Property
• Moonlighting
• Non-Fraternization
• Off-Duty Social And Recreational Activities
• Off-Duty Use Of Company Facilities/Property
• Opportunities for Advancement
• Outside Employment
• Overtime
• Parking
• Personal Appearance And Behavior
• Personal Mail
• Personal Telephone Calls And Visits
• Personnel Record Access
• Poor Performance
• Purchase Orders
• Safety
• Salvage and Scrap Materials
• Searches And Inspections
• Scheduling
• Smoking
• Solicitation
• Theft
• Timekeeping Procedures
• Tools
• Trade Secrets
• Training
• Unauthorized Interviews
• Uniform Policy
• Voice Mail

Work Status

• Changes in Personnel Records
• Outside Inquiries Concerning Employees
• Transfers
• Lay-Offs
• Job Abandonment
• Notice of Resignation
• Re-employment
• Retirements
• Exit Interview

Summary

TABLE OF EMPLOYEE FORMS

• Acknowledgement and Agreement
• New Hire Form Checklist
• Employee Information
• I-9 Employment Verification
• W-4 Federal Tax Withholding
• Company Cellular Phone Policy
• Company Non-compete Agreement
• Company Pay Policy
• Company Vehicle Use Policy
• Job Abandonment Policy
• Medical Facility Policy
• Medical Records Release Authorization
• Moonlighting Policy
• No Harassment Policy
• Participation in Voluntary Activities Policy
• Reporting Injuries and Illnesses
• Time Clock Procedure Policy

Employee manual Sample Page

Lay-Offs

From time to time it is possible that business conditions may cause the workforce to be reduced through lay-offs. In the event of a lay-off, one or more factors will be considered; ability, performance, productivity, and tenure. <COMPANY NAME> will follow all state and federal laws pertaining to lay-offs, and will provide as much advance notice as possible.

Job Abandonment 

Any employee who fails to report to work for three (3) consecutively scheduled workdays without notice to, or approval from his/her Supervisor, will be deemed to have voluntarily terminated employment with the Company.

Notice of Resignation

In the event, you choose to resign from your position, as much advanced notice as possible is appreciated. However, under certain circumstances, it may not be accepted. You are responsible for returning all Company property in your possession, or for which you are responsible. This policy in no way alters the "at-will" employment relationship between you and the Company.

Re-employment

The Owner must approve all offers of re-employment. Upon re-employment, an employee's service record starts over with regard to all benefit programs, as though the employee was being hired for the first time.

Retirements

Please provide the Owner with at least ninety (90) days advance notice of your intended retirement date so plans can be made to hire a replacement upon your retirement. This policy in no way alters the "at-will" employment relationship between you and the Company.

Exit Interview

Any employee leaving <COMPANY NAME> may be requested to provide an exit interview, either in person or by telephone, with a designated Company Representative or the Owner. The purpose of this interview is to explore the reasons for separation and your work experience at the Company.

How To Use

1. The Employee Manual is saved in RichText format (.rtf). The files can be opened by most word processing programs.
2. Changes are done with a few strokes of the keyboard.
3. Your first step will be to insert your actual Company name. Start with your curser at the very beginning of the document, click "Edit" on the Microsoft tool bar and then choose "Replace". Fill in "Find what" with <COMPANY NAME> (exactly as shown) and fill in "Replace with" with your actual company name (for example Stone Construction Services, Inc., ABC Construction, etc.)
4. Next, print out this manual and read every single policy. This manual contains over 120 recommended policies and you can customize them any way you wish. You can decide to keep them as is, amend a policy or delete any policy. If you choose to delete or change a policy simply edit the document with normal word processing procedures.
5. There are also 21 policies that state "Insert Here", followed by an Example. The purpose of the example is only to show what could appear here - you need to provide your own language. Simply cut and paste from another document, or type in the language you would like to use.
6. After making changes, print the manual and read it, again. You are not only looking for errors after you have edited your manual, you are also becoming familiar with your manual. Since you are the Owner, you should know your policies and procedures inside and out.
7. Lastly, review the page numbers on your table of contents and update them if necessary.
8. After you have edited your manual to your liking and have printed it, call a trusted attorney to review it.
9. The final step is the distribution of your manual. It is suggested that you require all employees to attend a general meeting. Read the manual cover to cover and answer any questions that are asked. Have each employee sign the Acknowledgement and Agreement form that is included (this includes an initial on the second page, and a full signature at the end).
10. Every employee should be given a copy of the manual. For cost savings, you may only print enough to share around the room, but we strongly suggest a manual always be available for review during normal working hours, and your Supervisors always have a copy on hand for immediate access and review.

Final Thoughts

Although this manual comes with no guarantees, it is a tool for you to use when you need to make impartial and consistent employee related decisions. Teach both your employees and your Managers how to use it and let your manual effectively communicate YOUR Company policies and procedures.

Since we are not familiar with the law in all states, you must have your attorney review this manual to make sure it meets the law in your state and/or locality.

The information in this manual is not, nor is it intended to be, legal advice. CPR is not legal counsel. You must consult an attorney for approval of all content before you rely upon, use or distribute any content contained in this manual. CPR makes no representations about the suitability of the content of this manual for any purpose whatsoever. All content is provided "as is" and without any warranty of any kind. CPR hereby disclaims all warranties and conditions with regard to the content, including but not limited to all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall CPR be liable for any damages whatsoever, including, but not limited to, any general, special, indirect, exemplary, or consequential damages, whether or not arising out of or in connection with the use, copying or display of the content.

________________________________________

Buy Now - Employee Manual - Book & CD
from Construction Programs & Results