Employee Handbook Questionnaire

General Information

What is your company’s complete legal name? (Include the identification of its structure: LLC, Inc. Company etc.)
What is the name your company does business as?
What is the name of the President, CEO, Executive Director etc.?
What is the Date this Employee Manual will become effective? (MMDDYYYY)

Please select which sections you would like to appear in your employee manual.

Preface: This section provides an overview of the Employee Manual and explains its utility to the employee.
Company Strategic Vision: If your company has a mission statement or corporate vision, you may wish to include this section.
Access to Personal Files: This explains the employee’s right to access their files at the HR manager’s office.
AIDS Policy: A framework for protecting all employees' civil rights and the public's health in light of the AIDS epidemic
Antiharrassment Policy: A policy that provides that all employees should be able to enjoy a work environment free of discrimination and harassment related to race, sex, age, color, national origin, religion, handicap, martial status, veteran status, and sexual orientation.
Attendance/Tardiness: States requirements for punctuality and regular attendance and defines procedure for notifying the company of planned absences.
Change of Personnel Data: States requirement to inform the company of any change in personal data.
Confidentiality and Security Policy: Defines duty of employee to not divulge company information to third parties without expressed permission.
Conflict of Interest: Specifies that employees shall not engage in any activities which create a conflict of interest between the employee's assigned functions and any other interest or obligation. Policy covers outside work that interferes with their job or the acceptance of gifts that could give rise to the appearance of impropriety.
Court Service and Jury Duty: A policy for absenteeism related to jury duty or a requirement to appear in court as a witness.
Dress Code: Guidelines of appropriate and inappropriate attire for the office as well as for meeting clients.
Drug/Alcohol Free Workplace: A policy mandating a drug-free workplace that balances a respect for individual privacy with the necessity of maintaining an alcohol and drug-free environment. The policy assumes the company does not test employees for drug and alcohol abuse. The drug-free workplace policy provided in this package is general in nature and covers the most important aspects of such a policy: notice to employees of the existence of the policy, prohibited acts, and results of violation. Some employers require more detailed policies, for example federal contractors or grantees, or companies that are subject to collective bargaining agreements. Legal Advice Line can provide assistance to individual companies in this regard, but the purpose of this general policy can be applicable to any company seeking to protect itself, its employees, customers, and the public from the problems caused by substance abuse in the workplace. The policy provided in this particular package is not specific for certain industry requirements and does not include reference to drug testing or detailed employee assistance programs as these are not necessary for most businesses. If you have a question about whether your business should develop an employee assistance or drug-testing program as part of its drug-free workplace policy, please contact Legal Advice Line.
Electronic Communication: A policy prohibiting use of company electronic equipment, e-mail and the Internet for uses outside their direct applications for the business.
Employment At Will: A statement that employment is “at will" and may be terminated, at any time.
Employment Of Relatives (Nepotism): A policy prohibiting the supervision of an immediate relative or member of their household.
Equal Employment Opportunity/Affirmative Action: A statement that the company is committed to the principles of equal opportunity for all persons.
Ethical Standards: A policy to ensure that all business decisions and actions comply with all applicable laws and regulations and to observing good standards of behavior and practice. Covers conflicts of interest and acceptance of gifts.
Expense Reimbursement: A policy stating all employee travel expenses and purchases of supplies must be pre-approved, every effort should be made to be economical and must be submitted on company expense reimbursement forms for approval and payment.
Family Medical Leave Act Policy: Advises all eligible employees of the rights to which they are entitled under the federal Family and Medical Leave Act of 1993.
Grievance Procedure: A formal 5-step process for employees to work out a satisfactory solution to a job related difficulty.
Hours of Work
Identification Cards: Notification that all employees are required to wear an identification card at all times.
Immigration Reform Act of 1986: A policy that states that employment is contingent upon proof of identity and authorization to work in the United States.
Inclement Weather: A policy to close in response to weather emergencies declared by local, state or Federal government officials. This policy states that employees will receive pay based on their regularly scheduled workday.
Military Leave: A policy that states the company does not have an obligation to pay an employee who is on military leave and that there is no promise of the same job being available if military leave exceeds 90 days.
New Employee Orientation: First day new employees will complete applicable enrollment forms, comply with The Immigration Reform and Control Act (Form I9), and obtain a "New Employee Information Package".
Outside Employment: A policy allowing employees to consult or work outside the company as long as such employment does not interfere with their duties or the employment is with a competitor.
Overtime Pay: Payment of time and one-half or compensatory time off for additional time worked over 40 hours in a week for non-exempt personnel.
Paychecks: A summary of when, and how often employees will be paid.
Performance Evaluations: A policy covering the evaluation of employees.
Pregnancy Anti-Discrimination Policy: A policy stating eligibility requirements, the maximum length of a leave, allowance for a transfer to a less strenuous duty during pregnancy, paid leave requirements, definition of medical incapacity during pregnancy, benefits continuance during maternity leave and statement that there is no promise the same job will be available at the conclusion of the leave period.
Promotions, Reclassification Of Position And Transfers: Policy of promoting persons in all job classifications without regard to race, color, religion, age, sex, national origin, sexual orientation or handicap and to ensure that promotional decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotional opportunities.
Reduction In Force: Policy stating that it is sole judgment of the company to decide the timing and method of any necessary reduction in force.
Sexual Harassment Policy: A policy stating that all employees are entitled to work in an environment free from all forms of conduct that is harassing, coercive, or disruptive. Defines sexual harassment and complaint procedure.
Smoking: A policy stating that the company is a Smoke-Free Workplace.
Solicitation for Outside Causes: A policy prohibiting solicitation for outside causes on company property during the workday.
Telephone Usage: Policy restricting use of company telephones to company business.
Termination Of Employment - Voluntary: Policy defining adequate term of notice, eligibility for COBRA and the return of company property.
Termination Of Employment - Involuntary: A statement that the company has the right to terminate any employee at any time, with or without notice, for any reason not prohibited by specific contracts or laws.
Types of Positions: Fair Labor Standards Act definition of non-exempt and exempt status.
Vacation Pay: A policy stating that vacation paychecks may be obtained on the last payday before your paid vacation begins.
Work Behavior/Discipline: A policy stating that the company operates under acceptable standards of conduct of performance which will be administered with fairness and consistency.

Please select any appendixes you would like to include in your employee manual.

Employee request for Family and Medical Leave
Response to Employee request for Family and Medical Leave
COBRA: Defines provisions of the Consolidated Omnibus Reconciliation Act (COBRA)

Fill this in if you elected to include your corporate strategic vision.

If your company has a mission statement or corporate vision, include it in this text box.

Please fill in these boxes if you elected to include the FMLA policy in your manual.

Who can employees contact with specific questions regarding the FMLA policy?

Fill these items in if you elected to include the Hours of Work section.

What is the minimum number of hours per week which full-time exempt staff is expected to work?
How many hours does full-time non-exempt staff generally work?
Which day marks the beginning of a new work week?
What is the first day employees generally work each week?
What is the last day employees generally work each week?
What time does the normal work day begin?
What time does the normal work day end?
How many breaks are allowed per day?
What is the duration of those breaks? (minutes)
How long is lunch? (minutes)
What time does the lunch period begin?
What time does the lunch period end?

Please fill in this boxes if you elected to include the Paychecks section.

How often will non-exempt employees be paid?
What day will non-exempt employees be paid?
How often will exempt employees be paid?
What day will exempt employees be paid?

Please fill in these boxes if you elected to include the pregnancy anti-discrimination section.

How many weeks of pregnancy leave does your company provide?
How many weeks of paid maternity leave does your company provide?

Please fill in these boxes if you elected to include the sexual harassment section.

Who is the in charge of taking formal sexual harassment complaints?
How many days will be allowed for the initial investigation?
In how many weeks may the involved parties expect an update as to the status of the complaint?

You might want to review your entries to be sure that they are complete and accurate.   The next step will actually create your documents.