Top PDF Employee Handbook A Guide for Our Employees

Employee Handbook A Guide for Our Employees

Employee Handbook A Guide for Our Employees

A comprehensive workers’ compensation programs is provided at no cost to the employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to the applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately. The amount of benefits payable, as well as the duration of payments, depends upon the nature of your injury or illness. However, all medical expenses incurred in connection with an on-the-job injury or illness and partial salary payments are paid in accordance with applicable state law. If you are injured or become ill on the job, you must immediately report the injury or illness to your Manager and the agency Administrator, no matter how minor the injury may appear, it is important that it be reported immediately. This ensures that the Company can help you obtain appropriate medical treatment. Your failure to follow this procedure may result in a workers’ compensation report not being filed in accordance with the law, which may delay your benefits in connection with the injury or illness.
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FORSYTH COUNTY EMPLOYEE HANDBOOK. (For employees in positions other than full-time and part-time with benefits)

FORSYTH COUNTY EMPLOYEE HANDBOOK. (For employees in positions other than full-time and part-time with benefits)

This Forsyth County Employee Handbook applies to employees who fall in categories other than full- time and part-time with benefits. These categories include temporary (even if full-time temporary), seasonal, and employees who work below an average of 20 hours a week. Employees in these categories are scheduled on an as-needed basis and therefore should have no expectation of a set number of hours per week, a specific duration of time they will work or continued employment. Time worked in a part-time position with no benefits does not count towards County service; however, it does count towards eligibility for benefits under the Family and Medical Leave Act (FMLA).
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Working with IBD A Guide for Employers. Supporting employees living with Crohn s disease or ulcerative colitis

Working with IBD A Guide for Employers. Supporting employees living with Crohn s disease or ulcerative colitis

Understanding your employee’s specific treatment requirements and the possible implications in the workplace can help you work in with them with minimal effort and fuss. Good communication and forward thinking are key strategies to making this happen. A few examples are provided below but the possibilities are endless. • If a meeting is planned, be sure that your employee is aware in advance of the date, time and expected duration. Understand if he/she needs to slip away for a few minutes to take medication, have a small meal or visit the bathroom. Ensure that the location and layout of the meeting room allows for easy and discrete access to toilet facilities. • If you’re having lunch during an in-house
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A Guide for Employees

A Guide for Employees

The objective of performance management in accordance with Department of Defense (DoD) policy is to improve individual, team, and organizational performance by setting clear and concise employee expectations; monitoring progress; aligning measurable individual goals with larger organizational goals; and recognizing and rewarding individual accomplishments, demonstrated competencies, and contributions to mission. These system traits can drive organizations forward, while preserving valuable resources and cultivating high-performing cultures. While the Department uses several types of performance management systems, the systems share common attributes.
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CrossPointe.net Employee Portal User Guide For Employees

CrossPointe.net Employee Portal User Guide For Employees

Allows  the  employee  to  change  their  current  PIN.  The  new  PIN  will  take  effect  the  next  time  you  login.  This  menu  item  will  only  show  up  in  the  drop  down  menu  if  you  logged  into  the  portal  using  a  PIN.  If  you  log  in  using  your network  password,  the  menu  item  is  not visible  because  your  network password cannot be changed through the portal. 

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Ghilotti Construction Company Employee Handbook

Ghilotti Construction Company Employee Handbook

Communication and teamwork lead us to achieving our business goals. However, every work group can experience conflict. Our goal is to quickly resolve issues, while maximizing our work relationships. Open, honest communication is the key to achieving this goal. If you have a problem, suggestion or question regarding your job or working conditions, we encourage you to voice your concerns openly and directly to your supervisor. Experience has shown that when employees deal directly with their supervisors, communication can be clear and overall morale can be positive. However, if you feel it is not appropriate to contact your supervisor, or you feel that the situation has not been resolved, you may wish to bring the issue to Senior Management (Owner, CFO and Area Manager). This procedure, which we believe is important for both you and Ghilotti Construction Company, cannot result in every problem being resolved to your satisfaction. However, GCC values your input, and you should feel free to raise issues of concern, in good faith, without fear of retaliation.
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Wunderkind Communications Employee Handbook

Wunderkind Communications Employee Handbook

We ask that all new employees familiarize themselves with our organization by reading this booklet and referring back to it whenever there are questions. Keep in mind, however, that this provides only guidelines; many policies and procedures are more detailed than indicated here, and all may change at any time. If there are questions about official company policies, please see me. My door is always open for personal inquiries, or for discussing how we can better work together to improve our workplace environment.

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Employee Benefits Guide

Employee Benefits Guide

Because everyone’s medical and financial situations are different, the City offers a variety of plans to help protect employees and their families from the financial hardship that unusual medical expenses can bring. The plans are designed to cover much of the cost of medically necessary health care services. However, employees still bear a portion of their medical service costs in the form of premiums, deductibles, copayments and coinsurance.

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BOSTON UNIVERSITY EMPLOYEE HANDBOOK

BOSTON UNIVERSITY EMPLOYEE HANDBOOK

The rights of the Medical Center under this Policy, and the interests of sponsors under research grants or contracts, may not be abrogated or limited by consulting agreements or other contracts entered into between Medical Center students, trainees, medical staff members, faculty or employees and outside organizations or employers. Medical Center students, trainees, medical staff members, faculty and employees should inform outside employers of their obligations and commitments to the Medical Center under this Policy. Such students, trainees, medical staff members, faculty and employees should ascertain that patent clauses in their agreements are not in conflict with their obligations to the Medical Center under this Policy. Each student, trainee, medical staff member, faculty member and employee should make his/her obligations to the Medical Center clear to those with whom such agreements may be made, and should ensure that they are provided with a current statement of this Policy. Upon request, the Office of Technology Transfer will provide a standard clause which may be inserted in a student's, faculty member's or employee's consulting agreement. This clause will put third parties on notice as to the Medical Center's rights under this Policy with respect to inventions and discoveries. In cases of conflict over disposition of rights, the Medical Center reserves the ultimate right to determine the final disposition of the rights and interests involved.
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Summer Student Employee Handbook

Summer Student Employee Handbook

If an injury is sustained while on the job, the employee shall immediately notify the Craft Supervisor whether or not they feel medical attention is necessary. The University of Dallas Facilities Department uses Nova Health Care Centers, as its non-emergency care center. Student employees are covered under the State of Texas Workers Compensation coverage, they will not pay for medical treatment for an on the job injury as long as the treatment facility is affiliated with the universities workers compensation insurance carrier*. Nova will even provide shuttle transportation to & from the clinic for the initial visit.
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EMPLOYEE HANDBOOK Synergy Medical Staffing

EMPLOYEE HANDBOOK Synergy Medical Staffing

SYNERGY encourages employees to report any complaints in writing. Every report of actual or perceived harassment will be investigated and corrective action will be taken where appropriate. No one will be retaliated against for making a report under this policy. All such reports will be treated confidentially on a need to know basis. Violations of the sexual harassment policy by any SYNERGY employee will not be permitted and may result in disciplinary action up to and including discharge.

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Employee handbook  A study on husys consulting Pvt  Ltd

Employee handbook A study on husys consulting Pvt Ltd

The employee handbook is an excellent place to bring together employment and job-related information which employees need to know, such as holiday arrangements, company rules and disciplinary and grievance procedures. It can also provide useful source of information to new staff as part of the induction process. A written employee handbook gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently. Whether an employee is new to the organization or a continuing employee, the Employee Handbook is to help employee develop a satisfying career in service to organization by out-lining the basic elements of the employment relationship between employee and the organization. The Employee Handbook is designed for employees as a employee of the Company. The Employee Handbook contains basic information related to employee employment and refers you to Department of Human Resource Management policies for specific details in the organization. Supervisors, managers, and Human Resource staff will also find information here that is useful to their work with employees. The Employee handbook does not include all information that may apply specifically to the Organization because of the flexibility that organization has to tailor policies to meet their management needs. Other specific information is available from immediate supervisor of the employee or from Human Resource Department of the Organization. The official policies of the Department of Human Resource Management, some of which are discussed in the Employee Handbook, are revised frequently as and when the need arises. In the Organization Employee Handbook establishes policies, procedures, benefits, and working conditions that will be followed by all employees as a condition of their employment at the Company. The Standards of Conduct describe the expected actions and behaviors of employees while conducting Company’s business. In the organization
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Hollister Employee Handbook

Hollister Employee Handbook

Here at Hollister Co. your safety is very important to us. We encourage all employees to take time to do their job in a safe manner. If you come across or see any potentially dangerous situation that could cause injury, notify your manager immediately. Acts like horseplay can endanger the health of yourself and others and may lead to discipline, up to

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Employee Benefits Guide

Employee Benefits Guide

Life insurance benefits are essential to the financial security of you and your family. As such, it is important to understand how your plan works and what benefits you will receive. Basic Life/AD&D benefits are provided to you as part of your basic coverage at no cost to you. MedMark Services, Inc. provides you Basic Life/AD&D insurance through Aetna, which can help guarantee that loved ones, such as a spouse/domestic partner or other designated survivors, can continue to receive part of an employee’s benefits after a death. Your Basic Life/AD&D insurance benefit is $25,000 ($50,000 for Corporate employees).
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Hourly Employee Handbook

Hourly Employee Handbook

MS  Companies  understands  the  significance  of  how  the  business  activities  of  an  employee’s  spouse,  significant  other   or  relative  may  give  rise  to  decisions.    Although  MS  Companies  considers  hiring  all  qualified  spouses,  significant  others   and  relatives  of  existing  employees,  immediate  family  members  may  be  hired  only  if  they  will  not  be  working  directly   for  or  supervising  a  relative.    Additionally,  the  employee  may  not  occupy  a  position  in  the  same  line  of  authority  where   he  or  she  can  initiate  or  participate  in  decisions  involving  a  direct  benefit  to  the  relative.  Such  decisions  include  but  are   not  limited  to  hiring,  retention,  transfer,  promotion,  wages,  and  leave  requests.      
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TempWorks Management Services, Inc. EMPLOYEE HANDBOOK OPERATIONS MANUAL

TempWorks Management Services, Inc. EMPLOYEE HANDBOOK OPERATIONS MANUAL

All full-time employees are expected to consider TMS their primary employer. As such, TMS discourages full-time employees from accepting outside employment or performing outside services for compensation. However, if you feel that such outside employment is justified in your case, you must obtain the prior written consent of your supervisor. In general, all employees should avoid all situations in which their personal interests conflict or appear to conflict with TMS’s interests. For example you should not be employed by any person or entity that competes with TMS or that provides similar services or products as TMS. You should also avoid engaging in any activity that might subject TMS to criticism or adverse publicity. Finally, TMS requires all of its employees to maintain the confidentiality of its intellectual, proprietary, and trade secret information. Thus, you should avoid engaging in any activity in connection with outside employment or not, that would require you to disclose confidential, trade secret information belonging to TMS.
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FOR IMMEDIATE RELEASE

FOR IMMEDIATE RELEASE

The telephone policy pertinent to employees is outlined in the facility's Employee Handbook. Employees are informed the State telephone system is provided for official State business and not to be used as an employee's personal convenience. Documentation indicated that employees are prohibited from using personal cellular telephones or pagers at work sites without prior supervisor approval.

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Land Titling: A Sine Qua Non For Enhancing Property Taxation

Land Titling: A Sine Qua Non For Enhancing Property Taxation

(CRM), Kano Model and SERVQUAL model. They played as important role as decision maker in constructing the questionnaire and data analysis. By using this method, we are able to obtain the attributes and factors that affect the behavior of the employees towards the organizational. This will allow employers to know which factors to focus on in order to make the employees work at their maximum capacity. The Gap analysis was done towards the Kano Attributes in CRM perspectives such as, the Must-BE attribute (KANO) is a supportive model in CRM. As for SERVQUAL, it is found that the reliability attribute (table 4) needs to be focused on more so that the employees are kept happy. Above all we can say that, the factors of “Managers being in the office to guide the employees” and “All employees able to finish the job on time” are most important factors to be improved. In these reasons, both factors fall under Must Be category and acted as the Supportive Model in CRM.
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THE EMPLOYEE HANDBOOK

THE EMPLOYEE HANDBOOK

Our ultimate goal is to return the injured employee to their original jobs. If an injured employee is unable to perform all the tasks of the original job, we will make every effort to provide alternative productive work that meets the injured employee’s capabilities. Before the employee can return to regular work duties, modified duties or alternative duties, the employee will be required to provide a physician’s work status report and acknowledge their ability to perform, safely and satisfactorily under the restrictions listed by the physician and work without endangering themselves or their fellow employees. Employees will not be allowed to return to their original position until full medical release is received by the Human Resources Department verifying that the employee has been released by a physician to fulfill all aspects of the original job description.
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HANDBOOK FOR NEW EMPLOYEES ============================================================

HANDBOOK FOR NEW EMPLOYEES ============================================================

The other evaluation we do annually is to rank each other against our peers. Unlike peer reviews, which generate information for each individual, stack ranking is done in order to gain insight into who’s providing the most value at the company and to thereby adjust each person’s compen- sation to be commensurate with his or her actual value. Valve pays people very well compared to industry norms. Our profitability per employee is higher than that of Google or Amazon or Microsoft, and we believe strongly that the right thing to do in that case is to put a maximum
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