Create clear-cut
employee warning letters
based on professionally developed employee policies that will protect your business and improve employee performance

Leadership Skills for Life has taken over forty years of experience and developed them into two of the most important professionally written eBooks on the Internet specifically to help you.

The most important part of the progressive disciplinary process is to make sure it is fair based on facts and not feelings. Therefore, before taking any progressive disciplinary action you should ask yourself if it is fair. As per labor practices there is a standard of seven factors that are used to determine Just Cause in the labor and employment context

a)     The employee knew of the company’s policy

b)     The company’s policy was reasonable

c)      The organization carried out fact finding to determine that the employee was in violation of the policy.

d)     The fact finding session was fair and objective

e)     Evidence existed of the employee’s violation of the policy

f)       The company’s policy was consistently applied

g)     The discipline was reasonable and proportional to the offense (i.e. the punishment fit the crime)

Progressive discipline in today's business world is the only way to help you correct poor or unacceptable behavior in your workplace. Whether it's dealing with tardiness, disrespectful behavior, stealing, sexual harassment, absenteeism, insubordination, destruction of company property, staying of their cellular phones, misusing company property, or you name it, these two eBooks are a tool you will keep close by at all times.

Some offenses deserve immediate termination like stealing or striking a coworker or customer. While others like tardiness, if addressed immediately, can be handled with progressive discipline.

Ready to Use Samples Include:

1.  Discipline Notice during Probationary Period

2.  Discipline Notice for Disrespectful Behavior

3.  Discipline Notice for Stealing or Removing Property without Permission

4.  Discipline Notice for Tardiness

5.  Termination Notice for Attendance

6.  Termination Notice for Repeated Poor Behavior

7.  Termination Notice for Sexual Harassment

8.  Termination Notice during Probationary Period

9.  Sick Leave Restriction Letter

10. Employee Discipline Form






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You also get ready-to-use employee policies that make it crystal clear what your business will allow or not allow

Leadership Skills for Life understands what your up against in today's workplace. Our eBook "Employee Manual Outline" is actually not an eBook at all.

It is actually an employee policy manual downloadable in Microsoft Word formatted to use as is or you can edit it to fit your needs specifically.

If you want to use it as it is simply insert your company name using the find and replace tool in "Word".

All the employee policies you need to protect your business.

Easily print and provide it to your employees.

Leadership Skills for Life also provides a well crafted employee receipt that your employees will sign acknowledging they have received their personal copy of the employee manual.

Go ahead and look but you will not find a better offer on the Internet or in a book store that offers everything you need to bring order back into your workplace.

Get both eBooks today for a limited time offer of only $4.99!

This offer will simply not last. 





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Some Sample Pages from the Employee Manual Outline


Employee Manual Acknowledgment and Receipt

I have received my copy of the Employee Manual

This employee manual describes important information about “Insert Your Business Name Here” and moreover I have been given to understand that I should consult my supervisor and/or manager regarding any question whose answers are not available in this manual.  

I have entered into my employment relationship with “Insert Your Business Name Here” voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or “Insert Your Business Name Here” may dissolve the relationship at will, with or without cause, at any time, so long as there is not violation of applicable company regulations or federal or state laws.

I understand and agree that, other than the owner/ president/ chairman/managing director/CEO of the organization, no manager, supervisor or representative of “Insert Your Business Name Here” has any authority whatsoever to enter into any agreement for employment other than at will; only the owner/president/ chairman/managing director/CEO of the company has the authority to make any such agreement and then only in writing signed by the owner/president/ chairman/managing director/CEO r of “Insert Your Business Name Here”.

This manual and the policies and procedures that are contained in it supersede any and all prior practices, oral or written representations, or statements regarding the terms and conditions of my employment with “Insert Your Business Name Here”.  By distributing this employee manual to me, the company expressly revokes any and all previous policies and procedures that are inconsistent with those contained herein.

I understand that “except for my employment-at-will status” any and all policies and practices may be changed at any time by “Insert Your Business Name Here” and furthermore the company reserves the right to change my hours, wages and working conditions at any time it deems fit. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify or eliminate existing policies. Only the owner/president/ chairman/managing director/CEO of “Insert Your Business Name Here” has the ability to adopt any revisions to the policies in this handbook.

I understand and agree that nothing in the this manual creates, or is intended to create, a promise or representation of continued employment and that employment at “Insert Your Business Name Here” is “employment at will”, which may be terminated at the will of either “Insert Your Business Name Here” or myself. Furthermore, I hereby acknowledge that this handbook is neither a contract of employment nor a legal document. I understand and agree that employment and all compensation associated with said employment can and indeed may be terminated with or without cause and with or without notice at any time by “Insert Your Business Name Here” or by myself.

I have received this employee manual, and I understand that it is my responsibility to read and comply with the policies contained in this manual as well as any revisions that may be made to it from time to time.

________________________________________
Employee's Signature

________________________________________
Employee's Name (Print)

____________________
Date

TO BE PLACED IN EMPLOYEE'S PERSONNEL FILE


Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)

On September 25, 2008, the President signed the Americans with Disabilities Act Amendments Act of 2008 ("ADA Amendments Act" or "Act"). The Act emphasizes that the definition of disability should be construed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA*

Basically the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against any applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants as well as staff members of the organization who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential tasks of the position as defined in the JD (Job Description).

It is the officially stated policy of “Insert Your Business Name Here” to comply with all federal, state and local laws in the United States of America and beyond in all the countries where the company operate  concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC) or any other state, federal or local law in which ever country “Insert Your Business Name Here”. Has its offices or any other ancillary  facilities.   Furthermore, it is the company’s policy not to discriminate against qualified individuals with disabilities in regard to application procedures, recruitment, promotions, discharge, compensation, training or other terms, conditions and privileges of employment with “Insert Your Business Name Here”.

The company will strive to be reasonably accommodative with regards to duly qualified individuals with a disability/disabilities so that they may perform the essential functions of their job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to “Insert Your Business Name Here”. Should staff members have any further queries regarding our disability policy please feel free to contact management with any questions or requests for accommodation.

While we do our level best to ensure that we are able to comply to all state and federal regulations while striving to ensure greater employment opportunities to people with disabilities as par our own polices as well. Sometimes it’s not possible to accommodate all such applicants due to circumstances beyond our control.

*https://www.eeoc.gov/laws/statutes/adaaa_info.cfm






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Drug-Free Workplace

 

Insert Your Business Name Here” has a longstanding commitment to provide a safe and productive work environment. Drug abuse of any drug, may well end up posing a severe threat to the health and safety of employees and to the security of our machinery as well as facilities. For these reasons “Insert Your Business Name Here” is committed to the elimination of drug and/or alcohol use and abuse in the workplace. Drug abuse may be broadly defined as:

Hard drugs

These include controlled substances such as Marijuana, Cocaine, Heroin and hallucinogens like LSD, amphetamine, Methylenedioxymethamphetamine (ecstasy) etc. These drugs may potentially alter a person’s concept of reality and make him prone to paranoid delusions and an outright threat to both himself as well as his coworkers.

Over the counter medication

While these may not be as dangerous as hard drugs, but nevertheless they can also potentially impair an employee’s ability to work or operate machinery. Common cough syrups and anti nausea medications such as Hyderlin and Gravinate have marked sophomoric properties and may make their user too sleepy to be able to concentrate adequately at the task at hand and this is why the management of the company deems it necessary that any staff member of the company taking such medication should immediately inform their supervisors and or management.

However, this policy does not prohibit employees from the lawful use and possession of prescription medications. Employees must, however, check with their doctors about the medications effect on their overall suitability for return to duty as well as their ability to continue to work well and with all due safety precautions while they are under treatment.

It is also incumbent on all staff members to immediately disclose any work restrictions imposed by their medical provider to their immediate supervisor and or management. Employees however do not need to disclose any underlying medical conditions unless it would interfere with the tasks they have to do as part of their JD (Job Description).

Drug free environment policy

This policy outlines the practice and procedure designed to correct instances of identified drug use in the workplace. This policy applies to all employees and all applicants for employment at “Insert Your Business Name Here”. The Company is responsible for the overall administration of this policy.

Drug users’ assistance policy

Insert Your Business Name Here” will both support as well as assist employees who voluntarily seek help for such issues before they are subjected to the ‘Progressive Disciplinary Process”.  Such employees might be allowed to take earned paid time off or approved upon request and placed on leaves of absence.

However these employees would be required to provide documentation that they are in a rehabilitation program and successfully following prescribed treatment and to take and pass all relevant follow-up tests that may be requested.  “Insert Your Business Name Here” reserves the right to allow or not allow employees time off to attend a rehabilitation program, i.e., there is no guarantee of approval to attend.

Alcohol free environment 

It is mandatory for all employees to report to work while being completely fit for duty, i.e., neither in an inebriated state nor hung over, after an all-night drinking binge. In other words all staff members should be free of any undesirable effects of excessive alcohol usage. Moreover, the consuming of any kind of alcoholic beverages in the premises of “Insert Your Business Name Here” is strictly prohibited.

Work Rules Policy Related To Drug/Alcohol Use

The following work rules apply to all employees irrespective of the position they hold in the organization:

Whenever employees are working irrespective of the fact that their shift has ended or they are working overtime, or are operating any company vehicle, are present on company premises, or are conducting related work off-site, they are strictly forbidden from:

Using, or being in possession of, or buying, selling, manufacturing or in any way dispensing a banned substance and or narcotic agent such as heroin, cocaine, hashish, cannabis, marijuana and any other illegal  product as well as possession of drug related  paraphernalia.

Being under the influence of alcohol or any other unlawful narcotic substance as defined in this policy.

The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing company business or while in a company facility is strictly prohibited.

The presence of alcohol in the bloodstream over and above the limit as prescribed by federal and state law is also strictly prohibited and in the event of an employee being caught while driving a company vehicle during duty hours while DUI (Driving Under Influence) he may not only be put into the progressive disciplinary process but may also be subject to criminal prosecution under the relevant state and federal laws.

Insert Your Business Name Here” will not allow ‘any’ staff member (irrespective of their seniority and or position)  to continue to perform their duties while taking certain prescription drugs that may interfere with the staff member’s ability to safely and effectively perform the tasks as defined by their job description. Staff members taking such prescription medicines must always carry it in a container/bottle labeled by a licensed pharmacist. Furthermore if the competent authority asks him to produce this medication he is bound to show it and if necessary, have it inspected.

Should any staff member (Irrespective of position or seniority) be found in possession of any unlawful narcotics or narcotic paraphernalia, he  will be turned over to an appropriate law enforcement agency and apart from severe disciplinary action that may include termination from service, he may also have to face criminal prosecution as per the  existing state and federal laws.

The company retains the right to require the following tests:

Pre-employment

All applicants and prospective employees at “Insert Your Business Name Here” must pass a battery of drug tests before they would be given an offer of employment. Any refusal to submit to testing may well result in an automatic disqualification of all subsequent employment options in the organization.

Reasonable Suspicion

All staff members at “Insert Your Business Name Here” are subject to testing based on observations by a supervisor and or management who may suspect them of indulging in alcohol or substance abuse that may well be having a negative impact on their work. Such a supervisor may if they deem fit, send the employee for drug and/or alcohol tests if they feel that the suspicions are sound enough to warrant such tests.

Post-accident tests

Staff members are subject to be tested for alcohol and other substance  when they cause or are directly responsible for accidents that seriously damage a company vehicle, machinery, equipment or property and/or result in an injury to themselves or another employee or employees that may require both on-site and or off-site medical attention.

If such an eventuality occurs all investigation and subsequent testing must take place within two (2) hours following the accident, if not sooner. This will help ensure that the banned substance would still be in the blood stream of the perpetuator and could be more readily identified via blood and urine tests.  

Follow-ups

Any staff member who has tested positive in a drug and or alcohol test, or otherwise violated this policy, may be subjected to severe disciplinary action up to and including termination of service. 

Consequences

For employees and applicants; Any and all applicants who refuse to have their drug/alcohol tests taken or who test positive in such tests would not be considered for hiring at any level of the organization.  

Furthermore any staff members already on the payroll of “Insert Your Business Name Here” who refuse to cooperate for their mandatory tests or who are caught using, possessing, or who buy, sell, manufacture or dispense an illegal drug/narcotic substance in flagrant violation of this policy will face strict disciplinary action that may include a multitude of penalties such as suspension without pay till the completion of the progressive disciplinary process. In fact the first time an employee tests positive for alcohol or illegal drug use under this policy, the result may include severe penalties up to and including termination from service.  

Suspension

Insert Your Business Name Here” staff members will be paid for time spent in alcohol/drug testing and they will face a suspension pending the results of the drug/alcohol test. Once the results of the test have been received, the results of the aforementioned tests would be discussed with the employee in question on a pre-determined time and date. The meeting in which such discussions would take place would include the supervisor and/or management of the employee. However, if the results turn out to be negative, the employee will receive back pay and any other benefits for the number of man hours and/or days during which he had been placed under suspension.

In case the results prove to be positive, the employee would be subjected to the ‘progressive disciplinary process’ and any penalties the management deems fit including termination from service depending on the severity of his alcohol dependency and or drug abuse problem.

Confidentiality

All Information, records, connected in any way with those test results that turned out to be positive, as well as drug abuse and/or alcohol dependencies and similar ancillary documentation and indeed even legitimate medical explanations shall be kept strictly confidential by the company to the fullest extent as stipulated by all the relevant state and federal laws. Moreover both soft and hard copies of files containing such sensitive data would be stored and maintained in protected folders separate and distinct from normal personnel files as maintained by management.






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Policies Included:

Employee Manual Acknowledgment and Receipt

Company History

Corporate culture

Equal Employment Opportunity (EEO) Statement

Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)

Drug-Free Workplace

     Hard drugs

     Over the counter medication

     Drug free environment policy

     Drug users’ assistance policy

     Alcohol free environment

     Work Rules Policy Related To Drug/Alcohol Use

     Pre-employment

     Reasonable Suspicion

     Post accident tests

     Follow-up

     Consequences

     Suspension

     Confidentiality

Pornographic Material

Weapons Free Environment

Inspection Rights

Involvement in Criminal Activities

Smoke-Free Environment

Wearing  Perfumes/Lotions/Colognes

Pets

Open Door Policy

     Excessive workload

     Shift Changes

     Workplace Bullying

     Verbal Bullying

     Physical Bullying

     Gesture Bullying

     Exclusion

Violence in the Workplace

Background Checks

Classification of Employees

     Regular full-time employees

     Regular part-time employees

     Temporary full-time employees

     Temporary part-time employees

     Contractual employees

          LTC’s (Long Term Contracts)

          STC’s (Short Term Contracts)

Orientation

Probationary Period

Employment at Will

Working Hours and Workweek

Sexual Harassment in the Workplace

     Definition of sexual harassment as per the Federal EEOC

     Company policy regarding sexual harassment

     Coverage of the policy

     Procedure for filing complaints of sexual harassment

     Consequences of sexual harassment

Health and Safety Policies

     Workplace safety

     Contagious disease policy

     Employee accident reporting policy

     Personal Protective Equipment (PPE)

Company Policies and Procedures

     Code of professional conduct

     Personal appearance

     Grooming

     Beards

Payday Policy

Company Property

Software Policy

Cell Phone Usage

Electronic Communication and Internet Use

     USB/Thumb Drives

     CD/DVD Policy

     Computer Viruses

     Legal aspect of electronic communication

     Social Media Policy

     Ethical usage of social media during off duty hours

Privacy Policy

Piracy Policy

Plagiarism policy

Personnel Files

Interpersonal Employee Relationships

Nepotism, Employment of Relatives and Personal Relationships

Attendance Policy

Family and Medical Leave Act (FMLA)

 Lunch Breaks

Paid Breaks

Work from Home Policy

Holidays and Holiday Pay

Leaves Policy

     Probationary and temporary employees

     Vacation Leave

     Sick Leave

     Personal Leave of Absence

     Staff member’s benefits during leave period

     Bereavement Leave

     Jury Duty Leave

     Voting Leave

     Military Leave of Absence

Nursing Mother’s Policy

Workers Compensation Policy

The Performance Appraisal Process

     Developing Standards

     Communication of the Preset Standards

     MBOs (Management by Objectives)

     Evaluation

The Process of Progressive Discipline Policy

Performance Management vs. Progressive Discipline

     Performance issues

     Behavior Problems

     PIPs (Performance Improvement Plans)

Call Back Pay (nonexempt employees)

Employee Travel allowance and Reimbursement