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1、PICSample Company PoliciesAnd ProceduresJanuary 2004Printing Industries of California5800 South Eastern Avenue, Suite 400P.O. Box 910936Los Angeles, CA. 90091-0936 Cost-PIC Member Free February 3, 2004 Non-Member $300 PURPOSE OF THIS SAMPLEPrinting Industries of California (PIC) recognizes the value
2、 of well-written company personnel policies and procedures. Over the years PIC has published sample employee handbook language covering basic employment policies. Members have used this language as a guide in creating written policies and procedures covering the companys employment practices and phi
3、losophies.This publication, like others before it, does not claim to be all-inclusive or a final product. New State and Federal laws and legal decisions will require this sample to be updated, along with the companys employee handbook, to reflect these changes. Further, each company must develop an
4、employee handbook, which reflects the employment practices unique to the companys operation and philosophies. Consequently, a publication such as this sample must be flexible and open ended to accommodate these differences in employment practices and philosophies.In initiating or revising your compa
5、ny personnel policies or employee handbook, do not hesitate to call Doug Moore, Vice President of Human Resources, for assistance.Although an effort has been made to provide sample language, which is consistent with applicable law, employers using this or other language may wish to have a labor atto
6、rney review their employee handbook before publication.PIC would like to extend a special thanks to the Employment Law Department at the law firm of Silver & Freedman. They have provided a good portion of the language contained in this sample handbook and review its contents from time to time. (EDIT
7、ORS NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WORKERS COMPENSATION DISABILITY AND OTHER LEAVES) The California Workers Compensation Appeals Board (WCAB) has decided in Navarro v. A&A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to pers
8、ons on temporary Workers Comp disability. A&A Farming obtained its coverage from the Western Growers Trust, a California licensed MEWA, as is the PIASC, PINC and PIASD Benefit Trusts, so it is clear that the decision applies to those firms who obtain health coverage from the PIASC, PINC or PIASD Ben
9、efit Trusts. Firms that do not obtain their coverage from the Benefit Trust may probably rely on the same decision, but it is less certain. If health coverage ceases under such a policy, affected employees (in firms of two or more employees) become eligible for COBRA extension. Companies can choose
10、to make employer payments for more or less time than the 12 weeks suggested in the sample language with the following exceptions: Companies covered by the Family and Medical Leave Act must pay for at least 12 weeks, and all companies must pay for up to 31 days for employees activated for military se
11、rvice. The companys policy of payments should be the same for all leaves the company grants so as not to be discriminatory. TABLE OF CONTENTS PAGEIntroduction 6History of Company and Marketing Services Performed.6Foreword 6Your Industry .7Reference Checks 7 Background Checks and Consumer Reports. 7
12、Terms of Employment 8Employee Classification .8Independent Contractor, Agency Temp or Leased Personnel .9Employment of Relatives 9NonHarassment Policy 9Solicitation and Distribution Rule .11Equal Employment Policy .11Reasonable Accommodation for Disabilities, Pregnancy and Lactation . 12Immigration Reform and Control Act 13Off-Duty Employees .13Conflict of Interest .13 Off Duty Conduct.13 Personal Involvement .14Appearance and Courtesy .14Advancing With the Company 14Performance Evaluations 14Promotions .14Open Door Policy .14Rumors .15Customer Property
