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1、PICSample Company PoliciesAnd ProceduresJanuary 2004Printing Industries of California5800 South Eastern Avenue, Suite 400P.O. Box 910936Los Angeles, CA. 90091-0936Cost-PIC Member FreeFebruary 3, 2004Non-Member $300PURPOSE OF THIS SAMPLEPrinting Industriesof California (PIC) recognizesthe value of we
2、ll-writtencompanypersonnel policiesand procedures. Over the years PIC has publishedsample employeehandbook language covering basic employmentpolicies. Membershaveusedthislanguage as a guide in creating written policies and procedures covering the companyemployment practices and philosophies.This pub
3、lication, 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 employee handbook,
4、 which reflects the employment practicesunique 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 company personnel polici
5、es 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 attorney review their e
6、mployee handbook before publication.PIC would like to extend a special thanks to the Employment Law Department atthe 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.(EDITOR S NOTE: HEALTH BEN
7、EFITS FOR EMPLOYEESON WORKERSCOMPENSATION DISABILITY AND OTHER LEAVES)The California Workers Compensation Appeals Board (WCAB) has decidedNavarroin v.A&A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to persons on temporary Workers C
8、omp 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 Benefit Trusts. Firms that do
9、 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 to make employer payments f
10、or 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 mustpay for up to 31 days for employees activated for military service. The company s policy
11、payments should be the same for all leaves the company grants so as not to be discriminatory.TABLE OF CONTENTSPAGEIntroduction6History ofCompany and Marketing Services Performed. 6Foreword6Your Industry .7ReferenceChecks7BackgroundChecksandConsumerReports.7Terms of Employment8Employee Classification
12、 .8Independent Contractor, Agency Temp or Leased Personnel9 .Employment of Relatives9Non Harassment Policy9Solicitation and Distribution Rule .11Equal Employment Policy .11Reasonable Accommodation for Disabilities, Pregnancy and Lactation. 12Immigration Reform and Control Act13Off- Duty Employees .1
13、3Conflict of Interest13.Off Duty Conduct13.Personal Involvement.14Appearance and Courtesy.14Advancing With the Company14Performance Evaluations14Promotions.14Open Door Policy .14Rumors .15Customer Property15Confidentiality and Non- Disclosure .15Company Equipment Monitoring, Access and Inspection16.Voice Mail, E- mail & Computer Files.16Hours of Work Workweek17Excessive Tardiness/Absenteeism18Working Conditions .18PayDay.18
