Business Solutions
& Consultancy
HANDBOOK
Constant and Never-Ending Improvement
HR GOVERNANCE POLICIES
GENERAL GUIDELINES
Orderly and efficient operation of the Company requires that workers maintain proper standards of conduct and observe certain procedures. These guidelines are provided for informational purposes only and are not intended to be all-inclusive.
The Company views the following as inappropriate behavior:
(1) Negligence, carelessness or inconsiderate treatment of Company clients and / or their matters / files.
(2) Theft, misappropriation, or unauthorized possession or use of property, documents, records or funds belonging to the Company, or any client or employee; removal of same from Company premises without authorization.
(3) Divulging confidential information, of any kind, to any unauthorized person(s) or without an official need to know.
(4) Obtaining unauthorized confidential information pertaining to clients or employees.
(5) Changing or falsifying client records, Company records, personnel or pay records, including time sheets without authorization.
(6) Willfully or carelessly damaging, defacing or mishandling property of a client, the Company or other employees.
(7) Taking or giving bribes of any nature, or anything of value, as an inducement to obtain special treatment, to provide confidential information or to obtain a position. Acceptance of any gratuities or gifts must be reported to Management.
(8) Entering Company premises without authorization.
(9) Willfully or carelessly violating security, safety, or fire prevention equipment or regulations.
(10) Rude, discourteous, or un-business-like behavior; creating a disturbance on Company premises or creating discord with clients or fellow employees; use of abusive language.
(11) Insubordination or refusing to follow instructions of the immediate supervisor or management; refusal or unwillingness to accept a job assignment or to perform job requirements.
(12) Failure to observe scheduled work hours, failure to contact supervisor in the event of illness or any absence within thirty (30) minutes of the scheduled start of work; failure to report to work when scheduled; unauthorized or excessive use of sick leave or any other leave of absence.
(13) Leaving the office during scheduled work hours without permission; unauthorized absence from assigned work area during regularly scheduled work hours.
(14) Sleeping or loitering during regular working hours.
(15) Use or possession of intoxicating beverages or illegal use or possession of narcotics or drugs, on Company premises during working hours or reporting to work under the influence of intoxicants or drugs to interfere with job performance.
(16) Unauthorized possession of a weapon on Company premises.
(17) Gambling on Company premises.
(18) Soliciting, collecting money, vending, and posting or distributing bills or pamphlets on Company property. These activities are closely controlled to prevent disruption of Company services and to avoid unauthorized implication of Company sponsorship or approval. However, this general rule is not intended to hinder or in any way curtail the rights of free speech or free expression of ideas. Therefore, such activity by employees during non-working time, including meal and rest periods, is not restricted so long as such activity does not interfere with the orderly and regular conduct of the Company business, is lawful, in good taste, conducted in an orderly manner, and does not create safety hazards or violate general good housekeeping practices. Any person who is not an employee of the Company is prohibited from all forms of solicitation, collecting money, vending, and posting or distributing bills or pamphlets on Company property always.
(19) Falsification of one's employment application, medical or employment history.
(20) Unlawful or un-business-like conduct, on or off Company premises, which adversely affects the Company services, property, reputation or goodwill in the community, or interferes with work.
ANTI-HARASSMENT
The Company affirms its commitment to provide a work environment free from intimidation and harassment. Abuse of the dignity of anyone through ethnic, racist or sexist slurs or through other derogatory or objectionable conduct is offensive worker behavior. If you harass another worker of the Company or applicant to the Company because of race, religion, creed, color, national origin, ancestry, physical or mental disability, medical condition, marital status, sex, age, or any other protected classification, in accordance with applicable federal, state, and local laws, you will be subject to disciplinary action, including discharge. Likewise, if you feel you have been the object of harassment or intimidation based upon the you are to advise your supervisor, follow the normal open-door policy.
ANTI-BULLYING
In addition to the Company’s anti-harassment policy, the Company believes it necessary to delineate a policy regarding workplace bullying, as such bullying has numerous negative effects on both individual employees and the Company. Workplace bullying may cause the loss of trained and talented employees, reduce productivity and morale, and create legal risks. The Company believes all employees should be able to work in an environment free of bullying.
Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s).
The Company encourages all workers to report workplace bullying to a member of management with whom you are comfortable speaking, or directly to the Owner/President of the Company. All complaints of workplace bullying will be treated seriously and investigated promptly. In the investigation process, the Company will attempt to maintain confidentiality to the extent possible.
It is a violation of company policy to retaliate or otherwise victimize a worker who makes a complaint or a witness who serves in the investigation of the workplace bullying allegation.
SAFETY
In the event, you become injured or witness an injury during your work hours, you are to report it immediately to the nearest available management personnel. You are to render any assistance requested by your management. Any questions asked by law enforcement or fire officials making an investigative report should be answered giving only information and avoiding speculation. Liability for personal injury or property damage should never be admitted in answering an investigatory question asked by law enforcement or fire officials. You should report all nonfunctioning hazardous office equipment to your immediate supervisor.
ATTENDANCE/TARDINESS
Your attendance is a major concern of the Company. If you are ill, injured or an emergency arises which prevents you from coming to work, you must notify your supervisor no later than thirty (30) minutes before the start of your scheduled work day. If your supervisor is not available, you should contact a member of management. If you are physically unable to contact the Company, you should direct another person to make the contact on your behalf. Leaving a message with a fellow staff employee or with the answering service is not considered proper notification.
When you call in absent, you are to advise the Company of your expected date of return. Management reserves the right to require proof of illness, injury or accident, including a doctor’s statement(s) or notice(s), for any temporary disability.
Repeated absences, excessive absences (excused or unexcused) or a pattern of absences are unacceptable job performance. If you are absent for three (3) consecutive days and have not provided proper notification, the Company will assume that you have abandoned your position and you may be treated as having voluntarily terminated your employment with the Company.
If you become ill at work, notify your supervisor immediately.
OUTSIDE ACTIVITIES
You may engage in outside activities or personal educational activities during non-working hours, only if such activities do not interfere with your job performance or constitute a conflict of interest.
REPORTING IRREGULARITIES
It is the responsibility of each worker of the Company to report, immediately, any and all irregularities indicating actual or suspected existence of a loss, fraud, embezzlement or similar impairment of Company funds or property, or suspicious persons or activity.
If you have actual or constructive knowledge of any irregularity, and do not report it to your supervisor, you have engaged in unacceptable job performance.
ELECTRONIC ASSETS USAGE
The Company recognizes that use of the Internet has many benefits for the Company and its employees. The Internet and e-mail make communication more efficient and effective. Therefore, workers are encouraged to use the Internet appropriately. Any unappropriated and unprofessional usage of electronic assets may result in an immediate termination.
All company-supplied technology, including computer systems and company-related work records, belong to the Company and not the workers. The Company routinely monitors usage patterns for its e-mail and Internet communications. Although encouraged to explore the resources available on the Internet, employees should use discretion in the sites that are accessed.
Since all the computer systems and software, as well as the e-mail and Internet connection, are company-owned, all company policies are in effect always. Any workers who abuses the privilege of company-facilitated access to e-mail or the Internet, may be denied access to the Internet and, if appropriate, be subject to disciplinary action up to and including termination.
SOCIAL MEDIA
Access to any personal accounts is not permitted during working time. Business use of social media is allowed, and personal use is only limited to breaks and meal periods only. Company electronic assets may not be used to access these accounts. Workers are expected to use their own electronic assets to access their personal social media accounts during their breaks and lunch periods. Workers in violation of this policy are subject to discipline, up to and including termination of employment.
COMPANY REPRESENTATION
Workers are not to make any statements that would give the impression that the views they have expressed are the opinions of the company. Express only your personal opinions. Never represent yourself as a spokesperson for the Company. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of the Company.”
Workers should refrain from posting derogatory information about the company on any such sites and proceed with any grievances or complaints through the normal channels. workers should not post any statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening, harassing or intimidating, disparaging to customers, employees, vendors, clients or suppliers, or that might constitute harassment, discrimination, intimidation or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone's reputation or posts that could contribute to a hostile work environment based on race, sex, mental or physical disability, age, religion or any other protected classification in accordance with state, federal or local laws or Company policy. Workers are to comply always with all Company policies and practices, including but not limited to; Social Media, Anti-Harassment; Confidentiality and Trade Secrets related to Company, client/patient, and customer information; Ethics; Electronic Assets, Workplace Violence and Conduct and Behavior.
Workers may not post to any on-line forums using any official company e-mail address or providing any company telephone number or extension. Do not create a link from your blog, website or other social networking site to a Company website without identifying yourself as an employee of the Company.
If Workers are unsure about whether a message/post may violate a law or Company policy, they should speak to a member of management prior to posting it.
PHONE USAGE
The telephones of the Company are to be restricted to business calls for Company business. All employees are required to be professional and conscientious always when using company phones and to refrain from usage of personal cell phones including texting and downloading of web content unless subject to emergency situations and / or as authorized by your Supervisor.
PERSONAL PROPERTY
The Company is not liable for lost, misplaced or stolen property. You should take all precautions necessary to safeguard your personal possessions. You should refrain from having your personal mail sent to the Company because mail may be automatically opened.
Your work area and any other Company property are subject to inspection / search at any time, with or without notice. Desks and office areas are to be kept as neat and organized as possible.
