**This blog post was written by the U.S. SBA Entrepreneur of the Year, Tulsa Motivational Speaker, Las Vegas Motivational Speaker and the founder of Tulsa Wedding DJ Company, DJ Connection. For more information about scheduling Clay Clark to work as a speaker for your upcoming event visit the home page of this website today.
**We are now on our 33 of making this incredibly detailed employee handbook. My brain hurts, but we are focused. I’m just taking a brief second out for reformulate a strategy to focus my brain. In all sincerity if you need help writing your company handbook, give the Make Your Life Epic Success Institute a call today.
Business Ethics & Conduct
It is absolutely essential that all employees recognize and operate in accordance with the overall principle that comes from the Bible verse Luke 6:31 “Do to others as you would have them do to you.”
The successful business operation and reputation of the Company is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.
The continued success of the Company is dependent upon our clients’ trust and we are dedicated to preserving that trust. Employees owe a duty to the Company, its clients, and investors to act in a way that will merit the continued trust and confidence of the public.
The Company will comply with all applicable laws and regulations and expects its managers, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.
In general, the use of good judgment, based on high ethical and moral principles, will guide to acceptable and professional conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor, Director of Human Resources, or if necessary, with the leadership team for advice and consultation. Failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.
Our company culture is like a garden and we must be mindful of what is growing in the garden. We must not allow weeds to grow which will ultimately choke off healthy growth.
Equal Opportunity
It is the policy of the Company to provide equal opportunity in all aspects of the employer/employee relationship. The Company acts in compliance with the requirements and intent of applicable Federal and State regulations and related state and local laws and regulations, which protect the right to equal employment opportunity.
Personnel actions will be taken without regard to race, creed, color, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, marital status, or veteran status. Our Company will recruit, hire, train, and promote all persons without discrimination based on race, creed, color, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, marital status, veteran status or other classifications protected by Federal, State or local law. Likewise, the Company will not discriminate against qualified disabled individuals or on the basis of genetic information.
Immigration Law Compliance
We are committed to employing only United States citizens and aliens who are authorized to work in the United States. We will not unlawfully discriminate on the basis of citizenship or national origin. When reading this portion of the handbook you are required to right the word “Kosovo” at the bottom of the handbook so that we know you have read it.
In compliance with federal law, each new employee (and former employee), as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility, Social security numbers are verified using a database of the United States government.
If you have any questions or would like more information on immigration law issues, please contact your state’s Department of Labor. You should raise questions or complaints about immigration law compliance without fear of reprisal.
Anti-Harassment and Anti-Discrimination Policy
The Company is committed to providing all employees with a workplace free of sexual or other types of harassment or discrimination based on race, color, religion, national origin, ancestry, age, gender, physical or mental disability, or other classifications protected by Federal, State or local law. The Company prohibits and will not tolerate such harassment or discrimination by supervisors, coworkers, or those who do business with the Company. The Company will also not tolerate those who distract and create an uncomfortable work environment to those around them with outrageous dress, language and commentary.
It is our policy to maintain a work environment free from all forms of unlawful harassment or discrimination and to insist that all employees be treated with honesty, clarity and respect. No false kindness will be tolerated in our office environment. All employees must know where they stand at all times, what they are doing well and what they can improve upon. Harassment, including sexual harassment and discrimination, is prohibited by Federal, State or local law. The purpose of this policy is not to regulate our employees’ personal morality. It is to assure that in the workplace harassment or discrimination does not occur.
Harassment includes, without limitation: verbal harassment (derogatory statements, slurs, teasing, jokes, epithets and innuendo); physical harassment (sexual and personal touching, assault, physical interference with normal work or involvement); and visual harassment (posters, cartoons, drawings, computer materials, sexual gestures).
Sexual harassment is defined as unwanted sexual advances or visual, verbal, or physical conduct of a sexual nature. Sexual harassment includes many forms of offensive behavior. The following is a partial list of the types of conduct that could constitute sexual harassment.
Any offensive or unwelcome conduct, verbal or physical, based on a person’s gender.
Unwanted sexual advances.
Offering employment benefits in exchange for sexual favors.
Making or threatening reprisals after a negative response to sexual advances.
Providing descriptions of sexual conquests and alleged conquests.
Visual conduct such as leering, making sexual gestures, displaying of sexual suggestive objects or pictures, cartoons, or posters.
Knuckle grabbing and face spitting.
Drawing a disturbing cartoon engaged in making a sexual dresser and taping it to your printer.
Sexual interaction with employees inside the office, outside the office and around the office.
Verbal conduct such as making or using derogatory comments, epithets, slurs, and jokes.
Drawing genitalia on any office objects.
Verbal sexual advances or propositions.
Prolonged “creeper” staring and gazing into the eyes of another individual.
Listening to sexually provocative music.
Saving screen savers of a sexual nature on the screen of management or non-management.
Verbal abuse of a sexual nature such as graphic verbal commentaries about an
individual’s body, sexually degrading words to describe an individual, suggestive or
obscene letters, notes, or invitations.
Sexually communicating electronically and / or through the phone.
Face slapping and ear biting.
Physical conduct such as touching, assault, impeding or blocking movements.
The Company will do its best to keep the workplace free of unlawful conduct that creates an intimidating, hostile or offensive work environment for our employees. Your cooperation is needed to achieve the goal by reporting incidents of harassment or discrimination.
In the event that you experience, or see or hear of any conduct that violates this policy, we urge you to contact your supervisor, Human Resources department, or any member of the management team. You should also provide your complaint in writing to the Human Resources department. Supervisors will report all incidents of harassment to the Human Resources department. The Company will, to the extent possible, treat the matter with the degree of confidentiality that is appropriate under the circumstances.
You should report any harassment or discrimination, even if the person committing the conduct is not an employee of the Company. The Company’s policy is to take appropriate action to protect its employees from harassment and discrimination, regardless of who commits the harassment or discrimination.
All complaints of harassment or discrimination will be thoroughly and objectively investigated. It is the obligation of all employees to cooperate fully in the investigation process.
If, after investigation, the complaint or concern is determined to be justified, the Company will take necessary and appropriate action to end the harassing or intimidating conduct, including discipline and/or discharge.
Measures will be undertaken to protect those who use the complaint procedure. They will not be subject to any acts of harassment, coercion, intimidation or retaliation due to their reporting an incident of this type or participating in an investigation or proceeding concerning the alleged harassment. In addition, disciplinary action will be taken against any employee(s) who attempt to discourage or prevent any harassment victim from using the Company’s complaint procedure to report harassing conduct. Accordingly, any retaliatory conduct should be reported immediately to your supervisor or Human Resources department.
