                     [Company] Organization Chart

[]  This is a good place to include the company organization chart. We
suggest you do not include names -- only job titles.

[]  If and when positions or key areas of responsibility are changed,
employees should be informed by a revision memo (refer to  "Keeping Up
With Changes" in the "First Things First" section of the
EmployeeManualMaker Reference Guide).

[]  Confusion and low productivity reigns when employees don't know to
whom they report or to whom they should report various actions or
activities. A simple organization chart serves to streamline channels
of communications.




                  What You Can Expect From [Company]

[Company]'s established employee relations policy is to:

1.  Operate an economically successful business so that a consistent
level of steady work is available.

2.  Select people on the basis of skill, training, ability, attitude,
and character without discrimination with regard to age, sex, color,
race, creed, national origin, religious persuasion, marital status,
political belief, or disability that does not prohibit performance of
essential job functions.

3.  Pay all employees according to their effort and contribution to
the success of our business.

4.  Review wages, employee benefits and working conditions constantly
with the objective of providing maximum benefits in these areas,
consistent with sound business practices.

5.  Provide paid vacations and holidays to all eligible employees.

6.  Provide eligible employees with medical, disability, retirement
and other benefits.

7.  Dedicate ourselves to [x] ("Total Quality" (Corning), "Constant
and Never-ending Improvement," (CANI -- Anthony Robbins).)

8.  Develop competent people who understand and meet our objectives,
and who accept with open minds the ideas, suggestions and constructive
criticisms of fellow employees.

9.  Assure employees, after talking with their manager, an opportunity
to discuss any problem with officers of [Company].

10.  Make prompt and fair adjustment of any complaints which may arise
in the everyday conduct of our business, to the extent that is
practicable.

11.  Respect individual rights, and treat all employees with courtesy
and consideration.

12.  Maintain mutual respect in our working relationship.

13.  Provide buildings and offices that are attractive, comfortable,
orderly and safe.

14.  Promote employees on the basis of their ability and merit.

15.  Make promotions or fill vacancies from within [Company] whenever
possible.

16.  Keep all employees informed of the progress of [Company], as well
as the company's overall aims and objectives.

17.  Do all these things in a spirit of friendliness and cooperation
so that [Company] will continue to be known as "a great place to
work!"

                    What [Company] Expects From You

Your first responsibility is to know your own duties and how to do
them promptly, correctly and pleasantly. Secondly, you are expected to
cooperate with management and your fellow employees and maintain a
good team attitude. How you interact with fellow employees and those
whom [Company] serves, and how you accept direction can affect the
success of your department. In turn, the performance of one department
can impact the entire service offered by [Company]. Consequently,
whatever your position, you have an important assignment: perform
every task to the very best of your ability. The result will be better
performance for the company overall, and personal satisfaction for
you.

You are encouraged to grasp opportunities for personal development
that are offered to you. This Manual offers insight on how you can
positively perform to the best of your ability to meet and exceed
[Company] expectations.

We strongly believe you should have the right to make your own choices
in matters that concern and control your life. We believe in direct
access to management. We are dedicated to making [Company] a company
where you can approach your manager, or any member of management, to
discuss any problem or question. We expect you to voice your opinions
and contribute your suggestions to improve the quality of [Company].
(Please take a look at the section describing the submission of
Suggestions.) We're all human, so please communicate with each other
and with management.

Remember, you help create the healthful, pleasant and safe working
conditions that [Company] intends for you. Your dignity and that of
fellow employees, as well as that of our customers, is important.

[Company] needs your help in making each working day enjoyable and
rewarding.

1 Employment

Personnel Administration

  Your Personnel File

Employment Classifications

  Full-Time Employees
  Part-Time Employees
  Temporary Employees
  "Non-Exempt" and "Exempt" Employees

Employment Policies

  Anniversary Date
  Aptitude & Ability Tests
  At Will Employment
  Bonding Requirement
  Business Hours
  Confidential Information
  Credit Investigation
  Customer Relations
  Driver's License & Driving Record
  Equal Employment Opportunity
  Former Employees
  Harassment
  Health Examinations
  How You Were Selected
  Introductory Period
  Job Descriptions
  Knowledge of [Company]
  Non-Compete Agreement
  Outside Employment
  Proof of U.S. Citizenship and/or Right to Work
  Relatives
  Salesperson Agreement
  Security Checks
  Spouse Accepts Employment From a Competitor
  Spouse Works For a Competitor
  We Need Your Ideas

Standards of Conduct

  Disciplinary Actions
  Dismissal

                       Personnel Administration

[]  It may be better to list the job title or department rather than
the name of a person here.

[]  "[x] [Title/Department]" is referred to in several places -- we
recommend using your wordprocessor's global search/replace to
automatically replace "[x] [Title/Department]" with your information
(for example, Director of Personnel) throughout this entire Manual. Be
sure to type the characters "[x] [Title/Department]" exactly.

[]  Any discussion of an individual's pay should probably involve his
or her manager, and possibly someone from your Human Resources
Department (if you have one) or your designated personnel
administrator.

The task of handling personnel records and related personnel
administration functions at [Company] has been assigned to: [x]
[Title/Department]. Questions regarding insurance, wages, and
interpretation of policies may be directed to [x] [Title/Department].

Your Personnel File

[]  Most states have a law on this subject. Some information need not
be divulged to an employee under certain circumstances. Check with
your attorney on your state and local laws regarding personnel records
and modify this policy accordingly.

Keeping your personnel file up-to-date can be important to you with
regard to pay, deductions, benefits and other matters. If you have a
change in any of the following items, please be sure to notify your
manager or [x] [Title/Department] as soon as possible:

 1.  Legal name
 2.  Home address
 3.  Home telephone number
 4.  Person to call in case of emergency
 5.  Number of dependents
 6.  Marital status
 7.  Change of beneficiary
 8.  Driving record or status of driver's license, if you operate any
     [Company] vehicles
 9.  Military or draft status
10.  Exemptions on your W-4 tax form

Coverage or benefits that you and your family may receive under
[Company]'s benefits package could be negatively affected if the
information in your personnel file is incorrect.

Since [Company] refers to your personnel file when we need to make
decisions in connection with promotions, transfers, layoffs and
recalls, it's to your benefit to be sure your personnel file includes
information about completion of educational or training courses,
outside civic activities, and areas of interest and skills that may
not be part of your current position here.

You may see information which is kept in your own personnel file if
you wish, and you may request and receive copies of all documents you
have signed. Please ask your manager to make arrangements for you with
[x] [Title/Department].

                      Employment Classifications

Full-Time Employees

[]  Define the nature of each type of employee -- full time, part
time, temporary, "exempt" and "non-exempt." Make clear what benefits
each type of employee is eligible for.

[]  In the interest of team-building, you may want to avoid creating
an obvious distinction between hourly and salaried employees. Many
forward-thinking companies are working to bring management and labor
closer together -- we've developed this Manual with this in mind. As
you edit this Manual, consider the tone you use and the atmosphere
that you are creating.

[]  Be specific to avoid any chance of misunderstanding.

At the time you are hired, you are classified as either full-time,
part-time or temporary and are also told whether you qualify for
overtime pay. Unless otherwise specified, the benefits described in
this Manual apply only to full-time employees. All other policies
described in this Manual and communicated by [Company] apply to all
employees, with the exception of certain wage, salary and time off
limitations applying only to "non-exempt" (see the definition that
follows) employees. If you are unsure of which job classification your
position fits into, please ask your manager.

[]  Provide yourself with the option of rescheduling individual hours
of work in any given week at the direction of the manager.

[]  All definitions of "full-time" presented here and elsewhere must
be consistent.

An employee who has successfully completed the Introductory Period
(see the Employment Policies section for definition) of employment and
who works at least forty (40) hours per week is considered a full-time
employee.

[]  The minimum hours specified could be 20, 30, 32, 35, etc. if
allowed by your company's insurance.

If you were a full-time employee and were laid off, you will be
considered a full-time employee upon return to work, provided that you
were not on layoff for longer than one (1) year.

If you were a full-time employee and have been on an approved leave of
absence, upon return you will be considered a full-time employee,
provided you return to work as agreed in the provisions of your leave.

Part-Time Employees

[]  Fill in your standard work week here. The minimum hours per week
could be 20, 30, 32, 35, or 40 as allowed by your company's insurance.

An employee who works less than a regular forty (40) hour work week is
considered a part-time employee. If you are a part-time employee,
please understand that you are not eligible for benefits described in
this Manual, except as granted on occasion, or to the extent required
by provision of state and federal laws.

Temporary Employees

[]  If a temporary employee works for your company longer than 6
months, you may become liable for benefits. Check with your attorney
on your state and local laws regarding temporary employees and modify
this policy accordingly.

[]  Modify the reference to overtime pay as needed to comply with your
state and local laws.

From time to time, [Company] may hire employees for specific periods
of time or for the completion of a specific project. An employee hired
under these conditions will be considered a temporary employee. The
job assignment, work schedule and duration of the position will be
determined on an individual basis.

Normally, a temporary position will not exceed six (6) months in
duration, unless specifically extended by a written agreement. Summer
employees are considered temporary employees.

If you are a temporary employee, please understand that you are not
eligible for benefits described in this Manual, except as granted on
occasion, or to the extent required by provision of state and federal
laws. Those temporary employees classified as "non-exempt" (see the
definition that follows) who work more than eight (8) hours in one day
or more than forty (40) hours during any work week will receive
overtime pay.

"Non-Exempt" and "Exempt" Employees

[]  If you pay overtime after eight hours per day, specify the
circumstances. In California, for example, the law requires that
employees must be paid overtime pay when they work over 8 hours in one
day or over 40 hours in one week. Check with your attorney on your
state and local laws regarding overtime and modify this policy
accordingly.

[]  An employee's classification may change from non-exempt to exempt
when they are transferred or promoted. Be sure to notify employees
immediately if their classification changes and explain how this
affects the benefits they are entitled to. This may help avoid any
disputes, such as claims for overtime pay.

At the time you are hired, all employees are classified as either
"exempt" or "non-exempt." This is necessary because, by law, employees
in certain types of jobs are entitled to overtime pay for hours worked
in excess of eight (8) hours per day or forty hours (40) per work
week. These employees are referred to as "non-exempt" in this Manual.
This means that they are not exempt from (and therefore should
receive) overtime pay.

Note:  See "Wage & Salary Policies" in the "Compensation &
Performance" section of this Manual for a full description of overtime
payment policies.

Exempt employees are managers, executives, managers, professional
staff, technical staff, outside sales representatives, officers,
directors, owners and others whose duties and responsibilities allow
them to be "exempt" from overtime pay provisions as provided by the
Federal Fair Labor Standards Act (FLSA) and any applicable state laws.
If you are an exempt employee, you will be advised that you are in
this classification at the time you are hired, transferred or
promoted.

                          Employment Policies

Whether you are a new hire or a former employee returning to
[Company], you may feel a little strange in your new surroundings.
This is a normal feeling and is expected. Your fellow employees,
especially your manager, want to help you get off to a good start.
Feel free to ask them for help concerning anything you don't
understand.

One of the first things you should do is carefully read this Manual.
It is designed to answer many of your questions about the practices
and policies of [Company], what you can expect from [Company], and
what [Company] expects from you.

Anniversary Date

The first day you report to work is your "official" anniversary date.
Your anniversary date is used to compute various conditions and
benefits described in this Manual.

Aptitude & Ability Tests

[]  For ideas on using tests in a pre-employment situation, see the
section titled "Selecting Good People" in the EmployeeManualMaker
Reference Guide.

[]  Test should be "job related" -- how much and how well does an
applicant do something in a given time? Typing, welding, assembly,
painting, telemarketing (how they sound over-the-phone), etc.

[]  If you are selecting a test to use, make sure that the test maker
can show proof that the test has been validated. Also, make sure that
the test complies with the Americans with Disabilities Act. If you are
in doubt, consult with a local attorney familiar with ADA policy.

[]  One possible source for job-related tests is Wonderlic Personnel
Test, Inc., 1509 N. Milwaukee, Libertyville, IL 60048. Contact the
Sales Department at 800/323-3742.

If you have a disability which will affect your ability to take such a
test, it is important that you advise a Company representative of this
so that a reasonable accommodation can be arranged. Requested
accommodations may include accessible testing sites, modified testing
conditions, and accessible testing formats. [Company] reserves the
right to require medical documentation concerning the need for the
accommodation.

At Will Employment

All employment and compensation with [Company] is "at will" which
means that your employment can be terminated with or without cause,
and with or without notice, at any time, at the option of either
[Company] or yourself, except as otherwise provided by law.

Bonding Requirement

[]  Choose whichever paragraph best suits your company's needs.

Under certain circumstances, [Company] may require that you be bonded.
It is your responsibility to assure that you are bondable. [Company]
will pay the cost of bonding. Should you fail to maintain these
qualifications, you will be subject to transfer to another position,
if available, or dismissal.

  -- OR --

All employees are required to present and maintain qualifications to
be bonded. Should you fail to maintain these qualifications, you may
be subject to transfer to another position, if available, or
dismissal.

Business Hours

[]  Define your work week and time allotted for lunch and breaks.

Our regular operating hours are [x] (8 A.M.) to [x] (5 P.M.) Monday
through Friday.

Your particular hours of work and the scheduling of your lunch period
will be determined and assigned by your manager or department head.
Most employees are assigned to work a forty (40) hour work week. You
are required to take a one (1) hour unpaid lunch period daily; please
understand that you may not "work through lunch" in order to arrive
late or to leave early or to work extra time.

Confidential Information

[]  For most employees in exempt positions and certain sensitive non-
exempt positions, we recommend the Non-Disclosure Agreement provided
as part of AgreeMentor(tm), a collection of plain-English business
agreements. See the Catalog section in the back of the
EmployeeManualMaker Reference Guide for a detailed description.

Our customers and suppliers entrust [Company] with important
information relating to their businesses. The nature of this
relationship requires maintenance of confidentiality. In safeguarding
the information received, [Company] earns the respect and further
trust of our customers and suppliers.

Your employment with [Company] assumes an obligation to maintain
confidentiality, even after you leave our employ.

Any violation of confidentiality seriously injures [Company]'s
reputation and effectiveness. Therefore, please do not discuss
[Company] business with anyone who does not work for us, and never
discuss business transactions with anyone who does not have a direct
association with the transaction. Even casual remarks can be
misinterpreted and repeated, so develop the personal discipline
necessary to maintain confidentiality. If you hear, see or become
aware of anyone else breaking this trust, consider what they might do
with information they get from you.

If you are questioned by someone outside the company or your
department and you are concerned about the appropriateness of giving
them certain information, remember that you are not required to
answer, and that we do not wish you to do so. Instead, as politely as
possible, refer the request to your manager or to the President.

No one is permitted to remove or make copies of any [Company] records,
reports or documents without prior management approval.

Because of its seriousness, disclosure of confidential information
could lead to dismissal.

  -- OR --

[]  You may want to have a more general statement in your manual and
have employees sign a separate Agreement. This will enable you to
tailor the Agreement to each department's needs. Also, when an
employee signs something it reinforces the importance of the issue.

As an employee of [Company], you have access to personal and
confidential information. All [Company] business must be kept strictly
confidential. You may be required to sign a Confidential Information
Agreement to this effect.

Credit Investigation

[]  You must have a signed release from the applicant to legally
conduct a credit investigation on him. The short version of the
"Background Research Release" included on diskette and in the
EmployeeManualMaker Reference Guide contains a passage that authorizes
a credit investigation.

[]  Recently, several credit reporting agencies have been under fire
regarding accuracy -- you would be well advised to restrict the use of
credit investigations to those employees hired in a management or
financial capacity.

[]  You must specify to the credit reporting agency why you are
requesting a credit check.

Following the requirements imposed by the Federal-Truth-In-Lending and
the Fair Credit Reporting Acts, [Company] conducts a pre-employment
credit check on all applicants who are offered and who accept an offer
of employment. Your employment with us may be conditional upon our
review of the information in the credit check. [Company] reserves the
right to conduct this credit check at any time after you have been
employed. Remember, you have certain legal rights to discover and to
dispute or explain any information prepared by the credit checking
company.

Customer Relations

The success of [Company] depends upon the quality of the relationships
between [Company], our employees, our customers, our suppliers and the
general public. Our customers' impression of [Company] and their
interest and willingness to purchase from us is greatly formed by the
people who serve them. In a sense, regardless of your position, you
are [Company]'s ambassador. The more goodwill you promote, the more
our customers will respect and appreciate you, [Company] and
[Company]'s products and services.

Here are several things you can do to help give customers a good
impression of [Company]:

1.  Act competently and deal with customers in a courteous and
respectful manner.

2.  Communicate pleasantly and respectfully with other employees at
all times.

3.  Follow up on orders and questions promptly, provide businesslike
replies to inquiries and requests, and perform all duties in an
orderly manner.

4.  Take great pride in your work and enjoy doing your very best.

These are the building blocks for your and [Company]'s continued
success. Thank you for adding your support.

Driver's License & Driving Record

[]  This need only apply to employees who are required to drive as
part of their job.

Employees whose work requires operation of a motor vehicle must
present and maintain a valid driver's license and a driving record
acceptable to our insurer. You will be asked to submit a copy of your
driving record to [Company] from time to time. Any changes in your
driving record must be reported to the personnel department
immediately. Failure to do so may result in disciplinary action,
including possible dismissal.

Note: See "Traffic Violations" and "Use of Company Vehicle" in the
"Other Policies" section of this Manual for further information.
