Housekeeping

Neatness and good housekeeping are signs of efficiency. You are
expected to keep your work area neat and orderly at all times -- it is
a required safety precaution.

Easily accessible trash receptacles and recycling containers are
located throughout the building. Please put all litter and recyclable
materials in the appropriate receptacles and containers. Please don't
put cigarettes out on the floor or throw ashes into any container not
meant for that purpose. Always be aware of good health and safety
standards, including fire and loss prevention.

Please report anything that needs repairing or replacing to your
manager immediately.

Inspection of Packages

[Company] reserves the right to inspect all packages or closed
containers brought into or taken out of the work area.

Labor Unions

Our employees are not represented by a labor union; however
[Company]'s policy is to provide wages and benefits that compare
favorably with those at other companies in our region and industry. We
also strive to provide the safest and best possible working conditions
for you.

One of [Company]'s primary goals is to successfully meet its
responsibilities to you, our employee, both as an individual, and as a
contributing member of [Company]. This is accomplished by managing
[Company] in such a way that you will always be treated with respect
and dignity. We believe every person deserves to be treated in this
manner, in any situation. We also believe this principle helps make
[Company] successful. And, in this environment, we can work together
to solve any problems that may arise.

Layoff & Recall

In the unlikely event of a reduction in workforce, employees will be
laid off based on skills and abilities as well as seniority. Please
understand that if the skills and abilities of two employees are
equal, seniority will be the determining factor in the layoff
decision.

[]  This next section is included to spell-out a recall program only
if you are absolutely required to have one. Otherwise, take this
section out -- or you'll put unnecessary restrictions on yourself when
it comes time to hire replacements for the laid off workers (what if
you don't want them back?!).

However, when it's necessary to recall employees from layoff status,
recall will be in reverse order to the layoff. Recall will be made by
mail to your last known address or by telephone call. Failure to
respond to the recall within two (2) days of notice will be considered
a voluntary resignation. Laid off employees must keep [Company]
informed of any change in mailing address or telephone number.
Employees will lose their seniority if laid off for more than three
(3) months.

[]  Depending on the nature of your business, 3 months may be too
short a period -- 6 months may be more appropriate. This could be the
case with certain construction companies, or in parts of the country
where climatic conditions preclude certain kinds of work for part of
the year.

If you leave the area, plan to leave the area, or you are unreachable
for a period of time, please feel free to contact your manager or [x]
[Title/Department] to let us know you are interested in returning to
work.

Life-Threatening Illnesses

[Company] recognizes that employees with a life-threatening illness,
including, but not limited to, cancer, heart disease, and AIDS, may
wish to continue to engage in as many of their normal pursuits as
their condition allows, including work. These employees must be able
to meet acceptable performance standards.  Performing normal job
functions must not exacerbate their condition. Medical evidence must
indicate that their condition is not a threat to other workers.

Managers need to be sensitive to the employee's condition and ensure
that the employee is treated consistently with other employees.
[Company] seeks to provide a safe work environment for all employees
and customers.  Therefore, precautions should be taken to ensure that
any employee's condition does not present a health and/or safety
threat to other employees or customers.

When dealing with situations involving employees with life-threatening
illnesses, managers should:

*  Remember that an employee's health condition is personal and
confidential, and reasonable precautions should be taken to protect
information regarding an employee's health condition.

*  Contact the [x] [Title/Department] if you believe that you or other
employees need information about terminal illness, or a specific life-
threatening illness, possible contagion, or if you need further
guidance in managing a situation that involves an employee with a life-
threatening illness.

*  Contact the [x] [Title/Department] to determine if a statement
should be obtained from the employee's attending physician that
continued presence at work will pose no threat to the employee, co-
workers, or customers.  [Company] reserves the right to require an
examination by a medical doctor appointed by the company.

*  Make reasonable accommodation for employees with a life-threatening
illness provided that any accommodations made do not require
significant difficulty or expenses.

*  Make a reasonable attempt to transfer employees with a life-
threatening illness who request a transfer and are experiencing undue
emotional stress.

*  Be sensitive and responsive to co-workers' concerns.

*  Do not give special consideration beyond normal transfer requests
for employees who feel threatened by a co-worker's life-threatening
illness.

*  Be sensitive to the fact that continued employment for an employee
with a life-threatening illness may sometimes be therapeutically
important in the remission or recovery process, or may help to prolong
that employee's life.

Managers

Your immediate manager is the person on the management team who is
closest to you and your work. Your day-to-day contact with your
manager gives you a chance to receive guidance and counsel regarding
your assignments and the progress you make on your job. Your manager
can show you how your work fits into the overall picture, teach you
how to do things, explain the "hows" and "whys," and encourage you
when things look a little tough.

Your manager is in complete charge of the department. He or she is
responsible for the efficient operation of the department. Your
manager has authority to hire and dismiss, to assign work, recommend
pay increases, transfers or promotions, and to maintain order and
discipline. This may be accomplished by the manager personally or
through his or her assistant.

Remember, your manager knows most of the answers, and, if not, knows
where to get them. Your manager probably started in a job much like
yours and can guide and help you. Your manager wants you to succeed.
Please get to know your manager, and when you need help or have
questions, complaints, problems or suggestions, contact your manager
first. He or she is interested in your success, the success of every
member of your department, and the overall success of [Company].

Your manager is human, has many responsibilities, and needs your
cooperation, assistance, and loyalty. He or she wants to help you -
that's their job - so please ask, and please be willing to meet your
manager half way. If he or she cannot help you or answer your
question, your question will be referred to someone who can. You can
expect to be treated fairly and with respect. Like [Company], your
manager has a direct interest in you. He or she wants you to consider
him or her as your advisor, friend and mentor. Go to your manager for
information about your job, your pay, or other matters of company
policy.

Please don't overburden your manager with questions that can be
answered by reading this manual or by checking bulletin boards. Do
feel free to ask for clarification of regulations or responsibilities.
Any problem that hinders the efficient completion of your
responsibilities should be taken up with your manager.

Open Door Policy & Counseling

[]  A sample memo called "Voicing Concerns" is included in the Forms &
Memos section of the EmployeeManualMaker Reference Guide and on
diskette and may be used to reinforce your open door policy and to
encourage employee suggestions and communications.

Normally, you will be expected to use the Grievance Procedure outlined
earlier in this Manual to resolve a problem. However, if the problem
or complaint is of a personal nature, or a very delicate matter, you
may meet first with any member of management, including the President,
to discuss it. He or she will decide if you should first discuss the
problem with your immediate manager. If so, you will be directed to
use the Grievance Procedure. If the complaint, suggestion, or question
is of such a nature that resolution would be hampered by the Grievance
Procedure, the management person you contact will take the appropriate
action.

Outside Activities

No employee may take an outside job, either for pay or as a donation
of his or her personal time, with a customer or competitor of
[Company]; nor may they do work on their own if it competes in any way
with the sales of products or services we provide our customers. If
your financial situation requires you to hold a second job, part-time
or full-time, or if you intend to engage in a business enterprise of
your own, we would like to know about it. Before accepting any outside
employment it would be a good idea to discuss the matter with your
manager.

Parking Lot

You are encouraged to use the parking areas designated for our
employees. Please keep in mind that the parking spaces adjacent to or
in front of our building(s) are for customers and visitors only.
Remember to lock your car every day and park within the specified
areas.

Courtesy and common sense in parking will avoid accidents, personal
injuries, damage to your vehicle and to the vehicles of other
employees. If you should damage another car while parking or leaving,
immediately report the incident, along with the license numbers of
both vehicles and any other pertinent information you may have, to
your manager.

[Company] does not assume any liability for any loss or damages you
may sustain.

Payroll Advances

[]  If you expect to grant payroll advances on occasion, you may want
to use the "Employee I.O.U." form included in the Forms & Memos
section of the EmployeeManualMaker Reference Guide and on diskette.

[Company] rarely advances or loans money to employees. In the event
you must borrow against your paycheck, you must first discuss your
situation with your manager.  If he or she feels that your request is
justified, an "Employee I.O.U." form will be provided for you to fill
out and sign.

Note:  See "Deductions (Other)/Direct Deposit" in the Compensation &
Performance section for further information.

Personal Phone Calls & Mail

[]  You may want to consider installing a pay-phone and requiring your
employees to use it for all (non-emergency) personal calls.

Our telephone bills [can be/are] astronomical. Please keep personal
phone calls to a minimumthey must not interfere with your work. You
are permitted to make limited local area calls on company telephones
for essential personal business during lunch or "break" periods only.
Please do not abuse this privilege. Emergency calls regarding illness
or injury to family members, changed family plans, or calls for
similar reasons may be made at any time. Incoming urgent calls will be
directed to you.

Please don't use [Company] as a personal mailing address, and do not
put personal mail in the stacks that are to be run through the postage
meter. Although the amount may seem small, it is still considered
theft.

Personal Property

[]  Check with your attorney on your state labor relations policies to
determine if a release is required before you can inspect company
supplied lockers. If so, you may want to include a release form
(authorizing locker inspection) for the employee's signature as part
of the "New Hire" package completed by each new employee.

Due to the strict liability guidelines of our insurance carrier, under
no circumstances are you allowed to keep personal equipment or
vehicles on [Company] property where damage or fire could result.

You will be assigned a locker for your personal possessions. Locks are
furnished by [Company]. You are responsible for keeping your locker
clean, sanitary, and orderly. Lockers may be inspected at any time,
with or without notice, for cleanliness by [Company] and periodically
you will be asked to remove your possessions so that the lockers can
be sanitized. Please understand that [Company] cannot assume any
responsibility for loss or damage to personal property of any
employee.

Personal Use of Company Property

[]  Choose whichever paragraph best suits the needs of your company.

In some instances, employees may be allowed to borrow certain
[Company] tools or equipment for their own personal use while on our
premises. In no instance may this be done off our premises, or without
prior management approval. You understand and agree that [Company] is
not liable for personal injury incurred during the use of company
property for personal projects. As a [Company] employee, you accept
full responsibility for any and all liabilities for injuries or losses
which occur, or for the malfunction of equipment. You are responsible
for returning the equipment or tools in good condition, and you agree
that you are required to pay for any damages that occur while using
the equipment or tools for personal projects.

  -- OR --

If you want to use [Company] equipment or tools during or after work
hours for personal benefit, you must have the approval of your
manager. You must have a written pass before removing the equipment or
tools from [Company] property. You understand and agree that [Company]
is not liable for personal injury incurred during the use of company
property for personal projects. As a [Company] employee, you accept
full responsibility for any and all liabilities for injuries or losses
which occur, or for the malfunction of equipment. You are responsible
for returning the equipment or tools in good condition, and you agree
that you are required to pay for any damages that occur while using
the equipment or tools for personal projects.

Promotion Policy

[]  This policy is important for civil rights reasons as well as
practical reasons.

It is our policy to advise all employees about advancement
opportunities by means of bulletin boards or other suitable methods.
Please submit your request for consideration for a specific position
directly to your manager.

Whenever a position becomes available, every effort will be made to
fill it by promoting a qualified employee. Jobs will be awarded based
on individual ability and past job performance, as well as length of
service if two people have similar qualifications. By utilizing all
opportunities for education and performing your job excellently, you
may become qualified to fill a position of greater skill,
responsibility and value at [Company]. [Company] will always continue
to look outside the company for potential employees as well.

Whenever you are learning a new job, or if your abilities are unknown
in a particular job, you will be classified as a trainee during the
time necessary for you to gain experience to do the job. The length of
training time for any given job is governed by the experience required
for that job and your learning ability. You will be reviewed every
ninety (90) days while training. At these reviews, you may receive an
increase in pay, timed so that upon completion of the training period,
you will be receiving a wage comparable to others in the job.

Property & Equipment Care

It is your responsibility to understand the machines you need to use
to perform your duties. Good care of any machine that you use during
the course of your employment, as well as the conservative use of
supplies, will benefit you and [Company]. If you find that a machine
is not working properly or in any way appears unsafe, please notify
your manager immediately so that repairs or adjustments may be made.
Under no circumstances should you start or operate a machine you deem
unsafe, nor should you adjust or modify the safeguards provided.

Recycling, Waste Prevention & Conservation

[]  This a policy for forward-thinking companies as well as those
interested in saving money. Many employees will appreciate your
concern for the environment.

[]  A portion of this policy has been converted into a sample memo
that might be used (with appropriate revisions) to implement a
recycling program in your company. The sample recycling memo is
included on diskette as a separate file.

[]  You may want to create a specific list of items that are and are
not acceptable for recycling and post copies near your recycling
containers.

[Company] actively recycles as many materials as possible:

Acceptable (Please place these in the proper recycling bins.)

      Aluminum
      Computer Paper -- Pin Fed, Single Sheet, Green or Blue Bar,
                        Plain White
      White Ledger -- Bleached Bond, White Copier Paper, Envelopes,
                      Adding Machine Tape
      Laser Printer Cartridges
      Newspapers
      Plastic
      Shipping Cartons & Packing Materials

Unacceptable (Please keep these contaminants out of the recycling
bins.)

     COLORED PAPER
     Carbons
     NCR Paper
     Magazines
     FAX Paper
     Glossy Paper
     Wrapping Paper
     Cardboard
     Food

Exception:

     Metal paper clips and staples may be left on the paper.

Just A Few Reasons For Recycling:

Solid Waste: It has been estimated that each man, woman, and child
produces an average of four pounds of trash every day, almost 1,500
pounds a year. Most of this garbage gets buried in a landfill, and we
are running out of landfill space at an alarming rate. Paper makes up
about 25% of many cities' garbage, much of which could be diverted
through office paper recycling programs.

Paper Production:  As many as seventeen small trees are required to
make one ton of paper. Recycling slows the demand for virgin timber
fibers and lessens the strain on our forest resources.

Energy Conservation:  Up to 64% less energy is required to produce
paper from waste paper instead of from virgin wood pulp. In the case
of office paper, the equivalent of almost three barrels of oil is
saved for every ton of paper recycled.

Air & Water Pollution:  The manufacturing of paper from used paper
instead of from trees produces almost 60% less pollution of air and
water.

Water Conservation:  The manufacturing of recycled paper uses only
half of the water that is required in the manufacturing of virgin
paper.

How Much Does [Company] Consume Per Year?

Paper ([x] tons) = [Number of employees] x .5 lbs. x 260 working
days/yr  2000 lbs.

Trees ([x] trees) = 17 trees x [x tons] of paper

Oil ([x] gallons of oil) = 682.5 gallons of oil [x tons] of paper

How The [Company] Recycling Program Works

You will be given two small containers (one for white paper and one
for computer paper) to go on or near your desk. When you're through
using any paper, simply put it into the appropriate container instead
of the trash can. When either of your containers is full, empty the
contents into one of the central containers stationed on your floor.
Paper is much more valuable when it is separated by grade, so please
put the white paper into the "white paper only" container and computer
paper into the "computer paper only" container (all central containers
will be clearly marked). That's the end of your involvement -- it's
that easy!

Because we all have a lifelong habit of just throwing something away
when we're finished using it, it may take some time to remember not to
throw the recyclable paper into the trash can. You have to think about
it at first, but in a very short time it will become just another one
of those things you do.

Please keep all "contaminants," including colored paper, magazines,
glossy paper, carbon paper, newspapers, soda cans, half-eaten
sandwiches, etc., out of the paper recycling containers. If you're
recycling an old report, please remove the covers, any colored paper,
and plastic bindings. Metal staples and small paper clips do not need
to be removed. Soda cans, soda bottles, and glass jars and bottles can
all be re-cycled. Please put these items into the designated recycling
containers.

If you are "cleaning house" and getting rid of a lot of old forms or
files, let your program coordinator know ahead of time so that the
waste paper dealer can be called to bring extra containers or do extra
pickups. If the central containers fill up before the scheduled
pickup, try pushing the paper down --  the container may just be full
of a lot of air. If the container is definitely full, find a box to
use for the overflow and ask the coordinator to call for a pick up.
NOTE: Please don't crumple up paper being thrown away (in the trash or
in recycling)it takes up much less space when it's flat.

Recycling containers are located near computer printers, copiers, in
the lunch/break area and in the shipping department. Please do your
part to recycle reusable materials. Please reuse items until they
genuinely need to be replaced. Also, please pay attention to ways of
conserving energy. Some of the easiest ways to do this are to make
sure lights, equipment and faucets are turned off, and all doors and
windows are closed whenever practical.

Waste of time, materials, equipment and utilities is costly to you and
[Company]. You can help make every minute count. Eliminate waste
whenever possible. In the long run, you will benefit by helping to
reduce operating costs. The money saved by eliminating waste can be
passed along to employees in the form of profit-based bonuses and
other benefits.

References

[Company] does not respond to oral requests for references. All
requests must be in writing and on company letterhead. In the event
you leave the employ of [Company] we may be able to provide references
to potential employers, depending upon the circumstances, your
employment history, etc. However, you must first sign a reference
release waiver, allowing us to release reference information beyond
merely confirming that you worked at [Company] for a specific period
of time and your position.

As an employee, do not under any circumstances respond to any requests
for information regarding another employee unless it is part of your
assigned job responsibilities. If it is not, and you receive a request
for a reference, you should forward the request to the personnel
department for a response.

Reinstatement

See "Former Employees" in the "Employment" section for information on
reinstatement.

Resignation

While we hope both you and [Company] will mutually benefit from your
continued employment, we realize that it may become necessary for you
to leave your job with [Company]. If you anticipate having to resign
your position with [Company], you are expected to notify your manager
at least two (2) weeks in advance of the date that you must leave.

Restricted Areas

In the interest of safety and security, certain portions of
[Company]'s facilities may be restricted to authorized personnel only.
Such areas will be clearly marked. Some areas may be designated no
smoking areas as well.

Note:  See "Smoking" later on in this section for further information.

Return of Company Property

Any [Company] property issued to you, such as product samples, tools
or uniforms, must be returned to [Company] at the time of your
dismissal or resignation, or whenever it is requested by your manager
or a member of management. You are responsible to pay for any lost or
damaged items. The value of any property issued and not returned may
be deducted from your paycheck, and you may be required to sign a wage
deduction authorization for this purpose.
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