Safety Rules

[]  Be sure you have all required OSHA posters on display in your
facilities. If you have more than 11 employees, you are required to
complete Form 200, which summarizes your injuries and illnesses. The
Form should be signed by a company officer to certify the data.

[]  For posters, forms, or more information, contact the OSHA office
nearest you or call the Occupational Safety & Health Administration
offices in Washington, D.C. at (202) 219-8576.

[]  For more information on SafetyPlanBuilder(tm), JIAN's software for
producing a comprehensive written health and safety plan, see the
Catalog section in the back of the EmployeeManualMaker Reference
Guide.

Safety is everybody's business. Safety is to be given primary
importance in every aspect of planning and performing all [Company]
activities. We want to protect you against industrial injury and
illness, as well as minimize the potential loss of production.

Please report all injuries (no matter how slight) to your manager
immediately, as well as anything that needs repair or is a safety
hazard. Below are some general safety rules. Your manager or
department head may post other safety procedures in your department or
work area:

*  Avoid overloading electrical outlets with too many appliances or
machines.

*  Use flammable items, such as cleaning fluids, with caution.

*  Walk -- don't run.

*  Use stairs one at a time.

*  Report to your manager if you or a co-worker becomes ill or is
injured.

*  Ask for assistance when lifting heavy objects or moving heavy
furniture.

*  Smoke only in designated smoking areas.

*  Keep cabinet doors and file and desk drawers closed when not in
use.

*  Never empty an ash tray into a waste basket or open receptacle.

*  Sit firmly and squarely in chairs that roll or tilt.

*  Wear or use appropriate safety equipment as required in your work.

*  Avoid "horseplay" or practical jokes.

*  Start work on any machine only after safety procedures and
requirements have been explained (and you understand them).

*  Use air hoses only for the use intended. Avoid blowing air at
yourself or anyone else.

*  Wear appropriate personal protective equipment, like shoes, hats,
gloves, goggles, spats, hearing protectors, etc., in designated areas
or when working on an operation which requires their use.

*  Keep your work area clean and orderly, and the aisles clear.

*  Stack materials only to safe heights.

*  Watch out for the safety of fellow employees.

*  Use the right tool for the job, and use it correctly.

*  Wear gloves whenever handling castings, scrap, barrels, etc.

*  Operate motorized equipment only if authorized by your immediate
manager. All operators must be licensed by [Company].

Remember, failure to adhere to these rules will be considered serious
infractions of safety rules and will result in disciplinary actions.

Safety Rules When Operating Machines & Equipment

[]  Be sure to delete any items that do not apply to your business and
add any others you may need.

*  Machine guards must be in place while machines are in operation.

*  Loose clothing, jewelry or rings must be removed before operating
machinery.

*  You must have steel toe shoes and (if necessary) prescription eye
protection to start the job.

*  Required personal protective equipment, except for prescription
glasses and steel toe shoes, will be issued to you by your manager.

Steel toe shoes may be purchased through [Company] on a contributory
basis only after you have completed your Introductory Period.
Prescription eye protection may be purchased through [Company] on a
contributory basis. You will be reimbursed by [Company] for a portion
of the price of steel toe shoes purchased from an outside source,
after completion of an expense report (with receipt attached).

Replacement for mandatory personal protective equipment which has been
purposely destroyed or lost may be purchased by you at cost. You may
purchase personal protective equipment that is not mandatory through
[Company] at a reduced cost.

We will continue to provide a clean, safe and healthy place to work
and we will provide the best equipment possible. You are expected to
work safely, to observe all safety rules and to keep the premises
clean and neat. Remember that carelessly endangering yourself or
others may lead to disciplinary action, including possible dismissal.

Security

[]  The Forms & Memos section at the end of the EmployeeManualMaker
Reference Guide includes an Employee Participation in Loss Prevention
Memo to assist you in your loss prevention efforts.  This memo is
also available on diskette.

Maintaining the security of [Company] buildings and vehicles is every
employee's responsibility. Develop habits that insure security as a
matter of course. For example:

*  Always keep cash properly secured. If you are aware that cash is
insecurely stored, immediately inform the person responsible.

*  Know the location of all alarms and fire extinguishers, and
familiarize yourself with the proper procedure for using them, should
the need arise.

*  When you leave [Company]'s premises make sure that all entrances
are properly locked and secured.

Seniority

Many of your benefits, like vacations, are determined by seniority.
Also, seniority is one of the factors recognized when making
promotions. Therefore, seniority is very important to you as an
employee.

You must complete an Introductory Period when you are hired. During
this period, you carry no seniority rights. If you are retained after
the Introductory Period, you will be credited with seniority. Your
seniority will reflect your length of employment beginning on the date
on which you began work (anniversary date).

Service Awards

[]  Include this policy only if you plan to honor it for each and
every employee; modify the awards and years of service required as
needed to meet the needs of your company.

Each year, [Company] honors its long-term employees by presenting
service awards at an annual company function. Service awards will be
given after you have completed five, ten, fifteen, twenty, and twenty-
five years of service.

The awards are:

     [x]                 Five Years of Service
     Bronze              Ten Years of Service
     Silver              Fifteen Years of Service
     Gold                Twenty Years of Service
     Gold with Ruby      Twenty-Five Years of Service
     Gold with Diamond   [x]

Smoking

[]  The current trend is toward "No Smoking" facilities. Although many
businesses still provide designated smoking areas, it is permissible
to ban smoking entirely on company premises or during work hours. It
is generally not permissible to deny employment to smokers, when they
are prepared to refrain from smoking on the premises and during work
time. Two alternative policies are provided.

Please don't smoke in areas where you are directly serving customers
and where it may be offensive to your co-workers. If you smoke, there
are a variety of places appropriate for you to enjoy a short break.
Please be courteous and concerned about the needs of your fellow
employees and others. The wishes and preferences of non-smokers will
take precedence over those of employees who smoke. Smoking is
permitted in private offices if the occupant allows it. Please do not
smoke in restricted areas.

Please remember to conform to our customer's smoking policies when
working at a customer's site.

  -- OR --

[Company] discourages its employees from smoking. Smoking is regarded
as a poor health habit which can detract from performance and is often
offensive to co-workers and/or customers. While we cannot regulate
employee conduct off the job or outside of work hours, we feel it is
our responsibility to provide a workplace free of exposure to
hazardous substances, and we have therefore established our facility
and business as a smoke-free workplace. All employees are expected to
abide by this policy while at work.

Solicitations & Distributions

[]  If you don't want employees selling merchandise or circulating
petitions during working hours, specify that you will not allow the
distribution of any literature, petitions, surveys or the sale of any
merchandise, raffle tickets, etc.

Solicitation for any cause during working time and in working areas is
not permitted. You are not permitted to distribute non-company
literature in work areas at any time during working time. Working time
is defined as the time assigned for the performance of your job and
does not apply to break periods and meal times. Working areas do not
include the lunch room or the parking areas. Solicitation during
authorized meal and break periods is permitted so long as it is not
conducted in working areas. However, employees are not permitted to
sell chances, merchandise or otherwise solicit money or contributions
without management approval.

Persons not employed by [Company] are prohibited from soliciting or
distributing literature on company property.

Substance Abuse

[]  The most constructive and realistic corporate policies on
workplace substance abuse are the ones that correlate the health and
safety of the employees to the other assets of the business.

[]  Note:  The inclusion of the following sample policies is not meant
to imply that you should adopt the following as your official company
policy on substance abuse. Nor is it implied that any of the sample
policies contained herein be used as is, without modification to meet
your specific needs, or without first gaining the approval of legal
counsel. Ideally, you may find that certain passages can assist
management in explaining to other staff members, under appropriate
circumstances, the relevance of substance abuse policies and why they
must be consistently enforced.

[]  What an employee does on his or her own time away from company
property is their business. This argument is often raised and brings
up some interesting points about impairment and being "under the
influence" as a result of actions off the job. Management has every
legitimate right to be concerned with off-the-job actions as they
affect work performance and safety. Caution is given to carefully
approach that fine line between on-the-job and off-the-job consumption
and use. The key is to look for signs of impaired work-related
performance and to document findings. If conclusive evidence exists,
management then has the prerogative to take decisive action steps to
remove the risk and exposure to other employees and to the company.

[Company] is committed to providing its employees with a safe
workplace and an atmosphere which allows them to protect inventory and
other assets placed in their care; [Company] employees should not be
subject to any safety threats from fellow workers. You are expected to
be in suitable mental and physical condition while at work, allowing
you to perform your job effectively and safely.

Whenever use or abuse of any mood altering substance (such as alcohol
or other drugs) interferes with a safe workplace, appropriate action
must be taken. [Company] has no desire to intrude into its employees'
personal lives. However, both on-the-job and off-the-job involvement
with any mood altering substances can have an impact on our workplace
and on [Company]'s ability to achieve its objectives of safety and
security. Therefore, you are expected to report to the workplace with
no mood altering substances in your body. While you may make your own
lifestyle choices, [Company] cannot accept the risk in the workplace
which substance use or abuse may create. The possession, sale or use
of mood altering substances at the workplace, or coming to work under
the influence of such substances shall be a violation of safe work
practices and will be subject to disciplinary action, including
possible dismissal.

[]  Note: The hesitation regarding dismissal stems from an option
available to provide rehabilitation for the employee through an
Employee Assistance Program. Depending on circumstances (i.e. whether
or not the employee was stealing from the company to support the drug
habit), the company may find it more appropriate to help the troubled
employee. The cost of employee replacement is extremely high and must
be weighed against the option to offer treatment and to give the
employee a second chance.

  -- OR --

[Company] has a vital interest in maintaining safe, healthful, and
efficient working conditions for its employees.  Being under the
influence of a drug or alcohol on the job may pose serious safety and
health risks not only to the user, but to all those who work with the
user, as well as our customers.

[Company] also recognizes that its own health and future are dependent
upon the physical and psychological health of its employees.
Accordingly, [Company] has established the following guidelines with
regard to use, possession or sale of alcohol or drugs:

*  [Company] will maintain pre-employment screening practices designed
to prevent hiring individuals who use illegal drugs or individuals
whose use of legal drugs or alcohol indicates a potential for impaired
or unsafe job performance.

*  The manufacture, possession, use, distribution, sale, purchase, or
transfer of, or being under the influence of, alcohol or illegal drugs
is strictly prohibited while on [Company] premises or while performing
company business.  Holiday gifts of alcohol, which are given or
received by employees, but are not opened or consumed on company
premises, although not encouraged, would not be considered a violation
of this policy.

*  Employees will not be permitted to work while under the influence
of drugs or alcohol.  Individuals who appear to be unfit for duty may
be subject to a medical evaluation which may include drug or alcohol
screening.  Refusal to comply with a fitness-for-duty evaluation may
result in disciplinary action up to and including discharge.

*  Off-the-job illegal drug use which could adversely affect an
employee's job performance or which could jeopardize the safety of
other employees, the public or company facilities, or where such usage
could jeopardize the security of company finances or business records,
or where such usage adversely affects customers' or the public's trust
in the ability of the company to carry out its responsibilities, will
not be tolerated.  Employees who are involved in or suspected of
involvement in off-the-job drug activity will be considered in
violation of this policy.

*  Employees undergoing prescribed medical treatment with a controlled
substance that may affect the safe performance of their duties are
required to report this treatment to their manager through their
personal physician.

[Company] recognizes that alcoholism/drug abuse is a form of illness
that is treatable in nature. The company shall not discriminate
against employees based on the nature of their illness. No employees
shall have their job security threatened by their seeking of
assistance for a substance abuse problem. The same consideration for
referral and treatment that is afforded to other employees having non-
drug/alcohol related illnesses shall extend to them.

*  Every effort shall be made to provide an early identification of a
substance abuser, to work with and assist the employee in seeking and
obtaining treatment without undue delay.

*  Early identification of the substance abuser shall be based upon
job performance and related criteria, as well as resulting impairment
on the job from the job activities. The manager of the employee shall
bring such information to the attention of the designated
representative for further evaluation. An employee who voluntarily
seeks treatment for a substance abuse problem which requires a leave
of absence for treatment shall be granted such leave of absence and
further shall be eligible for benefits under the specifications of the
existing insurance policy.

Nothing in this policy is construed to prohibit the corporation from
its responsibility to maintain a safe and secure work environment for
its employees or from invoking such disciplinary actions as may be
deemed appropriate for actions of misconduct by virtue of their having
arisen out of the use or abuse of alcohol or drugs or both.

Suggestions

[]  Employees are the source of many good ideas and suggestions. There
are numerous types of suggestion programs which can be implemented.
The following sample policy is a good place to start. A sample "Bright
Idea" form is included in the Forms & Memos section of the
EmployeeManualMaker Reference Guide and also available on diskette.

We encourage all employees to bring forward their suggestions and good
ideas about how our company can be made a better place to work, our
products improved, and our service to customers enhanced. When you see
an opportunity for improvement, please talk it over with your
immediate manager. He or she can help you bring our idea to the
attention of the people in the company who will be responsible for
possibly implementing it.

All suggestions are valued and listened to. When a suggestion from an
employee has particular merit, we provide for special recognition of
the individual(s) who had the idea.

Theft

[]  A strong psychological deterrent is critical to thwart the
pervasive problems of internal theft. The fear of punishment, if and
when caught, should overshadow the temptations and opportunities that
prompt employees to steal. Along with the fear of detection through
good internal controls, a strong policy statement that is universally
applied will have a positive impact on reducing theft.

[]  If you use a "no exceptions" clause and subsequently do make an
exception (for whatever reason), you run the risk of totally diluting
the policy and negating its intent. Similarly, the election of a
"progressive discipline" clause risks making a conflicting statement
to the employees. The implication is Don't steal from [Company], but
if you only steal a minor amount, it's OK! The editors of this
document encourage you to carefully consider these facts; you may risk
negating the purpose of including an anti-theft policy in your manual
by indicating qualifying criteria for its acceptance. Your corporate
culture, environment, and past history of such actions should dictate
your choice.

[]  You might want to educate your employees on some of the realities
of business finance.  For example: "If our pre-tax profit is 10% of
sales, then for every $100 in lost inventory, an additional $1,000 in
sales are necessary to make up for the loss."

Internal theft is a serious problem for [Company]. Although taking
small items of [Company] property many seem inconsequential, the
cumulative effect can be very large. Stealing from the company is like
stealing from yourself. Losses from theft immediately affect our
ability to increase salaries and can jeopardize the profitability of
the company.

Property theft of any type will not be tolerated by [Company]. We
consider property theft to be the unauthorized use of company services
or facilities or the taking of any company property for personal use.
The following list of examples is not all-inclusive, but provides
illustrations of several activities which are unacceptable.

1.  Use of company copy machines for personal use. The office copiers
are not provided as a free service to employees. If you wish to use a
company copier for personal use, please follow the established
procedure for reimbursement of [Company]. Failure to do so is a form
of property theft.

2.  Use of computers. [Company]'s personal computers (the personal
computers in the office, or laptops made available for work away from
the office) are to be used exclusively for business purposes unless
you receive permission from your manager and arrange to reimburse
[Company]. Permission will be given for the use of personal computers
during non-business hours so long as employees record all time, for
which they will be charged, and supply their own diskettes.

3.  Purchase of company products (manufacturing and distribution
companies). [Company] offers employees a wide selection of the
products manufactured or distributed by [Company] at a discount. The
discount privilege is offered for the use of employees and the members
of their immediate family. Under no circumstances should company
products be removed from the premises unless accompanied by a receipt
from [Company]. Employees are permitted to buy company products at a
discount for personal use or to give as gifts, but it is an abuse of
the discount privilege to buy items from [Company] on behalf of people
outside your immediate family. [Company] considers such behavior a
form of theft and violators will be treated accordingly.

[]  Be sure that the language referencing the discount privilege is
consistent with your discounting policy.

4.  Taking of company property. No item purchased or supplied by
[Company] should ever be removed from company premises without express
authorization of your immediate manager and the proper paper work
associated with the situation. This rule applies to all company
property including raw materials used in manufacturing plants,
mechanics' tools, computers, and even pens and paper. All employees
may be subject to random searches as they leave company facilities.
Your manager has been given detailed instructions on the circumstances
in which he or she can authorize you to borrow company equipment or to
take samples of your work home. A checkout procedure will be used, and
if you fail to return any item removed on schedule, the value of the
items will be charged against your paycheck and you may be subject to
disciplinary action for theft.

[]  In the interest of objectivity, we've provided three sample
penalty clauses for you to consider; choose whichever paragraph best
suits the needs of your company or modify the text as necessary.

Penalty Clause

[]  (No Exceptions)

The penalty for any incidence of unauthorized possession or removal of
company property is immediate dismissal. All examples of unauthorized
possession or removal of company property, regardless of the
employee's past record, seniority, or the dollar value of the item,
will be treated equally. If you are dismissed because of unauthorized
possession or removal of company property, the reason for your
dismissal will be provided to any future employer that contacts
[Company]. In addition, you may be subject to prosecution.

  -- OR --

Penalty Clause

[]  (Possible Exceptions)

Unauthorized possession or removal of company property is a very
serious offense. Employees violating this policy will be subjected to
discipline up to and including possible dismissal and prosecution.
[Company] will consider the dollar value of the item(s) taken, the
employee's seniority, and the employee's past work record in setting
penalties. If you are dismissed because of unauthorized possession or
removal of company property, the reason for your dismissal will be
provided to any future employer that contacts [Company]. Referrals to
criminal authorities will be made on a case-by-case basis.

  -- OR --

Penalty Clause

[]  (Progressive Discipline)

Unauthorized possession or removal of company property is a very
serious offense. Any violation of this policy will result in immediate
discipline. If the dollar value of the item(s) stolen is less than [x]
dollars (i.e. ten), and it is the employee's first offense, the
employee will be suspended for [x] (i.e. one) week without pay. If the
dollar amount is greater than [x] (i.e. ten) dollars, but it is the
employee's first offense, [Company] may, at its discretion, permit
reimbursement and allow the employee to return to work after a [x]
(i.e. one) month suspension without pay. Employees will be subject to
additional disciplinary action, including possible dismissal, for any
second offense, regardless of work record or seniority.

Excerpted with permission from a 1988 special report, Thieves at Work:
An Employers Guide to Combating Workplace Dishonesty (BSP 98)
published by The Bureau of National Affairs, Inc.

Traffic Violations

If you are authorized to operate a company vehicle in the course of
your assigned work, or if you operate your own vehicle in performing
your job, you will be considered completely responsible for any
accidents, fines or traffic violations incurred. Your manager will
advise you on what to say and do (and what not to say and do) in the
event of a vehicular accident.

Transfers

Transfer from one position to another may be required or requested
from time to time. Such transfers (up, down, or laterally) will be
made with a possible adjustment in pay. Transfers for more than thirty
(30) days will be considered permanent transfers.

[]  Include this second paragraph only if it meets your company's
needs; modify it accordingly.

In the unlikely event that you are permanently transferred for
[Company]'s benefit to a lower position, your wage [may need to be
adjusted to suit the new position/will remain the same]. If you are
permanently transferred to a lower position because there is no work
in your department, your wage must be reduced to suit the job to which
you are transferred.

Uniforms

[]   Include this policy only if it is appropriate for your company.

We provide uniforms which certain employees must wear while at work.
Upon termination of employment, the uniforms must be returned or the
cost will be deducted from your final paycheck.

Use of Company Vehicle

If you are authorized to use a [Company] vehicle for company business,
you must adhere to the following rules:

1.  You must be a licensed driver.

2.  You must maintain weekly mileage reports.

3.  You are responsible for following all the manufacturer's
recommended maintenance schedules to maintain valid warranties, and
for following the manufacturer's recommended oil change schedule.

4.  You are responsible for paying any moving violation tickets. Also,
please park appropriately -- parking violations will not be paid by
[Company].

5.  You must keep the vehicle clean at all times, and washed and
vacuumed as often as necessary. You will be reimbursed for your
reasonable expense of keeping the vehicle clean. Please retain receipt
for reimbursement.

6.  You must not allow persons not authorized or employed by [Company]
to operate or ride in a company vehicle.

7.  Prior to operation of any company vehicle, your manager will train
you on the appropriate steps to take if you are involved in an
accident -- filling out the accident report, getting names of
witnesses, etc.

Note:  See "Driver's License & Driving Record" in the "Employment"
section of this Manual and "Traffic Violations" earlier in this
section for further information.

Visitors
Our insurance coverage and good common sense prohibits unescorted
visitors in our facilities. Visitors are not permitted on [Company]
property without prior permission from your manager; no visitors are
permitted in working areas. If you are expecting visitors, please
request permission from your manager and ask your visitors to see your
manager when they arrive.

Violations of Policies

[]  Many attorneys advise against issuing a list of causes for
disciplinary action, even if you state that the list is not all-
inclusive. Check with your attorney, and modify the text accordingly.

You are expected to abide by the policies in this Manual. Failure to
do so will lead to appropriate disciplinary action. A written record
of all policy violations is maintained in each individual's personnel
file.

A partial list of causes for possible disciplinary action
("Unacceptable Activities") is presented under "Standards of Conduct"
in the "Employment" section of this Manual. This list is not to be
considered all-inclusive.

List of Additional Policies Not Included in This Manual

[]  Here are some other policies you might consider writing and
including in your employee manual.

     Annual Physical Exam
     Check Cashing Privilege
     Company Sponsored Sport Activities
     Contests/Incentive Programs
     Flu Shots, Podiatry Service, Etc.
     Free Legal Counsel
     Identification Badges
     Lost & Found
     Notary Public
     Organization Memberships
     Overtime Pay for Certain Managers
     Relocation Expense
     Supper Money
     Suspensions
     Time Off to Appear In Court
     Uniform Cleaning/Repair
     Use of Company WATS Line, Fax, Etc.
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