PICSample Company PoliciesAnd ProceduresJanuary 2004Printing Industries of California5800 South Eastern Avenue, Suite 400P.O. Box 910936Los Angeles, CA. 90091-0936February 3, 2004Cost-PIC Member FreeNon-Member $300PURPOSE OF THIS SAMPLEPrinting Industries of California (PIC) recognizes the value of well-written company pers onnel policies and procedures. Over the years PIC has published sample employee handbook Ianguage covering basic employment policies. Members have used this Ianguage as a guide in creating written policies and procedures covering the company employme nt practices and philosophies.This publication, like others before it, does not claim to be all-inclusive or a final product. New State and Federal laws and legal decisi ons will require this sample to be updated, along with the companys employee handbook, to reflect these changes. Further, each compa ny must develop an employee han dbook, which reflects the employme nt practices unique to the compa nys operatio n and philosophies. Con seque ntly, a publicati on such as this sample must be flexible and open ended to accommodate these differences in employme nt practices and philosophies.In in itiat ing or revis ing your compa ny pers onnel policies or employee han dbook, do not hesitate to call Doug Moore, Vice Preside nt of Huma n Resources, for assista nee.Although an effort has bee n made to provide sample Ian guage, which is con siste nt with applicable law, employers using this or other Ianguage may wish to have a labor attor ney review their employee han dbook before publicati on.PIC would like to exte nd a special tha nks to the Employme nt Law Departme nt at the law firm of Silver & Freedman. They have provided a good portion of the Ian guage contained in this sample han dbook and review its contents from time to time.(EDITOR S NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WORKERS COMPENSATION DISABILITY AND OTHER LEAVES)The California Workers Compe nsati on Appeals Board (WCAB) has decidNdiarro v. A&A Farm ing that an employer whose pers onnel policy termi nated ben efits after a stated period could apply the policy to persons on temporary Workers Comp disability. A&A Farming obtained its coverage from the Western Growers Trust, a California licensed MEWA, as is the PIASC, PINC and PIASD Benefit Trusts, so it is clear that the decision applies to those firms who obtain health coverage from the PIASC, PINC or PIASD Benefit Trusts. Firms that do not obtai n their coverage from the Ben efit Trust may probably rely on the same decision, but it is less certain. If health coverage ceasesunder such a policy, affected employees (in firms of two or more employees) become eligible for COBRA exte nsion.Compa nies can choose to make employer payme nts for more or less time tha n the 12 weeks suggested in the sample Ian guage with the follow ing exceptio ns: Compa nies covered by the Family and Medical Leave Act must pay for at least 12 weeks, and all compa nies must pay for up to 31 days for employees activated for military service. The company policy of payments should be the same for all leaves the company grants so as not to be discriminatory.TABLE OF CONTENTSPAGEIn troducti on 6History of Company and Marketing Services Performed 6 .Foreword 6Your In dustry 7Referenee Checks 7Background Checks and Consumer Reports 7Terms of Employme nt 8Employee Classificatio n .8In depe ndent Con tractor, Age ncy Temp or Leased Pers onnel9Employment of Relatives 9Non - Harassment Policy 9Solicitati on and Distributi on Rule.Equal Employme nt Policy 11Reas on able Accommodati on for Disabilities, Preg nancy and Lactati on . 12Immigrati on Reform and Con trol Act13Off- Duty Employees 13Con flict of In terest13.Off Duty Con duct 13.Personal InvoIvement . 14Appeara nee and Courtesy .14Adva ncing With the Compa ny 14Performa nee Evaluati ons 14Promoti ons 14.Open Door Policy 14Rumors 15Customer Property 15Con fide ntiality and Non -Disclosure 15Compa ny Equipme nt Mon itori ng. Access and In spect ion . 16Voice Mail, E- mail & Computer Files 16.Hours of Work -Workweek 17Excessive Tardi ness/Abse nteeism 18Worki ng Con diti ons 18Pay Day 18.Hours of Work 18Time Records 18Overtime Authorizati on and Requireme nt19.Holiday Pay 19Vacati on Pay 19 .Sick Leave Pay 20 .Overtime Pay 21Reporting Time Pay 22Uni forms 22Meal Period 22Break Periods 23Insurance Programs (Required by Law)23.Workers Compensation . 23Workers Compensation Fraud 23 .State Disability In sura nee23Paid Family Leave Insuranee 24State Unemployment Insuranee 24 .22Profit Shari ng, 401 k or Pension Pla n25 Company Health/Life Insurance2