Employee Handbook 1
Sonya Morell
APUS
Employee Handbook
MOUNTAINVIEW MALL
EMPLOYEE HANDBOOK
MORELL REALTY GROUP
Welcome to Morell Realty Group
Thank you for joining a dedicated team of professionals at Morell Realty Group. We are committed to giving our guest the best customer service possible. We take pride in our ability to build a team that is successful and willing to go the extra mile for our guests.
Congratulations on being added to our staff!
Sincerely,
Morell Realty Group
Introduction
This Employee Handbook covers important information pertaining to employment. The Morell Realty Group requires you to read the handbook completely and keep to use as a reference. Any
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The Company can terminate my employment at any time without cause. Terms of my employment may be altered or changed at any time without cause. No member of the Corporate Office or the Company can change this at-will policy any time.
I certify that I have received, read and clearly understand this Employee Handbook. The Company has the discretion to change any policy in the Employee Handbook at any time. I agree to comply with all of the policies in the Employee Handbook. At any time, if I have any questions, I will go to my General Manager.
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Signature of Employee and date
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Signature of General Manager and date
Employment
At-Will Employment
Employment with Morell Realty Group is voluntary and employees can resign at any time, with or without cause, and with or without notice. The Company may terminate an employee at any time, with or without cause, and with our without notice. This policy is withstanding regardless of what any other employee may say or do. Compensation and or duties of employees can change at any time with or without cause, and with or without notice.
Equal Employment Opportunity
Morell Realty Group is an equal opportunity employer. The Company will not unlawfully discriminate against applicants or employees with respect to any terms of employment on the basis of race, color, religion, sex (including pregnancy), national origin, military service status,
Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this:
Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.
However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment
The employment At-Will doctrine is in place to allow employment relationships to be restricted. It allows employers and employees to terminate a relationship at any time without cause. The doctrine will allow employees to quit without any fear of being held liable for any inconvenience or disruption to the business at the time of quitting. This doctrine also allows employers to make any changes towards an employee’s term of employment (N, 2017). However, some exceptions could prevent an employee to make those changes if the employee is covered in that particular area. Doyle A
The PDF file name indicates the handbook was published on September 24, 2015. Primary sections of the handbook include Employment, Employment Relations and Communications, Compensation and Benefits, Leaves and Absences, Complaints and Grievances, Employee Conduct and Welfare, General Procedures, and Termination of Employment. The handbook provides a summary of policies fully outlined in the district’s Board Policy Manual. The content in the policy manual is derived from “state and federal laws, case law, Attorney General opinions, State Board of Education Rules, governmental regulations, and local requirements of the District” (Del Valle Independent School District, 2015, pg.
Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this. 3 marks Once you have identified a reliable source of information
Employees will be informed of the procedures for reporting suspicious activity in the workplace, unsafe work practices and the evacuation plan in case of an emergency. A new hire will utilize the employee handbook not only in the first few weeks but throughout their employment with the Canada Post. The employee handbook is to act as a resource tool. After each employee has read the employee handbook they will be required to sign a form stating that they have fully read and understood Canada Posts employee handbook.
The writer should consider the language, audience, and tone when trying to convey a message in writing (Language, Tone, and Audience 1). Knowing the audience for an employee manual is simple to determine because an employer must simply consider the employees she or he already has, any future employees, and the type of business the manual is being written for. However when assuming an audience for a document that will be dispersed to many different people it is best to address a general audience so as not to offend anyone, and to save the company from any legal issues (Language, Tone, and Audience 3). Once an audience has been determined the language that will be used in the manual should be determined. Language consists of the words used to convey a certain idea. It should be free of bias, slang, grammatical errors, and ambiguity unless the document calls for it, but in the case of employee manuals this is not likely to happen. “Avoid using restrictive language such as ‘will’, ‘must’, or ‘in all cases’. These words may bind you to actions you don’t want to be forced to take” (Workplace-Dynamics). Considering the language of the document is an important step even more important than what information has to be included by federal law. Because an employee manual can be seen as a legal document, it must use language that reflects this purpose. Moreover, clarity and simplicity are important aspects to consider before drafting a
Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.
The company has the right to terminate an employee as long as the termination does not discriminate or
Changes to procedures or updated risk assessments can be stated in a document, giving both e employer and employee peace of mind knowing that they are aware of all current procedures and policies.
employees to sign them acknowledging their reception of the policy as well as their intent to
Most employers choose to terminate employment immediately and offer a severance package instead. This package is actually your employer paying damages to you for their failure to provide you with sufficient notice!
The Employee Hanbook (the “Handbook”) is designed to enable you to succeed in your role as an employee with RxSource Corp. The Handbook will guide you in understanding your responsibilities and become familiar with the RxSource business
§ Comply with and health and safety regulations and co-operate with your employer in his or her attempts to provide a safe working environment