HR Policies

List of Policies Offered in the Policy Package


Below you can view the 173 policies that make up the The Human Resources Policy Package Pro. The policies are listed by employer and sorted by "Policy Type" for your convenience.

After you review the contents of the Human Resources Policy Package Pro, we are sure you find this product to be the most comprehensive information source you will find


COMPANY 1

* Attendance
* Sexual Harassment
* Religious Holidays
* Vacation Time
* Recognition Policy
* Harassment Free Workplace



* Employment of Relatives
* Performance Correction
* Personal Days
* Jury Duty
* Drug Free Workplace
* Conflict of Interest



COMPANY 2

* Affirmative Action
* Termination of Employment
* Drugs
* Staff Development
* Sexual Harassment
* Risk Management
* Nepotism
* Out of Scope Compensation Plan



* Staff Evaluation
* Work Schedules
* Dispute Resolution
* Leaves of Absence
* Holidays
* Classification of Jobs
* Discipline of Staff



COMPANY 3

* Family and Illness Leave
* Harassment
* Attendance
* Workplace Violence
* Bilingual Customer Service
* Drugs and Alcohol



* Staff Development
* AIDS or HIV Harassment
* Leave of Absence Without Pay
* Computer Use Policy
* Personal Relationships
* Supplementary Salary Leave Plan



COMPANY 4

* Professional Responsibility
* Management Compensation Plan
* Dispute Resolution
* Conflict of Interest
* Drug Free Workplace
* Computer Usage



* Nepotism
* Sexual Harassment
* Movement from Bargaining Unit to Management
* Pay Adjustments
* Temporary Positions



COMPANY 5

* Citizenship Eligibility
* Compensation
* Confidential HR Info
* Dress Code
* Email Usage
* Employment of Relatives



* Hiring Casual Employees
* Jury Duty
* New Employee Documentation
* Offers of Appointment
* Position Classification
* Vacation Carryover



COMPANY 6

* Sexual Harassment Policy
* Personnel Record Policy



* Occupational Health Policy
* Attendance Management



COMPANY 7

* Severe Weather
* Training and Development
* Identification Cards
* Continuous Service
* Employment
* Disciplinary Action
* Compensation
* Moving Expenses
* Service Awards
* Worker's Compensation
* Time and Attendance Records
* Hours of Work
* Holidays
* Annual Leave
* Sick Leave
* Personal Leave
* Bereavement Leave
* Military Leave
* Jury Duty
* Voting



* Rest Periods and Meal Breaks
* Educational Leaves of Absence with Pay
* Leaves of Absence Without Pay
* Reductions in Force
* Family and Medical Leave Policy
* Parental Leave Policy
* Separations of Employment
* Exit Interviews
* Retirement
* Staff Development
* Smoking
* Drugs
* Employment Assistance Program
* Deadly Weapons
* Code of Ethics
* Employee Documentation
* Affirmative Action
* Sexual Harassment
* Conflict of Interest
* Personnel Records



COMPANY 8

* Travel Pay
* Callback
* Work Records
* Temporary & Casual Appointments
* Workweek & Pay Periods
* Compensation
* Pay Bands
* Pay Advances
* Salary Administration
* Relocation Pay
* Job Reclassification
* Payroll Deductions
* Fair Labor Standards Act
* Rates of Pay for New Employees
* Terminating Employees
* Layoff
* Tuition Assistance
* Performance
* Employee Assistance Program
* Career Development
* Workshops and Seminars
* Family Health Leave
* Holidays
* Vacation
* Jury Duty
* Leaves of Absence Without Pay
* Personal Leave
* Committee Work
* Return to Work After Disability
* Short Term Disability
* Sick Leave Separation Pay
* Sick Leave
* Unemployment Insurance
* Voting



* Worker's Compensation
* Funeral Leave
* Sexual Assault
* Labor Relations
* Probation
* Employee Discipline
* Sexual Harassment
* Grievance Procedure
* Ethical Conduct
* Employee Registration
* Orientation
* Vacancies
* Affirmative Action
* Unique Hiring Situations
* Employment Offers
* References
* Medical Exams & Immunization
* Interviewing
* Candidate Testing
* Smoking
* Transfers
* Drug-Free Workplace
* Consultants and Contractors
* Recruitment Advertising
* Flexible Benefits Plan
* Group Health Care Plan
* Long Term Disability Plan
* Continuous Service
* Business Travel
* Tax Deferred Plan
* Retirement Plan
* Basic Life Insurance
* Accidental Insurance



Arranged by "Policy Type" - Categories

* Affirmative Action
* Attendance
* Classification Compensation or Pay
* Computers
* Conflict of Interest and Ethics
* Discipline and or Termination
* Dispute Resolution
* Drugs
* Harassment and Sexual Harassment
* Hours of Work and Work Schedules



* Jury Duty
* Leaves of Absence
* Misc
* Nepotism
* New Employees
* Occupational Health and Safety
* Performance
* Personnel Files and Confidential Info
* Staff Development
* Vacations of Holidays

1. he Employee Retirement Income Security Act (ERISA) is administered by the Employee Benefits Security Administration (EBSA). The provisions of Title I of ERISA cover most private sector employee benefit plans. Such plans are voluntarily established and maintained by an employer, an employee organization, or jointly by one or more such employers and an employee organization.
2. Retirement plans, a type of employee benefit plan, are established and maintained to provide retirement income or to defer income until termination of covered employment or beyond. Other employee benefit plans, called welfare plans, are established and maintained to provide health benefits, disability benefits, death benefits, prepaid legal services, vacation benefits, day care centers, scholarship funds, apprenticeship and training benefits, or other similar benefits.
3. In general, ERISA does not cover plans established or maintained by government entities or churches for their employees, or plans which are maintained solely to comply with workers’ compensation, unemployment, or disability laws. ERISA also does not cover plans maintained outside the United States primarily for the benefit of nonresident aliens or unfunded excess benefit plans.
4. 
   
5. Basic Provisions/Requirements
6. ERISA sets uniform minimum standards to ensure that employee benefit plans are established and maintained in a fair and financially sound manner. In addition, employers have an obligation to provide promised benefits and satisfy ERISA's requirements for managing and administering private retirement and welfare plans.
7. EBSA, together with the Department of the Treasury’s Internal Revenue Service (IRS), has the statutory and regulatory authority to ensure that workers receive the promised benefits. EBSA has principal jurisdiction over Title I of ERISA, which requires persons and entities that manage and control plan funds to:
8. Manage plans for the exclusive benefit of participants and beneficiaries;
9. Carry out their duties in a prudent manner and refrain from conflict of interest transactions expressly prohibited by law;
10. Comply with limitations on certain plans' investments in employer securities and properties;
11. Fund benefits in accordance with the law and plan rules;
12. Report and disclose information on the operations and financial condition of plans to the government and participants; and
13. Provide documents required in the conduct of investigations to ensure compliance with the law.
14. The Department of Labor also has jurisdiction over the prohibited transaction provisions of Title II of ERISA. However, the IRS generally administers the rest of Title II of ERISA, as well as the standards of Title I of ERISA that address vesting, participation, nondiscrimination, and funding.
15. Fiduciary Standards. Part 4 of Title I sets forth standards and rules for the conduct of plan fiduciaries. In general, persons who exercise discretionary authority or control over management of a plan or disposition of its assets are "fiduciaries" for purposes of Title I of ERISA. Fiduciaries are required, among other things, to discharge their duties solely in the interest of plan participants and beneficiaries and for the exclusive purpose of providing benefits and defraying reasonable expenses of administering the plan. In discharging their duties, fiduciaries must act prudently and in accordance with documents governing the plan, to the extent such documents are consistent with ERISA.
16. ERISA prohibits certain transactions between an employee benefit plan and "parties in interest," which include the employer and others who may be in a position to exercise improper influence over the plan, and such transactions may trigger civil monetary penalties under Title I of ERISA. The Internal Revenue Code ("Code") also prohibits most of these transactions, and it imposes an excise tax on "disqualified persons" (whose definition generally parallels that of parties in interest) who participate in such transactions.
17. Exemptions. Both ERISA and the Code contain various statutory exemptions from the prohibited transaction rules and give the Departments of Labor and Treasury, respectively, authority to grant administrative exemptions and establish exemption procedures. Reorganization Plan No. 4 of 1978 transferred the Department of Treasury's authority over prohibited transaction exemptions to the Department of Labor, with certain exceptions.
18. The statutory exemptions generally include loans to participants, the provision of services needed to operate a plan for reasonable compensation, loans to employee stock ownership plans, and investment with certain financial institutions regulated by other state or federal agencies. (See ERISA Section 408 for the conditions of the exemptions.) The Department of Labor may grant administrative exemptions on a class or individual basis for a wide variety of proposed transactions with a plan. Applications for individual exemptions must include, among other information the following:
19. A detailed description of the exemption transaction and the parties for whom an exemption is requested
20. The reasons a plan would have for entering into the transaction
21. The percentage of assets involved in the exemption transaction
22. The names of persons with investment discretion
23. The extent of plan assets already invested in loans to, property leased by, and securities issued by parties in interest involved in the transaction
24. Copies of all contracts, agreements, instruments, and relevant portions of plan documents and trust agreements bearing on the exemption transaction
25. Information about plan participation in pooled funds when the exemption transaction involves such funds
26. A declaration by the applicant, under penalty of perjury, attesting to the truth of representations made in such exemption submissions
27. Statement of consent by third‑party experts acknowledging that their statement is being submitted to the Department as part of an exemption application
28. The Department's exemption procedures are set forth at 29 CFR 2570.30 through 2570.51.
29. Continuation of Health Coverage. The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) included provisions for continuing health care coverage. These provisions, which are codified in Part 6 of Title I of ERISA, apply to group health plans of employers with 20 or more employees on a typical working day in the previous calendar year.
30. COBRA contains provisions giving certain former employees, retirees, spouses, former spouses, and dependent children (“qualified beneficiaries”) the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events (“qualifying events”) such as termination of employment. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer pays a part of the premium for active employees while COBRA participants generally pay the entire premium themselves. It is ordinarily less expensive, though, than individual health coverage.
31. Plans must give covered individuals an initial general notice informing them of their rights under COBRA and describing the law. The law also obliges plan administrators, employers, and qualified beneficiaries to provide notice of certain "qualifying events." In most instances of employee death, termination, reduced hours of employment, entitlement to Medicare, or bankruptcy, the employer must provide a specific notice to the plan administrator. The plan administrator must then advise the qualified beneficiaries of the opportunity to elect continuation coverage.
32. The American Recovery and Reinvestment Act of 2009 (ARRA) added provisions to provide for premium reductions and additional election opportunities for health benefits under COBRA. Eligible individuals pay only 35 percent of their COBRA premiums and the remaining 65 percent is reimbursed to the coverage provider through a tax credit. The premium reduction applies to periods of health coverage beginning on or after February 17, 2009 and lasts for up to nine months for those eligible for COBRA during the period beginning September 1, 2008 and ending December 31, 2009 due to an involuntary termination of employment that occurred during that period.
33. The Department of Labor's regulatory and interpretive jurisdiction over the COBRA provisions is limited to the COBRA notification and disclosure provisions.
34. Jurisdiction of the Internal Revenue Service. The IRS has regulatory and interpretive responsibility for all provisions of COBRA not under the Department of Labor's jurisdiction. In addition, the IRS generally administers and interprets the ERISA provisions relating to participation, vesting, funding, and benefit accrual, contained in parts 2 and 3 of Title I.
35. Health Insurance Portability and Accountability Act of 1996. The Health Insurance Portability and Accountability Act of 1996 (HIPAA) amended ERISA to provide for improved portability and continuity of health coverage connected with employment, among other things. The HIPAA portability provisions relating to group health plans and health insurance coverage offered in connection with group health plans are set forth under Part 7 of Subtitle B of Title I of ERISA. These provisions include rules relating to exclusions of preexisting conditions, special enrollment rights, and prohibition of discrimination against individuals based on health status-related factors.
36. The Newborns' and Mothers' Health Protection Act of 1996 (Newborns’ Act) requires plans that offer maternity coverage to pay for at least a 48 hour hospital stay following childbirth (a 96 hour stay when a cesarean section is performed).
37. The Women's Health and Cancer Rights Act (WHCRA) contains protection for patients who elect breast reconstruction in connection with a mastectomy. For plan participants and beneficiaries receiving benefits in connection with a mastectomy, plans offering coverage for a mastectomy must also cover reconstructive surgery and other benefits related to a mastectomy.
38. The Mental Health Parity Act of 1996 (MHPA) provides for parity in the application of aggregate lifetime and annual dollar limits on mental health benefits with dollar limits on medical/surgical benefits. Generally, group health plans offering mental health benefits cannot set annual or lifetime dollar limits on mental health benefits that are lower than any such dollar limits for medical and surgical benefits.
39. The Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) expanded the protections of MHPA to financial requirements (e.g., copayments or deductibles) or treatment limitations (e.g., visit limits). Any financial requirements or treatment limitations imposed on mental health or substance use disorder benefits can be no more restrictive than the predominant requirements or limitations applied to substantially all medical and surgical benefits covered by a plan.
40. The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits group health plans and group health insurance issuers from discriminating in health coverage based on genetic information. Plans and issuers may not use genetic information to adjust premium or contribution amounts for the group covered under the plan, request or require an individual or their family members to undergo a genetic test, or request, require, or purchase genetic information for underwriting purposes or prior to or in connection with an individual’s enrollment in the plan.
41. Michelle’s Law, passed in 2008, prohibits group health plans from terminating coverage for a dependent child who has lost student status as a result of a medically necessary leave of absence. Plans must continue to provide coverage for up to one year, or until coverage would otherwise terminate under the plan. Plans are allowed to require physician certification of the medical necessity for the leave of absence.
42. The Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA) requires group health plans and group health insurance issuers to permit an employee or dependent that is eligible for but not enrolled in the plan to enroll when the employee or dependent is covered under Medicaid or CHIP and loses that coverage as a result of loss of eligibility or when the employee or dependent becomes eligible for Medicaid or CHIP assistance with respect to coverage under the group health plan. CHIPRA also created new notice requirements related to these special enrollment rights.
43. 
    
44. Employee Rights
45. The Act grants employees several important rights. Among them are the right to receive information about their pension or health benefit plans, to participate in timely and fair processes for benefit claims, to elect to temporarily continue group health coverage after losing coverage, to receive certificates verifying health coverage under a plan, and to recover benefits due under the plan.
46. 
    
47. Recordkeeping, Reporting, Notices and Posters (Health Plans)
48. 
    
49. Notices and Posters
50. Posters. There are no federal poster requirements.
51. Notices. ERISA contains several notice requirements for health plans including, but not limited to, a Summary Plan Description (SPD), special enrollment notice, and certificates of creditable coverage. Other notices required by COBRA, HIPAA, WHCRA, the Newborns’ Act, and Michelle’s Law may be required depending on the number of employees and the benefits offered by the plan. The Reporting and Disclosure Guide for Employee Benefit Plans can be used as a quick reference tool for certain basic disclosure requirements under ERISA. This publication reflects the law prior to the enactment of Michelle’s Law.
52. EBSA has also created several sample and model notices:
53. Notices required under HIPAA, WHCRA, and the Newborns’ Act
54. COBRA general notice
55. COBRA election notice
56. COBRA ARRA notices
57. 
    
58. Recordkeeping
59. ERISA contains recordkeeping requirements. For more information visit the EBSA Compliance Assistance page.
60. 
    
61. Reporting
62. EBSA, in conjunction with the IRS and the Pension Benefit Guaranty Corporation (PBGC) publishes the Form 5500 Annual Return/Report forms used by plan administrators to satisfy various annual reporting obligations under ERISA and the Internal Revenue Code. Many health and welfare benefit plans that meet certain conditions do not have to file the Form 5500 Annual Return/Report. However, for those that do, EBSA publishes the forms used by plan administrators to satisfy various annual reporting obligations under ERISA and the Internal Revenue Code. Theinstructions for the Form 5500 provide helpful information regarding the filing requirements. The Form 5500 is filed and processed under the ERISA Filing Acceptance System (EFAST). Beginning with the 2009 plan year filings, there are changes to the Form 5500 and required electronic filing using the modernized EFAST2 System.

About Education

A kindergarten classroom in Afghanistan.

An elementary classroom in Mexico.

A college classroom in New York City.

Education in the largest sense is any act or experience that has a formative effect on the mind, character or physical ability of an individual. In its technical sense, education is the process by which society deliberately transmits its accumulated knowledge, skills and values from one generation to another.

Etymologically, the word education is derived from educare (Latin) "bring up", which is related to educere "bring out", "bring forth what is within", "bring out potential" and ducere, "to lead".^[1]

Teachers in educational institutions direct the education of students and might draw on many subjects, including reading, writing, mathematics, science and history. This process is sometimes called schooling when referring to the education of teaching only a certain subject, usually as professors at institutions of higher learning. There is also education in fields for those who want specific vocational skills, such as those required to be a pilot. In addition there is an array of education possible at the informal level, such as in museums and libraries, with the Internet and in life experience. Many non-traditional education options are now available and continue to evolve.

A right to education has been created and recognized by some jurisdictions: since 1952, Article 2 of the first Protocol to the European Convention on Human Rights obliges all signatory parties to guarantee the right to education. At world level, the United Nations' International Covenant on Economic, Social and Cultural Rights of 1966 guarantees this right under its Article 13.