Policies and Procedures

All Items: Employee Benefits

  • Compensation Philosophy

    An employer may use this compensation philosophy to describe the compensation practices that support a company's overall business objectives and its market position relative to other employers that compete to employ similar talent. A compensation philosophy should also express the compensation practices that influence an employee's experience at work.

  • Employee Business Expense Reimbursement Policy

    Enhanced to add information on reimbursement of work-from-home expenses and nonreimbursable expenses, to refresh policy drafting tips, and to add additional resources.

  • California Employer's Guide, DE 44

    As recommended by the California Employment Development Department, employers can refer to guidance in various topic areas, including withholding taxes and unemployment insurance, in the California Employer's Guide, DE 44.

  • Personal Leave of Absence Policy

    An employer may use this policy to communicate when an employee may take a personal leave of absence and what types of documentation and notice the employee needs to provide the employer.

  • Exit Interview Policy

    An employer may use this policy to convey the purpose for and importance of conducting exit interviews with employees departing the organization. Given that employers may collect valuable, candid information regarding employment practices from outgoing employees and may also identify post-termination risks such as lawsuits, employers are strongly encouraged to conduct exit interviews with all willing outgoing employees. This policy can be used to put current employees on notice of the employer's intention to conduct such interviews and what the employer intends to do with the information it gathers.

  • Paid Time Off Policy

    An employer may use this policy to define the way that paid time off is earned and when it can be used. A written and published policy is best practice in order to manage employee expectations and to allow the business to properly staff all areas of the company. The Paid Time Off Policy should be communicated to employees at the commencement of employment, and should be referred to whenever there is a question regarding employees' paid time off.

  • Holiday Policy

    An employer may use this policy to communicate what holidays are obserbed in the workplace and determine who is eligible to receive holiday pay. A written and published policy is a best practice to manage employee expectations. If the policy is not applied uniformly, it may make the employer vulnerable to discrimination claims.

  • Floating Holiday Policy

    An employer may use this policy to establish a consistent practice across the organization with respect to the administration of floating holidays. Floating holidays provide workers with additional flexibility for observing faiths, traditions and religious observances that are individually important to them.

  • IRS Publication 15-B, Employer's Tax Guide to Fringe Benefits

    As provided by the Internal Revenue service, IRS Publication 15-B, Supplement to Circular E, Employer's Tax Guide, Publication 15, Employer's Tax Guide to Fringe Benefits is a tax information guide on fringe benefits for every employer.

  • Eldercare Policy

    An employer may use this policy to provide flexibility, resources and assistance to employees caring for older relatives. Adopting an Eldercare Policy can enhance morale, aid employee retention and support productivity.

About This Category

Templates to help you create legally compliant documents relating to employee benefits.