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I understand that I am responsible for reading the handbook, familiarizing myself with its contents, and adhering to all of the policies and procedures of XYZ Company, whether set forth in this handbook or elsewhere.
The policies, procedures and standard practices described in this manual are not conditions of employment. This manual does not create an express or implied contract between XYZ and any of its employees located in New York, Pennsylvania or any other designated locations where this manual is applicable. XYZ reserves the right to terminate any employee, at any time, with or without notice or procedure, for any reason deemed by the Company to be in the best interests of the Company.
I understand that the information in this handbook represents guidelines only. XYZ reserves the right to modify this handbook, amend or terminate any policies, procedures, or employee benefit programs whether or not described in this handbook at any time, or to require and/or increase contributions toward these benefits programs.
All personnel policies contained herein were adopted by XYZ and supersede previous policies. We periodically review personnel policies in part or as a whole, to ensure that they continue to reflect current thinking in the field of Human Resources Management and are consistent with trends and legislative requirements.
I further understand that no manager or representative or XYZ, other than a Senior Officer of XYZ, is authorized to enter into any employment agreement on behalf of XYZ, other than the Chairman or President. I also understand that any such agreement, if made, shall not be enforceable unless it is a formal written agreement signed both me and an authorized XYZ Senior Officer.
I also understand that this manual is the property of XYZ, and is to be returned to the Human Resources Department should my employment be terminated.
NAME ________________________________________ DATE_________
Commentary (if any):
WARNING: Do NOT simply adopt a policy or add it to your handbook or manual without consulting with a qualified HR professional or employment lawyer. A sample policy may not be proper or even lawful in your particular situation. You’ve been warned.