[COMPANY NAME]

EMPLOYEE HANDBOOK

(State of Arkansas)

[// GUIDANCE: This template is drafted for private employers operating exclusively in Arkansas. If your organization has multi-state operations, integrate a multi-state addendum or a choice-of-law clarification.]

DOCUMENT HEADER

1. Effective Date: [EFFECTIVE DATE]
2. Supersedure. This Handbook supersedes all prior handbooks, manuals, policies, and oral or written representations concerning the matters addressed herein.
3. At-Will Statement. Nothing in this Handbook creates an expressed or implied contract of employment or alters the at-will status of any Employee. Either the Company or the Employee may terminate the employment relationship at any time, with or without cause or notice, subject to applicable law.
4. Jurisdiction. This Handbook is governed by the laws of the State of Arkansas, including, without limitation, the Arkansas Minimum Wage Act, Ark. Code Ann. § 11-4-201 et seq., and the Arkansas Civil Rights Act, Ark. Code Ann. § 16-123-101 et seq.
5. Reservation of Right to Revise. The Company may unilaterally modify, revoke, or add policies at its sole discretion, consistent with applicable law. Material changes will be communicated in writing.

TABLE OF CONTENTS

I. Definitions
II. Equal Employment Opportunity & Anti-Discrimination
III. Wage & Hour Compliance
IV. Timekeeping, Payroll, and Deductions
V. Work Schedules, Breaks, and Overtime
VI. Leave of Absence Policies
VII. Employee Benefits Overview
VIII. Workplace Conduct & Safety
IX. Confidentiality, IP, and Data Security
X. Use of Company Property & Technology
XI. Conflict of Interest & Business Ethics
XII. Progressive Discipline & Performance Management
XIII. Separation of Employment
XIV. Dispute Resolution
XV. Risk Allocation Provisions
XVI. General Provisions
XVII. Acknowledgment of Receipt

I. DEFINITIONS

“Company” – [COMPANY NAME], including all parents, subsidiaries, successors, and assigns.
“Employee” – Any individual classified by the Company as a regular full-time, regular part-time, temporary, or seasonal# [COMPANY NAME]

EMPLOYEE HANDBOOK

(State of Arkansas)

[// GUIDANCE: This template is drafted for private-sector employers located in Arkansas and is designed for immediate attorney review and company customization. Replace all bracketed [PLACEHOLDER] text, remove guidance comments before final issuance, and verify statutory cites against the most current session laws.]

DOCUMENT HEADER

1. Effective Date: [EFFECTIVE DATE]
2. Supersedure. This Employee Handbook (the “Handbook”) supersedes all prior handbooks, manuals, policies, and oral or written communications concerning the matters addressed herein.
3. At-Will Statement. Nothing in this Handbook creates an expressed or implied contract of employment or alters the at-will status of any Employee. Either the Company or the Employee may terminate the employment relationship at any time, with or without cause or advance notice, subject to applicable law.
4. Jurisdiction & Governance. This Handbook shall be construed and enforced in accordance with the laws of the State of Arkansas, including without limitation the Arkansas Minimum Wage Act, Ark. Code Ann. § 11-4-201 et seq., and the Arkansas Civil Rights Act, Ark. Code Ann. § 16-123-101 et seq.
5. Reservation of Right to Revise. The Company may amend, revoke, or add policies at its exclusive discretion, consistent with applicable law. Material updates will be communicated in writing.

TABLE OF CONTENTS

I. Definitions
II. Equal Employment Opportunity & Anti-Discrimination
III. Wage & Hour Compliance
IV. Timekeeping, Payroll, and Deductions
V. Work Schedules, Breaks, and Overtime
VI. Leave of Absence Policies
VII. Employee Benefits Overview
VIII. Workplace Conduct & Safety
IX. Confidentiality, Intellectual Property & Data Security
X. Use of Company Property & Technology
XI. Conflict of Interest & Business Ethics
XII. Progressive Discipline & Performance Management
XIII. Separation of Employment
XIV. Dispute Resolution
XV. Risk Allocation Provisions
XVI. General Provisions
XVII. Acknowledgment of Receipt

I. DEFINITIONS [// GUIDANCE: Alphabetical for ease of reference]

A. “Arbitration Program” means the optional alternative dispute resolution program described in Section XIV.B.
B. “Company” means [COMPANY NAME], including its parents, subsidiaries, affiliates, successors, and assigns.
C. “Confidential Information” has the meaning set forth in Section IX.A.
D. “Employee(s)” means individuals classified by the Company as full-time, part-time, temporary, or seasonal employees.
E. “Exempt Employee” means an Employee who satisfies the salary basis and duties tests under applicable state and federal law and is therefore exempt from overtime requirements.
F. “Non-Exempt Employee” means an Employee eligible for overtime pay in accordance with Section V.C.
G. “Protected Classifications” include race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), national origin, age, disability, genetic information, military status, and any other status protected by the Arkansas Civil Rights Act or federal law.
H. “Workweek” means the seven-day period beginning at [DAY] [TIME] and ending at [DAY] [TIME].

II. EQUAL EMPLOYMENT OPPORTUNITY & ANTI-DISCRIMINATION

2.1 Policy Statement. The Company is committed to providing a workplace free from unlawful discrimination, harassment, and retaliation. Employment decisions are based on merit, qualifications, and business needs. Discrimination or harassment on the basis of any Protected Classification is strictly prohibited.

2.2 Scope. This policy applies to all employment practices, including recruitment, hiring, promotion, compensation, benefits, training, discipline, and termination.

2.3 Anti-Harassment. Harassment includes verbal, visual, or physical conduct that denigrates or shows hostility toward an individual because of a Protected Classification. Sexual harassment is prohibited regardless of gender.

2.4 Complaint Procedure.
a. Reporting. Employees should report violations to [TITLE OR DEPARTMENT] or via the anonymous hotline at [HOTLINE NUMBER].
b. Investigation. All complaints will be investigated promptly, impartially, and confidentially to the extent possible.
c. Retaliation Prohibited. Retaliation against anyone who brings a complaint or participates in an investigation is strictly forbidden.

2.5 Accommodation. The Company will provide reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, practices, or observances, unless doing so would impose an undue hardship.

[// GUIDANCE: For multi-facility operations, insert site-specific EEO posters and state-mandated notices in break rooms and electronic onboarding portals.]

III. WAGE & HOUR COMPLIANCE

3.1 Minimum Wage. The Company pays at least the higher of the Arkansas minimum wage (Ark. Code Ann. § 11-4-210) or the federal minimum wage. Current Arkansas minimum wage is [INSERT $/HR]; update as mandated.

3.2 Overtime. Non-Exempt Employees are paid one-and-one-half (1.5) times their regular rate for hours worked over forty (40) in a Workweek, consistent with the Fair Labor Standards Act (FLSA) and Ark. Code Ann. § 11-4-211. All overtime must be pre-approved in writing.

3.3 Wage Deductions. Lawful deductions (e.g., taxes, court-ordered garnishments, authorized benefit premiums) will be itemized on pay statements. Unauthorized deductions are prohibited.

3.4 Pay Periods & Paydays. Employees are paid on a [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] basis. Paydays occur on [DAY].

3.5 Error Correction. Employees must report suspected payroll errors within five (5) business days. The Company will investigate and, if validated, correct the error promptly.

IV. TIMEKEEPING, PAYROLL, AND DEDUCTIONS

4.1 Accurate Reporting. Non-Exempt Employees must record all hours worked via [TIME CLOCK/APP/WEB PORTAL]. Falsification of time records is grounds for discipline.

4.2 Meal & Rest Breaks.
a. Rest Breaks. Although Arkansas law imposes no rest-break mandate for adults, the Company provides a paid [15]-minute rest break for every four (4) hours worked.
b. Meal Periods. Employees scheduled to work more than six (6) consecutive hours receive an unpaid, duty-free meal period of at least [30] minutes.

4.3 Off-the-Clock Work. Performing work without recording time or during unpaid meal periods is prohibited.

V. WORK SCHEDULES, BREAKS, AND OVERTIME

5.1 Scheduling. Supervisors establish schedules based on operational needs. Schedule changes may occur with reasonable notice.

5.2 Attendance. Employees must adhere to scheduled start and end times and follow the call-in procedure [DETAIL] for absences or tardiness. Excessive absenteeism may lead to discipline.

5.3 Inclement Weather & Emergency Closures. The Company will announce closures via [SYSTEM]. Non-Exempt Employees will be paid only for actual hours worked unless otherwise required by law.

VI. LEAVE OF ABSENCE POLICIES

6.1 Family and Medical Leave Act (FMLA). Eligible Employees may take up to twelve (12) weeks of protected leave in a twelve-month period for qualifying reasons. [// GUIDANCE: Insert rolling vs. calendar method and certification procedures.]

6.2 Pregnancy-Related Leave. The Company accommodates pregnancy, childbirth, and related medical conditions under the Arkansas Civil Rights Act and provides job-protected leave consistent with FMLA and applicable disability laws.

6.3 Military Leave. Employees are entitled to leave for military service or training in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and Ark. Code Ann. § 21-4-212 (for public employer reference).

6.4 Jury & Witness Duty Leave. Employees summoned for jury service or subpoenaed as witnesses will be granted unpaid leave (or paid where required) and may retain any juror fees.

6.5 Voting Leave. Employees lacking sufficient time outside working hours to vote in a statewide election may take up to one (1) hour of paid leave to vote, per Ark. Code Ann. § 7-1-102.

6.6 Victim Leave. Employees who are crime victims may request unpaid leave to attend legal proceedings.

6.7 Bereavement Leave. Employees may take [NUMBER] days of unpaid/paid bereavement leave for the death of an immediate family member.

6.8 Personal Leave. The Company may grant discretionary unpaid leave for compelling personal reasons.

VII. EMPLOYEE BENEFITS OVERVIEW

7.1 Health, Dental, and Vision Insurance. Eligible Employees may enroll within thirty (30) days of hire. Plan documents govern benefit terms.

7.2 Retirement Plan. The Company offers a [401(k)/SIMPLE IRA] with employer matching of [X]% up to [Y]% of compensation.

7.3 Workers’ Compensation. Employees injured on the job must report injuries immediately. Benefits are provided under the Arkansas Workers’ Compensation Act, Ark. Code Ann. § 11-9-101 et seq.

7.4 Employee Assistance Program (EAP). Confidential counseling services are available to Employees and their immediate family members.

[// GUIDANCE: Add COBRA continuation coverage language if the employer has 20+ Employees.]

VIII. WORKPLACE CONDUCT & SAFETY

8.1 Code of Conduct. Employees must comply with all laws, regulations, and Company policies.

8.2 Drug-Free Workplace. The unlawful manufacture, distribution, possession, or use of controlled substances is prohibited. The Company reserves the right to conduct pre-employment, reasonable-suspicion, and post-accident drug testing, consistent with Ark. Code Ann. § 11-5-113 and any applicable medical marijuana regulations.

8.3 Alcohol Policy. Alcohol consumption during working hours or on Company premises is prohibited except at Company-sanctioned events with prior approval.

8.4 Workplace Violence. Threats or acts of violence will result in immediate discipline, up to and including termination. Weapons are prohibited on Company property except as allowed under the Arkansas enhanced concealed carry statutes; firearms stored in locked, privately owned vehicles are permitted in accordance with Ark. Code Ann. § 5-73-122.

8.5 Safety Program. Employees must follow all safety protocols and attend mandatory training. Failure to do so may lead to discipline.

IX. CONFIDENTIALITY, INTELLECTUAL PROPERTY & DATA SECURITY

9.1 Confidential Information. Employees shall not disclose or misuse Confidential Information, including but not limited to trade secrets, customer lists, pricing data, and proprietary software.

9.2 Non-Disclosure Obligations. Obligations survive termination. Nothing prohibits Employees from reporting possible legal violations to governmental agencies or sharing wage information under Section 7 of the NLRA.

9.3 Intellectual Property Assignment. Employees assign to the Company all right, title, and interest in inventions or works created within the scope of employment or with Company resources.

9.4 Data Security. Employees must safeguard Company systems, use complex passwords, and comply with the [INFORMATION SECURITY POLICY].

X. USE OF COMPANY PROPERTY & TECHNOLOGY

10.1 Limited Personal Use. Occasional personal use of Company e-mail and internet is permitted if it does not interfere with job duties or violate policy.

10.2 No Expectation of Privacy. The Company may monitor communications and usage on Company systems, subject to applicable law.

10.3 Return of Property. Upon separation, Employees must return all Company property, including documents and electronic files.

XI. CONFLICT OF INTEREST & BUSINESS ETHICS

11.1 General Duty. Employees must act in the best interest of the Company and avoid activities that conflict, or appear to conflict, with those interests.

11.2 Outside Employment. Prior written approval is required for outside employment that could reasonably impair performance or create a conflict.

11.3 Gifts & Gratuities. Accepting gifts valued over [$AMOUNT] from current or prospective vendors is prohibited without written approval from [TITLE].

XII. PROGRESSIVE DISCIPLINE & PERFORMANCE MANAGEMENT

12.1 Performance Reviews. Formal reviews occur [ANNUALLY/SEMI-ANNUALLY]; informal feedback is ongoing.

12.2 Progressive Discipline. Unless the misconduct warrants immediate termination, the Company generally employs:
a. Verbal Warning
b. Written Warning
c. Final Warning/Suspension
d. Termination

12.3 Right to Bypass Steps. The Company reserves the right to accelerate or skip steps based on severity.

XIII. SEPARATION OF EMPLOYMENT

13.1 Voluntary Separation. Employees should provide at least [TWO WEEKS] written notice.

13.2 Involuntary Separation. The Company may terminate employment at any time, for any lawful reason.

13.3 Final Pay. Final wages, including accrued but unused vacation if applicable, will be paid no later than the next regular payday (Ark. Code Ann. § 11-4-405).

13.4 Exit Interviews. Departing Employees may be asked to participate in an exit interview and reaffirm confidentiality obligations.

XIV. DISPUTE RESOLUTION

14.1 Governing Law. Arkansas law governs all disputes arising out of or related to employment with the Company.

14.2 Forum Selection. Except as provided in Section 14.3, the parties consent to exclusive jurisdiction in the state courts of [COUNTY], Arkansas.

14.3 Optional Arbitration Program.
a. Election. An Employee may elect binding arbitration for employment-related disputes by signing the Arbitration Agreement attached as Appendix A. Participation is voluntary.
b. FAA. Arbitration proceedings shall be governed by the Federal Arbitration Act (9 U.S.C. § 1 et seq.).
c. Waiver of Class Actions. Arbitration shall be conducted on an individual basis; class or collective claims are not permitted.
d. Costs. The Company shall bear all administrative costs beyond the filing fee equal to the amount an Employee would pay to file suit in state court.

14.4 Jury Trial. Nothing herein requires waiver of the constitutional right to a jury trial; however, Employees who elect arbitration waive such right for covered claims.

14.5 Injunctive Relief. Either party may seek temporary or preliminary injunctive relief in a court of competent jurisdiction to preserve the status quo pending arbitration or litigation.

XV. RISK ALLOCATION PROVISIONS

15.1 Employee Indemnification. To the fullest extent permitted by law, Employees shall indemnify the Company for losses arising from the Employee’s willful misconduct, gross negligence, or unlawful acts outside the scope of employment.

15.2 Limitation of Liability. The Company’s liability for employment-related claims is limited to the statutory remedies and caps provided under applicable federal and Arkansas law.

15.3 Insurance. The Company maintains Employment Practices Liability Insurance (EPLI). Employees must cooperate with insurers in the defense of claims.

15.4 Force Majeure. The Company is excused from performance obligations under this Handbook during events beyond its reasonable control, including natural disasters, war, terrorism, pandemics, or governmental orders.

XVI. GENERAL PROVISIONS

16.1 Amendment & Waiver. Only the [TITLE] may amend this Handbook in a writing that expressly states it is an amendment. Failure to enforce a provision is not a waiver.

16.2 Severability. If any provision is held unenforceable, the remainder shall continue in effect, and the invalid provision shall be modified to the minimum extent necessary to make it enforceable.

16.3 Assignment. Employment duties are personal and may not be assigned by the Employee. The Company may assign its rights and obligations to any successor.

16.4 Integration. This Handbook, together with executed acknowledgments, constitutes the entire understanding regarding the subjects covered and supersedes all prior representations.

16.5 Electronic Signatures. Electronic signatures and acknowledgments have the same force and effect as original signatures.

XVII. ACKNOWLEDGMENT OF RECEIPT

I acknowledge that I have received a copy of the [COMPANY NAME] Employee Handbook, that I have read (or will read) it promptly, and that I understand I am responsible for complying with its provisions. I further understand that this Handbook is not a contract of employment and does not alter my at-will status.

APPENDIX A – OPTIONAL ARBITRATION AGREEMENT

[// GUIDANCE: Provide a stand-alone agreement that satisfies FAA standards and includes a conspicuous opt-in signature block.]

APPENDIX B – FMLA POLICY DETAILS

[// GUIDANCE: Insert full FMLA text, designation notices, medical certification forms, and 29 C.F.R. Part 825 poster.]

APPENDIX C – SAFETY & HEALTH PROGRAM SUMMARY

[// GUIDANCE: Cross-reference OSHA Form 300 log procedures and emergency action plans.]

END OF HANDBOOK