EMPLOYEE HANDBOOK

[COMPANY NAME]

Effective as of [EFFECTIVE DATE]

[// GUIDANCE: Replace bracketed placeholders and delete guidance notes prior to issuance.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions
   A. Employment Relationship & At-Will Statement
   B. Equal Employment Opportunity & Anti-Discrimination
   C. Wage & Hour Compliance
   D. Work Schedules & Attendance
   E. Compensation Practices
   F. Leave & Time-Off Policies
   G. Benefits Overview
   H. Workplace Conduct & Standards
   I. Health, Safety & Security
   J. Confidentiality, IP & Data Security
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies (Progressive Discipline)
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block (Employee Acknowledgment)

I. DOCUMENT HEADER

1.1 Parties. This Employee Handbook (“Handbook”) is issued by [COMPANY NAME], a [STATE OF FORMATION] [entity type] (“Company”) to each individual employed by the Company (“Employee”) as a condition of employment.

1.2 Purpose & Consideration. In consideration of employment or continued employment, and the mutual obligations set forth herein, the Company and Employee agree to comply with the policies contained in this Handbook.

1.3 Jurisdiction & Governing Law. Except where otherwise required by federal law, this Handbook shall be governed by and construed in accordance with the laws of the State of Florida.

1.4 Disclaimer – Not a Contract. Nothing in this Handbook creates an express or implied contract of employment, guarantees employment for any specific duration, or alters the at-will nature of employment, which may be terminated by either party at any time, with or without cause or notice, unless otherwise provided by an applicable collective bargaining agreement or a written employment agreement executed by the Company’s Chief Executive Officer.

II. DEFINITIONS

For purposes of this Handbook, the following capitalized terms shall have the meanings set forth below. Terms defined in the singular include the plural and vice-versa.

“At-Will Employment” – Employment that may be terminated by either the Company or the Employee at any time, with or without cause or notice, to the fullest extent permitted by law.

“Domestic Violence Leave” – Up to three (3) working days of job-protected leave in any twelve-month period granted under Fla. Stat. § 741.313.

“FCRA” – The Florida Civil Rights Act, Fla. Stat. §§ 760.01–760.11.

“FLSA” – The Fair Labor Standards Act, 29 U.S.C. §§ 201–219.

“FMLA” – The Family and Medical Leave Act, 29 U.S.C. §§ 2601–2654.

“Protected Characteristic” – Race, color, religion, sex (including pregnancy, sexual orientation, gender identity), national origin, age, disability, marital status, or any other characteristic protected under applicable federal, state, or local law.

“Statutory Limits” – Any cap on damages or liabilities imposed by applicable law, including but not limited to Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., and corresponding limits under the FCRA.

[// GUIDANCE: Add or delete defined terms to suit the employer’s operations.]

III. OPERATIVE PROVISIONS

A. Employment Relationship & At-Will Statement

3.A.1 At-Will Employment. Employment with the Company is At-Will. No supervisor or representative of the Company, other than the Chief Executive Officer in a signed writing, may alter this policy.

B. Equal Employment Opportunity & Anti-Discrimination

3.B.1 Policy Statement. The Company provides equal employment opportunities to all Employees and applicants in accordance with applicable federal and Florida law, including Title VII, the ADA, the ADEA, and the FCRA.

3.B.2 Prohibited Conduct. Discrimination or harassment based on any Protected Characteristic is strictly prohibited.

3.B.3 Complaint Procedure. Employees who believe they have been subjected to discrimination or harassment must report the conduct immediately to [POSITION OR TITLE] or the Human Resources (“HR”) Department. Reports may be made verbally or in writing and may bypass the normal chain of command. Retaliation is prohibited and may result in disciplinary action, up to and including termination.

C. Wage & Hour Compliance

3.C.1 Minimum Wage. The Company will pay wages not less than the greater of the Florida minimum wage established under Fla. Stat. § 448.110 or the federal minimum wage under 29 U.S.C. § 206.

3.C.2 Overtime. Non-exempt Employees will be paid overtime at one and one-half times their regular rate for hours worked over forty (40) in a workweek, in accordance with the FLSA. All overtime must be approved in advance by [POSITION].

3.C.3 Timekeeping. Employees must accurately record all hours worked. Altering, falsifying, or tampering with time records is grounds for disciplinary action.

D. Work Schedules & Attendance

3.D.1 Standard Workweek. The Company’s standard workweek is [DAY] through [DAY], beginning at 12:00 a.m. on [DAY] and ending at 11:59 p.m. on [DAY].

3.D.2 Attendance. Regular attendance and punctuality are essential. Employees must notify [POSITION] at least [NUMBER] hours before the start of the shift if unable to report to work or if they will be late.

E. Compensation Practices

3.E.1 Payroll Schedule. Employees are paid [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] on [DAY] for the preceding pay period.

3.E.2 Payroll Deductions. Authorized deductions include federal, state, and local taxes, court-ordered garnishments, and voluntary deductions approved by the Employee in writing.

3.E.3 Safe Harbor. Improper pay deductions are prohibited. Employees should report suspected improper deductions to HR for prompt investigation and reimbursement where warranted.

F. Leave & Time-Off Policies

3.F.1 Family and Medical Leave. Eligible Employees may take unpaid, job-protected leave under the FMLA, consistent with Company policy [ATTACHMENT REFERENCE].

3.F.2 Domestic Violence Leave. Qualified Employees may take Domestic Violence Leave consistent with Fla. Stat. § 741.313.

3.F.3 Military Leave. Leave will be granted in accordance with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and Florida law.

3.F.4 Jury Duty & Witness Leave. Employees summoned for jury duty or subpoenaed as witnesses will be granted leave in accordance with Fla. Stat. § 40.24 and Company policy.

3.F.5 Voting Leave. Employees who lack sufficient time outside of working hours to vote may be provided reasonable leave without retaliation.

3.F.6 Other Leaves. The Company may provide additional paid or unpaid leave at its discretion or as required by law.

[// GUIDANCE: Insert any state or local sick leave mandates if applicable to the Company’s jurisdiction(s).]

G. Benefits Overview

3.G.1 Health & Welfare Plans. Eligible Employees may participate in the Company’s group health, dental, vision, life, disability, and other benefit plans, subject to the terms of the governing plan documents.

3.G.2 Retirement Plans. Eligible Employees may participate in the Company’s [401(k)/403(b)/SIMPLE IRA] plan in accordance with plan terms and applicable IRS regulations.

3.G.3 Workers’ Compensation. Employees are covered under Florida’s workers’ compensation system for work-related injuries or illnesses. All incidents must be reported to [POSITION] immediately.

H. Workplace Conduct & Standards

3.H.1 Professional Conduct. Employees are expected to uphold the Company’s ethical standards and comply with all lawful and reasonable directives.

3.H.2 Anti-Harassment Policy. Harassment of any kind is strictly prohibited. Violations may result in disciplinary action, up to and including termination.

3.H.3 Drug-Free Workplace. The Company maintains a drug-free workplace in accordance with Fla. Stat. §§ 440.101–440.102. Employees may be subject to pre-employment, random, reasonable suspicion, or post-accident testing.

3.H.4 Violence Prevention. Violence or threats of violence will not be tolerated. Weapons are prohibited on Company property except as expressly permitted by law.

I. Health, Safety & Security

3.I.1 Compliance. Employees must follow all OSHA regulations and Company safety policies.

3.I.2 Reporting. Unsafe conditions, accidents, or injuries must be reported to [POSITION] immediately.

3.I.3 Emergency Procedures. Employees must familiarize themselves with Company emergency plans and participate in all drills.

J. Confidentiality, IP & Data Security

3.J.1 Confidential Information. Employees must protect proprietary, confidential, and trade secret information both during and after employment.

3.J.2 Intellectual Property. Works created within the scope of employment are “works made for hire” and the property of the Company to the extent permitted by law.

3.J.3 Data Security. Employees must comply with Company cybersecurity policies, including password protocols, encryption requirements, and reporting of suspected breaches.

IV. REPRESENTATIONS & WARRANTIES

4.1 Company Compliance. The Company represents that it endeavors to comply with applicable federal, state, and local employment laws and regulations.

4.2 Employee Verification. Employee warrants that all information provided in the hiring process is true and complete, and agrees to immediately inform the Company of any material changes.

4.3 Survival. The provisions of Sections 3.J (Confidentiality, IP & Data Security), VII (Risk Allocation), VIII (Dispute Resolution), and IX (General Provisions) shall survive termination of employment.

V. COVENANTS & RESTRICTIONS

5.1 Non-Solicitation. For a period of [TIME PERIOD] following termination, Employee shall not solicit Company clients or Employees in a manner that violates applicable law.

5.2 Conflict of Interest. Employees must avoid activities or relationships that create, or appear to create, a conflict between personal interests and those of the Company.

5.3 Compliance & Cooperation. Employees shall comply with all Company policies and lawful instructions and shall cooperate with internal investigations.

5.4 Notice of Legal Matters. Employee must promptly notify the Company of any legal claims or governmental inquiries relating to Employee’s job duties.

VI. DEFAULT & REMEDIES (PROGRESSIVE DISCIPLINE)

6.1 Events of Default. The following constitute grounds for disciplinary action up to and including termination:
(a) Violation of any Company policy;
(b) Illegal conduct;
(c) Dishonesty, fraud, or misappropriation;
(d) Harassment or discrimination;
(e) Repeated performance deficiencies after notice and opportunity to cure.

6.2 Progressive Discipline. The Company may, in its discretion, employ a progressive discipline process consisting of (i) verbal warning, (ii) written warning, (iii) final written warning or suspension, and (iv) termination. The Company reserves the right to bypass steps based on the severity of the conduct.

6.3 Remedies. In addition to termination, the Company may seek restitution, injunctive relief, or any other remedy available at law or equity, subject to Section VIII (Dispute Resolution).

VII. RISK ALLOCATION

7.1 Indemnification for Employee Misconduct. To the fullest extent permitted by law, Employee shall indemnify and hold harmless the Company, its officers, directors, and agents from any loss, cost, damage, or expense (including reasonable attorneys’ fees) arising out of or relating to Employee’s gross negligence, willful misconduct, or intentional violation of law in the course of employment.

7.2 Limitation of Liability. The Company’s liability to Employee for claims arising out of employment shall be limited to those damages expressly available under applicable statutory schemes (“Statutory Limits”). The Company shall not be liable for any incidental, consequential, or punitive damages unless required by law.

7.3 Insurance. The Company maintains general liability, workers’ compensation, and other insurance coverages as required by law and may, in its sole discretion, purchase additional insurance.

7.4 Force Majeure. The Company shall not be liable for any delay or failure to perform its obligations due to causes beyond its reasonable control, including natural disasters, governmental actions, or pandemics.

VIII. DISPUTE RESOLUTION

8.1 Governing Law. This Handbook and any dispute arising out of or related to employment with the Company shall be governed by Florida law, without regard to conflict-of-law principles.

8.2 Forum Selection. Unless the Arbitration Option in Section 8.3 is invoked, the parties agree to submit to the exclusive jurisdiction of the state courts sitting in [COUNTY], Florida.

8.3 Arbitration (Optional). At the election of either party, any dispute (other than claims for injunctive or equitable relief under Section 8.4) shall be resolved by final and binding arbitration administered by the American Arbitration Association (“AAA”) under its Employment Arbitration Rules. The Company shall pay all filing fees in excess of the amount Employee would pay to file an action in state court.

[// GUIDANCE: Delete Section 8.3 if the Company chooses not to include an arbitration program.]

8.4 Injunctive Relief. Notwithstanding Sections 8.2 and 8.3, each party retains the right to seek injunctive or equitable relief in a court of competent jurisdiction, provided such relief is limited to preventing irreparable harm and does not waive any subsequent right to damages or arbitration.

8.5 Jury Trial. Nothing herein shall be construed to waive Employee’s constitutional right to a trial by jury where such right cannot be lawfully waived.

IX. GENERAL PROVISIONS

9.1 Amendments. The Company reserves the right to modify, rescind, or add to any policies, benefits, or practices described herein at any time, with or without prior notice, except as otherwise required by law.

9.2 Severability. If any provision of this Handbook is found unenforceable, the remaining provisions shall remain in full force, and the invalid provision shall be reformed to the minimum extent necessary to comply with applicable law.

9.3 Assignment. Employee may not assign any right or delegate any duty under this Handbook without the prior written consent of the Company. The Company may assign its rights and obligations to any successor entity.

9.4 Entire Agreement. This Handbook supersedes all prior handbooks, manuals, policies, or oral statements on the subjects covered herein, except that it does not supersede any valid collective bargaining agreement or individual employment contract executed by the CEO.

9.5 Electronic Signatures. Electronic execution, including via DocuSign or similar platforms, shall be deemed an original for all purposes.

9.6 Counterparts. This Handbook may be executed in one or more counterparts, each of which shall be deemed an original.

X. EXECUTION BLOCK (EMPLOYEE ACKNOWLEDGMENT)

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook. I agree to comply with the policies contained herein and understand that my employment is At-Will. I further understand that this Handbook does not constitute a contract of employment and that the Company may modify the Handbook at any time.

[// GUIDANCE: Add notarization or witness lines only if required by Company policy.]

END OF DOCUMENT