[COMPANY NAME]

EMPLOYEE HANDBOOK

(State of Louisiana – Effective [EFFECTIVE DATE])

[// GUIDANCE: Replace all bracketed text with client-specific information. Delete all guidance notes before final issuance.]

TABLE OF CONTENTS

1. Document Header
2. Definitions
3. Employment Relationship & At-Will Statement
4. Equal Employment Opportunity & Anti-Discrimination
5. Workplace Harassment & Complaint Procedure
6. Wage & Hour Policies
7. Timekeeping, Paydays & Deductions
8. Work Schedules, Meal & Rest Breaks
9. Attendance & Punctuality
10. Leave of Absence Policies
11. Employee Benefits & Workers’ Compensation
12. Workplace Safety & Substance Abuse
13. Standards of Conduct & Progressive Discipline
14. Confidentiality, Intellectual Property & Data Security
15. Use of Company Property & Social Media
16. Conflicts of Interest & Outside Employment
17. Indemnification & Limitation of Liability
18. Dispute Resolution
19. General Provisions
20. Acknowledgment of Receipt

1. DOCUMENT HEADER

1.1 Title; Purpose. This Employee Handbook (“Handbook”) sets forth the policies and procedures governing employment with [COMPANY NAME], a [STATE OF ORGANIZATION] [corporation/LLC/partnership] (“Company”).

1.2 Non-Contractual Nature. This Handbook is for general guidance only; it is not, and shall not be construed as, an express or implied employment contract. Nothing herein alters Louisiana’s employment-at-will doctrine or creates a promise of continued employment.

1.3 Effective Date. These policies are effective as of [EFFECTIVE DATE] and supersede all prior versions.

1.4 Governing Law & Jurisdiction. The laws of the State of Louisiana govern this Handbook. Any dispute arising hereunder shall be brought exclusively in the state courts of [PARISH], Louisiana, unless the optional arbitration procedure in §18.2 is timely elected.

2. DEFINITIONS

For ease of reference, the following terms (and their grammatical variants) shall have the meanings set forth below:

“Company” – [COMPANY NAME], together with its parents, subsidiaries, affiliates, successors and assigns.

“Employee” – Any individual classified by the Company as a common-law employee, whether full-time, part-time, temporary, or seasonal.

“Eligible Employee” – An Employee who meets the stated service, hours-worked, or other eligibility criteria for a particular benefit or leave.

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

“LWP Act” – The Louisiana Wage Payment Act, La. Rev. Stat. §§ 23:631–23:634.

“Protected Category(ies)” – Race, color, religion, sex (including pregnancy, childbirth and related conditions), national origin, age, disability, genetic information, sickle-cell trait, veteran status, or any other status protected by applicable law, including the Louisiana Employment Discrimination Law, La. Rev. Stat. § 23:301 et seq.

“Workweek” – The seven-day period beginning [DAY/TIME] and ending [DAY/TIME] for purposes of overtime calculation.

[// GUIDANCE: Add or delete definitions to match Company practices.]

3. EMPLOYMENT RELATIONSHIP & AT-WILL STATEMENT

3.1 Employment At Will. Employment with the Company is “at will.” Either the Employee or the Company may terminate the employment relationship at any time, with or without cause or notice, subject only to applicable law.

3.2 Modifications. No supervisor, manager, or representative of the Company, other than the [TITLE OF AUTHORIZED OFFICER], has authority to enter into any agreement contrary to the foregoing. Any such agreement must be in a written instrument signed by both parties.

4. EQUAL EMPLOYMENT OPPORTUNITY & ANTI-DISCRIMINATION

4.1 Policy Statement. The Company is an equal opportunity employer. Employment decisions are based on merit, qualifications, and legitimate business needs, without regard to any Protected Category.

4.2 Reasonable Accommodation. The Company will provide reasonable accommodation to qualified individuals with disabilities and for sincerely held religious beliefs, unless doing so would create an undue hardship. Requests should be submitted to [HR POSITION].

4.3 Retaliation Prohibited. The Company strictly prohibits retaliation against any Employee who, in good faith, reports discrimination, participates in an investigation, or exercises legal rights.

5. WORKPLACE HARASSMENT & COMPLAINT PROCEDURE

5.1 Zero-Tolerance. Harassment based on any Protected Category is strictly prohibited.

5.2 Reporting. Employees should immediately report concerns to [SUPERVISOR], [HR POSITION], or the Compliance Hotline at [PHONE/EMAIL].

5.3 Investigation & Corrective Action. The Company will promptly investigate all claims and take appropriate remedial measures, up to and including termination.

6. WAGE & HOUR POLICIES

6.1 Classification. Employees are classified as Exempt or Non-Exempt under the FLSA and corresponding Louisiana law.

6.2 Overtime.
a. Non-Exempt Employees are paid one and one-half times their regular rate for all hours worked over forty (40) in a Workweek.
b. Prior written authorization is required for overtime work. Unauthorized overtime will be paid but may result in discipline.

6.3 Minimum Wage. Louisiana currently has no state minimum wage; the federal minimum wage therefore applies.

6.4 Final Wages. Pursuant to the LWP Act, final wages will be paid within fifteen (15) days or on the next regular payday, whichever occurs first, following separation. Failure to timely return Company property may delay issuance of replacement checks for lost or stolen property.

7. TIMEKEEPING, PAYDAYS & DEDUCTIONS

7.1 Accurate Records. Each Non-Exempt Employee must record all hours worked using the Company’s approved system. Altering, falsifying, or tampering with time records is prohibited.

7.2 Paydays. Employees are paid on [PAY FREQUENCY—e.g., bi-weekly] via [DIRECT DEPOSIT/PAPER CHECK].

7.3 Authorized Deductions. The Company may make deductions required by law (taxes, wage garnishments) and any voluntary, written Employee authorizations (benefit premiums, loan repayments).

8. WORK SCHEDULES, MEAL & REST BREAKS

8.1 Standard Schedules. Normal business hours are [HOURS], Monday through Friday. Department-specific schedules may vary.

8.2 Meal Periods. Employees scheduled to work more than five (5) consecutive hours are provided an unpaid, duty-free meal period of at least thirty (30) minutes.

8.3 Rest Breaks. Although Louisiana law does not mandate rest breaks, the Company provides Non-Exempt Employees with one paid fifteen (15) minute rest break for every four (4) hours worked, schedule permitting.

9. ATTENDANCE & PUNCTUALITY

9.1 Expectations. Regular, punctual attendance is essential. Employees must notify [SUPERVISOR] of anticipated tardiness or absence no later than [TIME] on the day of occurrence.

9.2 Job Abandonment. Three (3) consecutive, unexcused absences may be deemed a voluntary resignation.

10. LEAVE OF ABSENCE POLICIES

10.1 Family & Medical Leave (FMLA). Eligible Employees (12 months’ service and 1,250 hours in preceding 12 months) may take up to 12 weeks of unpaid job-protected leave in accordance with federal law.

10.2 Pregnancy, Childbirth & Related Conditions. Consistent with La. Rev. Stat. § 23:342, Employees disabled due to pregnancy may take up to six (6) weeks of unpaid leave; additional leave is available if certified medically necessary.

10.3 Military Leave. Leave is provided in compliance with the Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. § 4301 et seq.

10.4 Jury Duty. Employees summoned for jury service will be provided unpaid leave in accordance with La. Rev. Stat. § 13:3049; accrued PTO may be used at the Employee’s election. The Company prohibits retaliation for jury service.

10.5 Voting Leave. Employees lacking sufficient time outside working hours to vote may be granted up to two (2) paid hours for that purpose, pursuant to La. Rev. Stat. § 23:961.

10.6 Bereavement Leave. Up to [NUMBER] days of [paid/unpaid] leave for the death of an immediate family member.

10.7 Domestic Violence/Sexual Assault Leave. Employees who are victims may request reasonable unpaid leave for court proceedings, medical treatment, or counseling, subject to documentation.

10.8 Personal Leave. Additional unpaid leave may be granted at Company discretion.

[// GUIDANCE: Customize paid/unpaid status, duration, and PTO interactions.]

11. EMPLOYEE BENEFITS & WORKERS’ COMPENSATION

11.1 Group Health & Welfare Plans. Eligible Employees may enroll in Company-sponsored [medical/dental/vision] plans subject to plan documents.

11.2 Retirement Plan. The Company sponsors a [401(k)/403(b)] plan with [MATCHING DETAILS].

11.3 Workers’ Compensation. Work-related injuries are covered under Louisiana Workers’ Compensation Law. Injuries must be reported to [HR POSITION] immediately.

11.4 COBRA/State Continuation. Continuation coverage is offered in accordance with federal COBRA and applicable Louisiana statutes.

12. WORKPLACE SAFETY & SUBSTANCE ABUSE

12.1 General Duty. Employees must comply with Company safety rules and OSHA regulations. Unsafe conditions must be reported immediately.

12.2 Drug-Free Workplace. The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances is prohibited. Employees may not report to work under the influence of alcohol or illegal drugs.

12.3 Prescription & Medical Marijuana. Employees lawfully using prescription drugs, including medical marijuana as permitted under Louisiana law, must consult [HR POSITION] regarding potential safety-sensitive job restrictions. The Company reserves the right to impose fitness-for-duty requirements consistent with La. Rev. Stat. § 40:1046 and federal law.

13. STANDARDS OF CONDUCT & PROGRESSIVE DISCIPLINE

13.1 Expected Conduct. Employees must:
a. Comply with all laws, this Handbook, and supervisory directives;
b. Maintain the highest standards of honesty and integrity;
c. Safeguard Company property and confidential information;
d. Treat colleagues, customers, and vendors with respect.

13.2 Prohibited Conduct. Examples include theft, violence or threats, insubordination, harassment, unsafe practices, falsification of records, and misuse of Company systems.

13.3 Progressive Discipline. The Company generally follows (i) Verbal Warning, (ii) Written Warning, (iii) Final Warning/Suspension, (iv) Termination. The Company reserves discretion to bypass steps depending on severity.

14. CONFIDENTIALITY, INTELLECTUAL PROPERTY & DATA SECURITY

14.1 Confidential Information. Employees shall not disclose or misuse proprietary information, trade secrets, or customer data during or after employment.

14.2 Work-Made-for-Hire. All intellectual property created within the scope of employment is the exclusive property of the Company. Employees hereby assign all right, title, and interest therein to the Company.

14.3 Data Security. Employees must follow Company cybersecurity protocols, including password management and encryption requirements.

15. USE OF COMPANY PROPERTY & SOCIAL MEDIA

15.1 Property & Equipment. Company assets are provided for business use only. Limited personal use is permitted if it does not interfere with business operations.

15.2 Monitoring. Employees have no expectation of privacy in Company-provided systems; the Company may monitor and record usage.

15.3 Social Media. Employees must not post confidential information, harassing content, or communications that could harm the Company’s reputation. Identify personal opinions as personal.

16. CONFLICTS OF INTEREST & OUTSIDE EMPLOYMENT

16.1 Conflicts. Employees must avoid activities that conflict with Company interests, including accepting gifts exceeding [$AMOUNT] from vendors.

16.2 Outside Employment. Secondary employment must not: (a) interfere with performance; (b) create a conflict of interest; or (c) utilize Company resources. Prior written disclosure to [HR POSITION] is required.

17. INDEMNIFICATION & LIMITATION OF LIABILITY

17.1 Employee Indemnification of Company. To the fullest extent permitted by law, an Employee shall indemnify and hold harmless the Company from any loss, liability, or expense arising from the Employee’s (a) willful misconduct, (b) gross negligence, or (c) violation of law or Company policy, provided such acts are outside the scope of employment.

17.2 Company Limitation of Liability. The Company’s liability to any Employee is limited to the remedies and statutory damages expressly provided by applicable law. In no event shall the Company be liable for punitive damages unless required by statute.

[// GUIDANCE: Louisiana generally enforces indemnity if narrowly drafted and not contrary to public policy.]

18. DISPUTE RESOLUTION

18.1 Escalation Procedure. Employees should first seek internal resolution through their supervisor and [HR POSITION].

18.2 Optional Arbitration. By separate, signed agreement, the parties may elect binding arbitration under the Federal Arbitration Act for claims arising out of employment. The arbitration will follow the [JAMS/AAA] Employment Rules; the Company will bear administrative fees beyond a court filing fee equivalent. Either party may seek temporary injunctive relief in court to preserve the status quo.

18.3 Jury Waiver. To the maximum extent permitted by the Louisiana Constitution, the parties voluntarily waive trial by jury for any litigation arising out of the employment relationship; however, no Employee will be disciplined for refusing to sign a waiver.

18.4 Injunctive Relief. The Company may seek injunctive relief only for breach of confidentiality, intellectual property, or non-solicitation obligations, and solely to the extent necessary to prevent irreparable harm.

19. GENERAL PROVISIONS

19.1 Amendments. The Company may modify this Handbook at any time. Employees will receive written notice of material changes.

19.2 Severability. If any provision is held unenforceable, the remainder shall remain in full force, and the invalid provision will be interpreted to effectuate its intent to the greatest extent permissible.

19.3 Waiver. Failure to enforce any provision does not constitute a waiver of the right to enforce the same or any other provision later.

19.4 Successors & Assigns. This Handbook is binding upon, and inures to the benefit of, the Company’s successors and assigns.

19.5 Entire Handbook. This document is the complete statement of Company policies and supersedes all prior employee manuals, policies, or memoranda.

20. ACKNOWLEDGMENT OF RECEIPT

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook effective [EFFECTIVE DATE]. I understand that this Handbook is not a contract of employment and that my employment is at will. I agree to comply with the policies contained herein and all future revisions.

[// GUIDANCE: Obtain signed acknowledgments for personnel files. Retain electronically for minimum of three (3) years under 29 C.F.R. § 516.6.]

© [YEAR] [COMPANY NAME]. All rights reserved.