[COMPANY NAME] Employee Handbook

Effective as of: [EFFECTIVE DATE]
Governing Law: Commonwealth of Massachusetts

[// GUIDANCE: This template is drafted for private-sector, non-unionized employers operating solely in Massachusetts. Additional or different provisions may be required for multi-state, public-sector, or union environments, or for employers in heavily regulated industries (e.g., healthcare, transportation, financial services).]

DOCUMENT HEADER

This Employee Handbook (“Handbook”) sets forth the current policies, procedures, benefits, and working conditions applicable to all employees of [COMPANY NAME] (“Company”).
• The Handbook supersedes all prior handbooks, manuals, or policies, oral or written.
• Nothing in this Handbook creates or is intended to create a contract, promise, or guarantee of continued employment; employment with the Company is at-will except where otherwise required by an applicable collective bargaining agreement or written contract signed by the Company’s Chief Executive Officer.
• The Company reserves the right to interpret, modify, revoke, or replace any policy at its sole discretion, consistent with applicable law.

TABLE OF CONTENTS

1. Definitions ................................................................................................................. 2
2. Employment Relationship & Administration ........................................................... 3
3. Equal Employment Opportunity & Anti-Discrimination ......................................... 4
4. Wage & Hour Compliance ..................................................................................... 6
5. Hours of Work & Attendance ................................................................................ 8
6. Leaves of Absence ............................................................................................... 9
7. Employee Benefits .............................................................................................. 13
8. Standards of Conduct ......................................................................................... 15
9. Workplace Safety & Security .............................................................................. 18
10. Confidentiality, Intellectual Property & Data Security ......................................... 20
11. Technology & Social Media ............................................................................... 22
12. Performance Management & Corrective Action ................................................. 23
13. Separation of Employment ................................................................................ 25
14. Dispute Resolution & Governing Law ................................................................. 26
15. Risk Allocation (Indemnification, Limitation of Liability, Force Majeure) ............ 27
16. General Provisions ............................................................................................. 28
17. Receipt & Acknowledgment ............................................................................... 30

[// GUIDANCE: Update pagination after final formatting.]

1. DEFINITIONS

For purposes of this Handbook, capitalized terms have the following meanings:

“Applicable Law” – all federal, state, and local statutes, regulations, and ordinances in force within the Commonwealth of Massachusetts, including but not limited to the Fair Labor Standards Act (“FLSA”), the Massachusetts Wage Act, and any implementing regulations.

“Company Property” – all tangible and intangible property owned, licensed, or leased by the Company, including facilities, equipment, information systems, intellectual property, and confidential or proprietary information.

“Employee” – any individual hired onto the Company payroll, whether full-time, part-time, temporary, seasonal, exempt, or non-exempt, unless expressly excluded by written agreement.

“Manager” – any individual with supervisory responsibility for directing Employee work and/or making decisions affecting terms and conditions of employment.

“Protected Characteristic” – race, color, religious creed, national origin, sex (including pregnancy and related conditions), sexual orientation, gender identity, genetic information, ancestry, age (40 and over), disability, veteran status, or any other characteristic protected under Applicable Law.

2. EMPLOYMENT RELATIONSHIP & ADMINISTRATION

2.1 At-Will Employment
Employment is terminable at any time by either the Employee or the Company, with or without notice and with or without cause, except as otherwise provided by Applicable Law or written employment agreement.

2.2 Employee Classifications
a. Exempt / Non-Exempt Status (FLSA & MA Wage Act)
b. Full-Time / Part-Time Status
c. Regular / Temporary / Seasonal

[// GUIDANCE: Insert payroll cycle details (e.g., bi-weekly) and hours thresholds for full-time under “b”.]

2.3 Employment Eligibility Verification
All new hires must complete Form I-9 no later than the first day of work and must present unexpired, acceptable documentation within three (3) business days.

2.4 Personnel Records
Employees must promptly notify Human Resources (“HR”) of changes in address, phone number, emergency contact, tax withholding status, or legally recognized name.

3. EQUAL EMPLOYMENT OPPORTUNITY & ANTI-DISCRIMINATION

3.1 Policy Statement
The Company provides equal employment opportunities to all qualified individuals and strictly prohibits discrimination or harassment based on any Protected Characteristic, consistent with Title VII of the Civil Rights Act of 1964, the Massachusetts Fair Employment Practices Act (M.G.L. c. 151B), and all other Applicable Law.

3.2 Anti-Harassment & Anti-Bullying
Harassment in any form—verbal, physical, visual, or electronic—is forbidden. This includes sexual harassment as defined by the Massachusetts Commission Against Discrimination (“MCAD”).

3.3 Reporting & Investigation
Employees must report suspected discrimination or harassment to HR, a Manager, or the Compliance Hotline at [HOTLINE NUMBER]. The Company will promptly investigate and take corrective action as warranted.

3.4 Reasonable Accommodation
The Company will engage in an interactive process to provide reasonable accommodation to qualified individuals with disabilities, pregnant workers, and sincerely held religious practices, unless doing so would impose an undue hardship.

3.5 Non-Retaliation
Retaliation against any individual who in good faith reports or participates in an investigation is strictly prohibited.

4. WAGE & HOUR COMPLIANCE

4.1 Pay Practices
a. Minimum Wage—Employees will be paid no less than the greater of the Massachusetts minimum wage or the federal minimum wage in effect.
b. Overtime—Non-exempt Employees are entitled to overtime pay at one and one-half times the employee’s regular rate for hours worked in excess of forty (40) in a workweek, calculated in accordance with the FLSA and M.G.L. c. 151, §1A.
c. Timely Payment—Wages will be paid on [PAYDAY] in compliance with the Massachusetts Wage Act (M.G.L. c. 149, §148).

4.2 Payroll Deductions
Only deductions authorized by law or by a voluntary, written authorization will be taken.

4.3 Timekeeping
Employees must accurately record all hours worked using [TIMEKEEPING SYSTEM]. Altering or falsifying time records is grounds for immediate disciplinary action, up to and including termination.

4.4 Meal Breaks & Rest Periods
Employees working more than six (6) consecutive hours are entitled to an unpaid, job-protected 30-minute meal break, consistent with M.G.L. c. 149, §100. Paid rest breaks are provided as operationally feasible.

4.5 Pay Transparency & Pay Equity
Employees may discuss their own or others’ wages and working conditions as permitted under M.G.L. c. 149, §105A (the Massachusetts Equal Pay Act). Retaliation for such discussions is prohibited.

5. HOURS OF WORK & ATTENDANCE

5.1 Standard Workweek
The Company’s standard workweek begins on [DAY] at 12:00 a.m. and ends on [DAY] at 11:59 p.m.

5.2 Attendance Expectations
Regular, punctual attendance is an essential job function. Absences must be reported to [SUPERVISOR/HR CONTACT] as soon as practicable, but no later than the start of the scheduled shift.

5.3 Flexible & Remote Work
Remote or flexible schedules may be approved at management discretion, subject to business needs, employee performance, and security protocols.

6. LEAVES OF ABSENCE

[// GUIDANCE: Insert any “top-up” pay or benefit enhancements offered by the Company.]

6.1 Paid Time Off (PTO)
PTO accrues at [RATE] per pay period and may be used for any purpose, subject to approval and blackout dates.

6.2 Massachusetts Earned Sick Time
Accrual: One (1) hour of paid sick time for every thirty (30) hours worked, up to forty (40) hours per benefit year, in accordance with M.G.L. c. 149, §148C.
Permissible Uses: (i) employee’s or family member’s illness/injury, (ii) medical appointments, (iii) domestic violence, or (iv) travel related to public health emergencies.
Carryover: Up to forty (40) hours may carry over; usage capped at forty (40) hours per benefit year.

6.3 Massachusetts Paid Family & Medical Leave (PFML)
Eligible employees may take job-protected paid leave under M.G.L. c. 175M for:
• Up to 20 weeks for own serious health condition;
• Up to 12 weeks for bonding with a child;
• Up to 26 weeks for military caregiver leave;
• Up to 12 weeks for qualifying exigency.
Employees must provide at least thirty (30) days’ notice when foreseeable.

6.4 Parental Leave
Eight (8) weeks of job-protected unpaid leave for birth, adoption, or placement of a child under 18 (or under 23 if disabled), under M.G.L. c. 149, §105D. Parental Leave runs concurrently with PFML where applicable.

6.5 Domestic Violence Leave
Up to fifteen (15) days of job-protected leave per 12-month period for victims of abusive behavior, consistent with M.G.L. c. 149, §52E.

6.6 Small Necessities Leave
Up to twenty-four (24) hours of job-protected unpaid leave in a 12-month period for participating in certain family-related educational or medical activities, per M.G.L. c. 149, §52D.

6.7 Military, Jury, and Voting Leave
Provided in accordance with Applicable Law; see HR for details.

6.8 Leave Coordination & Benefits Continuation
Benefits will continue during any paid leave and may continue during unpaid leave in accordance with COBRA and Company policy. PTO and seniority do not accrue during unpaid portions of leave unless otherwise required by law.

7. EMPLOYEE BENEFITS

7.1 Health & Welfare Plans
The Company offers medical, dental, vision, and life insurance effective [ELIGIBILITY DATE]. Plan documents govern eligibility and benefits.

7.2 Retirement Savings
Employees may participate in [401(k)/SIMPLE IRA] with Company match of [MATCH DETAILS].

7.3 Tuition & Professional Development
Reimbursement up to [$ AMOUNT] per calendar year for pre-approved coursework or certifications related to the Employee’s position.

7.4 Employee Assistance Program (EAP)
Confidential counseling and referral services available 24/7 via [EAP CONTACT].

8. STANDARDS OF CONDUCT

8.1 Code of Conduct
Employees must act with honesty, integrity, and respect. Prohibited conduct includes, but is not limited to: theft, violence, threats, fraud, insubordination, and any activity that violates Applicable Law.

8.2 Drug-Free Workplace
The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances on Company Property or during working hours is prohibited. Marijuana remains prohibited on Company Property notwithstanding state legalization.

8.3 Alcohol Use
Consumption of alcohol during work hours or on Company Property is prohibited except at Company-sanctioned events with prior executive approval.

8.4 Conflict of Interest
Employees must avoid situations that create, or appear to create, a conflict between personal interests and the best interests of the Company.

8.5 Progressive Discipline
The Company may employ verbal warnings, written warnings, suspension, or termination, in its sole discretion and depending on the severity of the infraction.

9. WORKPLACE SAFETY & SECURITY

9.1 Occupational Safety
The Company is committed to providing a safe workplace and complies with the Occupational Safety and Health Act (“OSHA”). Employees must report unsafe conditions immediately.

9.2 Workplace Violence Prevention
Zero-tolerance policy for threats or acts of violence. Firearms or weapons are prohibited on Company Property, subject to limited exceptions under Massachusetts law.

9.3 Emergency Procedures
Evacuation routes and assembly points are posted throughout the facility. Employees must participate in periodic drills.

10. CONFIDENTIALITY, INTELLECTUAL PROPERTY & DATA SECURITY

10.1 Confidential Information
Employees must not disclose or misuse confidential, proprietary, or trade secret information during employment or thereafter.

10.2 Assignment of Inventions
As a condition of employment, employees assign to the Company all rights, title, and interest in inventions or works created within the scope of employment, except as limited by Massachusetts “employee inventions” law (M.G.L. c. 149, §178A).

10.3 Data Security
Employees must follow Company cybersecurity policies, including multi-factor authentication and encryption protocols.

11. TECHNOLOGY & SOCIAL MEDIA

11.1 Acceptable Use
Company technology is provided primarily for business use. Limited personal use is permissible if it does not interfere with work duties.

11.2 Monitoring
Employees should have no expectation of privacy in Company e-mail, voicemail, internet usage, or electronic files; the Company reserves the right to monitor and access such data.

11.3 Social Media Guidelines
Employees must not represent themselves as speaking on behalf of the Company without authorization and must include disclaimers when expressing personal opinions related to Company business.

12. PERFORMANCE MANAGEMENT & CORRECTIVE ACTION

12.1 Performance Reviews
Formal performance reviews occur [ANNUALLY/BI-ANNUALLY] and may result in merit increases, promotions, or corrective action.

12.2 Training & Development
Employees are expected to participate in mandatory compliance trainings, including anti-harassment, data privacy, and safety modules.

12.3 Corrective Action
The Company may employ coaching, performance improvement plans (“PIPs”), or other corrective measures at its discretion.

13. SEPARATION OF EMPLOYMENT

13.1 Voluntary Resignation
Employees are requested to provide at least two (2) weeks’ written notice.

13.2 Involuntary Separation
The Company may terminate employment at any time, with or without cause or notice, consistent with the at-will doctrine and Applicable Law.

13.3 Final Pay
Final wages, including accrued but unused vacation/PTO, will be paid on the next regular payday following separation or earlier if required by the Massachusetts Wage Act.

13.4 Return of Company Property
All Company Property must be returned on or before the last day worked. Failure to do so may result in deductions as permitted by law or legal action.

14. DISPUTE RESOLUTION & GOVERNING LAW

14.1 Internal Resolution Process
Employees should first seek to resolve workplace concerns with their Manager or HR.

14.2 Optional Arbitration Program
Employees may, but are not required to, elect binding arbitration under the Commercial Arbitration Rules of the American Arbitration Association (“AAA”). The Company will pay all AAA administrative fees and arbitrator compensation. Employees retain the right to pursue statutory claims in court if they decline arbitration.

14.3 Governing Law & Forum Selection
This Handbook and any disputes arising hereunder shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts, without regard to conflict-of-law principles. The state courts of Massachusetts shall have exclusive jurisdiction, unless the parties mutually agree to arbitration.

14.4 Jury Trial
Employees retain all constitutional rights to a jury trial; no policy herein shall be construed as a waiver of that right.

14.5 Injunctive Relief
Either party may seek temporary or preliminary injunctive relief in state court to protect trade secrets or confidential information, provided such relief is limited to preserving the status quo pending final resolution.

15. RISK ALLOCATION

15.1 Indemnification for Employee Conduct
To the fullest extent permitted by Applicable Law, an Employee shall indemnify and hold the Company harmless from any loss, liability, or expense (including reasonable attorneys’ fees) arising out of the Employee’s willful misconduct, fraud, or gross negligence performed within the scope of employment.

15.2 Limitation of Liability
Nothing in this Handbook limits or waives any liability that cannot be limited or waived under Applicable Law, including wage payment obligations and workers’ compensation.

15.3 Insurance Requirements
The Company maintains workers’ compensation, general liability, and employment practices liability insurance (“EPLI”) policies. Employees must cooperate fully with any related investigation or claim.

15.4 Force Majeure
The Company shall not be liable for delay or failure to perform its obligations if such delay or failure is caused by events beyond its reasonable control, including natural disasters, war, terrorism, epidemics, or governmental actions.

16. GENERAL PROVISIONS

16.1 Amendment & Waiver
Only the Company’s Chief Executive Officer or designee may amend this Handbook, and any such amendment must be in writing. No failure to enforce any provision shall constitute a waiver.

16.2 Assignment
Employee rights and obligations are personal and may not be assigned. The Company may assign its rights and obligations to any successor entity.

16.3 Severability
If any provision of this Handbook is held unenforceable, the remaining provisions shall remain in full force to the maximum extent permitted by law.

16.4 Entire Handbook
This Handbook constitutes the entire collection of Company policies and supersedes all prior versions.

16.5 Electronic Signatures
Electronic signatures and acknowledgments shall be deemed originals and fully enforceable.

17. RECEIPT & ACKNOWLEDGMENT

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook, effective [EFFECTIVE DATE]. I agree to comply with the policies contained herein and understand that failure to do so may result in disciplinary action, up to and including termination of employment.

[// GUIDANCE: Insert any state-mandated notices (e.g., PFML poster, Earned Sick Time poster) as appendices or provide links to the Massachusetts Department of Family and Medical Leave and Attorney General’s Office resources.]