[COMPANY NAME]

EMPLOYEE HANDBOOK

(State of Nebraska – Effective [EFFECTIVE DATE])

[// GUIDANCE: This template is intentionally comprehensive. Delete any provisions that do not apply to your client’s operations and add any industry-specific policies (e.g., HIPAA, DOT, FINRA) as needed.]

TABLE OF CONTENTS

1. DOCUMENT HEADER
2. DEFINITIONS
3. OPERATIVE PROVISIONS
   3.1 Employment Relationship & At-Will Statement
   3.2 Equal Employment Opportunity & Anti-Discrimination
   3.3 Wage & Hour Practices
   3.4 Work Schedules & Attendance
   3.5 Leave of Absence Policies
   3.6 Benefits & Insurance
   3.7 Employee Conduct & Discipline
   3.8 Workplace Safety & Workers’ Compensation
   3.9 Confidentiality, IP & Data Security
   3.10 Use of Company Property & Technology
   3.11 Drug-Free & Alcohol-Free Workplace
   3.12 Anti-Harassment & Complaint Procedure
   3.13 Performance Management
   3.14 Separation from Employment
4. REPRESENTATIONS & WARRANTIES
5. COVENANTS & RESTRICTIONS
6. DEFAULT & REMEDIES
7. RISK ALLOCATION
8. DISPUTE RESOLUTION
9. GENERAL PROVISIONS
10. EXECUTION BLOCK (EMPLOYEE ACKNOWLEDGMENT)

1. DOCUMENT HEADER

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

1.2 Effective Date. This Handbook is effective as of [EFFECTIVE DATE] and supersedes all prior handbooks, manuals, and written or oral policies on the subjects addressed herein.

1.3 Governing Law. Unless otherwise required by federal law, this Handbook shall be interpreted in accordance with the employment laws of the State of Nebraska.

1.4 Reservation of Rights & Consideration. The Company may amend, modify, or delete any provision of this Handbook at any time, with or without notice, in its sole discretion, except as otherwise required by applicable law. Continued employment after receipt of this Handbook constitutes consideration and acceptance of these terms.

2. DEFINITIONS

For purposes of this Handbook, capitalized terms have the meanings set forth below. Terms defined herein shall apply equally to singular and plural forms and to any gender.

“Company” means [COMPANY NAME] and any parent, subsidiary, or affiliated entity that adopts this Handbook.

“Employee” means any individual employed by the Company on an at-will basis, whether full-time, part-time, seasonal, or temporary, unless a written contract signed by the Chief Executive Officer expressly provides otherwise.

“Handbook” means this Employee Handbook, including all appendices, exhibits, schedules, and subsequent written amendments.

“Manager” means the Employee’s direct supervisor or any person acting in a supervisory capacity on behalf of the Company.

“Nebraska Employment Laws” means, collectively, all statutes, regulations, and common-law doctrines governing employment in the State of Nebraska, including but not limited to the Nebraska Fair Employment Practice Act, the Nebraska Wage Payment and Collection Act, the Nebraska Minimum Wage Act, and the Nebraska Family Military Leave Act.

3. OPERATIVE PROVISIONS

3.1 Employment Relationship & At-Will Statement

3.1.1 At-Will Status. Employment with the Company is “at-will,” meaning either the Employee or the Company may terminate the employment relationship at any time, with or without cause or advance notice, subject only to applicable law.

3.1.2 Contract Supremacy. No representative of the Company has authority to enter into any agreement contrary to the at-will nature of employment unless embodied in a written contract signed by the [TITLE: e.g., Chief Executive Officer] and the Employee.

[// GUIDANCE: Nebraska courts strictly enforce clear at-will disclaimers. Place this language conspicuously in the Handbook and the acknowledgment page.]

3.2 Equal Employment Opportunity & Anti-Discrimination

3.2.1 Policy Statement. The Company provides equal employment opportunities to all qualified individuals and strictly prohibits unlawful discrimination or harassment on the basis of race, color, religion, sex, pregnancy, national origin, age, disability, marital status, veteran status, genetic information, sexual orientation, gender identity, or any other characteristic protected by:
a. Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq.;
b. The Americans with Disabilities Act, 42 U.S.C. §§ 12101 et seq.; and
c. The Nebraska Fair Employment Practice Act, Neb. Rev. Stat. §§ 48-1101 et seq.

3.2.2 Reasonable Accommodation. Consistent with federal and Nebraska law, the Company will provide reasonable accommodations for disabilities, pregnancy-related conditions, and sincerely held religious beliefs, absent undue hardship.

3.2.3 Non-Retaliation. Retaliation against an Employee who in good faith reports or participates in an investigation of discrimination, harassment, safety violations, or other protected activity is strictly prohibited.

3.3 Wage & Hour Practices

3.3.1 Compliance. The Company compensates Employees in accordance with:
• The federal Fair Labor Standards Act (“FLSA”), 29 U.S.C. §§ 201–219; and
• The Nebraska Wage Payment and Collection Act, Neb. Rev. Stat. §§ 48-1228 to 48-1234; and
• The Nebraska Minimum Wage Act, Neb. Rev. Stat. §§ 48-1201 et seq.

3.3.2 Classification. Employees will be classified as “exempt” or “non-exempt” based upon federal and state criteria. Misclassification will be promptly corrected with full back pay if required.

3.3.3 Overtime. Non-exempt Employees are entitled to overtime pay at one and one-half times their regular rate for all hours worked over 40 in a workweek unless a more generous threshold is mandated by Nebraska law. Overtime must be pre-approved in writing by a Manager.

3.3.4 Timekeeping. Accurate, contemporaneous recording of all hours worked is mandatory. Altering, falsifying, or misrepresenting time records may result in immediate termination.

3.3.5 Deductions. No unauthorized deductions will be made from an Employee’s paycheck. Employees must immediately report alleged improper deductions to [HR CONTACT]; the Company will investigate and reimburse as required.

3.4 Work Schedules & Attendance

3.4.1 Standard Workweek. The Company’s standard workweek begins at [DAY/TIME] and ends at [DAY/TIME]. Individual schedules may vary by department.

3.4.2 Attendance. Regular, punctual attendance is an essential job function. Employees must notify their Manager of absences or tardiness at least [NUMBER] hours before the scheduled start time, except in emergencies.

3.4.3 Inclement Weather & Emergencies. The Company may close or delay operations due to severe weather or unforeseen events. Procedures will be communicated via [METHOD OF NOTICE].

3.5 Leave of Absence Policies

3.5.1 Family & Medical Leave Act (“FMLA”). Eligible Employees may take up to 12 workweeks of unpaid, job-protected leave within a 12-month period, or 26 weeks for military caregiver leave, in accordance with 29 U.S.C. §§ 2601 et seq.

3.5.2 Nebraska Family Military Leave. Employers with 15 or more Employees must provide up to 30 days of unpaid leave to qualifying Employees whose spouse or child is called to military service, consistent with Neb. Rev. Stat. §§ 55-501 to 55-509.

3.5.3 Pregnancy & Childbirth Accommodation. The Company provides reasonable accommodations, including unpaid leave, for pregnancy-related conditions in compliance with Neb. Rev. Stat. § 48-1102 and federal law.

3.5.4 Domestic Violence & Crime Victim Leave. Employees who are victims of domestic violence or other crimes may request reasonable unpaid leave for court appearances, counseling, or safety planning, in accordance with applicable Nebraska statutes.

3.5.5 Jury Duty & Witness Leave. The Company will provide Employees with leave to serve on a jury or as a subpoenaed witness, with protection from adverse employment action, as required by Nebraska law. [OPTION: Paid/Unpaid]

3.5.6 Voting Leave. Employees lacking two consecutive non-working hours while polls are open will receive up to two paid hours to vote in any Nebraska statewide election, provided written notice is given [NUMBER] days in advance.

3.5.7 Other Leave. Additional leave (e.g., bereavement, personal, administrative) may be available per Company policy or law. For any leave not expressly provided herein, consult [HR CONTACT].

[// GUIDANCE: Verify that leave durations meet or exceed statutory minima and that benefit continuation language is coordinated with group insurance contracts.]

3.6 Benefits & Insurance

3.6.1 Eligibility. Employees scheduled to work at least [NUMBER] hours per week are generally eligible for Company-sponsored benefits as outlined in the Summary Plan Descriptions (“SPDs”).

3.6.2 Group Health & Dental. Coverage is effective the first of the month following [WAITING PERIOD]. Employees may elect coverage for eligible dependents and pay the employee-portion of premiums via pre-tax payroll deductions.

3.6.3 Retirement Plan. The Company offers a [401(k)/SIMPLE IRA] with [MATCH PERCENTAGE]% matching contribution up to [MATCH CAP]% of compensation, subject to IRS limits.

3.6.4 Workers’ Compensation. Employees injured in the course of employment are covered under the Nebraska Workers’ Compensation Act. Injuries must be reported to [SAFETY OFFICER] within [TIMEFRAME].

3.6.5 COBRA/State Continuation. Employees and qualifying beneficiaries may elect to continue certain benefits at their own expense after qualifying events, consistent with applicable federal or Nebraska continuation laws.

3.7 Employee Conduct & Discipline

3.7.1 Standards. Employees must conduct themselves with integrity, professionalism, and respect for coworkers, customers, vendors, and property.

3.7.2 Progressive Discipline. Violations may result in verbal warnings, written warnings, suspension, or termination, depending on severity and frequency. Certain conduct (e.g., theft, violence) may result in immediate termination notwithstanding progressive steps.

3.7.3 Conflict of Interest. Employees must avoid any activity that conflicts with or appears to conflict with the Company’s interests, including unauthorized outside employment, self-dealing, or acceptance of improper gifts.

3.8 Workplace Safety & Workers’ Compensation

3.8.1 General Duty. The Company strives to maintain a safe workplace in compliance with the Occupational Safety and Health Act (“OSHA”). Employees must follow all safety rules and immediately report hazards.

3.8.2 Reporting Injuries. Report work-related injuries or illnesses to [SAFETY OFFICER] and [HR CONTACT] as soon as practicable, but no later than the end of the work shift, absent extenuating circumstances.

3.8.3 Safety Committees. The Company may establish employee-management safety committees to promote compliance and risk mitigation.

3.9 Confidentiality, IP & Data Security

3.9.1 Confidential Information. Employees shall not disclose or misuse proprietary, confidential, or trade-secret information belonging to the Company or its clients.

3.9.2 Return of Property. Upon termination, Employees must return all Company property, including documents and electronic data, and certify deletion of Company information from personal devices.

3.9.3 Intellectual Property. All inventions, works of authorship, and other intellectual property created by the Employee within the scope of employment or using Company resources shall be the exclusive property of the Company, to the fullest extent permitted by law.

3.10 Use of Company Property & Technology

3.10.1 Limited Personal Use. Company equipment, systems, and networks are primarily for business use. Incidental personal use must not interfere with productivity or violate policy.

3.10.2 Monitoring. Employees have no expectation of privacy when using Company systems; the Company reserves the right to monitor, access, and disclose all data transmitted through or stored on its systems.

3.10.3 Social Media. Employees must refrain from posting confidential information or content that could harm the Company’s reputation. Identify yourself as an Employee only if you also state that opinions expressed are personal.

3.11 Drug-Free & Alcohol-Free Workplace

3.11.1 Prohibition. The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances or alcohol on Company premises or during work hours is strictly prohibited.

3.11.2 Testing. The Company may conduct pre-employment, reasonable suspicion, post-accident, or random drug and alcohol testing in accordance with Nebraska law.

3.11.3 Assistance. Employees may voluntarily seek assistance for substance misuse through [EAP INFO] without retaliation.

3.12 Anti-Harassment & Complaint Procedure

3.12.1 Zero Tolerance. The Company will not tolerate harassment of any kind, including sexual harassment, whether by supervisors, coworkers, or third parties.

3.12.2 Complaint Channels. Employees should promptly report harassment to [HR CONTACT] or any Manager. Reports may be made orally or in writing without fear of retaliation.

3.12.3 Investigation & Corrective Action. Reports will be promptly investigated. Violations will result in corrective action up to and including termination.

3.13 Performance Management

3.13.1 Reviews. Formal performance evaluations occur at least [ANNUAL/BI-ANNUAL] intervals. Informal feedback is ongoing.

3.13.2 Goal Setting & Development. Employees and Managers will collaborate on performance goals and professional development plans.

3.14 Separation from Employment

3.14.1 Voluntary Resignation. Employees are requested to provide at least [NUMBER] weeks’ written notice.

3.14.2 Final Pay. Under Neb. Rev. Stat. § 48-1230, final wages (including earned vacation, if applicable) will be paid on or before the next regular payday or within two weeks of separation, whichever is sooner.

3.14.3 Exit Interview. The Company may conduct an exit interview to recover Company property, remind the Employee of continuing obligations, and gather feedback.

4. REPRESENTATIONS & WARRANTIES

4.1 Employee Representations. By accepting employment, the Employee represents that:
a. The Employee is legally authorized to work in the United States.
b. The Employee is not party to any agreement that would restrict the Employee’s ability to perform the duties of the position.

4.2 Company Disclaimer. The Company makes no express or implied warranties regarding continued employment, compensation, or specific working conditions beyond those required by law.

5. COVENANTS & RESTRICTIONS

5.1 Compliance Covenant. Employees shall comply with all Company policies, lawful directives, and applicable federal, state, and local laws.

5.2 Non-Solicitation. For [PERIOD] months following separation, the Employee shall not directly solicit for employment any person employed by the Company during the Employee’s last six months of employment without prior written consent, to the extent enforceable under Nebraska law.

5.3 Non-Disparagement. Employees shall not make false or malicious statements about the Company, its products, or its personnel.

6. DEFAULT & REMEDIES

6.1 Events of Default. The following constitute defaults:
a. Material breach of Company policy;
b. Gross negligence or willful misconduct;
c. Unauthorized disclosure of Confidential Information;
d. Criminal conviction related to dishonesty or violence.

6.2 Notice & Cure. When feasible and lawful, the Company will provide written notice of default and [NUMBER] calendar days to cure. Notwithstanding the foregoing, misconduct posing imminent harm may result in immediate termination without cure opportunity.

6.3 Graduated Remedies. Remedies include, without limitation: written reprimand, suspension (with or without pay), demotion, termination, restitution, and injunctive relief.

7. RISK ALLOCATION

7.1 Indemnification. To the extent permitted by law, the Employee shall indemnify and hold harmless the Company, its officers, directors, and affiliates from any liability, cost, or expense (including reasonable attorneys’ fees) arising out of the Employee’s willful misconduct, gross negligence, or breach of this Handbook.

7.2 Limitation of Liability. Nothing herein shall enlarge the Company’s liability beyond that imposed by statute or workers’ compensation laws. The Company’s aggregate liability for monetary damages shall not exceed statutory limits.

7.3 Insurance. The Company maintains general liability, workers’ compensation, and employment practices liability insurance as required by law. Employees may be required to maintain valid personal insurance (e.g., auto liability) when using personal vehicles for Company business.

8. DISPUTE RESOLUTION

8.1 Internal Resolution. Employees are encouraged to resolve workplace disputes informally through their Manager or [HR CONTACT].

8.2 Mediation. If a dispute cannot be resolved internally, either party may request voluntary mediation through [MEDIATION AGENCY] at shared cost.

8.3 Arbitration (Optional). The Company may offer, and the Employee may elect, to submit certain employment-related claims (excluding workers’ compensation, unemployment, and claims under the National Labor Relations Act) to binding arbitration under the [ARBITRATION RULES]. Election must be made via the Arbitration Agreement attached as Appendix A.

8.4 Governing Law & Forum. Absent a valid arbitration agreement, any claim arising out of or related to employment with the Company shall be brought exclusively in the state courts of [COUNTY], Nebraska, and construed in accordance with the laws of the State of Nebraska, without regard to conflict-of-laws principles.

8.5 Jury Trial. Nothing in this Handbook constitutes a waiver of any constitutional right to a jury trial.

8.6 Injunctive Relief. Each party retains the right to seek limited injunctive relief in a court of competent jurisdiction to prevent irreparable harm pending final resolution.

9. GENERAL PROVISIONS

9.1 Amendments & Waivers. Only a written instrument signed by the [TITLE] may modify this Handbook. Failure to enforce any provision shall not constitute a waiver.

9.2 Assignment & Delegation. The Company may assign its rights or delegate its duties under this Handbook to any successor in interest. Employees may not assign any rights or delegate any obligations hereunder.

9.3 Severability. If any provision of this Handbook is held invalid or unenforceable, the remaining provisions shall remain in full force and effect. The Company and the Employee agree to replace any invalid provision with an enforceable provision that most closely reflects the original intent.

9.4 Integration. This Handbook, together with any executed employment agreements, constitute the entire understanding between the Company and the Employee regarding the subjects addressed and supersede all prior written or oral statements.

9.5 Electronic Signatures. The Company may adopt electronic signature procedures consistent with the Nebraska Uniform Electronic Transactions Act for execution of acknowledgments and agreements.

9.6 Counterparts. This Handbook may be executed in counterparts, each of which shall be deemed an original and all of which together constitute one instrument.

10. EXECUTION BLOCK – EMPLOYEE ACKNOWLEDGMENT

I, [EMPLOYEE NAME], 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 does not alter the at-will nature of my employment. 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.

| Printed Name | |

(Notary acknowledgment is NOT required for a handbook but may be added if desired.)

APPENDIX A – OPTIONAL ARBITRATION AGREEMENT

[// GUIDANCE: Provide a standalone, opt-in arbitration agreement that complies with the Federal Arbitration Act and any state-law limits on mandatory arbitration of certain claims. Ensure conspicuousness and separate consideration.]

(Intentionally left in outline form for client customization.)

[// GUIDANCE: Review the Handbook annually to incorporate legislative changes (e.g., Nebraska minimum wage increases) and evolving federal regulations.]