EMPLOYEE HANDBOOK

State of New Jersey

[COMPANY NAME]
[Company Address] • [Phone] • [Website]

Effective Date: [EFFECTIVE DATE]
Supersedes Prior Editions: [YES/NO]

[// GUIDANCE: This template is drafted for private-sector employers operating exclusively or primarily in New Jersey. If you employ individuals in multiple states, add a “State Supplements” appendix and direct employees to consult the supplement applicable to their work location.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions (Core Policies)
   A. At-Will Employment & Contract Disclaimer
   B. Equal Employment Opportunity (EEO)
   C. Anti-Harassment & Anti-Discrimination
   D. Wage & Hour Compliance
   E. Hours, Scheduling & Breaks
   F. Employee Classification
   G. Payroll Practices
   H. Leaves of Absence
   I. Benefits Overview
   J. Workplace Conduct & Safety
   K. Confidentiality & Proprietary Information
   L. Technology, Email & Social Media
   M. Discipline & Performance Management
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Employee Acknowledgment & Execution Block

[// GUIDANCE: Hyperlink the headings in electronic distribution copies for quick navigation.]

I. DOCUMENT HEADER

1. Purpose. This Employee Handbook (“Handbook”) sets forth the principal employment policies, procedures, benefits, and expectations of [COMPANY NAME] (the “Company”) and applies to every “Employee” (as defined below) working in New Jersey unless a written individual agreement approved by the Company’s [Chief Executive Officer/HR Director] expressly states otherwise.
2. No Contract of Employment. Nothing in this Handbook constitutes, nor is intended to constitute, a contract of employment or a promise of continued employment for any definite period. Employment with the Company is “at-will,” meaning that either the Employee or the Company may terminate the employment relationship at any time, with or without notice, and with or without cause, subject only to applicable law.
3. Reserved Right to Revise. The Company may add to, delete, or change any provision of this Handbook at any time in its sole discretion, except the “at-will” nature of employment may be altered only by a written agreement signed by the [CEO] and the affected Employee.
4. Governing Law. This Handbook shall be interpreted in accordance with the laws of the State of New Jersey and applicable federal law.

II. DEFINITIONS

Unless otherwise indicated, capitalized terms have the meanings set forth below and apply throughout this Handbook.

“Arbitration Agreement” – A written agreement between the Company and an Employee to submit covered claims to binding arbitration pursuant to Section VIII.C.

“Eligible Employee” – An Employee who satisfies all statutory requirements for a benefit or leave program, as confirmed by Human Resources (“HR”).

“Employee” – Any individual classified by the Company as an employee on its payroll, whether Full-Time, Part-Time, Temporary, or Seasonal.

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

“NJ DOL” – The New Jersey Department of Labor and Workforce Development.

“NJ LAD” – The New Jersey Law Against Discrimination, N.J. Stat. Ann. §§ 10:5-1 et seq.

“Overtime” – Hours worked by a Non-Exempt Employee in excess of 40 hours in a Workweek, compensated at one-and-one-half times the Employee’s Regular Rate of Pay, consistent with the FLSA and N.J. Wage and Hour Law, N.J. Stat. Ann. §§ 34:11-56a et seq.

“Regular Rate of Pay” – Defined by the FLSA for overtime calculations; see 29 U.S.C. § 207(e).

“Workday” – A fixed 24-hour period that begins at [START TIME] and ends at [END TIME].

“Workweek” – The seven-day period beginning at [DAY/TIME] each week for payroll and overtime purposes.

[// GUIDANCE: Confirm “Workday” and “Workweek” definitions align with your payroll system to avoid wage-hour errors.]

III. OPERATIVE PROVISIONS (CORE POLICIES)

A. At-Will Employment & Contract Disclaimer

Refer to Section I.2. Employees must sign the Acknowledgment Form (Section X) reaffirming their at-will status.

B. Equal Employment Opportunity (EEO)

1. Policy Statement. The Company is committed to equal employment opportunity for all qualified applicants and Employees without regard to race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy, childbirth, and related medical conditions), marital status, civil union status, domestic partnership status, familial status, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, liability for military service, mental or physical disability, or any other characteristic protected by the NJ LAD or federal law.
2. Reasonable Accommodation. The Company provides reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs, as required by the NJ LAD and the Americans with Disabilities Act (“ADA”).
3. Complaint Procedure. Violations should be reported promptly to HR or to [ALTERNATIVE REPORTING CONTACT]. The Company prohibits retaliation against any person who raises a good-faith EEO concern.

C. Anti-Harassment & Anti-Discrimination

1. Prohibited Conduct. Harassment or discrimination based on any protected characteristic, including sexual harassment, is strictly forbidden.
2. Reporting & Investigation. Reports should be made in writing or orally to HR or the [EEO Officer]. Investigations will be prompt, impartial, and confidential to the extent possible.
3. Corrective Action. Substantiated misconduct will result in disciplinary action, up to and including termination.

D. Wage & Hour Compliance

1. Payment of Wages. Wages are paid on a [WEEKLY/BI-WEEKLY] basis in accordance with the New Jersey Wage Payment Law, N.J. Stat. Ann. §§ 34:11-4.1 et seq.
2. Overtime. Non-Exempt Employees must obtain prior written approval from their supervisor before working Overtime. Overtime is compensated at 1.5× the Regular Rate of Pay.
3. Timekeeping. Employees must accurately record all hours worked through the Company’s timekeeping system. Altering, falsifying, or tampering with time records may result in discipline.
4. Pay Deductions. Only deductions authorized by law or by the Employee in writing will be made (e.g., taxes, benefits premiums, court-ordered garnishments).

E. Hours, Scheduling & Breaks

1. Work Schedules. Standard hours are [HOURS] Monday through Friday. Supervisors may adjust schedules to meet operational needs.
2. Meal & Rest Breaks. Non-Exempt Employees working more than five consecutive hours are provided an uninterrupted 30-minute unpaid meal break. Breaks should be scheduled by mutual agreement.

F. Employee Classification

1. Exempt vs. Non-Exempt. Classifications are made per the FLSA and N.J. Wage and Hour regulations.
2. Full-Time, Part-Time, Temporary, Seasonal. Defined by regularly scheduled hours:
   • Full-Time = [≥30] hours/week
   • Part-Time = [<30] hours/week
   • Temporary/Seasonal = hired for a defined short-term period.

G. Payroll Practices

1. Direct Deposit. The Company encourages electronic direct deposit; Employees may opt out in writing.
2. Payroll Corrections. Report suspected errors to HR within [5] business days. Underpayments will be corrected in the next payroll; overpayments may be recouped consistent with N.J. law.

H. Leaves of Absence

1. New Jersey Earned Sick Leave (“ESL”).
   a. Accrual. Employees accrue one hour of paid sick leave for every 30 hours worked, up to 40 hours per benefit year, under N.J. Stat. Ann. §§ 34:11D-1 et seq.
   b. Permitted Uses. Personal or family illness, preventive care, domestic/sexual violence, public health closures, or school functions.
   c. Carryover & Payout. Up to 40 hours may carry over; unused hours are not cashed out on separation unless required by Company policy.

2. New Jersey Family Leave Act (“NJFLA”).
   a. Eligibility. Employees with ≥30 hours/week and 12 months of service with at least 1,000 base hours in the preceding 12 months.
   b. Duration. Up to 12 weeks in a 24-month period for bonding with a child or to care for a family member with a serious health condition.
   c. Coordination. Runs concurrently with federal FMLA where both apply, except for Employee’s own serious health condition.

3. New Jersey SAFE Act Leave. Provides up to 20 days in a 12-month period for circumstances related to domestic or sexual violence (N.J. Stat. Ann. §§ 34:11C-1 et seq.).

4. Federal Family & Medical Leave Act (“FMLA”). Eligible Employees receive up to 12 weeks of unpaid, job-protected leave in a 12-month period (29 U.S.C. §§ 2601 et seq.).

5. Military Leave. Leave and re-employment rights under USERRA.

6. Jury Duty & Witness Leave. Excused unpaid leave; Employees may elect to use accrued PTO.

7. Voting Leave. Reasonable unpaid time off if Employee lacks sufficient time to vote outside working hours.

[// GUIDANCE: Verify any Company-specific paid-leave benefits (e.g., PTO, parental leave) align with mandatory statutory leave rights.]

I. Benefits Overview

1. Group Health Insurance. Available to Full-Time Employees after [WAITING PERIOD].
2. 401(k) Plan. Employee deferrals Via payroll deduction; Company match of [PERCENTAGE] subject to plan terms.
3. Workers’ Compensation. Coverage provided per N.J. law for job-related injuries or illnesses.
4. COBRA/NJ Continuation. Continuation of health coverage in qualifying events under federal COBRA and the N.J. continuation statute (N.J. Stat. Ann. § 17B:27A-27).

J. Workplace Conduct & Safety

1. Code of Conduct. Employees must act professionally, ethically, and lawfully at all times.
2. Drug-Free Workplace. Possession, use, or distribution of illegal drugs is prohibited.
   • Cannabis Notice: Under the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act, marijuana is legal for adults; however, Employees may not be impaired at work. The Company may conduct impairment determinations consistent with N.J. law.
3. Workplace Violence. Threats or acts of violence are strictly prohibited.
4. Occupational Safety. Employees must comply with OSHA and NJ PEOSH standards and immediately report unsafe conditions.

K. Confidentiality & Proprietary Information

Employees may encounter confidential Company information, including trade secrets, customer lists, and financial data. Employees must not disclose or misuse such information during or after employment, except as authorized or legally required.

L. Technology, Email & Social Media

1. Company Systems. All electronic systems are Company property; Employees have no expectation of privacy. The Company may monitor usage subject to applicable law.
2. Social Media. Employees must not post confidential information or content that could harm the Company’s reputation.

M. Discipline & Performance Management

1. Progressive Discipline. Although the Company reserves the right to bypass steps, corrective action generally follows: (i) verbal warning, (ii) written warning, (iii) final warning or suspension, (iv) termination.
2. Immediate Termination. Gross misconduct (e.g., theft, violence, fraud) may result in immediate discharge.

IV. REPRESENTATIONS & WARRANTIES

Each Employee represents and warrants that:
1. The Employee is legally authorized to work in the United States and will maintain such authorization.
2. The Employee has disclosed any restrictive covenants (e.g., non-competes) that could affect the Employee’s ability to perform duties.
3. The Employee will comply with all Company policies, procedures, and lawful directives.

[// GUIDANCE: Include an Immigration Reform & Control Act (IRCA) notice in your new-hire packet to reinforce #1.]

V. COVENANTS & RESTRICTIONS

1. Confidentiality. See Section III.K.
2. Conflicts of Interest. Employees must avoid activities that conflict, or appear to conflict, with the Company’s interests and must disclose any potential conflict to HR.
3. Non-Solicitation. For 12 months post-employment, Employee shall not solicit Company customers or Employees for competitive purposes within New Jersey, except as prohibited by law.
4. Compliance with Law. Employees shall comply with all applicable laws and regulations in performing their work.

VI. DEFAULT & REMEDIES

1. Events of Default. The following constitute “Defaults”:
   a. Material breach of Company policy;
   b. Fraud, dishonesty, or theft;
   c. Unauthorized disclosure of confidential information;
   d. Violation of applicable law in connection with employment.
2. Notice & Cure. Where feasible and lawful, the Company will provide written notice of a Default and allow up to [5] business days to cure.
3. Remedies. The Company may impose any lawful disciplinary action, seek injunctive relief, and pursue damages or other equitable relief.
4. Attorney Fees. In any action to enforce Sections V or VI, the prevailing party is entitled to reasonable attorney fees and costs, except where prohibited by law.

VII. RISK ALLOCATION

1. Indemnification by Employee. To the maximum extent permitted by law, Employee shall indemnify and hold harmless the Company and its officers, directors, and agents from any loss, damage, or expense arising out of the Employee’s gross negligence, willful misconduct, or violation of law.
2. Limitation of Liability. The Company’s liability to any Employee is limited to remedies expressly provided by statute (including the NJ LAD, NJ Wage and Hour Law, and workers’ compensation statutes).
3. Insurance. The Company maintains employment-practice liability insurance (“EPLI”) and workers’ compensation insurance as required by law.
4. Force Majeure. The Company is excused from performance under this Handbook during events beyond its reasonable control, including natural disasters, governmental orders, and public health emergencies.

VIII. DISPUTE RESOLUTION

A. Internal Complaint Procedure. Employees must first report workplace disputes or concerns under Section III.B or III.C.

B. Forum Selection. Absent an effective Arbitration Agreement, the Superior Court of New Jersey (exclusive venue) shall have jurisdiction over any dispute arising out of or relating to employment with the Company.

C. Optional Arbitration. Employees may voluntarily enter an Arbitration Agreement covering statutory and common-law employment claims, except claims for workers’ compensation, unemployment benefits, or claims for injunctive relief under Sections V–VI. Arbitration shall follow the American Arbitration Association’s Employment Arbitration Rules and the New Jersey Arbitration Act.

D. Jury Waiver. The Company cannot waive an Employee’s constitutional right to a jury trial absent a valid Arbitration Agreement or court approval; therefore, no jury-trial waiver is imposed in this Handbook.

E. Injunctive Relief. Nothing herein limits either party’s right to seek temporary or preliminary injunctive relief for breaches of Sections V or VI where remedies at law are inadequate and irreparable harm is likely.

IX. GENERAL PROVISIONS

1. Amendment & Waiver. No provision may be waived except in a writing signed by the [HR Director]. A single waiver does not constitute a continuing waiver.
2. Assignment. Employee may not assign rights or delegate duties without prior written consent. The Company may assign this Handbook to any successor entity.
3. Severability. If any provision is found unenforceable, it will be reformed to the minimum extent necessary; the remaining provisions remain in effect.
4. Entire Agreement. Except for any duly executed Arbitration Agreement or individual employment agreement, this Handbook is the complete statement of Company policies and supersedes prior versions.
5. Electronic Signatures. Electronic acknowledgment and signatures have the same legal effect as handwritten signatures.

X. EMPLOYEE ACKNOWLEDGMENT & EXECUTION BLOCK

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook dated [EFFECTIVE DATE]. I understand that my employment is at-will and that the Company may amend this Handbook at any time. I agree to comply with the policies, procedures, and obligations contained herein.

[// GUIDANCE: Maintain the original signed acknowledgment (or a secure electronic copy) in the personnel file for at least six years, consistent with N.J. record-retention rules.]

End of Employee Handbook