[COMPANY NAME]

Employee Handbook

(State of Ohio)

[// GUIDANCE: This template is intentionally expansive. Delete any provisions that do not fit your organization and complete every bracketed [PLACEHOLDER]. All cross-references and section numbers update automatically in most modern word processors if you use built-in heading styles.]

TABLE OF CONTENTS

1 Document Header
2 Definitions
3 Operative Provisions
  3.1 Employment Relationship
  3.2 Equal Employment Opportunity & Anti-Discrimination
  3.3 Wage & Hour Compliance
  3.4 Employee Classification
  3.5 Work Schedules & Attendance
  3.6 Compensation Practices
  3.7 Benefits & Insurance
  3.8 Leaves of Absence
  3.9 Health, Safety & Security
  3.10 Technology & Data Security
  3.11 Workplace Conduct Standards
  3.12 Performance Management
4 Representations & Warranties
5 Covenants & Restrictions
6 Default, Discipline & 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 employment policies and procedures of [COMPANY NAME], an [Ohio/Foreign] corporation (the “Company”), effective as of [EFFECTIVE DATE] (the “Effective Date”).

1.2 Recitals.
 (a) The Company desires to publish uniform policies to promote consistency, legal compliance, and a positive workplace culture.
 (b) Employees are expected to review, understand, and comply with this Handbook.

1.3 Jurisdiction. This Handbook is drafted in accordance with the laws of the State of Ohio and applicable federal law (collectively, “Applicable Law”).

1.4 Disclaimer — Not a Contract. This Handbook is not, and shall not be construed as, an employment contract. Employment with the Company is at-will and may be terminated by either the Company or the employee at any time, with or without cause or notice, subject only to Applicable Law and any separate written agreement signed by [TITLE OF AUTHORIZED OFFICER].

2. DEFINITIONS

For purposes of this Handbook, the following capitalized terms have the meanings set forth below. Terms defined herein apply throughout the document unless otherwise indicated.

“At-Will Employment” – Employment that may be terminated by either party at any time, with or without cause or notice.

“Company Property” – All tangible and intangible property owned, leased, or licensed by the Company, including but not limited to equipment, supplies, vehicles, records, data, and intellectual property.

“Discrimination” – Any adverse employment action prohibited under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., the Ohio Civil Rights Act, Ohio Rev. Code § 4112.02, and other Applicable Law.

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

“Exempt Employee” / “Non-Exempt Employee” – An employee classified as exempt or non-exempt from overtime requirements under the Fair Labor Standards Act, 29 U.S.C. § 207, and Ohio Rev. Code § 4111.03.

“Management” – Any individual with authority to hire, discipline, or make material employment decisions on behalf of the Company.

“Protected Class” – Race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, age (40+), military status, or any other classification protected under Applicable Law.

3. OPERATIVE PROVISIONS

3.1 Employment Relationship

3.1.1 At-Will Status. Employment is At-Will unless a formal, signed agreement states otherwise.

3.1.2 Introductory Period. New Employees shall complete a [NUMBER OF DAYS/90-day] introductory period during which performance and suitability for the position will be evaluated. Successful completion does not alter At-Will status.

3.2 Equal Employment Opportunity & Anti-Discrimination

3.2.1 Policy Statement. The Company is committed to equal employment opportunity (“EEO”) and compliance with all anti-discrimination laws, including Ohio Rev. Code § 4112.02 and Title VII.

3.2.2 Prohibited Conduct. Discrimination, harassment, or retaliation against any Employee or applicant based on Protected Class status is strictly prohibited.

3.2.3 Reporting & Investigation.
 (a) Employees should immediately report violations to [TITLE/POSITION] or via [HOTLINE/PORTAL].
 (b) All complaints will be investigated promptly, impartially, and confidentially to the maximum extent practicable.

3.2.4 Corrective Action. Violation of this policy will result in discipline up to and including termination.

3.3 Wage & Hour Compliance

3.3.1 Minimum Wage. The Company pays at least the higher of the Ohio minimum wage (Ohio Const. art. II, § 34a; Ohio Rev. Code § 4111.02) or the federal minimum wage.

3.3.2 Overtime. Non-Exempt Employees will receive one and one-half times their regular hourly rate for hours worked over 40 in a workweek, consistent with 29 U.S.C. § 207 and Ohio Rev. Code § 4111.03. Overtime must be pre-approved by [SUPERVISOR TITLE].

3.3.3 Timekeeping. Accurate time records are mandatory. Altering, falsifying, or tampering with time records is grounds for immediate termination.

3.3.4 Meal & Rest Breaks. While Ohio law does not mandate adult meal or rest breaks, the Company provides [SPECIFY POLICY—e.g., a 30-minute unpaid meal break for shifts over 6 hours]. Breaks for minor Employees comply with Ohio Rev. Code § 4109.07.

3.4 Employee Classification

3.4.1 Exempt vs. Non-Exempt. Classification is determined by job duties and salary basis in accordance with FLSA regulations.

3.4.2 Full-Time, Part-Time, Temporary, Seasonal. Definitions and eligibility for benefits are set forth in Appendix A.

3.5 Work Schedules & Attendance

3.5.1 Normal Workweek. [NUMBER] hours, [DAYS] through [DAYS], [START–END TIMES].

3.5.2 Attendance Expectations. Reliable and punctual attendance is essential. Employees must follow the call-off procedures in Appendix B.

3.6 Compensation Practices

3.6.1 Payroll Schedule. Employees are paid [WEEKLY/BIWEEKLY] via [DIRECT DEPOSIT/CHECK] every [DAY].

3.6.2 Mandatory Deductions. The Company will withhold all taxes and other deductions required by Applicable Law.

3.6.3 Permitted Deductions. Other deductions (e.g., benefits premiums) require written authorization. No deductions may reduce pay below statutory minimums.

3.7 Benefits & Insurance

3.7.1 Group Health Plans. Eligible Employees may enroll in Company-sponsored medical, dental, and vision plans per [SUMMARY PLAN DESCRIPTION].

3.7.2 Retirement Plans. The Company offers [401(k)/SIMPLE IRA] with [MATCH/NON-MATCH] features.

3.7.3 Workers’ Compensation. Coverage is provided under Ohio’s monopolistic state fund pursuant to Ohio Rev. Code § 4123.

3.7.4 Unemployment Insurance. Benefits are governed by Ohio Rev. Code § 4141.

3.8 Leaves of Absence

3.8.1 Family & Medical Leave Act (FMLA). Eligible Employees may take up to 12 weeks of job-protected leave per 12-month period, consistent with 29 U.S.C. § 2612.

3.8.2 Ohio Military Family Leave. Eligible Employees may take up to 10 days or 80 hours of leave per year when a family member is called to active duty, per Ohio Rev. Code § 5906.02.

3.8.3 Jury Duty Leave. The Company provides unpaid leave for required jury service. Employees will not be disciplined or discharged for serving (Ohio Rev. Code § 2313.19).

3.8.4 Voting Leave. Employees are encouraged to vote; scheduling accommodations will be made where reasonable.

3.8.5 Crime Victim Leave. Leave requests will be considered under Ohio Rev. Code § 2930.18.

3.8.6 Other Leaves. Additional leaves (e.g., bereavement, parental, domestic violence) are detailed in Appendix C.

3.9 Health, Safety & Security

3.9.1 Compliance. The Company complies with the Occupational Safety and Health Act, 29 U.S.C. § 651 et seq., and Ohio Public Employment Risk Reduction Program (for public employers).

3.9.2 Drug-Free Workplace. Possession, use, or distribution of illegal drugs or unauthorized alcohol on Company Property is prohibited. The Company reserves the right to conduct drug testing consistent with Ohio law.

3.9.3 Workplace Violence Prevention. Threatening behavior or violence will result in immediate disciplinary action.

3.9.4 Emergency Procedures. See Appendix D for evacuation routes and reporting protocols.

3.10 Technology & Data Security

3.10.1 Acceptable Use. Company-provided technology must be used primarily for business purposes. Personal use is limited and must not interfere with work.

3.10.2 Privacy Notice. Employees have no expectation of privacy in Company-provided systems; the Company may monitor, access, and disclose data as permitted by law.

3.10.3 Confidential Information. Employees must safeguard proprietary information and comply with any separate non-disclosure agreement (“NDA”).

3.11 Workplace Conduct Standards

3.11.1 Code of Conduct. Employees must act with integrity, professionalism, and respect.

3.11.2 Conflicts of Interest. Employees shall avoid activities that conflict with the Company’s interests and must disclose potential conflicts to [COMPLIANCE OFFICER].

3.11.3 Social Media. Public statements on social media that reference the Company must be professional and comply with this Handbook and any applicable NDA.

3.12 Performance Management

3.12.1 Performance Reviews. Formal reviews occur at least [ANNUALLY/SEMI-ANNUALLY].

3.12.2 Corrective Action. Unsatisfactory performance may result in coaching, written warnings, suspension, or termination, at Management’s discretion.

4. REPRESENTATIONS & WARRANTIES

4.1 Employer Representations. The Company represents that it will:
 (a) Pay wages in compliance with Applicable Law;
 (b) Provide all benefits described herein, subject to the terms of governing plan documents; and
 (c) Maintain workers’ compensation coverage and safe working conditions.

4.2 Employee Acknowledgments. By signing the Execution Block, the Employee represents and warrants that he or she:
 (a) Has read and understands the Handbook;
 (b) Will comply with all policies; and
 (c) Will promptly disclose any violation of these policies to Management.

5. COVENANTS & RESTRICTIONS

5.1 Confidentiality. Employees shall not disclose Confidential Information except as authorized.

5.2 Non-Solicitation. For [12/24] months following termination, Employees shall not solicit Company clients or Employees in violation of Applicable Law.

5.3 Return of Company Property. Upon separation, all Company Property must be returned immediately.

5.4 Compliance Covenant. Employees shall comply with all laws, regulations, and professional standards applicable to their duties.

6. DEFAULT, DISCIPLINE & REMEDIES

6.1 Grounds for Discipline. Include but are not limited to:
 (a) Violation of any policy in this Handbook;
 (b) Unsatisfactory performance;
 (c) Gross misconduct or illegal activity;
 (d) Insubordination.

6.2 Progressive Discipline. At the Company’s discretion:
 (1) Verbal Warning;
 (2) Written Warning;
 (3) Final Warning or Suspension;
 (4) Termination.
[// GUIDANCE: Management may bypass steps based on severity.]

6.3 Remedies. The Company reserves all legal and equitable remedies, including restitution, set-off against wages where permitted, and injunctive relief (subject to Section 8.4).

7. RISK ALLOCATION

7.1 Indemnification by Employee. To the maximum extent permitted by law, an Employee shall indemnify and hold harmless the Company from losses, damages, or costs arising from the Employee’s gross negligence, willful misconduct, or criminal acts (“Employee Misconduct”).

7.2 Limitation of Company Liability. Except as prohibited by law, Company liability to an Employee is limited to statutory remedies (“Liability Caps”). The Company shall not be liable for indirect, incidental, or consequential damages arising from employment.

7.3 Insurance. The Company maintains general liability, workers’ compensation, and other insurance coverages in accordance with Applicable Law. Employees may be required to cooperate in any investigation or claim process.

7.4 Force Majeure. The Company is excused from performance obligations under this Handbook during events beyond its reasonable control, including natural disasters, acts of war, governmental action, or pandemics, to the extent such events prevent normal operations.

8. DISPUTE RESOLUTION

8.1 Internal Grievance Procedure. Employees must first submit disputes in writing to [HR/COMPLIANCE DEPARTMENT]. Management will investigate and respond within [10] business days.

8.2 Governing Law. All disputes shall be governed by Ohio substantive law (“Governing Law”).

8.3 Forum Selection. If litigation is pursued, exclusive jurisdiction and venue lie in the state courts located in [COUNTY], Ohio (“Designated Forum”).

8.4 Arbitration (Optional). At the Company’s election and upon written notice to the Employee, any dispute (other than claims for workers’ compensation, unemployment, or claims incapable of arbitration under Applicable Law) shall be resolved by binding arbitration administered by [AAA/JAMS] under its Employment Arbitration Rules. The Company shall bear the filing fee in excess of the amount an Employee would pay to file in state court.

8.5 Jury Waiver. To the extent a dispute is litigated in court, the parties knowingly and voluntarily waive their constitutional right to a trial by jury.

8.6 Injunctive Relief. Nothing in this Section limits the Company’s right to seek temporary or preliminary injunctive relief in the Designated Forum to enforce confidentiality or other restrictive covenants.

9. GENERAL PROVISIONS

9.1 Amendment & Waiver. The Company may amend this Handbook at any time. No oral statement can modify its terms. The failure to enforce a provision is not a waiver of future enforcement.

9.2 Assignment. Employee may not assign any rights or delegate any duties under this Handbook. The Company may assign its rights and obligations to any successor.

9.3 Severability. If any provision is held unenforceable, it shall be reformed to the minimum extent necessary, and the remainder shall remain in full force.

9.4 Integration. This Handbook supersedes all prior written or oral policies on the same subjects.

9.5 Electronic Signatures. Electronic signatures and acknowledgments have the same force and effect as original signatures, consistent with the Ohio Uniform Electronic Transactions Act, Ohio Rev. Code § 1306.01 et seq.

9.6 Counterparts. This Handbook may be executed in counterparts, each of which is deemed an original.

10. EXECUTION BLOCK (EMPLOYEE ACKNOWLEDGMENT)

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook effective [EFFECTIVE DATE]. I understand that my employment is At-Will, that this Handbook is not a contract, and that the Company may modify the Handbook at any time.

[// GUIDANCE: Retain signed acknowledgments in the personnel file for at least six (6) years or the applicable statute of limitations, whichever is longer.]