[COMPANY NAME] EMPLOYEE HANDBOOK

State of Wisconsin – Comprehensive Policy Manual

[// GUIDANCE: Replace bracketed placeholders with client-specific information before issuance. Delete all GUIDANCE comments prior to finalization.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions
    A. Employment Relationship
    B. Equal Employment Opportunity & Anti-Discrimination
    C. Wage & Hour Compliance
    D. Time Off & Leaves of Absence
    E. Workplace Conduct & Safety
    F. Confidentiality & Data Security
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block (Employee Acknowledgment)

I. DOCUMENT HEADER

1. Title; Parties
   This Employee Handbook (“Handbook”) is issued by [COMPANY NAME], a [STATE OF ORGANIZATION] [ENTITY TYPE] (the “Company”), to all individuals classified as employees of the Company (“Employee” or “you”).

2. Purpose; Consideration
   This Handbook sets forth guidelines, policies, and procedures governing the employment relationship between the Company and its Employees in the State of Wisconsin. Receipt and continued employment constitute adequate consideration for Employee’s agreement to comply with the terms herein.

3. Effective Date; Supersession
   Effective as of [EFFECTIVE DATE] (the “Effective Date”), this Handbook supersedes all prior handbooks, memoranda, and inconsistent policies.

4. Governing Law
   Except where superseded by applicable federal law, this Handbook shall be construed in accordance with the laws of the State of Wisconsin.

5. Disclaimer – Not a Contract of Employment
   Nothing in this Handbook creates an express or implied contract of employment, guarantees employment for any specific duration, or alters the “at-will” relationship described in Section III.A.1.

II. DEFINITIONS

For purposes of this Handbook, capitalized terms have the meanings set forth below. Undefined capitalized terms carry their ordinary meaning.

“At-Will Employment” – The employment relationship that may be terminated by either the Company or the Employee at any time, with or without cause or advance notice, subject only to applicable law.

“Confidential Information” – All non-public information, proprietary data, trade secrets, and know-how relating to the Company’s business, whether oral, written, electronic, or otherwise stored.

“Discrimination” – Any adverse employment action prohibited by federal, state, or local law, including but not limited to race, color, creed, religion, national origin, ancestry, sex, pregnancy, disability, genetic information, age (40+), marital status, sexual orientation, gender identity, military or veteran status, arrest/conviction record, or use or non-use of lawful products off duty.

“Handbook” – This Employee Handbook, including all attachments, schedules, and amendments.

“Leave” or “Leave of Absence” – Time away from work approved in accordance with federal law (e.g., the Family and Medical Leave Act, 29 U.S.C. § 2601 et seq.), Wisconsin law (e.g., Wisconsin Family & Medical Leave Act), or Company policy.

“Workweek” – The seven (7) consecutive 24-hour periods beginning [DAY/TIME], utilized for computing overtime in accordance with Section III.C.

[// GUIDANCE: Add any client-specific defined terms as necessary for benefits programs, bargaining units, etc.]

III. OPERATIVE PROVISIONS

A. Employment Relationship

1. At-Will Status
   Employment with the Company is “at-will.” Either party may terminate the relationship at any time, with or without advance notice or cause, except as modified by a collective bargaining agreement or written employment contract duly executed by the Company’s Chief Executive Officer.

2. Immigration Compliance
   Employees must provide legally sufficient documentation authorizing work in the United States as a condition precedent to employment commencement.

3. Background & Reference Checks
   The Company reserves the right to conduct pre-employment and ongoing background checks in accordance with Wisconsin’s arrest/conviction record protections. Employment may be rescinded or disciplined based on materially false information or disqualifying offenses permitted by law.

B. Equal Employment Opportunity & Anti-Discrimination

1. Policy Statement
   The Company provides equal employment opportunities to all qualified individuals and strictly prohibits Discrimination and Harassment in any form. Retaliation against individuals who report or participate in investigations of Discrimination or Harassment is likewise prohibited.

2. Complaint Procedure
   a. Report promptly to [HR TITLE] or [ALTERNATE TITLE].
   b. Investigations will be timely and impartial.
   c. Corrective action, up to and including termination, will issue where policy violations are substantiated.

3. Wisconsin-Specific Protections
   In addition to federal categories, Wisconsin law protects arrest/conviction record, use or non-use of lawful products off duty, marital status, and honesty testing. The Company fully complies with these protections.

C. Wage & Hour Compliance

1. Work Schedules
   Normal business hours are [HOURS]. Supervisors may adjust schedules to meet operational demands.

2. Timekeeping
   Employees must accurately record hours worked via [TIMEKEEPING SYSTEM]. Altering, falsifying, or failing to report time is grounds for discipline.

3. Overtime
   Non-exempt Employees are paid one and one-half (1.5) times their regular rate for hours worked over forty (40) in a Workweek, or as otherwise required by Wisconsin wage and hour regulations. All overtime must receive prior written approval from [SUPERVISOR TITLE].

4. Meal & Rest Periods
   The Company provides unpaid meal periods and paid rest breaks consistent with Wisconsin Department of Workforce Development guidance. Employees must record actual break times.

5. Wage Deductions
   Authorized deductions (e.g., taxes, benefit premiums) and any permissible offsets require written Employee consent unless otherwise mandated by law.

D. Time Off & Leaves of Absence

1. Paid Time Off (PTO)
   a. Accrual: [ACCRUAL FORMULA].
   b. Carryover/Forfeit: [POLICY].
   c. Scheduling: Requests via [SYSTEM] with at least [#] days’ notice.

2. Wisconsin Family & Medical Leave (WFML)
   Eligible Employees (employed >52 consecutive weeks and >1,000 hours) may take:
   • 6 weeks for birth/adoption placement;
   • 2 weeks for serious health condition of a parent, child, spouse, or domestic partner;
   • 2 weeks for Employee’s own serious health condition.
   Leave runs concurrent with federal FMLA where applicable.

3. Federal FMLA
   Up to 12 weeks in a 12-month period for qualifying events; military caregiver leave up to 26 weeks.

4. Additional Statutory Leaves
   • Bone marrow/organ donation leave (per Wis. Stat. § 103.11).
   • Civil Air Patrol, jury duty, witness duty, voting, military service, and other statutory leaves.
   • Reasonable accommodations for pregnancy-related conditions under state law.

5. Bereavement, PTO Donation, & Other Voluntary Leaves
   See [BENEFIT PLAN DOCUMENTS] for eligibility and procedures.

[// GUIDANCE: Ensure client PTO program reconciles with Wisconsin’s “use-it-or-lose-it” rules and final wage payment.]

E. Workplace Conduct & Safety

1. Code of Conduct
   Employees must adhere to ethical standards, comply with all laws, avoid conflicts of interest, and safeguard Company assets.

2. Drug-Free Workplace
   The Company prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances in the workplace. Reasonable suspicion testing complies with Wis. Stat. § 111.35 and federal regulations.

3. Weapons Policy
   Firearms and dangerous weapons are prohibited on Company premises except as expressly permitted by Wisconsin’s concealed carry statutes and posted signage.

4. Occupational Safety
   Compliance with OSHA and Wisconsin Department of Safety and Professional Services regulations is mandatory. Report hazards immediately to [SAFETY OFFICER TITLE].

F. Confidentiality & Data Security

1. Protection of Confidential Information
   Employees shall not disclose Confidential Information except as required in the ordinary course of employment or by law.

2. Return of Property
   Upon termination, Employees must return all Company property, documents, and data, whether physical or electronic.

3. Social Media & Electronic Communications
   Use Company systems for legitimate business only. No expectation of privacy exists in Company-provided devices or accounts.

IV. REPRESENTATIONS & WARRANTIES

1. Employee Representation
   Employee represents that acceptance of employment and performance of duties will not violate any contractual or legal obligation to third parties.

2. Company Warranty – Policy Accuracy
   The Company warrants that this Handbook reflects current Company policy as of the Effective Date; however, policies may change as described in Section IX.2.

3. Survival
   Representations regarding Confidential Information (Section F) and return of property survive termination of employment.

V. COVENANTS & RESTRICTIONS

1. Confidentiality Covenant
   Employee shall maintain strict confidentiality regarding Confidential Information both during and after employment.

2. Non-Solicitation (Optional)
   For twelve (12) months post-employment, Employee shall not solicit, interfere with, or attempt to divert Company clients or employees. [PLACEHOLDER – DELETE if not adopted.]

3. Conflict of Interest
   Employees must disclose potential conflicts to [HR TITLE] and obtain written clearance before proceeding.

4. Compliance Covenant
   Employee agrees to comply with all federal, state, and local laws, including but not limited to wage and hour, anti-discrimination, and safety regulations.

VI. DEFAULT & REMEDIES

1. Policy Violations
   Violation of any policy may result in disciplinary action up to and including immediate termination.

2. Progressive Discipline (Discretionary)
   The Company may, but is not obligated to, utilize verbal warnings, written warnings, suspension, and termination.

3. Injunctive Relief (Limited)
   The Company may seek injunctive relief to prevent imminent misuse of Confidential Information. Nothing herein permits prior restraint on legally protected concerted activity under Section 7 of the National Labor Relations Act.

4. Attorneys’ Fees
   In any action to enforce post-employment covenants or protect trade secrets, the prevailing party may recover reasonable attorneys’ fees to the extent permitted by Wisconsin law.

VII. RISK ALLOCATION

1. Indemnification – Employee Conduct
   Employee shall indemnify and hold harmless the Company, its affiliates, and their respective directors, officers, and employees from any third-party claim, loss, or expense arising out of Employee’s willful misconduct or gross negligence in the course of employment.

2. Limitation of Liability
   The Company’s liability to Employee for claims arising out of employment shall not exceed any statutory caps imposed by applicable Wisconsin or federal law.

3. Insurance
   The Company maintains workers’ compensation, unemployment insurance, and other legally-required coverages. Employees are encouraged to obtain personal insurance for non-covered losses.

4. Force Majeure
   The Company shall not be liable for failure to fulfill obligations hereunder when prevented by causes beyond its reasonable control, including natural disasters, acts of God, or governmental orders.

VIII. DISPUTE RESOLUTION

1. Internal Complaint Procedure
   Employees must first seek resolution through the Company’s Open-Door Policy and, if unresolved, through the formal grievance process administered by [HR TITLE].

2. Arbitration (Optional)
   The Company may offer, and Employee may voluntarily elect, to submit covered claims to binding arbitration in accordance with the Federal Arbitration Act (9 U.S.C. § 1 et seq.) and the rules of [ARBITRATION PROVIDER]. Participation is entirely voluntary; refusal does not affect employment terms.

3. Governing Law & Forum Selection
   Absent voluntary arbitration, the parties consent to the exclusive jurisdiction of the state courts located in [COUNTY], Wisconsin for all disputes arising from or related to employment, subject to any applicable federal statutory venue provisions.

4. Jury Waiver – Constitutional Right Preserved
   Nothing in this Handbook shall be construed as a waiver of Employee’s right to trial by jury where such right is guaranteed by Article I, Section 5 of the Wisconsin Constitution.

5. Administrative Remedies
   This Section does not limit Employee’s right to file charges with or participate in investigations before governmental agencies such as the EEOC, NLRB, or Wisconsin Equal Rights Division.

IX. GENERAL PROVISIONS

1. Amendment & Waiver
   The Company may modify, rescind, or add policies at any time, with or without notice, except that no such action may retroactively deprive Employees of accrued statutory rights. No verbal statement by a supervisor can alter this Handbook.

2. Severability
   If any provision of this Handbook is held invalid or unenforceable, the remainder shall be interpreted to carry out the intent of the parties to the maximum extent permissible by law.

3. Integration
   This Handbook, together with any written employment agreement signed by the CEO and Employee, comprises the entire understanding regarding the subjects addressed and supersedes all prior oral or written statements.

4. Assignment
   Employee may not assign any rights or delegate any obligations hereunder. The Company may assign this Handbook in connection with a merger, acquisition, or sale of substantially all assets.

5. Electronic Signatures
   The Company may utilize electronic signature technology for acknowledgments; such signatures shall be binding and enforceable.

X. EXECUTION BLOCK – EMPLOYEE ACKNOWLEDGMENT

I, [EMPLOYEE NAME], acknowledge receipt of the [COMPANY NAME] Employee Handbook dated [EFFECTIVE DATE]. I have read, understand, and agree to comply with the policies contained herein. I understand that this Handbook does not constitute a contract of employment and that my employment is at-will.

[// GUIDANCE: Secure countersignature by authorized Company representative only if desired.]

END OF HANDBOOK