This employee handbook provides a compilation of policies, practices, and procedures related to human resource management within the organization. The policies apply to all employees of Solar Co Inc. and adhering to them is considered a condition of continuous employment. The executive director will be responsible for implementing the outlined policies and ensure employees adhere to them. Those who violate the policy provisions will be subject to disciplinary action that may entail termination of employment.
A policy related to the prevention of sexual harassment
Solar Co. Inc. has a zero tolerance policy for sexual harassment and discrimination. The company recognizes the right of employees to perform duties without any form of bullying and strives to provide a discrimination-free work environment. Sexual harassment comprises any unwelcome sexual advances, any unwelcome conduct such as verbal or written comments degrade someone or physical assault such as unwanted touching ( Stephens & Hallas, 2006) . No employee should subject another person to any form of sexual harassment, or they risk disciplinary action. This policy applies to every employee conduct taking place in any work-related contexts including social events, business trips, and work functions and any manner outside of work that may affect the workplace. Apart from employees, it also applies to customers, clients and anyone doing business with the company.
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The company prohibits employees from harassing, discriminating or disparaging against any employee or person affiliated with the name of Solar Co. Inc. Some forms of severe sexual harassment may constitute criminal conduct, and the criminal justice system may treat any complaint ( Stephens & Hallas, 2006) . Soar Co. Inc. encourages any individual who feels to have been sexually harassed to take immediate action by identifying the person. Any breach of the sexual harassment policy will result in disciplinary actions that may include but not limited to employment termination. Disciplinary action will be taken against anyone who victimizes a person who rejects unwanted sexual advances or complains of discrimination.
Differences between an employee and independent contractor
Worker’s status in the company will be classified as either employees or independent contractors. Employees are individuals who will be working for a minimum of 40 hours per week and who will be eligible for benefits after meeting applicable requirements for length of service ( Fudge, Tucker & Vosko, 2003) . Every company employee will be subject to the control of the employer regarding how the work must be done. As such, the employer has a right to direct or control the manner in which employees perform the services. On the other hand, independent contractors are not employees of Solar Co. Inc. and will not be entitled to participate in the company’s benefits programs. The company will control and direct the services of an independent contractor only as to the results of the work and not to the means. Solar Co. Inc. will compensate an independent contractor based on a fixed fee.
A policy ensuring workers are correctly classified
It is the policy of Solar Co. Inc. to classify workers as employees or independent contractors and document the decisions. An individual will be considered an independent contractor only if the worker has a principal place of business other than the company’s premises, the worker makes his services available to the general public and bears the risk of profit or loss ( Fudge, Tucker & Vosko, 2003) . The company also classifies a worker as an independent contractor when he is free from control over the way he works. The classification of independent contractors will require individuals to complete and submit documentation to the Human Resources Department, Disbursement or financial services for evaluation and review.
The company will determine each operating locations on a case by case basis and will set each deemed to be an independent contractor in the accounts payable vendor master. Disbursement services will not withhold taxes from payments made and will be reported to IRS as non-employee compensation ( Fudge, Tucker & Vosko, 2003) . The company will require all independent contractors to pay their income and self-employment taxes. From time to time, services will be provided to the university under arrangements other than by employee appointments. The company may contract for such services with an independent contractor carrying on as an individual or a company
Solar Co. Inc. will also classify workers as employees when they provide services to the company unless justification can be otherwise provided to classify them as independent contractors. An individual classified as an employee will be set up as such in human resources, track his hours in attendance system and receive payments through payroll services ( Fudge, Tucker & Vosko, 2003) . The company will withhold all applicable income tax, potion of social security and Medicare taxes
Policy related to use of social media
Solar Co. Inc. recognizes the importance of social media in the workplace that includes all forms of online publishing and discussion. The company requires all employees to identify themselves as employees of Solar Co. Inc. when posting to the company’s social media. The content for the company’s social media must be relevant and must meet specific goals that can add value to the brand of Solar Co. Inc. The information posted on social media must conform to regulations and guidelines governing the industry, such as privacy laws ( Vaast & Kaganer, 2013) .
The company must authorize employees to operate the official social media page based on their responsibilities. Solar Co. Inc. expects all copyright or confidential information to have written authorization of the company before it is published on social media. The company requires all employees to follow the policies related to social media use and provide a clear distinction between them as individuals and as employees of Solar Co. Inc ( Vaast & Kaganer, 2013) . The company respects the rights of employees to use social media forums for self-expression on personal time. However, the company does not permit employees to use social media forms during working hours or using company computers at any time unless they have the authority to speak on behalf of the organization.
The company will hold every employee personally liable for any obscene, defamatory or libelous commentary by any offended party including the name of the company. It also prohibits all employees from posting the name, trademark or ay company-privilege information on social media unless it is fully authorized ( Vaast & Kaganer, 2013) . Employees of Solar Co. Inc. shall use discretion whenever responding to public users through the company’s social media. The company requires all employees to follow the policies set forth by providing a clear line between being an employee of the organization and an individual. Any violations regarding the system will be enforced based on one or more of the following employee personnel policies: Reprimand, performance evaluation, personal conduct, supervisory discipline or termination of employment.
References
Fudge, J., Tucker, E., & Vosko, L. F. (2003). Employee or Independent Contractor-Charting the Legal Significance of the Distinction in Canada. Canadian Lab. & Emp. LJ , 10 , 193.
Stephens, T., & Hallas, J. (2006). Bullying and sexual harassment: a practical handbook . Elsevier.
Vaast, E., & Kaganer, E. (2013). Social media affordances and governance in the workplace: An examination of organizational policies. Journal of computer-mediated communication , 19 (1), 78-101 .
