In Part 1 of the Personnel Policies and Procedures Manual, you completed your company's Separation of Employment and Noncompete Policies.
In Part 2 of the Personnel Policies and Procedures Manual, you will create your company's Recruitment Policy.
Your Recruitment Policy must include specific information about your company's plans and procedures on the following topics:
Employee policy regarding drugs
Policy regarding drug testing before hiring
U.S. Equal Employment Opportunity Commission (EEOC)
Americans with Disabilities Act (ADA)
Alcohol use
Nondiscriminatory Hiring
Probationary period
Training
Tobacco use
Interview guidelines
Checking references
Prohibited interview questions
Procedures for new employees
Orientation
Tax forms
Employment eligibility verification
Offer of employment
Background screening requirements
Controlled substances and alcohol policy for drivers of company vehicles
Full Answer Section
mployee Policy Regarding Drugs
[Company Name] prohibits the use, possession, or distribution of illegal drugs by employees on or off the job. This policy applies to all employees, regardless of their job title or level of seniority.
Employees who violate this policy may be subject to disciplinary action, up to and including termination of employment.
Policy Regarding Drug Testing Before Hiring
[Company Name] may require job applicants to undergo drug testing as a condition of employment. The type of drug testing that will be conducted will vary depending on the position being filled.
Job applicants who refuse to undergo drug testing will not be considered for employment.
U.S. Equal Employment Opportunity Commission (EEOC)
[Company Name] is committed to complying with all applicable anti-discrimination laws, including those enforced by the U.S. Equal Employment Opportunity Commission (EEOC).
As part of our commitment to compliance, [Company Name] will not discriminate against any job applicant or employee on the basis of race, color, religion, sex, national origin, age, disability, or any other protected characteristic.
Americans with Disabilities Act (ADA)
[Company Name] is committed to providing equal employment opportunities to individuals with disabilities. We will make reasonable accommodations for qualified individuals with disabilities, unless doing so would create an undue hardship.
Alcohol Use
[Company Name] prohibits the use of alcohol by employees on the job. Employees who are under the influence of alcohol while on the job will be subject to disciplinary action, up to and including termination of employment.
Procedures
The following procedures will be followed in the recruitment of new employees:
- Job openings will be posted on [Company Name]'s website and on other job boards.
- Applicants will be screened for their qualifications and experience.
- Qualified applicants will be invited to interview.
- The hiring decision will be made based on the results of the interview and any other relevant information.
Contact Information
If you have any questions about this policy, please contact [Name] at [email address].
Compliance
[Company Name] is committed to complying with all applicable laws and regulations in the recruitment of new employees. We will review this policy periodically to ensure that it remains up-to-date and compliant.
Disclaimer
This policy is not intended to be a comprehensive statement of all the laws and regulations that apply to the recruitment of new employees. It is important to consult with an attorney to ensure that your company is in compliance with all applicable laws and regulations.