[{"data":1,"prerenderedAt":531},["ShallowReactive",2],{"document-creating-a-winning-attitude-D13202":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":168,"customdescription":6,"mdFm":169,"mdProseHtml":530},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"CREATING A WINNING ATTITUDE Your attitude can make or break you. It's virtually indisputable that your attitude determines how far you'll go in life and a positive mental outlook can help you achieve optimal success. Having a positive mental attitude helps you cope with challenges. When you're put to the test, you're more likely to find your inner strengths to overcome adversity, and that strength just might be your winning attitude. Whether or not you have the tools, skills, knowledge, or resources, your attitude can get you through tough times and come out on top. On the other hand, an attitude filled with negative overtones makes everything much harder. You can't win when you go into the contest prepared to lose! If you expect to do well, your attitude will create positive, winning thoughts that help you succeed. Cause and Effect It's important to realize that for every effect in our lives, there's a specific cause. Through positive thoughts, we can control these causes and change effects or outcomes. In order to change your future for the better, you must first alter your thoughts in the present. For every positive seed you plant, your thoughts will grow and reward you with a positive harvest. Negative seeds have the opposite effect. They'll grow but result in a spoiled and fruitless crop. You can't plant negative seeds in your mind and expect positive results. It just doesn't work that way. A vivid and defining difference between people who are successful and those who aren't is the way they think",null,"Creating A Winning Attitude","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/creating-a-winning-attitude-D13202.png","https://templates.business-in-a-box.com/imgs/250px/13202.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13202.xml",{"title":15,"description":6},"creating a winning attitude",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Staff Management","/templates/staff-management/","Creating A Winning Attitude Template","https://templates.business-in-a-box.com/imgs/400px/13202.png","https://templates.business-in-a-box.com/imgs/600px/13202.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"Conduct & Discipline","/templates/conduct-and-discipline/",[40,44,48,52,56,60,64,68,72,76,93,111,125,140,153],{"label":41,"url":42,"thumb":43,"extension":10},"How To Create A Winning Attitude","/template/how-to-create-a-winning-attitude-D13116","https://templates.business-in-a-box.com/imgs/250px/13116.png",{"label":45,"url":46,"thumb":47,"extension":10},"Creating a Marketing Brochure","/template/creating-a-marketing-brochure-D1414","https://templates.business-in-a-box.com/imgs/250px/1414.png",{"label":49,"url":50,"thumb":51,"extension":10},"A Winning Formula For Developing Internal Talent","/template/a-winning-formula-for-developing-internal-talent-D13082","https://templates.business-in-a-box.com/imgs/250px/13082.png",{"label":53,"url":54,"thumb":55,"extension":10},"Elevate Your Attitude For Business Success","/template/elevate-your-attitude-for-business-success-D13661","https://templates.business-in-a-box.com/imgs/250px/13661.png",{"label":57,"url":58,"thumb":59,"extension":10},"A Lucrative Guide To Creating A Wealth Mindset","/template/a-lucrative-guide-to-creating-a-wealth-mindset-D13079","https://templates.business-in-a-box.com/imgs/250px/13079.png",{"label":61,"url":62,"thumb":63,"extension":10},"Creating A Workplace Culture That Works Guide","/template/creating-a-workplace-culture-that-works-guide-D13095","https://templates.business-in-a-box.com/imgs/250px/13095.png",{"label":65,"url":66,"thumb":67,"extension":10},"How to Creating a Customer Service Strategy","/template/how-to-creating-a-customer-service-strategy-D12568","https://templates.business-in-a-box.com/imgs/250px/12568.png",{"label":69,"url":70,"thumb":71,"extension":10},"Worksheet Creating A Workplace Culture That Works","/template/worksheet-creating-a-workplace-culture-that-works-D13147","https://templates.business-in-a-box.com/imgs/250px/13147.png",{"label":73,"url":74,"thumb":75,"extension":10},"Expect The Unexpected Creating A Plan B For Greater Financial Security","/template/expect-the-unexpected-creating-a-plan-b-for-greater-financial-security-D13106","https://templates.business-in-a-box.com/imgs/250px/13106.png",{"description":77,"descriptionCustom":6,"label":78,"pages":79,"size":80,"extension":10,"preview":81,"thumb":82,"svgFrame":83,"seoMetadata":84,"parents":85,"keywords":91,"url":92},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[86,88],{"label":18,"url":87},"human-resources",{"label":89,"url":90},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":94,"descriptionCustom":6,"label":95,"pages":96,"size":9,"extension":10,"preview":97,"thumb":98,"svgFrame":99,"seoMetadata":100,"parents":102,"keywords":101,"url":110},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":101,"description":6},"employment agreement_at will employee",[103,104,107],{"label":18,"url":87},{"label":105,"url":106},"Hire an Employee","hire-employee",{"label":108,"url":109},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":112,"descriptionCustom":6,"label":113,"pages":8,"size":9,"extension":10,"preview":114,"thumb":115,"svgFrame":116,"seoMetadata":117,"parents":119,"keywords":118,"url":124},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":118,"description":6},"employee dismissal letter",[120,121],{"label":18,"url":87},{"label":122,"url":123},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":126,"descriptionCustom":6,"label":127,"pages":128,"size":9,"extension":10,"preview":129,"thumb":130,"svgFrame":131,"seoMetadata":132,"parents":134,"keywords":133,"url":139},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":133,"description":6},"non disclosure agreement nda",[135,136],{"label":108,"url":109},{"label":137,"url":138},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":141,"descriptionCustom":6,"label":142,"pages":143,"size":9,"extension":10,"preview":144,"thumb":145,"svgFrame":146,"seoMetadata":147,"parents":149,"keywords":148,"url":152},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":148,"description":6},"job offer letter long",[150,151],{"label":18,"url":87},{"label":105,"url":106},"/template/job-offer-letter-long-D12769",{"description":154,"descriptionCustom":6,"label":155,"pages":156,"size":157,"extension":10,"preview":158,"thumb":159,"svgFrame":160,"seoMetadata":161,"parents":162,"keywords":166,"url":167},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[163],{"label":164,"url":165},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":170,"reviewer":183,"legal_disclaimer":187,"quick_facts":188,"at_a_glance":190,"personas":194,"variants":219,"glossary":248,"clauses":285,"how_to_fill":336,"common_mistakes":377,"faqs":402,"industries":430,"comparisons":455,"diy_vs_lawyer":469,"jurisdictions":482,"related_template_ids_curated":503,"educational_modules":514,"schema":517,"classification":518},{"meta_title":171,"meta_description":172,"primary_keyword":173,"secondary_keywords":174},"Creating A Winning Attitude Template (Free Word)","Free Creating A Winning Attitude template for teams and professionals. Covers mindset principles, performance commitments, and accountability frameworks. Free Word and PDF download.","creating a winning attitude template",[175,176,177,178,179,180,181,182],"winning attitude business template","positive mindset framework template","team performance commitment template","employee attitude and performance document","winning mindset policy word template","professional development attitude template","business mindset training template","performance culture document template",{"name":184,"credential":185,"reviewed_date":186},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":189,"legal_review_recommended":187,"signature_required":187,"notarization_required":168},"medium",{"what_it_is":191,"when_you_need_it":192,"whats_inside":193},"A Creating A Winning Attitude document is a formal, signed agreement between an organization and its employees or team members that defines the behavioral standards, mindset commitments, and performance expectations required for a high-performance culture. This free Word download gives you a structured template you can edit online and export as PDF, covering accountability principles, positive conduct obligations, and measurable attitude benchmarks.\n","Use it when onboarding new hires, launching a culture initiative, restructuring a team after performance issues, or establishing a documented behavioral baseline before performance-management proceedings begin. It is also used in professional development programs and coaching engagements where a signed commitment from participants strengthens accountability.\n","The document covers organizational values and culture expectations, individual behavioral commitments, performance mindset standards, accountability and self-assessment obligations, communication conduct, team collaboration principles, feedback and growth commitments, consequence and review procedures, and signature and acknowledgment blocks for both parties.\n",[195,199,203,207,211,215],{"title":196,"use_case":197,"icon_asset_id":198},"HR managers","Establishing a signed behavioral baseline before formal performance management","persona-hr-manager",{"title":200,"use_case":201,"icon_asset_id":202},"Small business owners","Documenting cultural expectations for a growing team without an HR department","persona-small-business-owner",{"title":204,"use_case":205,"icon_asset_id":206},"Team leaders and department heads","Setting consistent attitude and conduct standards across a direct-report group","persona-operations-director",{"title":208,"use_case":209,"icon_asset_id":210},"Executive coaches and trainers","Formalizing participant commitments at the start of a coaching or training engagement","persona-startup-founder",{"title":212,"use_case":213,"icon_asset_id":214},"Sales managers","Holding sales team members accountable to a positive, resilient mindset during high-pressure cycles","persona-sales-manager",{"title":216,"use_case":217,"icon_asset_id":218},"Nonprofit executives","Aligning volunteers and staff around mission-driven behavioral expectations","persona-nonprofit-exec",[220,224,228,232,236,240,244],{"situation":221,"recommended_template":222,"slug":223},"Onboarding a new hire who must acknowledge culture standards on day one","Creating A Winning Attitude (Employee Onboarding Edition)","creating-a-winning-attitude-D13202",{"situation":225,"recommended_template":226,"slug":227},"A performance improvement context where attitude is a documented concern","Performance Improvement Plan","how-to-create-a-performance-improvement-plan-D12564",{"situation":229,"recommended_template":230,"slug":231},"A coaching engagement requiring participant commitment at program start","Coaching Agreement","coaching-agreement-D13221",{"situation":233,"recommended_template":234,"slug":235},"Team-wide culture reset following restructuring or leadership change","Team Charter","team-charter-D13479",{"situation":237,"recommended_template":238,"slug":239},"Sales team accountability with quantified attitude and activity metrics","Sales Performance Agreement","performance-agreement-D14026",{"situation":241,"recommended_template":242,"slug":243},"Executive leadership commitment to culture modeling","Leadership Commitment Statement","commitment-letter-D12999",{"situation":245,"recommended_template":246,"slug":247},"Volunteer or contractor behavioral expectations outside employment law","Volunteer Agreement","volunteer-agreement-D13436",[249,252,255,258,261,264,267,270,273,276,279,282],{"term":250,"definition":251},"Behavioral Commitment","A signed, documented pledge by an individual to maintain specific conduct standards within the organization.",{"term":253,"definition":254},"Performance Culture","An organizational environment where shared values, attitudes, and accountability norms are defined, communicated, and enforced consistently.",{"term":256,"definition":257},"Accountability Framework","A structured set of obligations and review mechanisms that hold individuals responsible for meeting defined behavioral and performance standards.",{"term":259,"definition":260},"Acknowledgment Clause","A section of a document in which the signatory confirms they have read, understood, and agreed to the terms set out — creating a record of informed consent.",{"term":262,"definition":263},"Corrective Action","A formal employer response to a documented failure to meet behavioral or performance standards, ranging from a verbal warning to termination.",{"term":265,"definition":266},"Growth Mindset","A documented organizational principle that employees are expected to treat setbacks as learning opportunities and actively seek improvement rather than deflecting blame.",{"term":268,"definition":269},"Conduct Standard","A defined, measurable expectation of how an employee must behave toward colleagues, customers, or the organization in a given situation.",{"term":271,"definition":272},"Self-Assessment Obligation","A requirement that the employee periodically evaluate their own attitude and conduct against agreed standards and report honestly to their manager.",{"term":274,"definition":275},"Feedback Protocol","The agreed process and frequency by which the employee will receive and respond to feedback on their attitude, behavior, and performance.",{"term":277,"definition":278},"Integration Clause","A provision stating that the signed document supersedes all prior verbal or written understandings about the subject matter, making it the definitive record of agreed expectations.",{"term":280,"definition":281},"Review Period","The defined interval — typically 30, 60, or 90 days — at which the parties formally assess whether the employee is meeting the commitments in the document.",{"term":283,"definition":284},"Consequence Matrix","A structured table within the document that maps specific behavioral failures to defined organizational responses, removing ambiguity from the disciplinary process.",[286,291,296,301,306,311,316,321,326,331],{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Parties and Purpose","Identifies the employer and employee as parties, states the document's purpose as establishing behavioral and attitudinal expectations, and clarifies that the document supplements rather than replaces the employment agreement.","This Creating A Winning Attitude Agreement ('Agreement') is entered into on [DATE] between [EMPLOYER LEGAL NAME] ('Employer') and [EMPLOYEE FULL NAME] ('Employee'). The purpose of this Agreement is to define the behavioral standards and mindset commitments expected of Employee in their role as [JOB TITLE].","Omitting the relationship between this document and the existing employment contract — leaving employees uncertain whether it creates new binding obligations or is merely aspirational.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Organizational Values and Culture Expectations","Sets out the core values the organization expects employees to embody daily, giving specific behavioral examples for each value so expectations are concrete and enforceable.","Employee commits to upholding the following organizational values in all workplace interactions: (a) Accountability — taking ownership of outcomes without deflecting blame; (b) Respect — addressing colleagues by name and listening actively before responding; (c) Initiative — identifying problems and proposing solutions before being asked.","Listing values as abstract nouns (integrity, excellence, passion) without behavioral definitions — making the clause unenforceable in a disciplinary proceeding because there is no objective standard to measure against.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Individual Behavioral Commitments","Documents the specific behaviors the employee agrees to demonstrate consistently, including punctuality, communication style, responsiveness, and professional demeanor under pressure.","Employee agrees to: (a) arrive prepared for all meetings and respond to internal communications within [X] business hours; (b) address disagreements directly with the relevant colleague before escalating; (c) maintain a constructive tone in written and verbal communication, including during periods of high workload or conflict.","Using subjective language like 'maintain a positive attitude' without defining what a positive attitude looks like in observable, measurable terms — creating disputes about whether the standard was met.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Performance Mindset Standards","Commits the employee to approaching challenges with a growth orientation — treating setbacks as learning events, seeking feedback proactively, and avoiding defeatist language in team settings.","Employee acknowledges that [EMPLOYER NAME] expects all team members to approach obstacles with a problem-solving orientation. Employee agrees to (a) seek feedback on performance at least once per [REVIEW PERIOD], (b) refrain from language that attributes failures solely to external factors without identifying personal contributions, and (c) document at least one professional development action per quarter.","Framing mindset standards as aspirational guidelines rather than obligations — which means a manager cannot use non-compliance as grounds for corrective action.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Accountability and Self-Assessment Obligations","Requires the employee to conduct and document periodic self-assessments against the agreed behavioral standards and share the results honestly with their manager.","Employee agrees to complete a written self-assessment using the [EMPLOYER NAME] Attitude and Performance Checklist at the end of each [30/60/90]-day review period and to submit it to [MANAGER NAME / TITLE] no later than [X] business days before the scheduled review meeting.","No self-assessment requirement at all — meaning all accountability flows from the manager, which can expose the employer to claims of biased or selective enforcement.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Communication Conduct Standards","Sets out expectations for how the employee communicates in meetings, written correspondence, and conflict situations — including tone, timing, and escalation paths.","Employee agrees to communicate professionally in all workplace channels, including email, instant messaging, and video calls. Disagreements with management decisions shall be raised through [PROCESS] within [TIMEFRAME] and not expressed through passive non-compliance, public dissent, or negative commentary to colleagues.","Covering in-person communication but omitting digital channels — leaving Slack messages, email tone, and social media conduct outside the scope of the clause.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Team Collaboration and Support Obligations","Commits the employee to contributing constructively to team goals, sharing knowledge, and supporting colleagues — not just meeting individual performance targets.","Employee agrees to (a) contribute actively to team meetings by preparing at least one agenda item or discussion point per session; (b) share relevant knowledge, tools, or resources with colleagues when it would improve team outcomes; and (c) refrain from conduct that undermines team morale, including public criticism of colleagues' work without private notice first.","Limiting obligations to individual output and ignoring team behavior — which means an employee can technically meet individual KPIs while actively damaging team culture, with no documented basis for intervention.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Feedback and Growth Commitments","Documents the employee's agreement to receive feedback constructively, act on it within agreed timeframes, and track their own growth against development targets.","Employee agrees to receive feedback — whether positive or corrective — without defensive interruption, to confirm understanding by restating key points, and to document agreed action steps within [X] business days of each feedback session. Employee further agrees to complete [TRAINING / COURSE NAME] by [DATE] as part of their development commitment.","No time-bound follow-up requirement on feedback — meaning an employee can acknowledge feedback verbally and never act on it, with no documented basis for further action.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Review Periods, Consequences, and Corrective Action","Sets the review schedule, defines what constitutes a failure to meet the commitments in this document, and maps specific failures to escalating corrective actions.","This Agreement will be reviewed at [30 / 60 / 90] days from the date of signing. Failure to meet two or more commitments in any single review period may result in: (a) a formal verbal warning; (b) a written warning placed in the employee's file; or (c) commencement of a Performance Improvement Plan, at the Employer's discretion.","No defined consequence structure — leaving the employer without a documented escalation path and exposing corrective action to wrongful-termination challenges.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Acknowledgment, Integration, and Signatures","Confirms that the employee has read and understood the document, that it supersedes prior informal understandings on the subject, and captures dated signatures from both parties.","Employee acknowledges having read and understood this Agreement in its entirety, having had the opportunity to ask questions before signing, and agreeing to the obligations set out above. This Agreement supplements and does not replace the Employee's existing Employment Agreement dated [DATE]. Signed: [EMPLOYEE NAME] [DATE] / [AUTHORIZED REPRESENTATIVE NAME] [TITLE] [DATE].","No integration clause — leaving prior verbal promises about culture and behavior admissible as evidence that contradicts or supplements the written document.",[337,342,347,352,357,362,367,372],{"step":338,"title":339,"description":340,"tip":341},1,"Enter legal entity names and the employee's role","Use the employer's full registered corporate name — not a brand name — and the employee's legal name matching their employment contract. Add their exact job title and department.","Cross-reference the employment contract to confirm entity name consistency — a mismatch between documents weakens enforceability.",{"step":343,"title":344,"description":345,"tip":346},2,"Define specific, observable behavioral expectations","For each value or standard listed, add at least one concrete behavioral example. Replace abstract language like 'be positive' with observable actions like 'arrive prepared for all scheduled meetings with an agenda contribution'.","Ask yourself whether a third-party observer with no context could identify whether the employee met the standard — if not, the language is too vague.",{"step":348,"title":349,"description":350,"tip":351},3,"Set the review period and self-assessment schedule","Choose a 30-, 60-, or 90-day review cadence based on the employee's situation. New hires typically use 30-day checkpoints; experienced employees under a culture initiative may use 60- or 90-day cycles.","Align the review period with any probationary period in the employee's contract to create a unified accountability timeline.",{"step":353,"title":354,"description":355,"tip":356},4,"Complete the communication and conduct standards","Specify which channels are covered (email, Slack, video calls, in-person), response-time expectations, and the escalation process for disagreements with management decisions.","Include a sentence covering conduct on work-related social media and external professional forums — omitting digital channels is the most common gap in communication clauses.",{"step":358,"title":359,"description":360,"tip":361},5,"Add the feedback and development commitments","Name any specific training courses, certifications, or development activities the employee commits to, with completion dates. Set a time-bound response requirement for feedback received — typically 3–5 business days.","Reference specific training by full name and provider so there is no ambiguity about what constitutes completion of the commitment.",{"step":363,"title":364,"description":365,"tip":366},6,"Build the consequence matrix","Map the number of missed commitments in a review period to escalating responses: verbal warning at two misses, written warning at three, PIP at four. Make the matrix specific enough that either party can read it and predict the outcome.","Have your employment lawyer confirm the consequence matrix aligns with your jurisdiction's disciplinary procedure requirements before the document goes live.",{"step":368,"title":369,"description":370,"tip":371},7,"Execute signatures before the program begins","Both parties must sign and date the document before the commitment period starts — not after. Post-start signatures may require fresh consideration to be enforceable on the restrictive obligations.","Use Business in a Box eSign to timestamp execution and store the fully-executed copy with the employee's personnel file.",{"step":373,"title":374,"description":375,"tip":376},8,"Schedule and document all review meetings in writing","As each review period ends, document the meeting date, the self-assessment result, the manager's assessment, any agreed corrective actions, and both parties' signatures on the review record.","A review meeting with no written record is almost impossible to use as evidence in a subsequent performance-management or termination proceeding.",[378,382,386,390,394,398],{"mistake":379,"why_it_matters":380,"fix":381},"Using abstract value language without behavioral definitions","A clause requiring employees to 'maintain a positive attitude' cannot be enforced because there is no objective standard against which to measure conduct. In a disciplinary proceeding, the employee can credibly argue they were meeting an undefined obligation.","Replace every abstract value with at least one observable, measurable behavior — for example, 'address feedback without defensive interruption and confirm understanding by restating key points before responding'.",{"mistake":383,"why_it_matters":384,"fix":385},"No consequence matrix or escalation path","Without a defined consequence structure, any corrective action taken after signing the document can be challenged as arbitrary, inconsistent, or retaliatory — exposing the employer to wrongful-dismissal claims.","Add a consequence matrix that maps specific numbers of missed commitments in a review period to defined escalating responses, and have employment counsel confirm it meets jurisdictional procedural requirements.",{"mistake":387,"why_it_matters":388,"fix":389},"Signing the document after the commitment period has already started","In common-law jurisdictions, a signed commitment requires fresh consideration. An employee already participating in a program under informal expectations may argue the new formal obligations were imposed without anything in return.","Always execute the document before the first day of the commitment period. If retroactive signing is unavoidable, provide a documented additional benefit — a bonus, extra PTO, or training budget — as fresh consideration.",{"mistake":391,"why_it_matters":392,"fix":393},"Omitting digital communication channels from the conduct standards","Limiting communication standards to in-person or formal written correspondence leaves Slack, email tone, and external social media conduct outside the document's scope — precisely where attitude-related conduct issues most commonly arise.","Name every communication channel used by the team explicitly in the conduct standards clause, including instant messaging platforms, video-call behavior, and any work-related public social media activity.",{"mistake":395,"why_it_matters":396,"fix":397},"No time-bound follow-up requirement on feedback","An employee who verbally acknowledges feedback but never acts on it has technically complied with a loosely worded clause, leaving the employer without documented grounds for further corrective action.","Require written confirmation of agreed action steps within a specific number of business days of each feedback session — three to five business days is the standard range.",{"mistake":399,"why_it_matters":400,"fix":401},"Treating the document as standalone rather than linking it to the employment contract","Without an integration clause and an explicit reference to the employment agreement, courts may treat this document as aspirational rather than contractually binding, or as creating obligations that conflict with the main contract.","Include a clause stating that this document supplements and does not replace the employment agreement, and reference the employment agreement's date so the relationship between the two is unambiguous.",[403,406,409,412,415,418,421,424,427],{"question":404,"answer":405},"What is a Creating A Winning Attitude document?","A Creating A Winning Attitude document is a formal, signed agreement between an employer and an employee that defines the behavioral standards, mindset commitments, and accountability obligations expected in a high-performance culture. It translates abstract organizational values into observable, measurable conduct standards and creates a documented record of the employee's informed agreement to meet them. It is commonly used at onboarding, during culture initiatives, or as a preliminary step before formal performance management.\n",{"question":407,"answer":408},"Is a Creating A Winning Attitude document legally binding?","When properly drafted, signed by both parties before the commitment period begins, and linked to the employment agreement, this document is generally enforceable in most common-law jurisdictions as a supplementary employment obligation. Its enforceability depends on specificity — abstract language about 'positive attitudes' is difficult to enforce, while observable, measurable behavioral standards tied to a defined consequence matrix are far more likely to hold in a disciplinary or termination proceeding. Consider having an employment lawyer review it before rollout.\n",{"question":410,"answer":411},"When should I use this document rather than a Performance Improvement Plan?","Use a Creating A Winning Attitude document proactively — at onboarding, at the launch of a culture initiative, or at the start of a new team structure — before any specific performance issue is documented. A Performance Improvement Plan is the appropriate tool after a documented failure to meet existing standards. The attitude document establishes the standard; the PIP responds to a specific, recorded failure to meet it. Using the attitude document first creates the documented baseline the PIP will later reference.\n",{"question":413,"answer":414},"Do employees have to sign this document?","From a legal standpoint, employees in most jurisdictions cannot be compelled to sign documents that impose new obligations without consideration — meaning a new benefit or compensation element. In practice, for new hires the document is typically presented as a condition of employment, making the job offer itself the consideration. For existing employees, presenting the document as part of a culture initiative rather than a disciplinary measure reduces resistance and, where consideration is legally required, a small benefit should accompany the signing request.\n",{"question":416,"answer":417},"How specific should the behavioral commitments be?","Specific enough that a third party with no knowledge of the situation could determine whether the employee met the standard. 'Maintain a positive attitude' is unenforceable. 'Arrive prepared for all scheduled meetings with at least one agenda contribution, and respond to internal messages within four business hours' is specific, observable, and measurable. For each value listed, write at least one concrete behavioral indicator — this is the single change that most improves the document's legal utility.\n",{"question":419,"answer":420},"How often should the document be reviewed?","A 30-day review is standard for new hires or employees entering the document in a performance-sensitive context. A 60- or 90-day cadence suits culture-wide rollouts for experienced employees. In every case, review meetings should be documented in writing with both parties signing the meeting record. An undocumented review is legally equivalent to no review at all if the documentation is later needed in a disciplinary or termination proceeding.\n",{"question":422,"answer":423},"What happens if an employee refuses to meet the commitments after signing?","The document's consequence matrix governs the escalation path. Typically, a first failure in a review period triggers a verbal warning, a second failure a written warning placed in the personnel file, and a third or fourth failure the commencement of a formal Performance Improvement Plan. If the PIP is not successfully completed, termination for cause may follow. The signed attitude document creates the documented chain of notice and opportunity that most jurisdictions require before a cause-based termination will withstand challenge.\n",{"question":425,"answer":426},"Can this document be used for contractors or volunteers, not just employees?","Yes, but the language must be adapted carefully. Using employment-style obligation language with an independent contractor can be used as evidence of an employment relationship, triggering tax and benefit liabilities. For contractors, frame the commitments as project-conduct standards within the contractor agreement rather than as a standalone employment document. For volunteers, behavioral expectations are appropriate but consequence clauses should reference program removal rather than employment-style corrective action.\n",{"question":428,"answer":429},"Do I need a lawyer to implement this document?","For straightforward domestic hires where the document supplements an existing employment agreement, a high-quality template is usually sufficient. Engage an employment lawyer when rolling out the document to a unionized workforce, when operating in jurisdictions with strict procedural requirements before discipline (UK, France, Germany, Ontario), or when the document will be used as a precursor to termination proceedings involving senior employees. A 1–2 hour template review typically costs $300–$600 and is worthwhile in any performance-sensitive context.\n",[431,435,439,443,447,451],{"industry":432,"icon_asset_id":433,"specifics":434},"Sales and Business Development","industry-professional-services","Resilience and rejection-recovery standards are quantified by call volume maintained after a losing streak, and positive-mindset commitments are tied to weekly pipeline review participation.",{"industry":436,"icon_asset_id":437,"specifics":438},"Retail and Hospitality","industry-retail","Customer-facing conduct standards are defined at the interaction level — greeting scripts, de-escalation language, and response times to complaints replace generic attitude language.",{"industry":440,"icon_asset_id":441,"specifics":442},"Healthcare","industry-healthtech","Conduct standards integrate patient-safety culture obligations, mandatory incident-reporting commitments, and protocols for respectful communication under high-stress clinical conditions.",{"industry":444,"icon_asset_id":445,"specifics":446},"Technology and SaaS","industry-saas","Growth-mindset and feedback-loop commitments align with agile retrospective culture, and remote-work conduct standards cover asynchronous communication responsiveness and video-call participation norms.",{"industry":448,"icon_asset_id":449,"specifics":450},"Financial Services","industry-fintech","Conduct standards reference regulatory professionalism requirements, client-communication tone obligations, and the specific consequence of attitude-related conduct breaches on licensing status.",{"industry":452,"icon_asset_id":453,"specifics":454},"Manufacturing and Operations","industry-manufacturing","Team-collaboration commitments cover shift-handover communication quality, safety-reporting culture, and the behavioral obligations that underpin near-miss reporting programs.",[456,459,462,466],{"vs":226,"vs_template_id":457,"summary":458},"D{PERFORMANCE_IMPROVEMENT_PLAN_ID}","A Performance Improvement Plan responds to a documented failure to meet existing standards — it is reactive and typically signals the final stage before termination. A Creating A Winning Attitude document is proactive, setting the behavioral baseline before any failure is recorded. The attitude document creates the standard the PIP will later reference, making the two documents complementary rather than interchangeable.",{"vs":78,"vs_template_id":460,"summary":461},"employee-handbook-D712","An employee handbook covers the full range of company policies — attendance, expense reimbursement, leave, code of conduct, and more — in a broad reference document that employees acknowledge but do not individually negotiate. A Creating A Winning Attitude document is a signed bilateral commitment to specific behavioral standards tailored to the individual's role and context, making it more enforceable in a disciplinary proceeding than a general handbook acknowledgment.",{"vs":463,"vs_template_id":464,"summary":465},"Employment Contract","employment-agreement_at-will-employee-D541","An employment contract defines the fundamental terms of the working relationship — compensation, duties, IP, non-compete, and termination. A Creating A Winning Attitude document supplements that contract by translating organizational culture expectations into specific, signed behavioral obligations. The attitude document should reference the employment contract's date and state explicitly that it supplements rather than replaces it.",{"vs":234,"vs_template_id":467,"summary":468},"D{TEAM_CHARTER_ID}","A team charter is a group-level agreement on shared goals, working norms, and decision-making processes — it is typically aspirational and not individually signed. A Creating A Winning Attitude document is an individual bilateral commitment with a defined consequence matrix and review schedule. Use the team charter to set group direction and the attitude document to hold individual members accountable to it.",{"use_template":470,"template_plus_review":474,"custom_drafted":478},{"best_for":471,"cost":472,"time":473},"Standard domestic hires and culture-initiative rollouts for non-unionized teams in a single jurisdiction","Free","20–30 minutes per employee",{"best_for":475,"cost":476,"time":477},"Documents used as a precursor to performance management or termination, or for employees in jurisdictions with strict disciplinary procedural requirements","$300–$600","1–3 days",{"best_for":479,"cost":480,"time":481},"Unionized workforces, multi-jurisdiction rollouts, senior employees with complex employment agreements, or regulated industries where conduct breaches affect licensing","$1,000–$3,500+","1–2 weeks",[483,488,493,498],{"code":484,"name":485,"flag_asset_id":486,"note":487},"us","United States","flag-us","In at-will states, behavioral commitment documents supplement the employment relationship but do not typically alter the at-will nature of employment unless explicitly stated. Ensure the document includes a disclaimer confirming at-will status is preserved. In California, conduct standards that could be interpreted as restricting off-duty activities must be drafted narrowly to avoid conflicts with Labor Code protections. State-specific anti-retaliation laws may limit how quickly corrective action can follow a signed commitment.",{"code":489,"name":490,"flag_asset_id":491,"note":492},"ca","Canada","flag-ca","Canadian employment law requires that new obligations imposed on existing employees be supported by fresh consideration — a benefit beyond continued employment. Rolling out a Creating A Winning Attitude document to existing employees without a corresponding benefit risks making the new obligations unenforceable. In Quebec, the document must be provided in French for provincially regulated employers. Ontario's Employment Standards Act sets procedural floors for discipline that the consequence matrix must not undercut.",{"code":494,"name":495,"flag_asset_id":496,"note":497},"uk","United Kingdom","flag-uk","UK employment law requires that disciplinary procedures follow the ACAS Code of Practice on Disciplinary and Grievance Procedures to be defensible at an Employment Tribunal. A consequence matrix that bypasses the Code's requirements — for example, by skipping the right to be accompanied at disciplinary meetings — can result in an uplift of up to 25% on any unfair dismissal award. The document should reference the employer's existing disciplinary policy and confirm the attitude commitments operate within it.",{"code":499,"name":500,"flag_asset_id":501,"note":502},"eu","European Union","flag-eu","EU member states impose some of the strictest procedural requirements before disciplinary action, with France, Germany, and Spain requiring works council consultation before implementing new performance-related documentation for existing employees. GDPR applies to the collection and storage of self-assessment records and review meeting notes — ensure data minimization principles are followed and employees are informed of the legal basis for processing. Post-signing obligations that monitor conduct in digital channels must comply with applicable employee-monitoring laws, which vary significantly by member state.",[460,464,504,505,506,507,508,509,510,511,512,513],"employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","job-offer-letter-long-D12769","independent-contractor-agreement-D160","remote-work-agreement-D13282","fixed-term-contract-D13225","employment-agreement-executive-D543","strategic-planning-template-D13857","swot-analysis-D12676","marketing-plan-D1366",[515,516],"performance-management-documentation-basics","behavioral-standards-in-employment-law",{"emit_how_to":187,"emit_defined_term":187},{"primary_folder":87,"secondary_folder":519,"document_type":520,"industry":521,"business_stage":522,"tags":523,"confidence":529},"conduct-and-discipline","agreement","general","all-stages",[524,525,526,527,528],"culture","performance","employee-engagement","conduct","behavioral-standards",0.75,"\u003Ch2>What is a Creating A Winning Attitude Document?\u003C/h2>\n\u003Cp>A \u003Cstrong>Creating A Winning Attitude\u003C/strong> document is a formal, signed agreement between an employer and an employee that translates organizational culture expectations into specific, observable, and enforceable behavioral commitments. Where a standard employment contract defines the economic terms of the relationship — salary, duties, IP, and termination — this document defines the attitudinal and conduct standards that determine how those duties are performed: how the employee responds to feedback, communicates under pressure, supports colleagues, and holds themselves accountable between performance reviews. When properly drafted with measurable behavioral indicators, a defined review schedule, and a consequence matrix, it functions as a legally supportable supplement to the employment agreement rather than a motivational poster.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a signed, specific behavioral commitment on file, enforcing cultural standards through corrective action becomes legally precarious. Managers who take disciplinary steps based on attitude often face grievances, wrongful-termination claims, or tribunal findings of unfair procedure — precisely because no documented standard was established and acknowledged before the conduct at issue occurred. The absence of this document means that when a performance improvement plan or termination is needed, the employer must first argue that the behavioral expectations existed at all, rather than simply demonstrating they were not met. A properly executed Creating A Winning Attitude agreement closes that gap: it creates the documented baseline, establishes the employee's informed acknowledgment of the standard, sets a review cadence that generates an evidence trail, and maps consequences to specific failures before any failure occurs. This template gives you a structured starting point you can adapt in under 30 minutes and execute before a new hire's first day or a culture initiative's launch.\u003C/p>\n",1781185965754]