[{"data":1,"prerenderedAt":504},["ShallowReactive",2],{"document-inclusion-policy-D13272":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":37,"customDescModule":179,"customdescription":6,"mdFm":180,"mdProseHtml":503},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"INCLUSION POLICY [COMPANY NAME] (\"Company,\" \"Us,\" \"We\") is committed to fostering, cultivating, and preserving a culture of diversity, equity and inclusion. Our human capital is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company's achievement as well. We embrace and encourage our employees' differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique. POLICY [COMPANY NAME] diversity initiatives are applicable-but not limited-to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces: Respectful communication and cooperation between all employees. Teamwork and employee participation, permitting the representation of all groups and employee perspectives. Work/life balance through flexible work schedules to accommodate employees' varying needs. Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity. OUR COMMITMENTS We encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense. We aim at creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the Inclusion Policy. 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We prohibit discrimination/harassment in the workplace, whether committed by or against managers, colleagues, customers, suppliers or visitors. We want our employees to work and grow in a healthy, respectful and productive environment. Discrimination or harassment in the workplace based on race, colour, religion, sex, national origin, citizenship, age, sexual orientation, disability, marital status or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, in the company's business or at events sponsored by the company. SCOPE This policy applies to all current employees of [COMPANY NAME], including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants. This policy applies to all behaviour related in any way to work, including off-site meetings, training and business trips. HARASSEMENT / DISCRIMINATION DEFINITION Harassment / Discrimination Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating work environment for the person concerned. There are different types of harassment that can occur at work, it can be based on: Race, ethnic origin, nationality or skin colour Gender identity and/or sexual orientation Religious or political convictions Membership or no-membership of a trade union Disabilities, illness, sensory impairments or learning difficulties Age Pregnancy/maternity/paternity This list is not exhaustive Harassment is: Offending or humiliating someone physically or verbally; Threatening or intimidating someone; Making unwelcome jokes or comments about someone's race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. Harassment can occur between people of the same sex or opposite sex. Sexual Harassment Sexual harassment has been defined as unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that: Is made either explicitly or implicitly a term or condition of employment; Issued as a basis for employment decisions affecting such an individual; Has the purpose or effect of substantially interfering with an individual's work performance and of creating an intimidating, hostile, or offensive work environment. The company prohibits inappropriate conduct that is sexual in nature of work, on company business, or at company-sponsored events including the following: Offensive or humiliating behaviour that is related to a person's sex; Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person's job or employment opportunities. Comments, jokes, or degrading language; Sexually suggestive objects, books, magazines, photography, cartoons, pictures, calendars, posters, electronic communications, or other materials; Unwelcome sexual advances, requests for sexual favours, or any sexual touching; Offering favourable terms or conditions of employment or benefits in exchange for sexual favours or threatening or imposing less-favourable terms or conditions of employment if sexual favours are refused. Sexual harassment is prohibited whether it's between member of the opposite sex or members of the same sex. MANAGEMENT AND STAFF RESPONSIBIITY All managers have a responsibility to maintain a workplace free of discrimination and personal harassment. Managers are directly responsible for the conduct of their staff and the smooth running of their department. Also, [COMPANY NAME] expects all employees to comply with this policy and all employees to conduct themselves appropriately. 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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},[112,113],{"label":32,"url":97},{"label":99,"url":100},"employee handbook","/template/employee-handbook-D712",{"description":117,"descriptionCustom":6,"label":118,"pages":119,"size":9,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":125,"keywords":132,"url":133},"CODE OF CONDUCT As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is. In addition to complying with Company policies and job specific requirements, you are also expected to obey the rules and regulations of [COMPANY] and this Code of Conduct (\"Code\" or \"Policy\"). If your performance does not meet position requirements, you may be subject to disciplinary action, up to and including immediate termination, with or without notice, and with or without cause at any time. PURPOSE Our Employee Code of Conduct Company Policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors, and the overall organization. We promote freedom of expression and open communication. But we expect all employees to follow our Code of Conduct. They should avoid offending, participating in serious disputes, and disrupting our workplace. We also expect them to foster a well-organized, respectful, and collaborative environment. SCOPE This Policy applies to all our employees, regardless of employment agreement or rank. VIOLATIONS WHICH ARE CONSIDERED AGAINST THE CODE OF CONDUCT While discipline for standard violations will follow a progressive disciplinary procedure, the Company reserves the right to implement discipline in accordance with the grievousness of the violation. Violations of these or any other Company policies may subject you to disciplinary action, up to and including immediate termination: Theft, fraud, embezzlement, or other proven acts of dishonesty. Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor or customer. Obtaining employment or promotion on the basis of false or misleading information. Soliciting or accepting gifts (money, services, or merchandise) in connection with Company business. Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or distribution of alcohol or illegal substances while on Company premises or abusing such items while representing the Company or conducting Company business. Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on an extended absence. Assisting anyone who you know or suspect to be involved in committing any crime or engaging in any conduct which rises to the level of a crime. Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data. Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to performance of one's job. Disrupting the work environment. Excessive absenteeism or unacceptable patterns of absenteeism. Repeatedly failing to use a timeclock as directed. Job abandonment, meaning the failure to report to work without properly notifying one's immediate supervisor, or leaving a job assignment prior to completion of your responsibilities. Conduct that is likely to cause another employee, customer or vendor of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of discrimination and harassment. Unauthorized use of Company or customer supplies, information, equipment, funds, or computer codes/passwords. Knowingly mishandling a customer's or potential customer's account. This includes improper discriminatory practices. Refusing to repay documented overpayment of any compensation. Possessing firearms or weapons while on Company premises or carrying them while on Company business; or threatening the personal safety of fellow employees, customers, or vendors. Committing any act, on or off the Company's premises, which threatens or is potentially threatening to the reputation of the Company or any of its employees, customers, or vendors. Repeatedly failing to meet job responsibilities, job budget or quality requirements. COMPANY'S EXPECTATIONS [COMPANY] expects you to: be present at work as required. maintain agreed standards of performance. comply with health and safety policies and procedures. comply with all lawful and reasonable instructions. maintain set standards of integrity, conduct, and concern for the public interest. demonstrate commitment to [COMPANY]'s vision, values, and goals. be active in your self-development. We expect you to: comply with all reasonable instructions and work as directed by your manager. be familiar with, and consistently apply, the Acts and Regulations that directly affect your work. be familiar with, and consistently apply, the requirements of [COMPANY]'s operational manual, as well as wider [COMPANY] policies and procedures that affect your work, for example, policies for managing human resources. be consistent and fair in requiring compliance with statutory obligations. adhere to your delegations, not exploiting or abusing any power or authority accorded to you because of your role. Authority includes statutory, delegated and administrative authorities. not give any false information or make any false declaration. obtain permission from your manager before entering into any contract or agreement. not create any liability for [COMPANY] beyond your authorization. consistently follow workplace procedures for documenting decisions for action, and the reasons for taking those decisions. show reasonable care for [COMPANY] property, resources, and funds and neither use nor approve them to be used for anything other than authorized purposes. contribute to a safe workplace by knowing and carrying out your responsibilities (as an employee or as a manager) under health and safety legislation. contact your manager within 30 minutes of your normal/rostered starting time, or in accordance with local instructions, if you are unable to work because of sickness, or an emergency. maintain the standard of dress and general appearance required in your workplace. 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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":142,"description":6},"employment agreement_at will employee",[144,145,148],{"label":32,"url":97},{"label":146,"url":147},"Hire an Employee","hire-employee",{"label":18,"url":149},"business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":163},"[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":159,"description":6},"job offer letter long",[161,162],{"label":32,"url":97},{"label":146,"url":147},"/template/job-offer-letter-long-D12769",{"description":165,"descriptionCustom":6,"label":166,"pages":167,"size":9,"extension":10,"preview":168,"thumb":169,"svgFrame":170,"seoMetadata":171,"parents":173,"keywords":172,"url":178},"[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","2","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":172,"description":6},"employee dismissal letter",[174,175],{"label":32,"url":97},{"label":176,"url":177},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":181,"reviewer":193,"legal_disclaimer":179,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":228,"glossary":256,"sections":287,"how_to_fill":333,"common_mistakes":374,"faqs":399,"industries":427,"comparisons":452,"diy_vs_pro":464,"educational_modules":477,"related_template_ids_curated":480,"schema":490,"classification":492},{"meta_title":182,"meta_description":183,"primary_keyword":184,"secondary_keywords":185},"Inclusion Policy Template | BIB","Free inclusion policy template for businesses of all sizes. Covers commitment statements, protected characteristics, reporting procedures, and","inclusion policy template",[186,187,188,189,190,191,192],"diversity and inclusion policy template","workplace inclusion policy","dei policy template","inclusion policy template word","diversity inclusion policy example","inclusion policy free download","equal opportunity inclusion policy",{"name":194,"credential":195,"reviewed_date":196},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":198,"legal_review_recommended":179,"signature_required":179},"medium",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"An Inclusion Policy is a formal written statement that defines a company's commitment to creating a workplace where all employees are treated equitably, regardless of race, gender, age, disability, religion, sexual orientation, or other protected characteristics. This free Word download gives you a structured, editable starting point you can tailor to your organization's size and culture, then export as PDF for distribution to staff and stakeholders.\n","Use it when onboarding new employees, updating your employee handbook, responding to a regulatory audit, or formalizing DEI commitments ahead of a funding round, client contract, or supplier diversity certification.\n","A commitment statement, definitions of key terms, scope and applicability, protected characteristics, specific inclusion obligations for managers and employees, accommodation procedures, reporting and complaint channels, and accountability and review mechanisms.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Formalizing DEI commitments and embedding them in the employee handbook","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Small business owners","Establishing a written inclusion policy before their first round of hiring","persona-small-business-owner",{"title":213,"use_case":214,"icon_asset_id":215},"Operations directors","Standardizing inclusion expectations across departments and locations","persona-operations-director",{"title":217,"use_case":218,"icon_asset_id":219},"Startup founders","Demonstrating DEI commitments to investors, enterprise clients, and talent","persona-startup-founder",{"title":221,"use_case":222,"icon_asset_id":223},"Compliance officers","Meeting regulatory, contractual, or certification requirements for DEI documentation","persona-compliance-officer",{"title":225,"use_case":226,"icon_asset_id":227},"Nonprofit executives","Aligning organizational values with grant requirements and board expectations","persona-nonprofit-exec",[229,233,237,241,245,249,252],{"situation":230,"recommended_template":231,"slug":232},"Creating a broad DEI strategy document alongside the policy","Diversity and Inclusion Plan","diversity-equity-and-inclusion-policy-D13330",{"situation":234,"recommended_template":235,"slug":236},"Documenting procedures for handling discrimination complaints","Anti-Discrimination Policy","anti-discrimination-and-equal-opportunity-policy-D13600",{"situation":238,"recommended_template":239,"slug":240},"Setting expectations for respectful employee conduct","Code of Conduct","code-of-conduct-D13318",{"situation":242,"recommended_template":243,"slug":244},"Addressing harassment specifically in addition to inclusion","Anti-Harassment Policy","anti-harassment-policy-D12624",{"situation":246,"recommended_template":247,"slug":248},"Outlining accommodations for employees with disabilities","Reasonable Accommodation Policy","reasonable-acommodation-policy-D13432",{"situation":250,"recommended_template":104,"slug":251},"Packaging the inclusion policy within a full employee policy manual","employee-handbook-D712",{"situation":253,"recommended_template":254,"slug":255},"Communicating inclusion values to external vendors and partners","Supplier Diversity Policy","diversity-supplier-program-policy-D13656",[257,260,263,266,269,272,275,278,281,284],{"term":258,"definition":259},"Diversity","The presence of differences among people in a workplace — including race, gender, age, disability, religion, sexual orientation, and socioeconomic background.",{"term":261,"definition":262},"Inclusion","The active, intentional effort to ensure all employees feel welcomed, respected, and able to contribute fully, regardless of their background.",{"term":264,"definition":265},"Equity","Providing individuals with the specific resources or adjustments they need to achieve fair outcomes, rather than treating everyone identically.",{"term":267,"definition":268},"Protected Characteristic","An attribute — such as race, sex, age, disability, or religion — that anti-discrimination law prohibits employers from using as a basis for adverse employment decisions.",{"term":270,"definition":271},"Reasonable Accommodation","A modification to a job, work environment, or standard procedure that enables an employee with a disability or religious observance requirement to perform their role without causing undue hardship to the employer.",{"term":273,"definition":274},"Unconscious Bias","An automatic, unintentional mental association that influences judgment about people based on characteristics like race or gender, often without the decision-maker's awareness.",{"term":276,"definition":277},"Psychological Safety","An employee's belief that they can speak up, raise concerns, or make mistakes at work without fear of punishment or humiliation.",{"term":279,"definition":280},"Affinity Group","A voluntary, employee-led group organized around a shared identity or background — such as a women's network or LGBTQ+ group — that supports belonging and professional development.",{"term":282,"definition":283},"Adverse Impact","A situation where a neutral employment policy or practice disproportionately disadvantages a group sharing a protected characteristic.",{"term":285,"definition":286},"Intersectionality","The way in which overlapping identities — such as race and gender combined — can compound disadvantage in ways that single-dimension analysis does not capture.",[288,293,298,303,308,313,318,323,328],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Purpose and commitment statement","Opens the policy with a clear declaration of the organization's values and its specific commitment to creating an inclusive workplace.","[COMPANY NAME] is committed to building and maintaining a workplace in which every employee is treated with dignity and respect and has an equal opportunity to contribute, grow, and succeed, regardless of [LIST OF PROTECTED CHARACTERISTICS].","Writing a vague aspiration like 'we value diversity' without defining what the company will actually do differently — leaving employees and managers with no behavioral guidance.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Scope and applicability","Defines who the policy applies to — employees, contractors, interns, volunteers — and where it applies, including remote work, off-site events, and third-party work environments.","This Policy applies to all individuals engaged by [COMPANY NAME], including full-time and part-time employees, fixed-term contract workers, interns, and volunteers, across all locations and in all work-related activities including virtual and off-site settings.","Limiting scope to full-time employees only, leaving contractors and interns without coverage — a gap that exposes the company to complaints and reputational risk when incidents involve non-employee workers.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Protected characteristics","Lists the specific characteristics the company commits to protecting against discrimination and exclusion, at minimum matching the legal requirements of applicable jurisdictions.","Protected characteristics under this Policy include, but are not limited to: race, color, ethnicity, national origin, sex, gender identity or expression, sexual orientation, age, disability, religion or creed, marital status, pregnancy, and veteran status.","Copying the minimum statutory list without adding characteristics the organization has specifically committed to protecting — such as mental health status or caregiver status — which signals a policy written for compliance rather than genuine inclusion.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Inclusive behaviors and manager obligations","Translates the commitment statement into specific expected behaviors for all employees and heightened obligations for managers regarding hiring, performance management, and team culture.","All employees are expected to [LIST BEHAVIORS]. Managers are additionally responsible for: conducting bias-aware hiring processes, ensuring equitable access to stretch assignments and promotions, and promptly addressing exclusionary behavior within their teams.","Listing obligations only for employees without distinguishing manager-specific accountability — managers set team culture and drive most inclusion outcomes, so their obligations need to be explicit and separate.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Reasonable accommodation procedures","Describes how employees can request adjustments for disability, religious observance, or other protected needs, and how the company will evaluate and respond to those requests.","Employees requiring a workplace accommodation should submit a written request to [HR CONTACT / TITLE]. [COMPANY NAME] will engage in an interactive process with the employee to identify an effective accommodation that does not create undue hardship, with a response provided within [X] business days.","Omitting a defined response timeline, which leaves employees in limbo and can constitute a failure to accommodate under disability and religious freedom statutes in several jurisdictions.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Reporting and complaint procedure","Gives employees clear, accessible channels to report exclusionary behavior, discrimination, or policy violations — including an option to report anonymously where possible.","Employees who experience or witness conduct inconsistent with this Policy should report it to [DIRECT MANAGER / HR DEPARTMENT / ETHICS HOTLINE] at [CONTACT DETAILS]. Anonymous reports may be submitted via [HOTLINE / REPORTING TOOL]. All reports will be treated with confidentiality to the extent practicable.","Providing only a manager as the single reporting channel — employees cannot report to the person they are reporting against, and having no alternative channel suppresses complaints and increases legal exposure.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Investigation and non-retaliation","Outlines the process for investigating complaints, the timeline for resolution, and an unambiguous statement that retaliation against anyone who raises a concern in good faith is prohibited and will itself be treated as a policy violation.","All reported concerns will be investigated promptly and impartially. [COMPANY NAME] strictly prohibits retaliation against any individual who reports a concern, participates in an investigation, or requests an accommodation in good faith. Retaliation is itself a violation of this Policy and will result in disciplinary action up to and including termination.","Burying the non-retaliation clause at the end of the policy in small print — employees must be able to find it easily, or fear of retaliation will prevent reporting even when the policy technically prohibits it.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Training and awareness","States what inclusion-related training the company provides, how frequently it is delivered, and whether it is mandatory for all staff or specific roles.","All employees will complete [X]-hour inclusion awareness training within [30] days of hire and annually thereafter. Managers will complete an additional [X]-hour bias-aware hiring and performance management module. Training completion is tracked by [HR / LMS PLATFORM].","Committing to training in the policy without budgeting or scheduling it — stating a training obligation that is never delivered undermines the entire policy's credibility in any future dispute.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Accountability, metrics, and policy review","Assigns ownership of the policy, identifies how inclusion outcomes will be measured, and sets a review cycle to keep the policy current with legal and organizational changes.","Accountability for this Policy rests with [TITLE / DEI COMMITTEE]. Progress will be tracked using [METRICS — e.g., representation data, promotion rates by demographic, complaint resolution times] and reported to [LEADERSHIP / BOARD] [QUARTERLY / ANNUALLY]. This Policy will be reviewed and updated no less than once every [12 / 24] months.","No defined owner and no metrics — a policy without accountability and measurement is a statement of aspiration, not an operational commitment, and offers little legal or reputational protection.",[334,339,344,349,354,359,364,369],{"step":335,"title":336,"description":337,"tip":338},1,"Insert your company name and effective date","Replace all [COMPANY NAME] placeholders throughout the document and add the policy's effective date in the header. Confirm the document version number if you maintain a version-controlled policy library.","Use the effective date — not the drafting date — to avoid ambiguity about when obligations began.",{"step":340,"title":341,"description":342,"tip":343},2,"Define the scope of coverage","Confirm who the policy covers — full-time staff, part-time, contractors, interns — and where it applies, including remote work arrangements and off-site events.","If your workforce includes a significant contractor population, explicit contractor coverage closes a common compliance gap.",{"step":345,"title":346,"description":347,"tip":348},3,"Review and expand the protected characteristics list","Start from the statutory minimum for your jurisdiction and add any additional characteristics your organization has specifically committed to protecting. Align this list with your anti-harassment and anti-discrimination policies for consistency.","Inconsistency between policies — one lists 'gender identity,' another omits it — creates confusion and potential legal exposure.",{"step":350,"title":351,"description":352,"tip":353},4,"Customize manager obligations to reflect your structure","Adapt the manager obligations section to reflect how your organization makes hiring, promotion, and performance decisions. If you use structured interview panels or calibration committees, reference them here.","Naming specific processes (e.g., 'structured competency-based interviews') makes the obligation concrete and auditable.",{"step":355,"title":356,"description":357,"tip":358},5,"Set up the reporting channels","Enter the specific contact details — name, email, or hotline number — for each reporting channel. Confirm at least two independent channels so no single manager controls all complaint routing.","Test each reporting channel before publishing the policy — a broken hotline or an email that bounces immediately undermines trust.",{"step":360,"title":361,"description":362,"tip":363},6,"Specify the accommodation request process","Define who receives accommodation requests, the interactive process steps, and the maximum response timeline. Align this section with any existing disability or religious accommodation procedures.","A response timeline of 5–10 business days is standard; longer timelines create unnecessary hardship and increase legal risk.",{"step":365,"title":366,"description":367,"tip":368},7,"Assign ownership and set the review cycle","Name the specific role or committee responsible for policy oversight, define the metrics to be tracked, and set a calendar reminder for the annual review.","Tie the review cycle to an existing annual process — performance review season or a board meeting — so it does not get skipped.",{"step":370,"title":371,"description":372,"tip":373},8,"Distribute and obtain acknowledgment","Publish the policy in your employee handbook and intranet, send it to all current staff, and collect signed acknowledgment — digital or paper — confirming each employee has read it.","Store signed acknowledgments in each employee's personnel file; they are your primary defense if a future complaint claims the employee was unaware of the policy.",[375,379,383,387,391,395],{"mistake":376,"why_it_matters":377,"fix":378},"Policy covers only statutory minimums","A policy that only restates the law signals compliance theater rather than genuine commitment, which damages retention and employer brand among the candidates and employees you most want to attract.","Expand protected characteristics and behavioral expectations beyond the legal floor to reflect the organization's specific values and workforce demographics.",{"mistake":380,"why_it_matters":381,"fix":382},"No defined reporting channel alternative to the direct manager","Employees cannot report incidents to the same person they are reporting against. A single-channel policy suppresses complaints, drives issues underground, and increases discrimination liability.","Establish at least two independent reporting channels — HR, a designated DEI contact, or an anonymous ethics hotline — and list both in the policy.",{"mistake":384,"why_it_matters":385,"fix":386},"Training commitment with no delivery mechanism","Stating that training will be provided and then not providing it is worse than saying nothing — it creates a documented gap between policy and practice that plaintiffs' attorneys exploit in discrimination cases.","Before publishing the policy, confirm the training budget, platform, and schedule. Update the policy only to reflect what the company can actually deliver.",{"mistake":388,"why_it_matters":389,"fix":390},"No accountability owner or success metrics","A policy without a named owner and measurable outcomes is never enforced and never improves. When an incident occurs, the absence of metrics makes it impossible to demonstrate good-faith effort.","Assign a specific title or committee as policy owner, define three to five quantifiable metrics, and commit to reporting outcomes to leadership on a defined cadence.",{"mistake":392,"why_it_matters":393,"fix":394},"Policy never reviewed after initial publication","Employment law, case law, and organizational demographics change. A policy drafted in 2020 may omit protections added by statute or organizational commitments made since then, creating gaps between stated policy and legal obligation.","Set a mandatory annual review cycle with a named owner and calendar anchor. Document each review — even if no changes are made — to demonstrate ongoing due diligence.",{"mistake":396,"why_it_matters":397,"fix":398},"Non-retaliation clause buried or omitted","Fear of retaliation is the single most common reason employees do not report inclusion violations. A policy that does not prominently prohibit retaliation effectively has no complaint mechanism.","Place the non-retaliation statement in a clearly labeled standalone section, not a sub-clause of the complaint procedure, and reinforce it verbally during onboarding and training.",[400,403,406,409,412,415,418,421,424],{"question":401,"answer":402},"What is an inclusion policy?","An inclusion policy is a formal written document that defines a company's commitment to ensuring all employees are treated equitably and with respect, regardless of characteristics such as race, gender, age, disability, or sexual orientation. It sets out specific behavioral expectations, reporting procedures, accommodation processes, and accountability mechanisms that translate DEI values into day-to-day operational practice.\n",{"question":404,"answer":405},"Is an inclusion policy legally required?","In most jurisdictions, no single law mandates a standalone inclusion policy by that name. However, anti-discrimination laws in the US, UK, EU, Canada, and Australia require employers to take active steps to prevent and address discrimination and harassment. A written inclusion policy — properly communicated and enforced — is the standard mechanism for demonstrating those steps. Government contractors, publicly listed companies, and organizations with certain certifications often face explicit written-policy requirements.\n",{"question":407,"answer":408},"What is the difference between an inclusion policy and a diversity policy?","A diversity policy focuses on the composition of the workforce — who is represented across roles, levels, and demographics. An inclusion policy focuses on the workplace experience — whether all employees feel respected, heard, and able to contribute. In practice, the two are often combined in a single DEI policy, but treating them as distinct helps organizations address both representation gaps and cultural barriers separately.\n",{"question":410,"answer":411},"Who should own the inclusion policy in an organization?","Ownership typically sits with the HR director or, in larger organizations, a dedicated Chief Diversity Officer or DEI committee. What matters more than title is that the owner has the authority to investigate complaints, mandate training, and report outcomes to senior leadership. Policies assigned to junior HR coordinators without decision-making authority are rarely enforced effectively.\n",{"question":413,"answer":414},"How often should an inclusion policy be reviewed?","At minimum, once every 12 months — aligned to a fixed organizational calendar event such as annual performance reviews or a board meeting. Additional reviews are warranted after a significant workplace incident, a change in employment law, an acquisition, or a shift in the organization's DEI commitments. Document each review, even if no changes are made, to demonstrate ongoing attention to the policy.\n",{"question":416,"answer":417},"Should an inclusion policy apply to contractors and vendors?","Yes, for most organizations. Incidents involving contractors and vendors occur in your workplace and affect your employees. Limiting the policy to direct employees creates a visible gap that damages trust and may not satisfy the duty-of-care standard applied by employment tribunals and courts when assessing whether a company took all reasonable steps to prevent discrimination.\n",{"question":419,"answer":420},"How do I communicate an inclusion policy to employees?","Distribute it via your employee handbook and intranet on or before the effective date, send a personal communication from a senior leader explaining why the policy matters, include it in onboarding for all new hires, and collect signed acknowledgment from every employee. Annual training sessions reinforce the content and create a documented record of ongoing communication.\n",{"question":422,"answer":423},"What metrics should we track to measure inclusion policy effectiveness?","Useful metrics include: representation by gender, race, and other demographics at each level of the organization; promotion and pay equity rates across demographic groups; complaint volume, resolution time, and outcome distribution; training completion rates; and employee engagement or belonging scores from your annual survey. Tracking at least three of these and reporting them to leadership annually converts the policy from a static document into a management tool.\n",{"question":425,"answer":426},"Can a small business use this template without a dedicated HR team?","Yes. The template is designed to scale from a 10-person startup to a multi-location business. For small businesses without an HR team, assign policy ownership to the founder or office manager, use an external HR consultant or employment lawyer for the initial review, and set up a simple anonymous reporting channel — a dedicated email address or a low-cost ethics hotline service — before publishing.\n",[428,432,436,440,444,448],{"industry":429,"icon_asset_id":430,"specifics":431},"Technology / SaaS","industry-saas","Remote-first and distributed teams require explicit inclusion obligations that extend to virtual collaboration tools, async communication norms, and global time-zone equity.",{"industry":433,"icon_asset_id":434,"specifics":435},"Professional Services","industry-professional-services","Client-facing roles and billable-hour models create equity risks in assignment and promotion practices, making the manager-obligations section particularly critical.",{"industry":437,"icon_asset_id":438,"specifics":439},"Healthcare","industry-healthtech","Workforce and patient demographics require the policy to address both staff inclusion and culturally competent care, with accommodation procedures covering clinical credentialing requirements.",{"industry":441,"icon_asset_id":442,"specifics":443},"Retail / Hospitality","industry-retail","High turnover, shift-based scheduling, and customer-facing roles make consistent policy communication across locations and managers the primary implementation challenge.",{"industry":445,"icon_asset_id":446,"specifics":447},"Manufacturing","industry-manufacturing","Physical workplace accommodations, multilingual workforces, and union agreements require the policy to address language access and coordinate with collective bargaining obligations.",{"industry":449,"icon_asset_id":450,"specifics":451},"Nonprofit and Education","industry-nonprofit","Grant and funding requirements frequently mandate a written inclusion policy, and public accountability expectations make the metrics and reporting section especially important.",[453,456,459,461],{"vs":243,"vs_template_id":454,"summary":455},"anti-harassment-policy-D13270","An anti-harassment policy addresses a specific category of misconduct — unwanted conduct of a sexual, racial, or other protected-characteristic nature — with a focus on prohibition and complaint procedures. An inclusion policy is broader, covering the full range of behaviors, systems, and practices that affect whether employees feel they belong. Organizations need both: the anti-harassment policy handles incidents; the inclusion policy shapes the culture that prevents them.",{"vs":239,"vs_template_id":457,"summary":458},"code-of-conduct-D715","A code of conduct sets general behavioral expectations for all employees across a wide range of topics — integrity, conflicts of interest, social media use, and workplace behavior. An inclusion policy focuses specifically on equitable treatment and belonging across protected characteristics. The code of conduct references and reinforces the inclusion policy; neither replaces the other.",{"vs":104,"vs_template_id":251,"summary":460},"An employee handbook is a comprehensive reference document covering all employment policies, procedures, and benefits. An inclusion policy is a standalone document that is typically embedded within the handbook as a dedicated section. Maintaining it as a standalone document makes it easier to update independently, distribute to external stakeholders, and reference in complaints or audits without sharing the full handbook.",{"vs":231,"vs_template_id":462,"summary":463},"D{DEI_PLAN_ID}","A diversity and inclusion plan is a strategic action document that sets measurable DEI goals, timelines, initiatives, and resource commitments over a 1–3 year horizon. An inclusion policy is a governance document that defines standards of conduct and procedures. The plan drives change; the policy sets the floor. Large organizations typically maintain both, with the policy anchoring the minimum standards and the plan driving progress beyond them.",{"use_template":465,"template_plus_review":469,"custom_drafted":473},{"best_for":466,"cost":467,"time":468},"Small and mid-size businesses formalizing inclusion commitments for the first time or updating an outdated policy","Free","2–4 hours",{"best_for":470,"cost":471,"time":472},"Organizations in regulated industries, those with government contracts, or those that have experienced a recent DEI-related complaint or incident","$300–$800 for an HR consultant or employment lawyer review","3–5 business days",{"best_for":474,"cost":475,"time":476},"Large enterprises, publicly listed companies, or organizations with complex multi-jurisdiction workforces requiring bespoke DEI governance","$2,000–$8,000+ for a specialist DEI consultant or employment law firm","3–6 weeks",[478,479],"building-a-dei-strategy-from-scratch","how-to-handle-workplace-discrimination-complaints",[244,251,240,481,482,483,484,485,486,487,488,489],"employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","remote-work-agreement-D13282","how-to-create-a-performance-improvement-plan-D12564","employee-complaint-form-D689","strategic-planning-template-D13857",{"emit_how_to":491,"emit_defined_term":491},true,{"primary_folder":97,"secondary_folder":493,"document_type":494,"industry":495,"business_stage":496,"tags":497,"confidence":502},"workplace-policies","policy","general","all-stages",[498,499,500,501,493],"diversity","compliance","hr","inclusion-policy",0.95,"\u003Ch2>What is an Inclusion Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Inclusion Policy\u003C/strong> is a formal organizational document that defines a company's commitment to creating a workplace where every employee is treated with dignity and equity, regardless of race, gender, age, disability, religion, sexual orientation, or other protected characteristics. It translates high-level DEI values into specific behavioral expectations, accommodation procedures, reporting channels, and accountability mechanisms that employees and managers can act on. Unlike a general code of conduct, an inclusion policy focuses specifically on the conditions that determine whether each person in the organization feels respected, heard, and able to contribute fully — covering everything from hiring practices and promotion decisions to how complaints are investigated and resolved.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written inclusion policy, DEI commitments remain aspirational statements that offer no operational guidance and no legal protection. When an employee files a discrimination or exclusion complaint, the first question investigators and courts ask is whether the employer had a clear, communicated policy and took reasonable steps to enforce it — the absence of a written policy is treated as evidence of indifference. Beyond compliance, a documented policy sends a concrete signal to current and prospective employees that inclusion is a managed organizational priority, not a banner on the careers page. Investors, enterprise clients, and government contracting programs increasingly require suppliers and partners to produce written DEI policies as a condition of doing business. This template gives you a complete, structured starting point that covers every essential component — from protected characteristics and manager obligations to reporting channels and review cycles — so you can move from intention to implementation in a single afternoon.\u003C/p>\n",1778696292464]