[{"data":1,"prerenderedAt":523},["ShallowReactive",2],{"document-product-manager-job-description-D13565":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":34,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":522},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION PRODUCT MANAGER Brief Description The position of Product Manager at [COMPANY NAME] involves leading the development and execution of product strategies to drive business growth and customer satisfaction. As a Product Manager, you will be responsible for defining product roadmaps, gathering customer requirements, and collaborating with cross-functional teams to deliver innovative products that meet market needs. You will drive product success from ideation to launch and throughout the product lifecycle. Tasks Define and execute product strategies, including product vision, roadmap, and go-to-market plans. Conduct market research and gather customer insights to identify market needs, trends, and competitive positioning. Collaborate with stakeholders to define product requirements, features, and functionalities. Develop product specifications, user stories, and wireframes to guide product development. Lead cross-functional product development teams, including design, engineering, and marketing, to ensure successful product delivery. Monitor and analyze product performance metrics, user feedback, and market trends to identify opportunities and challenges. Manage the product lifecycle, including product launches, updates, and end-of-life planning. Work closely with marketing teams to develop product positioning, messaging, and marketing campaigns. Collaborate with sales teams to provide product training, sales tools, and support for product positioning. Stay updated with industry trends, emerging technologies, and customer needs to drive product innovation. Qualifications and Requirements Bachelor's degree in business, engineering, marketing, or a related field. MBA or advanced degrees are a plus. Proven experience as a Product Manager or in a similar role, with a successful track record of driving product development and launches. Strong understanding of product management principles, including product strategy, roadmap development, and market analysis",null,"Product Manager Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/product-manager-job-description-D13565.png","https://templates.business-in-a-box.com/imgs/250px/13565.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13565.xml",{"title":15,"description":6},"product manager job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","Product Manager Job Description Template","https://templates.business-in-a-box.com/imgs/400px/13565.png","https://templates.business-in-a-box.com/imgs/600px/13565.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":21,"url":22},[35,39,43,47,51,55,59,63,67,71,75,79,83,99,115,130,145,161],{"label":36,"url":37,"thumb":38,"extension":10},"Product Marketing Manager Job Description","/template/product-marketing-manager-job-description-D13566","https://templates.business-in-a-box.com/imgs/250px/13566.png",{"label":40,"url":41,"thumb":42,"extension":10},"Product Design Manager Job Description","/template/product-design-manager-job-description-D13374","https://templates.business-in-a-box.com/imgs/250px/13374.png",{"label":44,"url":45,"thumb":46,"extension":10},"Product Management Associate Job Description","/template/product-management-associate-job-description-D13375","https://templates.business-in-a-box.com/imgs/250px/13375.png",{"label":48,"url":49,"thumb":50,"extension":10},"Product Design Director Job Description","/template/product-design-director-job-description-D13373","https://templates.business-in-a-box.com/imgs/250px/13373.png",{"label":52,"url":53,"thumb":54,"extension":10},"Account Manager Job Description","/template/account-manager-job-description-D13506","https://templates.business-in-a-box.com/imgs/250px/13506.png",{"label":56,"url":57,"thumb":58,"extension":10},"General Manager Job Description","/template/general-manager-job-description-D13547","https://templates.business-in-a-box.com/imgs/250px/13547.png",{"label":60,"url":61,"thumb":62,"extension":10},"IT Manager Job Description","/template/it-manager-job-description-D13553","https://templates.business-in-a-box.com/imgs/250px/13553.png",{"label":64,"url":65,"thumb":66,"extension":10},"Program Manager Job Description","/template/program-manager-job-description-D13567","https://templates.business-in-a-box.com/imgs/250px/13567.png",{"label":68,"url":69,"thumb":70,"extension":10},"Project Manager Job Description","/template/project-manager-job-description-D13031","https://templates.business-in-a-box.com/imgs/250px/13031.png",{"label":72,"url":73,"thumb":74,"extension":10},"Property Manager Job Description","/template/property-manager-job-description-D13569","https://templates.business-in-a-box.com/imgs/250px/13569.png",{"label":76,"url":77,"thumb":78,"extension":10},"Office Manager Job Description","/template/office-manager-job-description-D13522","https://templates.business-in-a-box.com/imgs/250px/13522.png",{"label":80,"url":81,"thumb":82,"extension":10},"Content Marketing Manager Job Description","/template/content-marketing-manager-job-description-D13540","https://templates.business-in-a-box.com/imgs/250px/13540.png",{"description":84,"descriptionCustom":6,"label":85,"pages":86,"size":9,"extension":10,"preview":87,"thumb":88,"svgFrame":89,"seoMetadata":90,"parents":92,"keywords":91,"url":98},"[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":91,"description":6},"job offer letter long",[93,95],{"label":18,"url":94},"human-resources",{"label":96,"url":97},"Hire an Employee","hire-employee","/template/job-offer-letter-long-D12769",{"description":100,"descriptionCustom":6,"label":101,"pages":102,"size":9,"extension":10,"preview":103,"thumb":104,"svgFrame":105,"seoMetadata":106,"parents":108,"keywords":107,"url":114},"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":107,"description":6},"employment agreement_at will employee",[109,110,111],{"label":18,"url":94},{"label":96,"url":97},{"label":112,"url":113},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":119,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":124,"keywords":128,"url":129},"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},[125],{"label":126,"url":127},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":9,"extension":10,"preview":134,"thumb":135,"svgFrame":136,"seoMetadata":137,"parents":139,"keywords":138,"url":144},"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":138,"description":6},"non disclosure agreement nda",[140,141],{"label":112,"url":113},{"label":142,"url":143},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":146,"descriptionCustom":6,"label":147,"pages":148,"size":149,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":154,"keywords":159,"url":160},"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},[155,156],{"label":18,"url":94},{"label":157,"url":158},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":9,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":173},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":169,"description":6},"remote work agreement",[171,172],{"label":18,"url":94},{"label":157,"url":158},"/template/remote-work-agreement-D13282",false,{"seo":176,"reviewer":188,"quick_facts":192,"at_a_glance":195,"personas":199,"variants":224,"glossary":249,"clauses":283,"how_to_fill":329,"common_mistakes":370,"faqs":395,"industries":423,"comparisons":448,"diy_vs_lawyer":464,"jurisdictions":477,"related_template_ids_curated":498,"schema":509,"classification":510},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Product Manager Job Description Template (Free Word)","Free product manager job description template covering responsibilities, qualifications, reporting structure, and compensation. Used in 190+ countries. Free Word and PDF download.","product manager job description template",[15,181,182,183,184,185,186,187],"product manager job description word","product manager job description free","product manager responsibilities template","product manager role description","job description template product manager","product manager hiring template","pm job description template",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":193,"legal_review_recommended":194,"signature_required":194},"medium",true,{"what_it_is":196,"when_you_need_it":197,"whats_inside":198},"A Product Manager Job Description is a binding document that formally defines the scope, responsibilities, qualifications, reporting structure, and compensation expectations for a product manager role. This free Word download gives you a structured, legally defensible starting point you can edit online and export as PDF to post on job boards, attach to offer letters, or incorporate directly into an employment contract.\n","Use it when opening a new product manager position, replacing a departing PM, or restructuring an existing role to reflect a changed product strategy or reporting line. A written job description is also required in many jurisdictions as supporting documentation for classification decisions and compensation benchmarking.\n","Role title and level, department and reporting structure, core responsibilities and deliverables, required and preferred qualifications, compensation range and benefits summary, employment type and work location, and equal employment opportunity statement. Each section is drafted to support both external recruiting and internal classification purposes.\n",[200,204,208,212,216,220],{"title":201,"use_case":202,"icon_asset_id":203},"Startup founders","Hiring a first PM to own roadmap and prioritization as the team scales","persona-startup-founder",{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Standardizing PM role definitions across seniority levels and product lines","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"VP of Product","Defining scope boundaries and reporting structure before opening a requisition","persona-vp-product",{"title":213,"use_case":214,"icon_asset_id":215},"Small business owners","Documenting a new PM hire without an in-house HR or legal team","persona-small-business-owner",{"title":217,"use_case":218,"icon_asset_id":219},"Recruiting and talent teams","Drafting compliant job postings that attract qualified PM candidates","persona-recruiter",{"title":221,"use_case":222,"icon_asset_id":223},"Operations directors","Replacing inconsistent informal role briefs with a formal, enforceable standard","persona-operations-director",[225,229,232,235,238,242,245],{"situation":226,"recommended_template":227,"slug":228},"Hiring a first PM at an early-stage startup with a generalist scope","Product Manager Job Description (Generalist)","product-manager-job-description-D13565",{"situation":230,"recommended_template":231,"slug":228},"Defining a senior PM or Group PM role with team leadership responsibilities","Senior Product Manager Job Description",{"situation":233,"recommended_template":234,"slug":228},"Hiring a technical PM who owns API, platform, or infrastructure products","Technical Product Manager Job Description",{"situation":236,"recommended_template":237,"slug":228},"Defining a growth PM role focused on acquisition, activation, or retention","Growth Product Manager Job Description",{"situation":239,"recommended_template":240,"slug":241},"Posting a Principal PM or Director of Product role with cross-functional authority","Director of Product Management Job Description","product-design-director-job-description-D13373",{"situation":243,"recommended_template":244,"slug":228},"Hiring a product owner embedded in an agile development team","Product Owner Job Description",{"situation":246,"recommended_template":247,"slug":248},"Defining a CPO or VP of Product role with executive-level accountability","VP of Product Job Description","vp-of-operations-job-description-D13580",[250,253,256,259,262,265,268,271,274,277,280],{"term":251,"definition":252},"Job Description","A formal document that defines the title, duties, qualifications, reporting structure, and compensation expectations for a specific role — used for hiring, classification, and performance management.",{"term":254,"definition":255},"FLSA Classification","A US determination under the Fair Labor Standards Act of whether a role is exempt from overtime (salaried professional) or non-exempt (entitled to 1.5× pay for hours over 40 per week).",{"term":257,"definition":258},"Essential Functions","The core duties a role must perform, as distinguished from marginal tasks — a legally significant distinction under the ADA and equivalent accessibility laws in other jurisdictions.",{"term":260,"definition":261},"Bona Fide Occupational Qualification (BFOQ)","A job requirement that would otherwise be discriminatory but is lawfully required because it is genuinely necessary for the role's core function.",{"term":263,"definition":264},"Reporting Structure","The chain of authority that identifies who the role reports to directly and, where applicable, which roles report to the position being defined.",{"term":266,"definition":267},"Compensation Band","The defined salary range — minimum, midpoint, and maximum — approved for a specific role or job level, used to ensure pay equity and guide offer decisions.",{"term":269,"definition":270},"Product Roadmap","A visual or written plan that communicates the prioritized sequence of product initiatives, features, and milestones over a defined time horizon.",{"term":272,"definition":273},"OKRs (Objectives and Key Results)","A goal-setting framework that pairs a qualitative objective with 2–5 measurable key results, used to define and track a PM's quarterly or annual performance.",{"term":275,"definition":276},"Cross-Functional Collaboration","The requirement for a PM to work across engineering, design, marketing, sales, and customer success teams without direct management authority over any of them.",{"term":278,"definition":279},"At-Will Employment","An employment arrangement — common in most US states — in which either party may end the relationship at any time for any lawful reason, independent of the job description's defined scope.",{"term":281,"definition":282},"Pay Transparency","The legal or voluntary practice of disclosing a role's compensation range in a job posting, required by statute in California, Colorado, New York, and several other US states.",[284,289,294,299,304,309,314,319,324],{"name":285,"plain_english":286,"sample_language":287,"common_mistake":288},"Role title, level, and department","States the official job title (e.g., Product Manager II), the team or business unit, and the location — on-site, hybrid, or remote.","Position: Product Manager II | Department: Product Management | Location: [CITY, STATE] / Remote eligible | Employment Type: Full-Time, Exempt","Using an inflated title to attract candidates — e.g., 'Senior PM' for a role scoped at an associate level. Mismatched titles create compensation expectation gaps, slow the offer process, and generate pay-equity exposure.",{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Reporting structure and stakeholder relationships","Identifies who the PM reports to and which teams they partner with — engineering, design, data, marketing — without implying direct management authority the role doesn't have.","Reports to: [VP OF PRODUCT / HEAD OF PRODUCT]. Works cross-functionally with: [ENGINEERING LEAD], [UX DESIGN LEAD], [DATA ANALYTICS], [MARKETING], and [CUSTOMER SUCCESS].","Omitting stakeholder relationships entirely. A PM who joins without knowing their cross-functional mandate spends their first 60 days negotiating scope that should have been defined before the hire.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Core responsibilities and essential functions","The primary duties the PM is accountable for — roadmap ownership, prioritization, discovery, go-to-market coordination, and success metrics — written as measurable outcomes, not vague activities.","Own and maintain the product roadmap for [PRODUCT AREA], prioritizing a backlog of [X]+ features quarterly. Define product requirements in collaboration with [ENGINEERING LEAD]. Conduct [X] customer discovery interviews per quarter. Track and report on [KPIs] at [CADENCE].","Writing responsibilities as a laundry list of activities ('attend meetings', 'collaborate with teams') instead of accountabilities. Activity lists attract generalists; accountability lists attract candidates who can actually do the job.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Required qualifications","The non-negotiable minimum experience, education, and skills the candidate must bring to be considered — written to reflect what the role genuinely requires, not an aspirational wish list.","[X]+ years of product management experience in [B2B SaaS / CONSUMER / PLATFORM]. Demonstrated ability to define and ship product features end-to-end. Proficiency with [JIRA / LINEAR / PRODUCTBOARD]. Experience writing PRDs and user stories.","Requiring a degree when the role does not genuinely need one. In the US, UK, and Canada, over-credentialing in job descriptions increases disparate-impact liability and narrows the candidate pool without improving hire quality.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Preferred qualifications","Skills or experiences that differentiate candidates but are not disqualifying if absent — domain expertise, specific methodologies, or tooling familiarity.","Experience with [DOMAIN, e.g., payments, healthcare data, marketplace models]. Familiarity with [ANALYTICS TOOL]. Prior experience working in an agile sprint environment. SQL proficiency at a read-level.","Moving genuinely preferred items into the required list to filter aggressively. This signals a 'unicorn' search to experienced candidates, who self-select out — reducing pipeline quality rather than improving it.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Compensation and benefits","States the salary range, bonus structure, equity eligibility if applicable, and a summary of benefits — required by law in an increasing number of US states and Canadian provinces.","Base Salary: $[MIN]–$[MAX] USD annually, depending on experience. Bonus: Up to [X]% of base, discretionary. Equity: [RSU / ISO options] eligible per company equity plan. Benefits: [HEALTH / DENTAL / VISION / 401K / PTO POLICY].","Omitting the salary range in states where pay transparency is legally required (California, Colorado, New York, Washington). Non-compliant postings generate regulatory complaints and deter candidates who assume the range is below market.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Work location and travel requirements","Defines the primary work location (office, hybrid, or fully remote), any required in-office days, and the frequency of travel for customer visits, conferences, or team offsites.","Work location: [OFFICE ADDRESS] — hybrid [X] days per week / fully remote. Travel: Up to [X]% annually for customer visits, team offsites, and [CONFERENCE NAME].","Listing 'hybrid' without specifying which days or minimum frequency. Candidates accept hybrid offers and discover post-hire that 'hybrid' means four days in-office — creating early attrition and potential misrepresentation claims.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Performance expectations and success metrics","Describes how success will be measured in the role — OKRs, launch cadence, adoption targets, or NPS improvements — giving candidates a concrete picture of what good looks like.","In your first [90] days, you will: complete discovery on [PRODUCT AREA], define [X] OKRs for Q[X], and ship [FIRST DELIVERABLE]. Ongoing success metrics: [METRIC 1], [METRIC 2], [METRIC 3].","Leaving success metrics entirely undefined. A PM hired without defined success criteria cannot be managed fairly, and disputes about performance in the first year become credibility contests rather than documented assessments.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Equal employment opportunity statement","A legally required (in the US) or strongly recommended (in Canada, UK, EU) statement affirming the employer does not discriminate on protected characteristics.","[COMPANY NAME] is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.","Using a generic boilerplate EEO statement that doesn't list all protected classes applicable in the posting's jurisdiction. State and provincial laws often protect additional categories — for example, California adds marital status and source of income.",[330,335,340,345,350,355,360,365],{"step":331,"title":332,"description":333,"tip":334},1,"Define the role title and level before opening the template","Align internally on the job title, seniority level, and team placement before filling in a single field. Misalignment between title and scope is the single most common cause of offer stage fallout and early-tenure attrition.","Map the title to your existing job architecture or a recognized market benchmark (e.g., Radford, Mercer, or Levels.fyi for tech roles) so the leveling is defensible to candidates and to pay-equity auditors.",{"step":336,"title":337,"description":338,"tip":339},2,"Write the reporting structure and cross-functional scope","Name the direct manager role (not an individual's name) and list every team the PM will partner with regularly. Distinguish between teams the PM coordinates with versus teams they have formal influence over.","If the PM will have any dotted-line reports or be expected to lead a working group, state it explicitly — vague authority descriptions are a top-five reason experienced PMs decline offers.",{"step":341,"title":342,"description":343,"tip":344},3,"Draft responsibilities as accountabilities, not activities","Each bullet in the responsibilities section should describe an outcome the PM owns, not a task they participate in. Replace 'work with engineering on features' with 'own the product requirements and acceptance criteria for [PRODUCT AREA] sprint cycles.'","Aim for 6–8 core accountability bullets. Fewer than 6 signals an under-scoped role; more than 10 signals scope creep or multiple roles collapsed into one.",{"step":346,"title":347,"description":348,"tip":349},4,"Separate required from preferred qualifications honestly","Required qualifications are conditions under which you would not extend an offer. Preferred qualifications are tiebreakers. Audit each item in the required list — if you would interview a candidate without it, move it to preferred.","Remove degree requirements unless the role genuinely requires one. Research consistently shows degree requirements for PM roles reduce pipeline diversity without improving performance outcomes.",{"step":351,"title":352,"description":353,"tip":354},5,"Enter the compensation range and verify pay transparency compliance","Check whether the role's posting location triggers pay transparency laws. California, Colorado, New York, Washington, and several other states require salary range disclosure on all job postings. Enter the approved compensation band, not a range so wide it is meaningless.","A band wider than 40% of the midpoint (e.g., $80K–$160K) signals an undefined level and generates candidate skepticism. Tighten to ±20% of midpoint for each level.",{"step":356,"title":357,"description":358,"tip":359},6,"Define work location and travel with specific terms","State the primary work location, any required in-office days and their frequency, and the estimated annual travel percentage. For remote roles, note whether the role is open only in specific states or countries due to entity or tax-nexus constraints.","If the role is remote-eligible only in certain states because of payroll entity limitations, list those states explicitly. Discovering this post-offer is a top-five candidate drop-out trigger.",{"step":361,"title":362,"description":363,"tip":364},7,"Add the EEO statement and review for compliant language","Paste the EEO statement from your standard template and verify it covers all protected classes in the jurisdictions where you are posting. Remove any language that could imply age, gender, or physical-ability preferences.","Phrases like 'digital native,' 'recent graduate,' or 'energetic' carry age-discrimination risk in the US, UK, and Canada. A single legal review pass takes 30 minutes and eliminates the most common compliance flags.",{"step":366,"title":367,"description":368,"tip":369},8,"Attach the job description to the offer letter or employment contract before signing","Incorporate the finalized job description as a Schedule or Exhibit to the employment contract so both documents reference each other by date. This anchors the role scope and avoids constructive dismissal exposure when duties evolve.","Have the employee initial the attached job description separately at signing to confirm they reviewed the full scope and expectations.",[371,375,379,383,387,391],{"mistake":372,"why_it_matters":373,"fix":374},"Inflating the title relative to scope","A candidate who accepts a 'Senior PM' title for an associate-level scope discovers the mismatch within 60 days. Early attrition, reclassification disputes, and pay-equity complaints follow.","Align the title to a recognized leveling framework before writing the description. If the scope doesn't warrant a senior designation, use PM II or Associate PM and price it accordingly.",{"mistake":376,"why_it_matters":377,"fix":378},"Listing degree requirements that aren't genuinely necessary","Degree requirements for PM roles reduce pipeline diversity and increase disparate-impact liability under Title VII in the US and the Equality Act in the UK, without evidence of improved hire quality.","Replace 'Bachelor's degree required' with 'Bachelor's degree or equivalent professional experience' and audit whether the degree requirement would actually affect your hiring decision.",{"mistake":380,"why_it_matters":381,"fix":382},"Omitting the salary range in pay-transparency jurisdictions","California, Colorado, New York, and Washington all mandate salary range disclosure. Non-compliant postings trigger regulatory complaints, and candidates in those states increasingly skip listings without ranges.","Before publishing, check whether the role's location — or any location from which remote candidates may apply — triggers a disclosure obligation. When in doubt, post the range.",{"mistake":384,"why_it_matters":385,"fix":386},"Defining 'hybrid' without specifying in-office frequency","Candidates interpret 'hybrid' as 1–2 days in-office; some employers mean 4. The mismatch surfaces at offer stage or within the first month, causing declined offers or early resignation.","State the specific minimum in-office days and whether they are fixed days or flexible. 'Hybrid — minimum 2 days per week in [CITY] office, Tuesdays and Thursdays preferred' eliminates ambiguity.",{"mistake":388,"why_it_matters":389,"fix":390},"Writing responsibilities as participation rather than ownership","Descriptions like 'supports the roadmap process' or 'assists with customer research' attract candidates who want a supporting role — not a PM who will own outcomes and drive decisions.","Rewrite each responsibility with an ownership verb: define, own, drive, ship, lead, set, or report. Reserve 'support' and 'assist' for roles that are genuinely subordinate.",{"mistake":392,"why_it_matters":393,"fix":394},"Leaving success metrics undefined","A PM hired without defined success criteria cannot be performance-managed fairly. Disputes about underperformance in the first year become credibility contests, making termination legally riskier and more expensive.","Include at least three measurable outcomes in the description — a 90-day milestone, a 6-month deliverable, and one ongoing KPI — so both parties know what good looks like from day one.",[396,399,402,405,408,411,414,417,420],{"question":397,"answer":398},"What is a product manager job description?","A product manager job description is a formal document that defines the title, scope, responsibilities, qualifications, compensation, and reporting structure for a PM role. It functions as both a recruiting tool — used to attract and screen candidates — and a legal document that anchors the employment relationship, supports performance management, and provides the basis for classification and pay-equity decisions.\n",{"question":400,"answer":401},"What should a product manager job description include?","A complete PM job description covers role title and level, department and reporting structure, core responsibilities written as accountabilities, required and preferred qualifications, compensation range, work location and travel requirements, performance success metrics, and an equal employment opportunity statement. Missing any of these creates gaps that complicate hiring, onboarding, and performance management.\n",{"question":403,"answer":404},"Is a product manager job description a legally binding document?","A job description attached to an employment contract as a Schedule or Exhibit is generally enforceable as part of that contract. Standing alone as a job posting, it is not typically binding — but courts and labor authorities in the US, UK, and Canada have used job posting language as evidence of misclassification, pay-equity violations, or misrepresentation claims. Accuracy matters regardless of binding status.\n",{"question":406,"answer":407},"Do I need to include a salary range in a product manager job description?","In California, Colorado, New York, Washington, and several other US states, salary range disclosure is legally required on all job postings. In Canada, British Columbia and Prince Edward Island have enacted pay transparency laws with similar requirements. Even where not mandated, posting a range reduces time-to-fill and candidate drop-out at the offer stage. The trend across North America and the EU is toward mandatory disclosure.\n",{"question":409,"answer":410},"What is the difference between a product manager and a product owner job description?","A product manager job description typically covers market-facing strategy — roadmap ownership, market research, go-to-market coordination, and executive stakeholder communication. A product owner description focuses on execution within an agile sprint team — backlog grooming, user story writing, sprint planning, and acceptance criteria. In many companies the same person holds both responsibilities; where they are separate roles, the PM owns the 'what and why' and the PO owns the 'how and when.'\n",{"question":412,"answer":413},"Can I use the same job description for multiple product manager levels?","Using a single description for PM, Senior PM, and Staff PM roles is a common practice that creates classification and pay-equity exposure. Each level should have a distinct description with calibrated scope, qualifications, and compensation band. A PM II description that is indistinguishable from a Senior PM description gives candidates grounds to challenge their leveling and undermines your compensation architecture.\n",{"question":415,"answer":416},"How often should a product manager job description be updated?","Update the job description whenever the role's scope, reporting structure, or required qualifications change materially — at minimum annually as part of a compensation review cycle. A description that is more than 18 months old often no longer reflects the actual role, creating misalignment between what was recruited and what is being managed. Attach an updated description to any promotion or role-change letter.\n",{"question":418,"answer":419},"What language in a product manager job description creates legal risk?","Phrases implying age preference ('digital native,' 'recent graduate,' 'young and hungry'), physical ability ('must be able to work long hours'), or gender-coded language ('rockstar,' 'ninja,' 'aggressive self-starter') carry discrimination risk under Title VII, the ADEA, the Equality Act, and equivalent laws globally. Degree requirements not tied to genuine job necessity increase disparate-impact exposure. Pay transparency non-compliance in covered jurisdictions triggers regulatory complaints.\n",{"question":421,"answer":422},"Should a product manager job description be attached to the employment contract?","Yes. Incorporating the job description as a Schedule or Exhibit to the employment contract creates a single authoritative record of role scope and prevents disputes about whether duties changed significantly enough to constitute a constructive dismissal. Have the employee initial the attached description at signing and update it formally — with acknowledgment — whenever the scope changes materially.\n",[424,428,432,436,440,444],{"industry":425,"icon_asset_id":426,"specifics":427},"SaaS / Technology","industry-saas","Descriptions emphasize roadmap ownership in an agile environment, OKR alignment, data-informed prioritization, and cross-functional coordination with distributed engineering teams.",{"industry":429,"icon_asset_id":430,"specifics":431},"Financial Services / Fintech","industry-fintech","Regulatory awareness (PCI-DSS, PSD2, SOC 2) and experience shipping compliant financial products are standard required qualifications, alongside data-security sensitivity requirements.",{"industry":433,"icon_asset_id":434,"specifics":435},"Healthcare / HealthTech","industry-healthtech","HIPAA compliance knowledge, FDA regulatory pathway familiarity, and experience working with clinical stakeholders are common required qualifications that distinguish healthcare PM descriptions from generic ones.",{"industry":437,"icon_asset_id":438,"specifics":439},"E-commerce / Retail","industry-ecommerce","Descriptions typically require demonstrated experience with conversion optimization, A/B testing at scale, merchandising systems, and cross-border payment or fulfillment product complexity.",{"industry":441,"icon_asset_id":442,"specifics":443},"Professional Services","industry-professional-services","Internal-tooling and workflow-automation PM roles at consulting or advisory firms emphasize stakeholder management with senior partners, low-code platform familiarity, and change management experience.",{"industry":445,"icon_asset_id":446,"specifics":447},"Manufacturing / Industrial","industry-manufacturing","IoT product management, hardware-software integration experience, and familiarity with PLM systems and supply-chain data flows distinguish PM descriptions in manufacturing from pure software environments.",[449,453,456,460],{"vs":450,"vs_template_id":451,"summary":452},"Software Developer Job Description","D{SOFTWARE_DEVELOPER_JD_ID}","A software developer job description defines technical execution responsibilities — coding languages, system architecture, and sprint deliverables. A product manager description defines strategic and coordination responsibilities — roadmap ownership, prioritization, and cross-functional alignment. The two roles are deeply interdependent; publishing misaligned descriptions for both creates friction from the first day of collaboration.",{"vs":244,"vs_template_id":454,"summary":455},"D{PRODUCT_OWNER_JD_ID}","A product owner description focuses on agile ceremony participation, backlog grooming, and sprint-level delivery. A product manager description covers upstream strategy — market research, roadmap sequencing, and executive communication. Where both roles exist in one organization, the descriptions must clearly delineate the boundary to avoid duplication and ownership gaps.",{"vs":457,"vs_template_id":458,"summary":459},"Job Offer Letter","job-offer-letter-long-D12769","An offer letter summarizes compensation, start date, and role title to secure candidate acceptance. A job description defines the full scope of responsibilities and qualifications. The offer letter should reference the attached job description by date; the description does the legal and operational work the offer letter is not designed to carry.",{"vs":461,"vs_template_id":462,"summary":463},"Employment Contract","employment-agreement_at-will-employee-D541","An employment contract governs the legal relationship — IP assignment, non-compete, termination, and governing law. A job description defines the role's scope and expectations. The two documents work together: the contract creates enforceable obligations; the job description anchors the scope of the role those obligations apply to. Relying on one without the other leaves critical gaps.",{"use_template":465,"template_plus_review":469,"custom_drafted":473},{"best_for":466,"cost":467,"time":468},"Standard domestic PM hires at small to mid-size companies in a single state or province","Free","30–60 minutes",{"best_for":470,"cost":471,"time":472},"Companies posting in pay-transparency jurisdictions, hiring remotely across multiple states, or classifying a PM as exempt for the first time","$150–$400 for an employment-law or HR attorney review pass","1–2 days",{"best_for":474,"cost":475,"time":476},"Enterprise companies building a multi-level PM job architecture, regulated industries (healthcare, fintech), or cross-border hires with complex classification questions","$500–$2,000 for custom drafting and classification review","1–2 weeks",[478,483,488,493],{"code":479,"name":480,"flag_asset_id":481,"note":482},"us","United States","flag-us","Pay transparency laws in California (SB 1162), Colorado (EPEWA), New York, and Washington require salary ranges on job postings — non-compliance triggers regulatory complaints. FLSA exempt classification for PM roles requires meeting the executive, administrative, or professional duties test; misclassification generates overtime back-pay liability. The ADA requires that 'essential functions' be clearly distinguished from marginal duties; over-specifying physical or availability requirements creates disparate-impact exposure.",{"code":484,"name":485,"flag_asset_id":486,"note":487},"ca","Canada","flag-ca","British Columbia's Pay Transparency Act (effective November 2023) and Prince Edward Island's legislation require salary ranges on public job postings; other provinces are expected to follow. Human rights codes in each province prohibit discriminatory job requirements — degree mandates not tied to genuine necessity have been challenged before provincial human rights tribunals. Quebec employers must ensure all external job postings are available in French under the Charter of the French Language (Bill 96).",{"code":489,"name":490,"flag_asset_id":491,"note":492},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits job descriptions that directly or indirectly discriminate on the basis of age, sex, disability, or other protected characteristics. Gender pay gap reporting obligations apply to employers with 250+ employees, and job descriptions are audited for gendered language as part of gap analysis. The government's planned pay transparency legislation (expected in force 2025–2026) is likely to mandate salary range disclosure on job postings for covered employers — monitor for updates.",{"code":494,"name":495,"flag_asset_id":496,"note":497},"eu","European Union","flag-eu","The EU Pay Transparency Directive (2023/970) requires member states to implement pay range disclosure in job postings by June 2026. GDPR governs any personal data collected through the application process referenced in the job description — a privacy notice or data processing statement should be linked from the posting. Member states including France, Germany, and the Netherlands have existing equal-pay audit obligations that treat job description accuracy as a compliance input.",[458,462,499,500,501,502,503,504,505,506,507,508],"independent-contractor-agreement-D160","non-disclosure-agreement-nda-D12692","employee-handbook-D712","remote-work-agreement-D13282","how-to-review-employee-performance-D12595","employee-dismissal-letter-D508","employment-agreement-executive-D543","fixed-term-contract-D13225","temporary-employment-contract-D12734","recruitment-and-hiring-policy-D13762",{"emit_how_to":194,"emit_defined_term":194},{"primary_folder":94,"secondary_folder":511,"document_type":512,"industry":513,"business_stage":514,"tags":515,"confidence":521},"job-descriptions","form","general","all-stages",[516,517,518,519,520],"hiring","hr","employment","job-description","product-management",0.95,"\u003Ch2>What is a Product Manager Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Product Manager Job Description\u003C/strong> is a formal document that defines the title, scope, responsibilities, qualifications, compensation, and reporting structure for a product management role within an organization. It serves a dual purpose: externally, it attracts and screens qualified PM candidates by communicating what the role requires and what success looks like; internally, it creates a documented record of role scope that supports performance management, FLSA classification, pay-equity compliance, and — when attached to an employment contract — forms part of the binding legal relationship with the hire. Unlike an informal role brief or a job posting assembled from a competitor's listing, a properly structured job description is drafted to be defensible: it distinguishes essential functions from marginal tasks, separates required qualifications from preferred ones, and complies with pay transparency statutes in jurisdictions where disclosure is mandated.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Posting a product manager role without a complete, accurate job description creates compounding risks at every stage of the employment lifecycle. At the recruiting stage, vague responsibilities and inflated titles attract mismatched candidates, lengthen time-to-fill, and set up offer-stage fallout when expectations collide with reality. At the classification stage, a description that doesn't clearly document the PM's decision-making authority and professional judgment creates FLSA misclassification exposure — overtime back-pay liability that accrues from the first day of employment. At the performance management stage, a role without documented success metrics cannot be managed fairly, making underperformance conversations legally riskier and more expensive to resolve. And in pay-transparency jurisdictions — California, Colorado, New York, Washington, British Columbia, and an expanding list — omitting the salary range from the posting is a regulatory compliance failure, not a negotiating tactic. This template gives you a structured, legally defensible starting point that closes all four gaps before your first candidate applies.\u003C/p>\n",1781185980390]