[{"data":1,"prerenderedAt":532},["ShallowReactive",2],{"document-rules-for-hiring-D12856":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":36,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":531},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"Rules FOR HIRING [COMPANY NAME] wants to encourage safe and respectful hiring practices. This can only happen when everyone cooperates and commits to appropriate standards of hiring. The following is a list of hiring rules enforced by the company and applies to all employees who are involved in the hiring process. Any employee found going against these behaviors will be subject to disciplinary actions, including reprimand, warning, layoff, or dismissal: First recruit from within. Many qualified candidates may already be available within your organization. If they are not, then look externally. There should be a written job description and candidates should be given consistent information about the job requirements. The job description should focus on the actual work performed and the necessary skills. Write the job description carefully and include all the associated duties. Separate the necessary (job-related) skills from the helpful (interpersonal) skills. If you run a job listing or an ad, make sure the minimum requirements of the job and the salary range are clearly defined. Ambiguous job postings attract a broad range of candidates, many of whom may or may not be qualified for the job you need done. Be fair and give all prospective candidates an equal opportunity for selection. Screening applicants should be based on the job description and requirements and not, directly or indirectly, on race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability. Discrimination can be the result of an intentional or unintentional action or omission. Discriminatory conduct in any aspect of the hiring process contravenes and may constitute professional misconduct. Accept employment applications only on official company application forms. 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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":93,"description":6},"employment agreement_at will employee",[95,97,99],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"hire-employee",{"label":100,"url":101},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":9,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":112,"keywords":111,"url":115},"[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":111,"description":6},"job offer letter long",[113,114],{"label":18,"url":96},{"label":21,"url":98},"/template/job-offer-letter-long-D12769",{"description":117,"descriptionCustom":6,"label":118,"pages":119,"size":120,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":125,"keywords":130,"url":131},"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. 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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},[142],{"label":143,"url":144},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":148,"descriptionCustom":6,"label":149,"pages":150,"size":9,"extension":10,"preview":151,"thumb":152,"svgFrame":153,"seoMetadata":154,"parents":156,"keywords":155,"url":161},"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":155,"description":6},"non disclosure agreement nda",[157,158],{"label":100,"url":101},{"label":159,"url":160},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":163,"descriptionCustom":6,"label":164,"pages":165,"size":166,"extension":10,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":171,"keywords":175,"url":176},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[172,173,174],{"label":18,"url":96},{"label":21,"url":98},{"label":100,"url":101},"employment agreement executive","/template/employment-agreement-executive-D543",false,{"seo":179,"reviewer":191,"legal_disclaimer":195,"quick_facts":196,"at_a_glance":198,"personas":202,"variants":227,"glossary":256,"clauses":290,"how_to_fill":341,"common_mistakes":382,"faqs":407,"industries":435,"comparisons":460,"diy_vs_lawyer":475,"jurisdictions":488,"related_template_ids_curated":509,"schema":518,"classification":519},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"Rules For Hiring Template (Free Word)","Free rules for hiring template covering candidate screening, non-discrimination, interview standards, and offer procedures. Used in 190+ countries. Free Word and PDF download.","rules for hiring template",[184,185,186,187,188,189,190],"recruitment policy template","hiring rules template word","employee hiring guidelines template","recruitment process policy","hiring procedures template free","employment hiring policy document","fair hiring policy template",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":197,"legal_review_recommended":195,"signature_required":195,"notarization_required":177},"medium",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"A Rules For Hiring document is a formal policy that establishes the legally binding procedures, standards, and obligations governing how a company recruits, screens, interviews, and selects job candidates. This free Word download gives you an editable, ready-to-sign framework you can adapt to your organization's size and jurisdiction, then export as PDF for internal distribution or HR record-keeping.\n","Use it when formalizing your recruitment process for the first time, updating existing ad hoc practices after a complaint or audit, or building an HR policy library ahead of rapid headcount growth. It is also required by many government contracting agencies and institutional clients as a condition of doing business.\n","The document covers equal opportunity and non-discrimination commitments, job posting and sourcing standards, candidate screening and background check procedures, interview panel requirements, offer and approval workflows, and recordkeeping obligations. It also includes prohibited inquiries, internal referral rules, and a signature block for employer acknowledgment.\n",[203,207,211,215,219,223],{"title":204,"use_case":205,"icon_asset_id":206},"HR managers","Standardizing recruitment procedures across departments and locations","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"Small business owners","Establishing a defensible hiring process before the first formal hire","persona-small-business-owner",{"title":212,"use_case":213,"icon_asset_id":214},"Startup founders","Documenting hiring rules to satisfy investors or early employment audits","persona-startup-founder",{"title":216,"use_case":217,"icon_asset_id":218},"Operations directors","Replacing inconsistent manager-led hiring with a uniform company standard","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Compliance officers","Ensuring recruitment practices meet EEO, GDPR, and local employment law","persona-compliance-officer",{"title":224,"use_case":225,"icon_asset_id":226},"Government contractors","Meeting federal or state affirmative action and fair-hiring documentation requirements","persona-government-contractor",[228,232,236,240,244,248,252],{"situation":229,"recommended_template":230,"slug":231},"Formalizing hiring rules for a small business with under 25 employees","Rules For Hiring (Small Business)","rules-for-hiring-D12856",{"situation":233,"recommended_template":234,"slug":235},"Establishing diversity and inclusion hiring commitments","Diversity Recruitment Policy","diversity-policy-D12636",{"situation":237,"recommended_template":238,"slug":239},"Documenting a structured interview process with scoring rubrics","Interview Evaluation Form","training-evaluation-form-D13891",{"situation":241,"recommended_template":242,"slug":243},"Capturing the full employee onboarding sequence after a hire","Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":245,"recommended_template":246,"slug":247},"Engaging a staffing agency or external recruiter under contract","Recruitment Agency Agreement","advertising-agency-agreement-D1223",{"situation":249,"recommended_template":250,"slug":251},"Formalizing a referral bonus program for current employees","Employee Referral Program Policy","employee-referral-program-policy-D13676",{"situation":253,"recommended_template":254,"slug":255},"Communicating hiring decisions to unsuccessful candidates","Job Application Rejection Letter","letter-of-rejection-for-job-applicant-D13496",[257,260,263,266,269,272,275,278,281,284,287],{"term":258,"definition":259},"Equal Employment Opportunity (EEO)","A legal principle requiring that all hiring decisions be based on job-relevant qualifications, free from discrimination based on race, color, sex, religion, national origin, disability, or age.",{"term":261,"definition":262},"Bona Fide Occupational Qualification (BFOQ)","A narrow legal exception that permits a job requirement that would otherwise be discriminatory when it is genuinely essential to perform the role — for example, requiring a specific age for certain safety-sensitive positions.",{"term":264,"definition":265},"Adverse Impact","When a neutral hiring practice — such as a standardized test — disproportionately screens out candidates from a protected class at a rate significantly higher than the majority group.",{"term":267,"definition":268},"Structured Interview","An interview process in which every candidate is asked the same predetermined, job-relevant questions in the same order, with responses scored against a consistent rubric.",{"term":270,"definition":271},"Background Check Authorization","Written consent obtained from a candidate before the employer conducts a criminal history, credit, or reference check — required by the FCRA in the US and by privacy laws in most jurisdictions.",{"term":273,"definition":274},"Reasonable Accommodation","An adjustment to the application or interview process that allows a qualified candidate with a disability to participate equally, required under the ADA in the US and equivalent legislation elsewhere.",{"term":276,"definition":277},"Affirmative Action Plan (AAP)","A written program that federal contractors and certain large employers use to proactively increase representation of underrepresented groups in their workforce through documented hiring goals and outreach.",{"term":279,"definition":280},"Applicant Tracking","The practice of maintaining a record of all applicants, screening decisions, and selection reasons for each posted position — required for EEO compliance and audit defense.",{"term":282,"definition":283},"Prohibited Inquiry","A question that an interviewer is legally barred from asking because it solicits information about a protected characteristic — such as age, marital status, pregnancy, religion, or national origin.",{"term":285,"definition":286},"Conditional Offer of Employment","A job offer made contingent on the successful completion of post-offer requirements such as a background check, drug test, or medical examination before the start date.",{"term":288,"definition":289},"Internal Referral Policy","Rules governing when and how current employees may recommend candidates for open positions, including disclosure requirements and any bonus or incentive structure.",[291,296,301,306,311,316,321,326,331,336],{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Purpose and scope","States the document's objective — to govern all recruitment and selection activity — and identifies which positions, locations, and employment types it covers.","These Rules For Hiring apply to all full-time, part-time, and fixed-term positions at [COMPANY NAME] across all [LOCATIONS / DEPARTMENTS] and govern every stage of the recruitment process from job requisition through offer acceptance.","Limiting scope to only full-time permanent roles. Leaving contractors, interns, or temporary workers outside the policy creates compliance gaps that regulators specifically audit.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Equal opportunity and non-discrimination commitment","Affirms the company's legal obligation to make hiring decisions based solely on job-relevant qualifications, listing all protected characteristics covered by applicable law.","[COMPANY NAME] is an equal opportunity employer. All hiring decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.","Copying a generic EEO statement without updating the protected-class list to include characteristics added by recent state, provincial, or national legislation — leaving the company exposed to claims it didn't intend to exclude.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Job requisition and posting standards","Defines who must authorize a new hire, how job descriptions are reviewed for bias, where positions must be posted, and the minimum posting period before a candidate is selected.","All open positions require an approved Job Requisition Form signed by [HIRING MANAGER TITLE] and [HR DIRECTOR TITLE] before posting. Positions must be advertised for a minimum of [X] business days on [INTERNAL PORTAL] and at least one external channel before an offer is extended.","Authorizing a hire verbally and backdating the requisition. This creates a paper trail inconsistency that is routinely flagged in employment discrimination audits and OFCCP reviews.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Candidate screening and minimum qualifications","Sets the criteria for advancing candidates from application to interview, specifies who conducts the initial screen, and requires that evaluation criteria be documented in advance.","Screening criteria, including minimum qualifications and preferred qualifications, must be documented in the Job Requisition Form before any applications are reviewed. Applications shall be evaluated solely against these pre-established criteria by [HR COORDINATOR / RECRUITER].","Changing the minimum qualifications after reviewing applications to justify a predetermined preferred candidate. This is the single most common trigger for discrimination claims and EEOC charges.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Prohibited interview inquiries","Lists the specific questions and topics interviewers may not ask or raise, directly or indirectly, because they solicit information about a protected characteristic.","Interviewers shall not ask about or allow candidates to volunteer information regarding: age or date of birth, marital or family status, pregnancy or plans to have children, religion or religious observance, national origin or citizenship, disability unrelated to job performance, or arrest record without conviction.","Training only HR staff on prohibited questions while leaving line managers — who conduct most interviews — uninformed. A single unlawful question asked by a department head creates full employer liability.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Structured interview and evaluation process","Requires that all candidates for the same role be asked the same predetermined questions, scored on a consistent rubric, and that written evaluations be retained in the hiring file.","Each candidate for [POSITION TITLE] shall be assessed using the standardized Interview Evaluation Form attached as Schedule A. All interviewers must submit completed evaluation forms to HR within [2] business days of the interview. Verbal-only feedback is not permitted.","Using informal unscored interviews for early-stage candidates and only applying structured scoring to finalists. Inconsistent evaluation methodology across the funnel is treated as evidence of discriminatory screening.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Background check and reference check procedures","Specifies the types of checks conducted, the timing (post-offer only), required written consent, and the individualized assessment process before any adverse action is taken on the basis of check results.","Background checks shall be conducted only after a conditional offer of employment has been extended. Candidates must sign the Background Check Authorization Form before any check is initiated. Adverse action based on background check results requires a written individualized assessment considering the nature of the offense, time elapsed, and relevance to the role.","Running background checks before making an offer and using criminal history to screen applicants before the individualized-assessment stage — a violation of FCRA pre-adverse-action notice requirements and Ban the Box laws in more than 35 US states and cities.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Offer approval and issuance","Defines the internal approval chain for extending an offer, the form the offer must take, and which terms require sign-off before the offer is sent.","Offers of employment must be approved by [HIRING MANAGER], [HR DIRECTOR], and [CFO / BUDGET AUTHORITY] before issuance. All offers must be made in writing using the Company's standard offer letter template. Verbal offers not followed by a written offer within [2] business days are not binding on the Company.","Allowing hiring managers to extend verbal offers with non-standard terms — such as a guaranteed bonus or a specific remote-work arrangement — that the written offer later contradicts, creating an enforceable oral contract.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Recordkeeping and data retention","Sets the minimum period for retaining application materials, interview notes, evaluation forms, and offer documentation for each posted position, including positions filled and those that were not.","All application materials, interview evaluation forms, background check authorizations, and hiring decisions for each posted position must be retained for a minimum of [3] years from the date the position is filled or closed, regardless of whether an offer was made.","Discarding applications and interview notes for candidates who were not hired as soon as the position is filled. EEOC regulations require retention of all applicant records for one year from the personnel action; federal contractors must retain them for two years.",{"name":337,"plain_english":338,"sample_language":339,"common_mistake":340},"Policy violations and disciplinary consequences","States that violations of these hiring rules — including unauthorized offers, prohibited inquiries, or falsified requisitions — are subject to disciplinary action up to and including termination.","Any employee who violates these Rules For Hiring, including by making unauthorized offers, conducting prohibited inquiries, falsifying requisition approvals, or retaliating against a candidate who raises a complaint, is subject to disciplinary action up to and including immediate termination of employment.","Including a violation clause without a named reporting channel. Employees who witness a violation need a specific, confidential contact — typically HR or a compliance hotline — or the clause functions as a deterrent only on paper.",[342,347,352,357,362,367,372,377],{"step":343,"title":344,"description":345,"tip":346},1,"Insert the company's legal name and scope","Replace all [COMPANY NAME] placeholders with the registered legal entity name. Confirm which positions, locations, and employment types are covered and update the scope clause accordingly.","If you operate in multiple states, provinces, or countries, list each jurisdiction in the scope clause — it protects you against claims that the policy didn't apply to a particular office.",{"step":348,"title":349,"description":350,"tip":351},2,"Update the protected-class list for your jurisdiction","Start with the federal or national EEO baseline, then add characteristics protected under state, provincial, or municipal law in each location where you hire. Common additions include sexual orientation, gender identity, source of income, and arrest record.","Cross-reference your jurisdiction's current human rights or employment standards statute annually — protected classes are added more often than removed.",{"step":353,"title":354,"description":355,"tip":356},3,"Define the job requisition approval chain","Enter the specific job titles — not department names — required to authorize a new hire. Include budget authority sign-off for any role above a salary threshold you define.","A two-signature minimum (hiring manager plus HR) is sufficient for most roles; add a CFO or CEO signature requirement for director-level and above.",{"step":358,"title":359,"description":360,"tip":361},4,"Set the minimum posting period and required channels","Enter the number of business days a position must be posted internally before external candidates are considered, and list the mandatory external posting channels (company website, LinkedIn, job boards).","Federal contractors subject to OFCCP must list most jobs with the state employment service — confirm whether your contracts trigger this obligation before setting your channel list.",{"step":363,"title":364,"description":365,"tip":366},5,"Attach or reference the Interview Evaluation Form as Schedule A","Either embed the evaluation rubric directly in Schedule A or reference a separately maintained form by title and version number. Confirm that the form is role-specific or has a configurable section for each position's core competencies.","Behavior-based questions scored on a 1–5 scale outperform yes/no checklists in predicting job performance and are more defensible in discrimination claims.",{"step":368,"title":369,"description":370,"tip":371},6,"Confirm background check timing and consent language","Verify that the policy positions all background checks as post-conditional-offer, and that the Background Check Authorization Form referenced in the policy is a standalone document meeting FCRA (or local equivalent) requirements — not embedded in the application.","A background check consent buried in a multi-page application is often challenged as insufficiently conspicuous under FCRA and its state analogs — use a separate single-page authorization.",{"step":373,"title":374,"description":375,"tip":376},7,"Set the recordkeeping retention period","Enter the retention period in years. Set a minimum of one year for non-federal-contractor employers and two years for federal contractors. Add a destruction protocol — secure shredding or certified digital deletion — for when records reach the end of their retention period.","Tie record destruction to a calendar-based purge cycle (e.g., every January 1) rather than individual file dates — this is far easier to administer consistently.",{"step":378,"title":379,"description":380,"tip":381},8,"Obtain signatures and distribute","Have the HR Director or CHRO sign the policy to acknowledge company adoption, then distribute to all employees with hiring authority and retain signed acknowledgment forms in each employee's personnel file.","Reissue for signature whenever the policy is materially amended — undated or stale acknowledgments are treated the same as no acknowledgment in employment litigation.",[383,387,391,395,399,403],{"mistake":384,"why_it_matters":385,"fix":386},"Changing minimum qualifications after applications are received","Adjusting criteria mid-review to favor a predetermined candidate is the most frequently cited basis for EEOC discrimination charges in recruitment. It creates a documented inconsistency between the job posting and the selection decision.","Document all screening criteria in the Job Requisition Form before any applications are opened and treat the form as a locked record for that posting cycle.",{"mistake":388,"why_it_matters":389,"fix":390},"Running background checks before a conditional offer is made","Under the FCRA and most state Ban the Box statutes, criminal history checks must follow — not precede — a conditional offer. Pre-offer checks that disqualify candidates expose the company to individual and class-action liability.","Build a hard procedural gate into your applicant tracking workflow: the background check authorization form is only released after the offer letter is countersigned by the candidate.",{"mistake":392,"why_it_matters":393,"fix":394},"Training only HR on prohibited interview questions","Line managers and department heads conduct the majority of interviews. A single prohibited question asked by an untrained interviewer creates full employer liability regardless of who asked it.","Require all employees who participate in any interview — even a 15-minute screening call — to complete annual prohibited-inquiry training and document that training in their personnel file.",{"mistake":396,"why_it_matters":397,"fix":398},"Discarding rejected applicant records after the position is filled","EEOC regulations require retention of all applicant records for one year from the date of the personnel action; federal contractors must retain them for two years. Premature destruction can be treated as spoliation of evidence in litigation.","Establish a calendar-based retention schedule and store all application materials — including interview notes and evaluation forms — in a centralized, access-controlled HR system for the full retention period.",{"mistake":400,"why_it_matters":401,"fix":402},"Allowing verbal offers with non-standard terms","A hiring manager who verbally promises a guaranteed bonus, a specific schedule, or remote-work arrangements that contradict the written offer creates an enforceable oral contract claim when the employee accepts.","State in the policy that no offer of employment is binding until issued in writing using the approved template, and that any verbal representations not reflected in the written offer are not terms of employment.",{"mistake":404,"why_it_matters":405,"fix":406},"Omitting a violations and reporting channel clause","Without a named reporting mechanism, employees who witness policy violations — discriminatory screening, falsified requisitions, retaliation — have no clear path to escalate, leaving the company without the internal-complaint defense in subsequent discrimination claims.","Name a specific reporting contact (HR Director title, not an individual's name) and an alternative confidential channel (ethics hotline or external ombudsperson) in the policy, and confirm both are active and monitored.",[408,411,414,417,420,423,426,429,432],{"question":409,"answer":410},"What is a rules for hiring document?","A rules for hiring document is a formal written policy that establishes the legally binding procedures an employer must follow when recruiting, screening, interviewing, and selecting candidates. It covers equal opportunity commitments, posting requirements, prohibited interview inquiries, background check timing, offer approval workflows, and recordkeeping obligations. It protects the company from discrimination claims by creating a documented, consistent, and auditable recruitment process.\n",{"question":412,"answer":413},"Is a hiring policy legally required?","In the US, no federal law mandates a written hiring policy for private employers, but federal contractors with 50 or more employees and contracts of $50,000 or more must maintain written affirmative action plans under OFCCP regulations. In Canada, federally regulated employers and those subject to provincial human rights codes are expected to document non-discriminatory hiring practices. In the UK and EU, equal treatment directives effectively require documented, consistent procedures. Even where not strictly required, a written policy is the primary defense in employment discrimination claims.\n",{"question":415,"answer":416},"What questions are illegal to ask in a job interview?","In most jurisdictions, interviewers may not ask about age, date of birth, marital or family status, pregnancy or childcare arrangements, religion or religious practices, national origin or citizenship, disability unrelated to the essential functions of the role, or arrest record without conviction. The exact list varies by country, state, and province — some jurisdictions also prohibit questions about salary history, credit history, and social media passwords. Rules For Hiring documents should list all prohibited inquiries applicable to each location where the company recruits.\n",{"question":418,"answer":419},"When must background checks be conducted relative to a job offer?","Under the US Fair Credit Reporting Act and the Ban the Box ordinances in effect in more than 35 states and cities, criminal background checks must generally be conducted only after a conditional offer of employment has been made. Running checks before an offer — or using criminal history to screen applications before the individualized-assessment stage — violates both FCRA pre-adverse-action notice requirements and state-specific fair-chance hiring laws. Canada and the UK have equivalent restrictions under their respective privacy and human rights frameworks.\n",{"question":421,"answer":422},"How long must applicant records be retained?","Under EEOC regulations, most US employers must retain all applicant records — including applications, interview notes, and evaluation forms for candidates who were not hired — for one year from the date of the personnel action. Federal contractors and subcontractors must retain them for two years. In Canada, most provincial human rights codes require retention for one year. In the UK, the ICO recommends retaining unsuccessful applicant data for no longer than six months unless longer retention is justifiable. EU GDPR guidance generally limits retention of candidate data to six months absent a legitimate business purpose.\n",{"question":424,"answer":425},"What is the difference between a hiring policy and an employment contract?","A hiring policy governs the internal process the employer follows when selecting candidates — it is a procedural document binding on the company's employees who participate in hiring. An employment contract is a bilateral agreement between the employer and a specific new hire that governs the terms of the employment relationship. The hiring policy applies before an offer is made; the employment contract governs what happens after acceptance. Both documents are needed for a complete HR framework.\n",{"question":427,"answer":428},"Do hiring rules apply to internal promotions and transfers?","Yes, in most well-drafted policies and in practice under EEO law. Internal candidates competing for a posted position must be evaluated against the same documented criteria as external applicants. Failing to apply consistent standards to internal and external candidates is a common basis for promotion-related discrimination claims. The policy should explicitly state whether internal-only postings require the same structured evaluation process as external searches.\n",{"question":430,"answer":431},"What is adverse impact and how does a hiring policy address it?","Adverse impact occurs when a facially neutral hiring practice — a standardized test, a physical requirement, or a minimum education threshold — disproportionately screens out candidates from a protected class at a rate more than four-fifths (80%) of the majority group's selection rate. The EEOC's four-fifths rule is the primary analytical tool. A well-drafted hiring policy requires that all screening criteria be validated as job-related before use and that HR monitor selection rates by protected class on an annual basis.\n",{"question":433,"answer":434},"Can a small business use a standard hiring rules template without legal review?","For a domestic employer with fewer than 15 employees and a single location, a well-drafted template typically covers the core requirements. Legal review is advisable when the employer is a federal contractor, operates in multiple jurisdictions with differing protected-class lists or Ban the Box ordinances, has more than 50 employees (triggering AAP obligations), or has previously received an EEOC charge or audit inquiry. A 1–2 hour employment attorney review costs $300–$600 and is worthwhile before the policy is formally adopted.\n",[436,440,444,448,452,456],{"industry":437,"icon_asset_id":438,"specifics":439},"Technology / SaaS","industry-saas","High-volume technical screening pipelines require documented scoring rubrics for coding assessments to defend against adverse impact claims on standardized technical tests.",{"industry":441,"icon_asset_id":442,"specifics":443},"Healthcare","industry-healthtech","Licensing and credentialing verification must be built into the conditional-offer stage, and background checks must address OIG exclusion list screening in addition to standard criminal history.",{"industry":445,"icon_asset_id":446,"specifics":447},"Construction and Trades","industry-construction","Physical fitness requirements and pre-employment drug testing must be structured as post-offer medical examinations under ADA to avoid disability discrimination claims.",{"industry":449,"icon_asset_id":450,"specifics":451},"Financial Services","industry-fintech","FINRA registration checks, credit history reviews for roles with fiduciary duties, and enhanced background check procedures require individualized assessment documentation tailored to regulatory standards.",{"industry":453,"icon_asset_id":454,"specifics":455},"Professional Services","industry-professional-services","Bar admission, CPA licensure, and professional certification verification are bona fide occupational qualifications that must be documented in job descriptions and requisition forms before screening begins.",{"industry":457,"icon_asset_id":458,"specifics":459},"Retail / Hospitality","industry-retail","High turnover and seasonal hiring volume make consistent structured interviews and standardized evaluation forms especially important for defending against systemic discrimination claims across large applicant pools.",[461,465,469,472],{"vs":462,"vs_template_id":463,"summary":464},"Employment Contract","employment-agreement_at-will-employee-D541","An employment contract governs the terms of the working relationship between employer and a specific hire — compensation, duties, IP, and termination. Rules For Hiring govern the internal process used to reach the decision to extend that contract. The hiring policy applies before an offer is made; the employment contract applies after it is accepted. Both are required for a complete HR legal framework.",{"vs":466,"vs_template_id":467,"summary":468},"Job Offer Letter","job-offer-letter-long-D12769","A job offer letter communicates the terms of employment to a specific candidate and invites acceptance. Rules For Hiring establish the internal standards and approval workflow that must be completed before that letter can be issued. The offer letter is a candidate-facing document; the hiring rules are an internal governance document. One cannot substitute for the other.",{"vs":118,"vs_template_id":470,"summary":471},"employee-handbook-D712","An employee handbook documents workplace policies that govern existing employees — conduct, benefits, PTO, and performance expectations. Rules For Hiring specifically govern the pre-employment recruitment and selection process. While the handbook may reference hiring practices at a high level, it lacks the procedural specificity — requisition approvals, prohibited inquiries, background check timing — that a standalone hiring policy provides.",{"vs":134,"vs_template_id":473,"summary":474},"independent-contractor-agreement-D160","An independent contractor agreement engages a self-employed worker for project-based work and deliberately avoids creating an employment relationship. Rules For Hiring apply to the selection of employees — not independent contractors — and the procedural protections they establish (EEO, structured interviews, FCRA-compliant background checks) are not legally required for contractor engagements. Misclassifying an employee as a contractor while bypassing hiring-policy protections compounds liability.",{"use_template":476,"template_plus_review":480,"custom_drafted":484},{"best_for":477,"cost":478,"time":479},"Private employers under 50 employees, single domestic location, no government contracts","Free","30–60 minutes to customize",{"best_for":481,"cost":482,"time":483},"Multi-state employers, federal contractors, or companies that have received an EEOC inquiry","$300–$600 (1–2 hours of employment attorney review)","2–5 business days",{"best_for":485,"cost":486,"time":487},"Employers with AAP obligations, multi-country hiring, regulated industries, or prior discrimination litigation","$1,500–$5,000+","2–4 weeks",[489,494,499,504],{"code":490,"name":491,"flag_asset_id":492,"note":493},"us","United States","flag-us","Title VII, the ADA, the ADEA, and the FCRA form the federal baseline for US hiring practices. Ban the Box ordinances restricting pre-offer criminal history inquiries are in effect in more than 35 states and cities. Federal contractors with 50 or more employees and contracts of $50,000 or more must maintain written Affirmative Action Plans under OFCCP regulations. State and municipal protected-class lists frequently exceed the federal baseline — California, New York City, and Illinois each add salary history bans, credit check restrictions, and additional protected characteristics.",{"code":495,"name":496,"flag_asset_id":497,"note":498},"ca","Canada","flag-ca","The Canadian Human Rights Act prohibits discrimination in federally regulated workplaces; each province has its own human rights code governing provincially regulated employers. The Personal Information Protection and Electronic Documents Act (PIPEDA) and provincial privacy statutes restrict how applicant data is collected, used, and retained. Background check consent must comply with PIPEDA requirements. Quebec's Act Respecting the Protection of Personal Information in the Private Sector imposes additional requirements for employers operating in Quebec.",{"code":500,"name":501,"flag_asset_id":502,"note":503},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits discrimination across nine protected characteristics at every stage of recruitment. Employers must not ask about health or disability before making a conditional offer except in specific permitted circumstances. The UK GDPR and the Data Protection Act 2018 govern the collection and retention of applicant data — the ICO recommends retaining unsuccessful applicant data for no longer than six months. References and background checks must comply with data protection obligations, and candidates have a right of access to information held about them.",{"code":505,"name":506,"flag_asset_id":507,"note":508},"eu","European Union","flag-eu","The EU Equal Treatment Framework Directive and member-state employment laws prohibit discrimination in recruitment across a broad set of protected grounds. GDPR Article 6 requires a lawful basis for processing candidate personal data — typically legitimate interest or consent — and Article 17 gives candidates the right to erasure once the recruitment purpose is fulfilled. Data protection impact assessments may be required for automated applicant screening tools. Member-state implementations vary significantly in enforcement approach; France, Germany, and the Netherlands impose some of the strictest documentation and transparency requirements.",[463,467,470,473,510,511,512,513,514,515,516,517],"non-disclosure-agreement-nda-D12692","employment-agreement-executive-D543","employee-dismissal-letter-D508","fixed-term-contract-D13225","temporary-employment-contract-D12734","remote-work-agreement-D13282","general-non-compete-agreement-D882","barista-job-description-D13535",{"emit_how_to":195,"emit_defined_term":195},{"primary_folder":96,"secondary_folder":520,"document_type":521,"industry":522,"business_stage":523,"tags":524,"confidence":530},"recruiting-and-hiring","policy","general","all-stages",[525,526,527,528,529],"hiring","recruiting","compliance","hr-policy","recruitment-procedures",0.95,"\u003Ch2>What is a Rules For Hiring Document?\u003C/h2>\n\u003Cp>A \u003Cstrong>Rules For Hiring\u003C/strong> document is a formal written policy that establishes the legally binding procedures, standards, and obligations an employer and its hiring staff must follow when recruiting, screening, interviewing, and selecting job candidates. It codifies equal opportunity commitments, defines who may authorize a job requisition, specifies which interview questions are prohibited, sets the timing and consent requirements for background checks, and creates a documented approval chain for extending offers. Unlike an employee handbook or a general HR policy, a rules for hiring document is structured to function as an auditable record of the company's commitment to fair, consistent, and legally compliant selection practices — one that can be produced directly in response to an EEOC charge, an OFCCP audit, or employment litigation.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without documented hiring rules, every recruitment decision is an undocumented judgment call — and undocumented judgment calls are the primary raw material of employment discrimination claims. When a rejected applicant files a charge with the EEOC or a provincial human rights tribunal, the first thing investigators ask for is the hiring file: the job posting, the screening criteria, the interview notes, the evaluation scores, and the documented reason for each selection decision. Companies that cannot produce a consistent paper trail face a presumption that their process was arbitrary or discriminatory. A formal Rules For Hiring policy closes that exposure by requiring that criteria be set before applications are reviewed, that evaluations be documented in writing, and that background checks follow — never precede — a conditional offer. It also protects against internal risk: hiring managers who extend verbal offers with non-standard terms, interviewers who ask prohibited questions, and HR staff who discard rejected applicant records before the statutory retention period all create liability that a signed, distributed policy directly addresses. This template gives you a defensible, jurisdiction-aware starting point in under an hour.\u003C/p>\n",1781185950038]