[{"data":1,"prerenderedAt":530},["ShallowReactive",2],{"document-urban-and-regional-planner-job-description-D11722":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":34,"customDescModule":176,"customdescription":6,"mdFm":177,"mdProseHtml":529},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"JOB DESCRIPTION URBAN AND REGIONAL PLANNER Brief description The position of urban and regional planner consists of developing comprehensive plans and programs for use of land and physical facilities of local jurisdictions, such as towns, cities, counties, and metropolitan areas. 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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":91,"description":6},"employment agreement_at will employee",[93,95,98],{"label":18,"url":94},"human-resources",{"label":96,"url":97},"Hire an Employee","hire-employee",{"label":99,"url":100},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":114},"[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":110,"description":6},"job offer letter long",[112,113],{"label":18,"url":94},{"label":96,"url":97},"/template/job-offer-letter-long-D12769",{"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":99,"url":100},{"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":165,"extension":10,"preview":166,"thumb":167,"svgFrame":168,"seoMetadata":169,"parents":170,"keywords":174,"url":175},"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},[171,172,173],{"label":18,"url":94},{"label":96,"url":97},{"label":99,"url":100},"employment agreement executive","/template/employment-agreement-executive-D543",false,{"seo":178,"reviewer":190,"quick_facts":194,"at_a_glance":197,"personas":201,"variants":226,"glossary":252,"clauses":286,"how_to_fill":337,"common_mistakes":378,"faqs":403,"industries":434,"comparisons":459,"diy_vs_lawyer":474,"jurisdictions":487,"related_template_ids_curated":508,"schema":517,"classification":518},{"meta_title":179,"meta_description":180,"primary_keyword":15,"secondary_keywords":181},"Urban And Regional Planner Job Description Template | BIB","Free urban and regional planner job description template. Covers duties, qualifications, planning regulations, and reporting structure.",[182,183,184,185,186,187,188,189],"urban planner job description template","regional planner job description","city planner job description","urban planning job description word","land use planner job description","urban planner duties and responsibilities","urban and regional planner position description","free urban planner job description template",{"name":191,"credential":192,"reviewed_date":193},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":195,"legal_review_recommended":196,"signature_required":196},"medium",true,{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"An Urban and Regional Planner Job Description is a binding employment document that defines the responsibilities, qualifications, reporting structure, and performance expectations for a professional planner role within a government agency, consulting firm, or development organization. This free Word download gives you a complete, editable template you can tailor to your jurisdiction, organization type, and specialization — then export as PDF for posting or onboarding.\n","Use it when hiring a new planner, reclassifying an existing position, responding to a formal job evaluation process, or updating role definitions as your planning department expands. It is also required when posting a civil service or government-sector position that demands a standardized position description.\n","Position title and classification, organizational context and reporting lines, core duties covering land use review, policy development, and community engagement, minimum education and licensure requirements, physical and environmental working conditions, compensation band reference, and acknowledgment and signature blocks for both the hiring authority and the incumbent.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"Municipal HR directors","Standardizing planner position descriptions across a city or county department","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Planning department managers","Defining role scope before posting a land use or current planning vacancy","persona-operations-director",{"title":211,"use_case":212,"icon_asset_id":213},"Urban planning consultancies","Onboarding junior and senior planners with clearly documented responsibilities","persona-agency",{"title":215,"use_case":216,"icon_asset_id":217},"Real estate development firms","Hiring an in-house planner to manage entitlements and regulatory approvals","persona-small-business-owner",{"title":219,"use_case":220,"icon_asset_id":221},"Nonprofit and regional planning agencies","Documenting planner roles for grant compliance and board accountability","persona-nonprofit-exec",{"title":223,"use_case":224,"icon_asset_id":225},"Startup founders scaling into regulated land development","Formalizing the first dedicated planning hire before permit applications begin","persona-startup-founder",[227,231,234,237,241,245,249],{"situation":228,"recommended_template":229,"slug":230},"Hiring a senior planner to lead a department or major project","Senior Urban Planner Job Description","urban-and-regional-planner-job-description-D11722",{"situation":232,"recommended_template":233,"slug":230},"Defining an entry-level or assistant planner position","Junior Urban Planner Job Description",{"situation":235,"recommended_template":236,"slug":230},"Posting a transportation or mobility planner role","Transportation Planner Job Description",{"situation":238,"recommended_template":239,"slug":240},"Hiring a GIS analyst to support the planning department","GIS Analyst Job Description","business-analyst-job-description-D13508",{"situation":242,"recommended_template":243,"slug":244},"Defining a director of planning or chief planning officer role","Director of Planning Job Description","director-of-operations-job-description-D13485",{"situation":246,"recommended_template":247,"slug":248},"Posting a zoning administrator or code enforcement position","Zoning Administrator Job Description","systems-administrator-job-description-D13576",{"situation":250,"recommended_template":117,"slug":251},"Onboarding a planning consultant for a fixed-term project","independent-contractor-agreement-D160",[253,256,259,262,265,268,271,274,277,280,283],{"term":254,"definition":255},"AICP Certification","The American Institute of Certified Planners credential — the professional standard for planners in the US, requiring education, experience, and an examination.",{"term":257,"definition":258},"Land Use Review","The process by which a planner evaluates proposed development projects for compliance with zoning codes, general plans, and applicable regulations.",{"term":260,"definition":261},"General Plan (Comprehensive Plan)","A long-range policy document adopted by a local government that guides decisions about land use, transportation, housing, and infrastructure over a 20–30 year horizon.",{"term":263,"definition":264},"Zoning Ordinance","A local law dividing a municipality into districts and regulating the use, height, bulk, and density of buildings and land within each district.",{"term":266,"definition":267},"CEQA / NEPA","California Environmental Quality Act and National Environmental Policy Act — environmental review frameworks requiring agencies to assess the environmental impacts of proposed projects and decisions.",{"term":269,"definition":270},"Entitlement","The legal approval or permit granted by a government authority allowing a specific type of development to proceed on a parcel of land.",{"term":272,"definition":273},"GIS (Geographic Information System)","Software and methodology for capturing, storing, analyzing, and visualizing spatial and geographic data used in planning analysis and mapping.",{"term":275,"definition":276},"EIR / EIS","Environmental Impact Report (California) or Environmental Impact Statement (federal) — detailed documents analyzing the significant environmental effects of a proposed project.",{"term":278,"definition":279},"FLSA Classification","The Fair Labor Standards Act designation of a position as exempt or non-exempt, determining overtime eligibility based on duties and salary level.",{"term":281,"definition":282},"Position Control Number","An internal identifier assigned by HR or finance to track a budgeted position regardless of who occupies it, used in civil service and government payroll systems.",{"term":284,"definition":285},"Scope of Practice","The defined range of activities, tasks, and decisions a planner in a given role is authorized to perform independently versus with supervisory review.",[287,292,297,302,307,312,317,322,327,332],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Position Identification and Classification","States the official position title, department, classification code, salary range or band, FLSA status, and position control number.","Position Title: Urban and Regional Planner II | Department: [DEPARTMENT NAME] | Classification: [CLASSIFICATION CODE] | Salary Range: $[MIN]–$[MAX] per year | FLSA Status: Exempt | Position Control No.: [PCN]","Using a working title that differs from the classified title. The discrepancy creates confusion in payroll, creates civil service challenge risk, and makes performance reviews harder to defend.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Organizational Context and Reporting Structure","Identifies where the position sits in the organization chart, who the incumbent reports to, and any direct reports the planner supervises.","The Urban and Regional Planner reports to the [PLANNING DIRECTOR / MANAGER TITLE] within the [DEPARTMENT]. This position may supervise [NUMBER] Planning Technicians or Assistant Planners as assigned.","Omitting the supervisory scope entirely. Courts and HR tribunals rely on documented reporting lines to resolve dispute and classification grievances.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Purpose and General Summary","A two-to-four sentence summary of why the position exists and the primary value it delivers to the organization.","Under [general / direct] supervision, the Urban and Regional Planner performs professional planning work in [current / long-range / transportation] planning. The incumbent reviews development applications, prepares planning studies, and provides technical assistance to the public and elected bodies in support of [ORGANIZATION NAME]'s planning program.","Writing a generic summary copied from an unrelated job description. A vague purpose statement undermines the entire document's use in performance management and reclassification proceedings.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Essential Duties and Responsibilities","A numbered or bulleted list of the core tasks the planner performs, distinguished from marginal functions, with an estimated time-allocation percentage where required by ADA.","Essential Duties (approximately [X]% of work time): (1) Reviews and processes land use applications including variances, conditional use permits, and subdivision maps. (2) Prepares staff reports and presents recommendations to the Planning Commission and City Council. (3) Conducts site inspections and coordinates with applicants, engineers, and other departments. (4) Assists in preparing and updating elements of the [GENERAL PLAN / OFFICIAL PLAN].","Listing duties without distinguishing essential from marginal functions. Under the ADA, only essential functions can be used to screen out candidates with disabilities — an undifferentiated list creates legal exposure.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Minimum Qualifications — Education and Experience","States the minimum acceptable education level, field of study, and years of professional experience required for the position.","Education: Bachelor's degree in Urban Planning, Regional Planning, Geography, or a closely related field required. Master's degree preferred. Experience: Minimum [X] years of progressively responsible professional planning experience, including [SPECIFIC EXPERIENCE TYPE].","Setting education requirements higher than the job actually demands. Requiring a master's degree for a position that functions at an assistant-planner level can constitute disparate impact discrimination and narrows the applicant pool unnecessarily.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Licensure, Certification, and Special Requirements","Lists required or preferred professional credentials — AICP certification, driver's license, state licensure — and any background check, physical, or security clearance requirements.","Preferred: AICP certification or eligibility for certification within [X] months of appointment. Required: Valid [STATE] driver's license and satisfactory driving record. [If applicable: Successful completion of a pre-employment background check.]","Marking AICP as required rather than preferred for mid-level roles. Many highly qualified planners, especially recent graduates, have not yet accumulated the experience hours for AICP — requiring it without business necessity eliminates strong candidates.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Knowledge, Skills, and Abilities (KSAs)","Enumerates the technical competencies, regulatory knowledge, and interpersonal skills the position requires — used directly in interview scoring and performance evaluation.","Knowledge of: federal, state, and local planning laws and regulations; principles and practices of urban and regional planning; CEQA/NEPA environmental review procedures. Skill in: GIS software (ESRI ArcGIS or equivalent); written and oral communication; public presentation. Ability to: analyze complex land use issues; work effectively with diverse community stakeholders; manage multiple projects simultaneously.","Listing KSAs that cannot be measured or tested in an interview. 'Strong interpersonal skills' without a behaviorally anchored description is unenforceable in a performance improvement plan.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Working Conditions and Physical Requirements","Describes the physical environment — office, field, or hybrid — the physical demands of the role, and any ADA-relevant accommodation language.","Work is performed primarily in an office environment with periodic field visits to project sites. The incumbent must be able to: sit for extended periods; operate standard office equipment; drive to and inspect sites in varying weather conditions. Reasonable accommodations will be made for qualified individuals with disabilities.","Copying generic physical requirements that do not reflect what the planner actually does. Listing 'ability to lift 50 lbs' for a desk-based planning analyst creates an ADA accommodation claim risk with no corresponding job need.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Performance Standards and Evaluation Criteria","States how performance will be measured — accuracy of staff reports, meeting deadlines, quality of public presentations — and the evaluation cycle.","Performance will be evaluated [annually / semi-annually] on the following criteria: accuracy and thoroughness of application reviews; timeliness of staff report preparation; quality of public-facing communications; ability to manage [X] concurrent project files; and collaboration with interdepartmental teams.","Omitting performance standards entirely. A job description without measurable criteria leaves managers unable to document underperformance, which undermines disciplinary actions and terminations.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Acknowledgment and Signature Block","Documents that both the hiring authority and the incumbent have reviewed and agree to the position description, with dated signatures.","I have reviewed this position description and understand the duties and requirements of this role. Employee Signature: ___________________________ Date: ________ | Supervisor/Hiring Authority Signature: ___________________________ Date: ________ | HR Approval: ___________________________ Date: ________","Collecting only the employee's signature. Without the supervisor's and HR's signatures, the document cannot serve as the authoritative position record in a classification audit or grievance.",[338,343,348,353,358,363,368,373],{"step":339,"title":340,"description":341,"tip":342},1,"Complete the position identification block","Enter the official classified title, department, salary band, FLSA status, and position control number exactly as they appear in your HR or civil service system. Do not substitute working titles for classified titles.","Cross-reference your existing classification plan or pay schedule before finalizing the salary range — a mismatch here triggers reclassification requests.",{"step":344,"title":345,"description":346,"tip":347},2,"Map the reporting structure","Identify the direct supervisor by title (not name), any matrix reporting relationships, and the number and titles of any positions this role will supervise. Update the org chart reference if your organization uses one.","Use titles, not names — people change roles; the document should remain accurate for the life of the position.",{"step":349,"title":350,"description":351,"tip":352},3,"Draft the essential duties list","List each core duty as a specific, action-oriented statement beginning with an active verb (reviews, prepares, coordinates, analyzes). Estimate the percentage of time spent on each duty and mark which are essential versus marginal for ADA purposes.","Aim for 6–10 essential duties. Fewer than 6 usually signals a vague description; more than 10 often means marginal tasks have crept in.",{"step":354,"title":355,"description":356,"tip":357},4,"Set qualifications and certification requirements","Define the minimum education level, field of study, and years of experience that are genuinely necessary — not aspirational. Distinguish required from preferred credentials, particularly for AICP certification.","Run the qualifications by your EEO officer before posting — overly restrictive education requirements can trigger disparate impact review.",{"step":359,"title":360,"description":361,"tip":362},5,"Write the KSA section using measurable language","For each knowledge area, skill, and ability, write it in a form that can be tested in an interview or demonstrated in a work sample. Tie KSAs directly to the essential duties listed in the previous section.","KSAs that cannot be evaluated should be removed — they add length without adding legal or operational value.",{"step":364,"title":365,"description":366,"tip":367},6,"Document working conditions accurately","Describe the actual physical environment — office, hybrid, field — and only list physical demands that the position genuinely requires. Include the standard ADA accommodation language verbatim.","If your planners do regular field work in extreme weather, document it — this protects the organization when an applicant claims the requirement was not disclosed.",{"step":369,"title":370,"description":371,"tip":372},7,"Define performance standards","Add at least four measurable performance criteria drawn directly from the essential duties. Include output targets where possible — number of applications reviewed per month, report turnaround times, or public hearing preparation deadlines.","Performance standards written at hiring become the benchmarks for probationary reviews — vague criteria at this stage create management headaches 6 months later.",{"step":374,"title":375,"description":376,"tip":377},8,"Obtain all required signatures before posting or onboarding","Route the completed description to the department head and HR for review and signature before publishing the job posting or presenting it to a new hire. Retain the signed original in the employee's personnel file.","In civil service environments, unsigned position descriptions cannot be used in classification appeals — get all signatures before the hire, not after.",[379,383,387,391,395,399],{"mistake":380,"why_it_matters":381,"fix":382},"Failing to distinguish essential from marginal functions","The ADA requires employers to make reasonable accommodations for essential functions only. An undifferentiated duties list exposes the organization to accommodation disputes for tasks the planner performs less than 5% of the time.","Mark each duty as essential or marginal and assign an approximate time percentage. Have legal or HR review the distinction before the document is finalized.",{"mistake":384,"why_it_matters":385,"fix":386},"Setting artificially high education requirements","Requiring a master's degree for a role that functionally operates at an assistant-planner level may constitute disparate impact discrimination and unnecessarily narrows the applicant pool.","Conduct a job analysis to confirm the minimum education genuinely required for satisfactory performance. Use 'preferred' for higher credentials that are beneficial but not necessary.",{"mistake":388,"why_it_matters":389,"fix":390},"Omitting the performance standards section","Without documented criteria, managers have no defensible basis for a performance improvement plan, probationary failure, or termination — creating wrongful discharge exposure.","Include at least four measurable standards drawn directly from the essential duties, with output targets or quality benchmarks where applicable.",{"mistake":392,"why_it_matters":393,"fix":394},"Using a working title instead of the classified title","Discrepancies between working titles and classified titles create civil service challenge risk, payroll misclassification, and confusion in collective bargaining environments.","Always use the official classified title from your HR system as the primary title. You may note the working or functional title in parentheses if helpful.",{"mistake":396,"why_it_matters":397,"fix":398},"Collecting only the employee's signature","A position description signed only by the employee is insufficient for classification audits, grievance proceedings, or union negotiations — the document must reflect mutual acknowledgment.","Route the document for supervisor and HR signatures before onboarding. Store the fully executed copy in the personnel file alongside the employment contract.",{"mistake":400,"why_it_matters":401,"fix":402},"Copying KSAs from a generic template without tailoring to the role","Generic KSAs that do not match the actual duties of the position undermine the document's use in interviews, performance reviews, and disciplinary proceedings.","Trace each KSA back to a specific essential duty. If a KSA cannot be linked to a duty, remove it.",[404,407,410,413,416,419,422,425,428,431],{"question":405,"answer":406},"What is an urban and regional planner job description?","An urban and regional planner job description is a formal employment document that defines the duties, qualifications, reporting structure, and performance standards for a professional planning role. It serves as the authoritative record of what a planner is hired to do and is used in recruitment, performance evaluation, classification proceedings, and ADA accommodation determinations. Unlike a generic job posting, a properly drafted position description has legal weight in civil service, union, and employment dispute contexts.\n",{"question":408,"answer":409},"What qualifications are typically required for an urban planner?","Most positions require at minimum a bachelor's degree in urban planning, regional planning, geography, or a related field. Senior and management roles typically prefer or require a master's degree. AICP certification is commonly preferred for mid-to-senior roles and required for some government positions. Years of progressively responsible experience range from one to two years for entry-level to five or more for senior planners. A valid driver's license is standard, and GIS proficiency is expected in most current postings.\n",{"question":411,"answer":412},"Does a job description constitute a legal contract?","A job description is generally not a standalone employment contract, but it carries significant legal weight. In civil service and unionized environments, it can be binding through a collective bargaining agreement or civil service rules. In all settings, courts and tribunals use signed position descriptions as evidence of the employer's representations about job duties, qualifications, and working conditions. An integration clause in the accompanying employment contract should clarify the relationship between the two documents.\n",{"question":414,"answer":415},"What is the difference between current planning and long-range planning?","Current planning involves day-to-day application review and permit processing — conditional use permits, variances, subdivision maps, and environmental clearances. Long-range planning focuses on policy development, general plan updates, housing elements, and strategic studies that shape land use over a 20–30 year horizon. Many departments distinguish these as separate specializations; job descriptions should specify which function the role primarily serves to attract the right candidates and set accurate performance expectations.\n",{"question":417,"answer":418},"Is AICP certification required to work as an urban planner?","AICP certification is not universally required — it is a professional credential issued by the American Planning Association that requires education, experience, and a written examination. Many government positions list it as preferred rather than required, particularly for entry and mid-level roles. Some senior and director-level government positions do require it. Outside the US, equivalent credentials include MCIP (Canada), MRTPI (UK), and membership in national planning institutes across EU member states.\n",{"question":420,"answer":421},"How does the ADA affect what I can include in a planner job description?","The Americans with Disabilities Act requires employers to identify which job functions are essential and to provide reasonable accommodations that enable a qualified individual with a disability to perform those functions. Only essential functions can be used to screen out applicants. A planner job description must clearly distinguish essential from marginal duties, list only physical requirements that are genuinely necessary, and include standard ADA accommodation language in the working conditions section. Overstating physical demands creates unnecessary accommodation claims.\n",{"question":423,"answer":424},"Can I use one job description template for all planning roles?","A single template should not be used without customization across planning levels. The duties, qualifications, supervisory scope, and KSAs differ materially between an assistant planner, a journey-level planner, a senior planner, and a planning manager. Using the same description creates classification inconsistencies, pay equity exposure, and performance management problems. Use a tiered series of descriptions — or this template as the journey-level baseline — and adjust each element systematically for each level.\n",{"question":426,"answer":427},"What should I do if the incumbent's duties no longer match the job description?","When an employee's actual duties diverge significantly from the documented position description, the employer should conduct a position audit, update the description to reflect actual work, and determine whether a reclassification — upward, downward, or lateral — is warranted. Continuing to manage performance against an outdated description creates legal risk in disciplinary proceedings. In unionized environments, reclassification typically requires a formal HR review and may involve union notification.\n",{"question":429,"answer":430},"Do I need a lawyer to draft a planner job description?","For most private-sector and small government positions, a high-quality template is sufficient if customized carefully and reviewed by HR. Legal review is recommended for civil service positions subject to collective bargaining agreements, for senior roles with material compensation or equity attached, for positions in heavily regulated industries, and any time the qualifications or physical requirements could be challenged on disparate impact grounds. A one-to-two hour employment attorney review typically costs $200–$500 and is worthwhile for director-level or sensitive hires.\n",{"question":432,"answer":433},"What is the difference between a job description and a job posting?","A job description is the internal legal and operational document that defines the role for HR, management, and the incumbent. A job posting is the external-facing advertisement derived from the description — typically shorter, written in a more engaging tone, and focused on attracting candidates. The posting should be consistent with the description but is not the document that governs the employment relationship. Always maintain the full position description as the authoritative source even after the posting closes.\n",[435,439,443,447,451,455],{"industry":436,"icon_asset_id":437,"specifics":438},"Municipal and County Government","industry-government","Civil service classification requirements, collective bargaining constraints, and detailed ADA and EEO compliance documentation are standard in public-sector planning departments.",{"industry":440,"icon_asset_id":441,"specifics":442},"Real Estate Development","industry-real-estate","In-house planners focus on entitlement management, permit coordination, and environmental review support for development pipelines — the job description must reflect project-specific deliverables and timelines.",{"industry":444,"icon_asset_id":445,"specifics":446},"Infrastructure and Transportation","industry-construction","Transportation planners require specific competencies in travel demand modeling, NEPA compliance, and coordination with state DOT and federal funding agencies.",{"industry":448,"icon_asset_id":449,"specifics":450},"Professional Services","industry-professional-services","Planning consultancies bill by the hour and need descriptions that define billable-hours targets, client-facing deliverables, and the scope of independent decision-making authority.",{"industry":452,"icon_asset_id":453,"specifics":454},"Nonprofit and Regional Planning Agencies","industry-nonprofit","Grant-funded positions require descriptions aligned with funder reporting categories, and roles often cross traditional planning specializations — requiring broader KSA documentation.",{"industry":456,"icon_asset_id":457,"specifics":458},"Technology and PropTech","industry-saas","Urban tech firms hiring planners for policy analysis, smart-city projects, or GIS product roles need descriptions that bridge traditional planning competencies with software-adjacent skills.",[460,464,468,470],{"vs":461,"vs_template_id":462,"summary":463},"Employment Contract","employment-agreement_at-will-employee-D541","An employment contract governs the binding legal relationship — compensation, IP assignment, non-compete, and termination terms. A job description defines operational scope, duties, and qualifications. The two documents work together: the contract creates enforceable obligations; the job description defines the work. Relying on the contract alone leaves performance management without a documented standard.",{"vs":465,"vs_template_id":466,"summary":467},"Offer Letter","job-offer-letter-long-D12769","An offer letter confirms the role, start date, and compensation to secure acceptance — it is not an operational document. A job description details the full scope of duties, qualifications, KSAs, and performance standards used to manage the hire after day one. The offer letter should reference the position description as the authoritative role definition.",{"vs":117,"vs_template_id":251,"summary":469},"A contractor agreement engages a self-employed planner for a fixed scope of work without employment entitlements. A job description is used for employees and implies ongoing duties, supervision, and performance evaluation. Using a job description format with a contractor signals an employment relationship and can trigger misclassification liability under the FLSA or provincial labor laws.",{"vs":471,"vs_template_id":472,"summary":473},"Performance Review Template","D{PERFORMANCE_REVIEW_ID}","A performance review evaluates how well an incumbent executed the duties and met the standards defined in the job description. The two documents are designed to work in sequence: the job description sets the expectations; the review measures against them. A performance review conducted without a current, signed job description is difficult to defend in a dismissal or grievance proceeding.",{"use_template":475,"template_plus_review":479,"custom_drafted":483},{"best_for":476,"cost":477,"time":478},"Private-sector employers, small municipalities, and consulting firms hiring journey-level planners without civil service constraints","Free","30–60 minutes",{"best_for":480,"cost":481,"time":482},"Government agencies subject to civil service rules, positions with ADA-sensitive physical requirements, or roles in unionized departments","$200–$500 (HR specialist or employment attorney review)","1–3 days",{"best_for":484,"cost":485,"time":486},"Director-level or executive planning roles, positions subject to collective bargaining, or multi-jurisdiction agencies with complex classification systems","$500–$2,000+","1–2 weeks",[488,493,498,503],{"code":489,"name":490,"flag_asset_id":491,"note":492},"us","United States","flag-us","Federal ADA and EEOC requirements govern the structuring of essential versus marginal functions, minimum qualifications, and physical requirements. FLSA classification as exempt or non-exempt must be documented in the description. State civil service rules vary significantly — California, New York, and Texas each maintain separate position classification systems with specific format requirements. AICP is the standard professional credential but is not legally required in any US state.",{"code":494,"name":495,"flag_asset_id":496,"note":497},"ca","Canada","flag-ca","Provincial human rights codes govern minimum qualifications and bona fide occupational requirements — overstated requirements can trigger a human rights complaint. The Canadian Institute of Planners (CIP) and provincial institutes (OPPI, PIBC) issue the RPP credential, which is required for certain government sign-off functions in Ontario and British Columbia. Quebec employers must post job descriptions in French for provincially regulated positions.",{"code":499,"name":500,"flag_asset_id":501,"note":502},"uk","United Kingdom","flag-uk","The Equality Act 2010 governs protected characteristics and requires that job requirements be objectively justified. The Royal Town Planning Institute (RTPI) issues the MRTPI credential, which many local authority postings require or prefer. UK job descriptions must include a written statement of employment particulars on or before day one of employment per the Employment Rights Act 1996. Physical requirements must be justified as proportionate to a legitimate aim.",{"code":504,"name":505,"flag_asset_id":506,"note":507},"eu","European Union","flag-eu","The EU Employment Equality Directive prohibits discrimination in job requirements on grounds of age, disability, religion, or sexual orientation — qualification thresholds must be proportionate and objectively justified. GDPR applies to personal data collected during the recruitment process, including candidate assessments tied to the job description criteria. Professional planning credentials vary by member state — France, Germany, and the Netherlands each maintain separate planning accreditation systems with no direct AICP equivalent.",[462,466,251,509,510,511,512,513,514,515,516,466],"non-disclosure-agreement-nda-D12692","employee-handbook-D712","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734","employee-dismissal-letter-D508","how-to-create-a-performance-improvement-plan-D12564",{"emit_how_to":196,"emit_defined_term":196},{"primary_folder":94,"secondary_folder":519,"document_type":520,"industry":521,"business_stage":522,"tags":523,"confidence":528},"job-descriptions","form","general","all-stages",[524,525,526,527],"hiring","employment","hr","job-description",0.95,"\u003Ch2>What is an Urban and Regional Planner Job Description?\u003C/h2>\n\u003Cp>An \u003Cstrong>Urban and Regional Planner Job Description\u003C/strong> is a formal employment document that defines the duties, qualifications, reporting structure, working conditions, and performance standards for a professional planning role within a government agency, private consultancy, development firm, or nonprofit organization. It differs from a casual job posting in that it carries legal and operational weight — serving as the authoritative record used in civil service classification proceedings, ADA accommodation determinations, collective bargaining negotiations, and performance management. A properly structured position description distinguishes essential from marginal functions, ties qualifications directly to job requirements, and includes a signature block that establishes mutual acknowledgment between the hiring authority and the incumbent.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a signed, complete job description in place before hiring, organizations face compounding risk across three fronts. First, a missing or vague duties section leaves managers without a defensible standard for probationary reviews, performance improvement plans, or terminations — wrongful dismissal claims are far harder to defend without documented expectations. Second, overstated or undertailored qualifications — particularly education and AICP certification requirements — expose the organization to EEOC disparate impact claims or provincial human rights complaints. Third, in civil service and union environments, an outdated or unsigned position description can be challenged in a reclassification grievance, potentially forcing a retroactive pay adjustment. This template gives you a complete, jurisdiction-aware starting point that covers every required element — from position classification and essential duties to KSAs, working conditions, and the multi-party signature block — so you can hire, manage, and defend the planner role with confidence.\u003C/p>\n",1778696245897]