Law Firm Employee Handbook

I. Introduction

A. Welcome Statement

Welcome to [Your Company Name]! We are thrilled to have you as part of our team. You were hired because we believe you can contribute to the success of our business, and share in our commitment to achieving our goals as well as our dedication to our clients.

At [Your Company Name], we value teamwork, integrity, and commitment to excellence. We believe that these values are integral to our success as a law firm. As an employee, you will be expected to uphold our firm’s values, adhere to our policies, and strive for excellence in all that you do.

We hope that you will take pride in being a member of our team and that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!

B. Purpose of the Handbook

1. Guide: This handbook is designed to introduce you to the firm and provide a general overview of the policies, benefits, and rules that are applicable to our employees.

2. Reference: It is intended to serve as a reference for you during your employment. We hope that it will help answer any questions you may have about our workplace.

3. Expectations: The handbook outlines what [Your Company Name] expects from you and what you can expect from [Your Company Name]. It cannot answer every question, but it will serve as a practical guide for many issues that arise during the course of employment.

4. Policies and Procedures: It provides an overview of the firm’s policies and procedures. These policies and procedures can be modified at any time, and the current version will always be the one in effect.

C. Disclaimer

This Employee Handbook is not a contract of employment. It was written to help you get acquainted with [Your Company Name]. Please understand that this Handbook only provides guidelines and information concerning our firm’s policies and procedures.

[Your Company Name] has the discretion to interpret the policies in this Handbook and to deviate from them when it deems it appropriate. The firm has the right to change or eliminate any provision of this Handbook, except for its policy of employment-at-will, at any time. Exceptions to the policies in this Handbook may only be granted by an appropriate representative of the firm, and must be obtained in advance and in writing.

Employment with [Your Company Name] is voluntarily entered into, and you are free to resign at any time, for any reason, with or without notice. Similarly, [Your Company Name] may terminate the employment relationship at any time for any lawful reason, with or without cause or notice.

II. Employment Policies

A. Equal Opportunity Employment

At [Your Company Name], we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy, national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information, military and veteran status, and any other characteristic protected by applicable law.

1. Non-Discrimination: We believe diversity and inclusion among our teammates is critical to our success as a law firm, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.

2. Inclusion: The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company’s achievement as well.

3. Recruitment: We implement a variety of initiatives to ensure that we are attracting a diverse candidate pool. This includes targeted advertising, attending diversity job fairs, and partnering with organizations dedicated to promoting diversity in the legal profession.

B. Anti-Discrimination and Harassment

[Your Company Name] is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment.

1. Expectations: It is the expectation and responsibility of all employees of [Your Company Name] to maintain a working environment free of harassment.

2. Prohibited Conduct: Harassment on the basis of any protected characteristic is strictly prohibited. This includes, but is not limited to, harassment related to an individual’s race, color, sex, religion, national origin, age, disability, or any status protected by federal, state, or local laws.

3. Reporting: Any employee who believes they have been the victim of such behavior should report the alleged act immediately to their supervisor or the Human Resources Department.

4. Investigation: All complaints will be investigated promptly and impartially, with every effort to maintain confidentiality. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have relevant knowledge.

5. Retaliation Prohibited: Retaliation against an individual who reports discrimination or harassment, or participates in an investigation of such reports, is also prohibited.

C. Disability Accommodation

[Your Company Name] is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities.

1. Policy: All employment practices and activities are conducted on a non-discriminatory basis. Reasonable accommodation is available to all disabled employees, where their disability affects the performance of job functions.

2. Request Procedure: All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal employment opportunity.

3. Confidentiality: All medical-related information will be kept confidential in accordance with applicable laws and will not be used adversely against an employee.

4. Compliance: [Your Company Name] is also committed to not discriminate against any qualified employees or applicants because they are related to or associated with a person with a disability.

5. Retaliation Prohibited: [Your Company Name] will follow any state or local law that provides individuals with disabilities greater protection than the ADA.

D. Job Classifications

The firm classifies its employees to determine eligibility for benefits, calculate overtime pay, and ensure compliance with labor laws.

1. Full-Time Employees: Full-time employees are those who are regularly scheduled to work at least 40 hours per week. They are eligible for the firm’s benefit package, subject to the terms, conditions, and limitations of each benefit program.

2. Part-Time Employees: Part-time employees are those who are regularly scheduled to work less than 40 hours per week. While they receive all legally mandated benefits, they are ineligible for the firm’s other benefit programs.

3. Temporary Employees: Temporary employees are those who are hired as interim replacements or to temporarily supplement the workforce. They receive all legally mandated benefits, but are ineligible for all of the firm’s other benefit programs.

4. Exempt Employees: Exempt employees are those who are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and applicable state laws. They are typically paid on a salaried basis and may hold certain executive, administrative, or professional positions.

5. Non-Exempt Employees: Non-exempt employees are those who are covered by the overtime provisions of the FLSA and applicable state laws. They are typically paid on an hourly basis and are eligible for overtime pay.

6. Independent Contractors: Independent contractors are not employees of [Your Company Name], but may be engaged to perform specific tasks or projects. They are not eligible for any of the firm’s benefit programs.

III. Compensation and Performance

A. Payroll Information

At [Your Company Name], we strive to ensure that all employees are compensated fairly for their work. We have established payroll practices that comply with federal and state laws and regulations.

1. Pay Periods: The firm operates on a bi-weekly pay period. Paychecks are distributed every other Friday, covering the two-week period that ends on the previous Sunday.

2. Direct Deposit: For convenience and security, we offer direct deposit. With direct deposit, your paycheck is automatically deposited into your bank account on payday.

3. Payroll Deductions: Mandatory deductions, such as federal and state taxes and Social Security contributions, will be automatically deducted from your paycheck. Voluntary deductions, such as health insurance premiums and retirement contributions, will also be deducted if you choose to participate in these programs.

4. Overtime Pay: Non-exempt employees are eligible for overtime pay. Overtime is paid at a rate of one and a half times your regular hourly rate for any hours worked beyond 40 hours in a workweek.

5. Paycheck Errors: If you believe there is an error in your paycheck, report it immediately to the Human Resources Department. We will investigate the issue and make any necessary corrections.

B. Work Hours and Overtime

[Your Company Name] has established work hours and overtime policies to ensure that we meet the needs of our clients while complying with federal and state labor laws.

1. Standard Work Hours: Our standard work hours are 9:00 AM to 5:00 PM, Monday through Friday. However, attorneys and some other positions may have different work hours due to the nature of their work.

2. Flexible Work Hours: We understand that employees may have personal commitments or circumstances that require flexibility in work hours. Therefore, we offer flexible work hours for eligible positions, subject to approval by your supervisor.

3. Overtime Authorization: Non-exempt employees must receive authorization from their supervisor before working overtime. Unauthorized overtime will not be paid.

4. Overtime Compensation: Non-exempt employees will be paid one and a half times their regular hourly rate for any hours worked beyond 40 hours in a workweek.

5. Time Reporting: All non-exempt employees are required to accurately record their work hours using our timekeeping system.

C. Performance Reviews

At [Your Company Name], we believe in the importance of feedback and continuous improvement. We have established performance review policies to help our employees grow and succeed.

1. Annual Reviews: We conduct formal performance reviews on an annual basis. During the review, your supervisor will discuss your performance over the past year, including your accomplishments, strengths, and areas for improvement.

2. Goal Setting: As part of the review process, you and your supervisor will set goals for the coming year. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).

3. Feedback: We encourage open and ongoing feedback throughout the year. If you have questions about your performance or need feedback, don’t wait for your annual review. Talk to your supervisor.

4. Performance Improvement Plans: If your performance does not meet the firm’s expectations, you may be placed on a performance improvement plan. This plan will outline specific areas for improvement and provide a timeline for achieving these improvements.

5. Promotions and Raises: Performance reviews play a role in decisions about promotions and raises. However, these decisions also take into account other factors, such as the firm’s financial performance and market conditions.

D. Salary Increases

Salary increases at [Your Company Name] are based on a combination of factors. These include your performance, the performance of the firm, and market conditions.

1. Performance-Based Increases: If your performance meets or exceeds our expectations, you may be eligible for a salary increase during your annual review.

2. Cost-of-Living Adjustments: We may provide cost-of-living adjustments to ensure that our employees’ salaries keep pace with inflation. These adjustments are determined based on changes in the Consumer Price Index.

3. Market Adjustments: We regularly review our salary scales to ensure they are competitive with the market. If we find that our salaries are below market rates, we may make adjustments to bring them in line with the market.

4. Promotions: If you are promoted to a new position, your salary will be adjusted to reflect your new responsibilities.

5. Salary Freeze: In some circumstances, such as during a downturn in business, we may need to freeze salaries. If this happens, we will communicate this decision to all employees as soon as possible.

IV. Benefits

At [Your Company Name], we understand that our employees are our most valuable asset. Therefore, we offer a comprehensive benefits package designed to support the health, well-being, and financial security of our employees and their families. The following table provides a brief overview of the benefits available to our employees:

Benefit	Description
Health Insurance	Comprehensive medical, dental, and vision plans
Retirement Plans	401(k) plan with company match
Paid Time Off	Vacation, sick days, and holidays
Other Benefits	Life insurance, disability insurance, employee assistance program

Understanding the benefits package is crucial for our employees as it provides a safety net and contributes to their overall job satisfaction. It’s not just about the salary; the benefits package is a significant part of the total compensation that [Your Company Name] offers.

A. Health Insurance

1. Comprehensive Coverage: Our health insurance plans provide comprehensive coverage for medical, dental, and vision care. These plans are designed to protect our employees and their families from the high costs of healthcare.

2. Plan Options: We offer a variety of plan options so that employees can choose the coverage that best meets their needs.

3. Preventive Care: Many preventive care services are covered at 100%, helping employees maintain their health and catch potential issues early.

B. Retirement Plans

1. Future Planning: We understand the importance of planning for the future. That’s why we offer a 401(k) retirement plan with a generous company match.

2. Tax-Deferred Savings: This plan allows employees to save for retirement on a tax-deferred basis, which can significantly increase the growth of their savings over time.

3. Company Match: To encourage saving, [Your Company Name] matches a portion of the contributions employees make to their 401(k) accounts.

C. Paid Time Off

1. Rest and Relaxation: We believe that rest and relaxation are important for the health and productivity of our employees. Therefore, we provide paid time off for vacation, illness, and certain holidays.

2. Life Events: We also offer additional paid time off for certain life events, such as the birth or adoption of a child.

3. Flexible Use: Our paid time off policy is designed to be flexible, allowing employees to use their time off when they need it most.

D. Other Benefits

1. Life Insurance: We provide a basic life insurance policy to all employees at no cost, with the option to purchase additional coverage.

2. Disability Insurance: Our disability insurance policies provide income protection for employees who are unable to work due to illness or injury.

3. Employee Assistance Program: Our Employee Assistance Program (EAP) provides confidential resources to help employees and their families deal with personal issues.

Moreover, these benefits are not just perks; they are vital tools for attracting and retaining top talent in the competitive legal industry. They demonstrate that [Your Company Name] values its employees and is willing to invest in their success. By offering a comprehensive benefits package, we can ensure that our employees feel valued and appreciated, which in turn can lead to higher job satisfaction, improved morale, and increased productivity.

V. Leave Policies

At [Your Company Name], we understand that there are times when employees need to take a break from work due to personal reasons, family obligations, or health issues. We have established various leave policies to accommodate these needs. This table provides an overview of the different types of leave available to employees at [Your Company Name]:

Type of Leave	Description
Family and Medical Leave	Eligibility based on employment duration and hours worked.
Personal Leave	Available for reasons not covered by other leave policies.
Military Leave	Compliant with all applicable laws regarding military service.
Jury Duty and Voting Leave	Support for civic duties including jury service and voting.

Leave policies are an important part of our commitment to our employees’ well-being and work-life balance. They provide employees with the time they need to attend to personal matters, fulfill civic duties, and take care of their health and the health of their family members. By offering generous leave policies, we aim to create a supportive work environment where employees feel valued and cared for.

A. Family and Medical Leave

1. Eligibility: Employees who have worked for [Your Company Name] for at least 12 months, and have worked at least 1,250 hours during the previous 12 months, may be eligible for Family and Medical Leave.

2. Purpose: Family and Medical Leave is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons.

3. Duration: Eligible employees may take up to 12 workweeks of leave in a 12-month period for certain family and medical reasons.

B. Personal Leave

1. Request Procedure: Employees may request personal leave for reasons not covered by other leave policies. Requests should be made in writing to the Human Resources Department.

2. Approval: Personal leave is granted at the discretion of [Your Company Name] and depends on factors such as staffing requirements, the reason for the leave request, and the employee’s work record.

3. Unpaid Leave: Unless otherwise specified by law or [Your Company Name]'s policy, personal leave is unpaid.

C. Military Leave

1. Compliance with Law: [Your Company Name] complies with all applicable laws regarding military leave and reemployment rights.

2. Notice Requirement: Employees are required to provide the firm with advance notice of military service, unless military necessity prevents this notice or it is otherwise impossible or unreasonable.

3. Reemployment: Upon completion of military service, employees generally have the right to return to their job or a comparable job with the same seniority, pay, and benefits.

D. Jury Duty and Voting Leave

1. Jury Duty: [Your Company Name] supports employees who are summoned to serve on a jury. Employees will be granted time off to serve on a jury and should notify their supervisor as soon as they receive a jury summons.

2. Voting Leave: The firm encourages employees to fulfill their civic responsibilities by participating in elections. Employees who are unable to vote in an election during their nonworking hours will be granted up to 3 hours of paid time off to vote.

In a nutshell, these policies are not just beneficial for employees; they also benefit the firm in the long run. When employees are able to take the time they need to address personal issues, they are likely to be more focused and productive when they are at work. Additionally, generous leave policies can help attract and retain top talent in the competitive legal industry. Therefore, while these policies represent a cost to the firm, they are also an investment in our most valuable asset: our employees.

VI. Employee Conduct

At [Your Company Name], we believe that our reputation as a law firm is built on the conduct of our employees. We have established policies to guide employee conduct and ensure a professional, respectful, and productive work environment.

A. Attendance and Punctuality

1. Importance of Attendance: Regular attendance is essential to our firm’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and client service may be negatively affected.

2. Reporting Absences: If you are unable to report to work or will arrive late, please notify your supervisor as soon as possible. This allows your supervisor to arrange for coverage of your duties and helps prevent disruption in our firm’s operations.

3. Consequences of Poor Attendance: Poor attendance or excessive tardiness will result in disciplinary action, up to and including termination of employment.

4. Flexible Schedules: In some cases, flexible scheduling may be available. Please discuss this with your supervisor.

5. Remote Work: Depending on your role and responsibilities, remote work may be an option. Please refer to our remote work policy for more information.

B. Dress Code

1. Professional Attire: As a law firm, it’s important for us to present a professional image to our clients. Employees are expected to dress in professional attire suitable for a law office.

2. Casual Fridays: On Fridays, we allow employees to dress in business casual attire. However, clothing should still be neat, clean, and appropriate for a professional office setting.

3. Client Meetings: If you have a meeting with a client, court appearance, or other event that requires formal business attire, you are expected to dress appropriately, regardless of the day of the week.

4. Safety Considerations: Certain positions may require specific attire or safety equipment. If this applies to your position, you will be informed of these requirements when you are hired and as they are updated.

5. Non-Compliance: Employees who do not meet the dress code standards may be sent home to change clothes and will receive a verbal or written warning.

C. Drug-Free Workplace

1. Policy: [Your Company Name] is committed to maintaining a drug-free workplace. All employees are prohibited from using, possessing, distributing, or being under the influence of alcohol or illegal drugs while on firm premises or while conducting firm business.

2. Testing: Where permitted by law, [Your Company Name] reserves the right to conduct drug and alcohol testing, both pre-employment and during employment.

3. Assistance Program: We recognize that drug and alcohol abuse are treatable conditions. Employees who need help with substance abuse are encouraged to use our Employee Assistance Program (EAP) or seek treatment through their health insurance plan.

4. Confidentiality: Any information related to an employee’s drug or alcohol use will be treated as confidential and will only be disclosed on a need-to-know basis.

5. Disciplinary Action: Violation of this policy will result in disciplinary action, up to and including termination of employment.

6. Legal Obligations: Employees must notify [Your Company Name] within five days if they are convicted of a criminal drug violation. Failure to comply may result in disciplinary action, up to and including termination.

D. Confidentiality and Non-Disclosure

1. Confidential Information: During your employment, you may have access to confidential information about our firm, our clients, or third parties. You have a duty to keep this information confidential.

2. Non-Disclosure Agreement: As a condition of your employment, you may be required to sign a non-disclosure agreement. This agreement prohibits you from disclosing confidential information during and after your employment with [Your Company Name].

3. Client Confidentiality: As a law firm, we are legally and ethically obligated to protect our clients’ confidential information. Any breach of client confidentiality is a serious violation of this policy and will result in immediate disciplinary action, up to and including termination of employment.

4. Post-Employment Obligations: Your obligation to maintain confidentiality continues even after your employment with [Your Company Name] ends. You may not disclose any confidential information obtained during your employment without our firm’s written consent.

5. Reporting Unauthorized Disclosures: If you believe that confidential information has been disclosed without authorization, you should report it immediately to your supervisor or the Human Resources Department.

VII. Safety and Security

At [Your Company Name], we are committed to providing a safe and secure work environment for all employees. This commitment extends to all aspects of our operations, from our physical facilities to our online systems.

A. Workplace Safety

1. Commitment to Safety: [Your Company Name] is committed to providing a safe workplace for all employees. We comply with all applicable health and safety laws and regulations.

2. Employee Responsibilities: All employees are responsible for maintaining a safe work environment. This includes following all safety procedures, using equipment properly, and immediately reporting any unsafe conditions.

3. Training: We provide regular safety training to ensure that all employees understand their safety responsibilities.

4. Accidents: Any workplace accident, no matter how minor, should be immediately reported to a supervisor.

5. Emergency Procedures: We have established emergency procedures to follow in the event of various types of emergencies, such as fires, earthquakes, or violent incidents.

B. Emergency Procedures

1. Emergency Plans: [Your Company Name] has developed emergency response plans for a variety of potential emergency situations. These plans are designed to ensure the safety of all employees.

2. Training: All employees receive training on these emergency procedures and are expected to understand their roles in an emergency.

3. Drills: We conduct regular emergency drills to practice our response to various emergency situations.

4. Reporting Emergencies: Employees should immediately report any emergency situation to their supervisor or the appropriate emergency response team.

5. Evacuation Procedures: In the event of an emergency that requires evacuation, employees should follow the evacuation procedures outlined in our emergency response plans.

C. Workplace Violence Prevention

1. Zero Tolerance Policy: [Your Company Name] has a zero-tolerance policy for workplace violence. Any threats, threatening behavior, or acts of violence against employees, clients, or other individuals by anyone on the firm's property will not be tolerated.

2. Reporting: Any person who makes threats, exhibits threatening behavior, or engages in violent acts on [Your Company Name] property shall be removed from the premises as quickly as safety permits.

3. Investigation: The firm will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities.

4. Disciplinary Action: Any employee determined to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

5. Support for Victims: [Your Company Name] will provide support and assistance to victims of workplace violence, including referral to counseling and support services.

6. Prevention Measures: The firm will take proactive measures to prevent workplace violence, including conducting background checks on new hires and providing training to employees on recognizing and handling potentially violent situations.

VIII. Separation of Employment

At [Your Company Name], we understand that there may come a time when an employee decides to leave our firm or when we must end an employment relationship. We have established policies to guide the separation process and ensure a smooth transition.

A. Resignation

1. Notice Period: Employees who decide to resign from [Your Company Name] are asked to provide at least two weeks’ notice. This allows us to manage the transition and, if necessary, begin the process of hiring a replacement.

2. Resignation Letter: We request that employees submit a formal resignation letter stating their intent to leave and their last working day.

3. Exit Interview: We conduct exit interviews to understand the reasons for the employee’s departure and to gain feedback on our work environment and processes.

4. Final Paycheck: The final paycheck will include pay for all hours worked and any unused accrued vacation time, in accordance with state law.

5. Return of Property: Employees are required to return all [Your Company Name] property, including keys, equipment, and documents, on or before their last day of work.

B. Termination

1. Grounds for Termination: Employees may be terminated for reasons including, but not limited to, poor performance, misconduct, or violation of our policies.

2. Notice of Termination: Except in cases of gross misconduct, [Your Company Name] will generally provide employees with notice of termination and the reasons for the termination.

3. Severance: In some cases, [Your Company Name] may provide severance pay. The amount and conditions of the severance pay will be determined on a case-by-case basis.

4. Final Paycheck: The final paycheck will be provided to the employee on their last day of work or mailed to the employee’s home address.

5. Continuation of Benefits: Information about the continuation of health insurance benefits, conversion of life insurance, and transfer of retirement funds will be provided to the employee.

C. Exit Interviews

1. Purpose: Exit interviews are conducted to learn more about the employee’s experience at [Your Company Name] and to gain insights that can help us improve our workplace.

2. Confidentiality: The information shared during the exit interview is confidential and will be used only for the purpose of improving our firm.

3. Topics: During the exit interview, we may discuss topics such as the employee’s reasons for leaving, their job satisfaction, the firm’s culture and work environment, and any suggestions they may have for improvement.

4. Follow-Up: If necessary, we may follow up with the employee after the exit interview to clarify any points or gather additional information.

IX. Amendment of the Handbook

At [Your Company Name], we understand that our policies and procedures may need to change over time to reflect the evolving needs of our firm, changes in the law, or changes in our industry. We have established policies to guide the amendment of this handbook.

A. Policy Changes

1. Need for Change: [Your Company Name] reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment.

2. Ongoing Review: We regularly review our policies and procedures to ensure they are effective and compliant with applicable laws.

3. Consultation: Changes to policies are made in consultation with relevant stakeholders, including management, human resources, and, where appropriate, legal counsel.

4. Impact Assessment: Before making any significant changes, we assess the potential impact on our employees and our operations.

5. Legal Compliance: All changes will comply with applicable federal, state, and local laws and regulations.

B. Notification of Changes

1. Communication: When a policy is changed, we will communicate the change to all employees in a timely manner.

2. Handbook Updates: The updated policy will be reflected in the employee handbook. Employees will receive a new copy of the handbook or an addendum to the existing handbook.

3. Training: If necessary, we will provide training to ensure that all employees understand the new policy.

4. Questions and Clarifications: Employees are encouraged to ask questions if they do not understand the changes. Human Resources is available to provide clarification.

5. Acknowledgement of Changes: Employees may be asked to sign an acknowledgement that they have received and understand the changes.

C. Employee Acknowledgement

1. Receipt of Handbook: Upon receipt of this handbook, employees are required to sign an acknowledgement that they have received it, understand its contents, and agree to abide by the policies and procedures it contains.

2. Understanding of Policies: Employees are expected to understand and comply with all [Your Company Name] policies. If an employee does not understand a policy, it is the employee’s responsibility to seek clarification from their supervisor or the Human Resources Department.

3. Changes to Handbook: If the handbook is updated, employees will be required to sign a new acknowledgement that they have received the updated handbook and understand the changes.

4. Compliance: Failure to read this handbook or sign the acknowledgement does not exempt an employee from compliance with [Your Company Name] policies and procedures.

Law Firm Templates @ Template.net