[COMPANY NAME]

EMPLOYEE HANDBOOK

(Comprehensive, Oklahoma-Compliant)

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions
   A. Employment Relationship
   B. Equal Employment Opportunity & Anti-Discrimination
   C. Wage & Hour Compliance
   D. Timekeeping & Compensation Administration
   E. Leaves of Absence & Time-Off Benefits
   F. Employee Conduct Standards
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies (Disciplinary Process)
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block (Acknowledgment of Receipt)

I. DOCUMENT HEADER

1.1 Title. This Employee Handbook (the “Handbook”) sets forth policies, procedures, and guidelines governing employment with [COMPANY NAME] (the “Company”).

1.2 Effective Date. This Handbook is effective as of [EFFECTIVE DATE] (the “Effective Date”) and supersedes all prior handbooks, manuals, or policies, whether written or oral.

1.3 Governing Law. This Handbook shall be governed by, and construed in accordance with, the laws of the State of Oklahoma (“State Employment Law”), except to the extent pre-empted by applicable federal law.

1.4 Recitals. WHEREAS, the Company desires to communicate clearly its expectations and the benefits it offers to its employees (“Employees”); and WHEREAS, Employees desire to understand the terms and conditions applicable to their employment; NOW, THEREFORE, the Company hereby adopts this Handbook as of the Effective Date.

1.5 Reservation of Rights. The Company reserves the right to interpret, modify, suspend, or terminate any policy in this Handbook at any time, with or without prior notice, subject to applicable law.

[// GUIDANCE: Oklahoma is an at-will state. This reservation clause strengthens the at-will doctrine and preserves the Company’s unilateral amendment right.]

II. DEFINITIONS

For purposes of this Handbook, the following capitalized terms have the meanings set forth below. Additional definitions appear contextually as needed.

“Applicable Law” means all federal, state, and local statutes, ordinances, regulations, and common law that govern the employment relationship, including but not limited to the Fair Labor Standards Act, 29 U.S.C. § 201 et seq. (“FLSA”); the Family and Medical Leave Act, 29 U.S.C. § 2601 et seq. (“FMLA”); the Oklahoma Anti-Discrimination Act (“OADA”); and the Oklahoma Minimum Wage Act.

“At-Will Employment” refers to the employment relationship that may be terminated by either the Employee or the Company at any time, with or without notice or cause, except as modified by Applicable Law or a valid written contract signed by the Company’s Chief Executive Officer.

“Company Property” includes all tangible and intangible property owned, leased, or licensed by the Company, including equipment, vehicles, data, intellectual property, and Confidential Information.

“Confidential Information” means any non-public information relating to the Company’s business, operations, finances, customers, or Employees.

“Exempt Employee” means an Employee classified as exempt from overtime requirements under the FLSA and corresponding State Employment Law.

“Non-Exempt Employee” means an Employee eligible for overtime pay under the FLSA and State Employment Law.

“Workweek” means the seven-day period beginning [DAY/TIME] and ending [DAY/TIME], used for overtime calculation.

III. OPERATIVE PROVISIONS

A. Employment Relationship

3.1 Nature of Employment. Employment with the Company is “At-Will Employment” unless otherwise provided by a written agreement executed by the Company’s Chief Executive Officer. Nothing in this Handbook shall be construed to create a contract of employment for any definite period.

3.2 Equal Employment Opportunity. The Company is committed to providing equal employment opportunities to all qualified applicants and Employees in compliance with the OADA, Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and other Applicable Law.

B. Anti-Discrimination & Anti-Harassment Policy

3.3 Prohibited Conduct. Discrimination or harassment on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, military status, or any other protected characteristic under Applicable Law is strictly prohibited.

3.4 Reporting Procedure. Employees must promptly report any suspected violation to [TITLE OR DEPARTMENT]. Retaliation against individuals who report or participate in investigations is prohibited.

3.5 Investigation & Corrective Action. All complaints will be promptly investigated. Substantiated violations will result in disciplinary action up to and including termination.

[// GUIDANCE: Oklahoma employers with ≥ 1 employee are covered by OADA for harassment claims; adjust threshold if headcount changes.]

C. Wage & Hour Compliance

3.6 Classification. Each Employee will be designated as “Exempt” or “Non-Exempt” in accordance with the FLSA and the Oklahoma Minimum Wage Act. Written classification notices will be provided at hire and upon any change.

3.7 Minimum Wage. The Company pays at least the higher of the federal or Oklahoma minimum wage.

3.8 Overtime. Non-Exempt Employees are paid one and one-half times their regular rate for hours worked in excess of forty (40) in a Workweek. Advance written approval from [SUPERVISOR TITLE] is required for overtime work.

3.9 Meal & Rest Breaks. The Company provides reasonable rest periods and unpaid meal breaks in compliance with Oklahoma Child Labor provisions and applicable federal standards.

3.10 Timekeeping. Employees must accurately record work time using the Company’s timekeeping system. Altering, falsifying, or tampering with time records is grounds for discipline.

D. Compensation Administration

3.11 Pay Period. Employees are paid [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] on [DAY] for the preceding pay period.

3.12 Payroll Deductions. Authorized deductions include federal, state, and local taxes, court-ordered garnishments, and Employee-approved benefits contributions.

3.13 Final Pay. Upon separation, final wages will be paid in accordance with Oklahoma law, typically on the next regular payday.

E. Leaves of Absence & Time-Off Benefits

3.14 Paid Time Off (“PTO”). Employees accrue PTO at the rate of [X] hours per [ACCRUAL PERIOD], subject to a maximum accrual cap of [CAP] hours.

3.15 Sick Leave. The Company provides [SICK LEAVE HOURS] per year for illness or medical appointments.

3.16 Family & Medical Leave. Eligible Employees may take up to twelve (12) weeks of unpaid, job-protected leave under the FMLA for qualifying reasons. Employees must provide [30] days’ notice when foreseeable.

3.17 Military Leave. Protected leave is provided pursuant to the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and Oklahoma state provisions.

3.18 Jury Duty & Witness Leave. Employees must provide a copy of the summons. The Company will grant unpaid leave, but Employees may elect to use PTO.

3.19 Voting Leave. Pursuant to Okla. Stat. tit. 26 § 7-101, Employees entitled to vote are provided up to two (2) hours of paid leave to vote when polls are not otherwise open before or after work.

3.20 Domestic Violence Leave. Employees who are victims of domestic violence may request reasonable unpaid leave for court appearances or medical attention, consistent with Applicable Law.

[// GUIDANCE: State law does not mandate paid sick leave; employers may voluntarily provide it. Consider local ordinances if operating in municipalities with specific requirements.]

F. Employee Conduct Standards

3.21 Code of Conduct. Employees must act professionally, ethically, and in the best interests of the Company at all times.

3.22 Drug-Free Workplace. The Company prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances on Company premises or while conducting Company business.

3.23 Alcohol. Possession or use of alcohol on Company premises is prohibited except at Company-sanctioned events with prior approval.

3.24 Weapons Policy. Consistent with Oklahoma’s “Stand Your Ground” and “Pistol Carry” laws, Employees may keep firearms in locked, privately-owned vehicles in Company parking areas, provided all statutory conditions are met. Firearms are otherwise prohibited inside Company facilities.

3.25 Electronic Communications. All electronic systems are Company Property. Employees have no expectation of privacy; usage may be monitored in compliance with law.

3.26 Social Media. Employees must not disclose Confidential Information or represent themselves as Company spokespersons without authorization.

3.27 Conflict of Interest. Employees must avoid activities that create, or appear to create, a conflict between personal interests and Company duties.

IV. REPRESENTATIONS & WARRANTIES

4.1 Employee Representations. Each Employee represents that:
(a) they have disclosed any agreements with prior employers that may restrict their duties;
(b) they are legally authorized to work in the United States; and
(c) they will comply with all Company policies, including confidentiality obligations.

4.2 Company Representations. The Company represents that it will comply with Applicable Law and maintain all required insurance coverages.

4.3 Survival. Employee confidentiality and restrictive covenants survive termination of employment.

V. COVENANTS & RESTRICTIONS

5.1 Confidentiality Covenant. Employees shall keep Confidential Information strictly confidential during and after employment, except as required by law or with prior written consent.

5.2 Intellectual Property Assignment. All inventions, discoveries, and works of authorship created within the scope of employment are the exclusive property of the Company.

5.3 Non-Solicitation. For twelve (12) months post-employment, Employees shall not solicit Company clients or Employees for competing purposes without the Company’s prior written consent.

[// GUIDANCE: Oklahoma enforces reasonable non-solicitation clauses; non-compete clauses are heavily restricted under 15 O.S. § 219A.]

5.4 Compliance Covenant. Employees agree to comply with all health, safety, and security protocols established by the Company.

VI. DEFAULT & REMEDIES (DISCIPLINARY PROCESS)

6.1 Events of Default. Any violation of this Handbook, misconduct, or failure to perform assigned duties constitutes an “Event of Default.”

6.2 Progressive Discipline. At the Company’s discretion, discipline may include:
(a) Verbal Warning;
(b) Written Warning;
(c) Final Warning or Suspension;
(d) Termination of Employment.

6.3 Immediate Termination. The Company reserves the right to bypass progressive discipline for serious violations, including but not limited to theft, violence, or significant safety breaches.

6.4 Remedies. In addition to termination, the Company may seek return of Company Property, injunctive relief, and recovery of damages, costs, and reasonable attorney fees. The injunctive relief scope is limited to prevent irreparable harm and shall not exceed that necessary to protect legitimate business interests.

VII. RISK ALLOCATION

7.1 Indemnification by Employee. To the fullest extent permitted by law, Employees shall indemnify and hold harmless the Company, its officers, directors, and agents from any loss, liability, or expense (including reasonable attorney fees) arising out of the Employee’s willful misconduct, gross negligence, or violation of Applicable Law (“Employee Conduct”), except to the extent caused by the Company’s negligence or willful misconduct.

7.2 Limitation of Liability. The Company’s liability to any Employee shall not exceed statutory limits under Oklahoma law for employer liability, workers’ compensation, or any applicable federal cap.

7.3 Insurance. The Company maintains workers’ compensation insurance, general liability insurance, and such other coverages as it deems appropriate.

7.4 Force Majeure. The Company shall not be liable for any delay or failure to perform due to events beyond its reasonable control, including natural disasters, acts of war or terrorism, labor disputes, or government actions.

VIII. DISPUTE RESOLUTION

8.1 Internal Complaint Procedure. Employees must first attempt to resolve disputes through the Company’s Open-Door Policy by submitting concerns to [SUPERVISOR TITLE] or Human Resources.

8.2 Optional Arbitration. Except for claims excluded by law, the Company offers binding arbitration administered by the American Arbitration Association under its Employment Arbitration Rules. Participation is voluntary; Employees may opt-out within thirty (30) days of receiving this Handbook by submitting a written notice to Human Resources.

8.3 Governing Law & Forum Selection. For disputes not arbitrated, venue shall lie exclusively in the state courts located in [COUNTY], Oklahoma, and the parties consent to personal jurisdiction therein.

8.4 Jury Waiver. To the extent permitted by the Oklahoma Constitution, the parties knowingly and voluntarily waive the right to a jury trial for any civil action arising out of or relating to employment, except where such waiver is prohibited by law.

8.5 Injunctive Relief Preservation. Nothing herein shall limit the Company’s right to seek provisional or injunctive relief in a court of competent jurisdiction to protect Confidential Information or enforce restrictive covenants.

IX. GENERAL PROVISIONS

9.1 Amendments & Waivers. Only the Company’s Chief Executive Officer may issue written amendments to this Handbook. No verbal statement or other communication shall modify its terms.

9.2 Severability. If any provision is held invalid or unenforceable, the remaining provisions shall remain in full force to the maximum extent permitted, and the offending provision shall be reformed to achieve its intended purpose.

9.3 Assignment. Employee may not assign any rights or delegate any duties under this Handbook. The Company may assign its rights and obligations to any successor entity.

9.4 Entire Agreement. This Handbook, together with any executed individual agreements, constitutes the entire understanding between the Company and Employees with respect to the subjects covered and supersedes all prior statements or policies.

9.5 Electronic Records & Signatures. Electronic signatures and acknowledgments executed via the Company’s designated e-signature platform shall be deemed originals and fully enforceable.

9.6 Successors & Assigns. This Handbook binds and benefits the Company’s successors and assigns.

X. EXECUTION BLOCK (ACKNOWLEDGMENT OF RECEIPT)

By signing below, I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook effective [EFFECTIVE DATE] and agree to comply with its provisions. I understand that nothing herein constitutes a contract of employment and that my employment is at-will, terminable by either the Company or me at any time, with or without cause or notice, subject to Applicable Law.

[// GUIDANCE: Retain executed acknowledgments in the personnel file for the longer of (i) three years after termination; or (ii) the applicable statute of limitations for employment claims.]

END OF HANDBOOK