Quartz sync: Dec 27, 2023, 3:34 PM

content/00. Introduction.md

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+#### Welcome Message:
+
+- Briefly welcome employees to the organization.
+- Express the organization's commitment to fostering a positive work environment.
+
+#### Purpose and Scope:
+
+- Clearly state the purpose of the HR manual.
+- Define the scope by specifying the areas and topics covered.
+
+#### Overview of Culture and Values:
+
+- Highlight key aspects of the organization's culture.
+- Emphasize core values that guide employee behavior.

content/01. Table of Contents.md

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+- Provide a comprehensive list of sections and subsections.
+- Include page numbers for quick reference.

content/02. About the Company.md

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+#### History:
+
+- Outline the organization's founding and key milestones.
+- Highlight significant achievements and growth.
+
+#### Mission and Vision:
+
+- State the mission and vision statements.
+- Explain how employees contribute to these goals.
+
+#### Organizational Structure:
+
+- Provide an organizational chart.
+- Briefly describe each department's function.
+
+#### Key Personnel:
+
+- Introduce key executives and department heads.
+- Include brief bios and roles.

content/03. Employment Policies.md

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+#### Equal Employment Opportunity (EEO):
+
+- State the organization's commitment to EEO.
+- Outline policies to prevent discrimination.
+
+#### Anti-discrimination and Harassment Policies:
+
+- Define prohibited behaviors.
+- Detail reporting procedures and consequences.
+
+#### Code of Conduct and Ethics:
+
+- Establish expectations for ethical behavior.
+- Provide examples and consequences for violations.

content/04. Employment Categories.md

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+#### Full-time, Part-time, Temporary, and Contract Employment:
+
+- Define each category.
+- Clarify benefits and eligibility for each.

content/05. Recruitment and Hiring.md

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+#### Recruitment Process:
+
+- Describe sourcing methods.
+- Outline the interview and selection process.
+
+#### Interview Guidelines:
+
+- Provide tips for interviewers.
+- Explain candidate evaluation criteria.
+
+#### Job Offer and Onboarding Procedures:
+
+- Detail the job offer process.
+- Outline the onboarding schedule and activities.
+
+This approach can be continued for the remaining topics and sub-topics. For each section, consider providing clear and concise information, using a combination of text, bullet points, and visual elements for better readability. Additionally, ensure that all information is accurate, up-to-date, and complies with relevant laws and regulations.

content/06. Employee Benefits.md

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+#### Overview of Benefits:
+
+- List and briefly explain available benefits (healthcare, retirement plans, etc.).
+- Include eligibility criteria.
+
+#### Enrollment Procedures:
+
+- Provide step-by-step instructions for benefit enrollment.
+- Clarify deadlines and required documentation.
+
+#### Benefits Eligibility Criteria:
+
+- Define criteria for eligibility.
+- Specify waiting periods if applicable.

content/07. Compensation.md

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+#### Pay Structure and Schedules:
+
+- Outline the organization's pay structure.
+- Provide information on pay frequency.
+
+#### Overtime Policies:
+
+- Define when overtime applies.
+- Detail compensation and approval processes.
+
+#### Bonus and Incentive Programs:
+
+- Explain criteria for earning bonuses.
+- Outline the structure of incentive programs.

content/08. Time Off and Leave Policies.md

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+#### Vacation and Paid Time Off (PTO)
+- Full-time employees accrue vacation leave at a rate of 2 weeks (10 business days) per year of continuous service.
+- Part-time employees accrue vacation leave on a pro-rata basis.
+- Unused vacation leave can be carried over to the next year, up to a maximum of 5 days.
+- After the first year of service, employees receive an additional day of vacation for each additional year of service, up to a maximum of 4 weeks (20 business days).
+#### Sick Leave
+- Full-time employees accrue sick leave at a rate of 1 day per month, totaling up to 12 days per year.
+- Part-time employees accrue sick leave on a pro-rata basis.
+- Unused sick leave can be carried over to the next year, up to a maximum of 30 days.
+- Sick leave may require a doctor's note for absences exceeding 3 consecutive days.
+#### Personal Days
+- Employees are granted up to 3 days of personal leave per year for personal matters not covered by vacation or sick leave.
+- Personal leave requests must be submitted in advance and are subject to supervisor approval.
+#### Holidays
+The company observes [insert number] holidays per year, and employees are entitled to take these days off with pay.
+##### 2023
+
+Jan 2 Monday New Year's Day (substitute) Jan 16 Monday Martin Luther King Jr. Day Feb 20 Monday Presidents' Day May 29 Monday Memorial Day Jun 19 Monday Juneteenth Jul 3 Monday Kickstand Jul 4 Tuesday Independence Day Sep 4 Monday Labor Day Oct 9 Monday Indigenous Peoples Day Nov 10 Friday Veterans Day (substitute) Nov 23 Thursday Thanksgiving Day Nov 24 Friday Kickstand Dec 25 Monday Christmas Day Dec 26 Tuesday Kickstand
+
+##### 2024
+
+Jan 1 Monday New Year's Day 
+Jan 15 Monday Martin Luther King Jr. Day 
+Feb 19 Monday Presidents' Day 
+May 27 Monday Memorial Day 
+Jun 19 Wednesday Juneteenth 
+Jul 4 Thursday Independence Day 
+Jul 5 Friday Kickstand 
+Sep 2 Monday Labor Day 
+Oct 14 Monday Indigenous Peoples Day 
+Nov 11 Monday Veterans Day 
+Nov 28 Thursday Thanksgiving Day 
+Nov 29 Friday Kickstand 
+Dec 25 Wednesday Christmas Day 
+Dec 26 Thursday Kickstand
+
+##### 2022
+
+Jan 17 Monday Martin Luther King Jr. Day
+May 30 Monday Memorial Day
+Jun 20 Monday Day off for Juneteenth
+Jul 4 Monday Independence Day
+Sep 5 Monday Labor Day
+Oct 10 Monday Indigenous Peoples Day
+Nov 11 Friday Veterans Day
+Nov 24 Thursday Thanksgiving Day
+Dec 26 Monday Day off for Christmas Day
+#### Family and Medical Leave
+- Outline FMLA policies.
+- Provide information on eligibility and documentation.
+#### Accrual and Carryover
+- Accruals are calculated on a monthly basis.
+- Accruals begin from the date of hire.
+- Employees are eligible to use accrued time after completing the initial 90 days of employment.
+- Accrued time may be prorated for employees working less than full-time hours.
+- Unused time can be carried over to the next year, but any excess above the carryover limit will be forfeited.
+#### Attendance and Punctuality
+- Regular attendance and punctuality are essential for the smooth operation of the company.
+- Excessive or unapproved absences may result in disciplinary action.
+#### Policy Review
+- This policy is subject to periodic review and may be updated at the discretion of the company.
+
+**Disclaimer:** This policy is a guideline and does not constitute a contract. The company reserves the right to modify, revoke, suspend, terminate, or change any or all policies, in whole or in part, with or without notice.
+
+Effective Date: December 27, 2023

content/09. Performance Management.md

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+#### Performance Review Process:
+
+- Explain the frequency and format of performance reviews.
+- Detail the performance evaluation criteria.
+
+#### Goal-setting and Development Plans:
+
+- Guide employees in setting SMART goals.
+- Describe support for professional development.
+
+#### Disciplinary Actions and Termination Procedures:
+
+- Define progressive discipline steps.
+- Outline termination processes and documentation.

content/10. Training and Development.md

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+#### Employee Training Programs:
+
+- List available training programs.
+- Explain how employees can access training resources.
+
+#### Professional Development Opportunities:
+
+- Highlight opportunities for skill enhancement.
+- Include information on tuition reimbursement.
+
+#### Continuing Education Support:
+
+- Detail the organization's support for ongoing education.
+- Provide information on reimbursement policies.

content/11. Workplace Health and Safety.md

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+#### Safety Guidelines:
+
+- Outline safety protocols.
+- Specify safety training requirements.
+
+#### Emergency Procedures:
+
+- Provide clear instructions for various emergencies (fire, medical, etc.).
+- Identify emergency contacts and evacuation plans.
+
+#### Reporting Accidents or Incidents:
+
+- Explain the process for reporting accidents or incidents.
+- Provide necessary reporting forms.

content/12. Communication.md

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+#### Internal Communication Policies:
+
+- Define preferred communication channels.
+- Encourage open and transparent communication.
+
+#### Employee Feedback Mechanisms:
+
+- Explain feedback channels (surveys, suggestion boxes, etc.).
+- Describe the feedback review process.
+
+#### Grievance Procedures:
+
+- Outline the steps for addressing employee grievances.
+- Specify channels for escalating concerns.

content/13. Technology and Information Security.md

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+#### IT Usage Policies:
+
+- Specify acceptable use of technology.
+- Outline consequences for policy violations.
+
+#### Data Protection and Confidentiality Guidelines:
+
+- Define protocols for handling sensitive information.
+- Address confidentiality and data security measures.
+#### Disaster Recovery Plan
+1. **Identify and prioritize critical assets:** The first step is to identify the critical assets that are necessary for the business to operate. This includes client data, marketing collateral, financial records, and other important files. Then prioritize the assets based on their importance to the business.
+2. **Backup critical data:** It is essential to backup all critical data regularly. All working files are stored on Dropbox or Google Drive, depending on the type of file. All sensitive or critical files are backed up locally to a hard drive then replicated remotely..
+3. **Develop a communication plan:** In the event of a disaster, it's essential to have a communication plan in place. This includes a list of all employees' contact information and alternative contact information for each employee. We will also utilize our team Slack for more visible communication.
+4. **Establish a disaster recovery team:** It's important to establish a disaster recovery team consisting of employees from different departments. The team should be responsible for executing the disaster recovery plan and ensuring that all critical assets are restored. Matt Bull will be responsible for coordinating communications and Bo Bartlett will be responsible for restoring any lost data, equipment, or other work tools.
+5. **Test the disaster recovery plan:** It's crucial to test the disaster recovery plan regularly to ensure that it's effective. This can be done through simulated disaster scenarios or tabletop exercises. This will help identify any weaknesses in the plan and allow you to make necessary adjustments.
+6. **Document the disaster recovery plan**: It's essential to document the disaster recovery plan, including all procedures and protocols. This should be easily accessible to all employees so that everyone is aware of what to do in the event of a disaster. This plan is documented and stored in our team Notion.

content/14. Employee Relations.md

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+#### Employee Engagement Initiatives:
+
+- Highlight programs to boost employee engagement.
+- Encourage participation in company events.
+
+#### Conflict Resolution Procedures:
+
+- Outline steps for resolving workplace conflicts.
+- Identify resources for mediation.
+
+#### Employee Recognition Programs:
+
+- Describe programs to acknowledge employee contributions.
+- Highlight recognition events.

content/15. Termination and Exit Procedures.md

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+#### Resignation Process:
+
+- Provide guidelines for submitting resignations.
+- Specify notice periods.
+
+#### Termination Policies:
+
+- Outline reasons for termination.
+- Detail the termination process and documentation.
+
+#### Exit Interviews:
+
+- Explain the purpose of exit interviews.
+- Provide a questionnaire or discussion guide.

content/16. Appendices.md

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+#### Forms and Templates:
+
+- Include templates for common HR forms (leave requests, performance appraisals, etc.).
+- Ensure that forms are easily accessible.
+
+#### Legal Compliance Documents:
+
+- Provide copies of relevant legal documents.
+- Include summaries or key points for employee understanding.

content/17. Index.md

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+- Alphabetically list keywords and page numbers.
+- Facilitate quick reference for users.

content/index.md

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+---
+title: Welcome to Quartz
+---
+
+This is a blank Quartz installation.
+See the [documentation](https://quartz.jzhao.xyz) for how to get started.
+
+
+[[00. Introduction]]
+[[01. Table of Contents]]
+[[02. About the Company]]
+[[03. Employment Policies]]
+[[04. Employment Categories]]
+[[05. Recruitment and Hiring]]
+[[06. Employee Benefits]]
+[[07. Compensation]]
+[[08. Time Off and Leave Policies]]
+[[09. Performance Management]]
+[[10. Training and Development]]
+[[11. Workplace Health and Safety]]
+[[12. Communication]]
+[[13. Technology and Information Security]]
+[[14. Employee Relations]]
+[[15. Termination and Exit Procedures]]
+[[16. Appendices]]
+[[17. Index]]