When you are starting a new job, there are many things you need to do in order to get up to speed. One of the most important is familiarizing yourself with the company's policies and procedures. This includes reading the employee handbook. The US Bank employee handbook form contains a wealth of information on everything from benefits and pay to dress code and sexual harassment prevention. Reading it all may seem like a daunting task, but it's important to know what is expected of you as an employee. Plus, knowing the policies can help protect you from any potential legal issues. So take some time to read through the US Bank employee handbook form, and if there are any questions, don't hesitate to ask your supervisor or HR department.
We've compiled some technical information about the us bank employee handbook. You might want to look at it prior to filling in the gaps.
| Question | Answer |
|---|---|
| Form Name | Us Bank Employee Handbook |
| Form Length | 40 pages |
| Fillable? | No |
| Fillable fields | 0 |
| Avg. time to fill out | 10 min |
| Other names | us bank bereavement policy, us bank w2, u s bank employee w2, bank employee handbook pdf |
Employee Handbook
U.S. Bank Policies and Programs
Dear fellow employees:
Thank you!
Thank you for being part of U.S. Bank and for contributing to our success. You should be very proud of our accomplishments
and looking forward to a great future. This may be your irst handbook, or it may be your 31st. Regardless, we’re thrilled to
have you as part of the team and our team is better because you are on it.
I would like you to consider your time and commitment with U.S. Bank as a
we want to provide every opportunity for development, fun, and success. We sincerely hope that you will grow, be challenged, and be rewarded during your
time with U.S. Bank. This handbook provides an overview of our programs
and policies that are meant to support you and your professional growth. This handbook also complements the U.S. Bank Code of Ethics and Business Conduct handbook, which
explains the professional and ethical conduct standards that are critical to our continued success and make us a valuable part of our communities.
Please review your handbooks carefully. We are always interested in your feedback. I invite you to provide comments to your manager or HR representative, and know that I
am grateful for your contributions!
Sincerely,
Richard K. Davis
Chairman, President and Chief Executive Oficer
Contents
Corporate Highlights
Our Mission |
6 |
Our Promise to Customers: Service Sets Us Apart |
6 |
Privacy Pledge To Our Customers |
7 |
Our Promise to Employees: Our People Strategy |
8 |
Open Communication |
9 |
U.S. Bank Ethics Line |
9 |
Integrity in the Reporting Process |
9 |
9 |
Working at U.S. Bank
Introductory Period |
10 |
Performance Reviews |
10 |
Performance and Conduct Counseling |
10 |
Career Advancement |
10 |
Employment of Relatives/Personal Relationships |
12 |
Business Appearance |
12 |
Use of Tobacco Products |
12 |
Working in More Than One Position at U.S. Bank |
12 |
Verification of Employment, Employment References, and Recommendations |
12 |
Your Pay and Time Reporting
Employee Status |
13 |
Payroll and Time Reporting |
14 |
Accurate Employment Records |
15 |
Attendance/Tardiness |
15 |
Occasional Sick Days |
15 |
Time Away From Work
Reporting Absences |
16 |
Excessive Absenteeism |
16 |
Job Abandonment |
17 |
Employees With Sick Leave Accrual Balances |
17 |
Family and Medical Leave |
17 |
Paid Leave for Birth or Adoption |
19 |
Medical Absence |
19 |
Jury Duty |
19 |
Military Leave |
19 |
iv
Leave for Court Proceedings/Legal Matters |
20 |
Funeral/Bereavement Leave |
20 |
Personal Leaves |
21 |
Leaves Exceeding One Year |
21 |
U.S. Bank Employee Emergency Event (E3) Line |
21 |
Hazardous Conditions and Weather Emergencies |
22 |
Security and Safety on the Job
Background Inquiries |
22 |
ID Access Cards or Security Access Systems |
23 |
Security at the Workplace |
23 |
Photographic Equipment |
23 |
Workplace Violence |
24 |
Restraining Orders |
24 |
Weapons |
24 |
Accidents and Injuries at Work and Workers’ Compensation Insurance |
24 |
Communicable Diseases |
25 |
Holidays |
26 |
Employee Benefits
Vacation |
28 |
Adoption Assistance |
30 |
Educational Assistance |
31 |
Tuition Reimbursement |
31 |
Employee Assistance |
32 |
Employee Assistance Fund |
34 |
Discounts on Financial Products and Services |
34 |
Career Development
Learn |
35 |
Harvard Resources |
35 |
Network |
35 |
MentorConnect |
35 |
Development Network |
36 |
Leadership Development |
36 |
Employee Community Involvement
U.S. Bank Five Star Volunteer Day Policy |
37 |
U.S. Bancorp Matching Gift Program |
38 |
Environmental Affairs |
39 |
U.S. Bank Policies and Programs
Corporate Highlights
At U.S. Bank, one thing is clear: we are a company
committed to our mission. And we know every employee plays an important role in achieving that mission. From
how you greet customers when they walk into your branch, to collaborating with a coworker, our mission
is reinforced by the actions you take every day. As a company, we’re focused on making every action lead to our mission’s success.
Our Mission
We fulfill our mission by:
•Engaging our employees
•Increasing value for our shareholders
•Deepening service and relationships for our customers
•Building our communities
Engaging our Employees
U.S. Bank highly values the employees of our company. It is their hard work and commitment that creates our
success as a company. The programs in this handbook have been designed to enable each of us to connect, develop, feel rewarded, and lead to the best of our
abilities every day.
Increasing Value for Shareholders
Continued strong earnings support the company’s ability to pay and increase dividends, while expected future
growth in revenue and earnings drives our stock price.
Deepening Service and Relationships for our Customers
Our loyal customers are highly satisied with U.S. Bank,
are very likely to continue their relationship with us and willingly refer their family and friends to us for business.
Building Our Communities
U.S. Bank places a high priority on investing in the
communities we serve and communities in which our customers, our employees and our shareholders live and
work.
Our Promise to Customers: Service Sets Us Apart
Only U.S. Bank guarantees customer service by every
business line and every employee for every transaction every day.
From your irst day with U.S. Bank, we count on you to provide exceptional service, both to your internal clients
and to our customers.
The level of service is deined through the tenets of our Service Values and comes to life through ive key
philosophies. Every employee is expected to adopt these tenets and demonstrate them in every customer interaction.
OUR SERVICE VALUES
Take Ownership
Make It Personal
Add Value to Every Interaction
Make Courtesy Common
Share Your Knowledge
6
Corporate Highlights
Privacy Pledge To Our Customers
Protecting the privacy of our customers is important to U.S. Bank.
Successful banking relationships are built on trust and integrity. In the course of transacting business with our customers, we gather pertinent
personal information in order to accurately maintain accounts and offer services to help our customers attain their personal inancial goals. All of this information is very private in nature. Therefore, we are committed to conidentiality.
To show that we take customer privacy very seriously, we send our customers a privacy pledge each year. Customers irst receive the pledge upon opening an account, and interested parties can ind the pledge at
www.usbank.com/privacy. The privacy pledge maintains compliance
with recent laws and gives customers detailed information on why we gather data, how data is used, how it is maintained and protected, and the
circumstances in which data may be shared.
The privacy pledge promises all U.S. Bank customers that we will:
•collect only relevant information about customers;
•strive to keep accurate records;
•limit employee access to customer information on a
•disclose to customers what information is shared with U.S. Bank companies and with others;
•provide customers ways to limit how their information is shared; and
•investigate customer concerns about inappropriate sharing of information.
Familiarize yourself with the pledge, and follow all consumer customer privacy procedures related to your job. Above all, remember that your
actions should always respect and protect customer privacy.
U.S. Bank Policies and Programs
As you can see, everything you do makes a big difference for our customers. So, as your employer, we want to make
the difference for you by striving to make your employee experience the best it can be.
We irmly believe that Your Career is Here at U.S. Bank.
Our Promise to Employees: Our People Strategy
We want you to view your time with U.S. Bank as a career- long opportunity. How do we support this? It’s simple — we attract and retain great people, then keep them engaged
and develop their skills and knowledge by offering com- petitive beneits and programs.
All of our
Develop
Through internal and external learning resources, we
provide a comprehensive framework of opportunities to help you explore your career development options, learn new skills, establish networks of colleagues and managers who can help you achieve your goals, and build a development plan that will move you to that next step,
whatever it may be.
Reward
From individual and corporate award programs such as the
Exceptional Service Bonus, to the variety of special offers available in our Employee Value Package, we recognize
you for your contributions and showcase all of the great beneits we offer you and your family.
Connect
Programs such as MentorConnect and the Development Network give you the opportunity to meet and share experiences with U.S. Bankers across the organization.
Lead
We offer you development and networking opportunities to build skills, implement important leadership practices into your daily business routines, and lead the development
planning of your teams.
Corporate Highlights
Open Communication
Open lines of communication are essential to employee engagement and corporate success. At U.S. Bank, we
Behavior and Harassment contained in the U.S. Bank Code of Ethics and Business Conduct (Section 5, Demonstrate Workplace Respect).
strive to create excellent relationships between and among
all employees, including management. To facilitate this,
we maintain an open communication policy.
When you have questions or concerns about your work responsibilities, environment, disciplinary actions or general work issues, meet with your supervisor or
manager to discuss them. If you do not feel comfortable
U.S. Bank Ethics Line
You may also contact the U.S. Bank Ethics Line to
report concerns about inappropriate workplace behavior conidentially, anonymously if desired. You may reach
the Ethics Line at
Ethics Line is staffed 24 hours a day, 7 days a week, 365 days a year, by an independent call center. Please be aware
discussing the situation |
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or manager, consider |
questions about U.S. Bank’s Code of Ethics |
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discussing it with his or |
questions about payroll, |
and Business Conduct policies. Also, if |
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her manager. Supervisors |
beneits, or Human |
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and managers strive to do |
beneits, or Human Resources policies, |
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of assistance. Experience |
Resources policies, |
Service Center at |
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whatever they can to be |
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please contact the U.S. Bank Employee |
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shows that most work- |
please contact the U.S. |
your Human Resources generalist. |
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related problems are best |
Bank Employee Service |
The resource or resources you choose are |
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resolved between the |
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employee and his or her |
Center at |
up to you, but keep in mind that a problem |
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manager or supervisor; |
or contact your Human |
something about it. We strongly encourage |
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however, your supervisor |
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Resources generalist. |
you to take the initiative and ask for help. |
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Integrity in the Reporting |
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aware of the problem. |
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Process |
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Making false allegations, due to improper motives, is a |
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Sometimes just talking about a dificult situation is a |
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serious issue and may result in disciplinary action. Such |
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tremendous irst step toward resolving the problem. |
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allegations undermine the effectiveness of the reporting |
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If you are concerned about discussing the problem with |
process, compromise the reputation of others and will not |
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your supervisor or manager, there are other options. Your |
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be tolerated. |
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Human Resources generalist is also available to assist |
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you in resolving or escalating your concerns. Human
Resources will work with you, your supervisor or manager,
and other levels of management to resolve a
problem. Human Resources staff are interested in helping with any type of problem, but their overall perspective
might be especially useful in cases where you feel the
problem is sensitive or conidential in nature, such as
issues around inappropriate workplace behavior (including
harassment and discrimination), performance, salary
increases or discipline.
Please also see the U.S. Bank Sexual Harassment Policy located on USBnet for speciic information about the
U.S. Bank policy against sexual harassment and reporting procedures. In addition, see the policy against Offensive
U.S. Bank does not tolerate any retaliatory action against any individual for
other serious issues. Allegations of retaliation will be appropriately investigated and, if substantiated, appropriate disciplinary action will be taken, up to and including
termination. Diligent enforcement of
without fear of reprisals. You may report suspected retaliation to a supervisor, manager, Human Resources, the Legal Department, or the Ethics Line.
9
U.S. Bank Policies and Programs
Working at U.S. Bank
Introductory Period
opportunities with greater challenge inside U.S. Bank.
The irst 90 days of employment are considered an introductory period. During this time, you and your
supervisor or manager should work together to ensure
that your new position is a good match. Generally, it is
expected that you will receive performance feedback during your irst 90 days.
Should your work performance or conduct not meet expected requirements at any time during or after the introductory period, you may decide it is not a good job it and voluntarily terminate your employment. U.S. Bank
reserves a similar right to terminate your employment without irst providing formal discipline.
Completion of the introductory period does not alter the
Performance Reviews
U.S. Bank pays for performance, and we believe in
providing positive and constructive feedback about
performance. We are committed to an active performance
review process to encourage open discussions between you and your manager or supervisor about your strengths as well as areas of potential skills development.
Formal performance reviews at U.S. Bank begin with your irst review at ninety days and typically continue annually. We also encourage employees and supervisors or managers to hold frequent, informal performance discussions
throughout the year.
Performance and Conduct
Counseling
Our objective is to retain employees who demonstrate the skills, knowledge and behaviors consistent with the goals
and values of U.S. Bank. If your performance or conduct
does not meet the expectations of the company, counseling
or coaching may be provided to allow you a reasonable
opportunity to make the necessary improvements in order to succeed. In all cases, however, U.S. Bank has the ability to take action regarding counseling, coaching
or disciplinary measures it believes are appropriate in its discretion, up to and including immediately terminating an individual’s employment.
Career Advancement
For many of us, continued strong performance in
our current jobs will eventually lead to exploring job
With so many career paths available, we make it easier
for you to explore potential opportunities by providing
information about other departments, product areas, and
positions on the Career Development site on USBnet
(available on the Human Resources tab, under Learning &
Development) and through the U.S. Bank Career Center.
These online resources make it easy for you to learn about, search for, and apply for other positions in the company. It is a true
candidates and when employees are able to progress in their career goals. Visit the U.S. Bank Career Center on USBnet to view open positions.
Career advancement is an individual process and ownership is maintained with the employee. Career advancement can be achieved through exceptional work and a development plan worked through with a manager.
Any questions should be directed to your manager or
Human Resources generalist.
To be eligible to apply for a position:
•You must have a minimum of 12 months of service in your current position at the time you apply for the new position;
•You must have satisfactory performance (including conduct) in your current position;
•You must meet the qualiications of the new position;
•You must inform your current manager of your intent to apply prior to applying for the open position; and
•You must complete your proile and apply for the speciic requisition online through the U.S. Bank Career
Center.
While the above requirements are considered mandatory,
management may elect to deviate from the listed criteria under circumstances it deems are, in its sole discretion, appropriate. In addition, employees who are displaced
and who are eligible for severance may apply for open positions at any time.
If, as you explore the positions available at U.S. Bank, you decide you need to refresh your skills, or learn new ones, to help you progress along your career path, be sure
to take advantage of the wide variety of opportunities we
offer employees, discussed at greater length in the Career
Development section of this handbook.
10