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2012 Employee Manual | Effective March 1, 2012
I. THIS IS NOT A CONTRACT OF EMPLOYMENT
All employment with WhippleWood CPAs, P.C. (Firm) is at will. That means no employee is
promised they will be employed by the Firm for a specific period of time. Any employee
may be terminated at any time for any or no reason.
This Employee Manual is not a contract of employment. Its contents are only guidelines,
and no rights are granted to any employee nor are any obligations incurred by the Firm
to any employee through any sections of this Manual. The management may modify this
Manual at any time, and the Employee Manual as amended will supersede any prior
versions.
When this Manual refers to supervisors or management personnel, the individual described
is Richard J. Whipple, Jr., and such other individuals as he may designate in the future.
II. SEXUAL HARASSMENT
Sexual harassment in any form is strictly prohibited. This policy specifically includes officers,
directors, all management, staff, clients, vendors, and any visitors or others who have
contact or association with the Firm.
If you believe that you or another employee has been sexually harassed, report the
incident immediately to Richard J. Whipple, Jr., your supervisor, or any other supervisory
person. The Firm takes all complaints of harassment seriously and will thoroughly investigate
such claims and take appropriate action to correct improper conduct in the workplace.
You may also contact the Firm’s attorney, Barry Meinster, at 303-674-5977. Although he
cannot give you legal advice, you may report the incident to him or ask him about the
Firm’s policy. This is a free call for any employee.
III. EQUAL OPPORTUNITY EMPLOYER
The Firm is an equal opportunity employer. It believes every individual deserves to be
treated with respect. As an equal opportunity employer, the Firm wishes to maintain an
atmosphere free from discrimination on the basis of age, race, religion, gender, disability,
ethnic background, or any other protected class. Employees shall refrain from making
comments or committing acts of a demeaning or discriminatory nature. The telling of
jokes involving disparaging remarks about a person or class of people in any of the above
categories is prohibited. The comments or jokes are prohibited even if the Firm employs
no one in the category. These comments or jokes are prohibited regardless of whether the
person making the comment is a member of the class or another protected class. If an
employee feels the Firm or any other employee is violating this policy in any manner, they
are encouraged to bring their concern directly to an individual in a supervisory position.
The Firm’s equal opportunity extends to individuals with disabilities. Individuals requiring
special accommodations resulting from a disability must specify their condition in writing
and give a detailed description of the necessary accommodation.