30 Claude Prompts for Employee Handbooks

You are a total rewards specialist who writes clear benefits summary sections for employee handbooks. <context> The handbook needs a benefits summary page giving employees a plain overview of what's offered, with detail deferred to the plan documents. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Benefits offered: [PLACEHOLDER: medical/dental/vision (company pays 80% of premium), 401k with 4% match, $1,000 annual learning stipend, 20 PTO days, 10 paid holidays] - Eligibility: [PLACEHOLDER: full-time employees, benefits start day 1] - Where to find full plan details: [PLACEHOLDER: the benefits portal at cedarco.com/benefits or HR] </inputs> <task> Write a benefits summary section listing each benefit with a 1-line description, the eligibility rule, and a pointer to where employees find full plan documents for legal detail. </task> <constraints> - List every benefit given, none omitted - State clearly that this summary does not override the official plan documents - Keep each benefit description to 1 line, save detail for the plan documents </constraints> <format> A table with columns: Benefit, Summary, Eligibility, plus a closing note on where to find full plan documents. </format>

You are an HR policy writer who documents time-off accrual and holiday policies for employee handbooks. <context> The handbook needs a clear table showing how PTO accrues, carries over, and which holidays are observed. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - PTO accrual: [PLACEHOLDER: 20 days per year, accrued 1.67 days per month, starting day 1] - Carryover rule: [PLACEHOLDER: up to 5 unused days carry into next year, rest is forfeited] - Paid holidays (list): [PLACEHOLDER: New Year's Day, MLK Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving + day after, Christmas Eve, Christmas Day] - Floating holiday: [PLACEHOLDER: 1 floating holiday per year, employee's choice] </inputs> <task> Build a PTO accrual table (monthly accrual rate, annual total, carryover rule) and a separate holiday calendar table listing each observed holiday, plus a note on the floating holiday. </task> <constraints> - Use the exact accrual rate and carryover figures given - List every holiday given, in calendar order - State the carryover forfeiture rule plainly, don't soften it into vague language </constraints> <format> Two tables: "PTO Accrual" and "Paid Holidays", plus a 1-sentence floating holiday note. </format>

You are an HR and payroll specialist who writes plain-language pay policy sections for handbooks. <context> The handbook needs a section explaining how and when employees get paid, without disclosing individual salary information. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Pay frequency: [PLACEHOLDER: biweekly, every other Friday] - Pay method: [PLACEHOLDER: direct deposit only] - Overtime eligibility note: [PLACEHOLDER: non-exempt employees earn 1.5x for hours over 40/week; exempt employees are salaried] - Where pay questions go: [PLACEHOLDER: [email protected]] </inputs> <task> Write a compensation and pay cycle section explaining pay frequency, pay method, how overtime eligibility works for exempt vs non-exempt staff, and where to direct pay questions. </task> <constraints> - Do not include or invent any individual salary figures, this section is about process only - State the exempt/non-exempt overtime distinction accurately as given - This is a draft; overtime and exempt/non-exempt classification language should be confirmed against current federal and state wage law by counsel before publishing </constraints> <format> A formatted policy section with 3 short labeled parts: Pay Schedule, Overtime Eligibility, Pay Questions. </format>

You are a benefits policy writer who drafts parental and family leave sections for handbooks. <context> The company needs a parental and family leave section covering paid leave duration, eligibility, and how it interacts with any legally required leave. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Paid parental leave: [PLACEHOLDER: 12 weeks fully paid for birthing and non-birthing parents] - Eligibility: [PLACEHOLDER: employed 6+ months, full-time] - Interaction with legal leave: [PLACEHOLDER: runs concurrently with any state or federal family leave entitlement, does not add on top of it] - Return-to-work process: [PLACEHOLDER: notify HR 30 days before intended return date] </inputs> <task> Draft a parental and family leave section covering leave duration and pay, eligibility, how it interacts with legally required leave, and the return-to-work notice process. </task> <constraints> - This is a draft only; how company leave interacts with state and federal leave law (FMLA and state equivalents) varies by jurisdiction and must be reviewed by employment counsel before publishing - State the eligibility requirement exactly as given - Be explicit that leave runs concurrently, not additively, with legal leave, since that is a common point of employee confusion </constraints> <format> A formatted policy section with 4 labeled parts: Leave Duration, Eligibility, Relationship to Legal Leave, Returning to Work. </format>

You are a total rewards specialist who writes retirement and perks sections for employee handbooks. <context> The handbook needs a section covering the retirement plan and smaller perks, distinct from the core health benefits summary. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Retirement plan: [PLACEHOLDER: 401k, company matches 100% of the first 4% of salary contributed, vests immediately] - Additional perks: [PLACEHOLDER: $1,000 annual learning stipend, $50/month wellness stipend, free lunch on Fridays, 1 paid volunteer day per year] - Eligibility for retirement plan: [PLACEHOLDER: eligible after 30 days of employment] </inputs> <task> Write a retirement and perks section explaining the 401k match structure and vesting, eligibility timing, and each additional perk with a 1-line description. </task> <constraints> - State the match formula and vesting schedule exactly as given - List every perk given, no omissions - Keep perk descriptions to 1 line each </constraints> <format> A formatted section: a short paragraph on the 401k, followed by a bulleted list of additional perks. </format>

You are an employer branding and HR writer who drafts the welcome section that opens an employee handbook. <context> The handbook needs an opening welcome section that sets tone, introduces company history briefly, and orients a brand-new employee. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Founded and short history: [PLACEHOLDER: founded 2015, started as a 3-person design studio, now 85 people across 2 offices] - Mission statement: [PLACEHOLDER: helping small manufacturers modernize their operations without enterprise software complexity] - Tone: [PLACEHOLDER: warm but not overly casual] - CEO or founder name for sign-off: [PLACEHOLDER: Priya Nair, Founder] </inputs> <task> Write a welcome section (250 to 350 words) that welcomes a new employee, gives a brief company history, states the mission, and explains how to use the handbook (that it's a reference, not a one-time read), signed by the founder. </task> <constraints> - Use the exact history and mission facts given, no invented milestones - Keep tone matching the input (warm but not overly casual), avoid excessive exclamation points - Include a line explaining the handbook is meant to be referenced ongoing, not just read once </constraints> <format> A formatted welcome section, 3 to 4 paragraphs, with a signature line. </format>

You are an onboarding program manager who builds structured new-hire checklists for handbooks. <context> The handbook needs a 30/60/90 day onboarding checklist so new hires and their managers know what should happen by each milestone. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Role type: [PLACEHOLDER: general, applies to most departments] - Day 1 to 30 milestones: [PLACEHOLDER: complete HR paperwork, IT setup, meet team, complete compliance training, shadow 3 meetings] - Day 31 to 60 milestones: [PLACEHOLDER: own first small project, complete department-specific training, 30-day check-in with manager] - Day 61 to 90 milestones: [PLACEHOLDER: full workload, 90-day performance check-in, set goals for next quarter] </inputs> <task> Build a 30/60/90 day checklist with each milestone assigned to its window, split into a "New Hire" column and a "Manager" column showing who owns each item. </task> <constraints> - Include every milestone given, placed in the correct 30-day window - Every item must have an owner (New Hire or Manager), not left blank - Keep each checklist item to one short action phrase </constraints> <format> A table with columns: Window, Item, Owner, grouped by Day 1 to 30, Day 31 to 60, Day 61 to 90. </format>

You are an IT operations and HR liaison who documents equipment and account setup policy for new hires. <context> The handbook needs a section explaining what equipment new hires receive, how accounts get set up, and who owns equipment return. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Standard equipment provided: [PLACEHOLDER: laptop, monitor, headset, and a $200 home office stipend for remote staff] - Account setup timeline: [PLACEHOLDER: email and core system access provisioned 3 business days before start date] - Equipment ownership: [PLACEHOLDER: company property, must be returned within 5 business days of last day] - Who to contact for issues: [PLACEHOLDER: [email protected]] </inputs> <task> Write an equipment and IT setup section covering what's provided, the setup timeline, the ownership and return policy, and the support contact. </task> <constraints> - Use the exact equipment list and timelines given - State the return policy and window plainly, including that it's company property - Keep the support contact line prominent and easy to find </constraints> <format> A formatted policy section with 3 labeled parts: What You'll Receive, Setup Timeline, Equipment Return. </format>

You are an employment policy specialist who drafts probationary or introductory period sections for handbooks. <context> The company wants a section explaining the introductory period new hires go through, what's evaluated, and what happens at the end of it. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Introductory period length: [PLACEHOLDER: 90 days] - What's evaluated: [PLACEHOLDER: job performance, attendance, fit with team] - Benefits during this period: [PLACEHOLDER: full benefits still apply from day 1, this period does not delay benefits] - At-will note: [PLACEHOLDER: employment remains at-will before, during, and after this period] </inputs> <task> Draft a probationary/introductory period section stating the length, what's being evaluated, that benefits are unaffected, and the at-will note, ending with what a successful completion looks like. </task> <constraints> - This is a draft only; language implying guaranteed employment after the introductory period must be avoided, and the section should be reviewed by employment counsel before publishing to protect at-will status - State clearly that benefits are unaffected, since this is a common employee misconception - Use the exact period length given </constraints> <format> A formatted policy section, 4 short paragraphs, ending with a 1-sentence note on what happens after successful completion. </format>

You are a culture and internal communications writer who drafts the values section of employee handbooks. <context> The handbook needs a section explaining the company's core values with concrete behavioral examples, not just abstract words. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Core values (3 to 5): [PLACEHOLDER: Respect, Accountability, Directness, Curiosity] - One behavior example per value: [PLACEHOLDER: Respect = assume good intent in written communication; Accountability = own mistakes without deflecting in retros; Directness = give feedback to the person, not around them; Curiosity = ask "why" before proposing a fix] - How values connect to performance reviews: [PLACEHOLDER: values are one of 3 review criteria alongside impact and growth] </inputs> <task> Write a values section listing each value with its definition and the specific behavior example given, plus a closing note on how values connect to performance reviews. </task> <constraints> - Use the exact behavior example for each value, do not replace with generic examples - Keep each value's writeup to 2 to 3 sentences - Avoid abstract statements with no behavioral anchor </constraints> <format> A formatted section with one labeled subsection per value (definition + example), plus a closing paragraph on performance review connection. </format>

You are an HR policy writer who drafts remote work eligibility sections for handbooks. <context> The company needs a section explaining which roles are eligible for remote work, the approval process, and any location restrictions. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Eligible role types: [PLACEHOLDER: engineering, design, and marketing roles; not eligible: on-site operations and reception] - Approval process: [PLACEHOLDER: manager approval, documented in the HR system] - Location restrictions: [PLACEHOLDER: must reside in a state where the company is registered to run payroll, currently CA, TX, NY, WA] - Review cadence: [PLACEHOLDER: eligibility reviewed annually with manager] </inputs> <task> Draft a remote work eligibility section stating which roles qualify, the approval process, the location restriction and why it exists (payroll registration), and the review cadence. </task> <constraints> - This is a draft; location restrictions tied to payroll and tax registration should be confirmed with legal/payroll before publishing, since operating in a new state can create tax obligations - List the eligible and ineligible role types exactly as given - State the location restriction and its reason plainly, not as an unexplained rule </constraints> <format> A formatted policy section with 3 labeled parts: Eligible Roles, Approval Process, Location Requirements. </format>

You are an HR policy writer who documents hybrid work schedules for employee handbooks. <context> The company needs a section explaining the hybrid schedule: which days are in-office, core collaboration hours, and flexibility around the edges. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - In-office days: [PLACEHOLDER: Tuesday and Thursday required, other days flexible] - Core hours: [PLACEHOLDER: 10am to 4pm local time, all employees expected to be reachable] - Flexibility outside core hours: [PLACEHOLDER: start and end times can shift as long as core hours and 8-hour days are met] - Exception process: [PLACEHOLDER: request a schedule exception through manager, reviewed case by case] </inputs> <task> Write a hybrid schedule section covering required in-office days, core hours, flexibility outside core hours, and how to request an exception. </task> <constraints> - Use the exact days and hours given - Distinguish clearly between what's fixed (in-office days, core hours) and what's flexible - Keep the exception process short and clear, not bureaucratic-sounding </constraints> <format> A formatted policy section with 3 labeled parts: In-Office Days, Core Hours, Requesting an Exception. </format>

You are an HR and finance policy writer who documents remote work stipends and equipment rules. <context> The handbook needs a section explaining the home office stipend, what it can be used for, and how reimbursement works. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - One-time setup stipend: [PLACEHOLDER: $500, for desk, chair, monitor within first 60 days] - Ongoing stipend: [PLACEHOLDER: $50/month for internet, added to paycheck] - Reimbursement process: [PLACEHOLDER: submit receipt in the expense system within 30 days of purchase for the one-time stipend] - Excluded items: [PLACEHOLDER: no furniture beyond desk/chair, no personal electronics not used for work] </inputs> <task> Write a home office stipend section covering the one-time and ongoing stipend amounts, what they can be spent on, the reimbursement process and deadline, and excluded items. </task> <constraints> - Use the exact dollar amounts and deadlines given - List excluded items clearly so employees don't submit ineligible expenses - Separate the one-time stipend process from the ongoing monthly stipend clearly </constraints> <format> A formatted policy section with 3 labeled parts: One-Time Setup Stipend, Ongoing Internet Stipend, What's Not Covered. </format>

You are a remote work operations specialist who documents communication norms for distributed teams. <context> The handbook needs a section setting expectations for async vs synchronous communication, response times, and which tool is used for what. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Tools and their use: [PLACEHOLDER: Slack for quick async questions, email for external/formal communication, video calls for real-time discussion and 1:1s] - Expected response time: [PLACEHOLDER: Slack within 4 business hours, email within 1 business day] - Meeting-free time: [PLACEHOLDER: no internal meetings on Wednesdays] - Time zone expectation: [PLACEHOLDER: overlap at least 4 hours with your team's core hours, regardless of your base time zone] </inputs> <task> Write a communication norms section covering which tool to use for what, expected response times, meeting-free time, and the time zone overlap expectation. </task> <constraints> - Use the exact tools, timings, and response windows given - State response times as expectations, not hard SLAs, unless the input frames them otherwise - Keep the tool-to-use-case mapping as a clear list, not prose </constraints> <format> A formatted policy section: a tool-use table (Tool, Use Case, Response Time) followed by 2 short paragraphs on meeting-free time and time zone overlap. </format>

You are a finance and HR policy writer who drafts travel and expense sections for remote and distributed teams. <context> The handbook needs a section covering when remote employees travel for work (offsites, client visits) and how expenses are reimbursed. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Covered travel occasions: [PLACEHOLDER: company offsites (twice a year), client visits when required by role, team meetups] - Booking process: [PLACEHOLDER: book through the company travel portal, or submit for reimbursement with receipts if booked independently] - Expense categories covered: [PLACEHOLDER: flights (economy), hotel (up to $250/night), meals (up to $75/day), ground transport] - Reimbursement deadline: [PLACEHOLDER: submit within 14 days of travel] </inputs> <task> Write a travel and expense section covering which travel is company-covered, the booking process, the expense categories with their limits, and the reimbursement deadline. </task> <constraints> - Use the exact dollar limits and deadlines given - Present expense categories and limits as a table, not a paragraph - State the booking process options clearly (portal vs independent booking) </constraints> <format> A formatted policy section: 2 short paragraphs on covered travel and booking, followed by an expense limits table (Category, Limit). </format>

You are a workplace safety and HR policy writer who drafts safety sections for employee handbooks. <context> The company needs a workplace safety section covering general safety expectations, incident reporting, and emergency procedures for its office locations. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Office locations: [PLACEHOLDER: Austin, TX and San Francisco, CA] - Incident reporting process: [PLACEHOLDER: report any injury or near-miss to your manager and HR within 24 hours] - Emergency procedures: [PLACEHOLDER: fire evacuation routes posted by each exit, designated assembly point in the parking lot] - Safety contact: [PLACEHOLDER: office manager at each location] </inputs> <task> Draft a workplace safety section covering general safety expectations, the incident reporting process and timeline, emergency procedure basics, and the safety contact per location. </task> <constraints> - This is a draft; workplace safety requirements (OSHA and state equivalents) vary by location and must be reviewed by legal/EHS staff before publishing - Use the exact reporting timeline given - List both office locations and note the safety contact structure applies per location </constraints> <format> A formatted policy section with 3 labeled parts: General Safety, Incident Reporting, Emergency Procedures. </format>

You are an IT security and HR policy writer who drafts acceptable use sections for employee handbooks. <context> The company needs a section covering acceptable use of company systems, password and device security expectations, and what happens with company data on personal devices. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Required security practices: [PLACEHOLDER: multi-factor authentication on all accounts, company-managed password manager, no company data stored on personal cloud drives] - Personal device policy: [PLACEHOLDER: personal devices allowed for email/Slack only, must have a passcode and remote wipe enabled] - Prohibited actions: [PLACEHOLDER: sharing login credentials, installing unapproved software on company laptops, using public wifi without VPN for sensitive systems] - Reporting a security incident: [PLACEHOLDER: report suspected phishing or a lost device to [email protected] immediately] </inputs> <task> Draft a data security and acceptable use section covering required security practices, the personal device policy, prohibited actions, and how to report a security incident. </task> <constraints> - List every required practice and prohibited action given, none omitted - State the incident reporting instruction as "immediately", not a delayed window - Keep language specific and actionable, not generic ("be careful with data") </constraints> <format> A formatted policy section with 4 labeled parts: Required Practices, Personal Devices, Prohibited Actions, Reporting an Incident. </format>

You are a corporate communications and HR policy writer who drafts social media and confidentiality sections for handbooks. <context> The company needs a section on employee social media use and protecting confidential information, without overreaching into employees' personal speech rights. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Confidential information examples: [PLACEHOLDER: unreleased product plans, financial results before public announcement, customer data, internal strategy discussions] - Personal social media guidance: [PLACEHOLDER: employees may identify as working at the company but should note views are their own; do not post confidential information] - Company account posting: [PLACEHOLDER: only marketing and designated spokespeople post on official company accounts] - Note on protected activity: [PLACEHOLDER: this policy does not restrict employees discussing wages, hours, or working conditions with each other] </inputs> <task> Draft a social media and confidentiality section covering what counts as confidential information, personal social media guidance, who can post on official accounts, and the note on protected activity. </task> <constraints> - This is a draft; social media policies must not be written or applied in a way that restricts legally protected employee discussions (such as wages and working conditions), and should be reviewed by employment counsel before publishing - Include the protected activity note explicitly, do not omit it - List confidential information examples exactly as given </constraints> <format> A formatted policy section with 4 labeled parts: Confidential Information, Personal Social Media, Company Accounts, Your Rights. </format>

You are an employment policy specialist who drafts anti-retaliation and internal reporting sections for handbooks. <context> The company needs a section making clear employees can report concerns without fear of retaliation, and how reports are handled. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Reporting channels: [PLACEHOLDER: direct manager, HR, skip-level manager, or the anonymous ethics line at cedarco.com/ethics] - What counts as retaliation: [PLACEHOLDER: demotion, termination, exclusion, negative review, or schedule changes because someone made a good-faith report] - Investigation commitment: [PLACEHOLDER: HR acknowledges reports within 3 business days and investigates promptly] - Consequence for retaliation: [PLACEHOLDER: subject to disciplinary action up to termination] </inputs> <task> Draft an anti-retaliation section covering the reporting channels, a definition of retaliation with examples, the investigation commitment and timeline, and the consequence for retaliating against a reporter. </task> <constraints> - This is a draft only; anti-retaliation protections have both federal and state-specific dimensions and should be reviewed by employment counsel before publishing - List every reporting channel given - State the investigation timeline exactly as given - Make the consequence for retaliation explicit, not implied </constraints> <format> A formatted policy section with 4 labeled parts: How to Report, What Retaliation Looks Like, Our Commitment, Consequences. </format>

You are an HR compliance specialist who identifies where a national employee handbook needs state-specific addenda. <context> The company operates in multiple states and needs to know which handbook sections likely require a state-specific addendum, before legal drafts the actual addendum language. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - States of operation: [PLACEHOLDER: California, Texas, New York, Washington] - Handbook sections already drafted: [PLACEHOLDER: sick leave, harassment policy, meal and rest breaks, final pay on termination, marijuana/drug policy] - Purpose of this output: [PLACEHOLDER: an internal checklist for legal, not the addendum text itself] </inputs> <task> Build a checklist mapping each drafted section to the states listed, flagging which section/state combinations commonly require distinct state-specific language (based on general knowledge of how these topics tend to vary by state), for legal to verify and draft. </task> <constraints> - This output is a research starting point only, not legal advice or final compliance language; every flagged item must be confirmed and drafted by employment counsel licensed in that state - Do not draft actual addendum legal language, only flag where it is likely needed - Be explicit that laws change and this list should be verified against current statutes before relying on it </constraints> <format> A table with columns: Handbook Section, State, Likely Needs Addendum (yes/no/unsure), Note, plus a closing disclaimer line. </format>

You are a publications editor who structures employee handbooks for clarity. <context> Before assembling the final document, the team needs a full table of contents mapping every section that should exist in the handbook. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Sections already drafted: [PLACEHOLDER: welcome, code of conduct, anti-harassment, attendance, benefits summary, PTO policy, remote work eligibility, hybrid schedule, safety, data security, anti-retaliation] - Sections still needed: [PLACEHOLDER: acknowledgment form, glossary of terms] - Target format: [PLACEHOLDER: digital PDF and intranet page] </inputs> <task> Build a full table of contents ordering all drafted and still-needed sections logically (welcome and culture first, policies grouped by theme, acknowledgment last), and flag which sections are still missing. </task> <constraints> - Include every section listed, drafted or not - Group related policy sections together (e.g. all leave-related sections adjacent) - Clearly mark each section as "Drafted" or "Needed" in the output </constraints> <format> A numbered table of contents with columns: Section, Status (Drafted/Needed). </format>

You are a plain-language writing specialist who condenses dense HR policy into a quick-reference summary for employees. <context> The full handbook is long. The company also wants a 1-page plain-language summary hitting the policies employees ask about most, with a pointer to the full section for detail. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Top policies employees ask about (5 to 6): [PLACEHOLDER: how PTO accrues and carries over, remote work eligibility, how to report a concern, the 401k match, parental leave length, expense reimbursement deadline] - Source detail for each (short facts): [PLACEHOLDER: PTO 20 days/yr, 5 day carryover; remote eligible by role, manager approval; report via manager/HR/ethics line; 401k 100% match on first 4%; 12 weeks paid parental leave; expenses due within 14 days] </inputs> <task> Write a 1-page "quick answers" summary with each of the 6 questions as a heading, a 1 to 2 sentence plain-language answer using the source facts, and a note that full detail lives in the named handbook section. </task> <constraints> - Use only the facts given, do not invent additional policy detail - Keep each answer to 1 to 2 sentences, this is a quick reference, not the full policy - Order questions by how often employees likely ask them (most common first) </constraints> <format> A 1-page document with 6 question headings, each followed by a short plain-language answer. </format>

You are a front-end developer who builds simple, searchable index pages for internal HR documentation. <context> The company wants a single HTML page that serves as a clickable index of every handbook section, for the internal intranet, since employees currently can't find sections in the PDF. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Sections and their category grouping: [PLACEHOLDER: Getting Started (Welcome, Onboarding Checklist), Policies (Code of Conduct, Anti-Harassment, Attendance), Benefits (Benefits Summary, PTO, Retirement), Remote Work (Eligibility, Hybrid Schedule), Compliance (Safety, Data Security, Anti-Retaliation)] - Brand color: [PLACEHOLDER: #0F766E teal with white background] </inputs> <task> Build a complete, self-contained HTML index page with a search box (client-side JavaScript filtering the visible list by text typed) and the sections grouped into labeled category cards as given. </task> <constraints> - Single HTML file, inline CSS and inline JavaScript only, no external dependencies - The search box must filter section names live as the user types, using plain JavaScript - Group sections under the exact categories given, each as its own card - Must be legible on mobile as well as desktop </constraints> <format> A complete, live-previewable HTML document (starting with <!DOCTYPE html>) with working client-side search. </format>

You are an HR compliance specialist who drafts handbook acknowledgment forms. <context> Every employee needs to sign an acknowledgment confirming they received and read the handbook, for the company's records. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Handbook version/date: [PLACEHOLDER: version 2026.1, effective August 2026] - Key statements to include: [PLACEHOLDER: employee received and had opportunity to read the handbook, understands policies may change with notice, understands employment remains at-will, knows where to direct questions] - Signature fields needed: [PLACEHOLDER: employee name, signature, date, employee ID] </inputs> <task> Draft an acknowledgment form with the key statements as a short numbered list an employee reads and confirms, followed by the signature fields. </task> <constraints> - This is a draft; the exact at-will and policy-change language should be reviewed by employment counsel before use, since acknowledgment forms can have legal weight in disputes - Include every key statement given as its own numbered item - Keep the form to 1 page </constraints> <format> A formatted 1-page form: numbered acknowledgment statements followed by a signature block with the fields listed. </format>

You are an internal communications specialist who announces new or updated employee handbooks to staff. <context> The company is rolling out an updated handbook and needs an email to all employees announcing it, explaining what changed, and asking for acknowledgment. </context> <inputs> - Company name: [PLACEHOLDER: Cedar & Co] - Handbook version/date: [PLACEHOLDER: version 2026.1, effective August 2026] - Key changes from last version: [PLACEHOLDER: updated remote work eligibility, added parental leave detail, revised PTO carryover cap from 3 to 5 days] - Action required: [PLACEHOLDER: read the updated sections and sign the acknowledgment form in the HR system by September 1, 2026] - Where to ask questions: [PLACEHOLDER: HR office hours or [email protected]] </inputs> <task> Write a rollout announcement email with a subject line, a short body (150 to 200 words) naming the key changes specifically, the required action and deadline, and where to ask questions. </task> <constraints> - Name the specific changes given, do not just say "minor updates" - State the deadline exactly as given, make it prominent - Keep the tone informative, not alarming </constraints> <format> Subject line followed by the full email body, clearly labeled. </format>