Inside Look: Crown Holdings Employee Handbook Example for Industry Best Practices

If you’re crafting or refining your own corporate employee handbook, examining the Crown Holdings employee handbook example could serve as an invaluable benchmark. This article strips down their handbook to its core elements, providing insights into legal compliance, diversity practices, and employee wellbeing that set the standard for HR professionals.

Key Takeaways

  • Crown Holdings exhibits a strong commitment to diversity, equality, and personal and professional development, with D&I committees in each division and leadership roles that focus on fostering an inclusive work environment.
  • The company maintains a rigorous adherence to legal compliance and ethical conduct, emphasizing sound financial reporting, insider trading regulations, and employee guidance through dedicated legal and compliance teams.
  • Crown Holdings prioritizes environmental responsibility and sustainability through their comprehensive Twentyby30 program and encourages employee involvement to further sustainability goals, alongside offering a variety of training and development opportunities to ensure continuous learning and growth.

Employee Handbook Examples

In exploring various employee handbook examples, organizations gain valuable insights into crafting comprehensive and effective guidelines for their workforce. Examining how different companies structure their handbooks can offer inspiration and best practices for addressing key topics such as company policies, code of conduct, and employee benefits. By reviewing diverse employee handbook examples, businesses can tailor their own documents to reflect their unique culture, values, and industry standards. These examples serve as valuable templates, helping organizations create documents that not only comply with legal requirements but also foster a positive and inclusive work environment.

Crown Holdings’ Commitment to Employees

Crown Holdings’ dedication to its employees isn’t just a corporate policy—it forms an integral part of their business ethos. They believe in the power of diversity and the importance of equal opportunities for all. This conviction is reflected in their recruitment and onboarding procedures, which are designed to attract and advance talent from a broad range of backgrounds, including minority groups, women, and individuals with a physical or mental disability.

Their commitment goes beyond ensuring fairness in hiring, development, compensation, promotions, and terminations. Crown Holdings has established Diversity and Inclusion (D&I) committees within each division to foster a harassment-free and respectful work environment.

At Crown Holdings, the commitment to their workforce goes beyond mere words—it’s a practiced reality. The company focuses on valuing employees, promoting team empowerment, and offering various learning opportunities. This proactive approach to personal and professional development is guided by none other than the Chief Executive Officer (CEO) himself.

Ensuring Compliance with Applicable Laws

As an international company, Crown Holdings must adhere to a diverse array of laws and regulations. From Antitrust Law Compliance to Health and Safety Compliance, the company’s obligations span a wide spectrum. Crown Holdings takes these responsibilities seriously. The Chief Financial Officer (CFO) holds a primary responsibility in guaranteeing the company’s compliance with all pertinent laws and regulations, both in letter and spirit.

Beyond the CFO, Crown Holdings has:

A dedicated legal compliance team focusing on antitrust and competition law compliance

Compliance Teams responsible for implementing policies and facilitating the reporting of suspected violations

A Nominating and Corporate Governance Committee to aid in the selection of board members.

In the event of non-compliance with applicable laws, Crown Holdings encourages a culture of reporting and rectifying concerns. Supervisors are trained to address these issues and provide guidance on the appropriate course of action for employees.

Inside Look: Crown Holdings Employee Handbook Example for Industry Best Practices

Promoting Equal Employment Opportunities

Equal opportunity forms the bedrock of Crown Holdings’ approach to employment. The company implements strategies in:

  • Hiring
  • Developing
  • Compensating
  • Considering individuals for promotion, termination, or other employment decisions

These strategies align with the company’s business plans and objectives, thereby ensuring a diverse and inclusive workforce.

Crown Holdings has established policies to uphold equal employment opportunity, prevent discrimination, and deter harassment. As a plant manager, one holds a significant responsibility in executing and enforcing these policies at the operational level, thus cultivating a work environment free from any unlawful employment discrimination.

Moreover, Crown Holdings is actively working to broaden its leadership. Prioritizing gender balance in its engineering departments and appointing a Senior Vice President specifically focused on Diversity & Inclusion are just a few examples of their commitment to fostering a diverse and inclusive working environment.

Key Policies in the Employee Handbook

Employee handbook with 'Conflict of Interest Policy' highlighted

Crown Holdings’ Employee Handbook serves as a guide to the company’s best practices. It outlines key policies, ensuring that every employee knows what is expected of them and what they can expect from the company. We’ll examine three vital policies: conflict of interest, health and safety standards, and anti-discrimination and harassment.

The Conflict of Interest Policy in Crown Holdings’ Employee Handbook includes the following guidelines:

  • Conflicts of interest are strictly prohibited, unless approved by the Board of Directors.
  • Employees are required to prioritize the best interest of Crown.
  • Employees should refrain from engaging in personal, business, or other conflicts of interest that could affect their professional judgment or performance.

Health and safety are fundamental concerns at Crown Holdings. The company upholds health and safety standards by:

  • Implementing safety training programs
  • Raising safety awareness
  • Conducting safety audits
  • Introducing a behavioral observation program
  • Promoting employee accountability for their own and others’ safety
  • Adhering to all relevant regulations.

The Crown Holdings Employee Handbook also contains policies aimed at preventing discrimination, harassment, and intimidation. These policies, enforced with a zero-tolerance approach, ensure that all employees are treated with respect, fostering a workplace environment that is respectful and inclusive.

Conflict of Interest Policy

At Crown Holdings, potential conflicts of interest are taken very seriously. The company defines a conflict of interest as any situation where an employee’s private interests interfere with their professional duties in favor of Crown. Such conflicts are strictly prohibited unless approved by the Board of Directors or the General Counsel.

This policy is effectively communicated to Crown Holdings employees through the company’s Code of Business Conduct and Ethics and is also integrated into the Supplier Code of Conduct. This policy applies to all employees, regardless of their gender identity or any other characteristic.

Breaching the conflict of interest policy may result in severe disciplinary measures, such as monetary penalties of $50,000 per violation or the equivalent of the compensation involved. Moreover, suppliers are strictly forbidden from engaging in illicit payments or solicitations with Crown personnel.

Casey’s General Stores Employee Handbook Example

In the comprehensive Casey’s General Stores Employee Handbook Example, employees can find essential guidelines and policies tailored to create a positive and productive work environment. This handbook serves as a valuable resource, offering insights into the company’s values, expectations, and the code of conduct. Employees will discover detailed information on benefits, workplace protocols, and professional development opportunities. Casey’s General Stores is committed to ensuring that every team member is well-informed and equipped with the necessary knowledge to thrive within the organization. The handbook reflects the company’s dedication to fostering a supportive and inclusive workplace, providing a solid foundation for mutual success.

Health and Safety Standards

Safety is a priority at Crown Holdings. The company places significant emphasis on safeguarding human health and the environment by incorporating health and safety values into all company processes, procedures, and systems.

To ensure adherence to safety regulations, Crown Holdings mandates job hazard analysis, develops safe job procedures, sets strict safety requirements for contractors, and monitors contractor safety through a dedicated program. They also provide a comprehensive range of training programs, including OSHA introduction, hazard communication, and machine guarding, in addition to a specific program called SAFE that focuses on increasing safety awareness.

Crown Holdings also has a procedure in place for when a violation of health and safety standards occurs. Employees are required to take responsibility for their own safety, the safety of their colleagues, and the company’s safety performance. Reporting concerns is mandatory, and disciplinary action may be taken against policy violators, including termination if necessary.

Anti-Discrimination and Harassment Policy

At Crown Holdings, discrimination and harassment are simply unacceptable. Their Anti-Discrimination and Harassment Policy prohibits all forms of unlawful employment discrimination, including sexual harassment and harassment based on race, color, national origin, ancestry, nationality, citizenship, religion, age, sex, gender, and sexual orientation, to ensure that employees are treated with respect and dignity.

Crown Holdings enforces this policy through a strict zero-tolerance approach towards all types of abuse and harassment, including physical, sexual, and verbal. By fostering a work environment that is devoid of harassment, they strive to promote a culture of respect and inclusivity.

Crown Holdings has implemented clear procedures for handling reported cases of discrimination or harassment. This includes an anti-discrimination and harassment policy that prohibits all forms of unlawful employment discrimination and outlines the steps for reporting and addressing instances of harassment. These measures are designed to ensure that cases are appropriately handled in a manner that upholds the integrity and respect of all employees.

Financial Reporting and Insider Trading Guidelines

Financial report documents and charts

As a publicly traded company, Crown Holdings is required to adhere to stringent financial reporting guidelines and insider trading regulations. These measures are designed to maintain transparency, prevent unethical practices, and ensure that all stakeholders, including employees, shareholders, and the wider public, are kept informed about the company’s financial performance. With a strong reputation in the industry, Crown Holdings Inc continues to uphold these standards.

Crown Holdings is mandated to file quarterly reports on Form 10-Q following the first, second, and third quarters, and an annual report on Form 10-K for the fourth quarter. This diligent adherence to reporting schedules ensures that stakeholders have access to timely and accurate financial information.

In addition to these reporting requirements, Crown Holdings also has an insider trading policy. This policy strictly prohibits trading in the stock or other securities of publicly traded companies or sharing material, non-public information with others. Employees with access to such information are encouraged to seek guidance from Crown’s Legal Department if they have any concerns about potential insider trading.

Roles of CEO, CFO, and Other Finance Staff

The CEO, CFO, and other finance staff at Crown Holdings hold significant roles in the financial reporting process. The CEO provides overall oversight and is accountable for the company’s financial statements. Their role is to establish and implement financial strategies, collaborate closely with the board of directors, supervise financial planning, and manage investor and partner relations.

The CFO and finance staff participate in preparing the financial statements and ensure adherence to reporting standards. They collaborate closely with independent auditors to guarantee accuracy and transparency in the financial reporting process.

These roles are regulated by a legal and regulatory framework which includes the CEO’s accountability for comprehensive, equitable, precise, timely, and comprehensible audits and interim financial statements, as well as the Sarbanes-Oxley Act of 2002, which instituted internal controls, auditing, and financial regulations for publicly traded companies.

Insider Trading Policy

Crown Holdings’ Insider Trading Policy, outlined in their Code of Business Conduct and Ethics, prohibits employees from participating in insider trading and from creating or maintaining inaccurate or misleading records. Specifically, employees are prohibited from using or disclosing non-public information for stock trading purposes.

To ensure compliance with this policy, Crown Holdings mandates that employees with access to material non-public information strictly adhere to the policy. This compliance is reinforced by United States securities laws, which prohibit directors, officers, and other employees from engaging in insider trading.

Breaching the Insider Trading Policy can result in significant financial penalties, encompassing substantial civil and criminal fines. Furthermore, individuals found in violation of this policy may also be subject to potential imprisonment.

Environmental Responsibility and Sustainability

Employees participating in a sustainability initiative

Crown Holdings’ business operations heavily emphasize environmental responsibility and sustainability. The company has implemented a range of initiatives aimed at:

  • Reducing greenhouse gas emissions
  • Setting water stewardship goals
  • Enhancing material use efficiency
  • Improving recycling efforts
  • Ensuring food contact and chemical safety

Through these initiatives, Crown Holdings strives to minimize its environmental impact and promote the circular economy.

Crown Holdings’ environmental management programs are structured through their comprehensive Twentyby30 program, which consists of 20 measurable goals across environmental, social, and governance areas. This program is designed to minimize the company’s environmental impact and promote sustainable practices.

Crown Holdings encourages its employees to actively engage in sustainability initiatives through:

  • Enhancing employees’ knowledge and competence through education and training
  • Promoting the sharing of best practices
  • Collaborative efforts among employees to improve sustainability performance

Environmental Management Programs

Crown Holdings’ environmental management programs are structured around essential elements, including mitigating the impact of climate change, optimizing natural resource usage, promoting circularity, driving social progress, and improving product sustainability. To promote sustainability within the organization, Crown Holdings prioritizes climate action, optimizes resource usage, endorses the circular economy, and implements responsible and ethical sourcing initiatives.

To assess the efficiency of its environmental management programs, Crown Holdings uses continuous evaluation of operations, technology, and programs. They also monitor progress towards their environmental objectives. These assessments are integrated into their enterprise risk management process, which prioritizes sustainability.

Employee Involvement in Sustainability Initiatives

Employees at Crown Holdings play a key role in the company’s sustainability initiatives. They are encouraged to:

  • Enhance their knowledge and competence through education and training
  • Take responsibility for the environmental, health, and safety performance of themselves and the company
  • Share best practices to improve sustainability performance.

The involvement of employees in sustainability initiatives brings about the following benefits:

  • Enhanced productivity and performance
  • Fostered innovative ideas
  • Improved corporate social responsibility
  • Boosted employee engagement and satisfaction
  • Aided in talent attraction and retention
  • Positively impacted employee retention, performance, and well-being.

Crown Holdings motivates its employees to participate in sustainability efforts by providing them with opportunities to become Sustainability Champions. The company also rewards and acknowledges individuals and teams for their leadership in environmental sustainability and for making impactful improvements within the workplace and the wider community.

Training and Development Opportunities

Employees attending a training workshop

Crown Holdings is devoted to nurturing a culture of learning and development. The company offers a diverse range of training and development programs, including:

  • Managerial training with operational assignments
  • Customized functional trainings
  • Core business training programs
  • Effective talent management program, OLDP
  • Safety workshops
  • Job hazard analysis
  • Ongoing lifelong learning opportunities

Employees at Crown Holdings have access to industry expertise in sustainability, workforce development, stakeholder engagement, and employee development. The company offers opportunities for employees to obtain industry-related certifications such as Lean Manufacturing, Six Sigma, and Safe Quality Food (SQF) Level 2 certification.

Crown Holdings assesses the effectiveness of its training programs through initiatives such as:

  • ‘Train the Trainer’ program
  • Safety training
  • Safety audits
  • Continuous safety improvement monitoring

The company is committed to evaluating and investing in the enhancement of their training programs, commonly referred to as their continuous improvement strategy.

Access to Industry Expertise

Crown Holdings offers industry expertise in engineering, commercial roles, research and development, and food technology. The company promotes the utilization of industry expertise among its employees by actively encouraging them to create and share best practices, project efforts, and ideas that contribute to the company’s improvement. They also prioritize employee development and provide learning opportunities such as work experience, coaching, and training.

In addition to these learning opportunities, Crown Holdings offers a variety of professional development resources for its employees, including:

  • 24/7 e-learning courses
  • Leadership development programs
  • Career acceleration program
  • Management development
  • Opportunities for promotion
  • Learning and development programs
  • Training programs
  • A strong emphasis on company culture

Having access to industry expertise at Crown Holdings positively impacts an employee’s role by empowering them for success and providing opportunities for exceptional career pathways and in-depth learning. Crown Holdings ensures the currency of industry expertise resources by enhancing employees’ sustainability knowledge and competence through education and training. They also collaborate with subject matter experts and industry professionals to stay abreast of relevant technological advancements.

Textron Employee Handbook Example

Textron Employee Handbook Example serves as a comprehensive guide outlining the policies and procedures governing the work environment within the company. This handbook is a valuable resource for employees, providing insights into the organization’s expectations, code of conduct, and various HR-related matters. In the Textron Employee Handbook Example, employees can find information on benefits, workplace behavior, and the company’s commitment to fostering a positive and inclusive workplace culture. This document is designed to ensure that all employees understand their rights and responsibilities, promoting a harmonious and productive work environment. It covers topics ranging from professional ethics to leave policies, creating a well-defined framework that contributes to the overall success and well-being of Textron’s workforce.

Continuous Learning Culture

Crown Holdings fosters an environment conducive to continuous learning. Fostering a continuous learning culture in a company is essential as it contributes to employee satisfaction, enhances organizational performance, improves adaptability to market changes, encourages innovation, and helps in retaining top talent. The company employs a variety of strategies to cultivate a culture of continuous learning. These include leveraging diverse backgrounds and perspectives, empowering its workforce, providing skills management and lifelong learning programs, embracing a learning organization mindset, fostering innovation, taking a holistic approach to development, and prioritizing employee development.

Crown Holdings has implemented the following programs and activities to support employee development and well-being:

  • Skills management and lifelong learning programs to advance the careers of highly skilled employees and foster continuous learning and development
  • Activities related to nutrition and exercise to promote employee health and wellness
  • Integration of a modern Learning Management System for efficient training and development
  • Collaboration with Strategic Leadership to establish the CROWN ‘Elements of Engagement’ training program

These initiatives demonstrate Crown Holdings’ commitment to employee growth and engagement.


In conclusion, Crown Holdings’ commitment to its employees shines through in its comprehensive policies and programs that promote a safe, inclusive, and sustainable workplace. From stringent health and safety standards to robust anti-discrimination and harassment policies, from rigorous financial reporting and insider trading guidelines to dedicated environmental responsibility and sustainability initiatives, Crown Holdings has set an industry standard for best practices.

These programs, coupled with the company’s continuous learning culture and commitment to employee development, demonstrate Crown Holdings’ dedication to its workforce. As we have seen, the company’s success is deeply intertwined with the fulfillment and growth of its employees. Crown Holdings serves as a compelling example for other companies, showing that valuing employees is not just the right thing to do—it’s also good for business.

Frequently Asked Questions

How many employees does Crown Holdings have?

Crown Holdings has approximately 26,000 employees worldwide, making it a significant global employer.

What is code of conduct with example?

A code of conduct can include big picture ideals as well as specific rules, such as outlining how employees should behave and defining fixed regulations related to internal practices like dress code or break policy.

What makes a good code of conduct?

A good code of conduct is tailored to your company’s culture and values, written in language that is easy for employees to understand, and covers all relevant risks. Ultimately, it should be developed with the readers, your employees, in mind, and be publicly accessible.

What are the key policies in Crown Holdings’ Employee Handbook?

The key policies in Crown Holdings’ Employee Handbook include the Conflict of Interest Policy, Health and Safety Standards, and Anti-Discrimination and Harassment Policy, all aimed at creating a fair and safe work environment.

How does Crown Holdings ensure compliance with its Conflict of Interest Policy?

Crown Holdings ensures compliance with its Conflict of Interest Policy by effectively communicating it to employees through the company’s Code of Business Conduct and Ethics and the Supplier Code of Conduct. Breaching the policy may result in severe disciplinary measures.

Important Disclaimer:

The article presented here does not serve as a representation of the company’s actual employee handbook mentioned in this article.

Our discussions and insights regarding employee handbook are based on assumptions about what may be considered significant in the companies’ policies. These assumptions are drawn from available information and industry knowledge. Readers are advised that the content provided is for informational purposes only and should not be construed as an exact reflection of any company’s official policies or procedures. For precise and accurate details regarding a company’s employee handbook, individuals should refer directly to the company’s official documentation or consult with appropriate representatives.

Please be aware that the content on this page has been generated by using artificial intelligence language models and may contain errors, inconsistencies, or outdated information. It is provided as-is without any warranties or guarantees of accuracy. We strongly recommend using this content as a starting point for further research. We disclaim any liability for damages or losses resulting from the use or reliance on this content.

Tehsin Bhayani

AirMason was born when Tehsin was trying to create a digital culture book, but couldn’t find any solutions in the market that had all the features he needed. In 2016, AirMason officially launched. In five years, AirMason has created thousands of handbooks for more than 1,000 clients around the world.

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