Sample Total Rewards Statements Annual

Sample_Documents

DISCLAIMER: This is a sample template provided for informational purposes only. It does not constitute legal, tax, or financial advice. Organizations should consult their own legal and tax advisors and tailor this document to reflect their specific business needs, geographies, and applicable laws.

Document Header

• Document Title: Total Rewards Statements (Annual) for <Company Name>
• Document Type: Total Rewards Statements (Annual)
• Category: Communication & Administration
• Version: <Version Number> (e.g., v1.0)
• Effective Date: <Date>
• Next Review Date: <Date>
• Document Owner: <Function and Title> (e.g., Total Rewards, <Title>)
• Approved By: <Approver Titles and Names> (e.g., CHRO, CFO, General Counsel)
• Geographic Coverage: <Country/Region List>
• Confidentiality: Internal Use Only
• Related Documents: Compensation Philosophy, Benefits Summary Plan Descriptions, Equity Plan Documents, Global Mobility Policy, Privacy Policy, Data Protection Standards

Purpose and Objectives

• Provide a standardized, annual Total Rewards Statement (TRS) template that communicates the full value of rewards delivered to employees by <Company Name>.
• Reinforce the organization’s rewards philosophy, linking pay, benefits, wellbeing, and career programs to business outcomes and culture.
• Improve employee understanding of both direct and indirect compensation components using clear, consistent, and accurate data.
• Support talent attraction, engagement, and retention through transparent, personalized statements.
• Establish operational guidelines for HR/Total Rewards professionals to produce, review, approve, and distribute TRS at scale.

Scope and Applicability

In Scope

• Annual Total Rewards Statements covering base pay, variable pay, equity, retirement, employer-paid benefits, paid time off, recognition, and other programs such as wellbeing and learning.
• Global coverage with localized content for <Country> where required.
• Both employees and managers as recipients, with role-based views where applicable.
• Distribution through digital channels (e.g., HR portal, self-service) and optional print-on-demand, per <Country> requirements.
• Vendor-managed or in-house production, including data assembly, formatting, and delivery.

Out of Scope

• Individual compensation change letters (e.g., merit, promotion) outside the annual TRS cycle.
• Formal plan documents, SPDs, or contracts governing benefits and equity.
• Country-specific statutory notices and tax forms (e.g., <Country> tax certificates), except for high-level references.
• On-demand ad hoc statements outside of the annual cycle unless approved by <Approver>.

Applicability

• Applies to all eligible employees of <Company Name> as defined by TRS eligibility rules below.
• Includes <Employee Types> (e.g., regular full-time, regular part-time) unless specifically excluded by policy.
• Excludes contractors, interns, and third-party workers unless explicitly designated by <Policy Name>.

Guiding Philosophy and Principles

• Accuracy: Use validated year-to-date and annualized data as of <Date> to reflect the most complete picture available at issuance.
• Clarity: Use plain language, consistent definitions, and intuitive layouts to maximize comprehension.
• Relevance: Show only components applicable to each employee; hide non-applicable sections to avoid confusion.
• Confidentiality: Treat TRS as confidential and handle per <Company Name> privacy and data protection standards.
• Consistency: Align with compensation and benefits philosophy, plan documents, and brand guidelines.
• Equity and Inclusion: Ensure accessible design, translations, and inclusive examples across <Country>.

Eligibility and Coverage Rules

• Eligible population defined by employment status as of the snapshot date <Date>.
• Employees on leave of absence included or excluded based on <Policy Name> and local law in <Country>.
• New hires after <Date> included on a prorated basis or deferred to next cycle per <Policy>.
• Terminated employees as of <Date> excluded, except where local law or works council agreements require inclusion or post-termination access.
• Global mobility assignees included with host or home data per <Global Mobility Policy>.

Data Sources and Definitions

Primary Data Sources

• HRIS master data from <System Name> as of <Date> for demographics, job, grade, and base pay.
• Payroll systems <System Name> for year-to-date earnings, employer tax/benefit costs, and paid time off accruals.
• Variable pay systems <System Name> for bonuses, sales incentives, and commission data.
• Equity administration platform <Vendor Name> for outstanding awards, vesting status, grant dates, share counts, and fair value.
• Benefits administration <Vendor Name> for employer and employee contributions and plan participation.
• Retirement recordkeeper <Vendor Name> for employer match, non-elective contributions, and vesting status.
• Recognition platform <Vendor Name> for awards value and frequency.
• Learning platform <Vendor Name> for tuition support and certification spend.
• Currency conversion rates from <FX Source> as of <Date>.

Data Governance and Quality Controls

• Establish a data snapshot date <Date> and freeze window of <Number> days to prevent late changes.
• Use a data dictionary defining each field, source, transformation, and calculation logic.
• Validate completeness, duplicates, outliers, and negative/zero values against thresholds (e.g., +/- <Percentage> variance vs. prior year).
• Document exceptions and approvals for any manual adjustments.
• Maintain audit logs for data loads, transformations, and approvals retained for <Number> years.

Statement Content Framework

Primary Sections Shown to Employees

• Compensation (base pay, overtime, shift premiums, short-term incentives, commissions).
• Equity and Long-Term Incentives (RSUs, PSUs, options; grant and vesting details).
• Benefits (medical, dental, vision, life, disability; employer-paid portions).
• Retirement (employer match, non-elective contributions, profit sharing).
• Time Off and Leave (paid time off value, company holidays).
• Recognition and Perks (spot awards, service awards, wellbeing stipends).
• Career and Learning (tuition assistance, certifications, learning stipends).
• Your Total Rewards Value summary and explanatory notes.

What Is Included in Valuation

• Base salary annualized at <FTE Percentage> for ongoing roles; hourly roles annualized using <Hours> hours/week and <Weeks> weeks/year.
• Bonus and commission shown as target <Percentage> of base and recent actual payout <Amount> if available.
• Equity shown at grant-date fair value and, optionally, estimated current value based on <Share Price> as of <Date>.
• Employer benefit costs valued using current plan year rates as of <Date>.
• Retirement contributions reflect calendar-year employer contributions as of <Date>.
• Time off valuation estimated as daily rate times accrued or granted days as of <Date>.
• Currency conversions where needed using <FX Source> rates.

What Is Not Included

• Future merit increases, promotions, or location changes not yet effective.
• One-time payments outside the period not related to ongoing programs (e.g., relocation reimbursement, severance).
• Employee-paid costs, except where shown for illustration or to show total cost of coverage.

Calculation Methodologies

Base Salary

• Annualized base salary equals current base rate times standard hours.
• Hourly employees annualization example:
  • Example: Base rate <Amount> per hour x <Hours> hours/week x <Weeks> weeks/year = <Amount>.

Short-Term Incentives (Bonus)

• Target bonus equals base salary x target percent.
• Actual bonus payout shown if paid during the period; otherwise, show target for reference.
• Example:
  • Base salary <Amount> x target <Percentage> = target bonus <Amount>.
  • Most recent bonus paid on <Date>: <Amount> (reflects <Percentage> corporate multiplier and <Percentage> individual multiplier).

Sales Incentives and Commissions

• Year-to-date commissions shown gross of taxes and net of reversals as of <Date>.
• Quota crediting follows <Policy Name> and may be subject to clawbacks per plan.

Equity and Long-Term Incentives

• Grant-date fair value sourced from <Vendor Name>.
• Estimated current value may be shown using <Share Price> as of <Date> x unvested shares; include disclaimer about market fluctuation.
• Performance-based awards assumed at target unless certified otherwise.

Retirement Contributions

• Employer match equal to <Percentage> of employee deferrals up to <Percentage> of pay, capped at <Amount>.
• Non-elective contributions or profit sharing shown as separate line items with vesting status if available.

Benefits Valuation (Employer Cost)

• Employer-paid premiums calculated using plan rates as of <Date> for elected coverage level.
• Imputed income values (e.g., group-term life exceeding thresholds) not included unless required by <Country>.

Time Off Valuation

• Daily rate equals base salary divided by <Work Days per Year>.
• Value equals daily rate x accrued vacation balance or annual grant.

Currency and Localization

• Currency conversions use <FX Source> spot rate as of <Date> unless local requirements dictate average monthly rate.
• Local taxes and statutory contributions vary by <Country> and are shown only where the employer bears the cost.

Proration and Effective Dating Rules

• New hires and promotions prorated using effective date mid-point convention unless specified by <Policy>.
• Part-time employees receive pro-rated valuations using <FTE Percentage>.

Example End-to-End Valuation

1. Base salary: <Amount>
2. Target bonus: <Amount> at <Percentage>
3. Equity at grant value: <Amount>
4. Employer benefits cost: <Amount>
5. Retirement contributions: <Amount>
6. Time off value: <Amount>
7. Total Rewards Value: <Amount>

Sample Statement Layout and Fields

Summary Table Example

Component	Description	Amount (Local Currency)	Notes
Base Pay	Annualized base salary	<Amount>	Based on rate as of <Date>
Short-Term Incentives	Target and most recent payout	<Amount>	Target <Percentage> of base
Commissions	YTD commissions	<Amount>	Through <Date>
Equity Awards	Grant-date fair value	<Amount>	Outstanding RSU/PSU/Options
Retirement Contributions	Employer match and non-elective	<Amount>	Plan year ending <Date>
Health and Welfare Benefits	Employer-paid premiums	<Amount>	Medical, dental, vision, life, disability
Time Off Value	Estimated value of paid time off	<Amount>	As of <Date>
Recognition and Perks	Awards, stipends, allowances	<Amount>	<Program Names>
Learning and Development	Tuition, certifications, stipends	<Amount>	<Program Names>
Total Rewards Value	Sum of all components	<Amount>	Converted at <FX Rate> as of <Date>

Data Field Dictionary (Excerpt)

Field Name	Source System	As Of Date	Calculation/Definition
Base Pay Annualized	<HRIS>	<Date>	Rate x standard hours
Bonus Target %	<Comp System>	<Date>	Role-based target
Bonus Actual	<Payroll>	<Date>	Most recent payout in period
Employer Medical Cost	<Benefits Admin>	<Date>	Employer-paid premium YTD
Equity Grant Value	<Equity Platform>	<Date>	Grant-date fair value
Retirement Match	<Recordkeeper>	<Date>	Employer match posted YTD
PTO Value	<HRIS/Payroll>	<Date>	Daily rate x balance or grant

Roles and Responsibilities

• Total Rewards
  • Owns TRS design, methodology, content standards, and alignment with compensation and benefits philosophy.
  • Defines eligibility, valuation rules, and data requirements.
  • Partners with Legal, Finance, Payroll, HRIS, and Communications.
• HRIS/People Analytics
  • Extracts, transforms, and loads data per the data dictionary.
  • Maintains audit logs and resolves data quality issues.
• Payroll
  • Confirms YTD earning details, employer-paid costs, and benefit deductions alignment.
  • Validates timing of bonus, commission, and one-time payments.
• Benefits
  • Confirms plan participation and employer cost rates.
  • Provides retirement contribution data in partnership with <Vendor Name>.
• Equity Administration
  • Provides grant and vesting data; validates fair value and award status.
• Legal/Compliance
  • Reviews disclaimers, local law requirements, and works council obligations.
• Finance
  • Verifies valuation methodologies, FX assumptions, and budget alignment.
• Communications
  • Crafts employee-friendly narratives, FAQs, and launch materials.
• Information Security
  • Reviews data handling, encryption, access controls, and retention.
• External Vendor <Vendor Name>
  • Hosts or generates TRS, applies templates and branding, executes distribution, and reports metrics per SLA.

Implementation Guidelines

Timeline and Milestones

1. Confirm scope, population, and timeline by <Date>.
2. Freeze data sources and snapshot as of <Date>.
3. Complete first data extract and field mapping by <Date>.
4. Conduct data quality checks and resolve variances by <Date>.
5. Produce prototype statements and obtain stakeholder feedback by <Date>.
6. Complete legal review and finalize disclaimers by <Date>.
7. Execute user acceptance testing with sample population by <Date>.
8. Lock final template, approve content, and schedule distribution by <Date>.
9. Launch TRS to employees on <Date> with communications plan.
10. Capture feedback and publish insights report by <Date>.

Production Steps

• Confirm population eligibility based on employment status and effective-dating rules.
• Map each field to a single authoritative source with fallback logic if missing.
• Apply valuation formulas and currency conversions consistently across countries.
• Suppress non-applicable sections to reduce clutter and confusion.
• Run exception reports for missing or out-of-range values; resolve or document.
• Generate preview files for internal review; adjust narrative for clarity.
• Apply brand guidelines for fonts, colors, and logo usage per <Brand Guide>.
• Acquire final approvals and digitally sign or watermark as needed.

Accessibility, Localization, and Inclusion

• Provide statements in <Languages> with professional translation and legal review for <Country>.
• Ensure screen-reader compatibility and color contrast standards.
• Offer metric/imperial and local currency views where appropriate.
• Use inclusive examples and imagery per <DEI Style Guide>.

Delivery Channels and Security

• Make statements available in the HR portal <System Name> with SSO access.
• Optionally email secure links to recipients; avoid sending PII via email.
• Allow print-on-demand with watermarks and secure print queues.
• Protect files at rest and in transit using encryption per <Security Standard>.
• Retention period of <Number> years; purge per data retention policy and local law.

Support Model

• Provide a help center article with FAQs, a glossary, and contact options.
• Route complex questions to Total Rewards via <Case Management Tool>.
• Publish service levels: initial response within <Number> business days.

Quality Assurance Checklist

• Confirm data snapshot date is correct and consistent across all files.
• Validate totals against payroll registers and benefit invoices.
• Review equity values against <Vendor Name> files for grant-date and current value where applicable.
• Check currency conversions and rounding rules.
• Confirm suppression logic for inapplicable sections works as intended.
• Validate translation accuracy and date/number formats for <Country>.
• Verify disclaimers are current and jurisdiction-specific where required.
• Confirm access controls, distribution list accuracy, and revocation process.

Legal and Compliance Notices

• The TRS is for informational purposes only and is not a contract or a guarantee of employment or future compensation.
• Employment remains at-will where permitted by law; the company may modify or discontinue programs at any time.
• Official plan documents, policies, and award agreements govern eligibility and benefits; in case of conflict, those documents control.
• Equity values are subject to market conditions and are not guaranteed; vesting remains subject to continued service and any performance conditions.
• Tax treatment varies by <Country>; employees are responsible for their personal tax filings.
• Data shown may include estimates; actual amounts may differ due to timing, retroactivity, or corrections.
• Local works council or union consultation and notification processes will be followed where required.
• Privacy: The TRS uses personal data processed in accordance with <Company Name> Privacy Policy and applicable laws (e.g., <Law Name>).

Review and Approval Process

Annual Review Cycle

• This document and the TRS template are reviewed annually by Total Rewards and Legal, with target completion by <Date> to align with compensation cycle.
• Material changes (e.g., methodology, disclosures) require out-of-cycle review and re-approval.

Approval Matrix

Role	Name/Title	Approval Date	Notes
Total Rewards Lead	<Name, Title>	<Date>	Methodology and content
Legal Counsel	<Name, Title>	<Date>	Disclaimers and compliance
Finance Representative	<Name, Title>	<Date>	Valuation methods and FX
HRIS Lead	<Name, Title>	<Date>	Data sourcing and controls
Communications Lead	<Name, Title>	<Date>	Narrative and tone

Key Dates and Project Plan

Milestone	Owner	Target Date	Deliverable
Scope and timeline confirmed	Total Rewards	<Date>	Project charter
Data snapshot and freeze	HRIS	<Date>	Data extract v1
Prototype statements	Vendor	<Date>	PDF/HTML samples
Legal review completed	Legal	<Date>	Approved disclaimers
UAT and fixes	Project Team	<Date>	UAT sign-off
Final approval	Sponsors	<Date>	Launch go/no-go
Employee launch	Communications	<Date>	Portal live and notifications
Metrics and feedback report	People Analytics	<Date>	Adoption summary

Metrics and Success Criteria

• Adoption rate: <Percentage> of eligible employees viewed their TRS within <Number> days.
• Engagement: Average time on statement <Minutes> and click-through rates on FAQs.
• Understanding: Post-launch survey result <Percentage> reporting better understanding of rewards.
• Data quality: Reduction in post-launch corrections by <Percentage> vs prior year.
• Support efficiency: Average case resolution time <Number> business days.
• Manager enablement: <Percentage> of managers trained on how to discuss TRS.

Risk Management and Controls

• Data breach risk mitigated through role-based access, encryption, and PII minimization.
• Misinterpretation risk mitigated via clear disclaimers, FAQs, and manager guides.
• Calculation error risk mitigated via dual-control QA and independent reconciliations.
• Legal non-compliance risk mitigated via local legal reviews in <Country>.
• Reputational risk mitigated by transparent corrections process and timely communications.

Sample Employee Statement Components

Personalized Header

• Employee name, title, department, location: <Name>, <Title>, <Department>, <Location>
• Statement period: <Start Date> to <End Date>
• Currency: <Currency Code> (Converted from <Home Currency> if applicable)

Component Sections

• Base Pay: Annualized salary or hourly equivalent.
• Short-Term Incentives: Target and most recent payout.
• Equity: Outstanding awards and values.
• Benefits: Employer-paid costs and highlights of coverage.
• Retirement: Employer contributions and vesting.
• Time Off: Accrued/annual grant and estimated value.
• Recognition and Perks: Awards received.
• Learning and Development: Tuition support or stipends.
• Total Rewards Value: Sum and comparison to prior year if available.

Prior-Year Comparison (Optional)

Component	Current Year	Prior Year	Change
Total Rewards Value	<Amount>	<Amount>	<Percentage>
Base Pay	<Amount>	<Amount>	<Percentage>
Bonus/Commissions	<Amount>	<Amount>	<Percentage>
Equity Value	<Amount>	<Amount>	<Percentage>
Benefits and Retirement	<Amount>	<Amount>	<Percentage>

FAQ for HR and Managers

• How should managers use TRS in conversations
  • Reinforce the full value of rewards, connect outcomes to performance, and clarify that plan documents govern.
• What if an employee disputes data
  • Open a case in <Case Management Tool> with evidence; Total Rewards will review within <Number> business days.
• How are equity values shown
  • Grant-date value and optionally estimated current value with clear disclaimers on volatility.
• Are contractor or intern statements produced
  • No, unless specified by <Policy>.
• How are global mobility employees handled
  • Per <Global Mobility Policy>, use host or home data; disclose tax equalization where applicable.

Change Management and Training

• Provide manager talking points and a short training module on reading the TRS.
• Host office hours during launch week for Q&A.
• Publish help content including a glossary and localized guidance by <Country>.

Data Privacy and Security Details

• Data minimization: include only fields necessary for TRS.
• Access controls: restrict generation and viewing to authorized users via SSO.
• Encryption: use <Encryption Standard> for data in transit and at rest.
• Data residency: host data in <Region> to meet <Country> requirements.
• Retention and deletion: retain for <Number> years; purge upon request per <Law Name>.

Issue Management and Corrections

• Corrections will be batched and reissued by <Date> if material errors affect <Percentage> or more of the population or a component exceeds <Amount> variance.
• Minor corrections addressed via addendum note visible in the portal.
• Publish a known-issues log and updates post-launch.

Appendices

Appendix A: Localization Guidance by <Country> (Outline)

• Mandatory disclosures and plan references.
• Currency and number formats.
• Language review and legal review contacts.
• Differences in benefit valuation approach due to statutory plans.

Appendix B: Sample Audit Trail Fields

Process Step	Timestamp	User/Role	System	Notes
Data snapshot created	<Date/Time>	<User>	<System>	Version <Number>
Transformation completed	<Date/Time>	<User>	<System>	Mapping v<Number>
QA sign-off	<Date/Time>	<User>	<System>	Checklist complete
Legal approval	<Date/Time>	<User>	<System>	Disclaimer v<Number>
Launch approved	<Date/Time>	<User>	<System>	Go-live

Glossary: Terms and Definitions

• Annualized Base Pay: The yearly value of an employee’s base rate at current FTE status as of <Date>.
• At-Will Employment: Employment that can be terminated by either party at any time, where permitted by law.
• Clawback: The recovery of paid incentives under specific conditions stated in plan documents.
• Commission: Variable pay for sales roles based on quota attainment or sales results.
• Equity Awards: Grants such as RSUs, PSUs, or stock options that may vest over time or upon performance.
• Fair Value: The accounting value of an equity award at grant, per <Accounting Standard>.
• FX Rate: The foreign exchange conversion rate used to display values in a common currency.
• Imputed Income: Taxable value assigned to certain employer-provided benefits.
• Long-Term Incentive (LTI): Awards designed to create alignment with shareholders and long-term performance.
• Match: Employer contribution to retirement plans tied to employee deferral levels.
• Non-Elective Contribution: Employer retirement contribution not contingent on employee deferrals.
• Performance Multiplier: Factor applied to bonus based on corporate and individual results.
• Proration: Adjusting values based on partial-year eligibility or status changes.
• Snapshot Date: The date on which data are captured and frozen for TRS production.
• Total Rewards Value: Sum of compensation, benefits, retirement, and other programs included in the TRS.
• Vesting: The process by which an employee earns ownership of equity or retirement contributions over time.

Communication Section: Employee and Manager Narrative

Welcome Message from <Company Name>

Your annual Total Rewards Statement is now available. This personalized summary shows the full value of the rewards you received or became eligible for during the period from <Start Date> to <End Date>. We created this statement to help you see how base pay, incentives, equity, benefits, retirement contributions, paid time off, recognition, and learning programs work together to support your wellbeing and your career at <Company Name>.

We encourage you to review each section and discuss any questions with your manager or HR. The statement is for your information and is not a contract; the official plan documents and policies govern all programs.

How to Read Your Statement

Your statement begins with your role information and the period covered. Next, you will see a summary of each reward component:

• Base Pay shows your annualized salary or hourly equivalent as of <Date>.
• Short-Term Incentives show your target incentive and your most recent bonus or commission payout if applicable.
• Equity shows the grant-date value of any stock awards and, if shown, an estimate of current value as of <Date>.
• Benefits shows what <Company Name> contributes toward your health and welfare coverage.
• Retirement shows the contributions <Company Name> made to your retirement account (for example, matching contributions).
• Time Off shows the value of your paid time off based on your current base pay.
• Recognition and Perks summarize awards and stipends you received this year.
• Learning and Development shows tuition or certification support where applicable.
• Your Total Rewards Value is the sum of these components for the year or as of the snapshot date.

Where we use estimates, such as equity value or time-off value, we clearly note our assumptions and the date used. If you work in <Country>, some components may look different or have different labels due to local programs.

What May Affect Your Totals

Changes during the year can affect the values shown. Examples include promotions, salary changes, changes in work hours or location, benefits enrollment changes, or leaves of absence. Some components are prorated based on your eligibility dates. Currency conversions use exchange rates from <FX Source> as of <Date>.

Frequently Asked Questions

• Is this a contract or a promise of future pay
  • No. This statement is informational and does not change the terms of your employment. Official plan documents and policies control.
• Why does my equity value look different from what I see in <Vendor Name>
  • We display grant-date value and may also show an estimate based on the share price as of <Date>. Market prices change frequently, so your current value can be higher or lower than the estimate.
• I joined mid-year. Why are some amounts prorated
  • Some programs prorate eligibility based on start date. Your statement reflects the portion of the year you were eligible.
• How are my benefits costs calculated
  • We show the amount <Company Name> pays for your elected coverage as of <Date> using the current plan year rates.
• Can I share my statement
  • Your statement is confidential. If you choose to share it, please do so thoughtfully and keep in mind that rewards vary based on role, location, and eligibility.

Tips for Managers: Discussing Total Rewards with Your Team

• Start with appreciation and context. Reinforce how rewards connect to performance and the company’s goals.
• Walk through the sections at a high level and answer questions you can. If you are unsure, refer employees to the help center or submit a case for support.
• Avoid discussing other employees’ compensation or making promises outside of approved programs or policies.

Need Help

If you have questions or find something that looks incorrect, please visit <HR Portal Link> to review FAQs or open a support case in <Case Management Tool>. You can also contact <Contact Email/Phone>. We aim to respond within <Number> business days.

Important Notes and Disclosures

This statement is not a contract and does not guarantee employment or future compensation. In case of conflict, plan documents and policies govern. Equity values are estimates and may fluctuate with the market. Tax treatment depends on your personal circumstances and local laws. For details, review the plan documents available on <HR Portal Link>.

Thank you for your contributions to <Company Name>. We hope this statement helps you see the full value of your rewards and the many ways we invest in you.

---

Document Information:

• Document Type: Total Rewards Statements (Annual)
• Category: Communication & Administration
• Generated: August 28, 2025
• Status: Sample Template
• Next Review: <Insert Review Date>

Usage Instructions:

1. Replace all text in angle brackets < > with your company-specific information
2. Review all sections for applicability to your organization
3. Customize content to reflect your company's policies and local regulations
4. Have legal and HR leadership review before implementation
5. Update document header with your company's version control information
6. At bottom of the document you find a short example on how the content could be communicated to end-users, for instance employees.

This sample document is provided for reference only and should be customized to meet your organization's specific needs and local legal requirements.