Norwalk Redevelopment Agency CDBG-CV Application

Norwalk Community Development Block Grant (CDBG-CV)

Program Application Form/Request for Proposals (RFP)

For CDBG-CV CARES Act

Funding

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Norwalk Redevelopment Agency CDBG-CV Application

NORWALK REDEVELOPMENT AGENCY obo CITY OF

NORWALK COMMUNITY DEVELOPMENT BLOCK GRANT

(CDBG-CV) PROGRAM APPLICATION FORM FOR CDBG-

CV FUNDS

Applicant Agency/Organization

Name: Greater Norwalk Hispanic

Chamber of Commerce

President/CEO/Executive Director’s Contact

Information:

Mariella Costagnet, President 203-919-1154

castagnet.mariella@gmail.com

Warren Pena, Founder/ Vice President

www.gnorwalkhcc.com 203-515-0046

warrenapena@gmail.com

Type of

Organization:

501c6 non profit

organization

Applicant Mailing

Address: 197 Newtown

Avenue, Norwalk CT

06851

Project Location

Address: Norwalk, CT

Contact Person

Mariella Costagnet,

President 203-919-1154

castagnet.mariella@gmail.co

m

Warren Pena, Founder/ Vice President

www.gnorwalkhcc.com 203-515-0046 warrenapena@gmail.com

Proposed Project/Activity

Name: GNHCC Rise to

Respond and Prevent Covid-

19

Brief Description of the Proposed

Project/Activity: To provide assistance to the

community to respond, prepare, and prevent

the spread of covid and provide relief and

support to local agencies, individuals and

members. Primarily in the areas of education

on Covid guidelines, assisting spanish

speaking communities and directing them to

services and information in their language.

Personal Protective Equipment PPE is highly

needed now and in the future. We want to

purchase PPE and distribute it to businesses

that want to reopen such as restaurants,

salons, hospitals, clinics, and child care

centers.

I certify that all information provided is correct to the best of my

knowledge.

Name ____________________, Title ____________________

Signature______ Please see signature page

attached__________________________ Date ___________

Important: If your organization is submitting multiple requests within the same

category, a prioritized list (of the activities) must be included with the applications.

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Norwalk Redevelopment Agency CDBG-CV Application

PART 1. GENERAL INFORMATION

ORGANIZATION

1. Provide in the space below (or on a separate page) a brief description of your

organization. Indicate if your organization has prior experience in carrying out a

federally funded project/activity.

GNHCC has approximately 100 members. We promote Hispanic Businesses,

workforce development, education and networking events. We work with and refer

individuals to Score and WBDC to help with educational needs. Our board of directors

have been working with the Hispanic Community for 5 years implementing programs,

referrals and support services.

To provide assistance to the community to respond, prepare, and prevent the spread of

covid and to provide support to local agencies, individuals and members by educating

our business community on the guidelines for Covid 19 and marketing in spanish.

Primarily in the areas of assisting spanish speaking communities and directing them to

services and information in their language such as where to find tele health or covid test

sites, emergency food, DOL help and local resources. PPE for businesses reopening

and any other need to entities trying to prevent and prepare.

2. Identify the “core” programs of your organization. Use the space below or a separate

page. Core programs can be considered as services for which the greatest portion of

your operating budget is allocated. Example: A homeless shelter’s “core” program might

be its basic overnight shelter service, while it’s counseling or job placement services are

“support” programs.

The core programs of our GNHCC organization are support programs for businesses,

members and individuals in Norwalk with a focus on the Hispanic communities. We help

provide networking events prior to covid, business openings, strategies, supports and

solutions for individuals and businesses.

We want to help by responding and offering assistance and support in spanish and

english to prepare and help prevent the spread of Covid-19. When businesses begin to

reopen they will need guidance and PPE personal protective equipment for them

employees and customers.

3. Check “YES” or “NO” to the following questions.

A. Does your organization have a Board of Directors?

YES we have board and are a non profit.

Is your organization exempt under IRS Code 501(c) (3)

No we are not a 501c3 we are a 501c6 non profit and we will supply the determination

letter from the IRS. -

C. Are your organization’s services available to Norwalk residents?

YES our services are available and located here in Norwalk.

D. Does your organization have an EEO Policy?

YES we have an equal opportunity policy we will attach.

F. Does your organization have a written Procurement Policy? No the GHNCC has a

working board with few board members. Our board oversees everything personally as

we do not have any employees, just the working board. Our working board has effective

by laws that also help to guide the decisions of the Chamber.

G. Is your organization considered a Faith-Based Organization?

No, we are not a faith based organization.

H. Include a copy of your written Policy on Personal Property Maintenance, Protection

and Disposal* We are not requesting funds for a property. Employee Handbook

attached

I. Include a copy of your written Policy on Record Keeping*

J. Include a copy of your most current audited Financial Statements.

We will include our most recent financial statement.

*Please note that requested documentation (from above) must be submitted to the

Norwalk Redevelopment Office only if you are a new applicant or if there have been

any changes to a previously filed documentation. Norwalk Redevelopment Agency CDBG-CV Application

PART 2. PROPOSED

PROJECT/ACTIVITY

GENERAL DESCRIPTION 1. In the space below or on a separate page provide a

description of the proposed project you are

applying for CDBG-CV funding to complete.

Description of Proposed Project

To provide assistance to the community to respond, prepare, and prevent the spread of

covid and to provide support to local agencies, individuals and members by educating our

business community on the guidelines for Covid 19 and marketing in spanish. Primarily in

the areas of assisting spanish speaking communities and directing them to services and

information in their language such as where to find tele health or covid test sites, emergency

food, DOL help and local resources.

We have fees to become a member but no one would have to pay for our services related to

Covid-19. We want to serve everyone who needs help. We feel that having so many that

don’t speak or write in english that providing education to individuals and businesses in their

native language of spanish especially could effectively help.That portion of our community

as well as others who may not know what to do, or where to go for resources and help for

Covid related challenges. We feel that a response in the light of education on guidelines and

resources in english and spanish related to Covid-19 will help prepare and prevent the

spread of Covid-19. PPE such as face shields, masks, and distance temperature reading

thermometers to individuals, hospitals, clinics, elderly homes, and local businesses that are

planning on reopening. We want to purchase these items and distribute them to the

businesses members and other businesses that are planning on reopening such as but not

limited to restaurants, salons, child care facilities.

We serve clients with population data as broken down here

81% of the population falls well under the LMI.

81/100 members.

Include in your description: user/client population (# served, elderly, children, etc.);

client/user fees and/or rents (if any) for proposed service;

81% of our client population falls under the LMI status and the majority are adults 29-85

years of age. We have approximately 100 members served annually and will serve

everyone in the Covid-19 Prevention and preparation program.

.

2. Check the box that best describes the proposed

project/activity.

X Public service

activity

□ Rehabilitation

activity

□ New construction

activity

□ Real property acquisition activity (i.e.

land/building).

□ Other (explain)

______________________________

3. Check the box that applies to the proposed

project/activity.

x New “core” program

X Expansion of existing “core”

program

□ Support of existing “core” program (with no

expansion)

□ New “support”

program

x Expansion of existing “support”

program

□ Existing “support” program (with no

expansion)

□ Other (explain)

_____________________________

4. Is the proposed project/activity located on property owned by a

church or entity having a primarily religious

purpose? NO religious purposes.

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5. How many persons or families (unduplicated #s) will the

proposed

project/activity serve? Indicate one as

follows:

#_____

_

#_____

# 150

person

s or

families

per

month_

__

Week

Mont

h

Year

Week

Mont

h

Year

Week

Mont

h

Year Norwalk Redevelopment Agency CDBG-CV Application

6. How many persons or families (unduplicated #s) in Question 7,

above will qualify as CDBG-CV income-eligible (using the CDBG-

CV table on Page 2 of this application)? 100 monthly

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#_____

_

#_____

_

#_100

Monthly

_____

Week

Mont

h

Year

Week

Mont

h

Year

7. How many persons or families (unduplicated #s) are Norwalk

residents and qualify as CDBG-CV income eligible (using the

CDBG- CV income guidelines on Page 2 of this application)?

#____

#150

Monthly

#_____

_

Week

Mont

h

Year

Week

Mont

h

Year

* Failure to answer Questions 6 – 9 may disqualify

application.

8. What kinds of client records does or will your organization

require from applicants/users of the proposed

project/activity? Check more than one box, if necessary).

Note that the organization must be able to prove the

income eligibility of beneficiaries.

□

x

□

x

□

x

□

x

Name

Addre

ss

Incom

e

Other

Name

Addre

ss

Incom

e

Other

Name

Addre

ss

Incom

e

Other

9. Of the categories listed, check (below) which best describes the low and moderate-income

(LMI) client benefit of the proposed project/activity. Indicate that you have provided documentation with the

application evidencing the below qualification. Examples: Client In-take forms (no names), proposed rents,

etc.

Note: Failure to provide such documentation may disqualify the application for the CDBG-CV award.

X Area Benefit. Activity meets needs of LMI persons residing in an area where at least 51% of the residents are

LMI. Note: An Area Benefit activity is available to all persons in the neighborhood or community regardless of

income. However, the area where the activity is located must qualify as an LMI neighborhood.

Documentation Attached:

□ Limited Client Benefit. Activity benefits a specific group of people who qualify as LMI persons. The activity

must meet one (1) of the criteria below. If your proposed project/activity qualifies under one of the subcategories,

check the applicable number.

Documentation Attached: □ (1) Project/activity maintains client records on income and family size records

documenting that such persons qualify as LMI.

(2) Project/activity has income eligibility requirements that limit the activity

exclusively to LMI persons.

(3) Project/activity is of such a nature and location that it may be concluded the

clientele are primarily LMI persons.

(4) Project/activity clientele are presumed (by HUD) to be principally LMI persons

(i.e. homeless, handicapped, etc.) Norwalk Redevelopment Agency CDBG-CV Application

PART 3. PROJECT/ACTIVITY FUNDING

1. Have you requested other funding (independent of CDBG-CV) related to the prevention,

preparation and/or response to the COVID-19 pandemic? ____yes ___X no If yes, please explain:

Is your organization receiving other/additional funding (independent of CDBG-CV) related to the prevention,

preparation and/or response to the COVID-19 pandemic? ____yes _x_no. If yes,

2. What is the total cost of the proposed project? Attach a copy of the budget summary for the

proposal. Use it to estimate all costs directly related to the proposed project. If approved, you may be required to

further itemize the costs. Rehabilitation/construction project/activities must include copies of contractor and/or

architect/engineer estimate.

3. Describe your organization’s fiscal management, including financial reporting, payment procedures,

accounting systems, and audit requirements.

All fiscal management is handled by the CPA on the treasury of the board. All reporting and accounting is handled

by him and overseen by the president and vice president/founder of the board. All reporting is aligned and guided

by the procurement policy and non profit by laws.

4. Attach an explanation on how the proposed project will affect your administrative budget. Statement is attached

as attachment 4.

(example: additional personnel, maintenance, office space, etc.) Include an explanation on long- term plans for

funding/sustaining the proposed project.

5. Attach a timetable/schedule for the proposed project, including anticipated dates (start to finish). Attached as

timeline.

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Amount Pending

Amount Denied Norwalk Redevelopment Agency CDBG-CV Application

PART 4. ORGANIZATIONAL EFFICIENCY

1. How many staff members will be directly associated with the proposed project? 1 president, 1 vice

president, 4 working board members will be directly associated with our proposed project. 1-2 staff

members will be assigned additionally to solely serve this effort outlined in this application to respond,

prepare and help prevent the spread of Covid-19. We have the potential for volunteer interns to work

along side our team to help with fulfillment and disbursement of PPE, applications and education.

Professional Support Volunteer Full-Time Staff Part-Time Staff

Include a list of those involved in completing the project. The list must include: each person’s name and a brief

summary of job duties in relation to the proposed project.

Mariella Castagnet – President

Warren A. Peña – Vice President

Edgar R. Abreu Jr. – Treasurer

Eva Perello – Marketing Director

2. If your organization has an elected or appointed board, complete the questions below.

NAME OF BOARD/COMMITTEE: Greater Norwalk Hispanic Chamber of Commerce_

List the names of the individuals on the board and or the position they may hold on the board.

Mariella Castagnet – President

Warren A. Peña – Vice President

Edgar R. Abreu Jr. – Treasurer

Eva Perello – Marketing Director

Board-Duties assigned as needed.

Robert Vargas

Hector Pachas

Agustin Saravia

Cesar Pineda

Catalina Ramirez

Jose M Soto Ortiz

a. Number of voting board members as of January 1, 2020 _6 Board Members

Vacancies? ______0___

b. How many board members reside within the City of Norwalk?

6 Board members reside in Norwalk CT

c. How are the board members chosen? By the guidelines set

fourth in our By Laws. They are voted based on timely

completion of their term which is 3 years.

d. Does your organization provide any board training and/or orientation? ____yes training is provided once

every 3 years.

If so, how often is training provided?

e. How long is a term? ___3 years____ How many consecutive terms may be served? ___Unrestricted term

duration____

PART 5. DUPLICATION/COORDINATION/COOPERATION

1. Has the organization attempted to coordinate the project with other agencies to avoid duplication of services?

____yes __

2. Identify other agencies in Norwalk (including non-profit and government) that provide services similar to your

proposed project. How do the programs differ? How do they overlap? Is there collaboration with the other agencies?

The Norwalk Chamber of Commerce does similar activities and supports but they do not respond or really address

the hispanic community and their lack of ability to speak and write in spanish.

3. Identify other agencies in Norwalk that provide services directed toward the same target beneficiaries of your proposed

project/service. Do you provide interagency referrals to other agencies serving the same target beneficiaries? We do

provide interagency referrals to score and WDMD.

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Norwalk Redevelopment Agency CDBG-CV Application

PART 6. DISCLOSURE OF INTERESTS

To assist the City of Norwalk in determining whether there may be a potential conflict of interest related to the

expenditure of Community Development Block Grant - CV funds we request the following information be provided

by applicants:

ORGANIZATION NAME:

Organization is:

1. Corporation ( )

2. Non-Profit 501(c)(3)

GNHCC is a 501c6 non profit organization

(3. Partnership ( ) 4. Sole Owner ( ) 5. Association ( ) 6.

Other ( ) ____________________

If additional space is necessary, please attach a separate sheet.

1. State the names of each employee of the City of Norwalk having a financial or personal interest in the above-

mentioned organization or project proposed.

Name, Job Title and Norwalk Redevelopment Agency Department

No conflict of interest.

2. State the name(s) of any current or prior elected or appointed official of the City of Norwalk having a potential "financial

interest" in the organization or project.

Name/Title

No Conflict of interest.

NOTE: If the applicant has provided names in question 1 or 2, please provide details regarding any known potential

conflicts of interest in an attached narrative.

Attachment Area Benefit

The area benefit is an LMI area around the Wall street area of Norwalk and it has 81% of its

population meet the LMI but the program is offered to everyone regardless of income. 0437

(LMI Tract)

Attachment Budget Summary

Budget Summary

The Greater Norwalk Hispanic Chamber of Commerce would like to apply for $55,000

$30,000 Education on guidelines related to Covid-19 and resources. Funds requested are for

Materials for marketing, administrative costs, print, video and media to provide education on

covid guidelines in english and spanish.

$25,000 PPE personal protective equipment.

250 No contact thermometers $17,250

500 Face Sheilds $1245.00

1100 masks $6,505

Greater Norwalk Hispanic Chamber of Commerce

Employee Handbook

Table of Contents

Section 1: Introduction: 1.1 Purpose of this Handbook

1.2 Changes of Policy

1.3 Employment Forms

Section 2. Terms & Definitions: 2.1 Definition of "At-Will" Employment

2.2 Types of Worker

Section 3. Payroll: 3.1 Payment Schedule

3.2 Wages

3.3 Deductions & Garnishment

Section 4. Rights & Policies: 4.1 Equal Opportunity Employment Policy

4.2 Accommodation for Disabled Employees

4.3 Employment of Minors

4.4 Employment of Relatives

4.5 Religion & Politics

4.6 Private Information

4.7 Leaves of Absence

Section 5: Employment Benefits: 5.1 Unemployment Insurance

5.2 Workers' Compensation

5.3 Social Security Benefits (FICA)

5.4 Additional Benefits

Section 6. Rules of Conduct: 6.1 On the Job

6.2 Rules & Policies

6.3 Disciplinary Action

Section 1. Introduction

1.1. Purpose of this HandbookThe purpose of this Handbook is to familiarize you - the employee - with the policies, rules and other key aspects of Greater Norwalk Hispanic Chamber of Commerce (the "Company"). The information in this handbook supersedes all rules and policies that may previously have been expressed or implied, in both written and oral format. Compliance with this Handbook is compulsory for all employees. The Company reserves the right to interpret this Handbook's content as it sees fit, and to deviate from policy when it deems necessary.

1.2 Changes of PolicyGreater Norwalk Hispanic Chamber of Commerce reserves the right to change this Handbook's content, at any time and at our sole discretion. Its provisions may not be altered by any other means, oral or written. You will receive written notice of any changes we make to the employee handbook and are responsible for understanding and complying with all up-to-date policies. If you are confused about any information defined herein, please contact the Human Resources Manager.

1.3 Employment FormsAll new employees are required to complete and submit the following forms. Starred (*) forms can be found at the end of this manual. All others have been or will be provided separately.

At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook *

Employment Eligibility Form I-9On the day of hire, each new employee is legally obligated to complete the Employment Eligibility Verification Form I-9 and submit documents to verify identity and employment eligibility within the next three (3) business days. The same policy applies to re-hired employees whose I-9's are over three (3) years old or otherwise invalid.

Section 2. Terms & Definitions

Greater Norwalk Hispanic Chamber of Commerce typically employs less than 20 employees regular and temporary employees on an "at-will" basis. This section defines the terms of "at-will" employment, as well as the different types of employees we hire.

2.1 Definition of "At-Will" EmploymentThe job of an "at-will" employee is not guaranteed. It may be ended, at any time and with or without notice, by the employee or, for a lawful reason, by the Company. The Company also reserves the right to alter an "at-will" employee's benefits, pay rate, and assignments as it sees fit. The "at-will" terms of employment may only be changed with the approval of the President, CEO or CFO, and must be signed off by the President or the CEO.

2.2 Types of WorkerThis section distinguishes between the different types of workers the Company employs. Employee status is established at the time of hire and may only be altered via a written statement signed by the Company.

Exempt vs Non-ExemptMost employees are non-exempt, meaning they are entitled by law to at least minimum wage and premium pay for overtime. Exempt employees are not subject to these laws. Exempt status is defined by standards set by state law and the Federal Labor Standards Act (FLSA). This class of employee is usually an executive, an administrator, or a highly paid specialist such as a programmer.

Regular vs. TemporaryRegular employees work a regular schedule, either on a full-time or part-time basis. To be considered full-time, an employee must work at least 35 hours per week. A temporary employee is a person we hire for a short period (usually 3 months at maximum) to assist with a project or remedy a staff shortage. A temporary employee is also employed on an "at-will" basis (defined above).

Independent Contractors & ConsultantsIndependent contractors and consultants are not Company employees, but rather self-employed professionals whom we hire for specific projects. Unlike employees, they do not operate under Company direction, and control their own methods, materials and schedules. They are not eligible for Company benefits.

Section 3. Payroll

3.1 Payment ScheduleEmployees are paid twice a month generally on the 1st and the 15th of the month.

In cases where the regular payday falls on a holiday, Employees will receive payment on the last business day before said holiday.

3.2 WagesWages vary from employee to employee and are based on level of skill and experience. The Company conducts regular evaluations of all employees and issues promotions as it sees fit. Employees who feel entitled to higher pay may contact Treasurer Edgar R. Abreu Jr. to discuss.

In addition to regular pay, employees may have the option of earning overtime pay and/or bonuses.

OvertimeA non-exempt employee may work overtime on the terms defined by Connecticut law pending prior authorization by his or her manager.

3.3 Deductions & GarnishmentDeductionsFederal and state law requires that we deduct the following from every paycheck:

· Social Security· Income tax (federal and state)· Medicare· State Disability Insurance & Family Temporary Disability Insurance· Other deductions required by law or requested by the employee

A Wage and Tax Statement (W-2) recording the previous year's wages and deductions will be provided at the beginning of each calendar year.

If at any time you wish to adjust your income tax withholding, please fill out the designated form and submit it to Accounting.

Wage Garnishment Sometimes, the Company receives legal papers that compel us to garnish an employee's paycheck - that is, submit a portion of said paycheck in payment of an outstanding debt of the Employee. We must, by law, abide by this either until ordered otherwise by the court or until the debt is repaid in full through withheld payments or otherwise.

Section 4. Rights & Policies

The following section summarizes your legal rights as an employee of Greater Norwalk Hispanic Chamber of Commerce. Questions about any policy detailed in this section may be addressed with a Human Resources representative.

4.1 Equal Opportunity Employment PolicyThe Company provides equal employment opportunities to all applicants, without regard to unlawful considerations of or discrimination against race, religion, creed, color, nationality, sex, sexual orientation, gender identity, age, ancestry, physical or mental disability, medical condition or characteristics, marital status, or any other classification prohibited by applicable local, state or federal laws. This policy is applicable to hiring, termination and promotion; compensation; schedules and job assignments; discipline; training; working conditions, and all other aspects of employment with Greater Norwalk Hispanic Chamber of Commerce. As an employee, you are expected to honor this policy and to take an active role in keeping harassment and discrimination out of the workplace.

4.2 Accommodation for Disabled EmployeesWe are happy to work with otherwise qualified disabled employees in order to accommodate limitations, in accordance with the Americans with Disabilities Act (ADA). It is up to the employee to approach his or her supervisor with this request, and to provide medical proof of his or her needs upon the Company's request.

We are also happy to accommodate employees diagnosed with life-threatening illnesses. Such employees are welcome to maintain a normal work schedule if they so desire, provided that we receive medical papers proving their working cannot harm themselves or others and their work remains at acceptable standards.

4.3 Employment of MinorsOur policy on employment of minors adheres to all FLSA standards, including the following:

· Minimum employment age (14 for non-agricultural work)· Maximum weekly hours for employees under 16· Minimum hazardous job employment age (18)· Minimum wage standards for students, apprentices, disabled employees, and employees under

the age of 20.

4.4 Employment of RelativesThe employment of relatives can prove problematic, particularly in situations where relatives share a department or a hierarchical relationship. The Company will not hire relatives to work in any potentially disruptive situation. An employee must inform us if he or she becomes a co-worker's relative. If at any time we perceive the situation to be dysfunctional, we may have to reassign or ask for one relative's resignation in order to remedy the situation.

4.5 Religion & PoliticsGreater Norwalk Hispanic Chamber of Commerce is respectful of all employees' religious affiliations and political views. We ask that if you choose to participate in a political action, you do not associate the Company in any way. We are happy to work with employees to accommodate political and religious obligations, provided accommodations are requested from a manager in advance.

4.6 Private Information

Employee information is considered to be private and only accessed on a need-to-know basis. Your healthcare information is completely confidential unless you choose to share it. In some cases, employees and management may receive guidelines ensuring adherence to the Health Insurance Portability and Accountability Act (HIPAA).

Personnel files and payroll records are confidential and may only be accessed for legitimate reasons. If you wish to view your files, you must set up an appointment in advance with Human Resources. A Company-appointed record keeper must be present during the viewing. You may only make photocopies of documents bearing your signature, and written authorization is needed to remove a file from Company premises. You may not alter your files, although you may add comments to items of dispute.

Certain information, such as dates of employment and rehiring eligibility, are available by request only. We will not release information regarding your compensation without your written permission.

4.7 Leaves of AbsenceEmployees requiring time off from work may apply for a leave of absence.

All leaves must be approved by management. For planned leaves, employees must submit requests at least 10 days in advance. Emergency leaves must be requested as soon as possible. Accepting/performing another job or applying for unemployment benefits during leave will be considered voluntary resignation.

We consider all requests in terms of effect on the Company and reserve the right to approve or deny requests at will, except when otherwise directed by law. Any request for a leave of absence due to disability will be subject to an interactive review. A medical leave request must be supported in a timely manner by a certification from the employee's healthcare provider. Extension of leave must be requested and approved before the current leave ends. No employee is guaranteed reinstatement upon returning from leave, unless the law states otherwise. However, the Company will try to reinstate each returning employee in his or her old position, or one that is comparable.

Below are the three main types of leave that Greater Norwalk Hispanic Chamber of Commerceoffers employees. Some, but not all, are governed by law.

Work-Related Sickness & InjuryEmployees eligible for Worker's Compensation rendered unable to work because of a work-related injury or illness will receive an unpaid leave for the period required. For eligible employees, the first 12 weeks will be treated concurrently as a family and medical leave under FMLA.

Maternity An employee disabled on account of pregnancy, childbirth, or a related medical condition may request an unpaid leave of absence of up to four months. Time off may be requested for prenatal care, severe morning sickness, doctor-ordered bed rest and recovery from childbirth.

Election DaysProvided an employee's schedule does not allow time for voting outside of work, and that he/she is a registered voter, he/she may take up to two hours, with pay, at the beginning or end of a workday, to vote in local, state or national elections.

Section 5. Employment Benefits

5.1 Unemployment InsuranceEmployees rendered unemployed through no fault of their own or due to circumstances prescribed by law, and who meet the State eligibility requirements for time worked or wages earned, may receive unemployment insurance (also called unemployment benefits or compensation). State agencies directly administer this insurance and determine benefit eligibility, amount (if any), and duration.

5.2 Workers' CompensationWorkers' Compensation laws compensate for accidental injuries, death and occupational disabilities suffered in the course of employment. Greater Norwalk Hispanic Chamber of Commerce provides Workers' Compensation Insurance for all employees. Generally, this includes lost wages, disability payments and hospital, medical and surgical expenses (paid directly to hospital/physician) and assistance for injured employees in returning to suitable employment.

5.3 Social Security Benefits (FICA)Both employees and the Company contribute funds to the federal Social Security Program as prescribed by law, providing retirees with benefit payments and medical coverage where applicable.

Section 6. Rules of Conduct

6.1 On the JobReporting for WorkEmployees are expected to begin and end each shift at the time and on the day appointed. You must inform your supervisor before the start of the workday if you will be absent or late and obtain his or her permission to leave early. Absences and late arrivals will be recorded. Should your absences or tardiness exceed a reasonable limit, you will be subject to disciplinary action and possible termination. Failing to call one's supervisor or report to work for consecutive workdays will be considered voluntary resignation and result in removal from payroll.

Staying Safe Safety in the workplace is the Company's number one priority. You must inform your supervisor in the event of unsafe conditions, accident or injury, and use safe working methods at all times.

Meals & BreaksUnless defined otherwise by Connecticut state law, non-exempt employees are entitled to a paid 10-minute break for every four hours of work, as well as a 30-minute meal break for any shift lasting longer than five hours.

Social Media PolicyGreater Norwalk Hispanic Chamber Of Commerce recognizes the importance and relevance of social media and its benefits in allowing us to receive feedback from customers as well as encourage loyalty and maximize revenue. Thus, we encourage employees to use their personal social networking channel to accomplish these goals provided the following guidelines are respected:

When referring to our Company in any way, Greater Norwalk Hispanic Chamber Of Commerceemployees must always conduct themselves in a professional manner and must respect the views and opinions of others. Behavior and content that may be deemed disrespectful, dishonest, offensive, harassing or damaging to the Company's interests or reputation are not allowed and will not be tolerated. The use of social media channels on company time for personal purposes is not allowed.Employees must not disclose private or confidential information about the Company, its employees, clients, suppliers or customers on social networks.

Greater Norwalk Hispanic Chamber Of Commerce reserves the right to monitor company-related employee activity in social media networks; violations of this policy are grounds for discipline in the Company's sole discretion.

Cell Phone UseCell phones brought to work must be on silent or vibrate mode to avoid disrupting coworkers. They may only be used during breaks and meal periods, away from where others are working. If cell phone use interferes with operations in any way, an employee's cell phone privilege may be rescinded and disciplinary action, up to and including termination, may be used.

Employees who receive Company cell phones should strive to use them for Company business only. All phones must be shut off during meetings.

6.2 Rules & PoliciesConfidentiality

No previous or current employee may disclose or give access to confidential Company information, in any way or at any time, unless otherwise authorized by Management.

Discrimination & HarassmentIn keeping with our Equal Opportunity Employment clause, the Company will not tolerate on-site discrimination or harassment on any legally protected basis, including that of physical characteristics, mental characteristics, race, religious or political views, nationality, disability, medical condition, sex, sexual preference, or gender identification. Harassment and discriminatory behavior among employees or contractors will result in disciplinary action, with the possibility of termination. Discrimination and harassment by customers or other business associates should be immediately reported to your supervisor, at which point the Company will investigate and take corrective action. You are welcome to seek legal relief if you find the Company's actions inadequate.

Drugs & Alcohol Good performance on the part of our employees is crucial to Greater Norwalk Hispanic Chamber of Commerce's success. For this reason, we strictly forbid employees to do the following while at work*:

· Drinking alcohol and selling, purchasing or using illegal drugs at work. An "illegal drug" is any drug that has not been obtained by legal means. This includes prescription drugs being used for non-prescribed purposes.

· Possession of any non-prescribed controlled substance, including alcohol and legal but illegally obtained prescription drugs.

· Reporting for work intoxicated. We reserve the right to test employees for substance abuse. Illegal drugs, illegal drug metabolites, or excessive alcohol in your system will result in disciplinary action up to and including termination.

The Company cares about the overall health and well-being of its employees. Any employee who feels that he/she is developing a substance abuse problem is urged to seek help. The Company will grant time off (within reason) for rehabilitation. Be advised, however, that this will not excuse a substance-related offense. In some cases, completion of Company-approved rehabilitation program may serve as an alternative to termination.

*Including any part of Company property, Company vehicles, and during work hours.

6.3 Disciplinary ActionThe Company takes disciplinary matters very seriously and will exact discipline as it sees fit for any unacceptable action or behavior. These may include:

· Excessive lateness and/or absence· Improper or indecent conduct· Poor communication· Uncooperative attitude· Abuse, perfunctory or unauthorized use, or unauthorized possession of Company property· Unauthorized use or disclosure of Company information· Possession and/or use of illegal drugs, weapons or explosives· Illegal harassment and/or discrimination - of any kind· Violations of Company policy

Disciplinary action may consist of anything from verbal/written warnings and counseling, to demotion, transfer, suspension or termination. Rather than follow rote procedures, the Company will handle each matter individually to ensure fairness to all involved. Please review and internalize the list of "Don'ts" above and try to use good judgment at all times.

Workplace InspectionsAt Greater Norwalk Hispanic Chamber of Commerce we have a responsibility to protect our employees and our property. For this reason, we reserve the right to inspect the following, at any time, with or without notice:

· Offices· Computers and other equipment· Company vehicles · Any personal possessions brought onto Company premises, such as handbags, briefcases, and

vehicles.

All inspections are compulsory. Those who resist inspection may be denied access to Company premises and be subject to disciplinary action.

At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook

Employee:

I acknowledge that I have received a copy of the Greater Norwalk Hispanic Chamber of CommerceEmployee Handbook, which contains vital information on the Company's policies, procedures and benefits.

I understand that this Handbook's policies are intended only as guidelines, not as a contract of employment. I understand that my employment is on "at-will" terms and therefore subject to termination, with or without notice or obvious reason, by myself or the Company. Changes to my "at-will" status may only take the form of a written agreement signed by an authorized member of the Company as well as myself. This agreement supersedes all prior/contemporaneous inconsistent agreements.

I understand that the Company may change its policies, procedures and benefits at any time at its sole discretion, as well as interpret or vary them however it deems appropriate.

I have read (or will read) and agree to abide by all policies and procedures contained therein.

By: Date:

By: Date:Warren Pena

Attachment Eligibility Intake Form

Eligibility Intake Form

First NAME __________________________ Last Name__________________________

Address Street __________________________ Apt/unit #_______________________

City__________________________ Zip code_______________

State_________________ Household size _________________________

Income Weekly, by Weekly, Monthly or annually ________________________________

Ethnicity ___________________________

Signature ___________________________ Date__________________

Operating Budget 2019-2020

Year Source Amount Total 2019 .Donations from The Daphne

Seybolt Culpeper Memorial Foundation, Inc.

Latinos Unidos de Connecticut GNHCC Member Fees

Donation $15,000. Donation $5000. Members $5000.

$25,000

2020 Funds Remaining from 2019 $3800. $3,800.

Procurement Policy

1. Warren vice president and Mariella president both must sign off on all purchase orders.

2. Edgar the treasurer must also approve purchases before being submitted to Warren and

Mariella.

3. Any purchase over $2000. Must be discussed with the board for approval of project.

4. Any conflict of interest among board members or potential work must be made public at

board meetings.

5. Any and all information discussed is private and written permission must be given by

Mariella to share any important personal or business related information.

6. Record keeping must be carried out by Board members and the Secretary documenting

any discussions, proposals, conflicts, board minutes, purchases and claims or requests

and kept confidential.

Statement of Equal Opportunity and Non-Discrimination

The Greater Norwalk Hispanic Chamber of Commerce does not and shall not discriminate on the basis of

race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital

status, sexual orientation, or military status, in any of its activities or operations. These activities include,

but are not limited to, hiring and firing of staff, selection of volunteers and vendors, and provision of

services. We are committed to providing an inclusive and welcoming environment for all members of

our staff, clients, volunteers, subcontractors, vendors, and clients.

Statement Regarding Individuals Who Are Not Proficient in English

GNHCC’s Language Access Plan

1) Emphasizing the importance of providing appropriate language-based access to the

GNHCC’s programs and activities;

2) setting forth the GNHCC language access procedure; and

3) assigning and naming managers and staff responsible for implementation.

Definition of LEP Persons

For purposes of this Language Access Plan (the Plan), Limited English Proficient (LEP) persons or LEP

customers mean individuals who do not speak English as their primary language and who have a limited

ability to read, write, speak, or understand English. Such persons may be eligible to receive language

assistance with respect to a particular service, benefit, or encounter.

Point of First Contact

GNHCC will, at the point of first contact with an LEP individual, make reasonable efforts to conduct or

arrange for an initial assessment of the need for language assistance services. Components also should

make reasonable efforts to obtain such services if they are needed to effectively communicate with the

individual. Component staff can determine whether a person needs language assistance in several ways:

• Self-identification by the non-English speaker, LEP individual, or companion;

• Multilingual signage shall be posted in public contact places asking LEP customers to identify the

language they need. The agency shall make use of bilingual personnel for initial interpretation

services and may use telephonic interpretation services, contract interpreters, or community or

professional services as may be necessary. The agency shall maintain a list of its bilingual staff

that are willing to provide interpretation services as well as a list of the most common languages

encountered

• Inquiring as to the primary language of the individual if they have self-identified as needing

language assistance services;

• Asking a multilingual staff person or qualified interpreter to verify an individual’s primary

language;

• Using an “I Speak” language identification card or poster (examples can be found at

http://www.justice.gov/crt/lep/resources/ISpeakCards2004.pdf)

• Identifying the language needs of an LEP individual;

• Working with an interpreter in person or on the telephone;

• Providing documents and notices in a multilingual format;

• Requesting documents for translation if not available;

• Accessing and providing language assistance services through multilingual employees, in-house

interpreters and translators, or contracted personnel;

• Duties of professional responsibility with respect to LEP individuals;

• Interpreter ethics;

• Reporting and tracking the use of language assistance services; and

• Tips on providing effective assistance to LEP individuals;

Quality Control of Process and Outcomes

Ensuring the quality and accuracy of language assistance services provided by the GNHCC is critical to

providing LEP individuals with meaningful access to Department programs and activities. Components

should take reasonable steps to ensure that all staff or contracted personnel who serve as translators,

interpreters, or who communicate “in-language” with LEP persons, are competent to do so.

Considerations of competency in light of particular tasks may include:

• Proficiency in and ability to communicate information accurately in both English and the target

language;

• Ability to identify and employ the appropriate mode of interpreting (e.g., consecutive,

simultaneous, or sight translation), translating, or communicating fluently in the target

language;

• Knowledge in both languages of any specialized terms or concepts particular to the

component’s program or activity and of any particularized vocabulary used by the LEP person;

• Understanding and following confidentiality, impartiality, and ethical rules to the same extent

as GNHCCf;

• Understanding and adhering to applicable role as interpreter, translator, or multilingual staff.

Special Guidance

Components should also take reasonable steps to ensure that all staff or contracted personnel who

serve as translators are briefed by component staff on the context and intended audience for the

translated text. For example, components may elect to provide guidance with respect to style, technical

word choice, phrasing, or reading level depending on the context or target audience.

Attachment Timeline

Covid-19 Response Plan Timeline

June 1, 2020 Marketing and Advertising of proposed programs to aide

the Norwalk community and GHNCC members in the prevention of

Covid-19 initiated.

June 4, 2020 Public hearing and presentation of our program proposal

and request for funds to the council.

June 15, 2020 All PPE sources identified and quotes of prices

completed.

July 6, 2020 Print and marketing materials verbiage on Covid-19

guidelines, resources and support in spanish completed and fully

edited.

July 14, 2020 Common Council Action

July 16, 2020 Marketing materials in print and electronic media in

spanish on guidelines for Covid-19 and resources launched.

July 16, Announcement on all supports from GHNCC to the

community and members.

July 16, 2020 Marketing, Advertisements and education/translation

services and PPE to begin and continually distribute until supplies

are exhausted or December 31, 2020

December 31, 2020-6/31/2021 Continue scope of work to prepare,

prevent and respond to the needs of the City of Norwalk.