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Transcript of Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME.
Introduction to Employee Handbook
PresenterINSERT NAME
INSERT ORGANIZATION NAME
The Standards for Excellence® Code 8 Principles & 55 Standards
Mission and Program Governing Body Conflict of Interest Human Resources Financial & Legal Openness Fundraising Public Policy & Public Affairs
The Standards for Excellence® Code A blueprint for well managed and responsibly
governed nonprofit organizations
The Standards for Excellence® Code Educational resources to help you build a
stronger, more attractive and sustainable nonprofit institution.
Human Resources
A. Personnel Policies
1. Written Policies & Procedures
2. Volunteers
B. Employee Performance Evaluation
C. Employee Orientation
What to Cover Working Conditions Confidentiality of employee, client and
organization records and information Hiring and Firing Grievance Procedures Employee Growth and Development Benefits Employee Evaluation
Personnel Policies
Drug-Free and Alcohol Free Workplace
Equal Employment Opportunities
Contracts and Consultants
Harassment and Sexual Harassment
Conflict of Interest
Workplace Practices
Page 1-2
Ensure a safe, healthy, productive work environment
Organizations receiving $100,000+ federal funds must have drug-free workplace policy that includes a drug awareness program
Employer can require drug-testing under most circumstances
Drug and Alcohol Free Workplace
Pages 1-3
•Will not discriminate based on gender, sexual orientation, race, color, creed, religion, national origin, marital status, age, disability or any other characteristic protected by law
INSERT STATE LAWS IF APPLICABLE
Local jurisdictions may have additional requirements
Distinguish EEO from Affirmative Action Plan
Equal Employment Opportunity
Page 1-4
Based on language in OMB A-110
Helps prevent single source bidding and ensures a more fair contracting procedure
Maybe required if your organization receives federal funds
Can stave of unflattering stories
Contracts and Consultants
Page 1-5 Will not condone, excuse or tolerate harassment based on gender, sexual preference, race, color, religion, national origin, marital status, age, disability or any other characteristic protected by law
Establish procedure for reporting; allow reporting to several people
Investigate promptly and take action
Have a bypass for the Executive Director
Avoid language that discourages complaints
Harassment/Sexual Harassment
Page 1-7 Applies to:
– Financial interests– Personal benefit or advantage
due to relationship Applies to employees &
volunteers; can use same policy for Board of Directors
Disclosure required Interested party abstains from
vote or removes themselves from the decision-making process
Conflict of Interest
Page 2-1 Communications, certain
information, records(organizational and clients)
Consider written agreement for employees with access to confidential information (FORMS Page 5)
Can also include a confidentiality provision in the employee’s job description
Confidentiality
Hiring:
• Background checks and interviewing
• Classify employee positions
• Determine whether employee is exempt or nonexempt
• Provide employee with job description
Hiring and Firing
Firing:
• Have a written policy
• If provide for progressive discipline, make sure you preserve at will employment
Hiring and Firing
Page 6-4 Cover violations of policy, unfair
treatment with regard to wages, promotion, termination, working conditions, etc.
Policy must be in writing Sarbanes Oxley requires all
organizations to publish a grievance or Whistleblower policy; INSERT STATE LAW IF APPLICABLE TO NONPROFIT ORGANIZATIONS
Grievance Procedures
Conferences and Meetings for employees (p.6-4)
Set a budget
Make only rare exceptions
Professional Memberships (p. 6-4)
Set a limit
Beyond limit, employee pays for him/herself
Tuition Assistance: (p. 4-8) Make sure that amount is preset, certain grade is required and employee must stay in job or pay back tuition
Employee Growth and Development
Employee Benefits
Objectives and Considerations:• Employee recruitment• Employee retention• Who’s eligible and when
– Length of service– Employee classification
• Does organization pay all/part of premiums
• Dependent coverage
Employee Benefits
What do you offer? Vacation leave Sick leave Paid Time Off Long-term, short-term disability Medical, dental, vision insurance Life insurance Retirement plan Survey Other
• Credit union membership• Discount club membership• Tuition assistance
Employee Benefits
Vacation leaveMust have written policy or will have to pay employee for all accumulated leaveShould address how and when vacation can be takenCan increase based on seniority
Sick leaveMany employees take when not sickTypically not paid out
Paid Time OffCombines sick and vacation leave
Vacation, Sick Leave, and Paid Time Off
REMEMBER:
COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) requires:
Notification of entitlement to continue participating in group health and/or dental plan…
A sample COBRA Notification Letter is located on FORMS Pages 16-19
Employee Benefits
Page 6-3• Written Evaluations – Nonprofits have
an obligation to employees to a regular (at least annually) written evaluation.
• Ideally, nonprofit managers are providing more regular feedback for employees and praising excellent work or providing suggestions for improvement, as needed.
Employee Performance Evaluation
Reinforce accountability & stewardship by assuring organization spends resources well, makes progress towards achieving mission, and provides quality services.
Employee Performance Evaluation
System in place for regular written evaluation of employees by their respective supervisor
Most organizations use a combination of a subjective and objective system
Board evaluates executive director on an annual basis, at a minimum
May have a three or six month evaluation at the end of the probationary or introductory period
Evaluation Recommendations
New Employees – Nonprofit organizations
should have a process in place that orients
new employees to the organization Provide new employees with a copy of the
Standards for Excellence codebook Position descriptions for all staff (FORMS
Page 24)
Employee Orientation
Should include a review of the personnel policies,
procedures
Position description
Introduction to Standards for Excellence
Employee Orientation
See FORMS Page 14, 15• Welcome• About the organization, mission,
philosophy, history, etc.• Payroll orientation, personnel forms• Benefits (COBRA/HIPAA, other)• Personnel policies• Training programs• Meet the staff• Computer systems• Introduction to Standards for Excellence• Employee manual with acknowledgement
Sample Orientation Checklist
Questions and Answers
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