SAMPLEEMPLOYEEHANDBOOK

2004NationalCouncilofNonprofitAssociations Maybeduplicated,withattribution,bycharitableorganizations.

EMPLOYEERECEIPTANDACCEPTANCE Iherebyacknowledgereceiptofthe{OrganizationName}EmployeeHandbook.Iunderstand thatitismycontinuingresponsibilitytoreadandknowitscontents.Ialsounderstandandagreethat theEmployeeHandbookisnotanemploymentcontractforanyspecificperiodofemploymentorfor continuingorlongtermemployment.Therefore,IacknowledgeandunderstandthatunlessIhavea writtenemploymentagreementwith{ORGANIZATIONNAME}thatprovidesotherwise,Ihavethe righttoresignfrommyemploymentwith{ORGANIZATIONNAME}atanytimewithorwithout noticeandwithorwithoutcause,andthat{ORGANIZATIONNAME}hastherighttoterminatemy employmentatanytimewithorwithoutnoticeandwithorwithoutcause. Ihaveread,understandandagreetoalloftheabove.Ihavealsoreadandunderstandthe {ORGANIZATIONNAME}EmployeeHandbook.IagreetoreturntheEmployeeHandbookupon terminationofmyemployment.

Signature_____________________________________________ PrintName____________________________________________ Date________________________

CONFIDENTIALITYPOLICYANDPLEDGE Anyinformationthatanemployeelearnsabout{ORGANIZATIONNAME},oritsmembers ordonors,asaresultofworkingfor{ORGANIZATIONNAME}thatisnototherwisepublicly availableconstitutesconfidentialinformation.Employeesmaynotdiscloseconfidentialinformation toanyonewhoisnotemployedby{ORGANIZATIONNAME}ortootherpersonsemployedby {ORGANIZATIONNAME}whodonotneedtoknowsuchinformationtoassistinrendering services. Thedisclosure,distribution,electronictransmissionorcopyingof{ORGANIZATION NAME}sconfidentialinformationisprohibited.Anyemployeewhodisclosesconfidential {ORGANIZATIONNAME}informationwillbesubjecttodisciplinaryaction(includingpossible separation),evenifheorshedoesnotactuallybenefitfromthedisclosureofsuchinformation. Iunderstandtheabovepolicyandpledgenottodiscloseconfidentialinformation. Signature: PrintName: Date: PleasesignandreturntotheManagerofFinanceandAdministration
{ORGANIZATION NAME} Employee Handbook
2004NationalCouncilofNonprofitAssociations Maybeduplicated,withattribution,bycharitableorganizations.

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{ORGANIZATIONNAME} EMPLOYEEHANDBOOK TABLEOFCONTENTS

PAGE

I. II. III. IV. V. VI. VII.

MISSION ..................................................................................................................................... X OVERVIEW................................................................................................................................. X VOLUNTARYATWILLEMPLOYMENT ............................................................................. X EQUALEMPLOYMENTOPPORTUNITY ............................................................................ X POLICYAGAINSTWORKPLACEHARASSMENT ............................................................ X SOLICITATION ......................................................................................................................... X HOURSOFWORK,ATTENDANCEANDPUNCTUALITY ............................................. X A. HoursofWork ................................................................................................................... X B. AttendanceandPunctuality ............................................................................................ X C. Overtime ............................................................................................................................ X A. DefinitionofTerms ........................................................................................................... X

VIII. EMPLOYMENTPOLICIESANDPRACTICES ..................................................................... X IX. POSITIONDESCRIPTIONANDSALARYADMINISTRATION ...................................... X X. WORKREVIEW ......................................................................................................................... X XI. ECONOMICBENEFITSANDINSURANCE ....................................................................... X
A. B. C. D. E. A. B. C. D. E. F. G. H. I. J. K. Health/LifeInsurance ....................................................................................................... X SocialSecurity/Medicare/Medicaid ................................................................................ X WorkersCompensationandUnemploymentInsurance ............................................ X RetirementPlan ................................................................................................................. X TaxDeferredAnnuityPlan.............................................................................................. X Holidays.............................................................................................................................. X Vacation ........................................................................................................................... XX SickLeave ........................................................................................................................ XX PersonalLeave ................................................................................................................ XX MilitaryLeave................................................................................................................. XX JuryDuty ......................................................................................................................... XX ParentalLeave................................................................................................................. XX BereavementLeave ........................................................................................................ XX ExtendedPersonalLeave .............................................................................................. XX SevereWeatherConditions .......................................................................................... XX MeetingsandConferences ...............................................................................................XX
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XII. LEAVEBENEFITSANDOTHERWORKPOLICIES ........................................................... X

{ORGANIZATION NAME} Employee Handbook

2004NationalCouncilofNonprofitAssociations Maybeduplicated,withattribution,bycharitableorganizations.

XIII. REIMBURSEMENTOFEXPENSES ..................................................................................... XX XIV. SEPARATION ......................................................................................................................... XX XV. RETURNOFPROPERTY ...................................................................................................... XX XVI. REVIEWOFPERSONNELANDWORKPRACTICES..................................................... XX XVII. PERSONNELRECORDS ...................................................................................................... XX XVIII.OUTSIDEEMPLOYMENT..................................................................................................... XX XIX. NONDISCLOSUREOFCONFIDENTIALINFORMATION ......................................... XX XX. COMPUTERANDINFORMATIONSECURITY .............................................................. XX XXI. INTERNETACCEPTABLEUSEPOLICY .......................................................................... XX

{ORGANIZATION NAME} Employee Handbook

2004NationalCouncilofNonprofitAssociations Maybeduplicated,withattribution,bycharitableorganizations.

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I. II.

MISSION

OVERVIEW

The{ORGANIZATIONNAME}EmployeeHandbook(theHandbook)hasbeen developedtoprovidegeneralguidelinesabout{ORGANIZATIONNAME}policiesand proceduresforemployees.Itisaguidetoassistyouinbecomingfamiliarwithsomeofthe privilegesandobligationsofyouremployment,including{ORGANIZATIONNAME}spolicy ofvoluntaryatwillemployment.NoneofthepoliciesorguidelinesintheHandbookare intendedtogiverisetocontractualrightsorobligations,ortobeconstruedasaguaranteeof employmentforanyspecificperiodoftime,oranyspecifictypeofwork.Additionally,withthe exceptionofthevoluntaryatwillemploymentpolicy,theseguidelinesaresubjectto modification,amendmentorrevocationby{ORGANIZATIONNAME}atanytime,without advancenotice. Thepersonnelpolicesof{ORGANIZATIONNAME}areestablishedbytheBoardof Directors,whichhasdelegatedauthorityandresponsibilityfortheiradministrationtothe ExecutiveDirector.TheExecutiveDirectormay,inturn,delegateauthorityforadministering specificpolicies.EmployeesareencouragedtoconsulttheExecutiveDirectorforadditional informationregardingthepolicies,procedures,andprivilegesdescribedinthisHandbook. QuestionsaboutpersonnelmattersalsomaybereviewedwiththeExecutiveDirector. {ORGANIZATIONNAME}willprovideeachindividualacopyofthisHandbookupon employment.Allemployeesareexpectedtoabidebyit.Thehigheststandardsofpersonaland professionalethicsandbehaviorareexpectedofall{ORGANIZATIONNAME}employees. Further,{ORGANIZATIONNAME}expectseachemployeetodisplaygoodjudgment, diplomacyandcourtesyintheirprofessionalrelationshipswithmembersof{ORGANIZATION NAME}sBoardofDirectors,committees,membership,staff,andthegeneralpublic.

 III. VOLUNTARYATWILLEMPLOYMENT

Unlessanemployeehasawrittenemploymentagreementwith{ORGANIZATION NAME},whichprovidesdifferently,allemploymentat{ORGANIZATIONNAME}isatwill. Thatmeansthatemployeesmaybeterminatedfromemploymentwith{ORGANIZATION NAME}withorwithoutcause,andemployeesarefreetoleavetheemploymentof {ORGANIZATIONNAME}withorwithoutcause.Anyrepresentationbyany {ORGANIZATIONNAME}officeroremployeecontrarytothispolicyisnotbindingupon {ORGANIZATIONNAME}unlessitisinwritingandissignedbytheExecutiveDirectorwith theapprovaloftheBoardofDirectors. IV. EQUALEMPLOYMENTOPPORTUNITY

{ORGANIZATIONNAME}shallfollowthespiritandintentofallfederal,state andlocalemploymentlawandiscommittedtoequalemploymentopportunity.Tothatend, theBoardofDirectorsandExecutiveDirectorof{ORGANIZATIONNAME}willnot discriminateagainstanyemployeeorapplicantinamannerthatviolatesthelaw. {ORGANIZATIONNAME}iscommittedtoprovidingequalopportunityforallemployeesand applicantswithoutregardtorace,color,religion,nationalorigin,sex,age,maritalstatus,sexual orientation,disability,politicalaffiliation,personalappearance,familyresponsibilities, matriculationoranyothercharacteristicprotectedunderfederal,stateorlocallaw.Each personisevaluatedonthebasisofpersonalskillandmerit.{ORGANIZATIONNAME}s policyregardingequalemploymentopportunityappliestoallaspectsofemployment, includingrecruitment,hiring,jobassignments,promotions,workingconditions,scheduling, benefits,wageandsalaryadministration,disciplinaryaction,termination,andsocial, educationalandrecreationalprograms.TheExecutiveDirectorshallactastheresponsible agentinthefullimplementationoftheEqualEmploymentOpportunitypolicy. {ORGANIZATIONNAME}willnottolerateanyformofunlawful discrimination.Allemployeesareexpectedtocooperatefullyinimplementingthispolicy.In particular,anyemployeewhobelievesthatanyotheremployeeof{ORGANIZATIONNAME} mayhaveviolatedtheEqualEmploymentOpportunityPolicyshouldreportthepossible violationtotheExecutiveDirector. If{ORGANIZATIONNAME}determinesthataviolationofthispolicyhasoccurred,it willtakeappropriatedisciplinaryactionagainsttheoffendingparty,whichcaninclude counseling,warnings,suspensions,andtermination.Employeeswhoreport,ingoodfaith, violationsofthispolicyandemployeeswhocooperatewithinvestigationsintoalleged violationsofthispolicywillnotbesubjecttoretaliation.Uponcompletionoftheinvestigation, {ORGANIZATIONNAME}willinformtheemployeewhomadethecomplaintoftheresultsof theinvestigation.

 {ORGANIZATIONNAME}isalsocommittedtocomplyingfullywithapplicable disabilitydiscriminationlaws,andensuringthatequalopportunityinemploymentexistsat {ORGANIZATIONNAME}forqualifiedpersonswithdisabilities.Allemploymentpractices andactivitiesareconductedonanondiscriminatorybasis.Reasonableaccommodationswill beavailabletoallqualifieddisabledemployees,uponrequest,solongasthepotential accommodationdoesnotcreateanunduehardshipon{ORGANIZATIONNAME}.Employees whobelievethattheymayrequireanaccommodationshoulddiscusstheseneedswiththe ExecutiveDirector. Ifyouhaveanyquestionsregardingthispolicy,pleasecontacttheExecutiveDirector. V.

POLICYAGAINSTWORKPLACEHARASSMENT

{ORGANIZATIONNAME}iscommittedtoprovidingaworkenvironmentforall employeesthatisfreefromsexualharassmentandothertypesofdiscriminatoryharassment. Employeesareexpectedtoconductthemselvesinaprofessionalmannerandtoshowrespect fortheircoworkers. {ORGANIZATIONNAME}scommitmentbeginswiththerecognitionand acknowledgmentthatsexualharassmentandothertypesofdiscriminatoryharassmentare,of course,unlawful.Toreinforcethiscommitment,{ORGANIZATIONNAME}hasdevelopeda policyagainstharassmentandareportingprocedureforemployeeswhohavebeensubjectedto orwitnessedharassment.Thispolicyappliestoallworkrelatedsettingsandactivities,whether insideoroutsidetheworkplace,andincludesbusinesstripsandbusinessrelatedsocialevents. {ORGANIZATIONNAME}sproperty(e.g.telephones,copymachines,facsimilemachines, computers,andcomputerapplicationssuchasemailandInternetaccess)maynotbeusedto engageinconductthatviolatesthispolicy.{ORGANIZATIONNAME}spolicyagainst harassmentcoversemployeesandotherindividualswhohavearelationshipwith {ORGANIZATIONNAME}whichenables{ORGANIZATIONNAME}toexercisesomecontrol overtheindividualsconductinplacesandactivitiesthatrelateto{ORGANIZATIONNAME}s work(e.g.directors,officers,contractors,vendors,volunteers,etc.). ProhibitionofSexualHarassment:{ORGANIZATIONNAME}spolicyagainstsexual harassmentprohibitssexualadvancesorrequestsforsexualfavorsorotherphysicalorverbal conductofasexualnature,when:(1)submissiontosuchconductismadeanexpressorimplicit conditionofemployment;(2)submissiontoorrejectionofsuchconductisusedasabasisfor employmentdecisionsaffectingtheindividualwhosubmitstoorrejectssuchconduct;or(3) suchconducthasthepurposeoreffectofunreasonablyinterferingwithanemployeeswork performanceorcreatinganintimidating,hostile,humiliating,oroffensiveworking environment. Whileitisnotpossibletolistallofthecircumstanceswhichwouldconstitutesexual harassment,thefollowingaresomeexamples:(1)unwelcomesexualadvanceswhetherthey involvephysicaltouchingornot;(2)requestsforsexualfavorsinexchangeforactualor

promisedjobbenefitssuchasfavorablereviews,salaryincreases,promotions,increased benefits,orcontinuedemployment;or(3)coercedsexualacts. Dependingonthecircumstances,thefollowingconductmayalsoconstitutesexual harassment:(1)useofsexualepithets,jokes,writtenororalreferencestosexualconduct,gossip regardingonessexlife;(2)sexuallyorientedcommentonanindividualsbody,commentabout anindividualssexualactivity,deficiencies,orprowess;(3)displayingsexuallysuggestive objects,pictures,cartoons;(4)unwelcomeleering,whistling,deliberatebrushingagainstthe bodyinasuggestivemanner;(5)sexualgesturesorsexuallysuggestivecomments;(6)inquiries intoonessexualexperiences;or(7)discussionofonessexualactivities. Whilesuchbehavior,dependingonthecircumstances,maynotbesevereorpervasive enoughtocreateasexuallyhostileworkenvironment,itcannonethelessmakecoworkers uncomfortable.Accordingly,suchbehaviorisinappropriateandmayresultindisciplinary actionregardlessofwhetheritisunlawful. Itisalsounlawfulandexpresslyagainst{ORGANIZATIONNAME}policytoretaliate againstanemployeeforfilingacomplaintofsexualharassmentorforcooperatingwithan investigationofacomplaintofsexualharassment. ProhibitionofOtherTypesofDiscriminatoryHarassment:Itisalsoagainst {ORGANIZATIONNAME}spolicytoengageinverbalorphysicalconductthatdenigratesor showshostilityoraversiontowardanindividualbecauseofhisorherrace,color,gender, religion,sexualorientation,age,nationalorigin,disability,orotherprotectedcategory(orthat oftheindividualsrelatives,friends,orassociates)that:(1)hasthepurposeoreffectofcreating anintimidating,hostile,humiliating,oroffensiveworkingenvironment;(2)hasthepurposeor effectofunreasonablyinterferingwithanindividualsworkperformance;or(3)otherwise adverselyaffectsanindividualsemploymentopportunities. Dependingonthecircumstances,thefollowingconductmayconstitutediscriminatory harassment:(1)epithets,slurs,negativestereotyping,jokes,orthreatening,intimidating,or hostileactsthatrelatetorace,color,gender,religion,sexualorientation,age,nationalorigin,or disability;and(2)writtenorgraphicmaterialthatdenigratesorshowshostilitytowardan individualorgroupbecauseofrace,color,gender,religion,sexualorientation,age,national origin,ordisabilityandthatiscirculatedintheworkplace,orplacedanywherein {ORGANIZATIONNAME}spremisessuchasonanemployeesdeskorworkspaceoron {ORGANIZATIONNAME}sequipmentorbulletinboards.Otherconductmayalsoconstitute discriminatoryharassmentifitfallswithinthedefinitionofdiscriminatoryharassmentsetforth above. Itisalsoagainst{ORGANIZATIONNAME}spolicytoretaliateagainstanemployeefor filingacomplaintofdiscriminatoryharassmentorforcooperatinginaninvestigationofa complaintofdiscriminatoryharassment.

 ReportingofHarassment:Ifyoubelievethatyouhaveexperiencedorwitnessedsexual harassmentorotherdiscriminatoryharassmentbyanyemployeeof{ORGANIZATION NAME},youshouldreporttheincidentimmediatelytoyoursupervisorortotheExecutive Director.Possibleharassmentbyotherswithwhom{ORGANIZATIONNAME}hasabusiness relationship,includingcustomersandvendors,shouldalsobereportedassoonaspossibleso thatappropriateactioncanbetaken. {ORGANIZATIONNAME}willpromptlyandthoroughlyinvestigateallreportsof harassmentasdiscreetlyandconfidentiallyaspracticable.Theinvestigationwouldgenerally includeaprivateinterviewwiththepersonmakingareportofharassment.Itwouldalso generallybenecessarytodiscussallegationsofharassmentwiththeaccusedindividualand otherswhomayhaveinformationrelevanttotheinvestigation.{ORGANIZATIONNAME}s goalistoconductathoroughinvestigation,todeterminewhetherharassmentoccurred,andto determinewhatactiontotakeifitisdeterminedthatimproperbehavioroccurred. If{ORGANIZATIONNAME}determinesthataviolationofthispolicyhasoccurred,it willtakeappropriatedisciplinaryactionagainsttheoffendingparty,whichcaninclude counseling,warnings,suspensions,andtermination.Employeeswhoreportviolationsofthis policyandemployeeswhocooperatewithinvestigationsintoallegedviolationsofthispolicy willnotbesubjecttoretaliation.Uponcompletionoftheinvestigation,{ORGANIZATION NAME}willinformtheemployeewhomadethecomplaintoftheresultsoftheinvestigation. Compliancewiththispolicyisaconditionofeachemployeesemployment.Employees areencouragedtoraiseanyquestionsorconcernsaboutthispolicyoraboutpossible discriminatoryharassmentwiththeExecutiveDirector.Inthecasewheretheallegationof harassmentisagainsttheExecutiveDirector,pleasenotifythestaffmemberdesignatedas grievanceofficer. VI. SOLICITATION

Employeesareprohibitedfromsoliciting(personallyorviaelectronicmail)for membership,pledges,subscriptions,thecollectionofmoneyorforanyotherunauthorized purposeanywhereon{ORGANIZATIONNAME}propertyduringworktime,especiallythose ofapartisanorpoliticalnature.Worktimeincludestimespentinactualperformanceofjob dutiesbutdoesnotincludelunchperiodsorbreaks.Nonworkingemployeesmaynotsolicitor distributetoworkingemployees.Personswhoarenotemployedby{ORGANIZATION NAME}maynotsolicitordistributeliteratureon{ORGANIZATIONNAME}spremisesatany timeforanyreason. Employeesareprohibitedfromdistributing,circulatingorposting(onbulletinboards, refrigerators,walls,etc.)literature,petitionsorothermaterialsatanytimeforanypurpose withoutthepriorapprovaloftheExecutiveDirectororhis/herdesignee.

VII.

HOURSOFWORK,ATTENDANCEANDPUNCTUALITY A. HoursofWork

Thenormalworkweekfor{ORGANIZATIONNAME}shallconsistoffive(5),seven(7) hourdays.Ordinarily,workhoursarefrom9:00a.m.5:00p.m.,MondaythroughFriday, includingonehour(unpaid)forlunch.Employeesmayrequesttheopportunitytovarytheir workschedules(withinemployerdefinedlimits)tobetteraccommodatepersonal responsibilities.Subjectto{ORGANIZATIONNAME}workassignmentsandExecutive Directorapproval,theemployeessupervisorshalldeterminethehoursofemploymentthat bestsuitstheneedsoftheworktobedonebytheindividualemployee. B. AttendanceandPunctuality Attendanceisakeyfactorinyourjobperformance.Punctualityandregularattendance areexpectedofallemployees.Excessiveabsences(whetherexcusedorunexcused),tardinessor leavingearlyisunacceptable.Ifyouareabsentforanyreasonorplantoarrivelateorleave early,youmustnotifyyoursupervisorandtheofficemanagerasfarinadvanceaspossibleand nolaterthanonehourbeforethestartofyourscheduledworkday.Intheeventofan emergency,youmustnotifyyoursupervisorassoonaspossible. Forallabsencesextendinglongerthanoneday,youmusttelephoneyourimmediate supervisorpriortothestartofeachscheduledworkday.Whenreportinganabsence,you shouldindicatethenatureoftheproblemcausingyourabsenceandyourexpectedreturnto workdate.Aphysiciansstatementmayberequiredasproofoftheneedforanyillnessrelated absenceregardlessofthelengthoftheabsence. Exceptasprovidedinotherpolicies,anemployeewhoisabsentfromworkforthree consecutivedayswithoutnotificationtohisorhersupervisorortheExecutiveDirectorwillbe consideredtohavevoluntarilyterminatedhisorheremployment.Theemployeesfinal paycheckwillbemailedtothelastmailingaddressonfilewith{ORGANIZATIONNAME}. Excessiveabsences,tardinessorleavingearlywillbegroundsfordisciplineuptoand includingtermination.Dependingonthecircumstances,includingtheemployeeslengthof employment,{ORGANIZATIONNAME}maycounselemployeespriortoterminationfor excessiveabsences,tardinessorleavingearly. C. Overtime Overtimepay,whichisapplicableonlytoNonExemptEmployees,isforanytime workedinexcessof40hoursinaworkweek.OnlytheExecutiveDirectororhisorher designee,upontherequestofanemployeessupervisor,mayauthorizeovertime.Overtime rateisoneandonehalftime(1)theemployeesstraighttimerate,exceptininstances

involvingaSundayorholidayswhentherateistwotimestheregularrate.Paymentof overtimewillbeprovidedinthepayperiodfollowingtheperiodinwhichitisearned. VIII. EMPLOYMENTPOLICIESANDPRACTICES A. DefinitionofTerms 1. Employer.The{OrganizationName}istheemployerofallfulltime,parttime andtemporaryemployees.Anemployeeishired,providedcompensationand applicablebenefits,andhashisorherworkdirectedandevaluatedby {ORGANIZATIONNAME}. FullTimeEmployee.AFullTimeEmployeeregularlyworksatleast35hours perweek PartTimeEmployee.APartTimeEmployeeregularlyworkslessthan35hours perweekbutnolessthan17hoursperweek. ExemptEmployee.AnExemptEmployeeisanemployeewhoispaidonasalary basisandmeetsthequalificationsforexemptionfromtheovertimerequirements oftheFairLaborStandardsAct(FLSA). NonExemptEmployee.ANonExemptEmployeeisanemployeewhoispaid anhourlyrateanddoesnotmeetthequalificationsforexemptionfromthe overtimerequirementsoftheFairLaborStandardsAct(FLSA).ForNon ExemptEmployees,anaccuraterecordofhoursworkedmustbemaintained. {ORGANIZATIONNAME}willcompensatenonexemptemployeesin accordancewithapplicablefederalandstatelawandregulations. TemporaryEmployee.Anindividualemployed,eitheronafulltimeor parttimebasis,foraspecificperiodoftimelessthansixmonths.Temporary employeesareentitledonlytothosebenefitsrequiredbystatuteorasotherwise statedinthe{ORGANIZATIONNAME}EmployeeHandbook.

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AllemployeesareclassifiedasExemptorNonExemptinaccordancewithfederaland statelawandregulations.Eachemployeeisnotifiedatthetimeofhireofhisorherspecific compensationcategoryandexemptornonexemptstatus. IX. POSITIONDESCRIPTIONANDSALARYADMINISTRATION

Eachpositionshallhaveawrittenjobdescription.Ingeneral,thedescriptionwill includethe:purposeoftheposition,areasofresponsibilities,immediatesupervisor(s),

qualificationsrequired,salaryrange,andworkingconditionsaffectingthejob,e.g.,working hours,useofcar,etc.Thesupervisor(s)ortheExecutiveDirectorshallhavediscretionto modifythejobdescriptiontomeettheneedsof{ORGANIZATIONNAME}. Paychecksaredistributedonthe15thandthelastdayofeachmonth,exceptwhen eitherofthosedaysfallsonaSaturday,Sundayorholiday,inwhichcasepaycheckswillbe distributedontheprecedingworkday.TimesheetsareduetotheExecutiveDirectorwithintwo daysofeachpayperiod.Allsalarydeductionsareitemizedandpresentedtoemployeeswith thepaycheck.Approvedsalarydeductionsmayinclude:federalandstateincometaxes;social security,Medicare,andstatedisabilityinsurance;voluntarymedicalandgrouphospitalization insurancepremiums(ifinforceandifpaidbyemployee)andotherbenefits(e.g.,lifeinsurance, retirement). X. WORKREVIEW

Theworkofeachemployeeisreviewedonanongoingbasiswiththesupervisorto provideasystematicmeansofevaluatingperformance. Theannualperformancereviewisaformalopportunityforthesupervisorand employeetoexchangeideasthatwillstrengthentheirworkingrelationship,reviewthepast year,andanticipate{ORGANIZATIONNAME}sneedsinthecomingyear.Thepurposeofthe reviewistoencouragetheexchangeofideasinordertocreatepositivechangewithin {ORGANIZATIONNAME}.Tothatend,itisincumbentuponbothpartiestohaveanopen, andhonestdiscussionconcerningtheemployeesperformance.Itisfurtherincumbentupon thesupervisortoclearlycommunicatetheneedsof{ORGANIZATIONNAME}andwhatis expectedoftheemployeeincontributingtothesuccessof{ORGANIZATIONNAME}forthe comingyear. Bothsupervisorandemployeeshouldattempttoarriveatanunderstandingregarding theobjectivesforthecomingyear.Thishavingbeendone,bothpartiesshouldsignthe performancereviewform,whichwillbekeptaspartoftheemployeespersonnelrecordand usedasaguideduringthecourseoftheyeartomonitoremployeeprogressrelativetothe agreeduponobjectives. TheExecutiveDirectorreviewstheworkofallsupervisors.Workreviewsforotherstaff aretheresponsibilityoftheappropriatesupervisor,subjecttoconfirmationbytheExecutive Director. XI. ECONOMICBENEFITSANDINSURANCE

{ORGANIZATIONNAME}shallprovideacompetitivepackageofbenefitstoalleligible fulltimeandparttimeemployees.Thefollowingoutlineofavailablebenefitsisprovidedwith

theunderstandingthatbenefitplansmaychangefromtimetotime,andtheplanbrochures (knownasSummaryPlanDescriptions)orcontractsaretobeconsideredthefinalwordonthe termsandconditionsoftheemployeebenefitsprovidedby{ORGANIZATIONNAME}.For eligibilityrequirements,refertothePlandocumentforeachbenefitprogram.Continuationof anybenefitsafterterminationofemploymentwillbesolelyattheemployeesexpenseandonly ifpermittedbypoliciesandstatutes.TheExecutiveDirectorwilldeterminelevelsof deductibilityandcopaymentsforallinsurancerelatedbenefitsannually. A. Health/LifeInsurance {ORGANIZATIONNAME}currentlyprovidesindividualhealthanddentalinsurance benefitsforeligiblefulltimeandparttimeemployeesexceptthosewhoareinsuredthrough theirspouse,retiredmilitary,orotherplans,beginningafterthefirstfullmonthofemployment. Eligibleemployeesmayelecttoparticipateinavailablehealthplan(s)offeredby {ORGANIZATIONNAME}.{ORGANIZATIONNAME}presentlypaystheindividual insurancepremiumforalleligibleemployees.{ORGANIZATIONNAME}mayrequire employeestopayaportionofinsurancepremiuminthefuture.Informationabout {ORGANIZATIONNAME}shealthplan(s)willbeprovidedtotheemployeeatthetimeof employment. B. SocialSecurity/Medicare/Medicaid {ORGANIZATIONNAME}participatesintheprovisionsoftheSocialSecurity, MedicareandMedicaidprograms.Employeescontributionsaredeductedfromeachpaycheck and{ORGANIZATIONNAME}contributesattheapplicablewagebaseasestablishedby federallaw. C. WorkersCompensationandUnemploymentInsurance EmployeesarecoveredforbenefitsundertheWorkersCompensationLaw.Absences forwhichworkercompensationbenefitsareprovidedarenotchargedagainsttheeligible employeessickleave.Toassureproperprotectionforemployeesand{ORGANIZATION NAME},anyaccidentthatoccursonthejobmustbereported,eveniftherearenoinjuries apparentatthetime.Formsforthispurposeareavailablefrom{ORGANIZATIONNAME}. {ORGANIZATIONNAME}alsoparticipatesintheDistrictofColumbiaunemployment program. D. RetirementPlan {ORGANIZATIONNAME}providesaretirementprogramforeligiblefulltimeand parttimeemployeeswhoare21yearsofageorolder.{ORGANIZATIONNAME}contributes totheemployeesretirementplanwhenemployeebecomesvestedafteroneyearof employment.Eligibleemployeesmaycontributetoretirementplanatstartofemployment. Employerpercentagecontributionstotheretirementprogramisreviewedanddetermined

annuallybythe{ORGANIZATIONNAME}BoardofDirectors.Informationabout {ORGANIZATIONNAME}sretirementplanwillbeprovidedtotheemployeeatthetimeof employment. E. TaxDeferredAnnuityPlan {ORGANIZATIONNAME}offersataxdeferredannuityplanthroughpayroll deductionattheemployeesexpenseandwhichissubjecttofederal,stateandlocalprovisions. {ORGANIZATIONNAME}reservestherighttomodifyorterminateanyemployeebenefits,at anytime. XII. LEAVEBENEFITSANDOTHERWORKPOLICIES A. Holidays FullTimeEmployeesareeligiblefor11.5holidaysperyearasfollows: NewYearsDay MartinLutherKing,Jr.sBirthday PresidentsDay MemorialDay IndependenceDay LaborDay ColumbusDay VeteransDay ThanksgivingDay TheDayAfterThanksgivingDay ChristmasEve(1/2Day) ChristmasDay Fulltimeemployees(employeeswhoregularlyworkatleast35hoursperweek)receive one(1)paiddayoffforeachfulldayofholidaytime.HolidaybenefitsforPartTimeemployees willbeproratedinaccordancewiththehoursregularlyworkedbytheemployee.Employees wishingtotakereligiousholidaysmaysubstituteareligiousholidayforoneofthoselisted above,withadvanceapprovalfromtheirsupervisorandtheExecutiveDirector.Temporary employeesareineligibleforholidayleavebenefits.InthoseyearswhenIndependenceDay, ChristmasEveandChristmasDay,andNewYearsDayfallonSaturdayorSunday,the ExecutiveDirectorwilldesignatetheworkdaythatwillreplacetheweekendholiday. B. Vacation

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 Duringthefirst90daysofemploymentfullandparttimeemployeeswillnotearn Vacationbenefits.Duringtheremainingninemonthsoffirstyearemployment,afulltime employeewillearntwoweeks(10days)ofpaidVacation. Fulltimeemployeeswillcontinuetoearntwoweeks(10days)ofVacationduringthe secondyearofemployment.Intheirthirdyearofemployment,fulltimeemployeeswillearn threeweeks(15days)ofVacation.Duringthefourthyearandthereafter,fulltimeemployees willearnfourweeks(20days)ofVacationperyear.Temporaryemployeesareineligiblefor Vacationbenefits. VacationbenefitsareproratedaccordinglyforPartTimeemployees.UseofVacationis subjecttoapprovalbythesupervisorandExecutiveDirectorandmustberequestedinhourly increments,usingtheappropriateleaverequestform.. EmployeesareexpectedtouseVacationbenefitsinthefiscalyearinwhichVacationis earned.EmployeesmaycarryoverunusedVacationfromoneyeartothenextonlywiththe approvaloftheExecutiveDirector.Employeesmaynotaccruemorethanthemaximumleave theyareallowed.Onceanemployeereacheshisorherannualceiling,theemployeeceasesto accrueanyadditionalVacationbenefits.IfanemployeelaterusesenoughVacationbenefitsto fallbelowtheceiling,theemployeestartstoaccrueleaveagainfromthatdateforwarduntilhe orshereacheshisorherVacationceiling.Accordingly,employeesareencouragedtouseall Vacationbenefitsinthefiscalyearinwhichtheyareearnedinordertoavoidreachingthe ceilinglimit. C. SickLeave Sickleavebenefitsareearnedonaproratedbasisofoneday(7hours)permonthfor fulltimeemployeesbeginningatfirstdayofemployment.Parttimeemployeesreceive proratedsickleavebenefits,(i.e.,3.5hourspermonthiftheEmployeeworks17.5hoursper week).Temporaryemployeesarenoteligibleforpaidsickleavebenefits.Useofsickleaveis subjecttoapprovalbythesupervisorandtheExecutiveDirectorandmustberequestedin hourlyincrements. Unusedsickleavecanaccumulatefromyeartoyearuptoamaximumof30days(210 hours)forfulltimeemployees.Thislimitationonaccrualofsickleavebenefitsisprorated accordinglyforparttimeemployees.Nosickleavebenefitsarepaiduponseparationof employmentfrom{ORGANIZATIONNAME}foranyreason.Ifanemployeesillnessorinjury requiresaconsecutiveabsenceoffive(5)daysormore,physiciandocumentationwillbe required.{ORGANIZATIONNAME}alsomayrecommendthattheemployeeapplyforstate disabilityinsurance(SDI).IftheemployeereceivesSDIandthecompensationdoesnotequal theemployeessickleaveaccruals,{ORGANIZATIONNAME}willmakeupthedifferenceuntil allsickleavebenefitsareused.

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D. PersonalLeave {ORGANIZATIONNAME}providesthree(3)daysofpersonalleavepercalendaryear toallFullTimeandPartTimeemployeeswhohavecompletedsixmonthsofemployment. Personalleavebenefitsareproratedaccordinglyforparttimeemployees.Temporary employeesarenoteligibleforpaidpersonalleavebenefits.Personalleaveisaccruedatthe beginningofeachyearandcannotbecarriedintothenextyear.Personalleavemaynotbe takeninthefirstsix(6)monthsofemployment.Allpersonalleaveissubjecttopriorapproval bythesupervisorandExecutiveDirectorandmustberequestedinhourlyincrements.No personalleavebenefitsarepaiduponseparationfromemploymentwith{ORGANIZATION NAME}foranyreason. E. MilitaryLeave EmployeeswhoareinductedintoorenlistintheArmedForcesoftheUnitedStatesor arecalledtodutyasamemberofareserveunitmaytakeanunpaidleaveinaccordancewith applicablelaw.Theemployeemustprovideadvancenoticeofhisorherneedforamilitary leaveand{ORGANIZATIONNAME}willrequestacopyoftheemployeesorders,whichwill bekeptonrecordby{ORGANIZATIONNAME}. Thetimeanemployeespendsonmilitaryleavewillbecountedascontinuousservicefor thepurposeofdeterminingeligibilityandaccrualforvariousbenefitplansandpolicies. Formilitaryleavesextending30daysorless,{ORGANIZATIONNAME}willcontinue topaytheportionofthepremiumonhealthinsurance,ifany,thatitwaspayingbeforemilitary leavebegan.Inordertocontinuesuchhealthinsurance,theemployeemustcontinuetopayhis orherportionofpremiumsduringthisperiod.Formilitaryleavesextendingbeyond30days, theemployeewillhavetheoptiontocontinuehisorherinsurancecoverageattheemployees cost. Uponreturnfrommilitaryleave,employeeswillbereinstatedasrequiredbylawand benefitswillbereinstatedwithnowaitingperiods. F.CivicResponsibility {ORGANIZATIONNAME}believesinthecivicresponsibilityofitsemployeesand encouragesthisbyallowingemployeestimeofftoservejurydutywhenrequiredandtoserve asnonpartisanElectionDaypollworkerswhenappropriateandapproved. 1. JuryDuty.Fortimeservedonjuryduty,{ORGANIZATIONNAME}willpay employeesthedifferencebetweenhisorhersalaryandanyamountpaidby thegovernment,unlessprohibitedbylaw,uptoamaximumoftendays.Ifan employeeisrequiredtoservemorethantendaysofjuryduty, {ORGANIZATIONNAME}willprovidetheemployeewithunpaidleave. Employeesmustprovide{ORGANIZATIONNAME}acopyofproofof

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servicereceivedbycourtinwhichtheyserve. 2. ElectionDayPollWorkers.{ORGANIZATIONNAME}willpayemployeesthe differencebetweenhisorhersalaryandanyamountpaidbythegovernment oranyothersource,unlessprohibitedbylawforservingasanElectionDay workeratthepollsonofficialelectiondays(nottoexceedtwoelectionsinone givencalendaryear).Whileperformingtheirofficialnonpartisandutiesatthe polls,ElectionDayworkersmaynotengageinpoliticalactivityorcampaign fororagainstanycandidateorballotmeasure.{ORGANIZATIONNAME} requiresthatemployeesprovideproofofservicefortheirtimeatthepolls. Employeesinterestedinusingthisbenefit,musthavewrittenapprovalfrom theExecutiveDirector30daysbeforetheelection.TheExecutiveDirectorwill assurethattheemployeesabsencewillnotseriouslyinterferewiththe organizationsoperations. F. ParentalLeave TheDCParentalLeaveActentitlesemployeestocertainunpaidparentalleave.For purposesofthissectiononly,thefollowingdefinitionsapply:(1)parentmeansthenatural motherorfatherofachild;apersonwhohaslegalcustodyofachildorwhoactsasaguardian ofachildregardlessofwhetherheorshehasbeenappointedlegallyassuch;anaunt,uncleor grandparentofachild;oraspousetotheaboveindividuals;(2)schoolrelatedeventmeans anactivitysponsoredbyeitheraschooloranassociatedorganizationsuchasaparentteacher associationwhichinvolvestheparentschildasaparticipantorsubject,butnotasaspectator, includingastudentperformance,suchasaconcert,playorrehearsal,thesportinggameofa schoolteamorpractice,ameetingwithateacherorcounselor,oranysimilartypeofactivity. Aparentisentitledtoatotalof24hoursofunpaidleaveduringany12monthperiodto attendorparticipateinschoolrelatedeventsforhisorherchild.{ORGANIZATIONNAME} reservestheright,however,todenysuchleaveifsuchaleavewoulddisrupt {ORGANIZATIONNAME}soperations.Whileparentalleaveisunpaid,employeesmayelect touseaccruedvacationorpersonalleave. Iftheneedforparentalleaveisforeseeable,theemployeemustprovideawrittennotice andrequestforparentalleaveatleast10dayspriortotheevent.Iftheemployeesneedfor parentalleaveisnotforeseeable10dayspriortotheevent,theemployeemustprovidea writtennoticeandrequestforparentalleaveassoonasheorshelearnsoftheneedforsuch leave. G. BereavementLeave Employeesshallbeentitledtobereavementleavewithpayoffive(5)daysintheevent ofadeathintheemployeesimmediatefamily(spouse/lifepartner,childorparent)andthree (3)daysforgrandparent,sisterorbrother,fatherinlaw,motherinlaw,orgrandchildren.If
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anemployeewishestotaketimeoffduetothedeathofanimmediatefamilymember,the employeeshouldnotifytheExecutiveDirectorimmediately.Approvalofbereavementleave willoccurintheabsenceofunusualoperatingrequirements.Anemployeemayuse,withthe ExecutiveDirectorsapproval,availablepaidleaveforadditionaltimeoffasnecessaryandin accordancewithoperatingneeds. H. ExtendedPersonalLeave Employeeswhohavebeenemployedby{ORGANIZATIONNAME}foratleastoneyear mayapplyforpersonalleavesofabsenceforuptoeightweeks.Personalleavesareunpaidand arediscretionarywiththemanagementof{ORGANIZATIONNAME}.Whenconsideringa requestforapersonalleave,{ORGANIZATIONNAME}willconsiderfactorssuchasthe employeesposition,theemployeeslengthofservice,theemployeesperformancerecord includingattendance,thepurposeoftheleave,theneedsofthedepartmentinwhichthe employeeworks,theeffectoftheleaveonotheremployees,and{ORGANIZATIONNAME}s generalbusinessneeds. Personalleavesgenerallyareunpaid.However,accruedvacationorpersonaltimemay beusedtocontinueanemployeessalaryduringtheleave.Vacationandsicktimewillnot continuetoaccrueduringtheleaveofabsence.Medicalandlifeinsurancebenefitswill continueonthesamebasisasiftheemployeewereactivelyworking. {ORGANIZATIONNAME}cannotguaranteereinstatementuponreturnfroma personalleave.{ORGANIZATIONNAME}will,however,makeareasonableefforttoplacethe employeeinanavailablepositionforwhichheorsheisqualified.Ifsuchapositionisnot available,thentheemployeesemploymentwillterminate.Eveninthatevent,theemployee maylaterapplyforreemployment. Employeeswhofailtoreporttoworkafteranapprovedleaveofabsencearedeemedto havevoluntarilyresigned.Whenanapprovedleavehasbeenexhausted,theemployeemay requestadditionalleave.TheExecutiveDirectormustapproveallunpaidleave. I. SevereWeatherConditions {ORGANIZATIONNAME}closeswhenfederalgovernmentofficesintheWashington metropolitanareaareclosedduetosevereweatherconditions.{ORGANIZATIONNAME}also willfollowaliberalleavepolicywhenthefederalgovernmentannouncesthatliberalleaveis applicable.Under{ORGANIZATIONNAME}sliberalleavepolicy,annualand/orpersonal leavemaybetakenwithoutpriorschedulingandapprovaliftheemployeeisunabletoreach theofficeduetosevereweatherconditions. J. MeetingsandConferences

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 StaffmaybegivenlimitedtimeoffbytheExecutiveDirectorwithpaytoparticipatein educationalopportunitiesrelatedtothestaffmemberscurrentoranticipatedworkwith {ORGANIZATIONNAME}.Anemployeeservingasanofficialrepresentativeof {ORGANIZATIONNAME}ataconferenceormeetingisconsideredonofficialbusinessandnot onleave. XIII. REIMBURSEMENTOFEXPENSES

Reimbursementisauthorizedforreasonableandnecessaryexpensesincurredin carryingoutjobresponsibilities.Mileageortransportation,parkingfees,businesstelephone calls,andmealcostswhenrequiredtoattendaluncheonorbanquet,areallillustrativeof reasonableandnecessaryexpenses. Employeesservinginanofficialcapacityfor{ORGANIZATIONNAME}atconferences andmeetingsarereimbursedforactualandnecessaryexpensesincurred,suchastravel expenses,mealcosts,lodging,tipsandregistrationfees.Whenattendingmeetingsthathave beenapprovedbytheExecutiveDirector,employeesarereimbursedfortravelexpenses,course fees,andcostsofmealsandlodgingatthecurrentrates.Employeesmayalsorequestatravel advancetocoveranticipatedexpensesapprovedtravel.Employeesalsomaybegrantedleave toattendaconferenceorprofessionalmeetingrelatedtotheirprofessionaldevelopment,and/or {ORGANIZATIONNAME}scurrentandanticipatedwork.Expensesforthesepurposescanbe paidby{ORGANIZATIONNAME},iffundsareavailable,andtheemployeeobtainsprior writtenapprovalofsuchexpenses. Employeesareresponsiblefortransportationcostsbetweentheofficeandhomeduring normalworkhours.Transportationcostsarepaidby{ORGANIZATIONNAME}forwork outsidenormalworkhoursiftheemployeeisonofficialbusinessfor{ORGANIZATION NAME}.Employeesauthorizedtousetheirpersonalcarsfor{ORGANIZATIONNAME} businessarereimbursedattheU.S.InternalRevenueServiceapprovedrate. Formsareprovidedtorequestreimbursementforactualexpensesandadvancepayment fortravel.Receiptsmustbeprovidedforallexpendituresmadeinordertoclaim reimbursement. XIV. SEPARATION

Either{ORGANIZATIONNAME}ortheemployeemayinitiateseparation. {ORGANIZATIONNAME}encouragesemployeestoprovideatleasttwoweeks(10days) writtennoticepriortointendedseparation.Afterreceivingsuchnotice,anexitinterviewwillbe scheduledbytheExecutiveDirectororhisorherdesignee.TheExecutiveDirectorhas authoritytoemployorseparateallotheremployees. Circumstancesunderwhichseparationmayoccurinclude:

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1.

Resignation.Employeesareencouragedtogiveatleast10businessdaysof writtennotice.Sincealongerperiodisdesired,theintentiontoresignshouldbe madeknownasfarinadvanceaspossible.Employeeswhoresignareentitledto receiveaccrued,unusedVacationbenefits. TerminationorLayoff.Undercertaincircumstances,theterminationorlayoff ofanemployeemaybenecessary.Employeeswhoareterminatedorlaidoffare entitledtoreceiveaccrued,unusedVacationbenefits.

2.

TheExecutiveDirectorhasauthoritytodischargeanemployeefromtheemployof {ORGANIZATIONNAME}.Asstatedabove,allemploymentat{ORGANIZATIONNAME}is atwill.Thatmeansthatemployeesmaybeterminatedfromemploymentwith {ORGANIZATIONNAME}withorwithoutcause,andemployeesarefreetoleavethe employmentof{ORGANIZATIONNAME}withorwithoutcause.Reasonsfordischargemay include,butarenotlimitedto: Falsifyingorwithholdinginformationonyouremploymentapplicationthatdid orwouldhaveaffected{ORGANIZATIONNAME}sdecisiontohireyou(this conductwillresultinyourimmediatetermination); Falsifyingorwithholdinginformationinotherpersonnelrecordsincluding personnelquestionnaires,performanceevaluationsoranyotherrecords; Performanceatworkbelowalevelacceptableto{ORGANIZATIONNAME}or thefailuretoperformassignedduties; Failuretocompleterequiredtimerecordsorfalsificationofsuchtimerecords; Insubordination; Refusingtoworkreasonableovertime; Negligenceintheperformanceofdutieslikelytocauseoractuallycausing personalinjuryorpropertydamage; Fighting,arguingorattemptingtoinjureanother; Destroyingorwillfullydamagingthepersonalpropertyofanother,including {ORGANIZATIONNAME}sproperty; Breachofconfidentiality;

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Usingorappearingtouseforpersonalgainanyinformationobtainedonthejob, whichisnotreadilyavailabletothegeneralpublicordisclosingsuch informationthatdamagestheinterestsof{ORGANIZATIONNAME}orits customersorvendors; Placingoneselfinapositioninwhichpersonalinterestsandthoseof {ORGANIZATIONNAME}areorappeartobeinconflictormightinterferewith theabilityoftheemployeetoperformthejobaswellaspossible; Using{ORGANIZATIONNAME}propertyorservicesforpersonalgainor taking,removingordisposingof{ORGANIZATIONNAME}material,supplies orequipmentwithoutproperauthority; Gamblinginanyformon{ORGANIZATIONNAME}property; Dishonesty; Theft; Thepossession,use,saleorbeingundertheinfluenceofdrugsorother controlledsubstancesoralcoholicbeveragesduringworkinghoursoronthe {ORGANIZATIONNAME}premisesatanytimeinviolationof {ORGANIZATIONNAME}spolicies.

Carryingorpossessingfirearmsorweaponson{ORGANIZATIONNAME} property; Unauthorizedabsencefromworkwithoutpropernotice;and Engagingindiscriminatoryorabusivebehavior,includingsexualharassment. Excessivetardinessorabsenteeismwhetherexcusedorunexcused;

AtthesolediscretionoftheExecutiveDirector,theemployeemaybeaskedtoleave immediatelyorbegivenaperiodofnotice. XV. RETURNOFPROPERTY

Employeesareresponsiblefor{ORGANIZATIONNAME}equipment,propertyand workproductsthatmaybeissuedtothemand/orareintheirpossessionorcontrol,including butnotlimitedto:

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Telephonecards, Creditcards, Identificationbadges, Office/buildingkeys, Office/buildingsecuritypasses, Computers,computerizeddiskettes,electronic/voicemailcodes,and Intellectualproperty(e.g.,writtenmaterials,workproducts).

Intheeventofseparationfromemployment,orimmediatelyuponrequestbytheExecutive Directororhisorherdesignee,Employeesmustreturnall{ORGANIZATIONNAME}property thatisintheirpossessionorcontrol.Wherepermittedbyapplicablelaw(s),{ORGANIZATION NAME}maywithholdfromtheemployeesfinalpaycheckthecostofanyproperty,including intellectualproperty,whichisnotreturnedwhenrequired.{ORGANIZATIONNAME}also maytakeanyactiondeemedappropriatetorecoverorprotectitsproperty. XVI. REVIEWOFPERSONNELACTION

Employeesmayrequestareviewofapersonnelactionoranunsatisfactoryperformance review.Employeesareexpectedfirsttodiscusstheirconcernwiththeirimmediatesupervisor. Iffurtherdiscussionisdesired,theemployeemaythendiscussthesituationwiththeExecutive Director.ThedecisionoftheExecutiveDirectorisfinal. XVII. PERSONNELRECORDS

Personnelrecordsarethepropertyof{ORGANIZATIONNAME},andaccesstothe informationtheycontainisrestrictedandconfidential.Apersonnelfileshallbekeptforeach employeeandshouldincludetheemployeesjobapplication,copyoftheletterofemployment andpositiondescription,performancereviews,disciplinaryrecords,recordsofsalaryincreases andanyotherrelevantpersonnelinformation.Itistheresponsibilityofeachemployeeto promptlynotifyhis/orhersupervisorinwritingofanychangesinpersonneldata,including personalmailingaddresses,telephonenumbers,namesofdependents,andindividualstobe contactedintheeventofanemergency. Allemployeesmustcomplete,withintwodaysoftheendofeachpayperiod,theirtime andattendancerecordforreviewandapprovalbytheExecutiveDirector.Accuratelyrecording timeworkedistheresponsibilityofeveryemployee.Tampering,altering,orfalsifyingtime records,orrecordingtimeonanotheremployeestimerecordmayresultindisciplinaryaction, includingseparationfromemploymentwith{ORGANIZATIONNAME}. XVIII. OUTSIDEEMPLOYMENT Individualsemployedby{ORGANIZATIONNAME}mayholdoutsidejobsaslongas theymeettheperformancestandardsoftheirjobwith{ORGANIZATIONNAME}.Employees

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shouldconsidertheimpactthatoutsideemploymentmayhaveontheirabilitytoperformtheir dutiesat{ORGANIZATIONNAME}.Allemployeeswillbeevaluatedbythesame performancestandardsandwillbesubjectto{ORGANIZATIONNAME}schedulingdemands, regardlessofanyoutsideworkrequirements. If{ORGANIZATIONNAME}determinesthatanemployeesoutsideworkinterferes withtheirjobperformanceortheirabilitytomeettherequirementsof{ORGANIZATION NAME},astheyaremodifiedfromtimetotime,theemployeemaybeaskedtoterminatethe outsideemploymentifheorshewishestoremainemployedwith{ORGANIZATIONNAME}. Outsideemploymentthatconstitutesaconflictofinterestisprohibited.Employeesmay notreceiveanyincomeormaterialgainfromindividualsororganizationsformaterials producedorservicesrenderedwhileperformingtheirjobswith{ORGANIZATIONNAME}. XIX. NONDISCLOSUREOFCONFIDENTIALINFORMATION

Anyinformationthatanemployeelearnsabout{ORGANIZATIONNAME},orits membersordonors,asaresultofworkingfor{ORGANIZATIONNAME}thatisnototherwise publiclyavailableconstitutesconfidentialinformation.Employeesmaynotdisclose confidentialinformationtoanyonewhoisnotemployedby{ORGANIZATIONNAME}orto otherpersonsemployedby{ORGANIZATIONNAME}whodonotneedtoknowsuch informationtoassistinrenderingservices. Theprotectionofprivilegedandconfidentialinformation,includingtradesecrets,is vitaltotheinterestsandthesuccessof{ORGANIZATIONNAME}.Thedisclosure, distribution,electronictransmissionorcopyingof{ORGANIZATIONNAME}sconfidential informationisprohibited.Suchinformationincludes,butisnotlimitedtothefollowing examples: Compensationdata. Programandfinancialinformation,includinginformationrelatedtodonors,and pendingprojectsandproposals. Employeesarerequiredtosignanondisclosureagreementasaconditionof employment.Anyemployeewhodisclosesconfidential{ORGANIZATIONNAME}information willbesubjecttodisciplinaryaction(includingpossibleseparation),evenifheorshedoesnot actuallybenefitfromthedisclosureofsuchinformation. Discussionsinvolvingsensitiveinformationshouldalwaysbeheldinconfidential settingstosafeguardtheconfidentialityoftheinformation.Conversationsregarding confidentialinformationgenerallyshouldnotbeconductedoncellularphones,orinelevators, restrooms,restaurants,orotherplaceswhereconversationsmightbeoverheard.

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XX.

COMPUTERANDINFORMATIONSECURITY

Thissectionsetsforthsomeimportantrulesrelatingtotheuseof{ORGANIZATION NAME}scomputerandcommunicationssystems.ThesesystemsincludeindividualPCs providedtoemployees,centralizedcomputerequipment,allassociatedsoftware,and {ORGANIZATIONNAME}stelephone,voicemailandelectronicmailsystems. {ORGANIZATIONNAME}hasprovidedthesesystemstosupportitsmission. Althoughlimitedpersonaluseof{ORGANIZATIONNAME}ssystemsisallowed,subjectto therestrictionsoutlinedbelow,nouseofthesesystemsshouldeverconflictwiththeprimary purposeforwhichtheyhavebeenprovided,{ORGANIZATIONNAME}sethical responsibilitiesorwithapplicablelawsandregulations.Eachuserispersonallyresponsibleto ensurethattheseguidelinesarefollowed. Alldatain{ORGANIZATIONNAME}scomputerandcommunicationsystems (includingdocuments,otherelectronicfiles,emailandrecordedvoicemailmessages)arethe propertyof{ORGANIZATIONNAME}.{ORGANIZATIONNAME}mayinspectandmonitor suchdataatanytime.Noindividualshouldhaveanyexpectationofprivacyformessagesor otherdatarecordedin{ORGANIZATIONNAME}ssystems.Thisincludesdocumentsor messagesmarkedprivate,whichmaybeinaccessibletomostusersbutremainavailableto {ORGANIZATIONNAME}.Likewise,thedeletionofadocumentormessagemaynotprevent accesstotheitemorcompletelyeliminatetheitemfromthesystem. {ORGANIZATIONNAME}ssystemsmustnotbeusedtocreateortransmitmaterial thatisderogatory,defamatory,obsceneoroffensive,suchasslurs,epithetsoranythingthat mightbeconstruedasharassmentordisparagementbasedonrace,color,nationalorigin,sex, sexualorientation,age,physicalormentaldisability,medicalcondition,maritalstatus,or religiousorpoliticalbeliefs.Similarly,{ORGANIZATIONNAME}ssystemsmustnotbeused tosolicitorproselytizeothersforcommercialpurposes,causes,outsideorganizations,chain messagesorothernonjobrelatedpurposes. Securityproceduresintheformofuniqueusersignonidentificationandpasswords havebeenprovidedtocontrolaccessto{ORGANIZATIONNAME}shostcomputersystem, networksandvoicemailsystem.Inaddition,securityfacilitieshavebeenprovidedtorestrict accesstocertaindocumentsandfilesforthepurposeofsafeguardinginformation.The followingactivities,whichpresentsecurityrisks,shouldbeavoided. Attemptsshouldnotbemadetobypass,orrenderineffective,securityfacilities providedbythecompany. Passwordsshouldnotbesharedbetweenusers.Ifwrittendown,password shouldbekeptinlockeddrawersorotherplacesnoteasilyaccessible.

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 Documentlibrariesofotherusersshouldnotbebrowsedunlessthereisa legitimatebusinessreasontodoso. Individualusersshouldnevermakechangesormodificationstothehardware configurationofcomputerequipment.Requestsforsuchchangesshouldbe directedtocomputersupportortheExecutiveDirector. Additionstoormodificationsofthestandardsoftwareconfigurationprovided on {ORGANIZATIONNAME}sPCsshouldneverbeattemptedbyindividualusers (e.g.,autoexec.bat andconfig.sysfiles).Requestsforsuchchangesshouldbe directedtocomputersupportortheExecutiveDirector. Individualusersshouldneverloadpersonalsoftware(includingoutsideemail services)tocompanycomputers.Thispracticeriskstheintroductionofa computervirusintothesystem.Requestsforloadingsuchsoftwareshouldbe directedtocomputersupportortheExecutiveDirector. Programsshouldneverbedownloadedfrombulletinboardsystemsorcopied fromothercomputersoutsidethecompanyontocompanycomputers. Downloadingorcopyingsuchprogramsalsoriskstheintroductionofa computer virus.Ifthereisaneedforsuchprograms,arequestforassistanceshould be directedtocomputersupportormanagement.Downloadingorcopying documentsfromoutsidethecompanymaybeperformednottopresenta security risk. UsersshouldnotattempttobootPCsfromfloppydiskettes.Thispracticealso riskstheintroductionofacomputervirus. {ORGANIZATIONNAME}scomputerfacilitiesshouldnotbeusedtoattempt unauthorizedaccessto oruseofotherorganizationscomputersystemsanddata. Computergamesshouldnotbeloadedon{ORGANIZATIONNAME}sPCs. Unlicensedsoftwareshouldnotbeloadedorexecutedon{ORGANIZATION NAME}sPCs. Companysoftware(whetherdevelopedinternallyorlicensed)shouldnotbe copiedontofloppydiskettesorothermediaotherthanforthepurposeof backing upyourharddrive.Softwaredocumentationforprogramsdeveloped and/orlicensedbythecompanyshouldnotberemovedfromthecompanysoffices.

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 Individualusersshouldnotchangethelocationorinstallationofcomputer equipmentinofficesandworkareas.Requestsforsuchchangesshouldbe directedtocomputersupportormanagement. Thereareanumberofpracticesthatindividualusersshouldadoptthatwillfostera higherlevelofsecurity.Amongthemarethefollowing: Turnoffyourpersonalcomputerwhenyouareleavingyourworkareaoroffice foran extendedperiodoftime. Exercisejudgmentinassigninganappropriatelevelofsecuritytodocuments storedonthecompanysnetworks,basedonarealisticappraisaloftheneedfor confidentialityorprivacy. Removepreviouslywritteninformationfromfloppydiskettesbeforecopying documentsonsuchdiskettesfordeliveryoutside{ORGANIZATIONNAME}. Backupanyinformationstoredlocallyonyourpersonalcomputer(otherthan networkbasedsoftwareanddocuments)onafrequentandregularbasis. Shouldyouhaveanyquestionsaboutanyoftheabovepolicyguidelines,pleasecontact theExecutiveDirector. XXI. INTERNETACCEPTABLEUSEPOLICY

Atthistime,desktopaccesstotheInternetisprovidedtoemployeeswhenthereisa necessityandtheaccesshasbeenspecificallyapproved.{ORGANIZATIONNAME}has providedaccesstotheInternetforauthorizeduserstosupportitsmission.Nouseofthe Internetshouldconflictwiththeprimarypurposeof{ORGANIZATIONNAME},itsethical responsibilitiesorwithapplicablelawsandregulations.Eachuserispersonallyresponsibleto ensurethattheseguidelinesarefollowed.Seriousrepercussions,includingtermination,may resultiftheguidelinesarenotfollowed. {ORGANIZATIONNAME}maymonitorusageoftheInternetbyemployees,including reviewingalistofsitesaccessedbyanindividual.Noindividualshouldhaveanyexpectation ofprivacyintermsofhisorherusageoftheInternet.Inaddition,{ORGANIZATIONNAME} mayrestrictaccesstocertainsitesthatitdeemsarenotnecessaryforbusinesspurposes. {ORGANIZATIONNAME}sconnectiontotheInternetmaynotbeusedforanyofthe followingactivities: TheInternetmustnotbeusedtoaccess,create,transmit,printordownload materialthatisderogatory,defamatory,obscene,oroffensive,suchasslurs,

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epithets,oranythingthatmaybeconstruedasharassmentordisparagement basedonrace,color,nationalorigin,sex,sexualorientation,age,disability, medicalcondition,maritalstatus,orreligiousorpoliticalbeliefs. TheInternetmustnotbeusedtoaccess,send,receiveorsolicitsexuallyoriented messagesorimages. Downloadingordisseminatingofcopyrightedmaterialthatisavailableonthe Internetisaninfringementofcopyrightlaw.Permissiontocopythematerial mustbeobtainedfromthepublisher.Forassistancewithcopyrightedmaterial, contactcomputersupportortheExecutiveDirector. WithoutpriorapprovaloftheExecutiveDirector,softwareshouldnotbe downloadedfromtheInternetasthedownloadcouldintroduceacomputer virusonto{ORGANIZATIONNAME}scomputerequipment.Inaddition, copyrightlawsmaycoverthesoftwaresothedownloadingcouldbean infringementofcopyrightlaw. EmployeesshouldsafeguardagainstusingtheInternettotransmitpersonal commentsorstatementsthroughemailortopostinformationtonewsgroups thatmaybemistakenasthepositionof{ORGANIZATIONNAME}. Employeesshouldguardagainstthedisclosureofconfidentialinformation throughtheuseofInternetemailornewsgroups. EmployeesshouldnotdownloadpersonalemailorInstantMessagingsoftware to{ORGANIZATIONNAME}computers. TheInternetshouldnotbeusedtosendorparticipateinchainletters,pyramid schemesorotherillegalschemes. TheInternetshouldnotbeusedtosolicitorproselytizeothersforcommercial purposes,causes,outsideorganizations,chainmessagesorothernonjobrelated purposes. TheInternetprovidesaccesstomanysitesthatchargeasubscriptionorusagefeeto accessandusetheinformationonthesite.Requestsforapprovalmustbesubmittedtoyour supervisor. TheInternetshouldnotbeusedtoendorsepoliticalcandidatesorcampaigns

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 Ifyouhaveanyquestionsregardinganyofthepolicyguidelineslistedabove,please contactyoursupervisor,ortheExecutiveDirector.

Revised{Date} ApprovedbytheExecutiveCommitteeofthe{ORGANIZATIONNAME}BoardofDirectors

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