Transcription
Employee HandbookLast Revised February 5, 2011
TABLE OF CONTENTSWELCOME . 1ABOUT THIS HANDBOOK . 1OUR COMPANY PHILOSOPHY . 1RESPECT AND PROFESSIONALISM IN THE WORKPLACE . 3EQUAL EMPLOYMENT OPPORTUNITY . 3NO HARASSMENT . 4OPEN-DOOR POLICY . 5REASONABLE ACCOMMODATIONS . 6AT-WILL EMPLOYMENT. 6PERFORMANCE EVALUATIONS . 7GENERAL STANDARDS OF CONDUCT . 7EMPLOYEE RELATIONSHIPS. 7SUBSTANCE ABUSE . 8YOUR PERSONNEL RECORDS . 8INTERNAL COMPLAINT PROCEDURE . 8YOUR WAGES . 10PAYMENT OF WAGES . 10YOUR WORKWEEK . 10ATTENDANCE . 10TIMEKEEPING PROCEDURES . 11REST BREAKS AND MEAL PERIODS . 11LACTATION ACCOMMODATION FOR NURSING MOTHERS . 12DISCRETIONARY BONUSES . 12PAY FOR MANDATORY MEETINGS/TRAINING . 12WAGE REPLACEMENT BENEFITS FOR FAMILY LEAVE . 12LEAVES OF ABSENCE . 14ADDITIONAL TIME OFF . 14TIME OFF FOR REHABILITATION . 14TIME OFF FOR LITERACY ASSISTANCE . 15BEREAVEMENT LEAVE . 15JURY AND WITNESS LEAVE. 15MILITARY LEAVE . 16LEAVE FOR SPOUSES OF ACTIVE MILITARY PERSONNEL . 16TIME OFF FOR VOTING. 16i
TIME OFF FOR ELECTION OFFICIALS . 16TIME OFF FOR SCHOOL-RELATED ACTIVITIES . 17TIME OFF FOR SCHOOL-RELATED SUSPENSION . 17TIME OFF FOR VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT . 17TIME OFF FOR CRIME VICTIMS . 17BACKGROUND CHECKS . 18PERSONAL APPEARANCE . 18FRAGRANCE-FREE WORKPLACE POLICY . 19STATEMENTS TO THE MEDIA . 19SMOKING . 19CUSTOMER RELATIONS . 19CONFIDENTIALITY . 19CONFLICT OF INTEREST . 20PERSONAL VISITS, TELEPHONE CALLS, AND MAIL . 20USE OF COMPANY STATIONERY . 21BULLETIN BOARDS . 21SOLICITATION & DISTRIBUTION . 21SEARCHES OF COMPANY AND EMPLOYEE PROPERTY . 21USE OF COMPANY EQUIPMENT. 22VENDOR GIFTS . 22SAFETY. 23ACCIDENTS ON COMPANY PREMISES . 23PERSONAL BELONGINGS . 24SECURITY . 24EMPLOYEES WITH DRIVING RESPONSIBILITIES . 24USE OF CELLULAR PHONES AND OTHER ELECTRONIC DEVICES WHILE DRIVING. 25OFF-DUTY WORK ACCESS . 25WORKPLACE VIOLENCE PREVENTION . 25IF YOU LEAVE US . 26EMPLOYEE REFERENCES . 26A FEW CLOSING WORDS . 26ii
WELCOMEWelcome to Champion Summer Camp! We are excited to have your help this summer. Thiscamp was founded in 2010 with the goal to be the premier camp in the community. You are nowa member of our team, and we are confident you will contribute to the excellence of this camp.This Employee Handbook is your personal reference to the fundamental policies and practicesguiding our camp operations. The Handbook is designed to cover key policies related to yourjob. It is not intended to include all of the policies related to our camp operation but covers thosedirectly related to you. In addition to referring to your Handbook, you should always feelwelcome to ask Tony Basso, Executive Director, any question you may have about these policiesor practices.Tony BassoExecutive DirectorABOUT THIS HANDBOOKAs with any job change, you will experience a period of adjustment. You will want to know whatyou can expect from Champion Summer Camp and what will be expected from you. You mayhave questions about your job duties, your benefits, and Champion Summer Camp’s generaloperation. We have prepared this Handbook to assist you in finding the answers to many of thesequestions. However, we do not expect this Handbook to answer all of your questions. Tony Bassowill be your primary source of information.This Handbook is provided as a guide you may use to familiarize yourself with Champion SummerCamp. It is provided and intended only as a helpful guide. The Handbook is not, nor should it beconsidered to be, an agreement or contract of employment, express or implied, or a promise oftreatment in any particular manner in any given situation. This Handbook states only generalcompany guidelines. Champion Summer Camp may, at any time, in its sole discretion, modify orvary anything stated in this Handbook—except as required by law, and except for the rights of theparties to terminate employment at will, which may only be modified by an express writtenagreement signed by you and the Executive Director of Champion Summer Camp.This Handbook is the property of Champion Summer Camp and may only be removed from thepremises with permission. All rights are reserved. No part of this Handbook may be reproduced inany form without permission in writing from the Executive Director.This Handbook supersedes all prior handbooks, manuals, policies, and procedures issued byChampion Summer Camp.Any violation of the policies and/or procedures set forth in this Handbook may result indisciplinary action, up to and including termination.OUR COMPANY PHILOSOPHYWe are an equal opportunity employer. We believe all of our employees should be treated fairly,consistently, and with dignity and respect. Our goal is to maintain a satisfied and productive team1
of employees. The keys to reaching that goal are effective leadership, fair and competitive wagesand benefits, dedication to the job, and close attention to employee relations matters.Every member of our team is committed to our philosophy that effective leadership and dedicationare the keys to a productive work environment. You have the opportunity to express yourconcerns, suggestions, and comments to us directly so we can understand and work with each otherbetter. You are always free to speak to your supervisor or any member of our management team.We encourage you to raise any concerns you may have so we can help resolve the matter. We areproud of our relationship between our management team and our employees, and we recognizethere is always room for improvement. We will always give consideration to your concerns, andwe are interested in your thoughts and opinions. While we cannot guarantee we will always giveyou the answer you want, we will do our best to listen and to address your concerns.We strongly believe that individual consideration in the employee-supervisory relationshipprovides the best climate for our maximum development, team work, and the attainment of ourgoals. We provide good working conditions and wages. All this is a part of your job with us.At Champion Summer Camp, you have the opportunity to express your concerns, suggestions,and comments to us directly so we can better understand each other.2
BASIC EMPLOYMENT POLICIESRESPECT AND PROFESSIONALISM IN THE WORKPLACEWe are committed to promoting and maintaining an environment in which all employees aretreated with respect and dignity. As part of that commitment, we expect all employees toconduct themselves in a civil and cooperative manner. We will not tolerate disrespectful anddisruptive behavior in the workplace or in work-related settings. ―Work-related settings‖ mayinclude off-site events at which employees are present.This policy prohibits disruptive and disrespectful workplace conduct that interferes with anemployee’s ability to work efficiently and productively. This may include, but is not limited to: rude, unprofessional or otherwise inappropriate verbal comments; inappropriate visual displays, including emails, screensavers, calendars andsimilar items; spreading rumors or intentionally conveying false information about anotherindividual; refusing to cooperate with legitimate work-related requests; bullying or shouting; and using abusive language and/or engaging in intimidating behavior.If you believe someone has violated this policy, you should contact Tony Basso, ExecutiveDirector. We will make all reasonable efforts to resolve the situation. This may include takingdisciplinary action, up to and including termination of employment.EQUAL EMPLOYMENT OPPORTUNITYChampion Summer Camp is an equal opportunity employer. We enthusiastically accept ourresponsibility to make employment decisions without regard to race, religious creed, color, age,sex, sexual orientation, gender identity, genetic information, national origin, religion, maritalstatus, medical condition, disability, military service, pregnancy, childbirth and related medicalconditions, or any other classification protected by federal, state, and local laws and ordinances.Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring,placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, andother forms of compensation, training, and general treatment during employment.Any violation of this policy will not be tolerated and will result in appropriate disciplinary action,up to and including termination. If you believe someone has violated this policy, you should bringthe matter to the attention of the Tony Basso, Executive Director (415) 602-0722. ChampionSummer Camp will promptly investigate the facts and circumstances of any claim this policy hasbeen violated and take appropriate corrective measures.No one will be subject to, and Champion Summer Camp prohibits, any form of discipline orretaliation for reporting perceived violations of this policy, pursuing any such complaint, orcooperating in any way in the investigation of such complaints.3
NO HARASSMENTChampion Summer Camp does not tolerate harassment of our job applicants, contractors oremployees by another employee, supervisor, vendor, customer, or any third party. Any form ofharassment on the basis of race, religious creed, color, age, sex, sexual orientation, gender identity,genetic information, national origin, religion, marital status, medical condition, disability, militaryservice, pregnancy, childbirth and related medical conditions, or any other classification protectedby federal, state, and local laws and ordinances is a violation of this policy and will be treated as adisciplinary matter. Champion Summer Camp has zero tolerance for harassment and is committedto a workplace free of any harassment.Harassment Defined. Harassment as defined in this policy is unwelcome verbal, visual or physicalconduct based on any protected characteristic creating an intimidating, offensive, or hostile workenvironment that interferes with work performance. Harassment can be verbal (including slurs,jokes, insults, epithets, gestures or teasing), graphic (including offensive posters, symbols,cartoons, drawings, computer displays, or e-mails) or physical conduct (including physicallythreatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it isnot unlawful. Because it is difficult to define unlawful harassment, employees are expected tobehave at all times in a professional and respectful manner.Sexual Harassment Defined. Sexual harassment under this policy can include all of the aboveactions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances,requests for sexual favors, conversations regarding sexual activities and other verbal or physicalconduct of a sexual nature.Prohibited Conduct:Examples of conduct that violates this policy include: unwelcome sexual advances, flirtations, advances, leering, whistling, touching,pinching, assault, blocking normal movement requests for sexual favors or demands for sexual favors in exchange for favorabletreatment obscene or vulgar gestures, posters, or comments sexual jokes or comments about a person’s body, sexual prowess, or sexualdeficiencies propositions, or suggestive or insulting comments of a sexual nature derogatory cartoons, posters, and drawings sexually-explicit e-mails or voicemails uninvited touching of a sexual nature unwelcome sexually-related comments conversation about one’s own or someone else’s sex life conduct or comments consistently targeted at only one gender, even if the contentis not sexual teasing or other conduct directed toward a person because of the person’s gender4
All such conduct is unacceptable in the workplace and in any work-related settingsregardless of whether the conduct is engaged in by a supervisor, co-worker, client, customer,vendor, or other third party.Reporting Procedures. The following steps have been put into place to ensure the workenvironment at Champion Summer Camp is respectful, professional, and free of harassment. Ifyou believe someone has violated this policy, you should promptly bring the matter to theimmediate attention of Tony Basso, Executive Director (415) 602-0722.Investigation Procedures. Champion Summer Camp will promptly investigate the facts andcircumstances of any perceived violation of this policy. To the extent possible, Champion SummerCamp will endeavor to keep the reporting employee’s concerns confidential. During theinvestigation, Champion Summer Camp generally will: interview the employees involved; document Champion Summer Camp’s findings regarding the complaint; document recommended follow-up actions and remedies, if warranted; and inform the complainant and the accused of Champion Summer Camp’s findingsAny supervisor who learns of any potential violation of this policy must immediately report thematter to Tony Basso, Executive Director (415) 602-0722.All employees are expected to fully cooperate with internal investigations that may be initiated byChampion Summer Camp to examine any perceived violation of this policy. This includes, but isnot limited to, maintaining an appropriate level of discretion regarding the investigation anddisclosing any and all information that may be pertinent to the investigation.Upon completion of the investigation, Champion Summer Camp will take corrective measuresagainst any person who has engaged in conduct in violation of this policy, if Champion SummerCamp determines such measures are necessary. These measures may include, but are not limitedto, counseling, suspension, or immediate termination. Anyone, regardless of position or title,whom Champion Summer Camp determines has engaged in conduct that violates this policy willbe subject to discipline, up to and including termination.No Retaliation. No employee will be subject to, and Champion Summer Camp prohibits, any formof discipline or retaliation for reporting perceived violations of this policy, pursuing any suchclaim, or cooperating in any way in the investigation of such claims. If you believe someone hasviolated this policy against retaliation, you should bring the matter to the immediate attention ofTony Basso, Executive Director (415) 602-0722. Anyone, regardless of position or title, whomChampion Summer Camp determines has engaged in conduct that violates this policy againstretaliation will be subject to discipline, up to and including termination.OPEN-DOOR POLICYOur sincere conviction is that the best and most rewarding employee-management system resultsfrom a direct relationship between management and employees. We encourage you to bringyour problems to your supervisor or any other member of management whom you feel can help5
you; we, in turn, promise to listen to your concerns with respect and do our best to solve yourproblems.REASONABLE ACCOMMODATIONSWe recognize and support our obligation to reasonably accommodate employees with disabilitiesor religious beliefs or practices who are able to perform the essential functions of their positions,with or without reasonable accommodation. Champion Summer Camp will provide reasonableaccommodation to employees, unless doing so would impose an undue hardship on ChampionSummer Camp.An employee who believes he or she needs a reasonable accommodation should discuss the matterwith Tony Basso, Executive Director.AT-WILL EMPLOYMENTChampion Summer Camp’s policy is that employment is ―at-will.‖ You are free to leaveChampion Summer Camp at any time, with or without a reason and with or without notice.Champion Summer Camp also has the right to end your employment at any time, with or without areason and with or without notice. Although Champion Summer Camp may choose to end youremployment for a cause, cause is not required. Further, Champion Summer Camp has the right tomanage its work force and direct its employees. This includes the right to hire, transfer, promote,demote, reclassify, lay off, terminate, or change any term or condition of employment at any time,with or without a reason and with or without notice unless otherwise required by law.No one other than the Tony Basso, Executive Director of Champion Summer Camp may enter intoan agreement for employment for a specific period of time or make any agreement contrary to thepolicy of at-will employment. Any such agreement must be in writing signed by Tony Basso,Executive Director, and you.6
WORK PERFORMANCEPERFORMANCE EVALUATIONSPerformance evaluations may be conducted from time-to-time to provide both you and yoursupervisor with the opportunity to discuss your job tasks, identify and correct weaknesses,encourage and recognize strengths, and discuss methods for improving your work performance.After discussing the evaluation with your supervisor, you will be required to sign the evaluationindicating that you have received the evaluation and that the supervisor reviewed it with you.However, a positive performance evaluation does not guarantee an increase in salary, apromotion, or even continued employment. Compensation increases and the terms andconditions of employment, including job assignments, transfers, promotions, and demotions, aredetermined by and at the discretion of Champion Summer Camp and such may be based onmany factors in addition to performance.In addition to formal performance evaluations, Champion Summer Camp encourages you andyour supervisor to discuss your job performance on a regular basis.GENERAL STANDARDS OF CONDUCTPeople working together need standards to guide their behavior so everyone may work togetherefficiently. At Champion Summer Camp, we take a constructive approach to employee relationsso you know what we expect, and inappropriate behavior does not occur.While it is neither possible nor desirable to identify every possible infraction of this policy, youmust observe reasonable standards of conduct and may be disciplined when you do not. Someexamples of misconduct include any form of dishonesty, disruption of the workplace, failure tocomply with any Company policy or practice, or any other form of misconduct that does not servethe best interests of Champion Summer Camp or its employees.Employee discipline generally will be in the form of oral warnings, written warnings, or, inChampion Summer Camp’s discretion, termination. However, pursuant to Champion SummerCamp’s at-will employment policy, Champion Summer Camp reserves the right to imposewhatever form of discipline it chooses, or none at all in a particular instance. Champion SummerCamp will deal with each case individually, and nothing in this Handbook should be construed as apromise of specific treatment in a given situation.EMPLOYEE RELATIONSHIPSChampion Summer Camp desires to avoid misunderstandings, actual or potential conflicts ofinterest, complaints of favoritism, and the employee morale problems that can result fromromantic relationships between employees in supervisory or other influential positions inChampion Summer Camp.For that reason, employees in supervisory or other influential positions are strongly discouragedfrom becoming romantically involved with one another or with any other employee of ChampionSummer Camp. Additionally, employees are discouraged from becoming romantically involved7
with other employees, when, in the sole opinion of Champion Summer Camp, the relationshipmay create a conflict of interest, cause disruption, create a negative or unprofessional workenvironment, or present concerns regarding supervision, safety, security, or morale.If you feel a personal relationship with someone at work is not voluntary or is no longer desired,you should contact Tony Basso, Executive Director, so Champion Summer Camp may addressthe situation.Any employee in a supervisory or other influential position who becomes romantically involvedwith another employee must immediately and fully disclose in writing the relevant circumstancesto Tony Basso, Executive Director, so Champion Summer Camp can determine whether therelationship presents an actual, perceived or potential conflict of interest. If an actual, perceivedor potential conflict exists, Champion Summer Camp may take whatever action it deemsappropriate according to the circumstances, up to and including transfer or termination of one orboth of the employees. Failure to disclose such a relationship may lead to disciplinary action, upto and including termination.SUBSTANCE ABUSEChampion Summer Camp is required by law to provide a safe and healthy work environment foremployees. For that reason, all employees are expected to follow certain rules regarding the use,possession, and sale of drugs and alcohol at work.The illegal use, sale, distribution, or possession of narcotics, drugs, or controlled substances whileon the job or on company property will result in immediate disciplinary action, up to and includingtermination. The use of alcohol during working hours or reporting to work under the influence ofalcohol is strictly prohibited.The use of controlled substances that are prescribed to you by a licensed health care provider oravailable over the counter is not prohibited by this policy. However, if you are taking mediationthat may require an accommodation, please notify Tony Basso to discuss what accommodationsmay be appropriate.YOUR PERSONNEL RECORDSIt is important your personnel records are accurate and up-to-date. You should notify ChampionSummer Camp of any change in your name, address, telephone number, marital status, number ofdependents, or emergency contact telephone number.You may view your personnel file upon request. Requests should be directed to Tony Basso,Executive Director. A mutually convenient time will be scheduled for you to review your file.INTERNAL COMPLAINT PROCEDUREChampion Summer Camp is committed to providing employees with a process in which they canraise concerns about the workplace. It is important for you to understand that nothing in this policyis intended to create an express or implied agreement that alters the employment at-willrelationship that exists between Champion Summer Camp and you.8
If you have a concern or wish to file a complaint, please contact Tony Basso, Executive Director(415) 602-0722The Executive Director will provide you with a verbal or written response to your complaint within10 working days unless additional time is required under the circumstances. The decision at thisstep is final, conclusive, and binding on all parties.You are encouraged to utilize this internal complaint procedure without fear of retaliation. Anyonewho engages in inappropriate conduct toward a participant in the complaint process will be subjectto discipline, up to and including termination.This policy does not apply to claims involving perceived violations of Champion Summer Camp’sequal employment opportunity policies. Such claims should be reported immediately and in themanner set forth in Champion Summer Camp’s ―Equal Employment Opportunity‖ and/or ―NoHarassment‖ policies, and will be addressed in accordance with the provisions of the applicablepolicy.All employees are expected to fully cooperate with internal investigations that may be initiated byChampion Summer Camp to examine any perceived violation of company policy or procedure orany other matter. This includes, but is not limited to, maintaining an appropriate level of discretionregarding the investigation and disclosing any and all information that may be pertinent to theinvestigation.9
WAGES, HOURS WORKED, ANDBENEFITSYOUR WAGESYour pay is influenced by many factors, including your skills, experience, salary history,education, nature and scope of your job, performance, and Champion Summer Camp’s financialstrength. A positive performance evaluation does not guarantee an increase in yourcompensation.PAYMENT OF WAGESPaydays are bi-weekly and shall occur within seven (7) calendar days of the preceding payperiod. If a regular payday falls on a weekend or holiday, employees will be paid on thepreceding workday.Paychecks are normally available by 5:00 p.m. on a payday. If there is an error in your check,please report it immediately to Tony Basso, Executive Director. No one other than the employeeto whom the paycheck is written will be allowed to pick up a paycheck unless writtenauthorization has been given for another person to do so.All wages are subject to mandatory payroll deductions. These deductions include FederalIncome Tax, State Income Tax, Medicare, Social Security (FICA), State Disability Insurance(SDI) and State Unemployment Insurance (SUI). In addition to these mandatory deductions, ifyou are eligible and elect to partici
Champion Summer Camp may, at any time, in its sole discretion, modify or vary anything stated in this Handbook—except as required by law, and except for the rights of the parties to terminate employment at will, which may only be modified by an express written agreement signed by you and the Executive Director of Champion Summer Camp. .
