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Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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Page 1: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Introduction to Employee Handbook

PresenterINSERT NAME

INSERT ORGANIZATION NAME

Page 2: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME
Page 3: Introduction to Employee Handbook Presenter INSERT 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

Page 4: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

The Standards for Excellence® Code A blueprint for well managed and responsibly

governed nonprofit organizations

Page 5: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

The Standards for Excellence® Code Educational resources to help you build a

stronger, more attractive and sustainable nonprofit institution.

Page 6: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME
Page 7: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME
Page 8: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME
Page 9: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Human Resources

A. Personnel Policies

1. Written Policies & Procedures

2. Volunteers

B. Employee Performance Evaluation

C. Employee Orientation

Page 10: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 11: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Drug-Free and Alcohol Free Workplace

Equal Employment Opportunities

Contracts and Consultants

Harassment and Sexual Harassment

Conflict of Interest

Workplace Practices

Page 12: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 13: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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 14: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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 15: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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 16: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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 17: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 18: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Hiring:

• Background checks and interviewing

• Classify employee positions

• Determine whether employee is exempt or nonexempt

• Provide employee with job description

Hiring and Firing

Page 19: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Firing:

• Have a written policy

• If provide for progressive discipline, make sure you preserve at will employment

Hiring and Firing

Page 20: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 21: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 22: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Employee Benefits

Page 23: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 24: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 25: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 26: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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 27: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 28: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Reinforce accountability & stewardship by assuring organization spends resources well, makes progress towards achieving mission, and provides quality services.

Employee Performance Evaluation

Page 29: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 30: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 31: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Should include a review of the personnel policies,

procedures

Position description

Introduction to Standards for Excellence

Employee Orientation

Page 32: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

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

Page 33: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

Questions and Answers

Page 34: Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME

INSERT NAME

INSERT TITLE

INSERT ORGANIZATION

INSERT ADDRESS

INSERT EMAIL

INSERT PHONE


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Part 1. Faculty/Presenter Disclosure Faculty/Presenter:[insert name here] Relationships with commercial interests: Grants/research support:[insert company/organization

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