EMPLOYEEHANDBOOKYMCA OF CENTRAL OHIO

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METROPOLITAN OFFICES 614 224 114240 W. Long St., Columbus, OH 43215

FULL FACILITY BRANCHES

Deleware Community Center YMCA 740 203 305140 W. Long St., Columbus, OH 43215

Downtown YMCA 614 224 113140 W. Long St., Columbus, OH 43215

Gahanna / John E. Bickley YMCA 614 416 9622555 YMCA Pl., Gahanna, OH 43230

Jerry L. Garver YMCA 614 834 96226767 Refugee Rd., Canal Winchester, OH 43110

Grove City YMCA 614 871 96223600 Discovery Dr., Grove City, OH 43123

Hilliard/Ray Patch Family YMCA 614 334 9622 4515 Cosgray Rd., Hilliard, OH 43026

Hilltop YMCA 614 276 82242879 Valleyview Dr., Columbus, OH 43204

Liberty Township/Powell YMCA 614 839 96227798 N. Liberty Rd., Powell, OH 43065

North YMCA 614 885 42521640 Sandalwood Pl., Columbus, OH 43229

Pickaway County YMCA 740 477 1661440 Nicholas Dr., Circleville, OH 43113

Vaughn E Hairston SWCC 614 539 17703500 First Ave., Columbus, OH 43123

Eldon & Elsie Ward Family YMCA 614 252 3166130 Woodland Ave., Columbus, OH 43203

MULTIPURPOSE FACILITIES

Hilltop YMCA - Cherry Creek Site 614 878 7260600 Fox Ridge St., Columbus, OH 43228

Hoover YMCA Park 614 491 0980

CHILDCARE

YMCA Early Learning Center 614 342 58362879 Johnstown Rd., Columbus OH 43219

Hilltop/ODOT Early Learning Center 614 752 88771952 W. Broad St., Columbus, OH 43223

St. Ann’s Educare 614 898 8687495 Cooper Rd., Suite 115 Westerville, OH 43081

ECRN+

ECRN+ 614 543 9000(Early Childhood Resource Network Plus)6877 North High St., Ste 209Columbus, OH 43085

JUVENILE JUSTICE

PALS Program Downtown YMCA 614 224 114240 W. Long St., Columbus, OH 43215

PALS Program Vaughn E Hairston SWCC 614 539 17703500 First Ave., Urbancrest, OH 43123

PALS & TruancyNorth Area Education Center 614 447 99613911 Dresden St., Columbus, OH 43224

Truancy Intervention Center 614 257 1316640 S. Ohio Ave., Columbus, OH 43205

RESIDENTIAL SERVICES

YMCA Downtown Residence Hall 614 573 361640 W. Long St., Columbus, OH 43215

Sunshine Terrace 614 342 5836272 S. Gift St., Columbus, OH 43215

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YMCA OF CENTRAL OHIOEMPLOYEE HANDBOOK

CONTENTS

4 Employment Philosophy6 EmploymentClassifications8 Employment Process9 Employment Policies17 Wage and Salary Administration19 Benefits24 InsuranceBenefits26 Membership/EmployeeBenefits27 Employee Coaching and Counseling30 Separation From Employment

This handbook has been designed to provide you with general information regarding your employment with the YMCA of Central Ohio. It is not possible, nor is it the intent of the YMCA, to list all the policies and procedures within this handbook. The policies contained herein may be amended and revised as necessary. Neither this handbook nor its contents constitute, in whole or part, an express or implied contract between you and the YMCA. Your employment is at-will and is terminable at any time and for any reason by either you or the YMCA of Central Ohio, with or without notice or cause.

Revised April 2012

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EMPLOYMENT PHILOSOPHY The YMCA is an equal opportunity employer and does not discriminate or give preferential consideration because of sex, sexual orientation, gender identity, familial status, race, color, creed, religion, disability, ancestry, age, national origin,genetic informationorveteran’sstatus intheemploymentofqualifiedpersons.Itisourpolicytoselectthebest-qualifiedpersonsavailabletofillstaffpositions. It is the policy of the YMCA to conform to both the letter and the spirit of the Federal, State, and local civil rights laws. This pertains, but is not limited to, recruitment, hiring, training, transfer, promotion, compensation, benefits,reasonable accommodation, and termination of employment.

The YMCA appreciates and values the diversity of our staff. Accordingly, the YMCA is committed to taking reasonable steps to maintain an appropriate representationofqualifiedindividualsthroughoutitsworkforce.Theobjectivesof this program are to ensure that equal employment opportunity policies are being utilized in all facets of employment.

TheYMCAwillmakereasonableaccommodationsforqualifiedemployeeswithdisabilities, unless the accommodation would impose undue hardship on the YMCAofCentralOhio.Ifyourequireanaccommodationtoperformyour job,discuss it with your branch/ executive director, or with the human resource director. Decisions regarding the granting of accommodations will be made in a timely manner.

HARASSMENT FREE WORKPLACE The YMCA of Central Ohio is committed to maintaining an environment free from verbal or physical harassment, which is based on sex, gender identity, familial status, race, color, creed, religion, disability, ancestry, age, national origin, or sexual orientation. The term “harassment” includes, but is not limited to, offensivelanguage,jokes,orotherverbal,graphicorphysicalconductrelatingtoyour gender, race, color, creed, religion, disability, ancestry, age, national origin, or sexual orientation which would make the reasonable person experiencing such harassment uncomfortable in the work environment, or which could interfere withyourjobperformance.

We will not tolerate any form of harassment, and appropriate disciplinary action will be taken against anyone engaging in such conduct. Harassment of any kind is a serious offense and disciplinary action may be taken up to and including discharge from employment.

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If you feel that you have been harassed, you should contact the human resource director at 614-224-1142. All complaints will be thoroughly investigated and appropriate action taken to resolve complaints. There will be no retaliation against anyone for good faith reporting of discrimination or harassment, or for cooperating with an investigation of such complaints.

UNETHICAL CONDUCT COMPLAINT AND REPORTINg The YMCA definesUnethical Conduct as any behavior that is illegal or thatviolates YMCA policies and procedures including, but not limited to, that which results in financial fraud,misrepresentation of financial statements, theft ofYMCA assets, accepting gifts or gratuities of Substantial Value (any amount in excess of $250) from vendors of the YMCA, or from anyone who could be perceived as having a special interest. Unethical conduct also includes pressuring or causing any employee to perform any of these acts.

You may make a good faith complaint, report or disclosure of unethical conduct. Undernocircumstanceswill youbesubject toanydisciplinaryor retaliatoryaction for reporting a violation or potential violation in good faith. If you makeadisclosureingoodfaithandanyfactsallegedarenotconfirmedbyaninvestigation,noactionwillbetakenagainstyouforfilingthecomplaint.Willfullyfilingfalsereports,however,willnotbetolerated.Anyonefilingsuchreportswillbesubjecttodisciplinaryactionuptoandincludingterminationofemployment.

If you have concerns regarding unethical conduct involving someone who is below the levelof vicepresident, youmay report concernsona confidentialor anonymous basis by calling or writing to the human resource director. In the event the concerns involve a person at the level of vice president or above, including members of the board of directors, the audit committee, and/or the chiefexecutiveofficer,youmaycontactthehumanresourcedirector,orsendaconfidentiallettertothechairpersonoftheboardofdirectors.Allgoodfaithcomplaints shall be investigated and the person making the complaint will receive a follow up contact, either in writing, by phone or in person, if further details are required, and/or once the investigation is completed.

You also have the option of reporting unethical conduct by contacting EthicsPoint. EthicsPoint is a neutral, third party that can document your concern either over the phone (1-888-723-7329) or over the internet (www.ethicspoint.com). You can either include your name in the report to EthicsPoint, or remain anonymous. When reports are made without identifying yourself, you will be issued a report

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code and should log back in to the site every few days until the investigation iscompleted, enter the report code, and check to see if more information has been requested fromyou. If youhave identifiedyourself, theYMCA may be able to work more directly with you. Gathering information is critical to the YMCA being able to investigate and resolve concerns. Prompt corrective action, up to and including termination of employment, and prosecution, if deemed necessary or appropriate, will be taken against any person found to have engaged in unethical conduct.

EMPLOYMENT CLASSIFICATIONS The YMCA of Central Ohio uses the following categories for its payroll system:

A. Non-exempt and exempt employees 1. Non-exempt employees: You are paid on an hourly basis and are eligible for overtime pay at the rate of 1½ times your normal hourly rate for hours worked in excess of 40 per week (sick, holiday, and vacation time do not constitute hours worked).

2. Exempt employees: You are paid an annual salary for all services rendered and are not eligible for overtime pay.

B. Employee status 1. Full time: you are consistently working at least 38 hours per week in a position that is not seasonal in nature.*

2. Part-time-plus: you are working at least 25 but fewer than 38 hours per week in a position that is not seasonal in nature.

3. Part time: you are working less than 25 hours per week in a position that is not seasonal in nature.

4. Seasonal: due to the nature of the position, the employment period is not expected to exceed six months out of a twelve month period; you must be in good standing at the end of a season in order to return the following year.

If you are a non-seasonal employee who has been employed by another YMCA and transfer into the YMCA of Central Ohio, or transfer within the YMCA of

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Central Ohio, you will be credited for those prior years of continuous service. For the purpose of recognition and vacation, your original regular employment date will be used for determining your years of continuous YMCA employment.

* If you were classified as full time (working 30-37 hours) prior to July 2006, you will retain this full time classification unless you move into a position that is less than 30 hours per week.

EMPLOYMENT PROCESS Orientation: You will attend an orientation at the commencement of your employment with the YMCA. The goal of orientation is to provide you with information about the history, Mission, and general practices of the YMCA, as well astocompletepaperworkthatwillbethebeginningoftheYMCApersonnelfile.

Personnel file: The YMCA’s personnel files are maintained in the humanresource department. You must notify the human resource department of any changes in name, address, telephone number, emergency contact information, or maritalstatus.Itisnotourpolicytopermitpersonnelfilestobecopied,ortakenfromthehumanresourcedepartment.Youmaylookatyourownfilebyschedulingan appointment with a member of the human resource department. The human resourcestaffpersonwillremainwithyouwhileyouexamineyourfile.

Employment of minors: If you are under the age of 18, you must have a work permitonfileintheMetropolitanHumanResourceOffice.Youcanapplyforaworkpermitthroughyourschooloffice.

Employment of relatives/domestic partners: The employment of relatives or domestic partners is not permitted where one individual would be required to reporttoorsupervisetheother,orwherethereisasecurityriskorconflictofinterest presented by such employment.

Personal relationships: Many friendships and relationships can exist while maintainingprofessionalism; relationshipscanprovideamoreenjoyableworkexperience and should not pose a problem. If, however, a relationship begins to disrupt any aspect of work, the YMCA reserves the right to transfer or remove one or both parties from the organization.

Transfer of employees: The YMCA encourages the transfer of employees withintheYMCAofCentralOhioaslongassuchtransferisbeneficialtotheYMCA of Central Ohio.

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EMPLOYMENT POLICIES Dress Code: While we have dress code standards that differ slightly between job categories, all staff are expected to maintain a neat and professionalappearance at all times.

To accomplish this, you should:•Wearclean,well-maintained,modestandproperlyfittingclothing

•Keepjewelrytoaminimum.

•Wearyournametag.

You should not: •Wearclothingthatadvertisesforfacilitiesorgroups/productsorthatcontains words or images that do not coincide with the YMCA Mission and core values.

•Wearextremesindressorhairstyle

•Wearahat(unlessworkingoutside,forsafety,orforreligiousexpressionand has been approved by your supervisor).

DEFINITIONS: Business Casual – dress pants; skirts; blouses; button-up shirts; sweaters; knit tops; dresses; with dress or casual footwear. Business casual does NOT includejeans,shorts,tennisshoes,orflipflops.

Business Athletic – YMCA staff shirt worn with: nylon/knitblendfitness/warmuppants,dresspants,orshortsthatareatleastaslongasyourfingertipswhen arms are to your side, casual footwear or tennis shoes. Business athletic does NOT include: jeans, cotton/fleece sweatpants, lycra/biker pants/shorts,yogapantsorflipflops.

Dress standards for the various employee groups are as follows:a. Administrative/Office (this includes executive directors, ECRN+, metropolitanoffices,juvenilejustice,residenceprograms)—maywearappropriate business casual wear. If you are meeting with community representatives,orgovernmentofficials,moretraditionalbusinessattire(i.e. dress/skirt, suit/tie) is required.

b. Front desk/office/administrative staff in branches (this includesmemberservices,office,buildingsupervisors,programdirectors&coordinators)—Businesscasual;aYMCAstaffshirtasapprovedbyyour supervisor can be worn with dress or business athletic pants or dressshorts(atleastfingertiplength)andbusinesscasualorathleticfootwear.

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c. Aquatics staff —swimsuitinthestyle and color designated by your branch; guards may wear a YMCA Lifeguard T-shirt over their swimsuit; flipflopsarepermissibleforaquaticsstaff.

d. Fitness/sports staff—Business athletic; if the activity requires specialized athletic attire, it is permitted (i.e. biker shorts for a cycling instructor).

e. Maintenance/custodial staff —YMCAshirtwithkhakiorworkpants with closed-toe, sturdy footwear.

f. Branch Child Care Staff (including SACC in a branch, childwatch, preschool,SchoolDaysOff)—YMCAVest/Apronovert-shirt/sweatshirt/sweater/blouse/top, or YMCA Childcare Staff t-shirt with business casual or athletic bottoms and business casual or athletic footwear.

g. Childcare Staff not in branch – (off site SACC, Educare Centers) YMCA Vest/Apron over t-shirt/sweatshirt/sweater/blouse/ top or YMCA ChildcareStafft-shirtwithpants,fingertiplengthdressshorts,jeans,orfitnesspants(asdefinedinbusinessathletic),withbusinesscasualor athletic footwear.

h. Camp Staff —YMCACampStaffshirtwithshorts(atleastfingertiplength–seebusinessathleticdefinition)orpantsandathleticfootwear.

Use of YMCA logo/emblems: You may not use any YMCA symbols, emblems, letterhead, or material that mentions the YMCA or the YMCA of Central Ohio in the course of conducting non-YMCA business.

Computer Use: Considerable time and expense have been invested into our computer systems, and we wish to protect these investments. For that reason, you may not add, copy, alter, or delete any hardware or software unless written permission has been granted by the Information Technology (IT) department. Computers are intended for YMCA business use. This includes accessing the Internet and sending/receiving e-mail. All electronic correspondence is considered to be related to YMCA business; it will be held to the same standards of professionalism that are in place for other aspects of our operations, and will

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be monitored to ensure compliance with the YMCA’s Computer Use Policy. Byaccepting employment with the YMCA, you agree that you have no expectations of privacy in your communications involving YMCA’s computers and you expressly consent to the monitoring of such communications.

If you have been assigned a password for computer use, you should not share it with others. You may not access another person’s computer account, and you may not use another person’s password.

Social Networking: You are prohibited from communicating with members/participants who are under the age of 18 using your personal social networking websites such as Facebook, Twitter, MySpace or similar sites. Personal social networking profiles and blogs of staff must be marked “private” and beinaccessibletomembers/participantsundertheageof18.Staffwithprofileson social networking sites may not request to be friends with YMCA youth, or approve friend requests from YMCA youth unless written permission has been granted by your executive director and the parent of the youth.

Anybranchorprogram-specificsocialnetworkingsitesneedtobeapprovedbythe IT Department prior to development. Staff responsible for maintaining the site will receive training on appropriate content and management of the site.

Additionally, if you choose to post a personal website, or to participate in web-groups, chat rooms or blogs, the following guidelines must be followed:

•Theuseofphotos, logosor imagesof theYMCAor itsprograms isprohibited. If you use the YMCA’s name (including names of camps or other programs) in any such communication, you should be especially careful to support and certainly not to harm or ridicule the YMCA’s image or mission.

•Youaresolelyresponsibleforanylegalliabilityarisingfromorrelatingto the content from your personal website and/or blog.

•Youmust uphold theYMCA’s valueof respect for the individual andavoid making defamatory statements about YMCA employees, members/participants,clients,partners,affiliatesandothers,includingcompetitors.

•YoumustprovideadisclaimerstatingthattheviewsexpressedareyoursaloneandthattheydonotnecessarilyreflecttheviewsoftheYMCA.

•Youshouldnotdiscloseanyinformationthatisconfidentialorproprietaryto the YMCA, or to any third party that has disclosed information to the YMCA.

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• Any personal website or blog should not contain commentary thatviolates the YMCA’s policies on harassment or discrimination.

•UnlessspecificallyauthorizedbytheYMCA,timespentparticipatingintheabovementionedcomputeractivitiescannotinterferewithyourjobduties.

E-Mailing and Instant Messaging: You may not email or instant message YMCA youth from your personal email account. All electronic communication with YMCA youth should occur from a YMCA email account, and you must always copy your supervisor and the YMCA youth’s parent/guardian.

Phone Calls & Texting: Staff are prohibited from calling/sending text messages to YMCA youth and/or replying to text messages/receiving calls from YMCA youth. If a YMCA youth attempts to contact you on a mobile device, you should not reply and notify your supervisor immediately. There may be situations that require emergency or immediate communication, but any exceptions to this policy must be approved by the executive director and properly documented.

If your position involves providing direct service to members/participants, you are not permitted to use your personal mobile communication device(s) while working. If you have an emergency situation which requires you to use your mobile device, you must notify your supervisor before taking/making the call/text so that you can be relieved from your duties to attend to the situation.

Conflict of Interest: When engaged in personal and outside business, you shouldbefreefromanyinterest,influenceorrelationshipthatmightconflictwith or compromise the image of the YMCA. This may include other employment, ownership by employees or family members who have interest in a supplier or competitor, accepting gifts of substantial value from a member, participant, resident, supplier, or vendor; or engaging in activity that might be considered to conflictwiththeloyaltytoYMCAorhaveanadverseimpact.Ifyouareunsure

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about whether your actions would be in violation of this policy, you should askyour supervisor before acting. Exemptstaffwillbeaskedtocompleteaconflictofinterestdisclosureformuponhire, and annually thereafter.

Confidentiality: All information of a sensitive nature (i.e. phone / social security numbers; medical conditions; test results; rehabilitation and treatment plans of an employee, member, volunteer participant, or guest; donor cards; credit card/financialinformation,etc)willbetreatedasconfidentialinformationandshouldnot be disclosed to others. If you are unsure whether someone needs to know, you should check with your supervisor before disclosing.

You should always be sensitive about confidential data, and take necessarystepstoprotecttheinformation(i.e.lockfiles/recordstopreventunauthorizedaccess; keep computer screens turned away from public view; log out of screens displayingconfidentialinformationbeforewalkingaway,etc).

Other employment: Because the YMCA is a charitable organization and full-time effort is required, no regular full-time employee shall be employed or maintainoutsidebusinessorfinancialactivitywhichconflictswiththeinterestsof the YMCA, or which interferes with your ability to perform your assigned duties fully. Any full time employee must obtain written permission to have employment outside of the YMCA. If you are a non-exempt employee, approval should be obtained from your supervisor; exempt employees must receive documented approval from the president.

Solicitation: Solicitation or distribution of any product or literature is not permitted without the prior authorization of the executive director. Solicitation to other employees is strictly prohibited on work time, or in areas where members and guests may be present. In addition, persons not employed by the YMCA may not solicit or distribute literature or products on company property at any time for any purpose without approval from the executive director. Bulletin boards areforofficialYMCAcommunicationsonly; itemsmaynotbepostedwithoutappropriate approval.

Physical Examinations: Some positions require that you submit documentation of a physical examination within 30 days of your hire date. The YMCA will pay a portion of the cost if you have the examination conducted by a doctor of the YMCA of Central Ohio’s choice.

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The YMCA reserves the right to request a written doctor’s release for your return to work for any illness, and will require it for illness of three (3) days or more.

Absenteeism/Calling off: The YMCA can only provide services because you are there for our members and participants; this is why your presence is vital to our operation. We do realize, however, that you may face situations when you will be unable to come to work as scheduled. If you cannot come to work due to an unforeseen circumstance (i.e. illness), it is your responsibility to notify your supervisor prior to your scheduled start time. Your supervisor will let you know his/her expectations for acceptable methods of notification(i.e.homephone,pager,cellphone, voice mail).

Habitual Absenteeism: Your absences will be considered habitual, even if you call in, if during a 12-month period, you have in excess of six occurrences (one occurrence=one absence, even if consecutive days are missed for the same illness). At that point, you will meet with your supervisor about your attendance, and a written corrective action plan may be developed. Absences covered by the Family and Medical Leave Act will not be counted as occurrences under this policy.

Unexcused Absence: If you do not report for work and do not follow the propernotificationprocedures,yourabsencewillbeconsideredunexcused.Ifyou have three consecutive unexcused absences, you will be considered to have voluntarily resigned your position.

Drug/Tobacco Free Workplace: In accordance with the YMCA of Central Ohio’s Mission of promoting well-being in spirit, mind and body, we strictly prohibit the manufacture, distribution, possession or use of illegal or controlled substances in our facilities and programs. You may not report to work under the influenceofillegaldrugsoralcohol.

You will be required to submit to drug or alcohol testing if there is reasonable suspicion of possible use.

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All YMCA of Central Ohio facilities are also tobacco free. If you use tobacco products, you must refrain from doing so while in or on YMCA property, grounds, vehicles or program areas.

Weapons Policy: It is illegal to carry a firearm,deadlyweapon,ordangerousordnanceanywhere on the YMCA premises or in YMCA program areas or vehicles. This applies to all employees, members and program participants even if s/he has a permit to carry a concealed weapon.

Children at Work: We realize that staff who are required to be on-call or manage emergency situations may sometimes be faced with a childcare dilemma. In this situation, your children may come to the workplace with you. The following guidelines apply when children are visiting:

•Yoursupervisorneedstoapproveyoubringingyourchildreninadvance;if children are disruptive, they will be asked to leave

•Yourchildrenwillbetreatedasmembersandthesamerulesapplytothem; you are responsible for your children’s actions

•Visitstotheworkareaaretheexceptionratherthantherule

•Childrenwhoaresick(i.e.fever,contagiousillness)shouldnotbeintheYMCA

• Visits in potentially hazardous or dangerous areas (maintenance,kitchen, boiler rooms, etc.) are prohibited.

As a YMCA employee, you may utilize our child care programs at a discounted rate. See the section on staff discounts for more information.

Outside Contact with YMCA Youth: The YMCA does not encourage or endorse the use of YMCA employees for non-YMCA child care / custody activities. You should not engage in activities related to providing non-YMCA child care / custody with YMCA youth, unless prior approval is received by the executive director, and the parent of the youth involved.

Volunteering: Non-exempt/hourly paid employees can not volunteer to work off the clock for any reason. If you are a non-exempt staff, your volunteer

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opportunities are limited to: l) parent-child opportunities whereby you elect to participateinrecreationalactivitiesandprojectsthatinvolvefamilymembers,or2)youareassistinginspecialactivitiesthatareunrelatedtoyourjob,andthedecision to participate is yours alone.

WAgE & SALARY ADMINISTRATION Pay schedule: You will be paid on a bi-weekly basis. It is your responsibility to accurately record your hours worked. Most staff will record hours using the electronic timeclock; some will use manual timecards. It is your responsibility to ensure your supervisor has a complete record of your time within 24 hours of the end of each pay period. Failure to do so may cause a delay in the processing of your pay.

Pay stubs: Your supervisor/designee will have your paystub on paydays. It is your responsibility to either pick up your paystub, or make arrangements with your supervisor for it to be mailed to your home.

Direct Deposit of your pay is required for all employees. With direct deposit, most banks offer waivers/reductions on account fees and other bank services. If you do not have a bank account and wish to obtain information on opening a pay card account, please contact human resources.

Overtime: If you are a non-exempt staff person, you will be paid at a rate of 1½ times your regular hourly wage for any hours worked in excess of 40 per week. Hourspaidoutofbenefittime(sick,vacation,bereavement,holiday,etc.)donotcount as hours worked in determining overtime pay. You must obtain approval from your supervisor prior to working overtime hours.

Performance evaluation: In an effort to provide you with an opportunity for professional development, you will be scheduled to receive a performance evaluation. The evaluation is usually scheduled to occur on your service anniversary date; your anniversary date may change if you move into another position within the YMCA of Central Ohio.

Salary Adjustments: The YMCA of Central Ohio strives to attract and retain themostqualifiedstaffforallofitsoperations.Yoursalarywillbereviewed,usuallyinconjunctionwithyourperformanceevaluation.Salaryadjustmentsmaybemadewhichareinfluencedbythelocalcostofliving,payratesofcomparableorganizations,yourjobperformance,andthefinancialresourcesoftheYMCAofCentral Ohio.

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Expenses: If you incur personal expenses while on YMCA-related business, you will be reimbursed, provided your supervisor approved the charges prior to the expenditure, and you complete an expense report and attach necessary documentation. Expenses are paid on regular bi-weekly paychecks.

Mileage/Vehicle Use: If you use yourpersonalvehicleforofficialYMCAbusiness, you will be granted a per-mile allowance provided you submit an expense report. You must have no less than the state minimum requirements for damage and personal liability insurance coverage, and may be asked to submit proof of this coverage.

When operating any vehicle for YMCA business,youarerequiredtoabidebyalltrafficandparkinglaws.Ifyoureceivea citation (parking or moving violation) while conducting YMCA business, the fines/costassociatedwithsuchareyourresponsibility.

You may not use mobile communication devices (cell phones) while driving a vehicle for the YMCA. If you need to contact someone, you are expected to safely park before doing so. This applies to making /receiving calls and texting/emailing, etc.

gIVINg OPPORTUNITIES People Helping People: Each year, the YMCA of Central Ohio runs a People Helping People Campaign. Money raised through this campaign is used to fund scholarships for members and program participants. You are encouraged to contribute to the Campaign through payroll deduction.

United Way: The YMCA of Central Ohio is a member of the United Ways of CentralOhio,Pickaway,andDelawareCounties.WereceivebeneficialassistancefromouraffiliationwiththeUnitedWay.YouareencouragedtocontributetotheUnited Way according to the guidelines on the pledge card; contributions can be made through payroll deduction.

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BENEFITS Time Away From Work: The following is a list of timeoff benefits. If thebenefitappliesonlytofulltimeemployees,itwillbenotedwithFT;ifitappliesonly to part-time-plus employees, it will be noted with PTP. For all paid time off compensation, your average number of hours worked per day will be used; 8 hours is the maximum for any day (i.e. staff working 30 hours per week will receive6hours/dayforpaidtimeoffbenefits).

Holidays (FT): The YMCA of Central Ohio recognizes seven (7) paid holidays for fulltimestaff.Theseholidaysare:NewYear’sDay;MartinLutherKingJr.Day;Memorial Day; Independence Day; Labor Day; Thanksgiving Day; and Christmas Day. If a holiday falls on a Saturday, it will be observed on the preceding Friday; if it falls on a Sunday it will be observed on the following Monday.

Due to the nature of the YMCA services, some staff will need to work on holidays. If you are exempt and work on a holiday, you will be given a day with pay during the week in which the holiday falls; this day will be agreed upon by you and your supervisor. If you are full time, non-exempt, you will be paid at 1½ times your regular rate for hours worked on the holiday, and will be given corresponding time off with pay during the week of the holiday.

Personal Days (FT): Onthefirstofthemonthfollowingtheinitial90daysof employment, full-time employees will have three (3) paid personal days to use by December 31st. Personal days must be approved by your supervisor in advance, and do not carry over from year to year. Each January 1st, regular full time employees will be given 3 personal days to use during that calendar year.

Personal Days (PTP): Onthefirstofthemonthfollowingtheinitial90daysof employment, part-time-plus employeeswill be eligible forfive (5) personaldays which can be used for sick, holiday, vacation, or personal time. The days are calculated using the average number of hours you normally work in a week divided by5(i.e.a30hour/weekPTPstaffpersonwillreceivefive6-hourdays(30hours)of personal time each year) Personal time pay will be granted provided you have received your supervisor’s approval for taking the day off. Your supervisor will tell youhis/herexpectationsforacceptablemethodsofnotification(i.e.voicemail,home phone, cell phone, pager, etc.). The YMCA reserves the right to request verificationand/orareleasetoreturntoworkfromadoctor,foranyillness,andwill require it for any illness of three or more days

Each annual anniversary date, part-time-plus employees will be granted 5 personal days to be used within the next 12 months. Personal days do not carry over year-to-year, and are not paid out in lieu of taking time off, nor upon termination of employment.

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Vacations (FT): TheYMCAbelievesthatitisbeneficialtobothyouandtheYMCA of Central Ohio for you to take a paid vacation in order to rest and relax. Paid vacation time will be granted to regular, full time employees per the following schedule.

Continuous Employment Vacations

6 months 1 week 1 through 4 years 2 weeks 5 through 9 years 3 weeks 10 through 14 years 4 weeks 15 through 24 years 5 weeks 25 years or more 6 weeks

If you were hired in 1999 or after, vacation is granted when that service anniversary is achieved; if you were hired prior to 1999, time is granted on January 1 following that service anniversary.

Regulations Regarding Vacations •Vacationtimewillbecalculatedandgrantedbasedonyourmostrecenthire date.

•Vacationtimecarry-overisnotpermitted;timemustbeusedbeforeyournext service anniversary date, or it is lost.

•Paywillnotbepermittedinlieuofvacation.

•Requestsforvacationsmustbesubmittedinadvanceinwritingandapproved by your supervisor.

•IfyouleavetheemployoftheYMCA,youwillreceivecompensationforearned, unused vacation time.

•Periodswhenyouareonaleaveofabsence,extendedsickleave,orprolonged absence are not counted toward the earning of vacation eligibility.

•Youwillnotreceivevacationpayinadvanceofthevacationperiod,buton a normal pay cycle.

Sick Leave (FT): Paid sick leave is intended to provide limited protection against lost wages due to personal illness or an illness in your immediate family. Your immediatefamily forpurposesofthisbenefitnormally includesyourspouse/partner, parents and dependents.

As a regular full-time employee, you begin earning sick time at the rate of one

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day per calendar month. There is no cap on the amount of sick time that you can accrue, and it will carry over from year to year.

Sickpaywillbegrantedprovidedyouhavegivenyoursupervisornotificationprior to the start of your shift. Your supervisor will tell you his/her expectations foracceptablemethodsofnotification(i.e.voicemail,homephone,cellphone,pager,etc.).TheYMCAreservestherighttorequestverificationand/orareleaseto return to work from a doctor, for any illness, and will require it for any illness of three or more days.

At the time of termination of employment (voluntary or involuntary), you will not be paid for any unused sick time.

Jury Duty (FT & PTP): It is a moral and civic obligation for all persons to serve onjurydutywhencalled.Anyfulltimeorparttimeplusemployeeservingonjuryduty during regularly scheduled workdays will receive full compensation for such days. You are required to report for work for any regular working days or portion ofdayswhenexcusedfromjuryduty.

Military Leave:Ifyouarecalledorrecalledforactiveduty,anofficialleaveofabsencewithoutpayandwithcontinuationofbenefitswillbegranted.Re-employment rights shall correspond with those provided by Federal and State Regulations. If you are completing your compulsory military training by service in the active reserves of the United States Armed Forces, you may use your earned vacation time for such training.

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Bereavement Leave: In case of a death in your immediate family, no deduction ofpayshallbemadeforabsencefromworkforaperioduptofive(5)days.Yourimmediate family would normally consist of spouse / partner, children, parents, parents-in-law, siblings, siblings-in-law, and step-parents/children. Up to three (3) days of bereavement pay will be granted for you to attend the funeral of other family members (i.e. grandparents, grandchildren).

Leave of Absence: In accordance with the Family and Medical Leave Act (FMLA), you are eligible to take up to 12 weeks of unpaid leave in a 12 month period for the birth, adoption or foster care placement of a child; your own serious health condition; to care for a child, spouse, or parent with a serious health condition; or to participate in certain events related to an immediate family member’s (spouse, child, or parent) call to active military duty in the National Guard or Reserves (listingofqualifiedeventscanbefoundonfederalFMLAposting).

FMLA also includes a special leave entitlement for you to take up to 26 weeks of leave to care for an immediate family member (spouse, parent, child) who has been injuredwhileonactiveduty intheUSArmedForces,NationalGuardorReserves.

To be eligible for FMLA, you must have worked for the YMCA at least 12 months and for at least 1250 hours during the 12-month period preceding your leave. If you need to take a leave under these provisions, you should notify your supervisor and human resources at least 30 days in advance of the leave if it is foreseeable. If the leave is not foreseeable, you must let your supervisor know as soon as possible.

While the FMLA provides for an unpaid leave, you will be required to use your earned vacation and personal time for any of the situations. If your leave is related to a health condition, you will be required to use sick time as outlined in the sick leave policy.

TheYMCAwillrequireverificationforyourneedtotakealeave.Ifthesituationisrelatedtoahealthconditionofafamilymember,verificationoftheconditionand the need for your leave related to the condition will need to be obtained.

Exhausted leave: Ifyouhaveexhaustedyouravailableleavebenefitsandareunable to return to work, your employment with the YMCA of Central Ohio will be considered to have terminated. If you are able to return at a later time, you may re-apply for a position.

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Nursing mothers: The YMCA will provide you with reasonable breaks and a private space for lactation during your work time. These breaks will be unpaid, and can be taken as needed for up to 12 months following the birth of your baby. You should request this accommodation by talking with your supervisor so that you can be shown the space, and you can discuss how and when the breaks will be scheduled.

Weather related emergency policy: If the county where your branch is located declares a Level 2 Snow Emergency, facilities will remain open, but will operate at a reduced staff level. You should call your facility prior to coming in for a scheduled shift. If a Level 3 Snow Emergency is declared, YMCA’s within the affected areas will close and all classes/programs will be cancelled.

INSURANCE BENEFITS Full-time and part-time-plus employees are eligible for the following insurance benefits.Coveragefortheplansyouselectwillbeginonthefirstofthemonthfollowing 30 days of employment provided you have completed the necessary enrollment forms You should contact the human resources department for more information about available plans and to obtain enrollment forms.

Health and Dental Insurance Programs: Full time: The YMCA will pay 70% of the premium for the health and or dental plan that you select for yourself and your eligible dependents. The remaining 30% of the premium(s) will be deducted from your paycheck; deductions are calculated based on 24 pay periods.

Part-time-plus: The YMCA will pay 70% of the single premium for the health and or dental plan that you select. The remaining 30% of the premium(s) will be deducted from your paycheck; deductions are calculated based on 24 pay periods.

(cont...)

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You may elect to enroll eligible dependents in health and dental by paying the difference between the single and family premium through payroll deduction.

For full time or part-time-plus, you need to enroll in available health and dental planswithinyourfirst30daysofemployment,oryoumayenrollduringopenenrollment, which occurs once each year. If you would leave the employ of the YMCA, you will be given the opportunity to continue your selected coverage as outlined in the provisions of the Consolidated Omnibus Budget Reconciliation Act(COBRA).Youwouldalsobesuppliedwithcertificatesverifyingyourpreviouscoverage as outlined in the Health Insurance Protection and Portability Act (HIPPA).

Life and Long Term Disability (LTD) Insurance: full-time and part-time-plus employees will be covered on the YMCA’s group life and LTD policies on the firstofthemonthfollowingonecalendarmonthofemployment.TheYMCApaysthe premiums for these policies.

Retirement: The YMCA contributes an amount equal to 8% of your annual salary to your retirement fund if you are eligible to participate. You are eligible for the plan if you meet three criteria:

•Youareatleastage21•YouhaveworkedforaYMCAfortwoyears•Youhaveworkedatleast1,000hoursineachyear

Voluntary contributions are also available through pre-tax savings, and may begin at the time of hire. More detailed information about the YMCA Retirement Fund can be found at www.yretirement.org.

Employees who retire from the YMCA of Central Ohio with at least 15 years of service are eligible to continue health and dental benefits. The YMCA will continue premiumcontributions at the same levels as it provides for active employees. Coverage may continue until you turn 65 or become Medicare-eligible, whichevercomesfirst.

Employees retiring with at least 15 years of service will continue to receive YMCA membership benefits. The membership type(single or family) and program participation fees would be the same for these retirees as those extended to current employees.

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MEMBERSHIP/EMPLOYEE BENEFITS AllregularYMCAofCentralOhioemployeesareeligibleforthefollowingbenefits.You should contact the human resource department for more information on any of these plans. Credit Union:TheYMCAhasanaffiliationwithacreditunion;membershipisavailable to all employees.

YMCA Membership: Full time and part-time-plus employees will receive a Metropolitan family membership; part time employees will receive a Metropolitan single membership (single memberships can be upgraded to family by paying the difference between single and family membership through monthly bank draft). For the purposes of membership, a family membership includes an adult couple sharing the same residence; and their children under 21 years of age, including foster children; and / or children who are full time college students through the age of 24. A singe parent family membership includes a single parent (only one adultinthehome)andhis/herchildrenasdefinedabove.Discountsonprogramsand services are available to you according to the following guidelines:

Program FT & PTP Staff(25-40 hrs/wk)

FT & PTP Staff’s Family

PT Staff(1-24 hrs/wk)

PT Staff’s Family

Group Branch Programs* FREE 50% off

member rate 25% off

member rate

Applicable rate for

membership

Individual Instruction/

Training 25% off Member Rate Member Rate

Applicable Rate for

Membership Type

Preschool, SACC, Day

CampN/A 50% off N/A 25% off

Full-day Early Learning

CentersN/A 25% off N/A 25% off

Resident Camp N/A 50% off N/A 25% off

*Priority registration will be given to paying members. If there is a waiting list for a class/program, staff will be given the option of paying full cost, or relinquishing their spot in the

class/program.

Uponterminationofemployment,complimentarymembershipbenefitswillend.If you wish to continue membership after employment ends, you will need to purchase a membership and you will not receive employee pricing for classes/programs.

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EMPLOYEE COACHINg & COUNSELINgCorrective Action: If you are acting in a manner that is not in the best interest of your co-workers, the participants/members, the YMCA of Central Ohio, or your own professional growth, your supervisor may initiate efforts to improve your performance. The corrective action process is designed to assist you in this improvement. Levels of corrective action include documentation of: verbal counseling, written counseling, suspension, termination warning, and termination. These levels should not be construed as steps; staff need not begin atthefirstandprogressthrougheachlevel.Theselectionofinitialactionlevel,and speed of progression is determined by the severity of the issue, and the efforts you make to improve.

Concern Resolution Procedure (CRP): If there is an aspect of your employmentsituationthatyoubelievetobeunjust,youmayinitiatetheCRP.Thisprocedure begins by discussing the situation with your immediate supervisor.

If the situation is unresolved, you should discuss it with the next level of supervision. The process of discussing the situation may continue with each levelofsupervision,uptothechiefexecutiveofficer(CEO).ConcernspresentedtotheCEOshouldbemadeinwriting.AnydecisionmadebytheCEOwillbefinaland binding to all concerned parties.

In most situations, you will be able to solve the problem by talking with your supervisor. In some cases, however, you may prefer to discuss a situation with human resources. Your ability to do so will be supported by all members of the management staff.

Terminable Conduct: Reasonable work rules of conduct are necessary for theorderlyandefficientoperationofanyorganization. It isanobligationofall employees to conduct their behavior sensibly, thus ensuring that the YMCA will be a better place for all of us to work. The following list is intended to berepresentativeofactsofmisconduct.Sincethedefinitionofeverypossibleact of misconduct is not practical in this handbook, this list is not all-inclusive, and violation of any of the policies contained in this handbook could also result in termination. Being party to a commission of any of the following acts, or any other acts that are not in the best interest of the YMCA of Central Ohio, shallbesufficientgroundsfordisciplinaryactionuptoandincludingimmediatedischarge.

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1. Refusing to perform assigned work or follow directives from a supervisor, or interfering with supervision, i.e. insubordination.

2. Possessing or using alcohol, drugs, or any weapon on the grounds or in the buildings/program sites of the YMCA.

3. Sleeping during working hours.

4. Committing theft or removing from the premises any item or property of the YMCA, a member, participant or co-worker without proper authorization. The YMCA reserves the right to prosecute persons who commit theft.

5. Disclosing personal and/or confidential information concerning amember, participant or staff person without proper authorization.

6. Intentionally misusing or damaging the property of the YMCA, a member, participant, or co-worker.

7. Threatening, coercing, or maliciously interfering with fellow employees during working hours or on YMCA property.

8. Restricting work or encouraging other employees to restrict work or to stay off or leave sick.

9. Acting immorally or indecently on the grounds or in the buildings, vehicles, or program areas of the YMCA.

10. Partaking in any inconsiderate verbal or physical or abusing a member, participant, or co-worker.

11. Misrepresenting your own or another employee’s hours worked.

12. Falsifying or attempting to falsify a document of any kind.

13. Being convicted of a criminal offense that would disqualify you from employment at the YMCA of Central Ohio.

14. Misrepresenting a claim for sick leave or leave of absence.

15.Instigatingafightorfightingduringworkinghours,oronthegroundsor in the buildings, vehicles, or program areas of the YMCA.

16. Accepting remuneration directly from members, participants, or residents in exchange for YMCA property or services rendered while fulfillingYMCAemploymentduties.

17. Violation of the YMCA Code of Conduct.

18. Failure to adhere to the Employment Policies outlined in this Handbook.

This provision does not alter the fact that all employment at YMCA is at-will and fornosetperiodoftime,andcanbemodifiedorterminated,withorwithout

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cause and with or without prior notice at any time, at the option of either you or the YMCA of Central Ohio.

SEPARATION FROM EMPLOYMENT Naturally, we regret to see anyone leave the employ of the YMCA of Central Ohio, but we also realize that separations from employment are often in the best interest of either you or the YMCA of Central Ohio.

If you are a full time employee, you will be paid any earned and unused vacation time if you leave our employ. Vacation time will be paid to you through regular pay schedules.

If you are leaving the employ of the YMCA and you are an hourly employee, we would like to ask you to provide written notice of your intent to leave 2 weeks in advance; we ask to receive 30 days notice for exempt staff. If the YMCA ends your employment with us though no fault of your own, we will extend the same courtesy.

Exit Interview: If you have resigned your position, you are encouraged to either schedule an exit interview with the Human Resources Department, or complete and return the exit survey that is mailed to your home.

CHANgES TO THIS HANDBOOK Changes may be made to the policies/procedures contained in this handbook at any time without prior notice.

OUR PROMISEThe Y is a powerful association of men, women and children of allagesandfromallwalksoflifejoinedtogetherbyasharedpassion: to strengthen the foundations of community.

OUR VALUESOur core values unite us as a movement with a common cause. They are the shared beliefs and essential principles that guide our behavior, interactions with each other and decision-making.

The four values of the Y:

Caring: Show a sincere concern for others

Honesty: Be truthful in what you say and do

Respect: Follow the golden rule

Responsibility: Be accountable for your promises and actions

YMCA OF CENTRAL OHIO

MISSION To serve the whole community through programs expressing Judeo-Christian principles that build a healthy spirit, mind and body.