EMPLOYEEHANDBOOK

EMPLOYEERECEIPTAND ACCEPTANCE

Iherebyacknowledgereceiptofthe{OrganizationName}EmployeeHandbook.Iunde
rstand
thatitismycontinuingresponsibilitytoreadandknowitscontents.Ialsounderstandandagree
that
theEmployeeHandbookisnotanemploymentcontractforanyspecificperiodofemploymento
rfor continuingorlong‐
termemployment.Therefore,IacknowledgeandunderstandthatunlessIhavea
writtenemploymentagreementwith
{ORGANIZATIONNAME}thatprovidesotherwise,Ihavethe right to resign from my
employment with {ORGANIZATION NAME} at any time with or without notice and
with or without cause, and that {ORGANIZATION NAME} has the right to terminate
my employment at any time with or without notice and with or without cause.

Ihaveread,understandandagreetoalloftheabove.Ihavealsoreadandunderstandthe
{ORGANIZATION NAME} Employee Handbook.I agree to return the Employee
Handbook upon termination of my employment.

Signature

Print Name

Date

CONFIDENTIALITYPOLICYAND
PLEDGE

Any information that an employee learns about {ORGANIZATION NAME}, or its

members or donors, as a result of working for {ORGANIZATION NAME} that is not
otherwise publicly
availableconstitutesconfidentialinformation.Employeesmaynotdiscloseconfidentialinfor
mation to anyone who is not employed by {ORGANIZATION NAME} or to other
persons employed by
{ORGANIZATIONNAME}whodonotneedtoknowsuchinformationtoassistinrendering
services.

Thedisclosure,distribution,electronictransmissionorcopyingof{ORGANIZATION
NAME}’s confidential information is prohibited.Any employee who discloses
confidential
{ORGANIZATIONNAME}informationwillbesubjecttodisciplinaryaction(includingpossib
le separation), even if he or she does not actually benefit from the disclosure of such
information.

Iunderstandtheabovepolicyandpledgenottodiscloseconfidentialinformat

ion. Signature:

Print Name:

ii
Date:

iii
 {ORGANIZATIONNAME}
EMPLOYEE HANDBOOK

TABLEOFCONTENTS

PAGE

I. MISSION....................................................................................................................................X
II. OVERVIEW................................................................................................................................X
III. VOLUNTARYAT‐WILLEMPLOYMENT............................................................................X
IV. EQUALEMPLOYMENTOPPORTUNITY..........................................................................X
V. POLICYAGAINSTWORKPLACEHARASSMENT..........................................................X
VI. SOLICITATION........................................................................................................................X
VII. HOURSOFWORK,ATTENDANCEANDPUNCTUALITY............................................X
A. HoursofWork...................................................................................................................X
B. AttendanceandPunctuality.........................................................................................X
C. Overtime............................................................................................................................X
VIII. EMPLOYMENTPOLICIESANDPRACTICES.................................................................X
A. DefinitionofTerms..........................................................................................................X
IX. POSITIONDESCRIPTIONANDSALARYADMINISTRATION...................................X
X. WORKREVIEW.........................................................................................................................X
XI. ECONOMICBENEFITSANDINSURANCE....................................................................X
A. Health/LifeInsurance....................................................................................................X
B. SocialSecurity/Medicare/Medicaid.........................................................................X
C. WorkersʹCompensationandUnemploymentInsurance.....................................X
D. RetirementPlan...............................................................................................................X
E. TaxDeferredAnnuityPlan.............................................................................................X
XII. LEAVEBENEFITSANDOTHERWORKPOLICIES........................................................X
A. Holidays.............................................................................................................................X
B. Vacation..........................................................................................................................XX
C. SickLeave.......................................................................................................................XX
D. PersonalLeave..............................................................................................................XX
E. MilitaryLeave................................................................................................................XX
F. JuryDuty..........................................................................................................................XX
G. ParentalLeave..............................................................................................................XX
H. BereavementLeave.....................................................................................................XX
I. ExtendedPersonalLeave...........................................................................................XX
J. SevereWeatherConditions.......................................................................................XX
K. MeetingsandConferences...........................................................................................XX

iv
XIII. REIMBURSEMENTOFEXPENSES................................................................................XX
XIV. SEPARATION.........................................................................................................................XX
XV. RETURNOFPROPERTY.....................................................................................................XX
XVI. REVIEWOFPERSONNELANDWORKPRACTICES..................................................XX
XVII. PERSONNELRECORDS...................................................................................................XX
XVIII...................................................................... OUTSIDE EMPLOYMENTXX
XIX. NON‐DISCLOSUREOFCONFIDENTIALINFORMATION....................................XX
XX. COMPUTERANDINFORMATIONSECURITY...........................................................XX
XXI. INTERNET ACCEPTABLE USE POLICY...................................................................XX

v
I. MISSION

II. OVERVIEW

The {ORGANIZATION NAME} Employee Handbook (the “Handbook”) has

been developed to provide general guidelines about {ORGANIZATION NAME}
policies and procedures for employees.It is a guide to assist you in becoming
familiar with some of the privileges and obligations of your employment, including
{ORGANIZATION NAME}ʹs policy of voluntary at‐will employment.None of the
policies or guidelines in the Handbook are intended to give rise to contractual
rights or obligations, or to be construed as a guarantee of
employmentforanyspecificperiodoftime,oranyspecifictypeofwork.Additionally,witht
he exception of the voluntary at‐will employment policy, these guidelines are
subject to modification, amendment or revocation by {ORGANIZATION NAME} at
any time, without advance notice.

The personnel polices of {ORGANIZATION NAME} are established by the

Board of Directors, which has delegated authority and responsibility for their
administration to the
ExecutiveDirector.TheExecutiveDirectormay,inturn,delegateauthorityforadministe
ring specific policies.Employees are encouraged to consult the Executive Director
for additional information regarding the policies, procedures, and privileges
described in this Handbook.
QuestionsaboutpersonnelmattersalsomaybereviewedwiththeExecutiveDirector.

{ORGANIZATIONNAME}willprovideeachindividualacopyofthisHandbookup
on
employment.Allemployeesareexpectedtoabidebyit.Thehigheststandardsofpersonal
and professional ethics and behavior are expected of all {ORGANIZATION
NAME} employees.
Further, {ORGANIZATION NAME} expects each employee to display good
judgment,
diplomacyandcourtesyintheirprofessionalrelationshipswithmembersof{ORGANIZA
TION NAME}ʹs Board of Directors, committees, membership, staff, and the
general public.

1
III. VOLUNTARYAT‐WILLEMPLOYMENT

Unless an employee has a written employment agreement with

{ORGANIZATION
NAME},whichprovidesdifferently,allemploymentat{ORGANIZATIONNAME}is“at‐
will.” That means that employees may be terminated from employment with
{ORGANIZATION NAME} with or without cause, and employees are free to leave
the employment of
{ORGANIZATIONNAME}withorwithoutcause.Anyrepresentationbyany
{ORGANIZATIONNAME}officeroremployeecontrarytothispolicyisnotbindingupon
{ORGANIZATIONNAME}unlessitisinwritingandissignedbytheExecutiveDirectorwit
h the approval of the Board of Directors.

IV. EQUALEMPLOYMENTOPPORTUNITY

{ORGANIZATIONNAME}shallfollowthespiritandintentofallfederal,sta
te and local employment law and is committed to equal employment
opportunity.To that end, the Board of Directors and Executive Director of
{ORGANIZATION NAME} will not discriminate against any employee or applicant
in a manner that violates the law.
{ORGANIZATIONNAME}iscommittedtoprovidingequalopportunityforallemployees
and
applicantswithoutregardtorace,color,religion,nationalorigin,sex,age,maritalstatus,
sexual orientation, disability, political affiliation, personal appearance, family
responsibilities, matriculation or any other characteristic protected under federal,
state or local law.Each person is evaluated on the basis of personal skill and merit.
{ORGANIZATION NAME}’s policy regarding equal employment opportunity
applies to all aspects of employment, including recruitment, hiring, job
assignments, promotions, working conditions, scheduling, benefits, wage and
salary administration, disciplinary action, termination, and social, educational and
recreational programs.The Executive Director shall act as the responsible agent in
the full implementation of the Equal Employment Opportunity policy.

{ORGANIZATION NAME} will not tolerate any form of unlawful

discrimination.Allemployees are expectedto cooperate fully in implementing this
policy.In
particular,anyemployeewhobelievesthatanyotheremployeeof{ORGANIZATIONNA
ME} may have violated the Equal Employment Opportunity Policy should report
the possible violation to the Executive Director.

If {ORGANIZATION NAME} determines that a violation of this policy has

occurred, it will take appropriate disciplinary action against the offending party,
which can include counseling, warnings, suspensions, and termination.Employees
who report, in good faith, violations of this policy and employees who cooperate
with investigations into alleged
violationsofthispolicywillnotbesubjecttoretaliation.Uponcompletionoftheinvestigati
on,
{ORGANIZATIONNAME}willinformtheemployeewhomadethecomplaintoftheresult
sof the investigation.

2
 {ORGANIZATION NAME} is also committed to complying fully with
applicable
disabilitydiscriminationlaws,andensuringthatequalopportunityinemploymentexistsa
t
{ORGANIZATION NAME} for qualified persons with disabilities.All employment
practices and activities are conducted on a non‐discriminatory basis.Reasonable
accommodations will be available to all qualified disabled employees, upon
request, so long as the potential
accommodationdoesnotcreateanunduehardshipon{ORGANIZATIONNAME}.Emplo
yees who believe that they may require an accommodation should discuss these
needs with the Executive Director.

Ifyouhaveanyquestionsregardingthispolicy,pleasecontacttheExecutiveDirector.

V. POLICYAGAINSTWORKPLACEHARASSMENT

{ORGANIZATION NAME} is committed to providing a work environment

for all
employeesthatisfreefromsexualharassmentandothertypesofdiscriminatoryharassm
ent.
Employeesareexpectedtoconductthemselvesinaprofessionalmannerandtoshowresp
ect for their co‐workers.

{ORGANIZATION NAME}’s commitment begins with the recognition and

acknowledgment that sexual harassment and other types of discriminatory
harassment are, of course, unlawful.To reinforce this commitment,
{ORGANIZATION NAME} has developed a
policyagainstharassmentandareportingprocedureforemployeeswhohavebeensubjec
tedto orwitnessedharassment.Thispolicyappliestoallwork‐
relatedsettingsandactivities,whether inside or outside the workplace, and includes
business trips and business‐related social events.
{ORGANIZATION NAME}’s property (e.g. telephones, copy machines, facsimile
machines, computers,andcomputerapplicationssuchase‐
mailandInternetaccess)maynotbeusedto engage in conduct that violates this policy.
{ORGANIZATION NAME}’s policy against harassment covers employees and other
individuals who have a relationship with
{ORGANIZATIONNAME}whichenables{ORGANIZATIONNAME}toexercisesomeco
ntrol
overtheindividual’sconductinplacesandactivitiesthatrelateto{ORGANIZATIONNAM
E}’s work (e.g. directors, officers, contractors, vendors, volunteers, etc.).

Prohibition of Sexual Harassment:{ORGANIZATION NAME}’s policy

against sexual harassment prohibits sexual advances or requests for sexual favors
or other physical or verbal conductofasexualnature,when:
(1)submissiontosuchconductismadeanexpressorimplicit condition of employment;
(2) submission to or rejection of such conduct is used as a basis for employment
decisions affecting the individual who submits to or rejects such conduct; or (3)
such conduct has the purpose or effect of unreasonably interfering with an
employee’s work performance or creating an intimidating, hostile, humiliating, or
offensive working environment.

3
 While it is not possible to list all of the circumstances which would
constitute sexual harassment,thefollowingaresomeexamples:
(1)unwelcomesexualadvances‐‐whetherthey involve physical touching or not; (2)
requests for sexual favors in exchange for actual or

4
promisedjobbenefitssuchasfavorablereviews,salaryincreases,promotions,increased
benefits, or continued employment; or (3) coerced sexual acts.

Depending on the circumstances, the following conduct may also constitute

sexual harassment:
(1)useofsexualepithets,jokes,writtenororalreferencestosexualconduct,gossip
regardingone’ssexlife;
(2)sexuallyorientedcommentonanindividual’sbody,commentabout an individual’s
sexual activity, deficiencies, or prowess; (3) displaying sexually suggestive objects,
pictures, cartoons; (4) unwelcome leering, whistling, deliberate brushing against
the body in a suggestive manner; (5) sexual gestures or sexually suggestive
comments; (6) inquiries into one’s sexual experiences; or (7) discussion of one’s
sexual activities.

Whilesuchbehavior,dependingonthecircumstances,maynotbesevereorpervasi
ve enough to create a sexually hostile work environment, it can nonetheless make
co‐workers uncomfortable.Accordingly, such behavior is inappropriate and may
result in disciplinary action regardless of whether it is unlawful.

Itisalsounlawfulandexpresslyagainst{ORGANIZATIONNAME}policytoretaliate
against an employee for filing a complaint of sexual harassment or for cooperating
with an investigation of a complaint of sexual harassment.

ProhibitionofOtherTypesofDiscriminatoryHarassment:Itisalsoagainst
{ORGANIZATION NAME}’s policy to engage in verbal or physical conduct that
denigrates or shows hostility or aversion toward an individual because of his or
her race, color, gender, religion, sexual orientation, age, national origin, disability,
or other protected category (or that
oftheindividual’srelatives,friends,orassociates)that:
(1)hasthepurposeoreffectofcreating an intimidating, hostile, humiliating, or
offensive working environment; (2) has the purpose or effect of unreasonably
interfering with an individual’s work performance; or (3) otherwise adversely
affects an individual’s employment opportunities.

Depending on the circumstances, the following conduct may constitute

discriminatory harassment:(1) epithets, slurs, negative stereotyping, jokes, or
threatening, intimidating, or
hostileactsthatrelatetorace,color,gender,religion,sexualorientation,age,nationalorig
in,or disability; and (2) written or graphic material that denigrates or shows
hostility toward an individual or group because of race, color, gender, religion,
sexual orientation, age, national origin, or disability and that is circulated in the
workplace, or placed anywhere in
{ORGANIZATIONNAME}’spremisessuchasonanemployee’sdeskorworkspaceoron
{ORGANIZATION NAME}’s equipment orbulletin boards.Otherconduct may also
constitute
discriminatoryharassmentifitfallswithinthedefinitionofdiscriminatoryharassmentset
forth above.

Itisalsoagainst{ORGANIZATIONNAME}’spolicytoretaliateagainstanemployeef
or filing a complaint of discriminatory harassment or for cooperating in an
investigation of a complaint of discriminatory harassment.

5
 Reporting of Harassment:If you believe that you have experienced or
witnessed sexual harassment or other discriminatory harassment by any employee
of {ORGANIZATION NAME}, you should report the incident immediately to your
supervisor or to the Executive
Director.Possibleharassmentbyotherswithwhom{ORGANIZATIONNAME}hasabusi
ness relationship, including customers and vendors, should also be reported as
soon as possible so that appropriate action can be taken.

{ORGANIZATION NAME} will promptly and thoroughly investigate all

reports of harassment as discreetly and confidentially as practicable.The
investigation would generally include a private interview with the person making a
report of harassment.It would also generally be necessary to discuss allegations of
harassment with the accused individual and others who may have information
relevant to the investigation.{ORGANIZATION NAME}’s
goalistoconductathoroughinvestigation,todeterminewhetherharassmentoccurred,a
ndto determine what action to take if it is determined that improper behavior
occurred.

If{ORGANIZATIONNAME}determinesthataviolationofthispolicyhasoccurred,
it will take appropriate disciplinary action against the offending party, which can
include counseling,warnings,suspensions,andtermination.Employeeswhoreport
violationsofthis policy and employees who cooperate with investigations into
alleged violations of this policy will not be subject to retaliation.Upon completion
of the investigation, {ORGANIZATION NAME} will inform the employee who made
the complaint of the results of the investigation.

Compliancewiththispolicyisaconditionofeachemployee’semployment.Employ
ees are encouraged to raise any questions or concerns about this policy or about
possible discriminatory harassment with the Executive Director.In the case where
the allegation of harassment is against the Executive Director, please notify the
staff member designated as grievance officer.

VI. SOLICITATION

Employees are prohibited from soliciting (personally or via electronic mail)

for membership, pledges, subscriptions, the collection of money or for any other
unauthorized purpose anywhere on {ORGANIZATION NAME} property during
work time, especially those of a partisan or political nature.“Work time” includes
time spent in actual performance of job
dutiesbutdoesnotincludelunchperiodsorbreaks.Non‐
workingemployeesmaynotsolicitor distribute to working employees.Persons who
are not employed by {ORGANIZATION NAME} may not solicit or distribute
literature on {ORGANIZATION NAME}’s premises at any time for any reason.

Employeesareprohibitedfromdistributing,circulatingorposting(onbulletinboa
rds, refrigerators, walls, etc.) literature, petitions or other materials at any time
for any purpose without the prior approval of the Executive Director or his/her
designee.

6
VII. HOURSOFWORK,ATTENDANCEANDPUNCTUALITY

A. HoursofWork

Thenormalworkweekfor{ORGANIZATIONNAME}shallconsistoffive(5),seven
(7) hour days.Ordinarily, work hours are from 9:00 a.m. ‐ 5:00 p.m., Monday
through Friday, including one hour (unpaid) for lunch.Employees may request the
opportunity to vary their work schedules (within employer‐defined limits) to better
accommodate personal responsibilities.Subject to {ORGANIZATION NAME} work
assignments and Executive Director approval, the employee’s supervisor shall
determine the hours of employment that best suits the needs of the work to be
done by the individual employee.

B. AttendanceandPunctuality

Attendance is a key factor in your job performance.Punctuality and regular

attendance
areexpectedofallemployees.Excessiveabsences(whetherexcusedorunexcused),tardi
nessor leaving early is unacceptable.If you are absent for any reason or plan to
arrive late or leave early, you must notify your supervisor and the office manager
as far in advance as possible and no later than one hour before the start of your
scheduled work day.In the event of an emergency, you must notify your supervisor
as soon as possible.

For all absences extending longer than one day, you must telephone your
immediate supervisor prior to the start of each scheduled workday.When reporting
an absence, you should indicate the nature of the problem causing your absence
and your expected return‐to‐
workdate.Aphysician’sstatementmayberequiredasproofoftheneedforanyillness‐
related absence regardless of the length of the absence.

Except as provided in other policies, an employee who is absent from work

for three
consecutivedayswithoutnotificationtohisorhersupervisorortheExecutiveDirectorwill
be considered to have voluntarily terminated his or her employment.The
employee’s final paycheck will be mailed to the last mailing address on file with
{ORGANIZATION NAME}.

Excessiveabsences,tardinessorleavingearlywillbegroundsfordisciplineuptoand
including termination.Depending on the circumstances, including the employee’s
length of employment, {ORGANIZATION NAME} may counsel employees prior to
termination for excessive absences, tardiness or leaving early.

C. Overtime

Overtime pay, which is applicable only to Non‐Exempt Employees, is for

any time worked in excess of 40 hours in a work week.Only the Executive
Director or his or her
designee,upontherequestofanemployeeʹssupervisor,mayauthorizeovertime.Overti
me rate is one and one‐half time (1½) the employeeʹs straight time rate, except in
instances

7
involvingaSundayorholidayswhentherateistwotimestheregularrate.Paymentof
overtime will be provided in the pay period following the period in which it is
earned.

VIII. EMPLOYMENTPOLICIESANDPRACTICES

A. DefinitionofTerms

1. Employer.The{OrganizationName}istheemployerofallfull‐time,part‐
time
andtemporaryemployees.Anemployeeishired,providedcompensation
and applicable benefits, and has his or her work directed and
evaluated by
{ORGANIZATIONNAME}.

2. Full‐
TimeEmployee.AFullTimeEmployeeregularlyworksatleast35hours
per week

3. Part‐
TimeEmployee.APartTimeEmployeeregularlyworkslessthan35hours
per week but no less than 17 ½ hours per week.

4. ExemptEmployee.AnExemptEmployeeisanemployeewhoispaidonasalar
y basis and meets the qualificationsforexemption from the overtime
requirements of the Fair Labor Standards Act (“FLSA”).
5. Non‐ExemptEmployee.ANon‐
ExemptEmployeeisanemployeewhoispaid an hourly rate and does
not meet the qualifications for exemption from the overtime
requirements of the Fair Labor Standards Act (“FLSA”).For Non‐
Exempt Employees, an accurate record of hours worked must be
maintained.
{ORGANIZATIONNAME}willcompensatenon‐exemptemployeesin
accordance with applicable federal and state law and regulations.

6. Temporary Employee.An individual employed, either on a full‐time or

part‐time basis, for a specific period of time less than six
months.Temporary
employeesareentitledonlytothosebenefitsrequiredbystatuteorasother
wise stated in the {ORGANIZATION NAME} Employee Handbook.

AllemployeesareclassifiedasExemptorNon‐
Exemptinaccordancewithfederaland state law and regulations.Each employee is
notified at the time of hire of his or her specific compensation category and exempt
or non‐exempt status.

IX. POSITIONDESCRIPTIONANDSALARYADMINISTRATION

Eachpositionshallhaveawrittenjobdescription.Ingeneral,thedescriptionwill

8
include the:purpose of the position, areas of responsibilities, immediate
supervisor(s),

9
qualificationsrequired,salaryrange,andworkingconditionsaffectingthejob,e.g.,worki
ng hours, use of car, etc.The supervisor(s) or the Executive Director shall have
discretion to modify the job description to meet the needs of {ORGANIZATION
NAME}.

Paychecks are distributed on the 15th and the last day of each month,
except wheneither of those days falls on a Saturday, Sunday or holiday, in which
case paychecks will be
distributedontheprecedingworkday.TimesheetsareduetotheExecutiveDirectorwithi
ntwo days of each pay period. All salary deductions are itemized and presented to
employees with the paycheck.Approved salary deductions may include: federal and
state income taxes; social security, Medicare, and state disability insurance;
voluntary medical and group hospitalization insurance premiums (if in force and if
paid by employee) and other benefits (e.g., life insurance, retirement).

X. WORKREVIEW

Theworkofeachemployeeisreviewedonanongoingbasiswiththesupervisorto
provide a systematic means of evaluating performance.

The annual performance review is a formal opportunity for the supervisor

and employee to exchange ideas that will strengthen their working relationship,
review the past
year,andanticipate{ORGANIZATIONNAME}ʹsneedsinthecomingyear.Thepurposeo
fthe review is to encourage the exchange of ideas in order to create positive
change within
{ORGANIZATION NAME}.To that end, it is incumbent upon both parties to have
an open,
andhonestdiscussionconcerningtheemployee’sperformance.Itisfurtherincumbentu
pon the supervisor to clearly communicate the needs of {ORGANIZATION NAME}
and what is
expectedoftheemployeeincontributingtothesuccessof{ORGANIZATIONNAME}fort
he coming year.

Bothsupervisorandemployeeshouldattempttoarriveatanunderstandingregardi
ng the objectives for the coming year.This having been done, both parties should
sign the performance review form, which will be kept as part of the employeeʹs
personnel record and used as a guide during the course of the year to monitor
employee progress relative to the agreed upon objectives.

TheExecutiveDirectorreviewstheworkofallsupervisors.Workreviewsforothers
taff are the responsibility of the appropriate supervisor, subject to confirmation by
the Executive Director.

XI. ECONOMICBENEFITSANDINSURANCE

{ORGANIZATIONNAME}shallprovideacompetitivepackageofbenefitstoalleli
gible full‐time and part‐time employees.The following outline of available benefits
is provided with

10
the understanding that benefit plans may change from time to time, and the plan
brochures (known as Summary Plan Descriptions) or contracts are to be
considered the final word on the terms and conditions of the employee benefits
provided by {ORGANIZATION NAME}.For eligibility requirements, refer to the
Plan document for each benefit program.Continuation of
anybenefitsafterterminationofemploymentwillbesolelyattheemployeeʹsexpenseand
only if permitted by policies and statutes.The Executive Director will determine
levels of deductibility and co‐payments for all insurance related benefits annually.

A. Health/LifeInsurance

{ORGANIZATION NAME} currently provides individual health and dental

insurance benefits for eligible full‐time and part‐time employees except those who
are insured through
theirspouse,retiredmilitary,orotherplans,beginningafterthefirstfullmonthofemploy
ment. Eligible employees may elect to participate in available health plan(s)
offered by
{ORGANIZATIONNAME}.
{ORGANIZATIONNAME}presentlypaystheindividual
insurancepremiumforalleligibleemployees.
{ORGANIZATIONNAME}mayrequire employees to pay a portion of
insurance premium in the future.Information about
{ORGANIZATIONNAME}ʹshealthplan(s)willbeprovidedtotheemployeeatthetim
eof employment.

B. SocialSecurity/Medicare/Medicaid

{ORGANIZATION NAME} participates in the provisions of the Social

Security,
MedicareandMedicaidprograms.Employees’contributionsaredeductedfromeachpay
check and {ORGANIZATION NAME} contributes at the applicable wage base as
established by federal law.

C. WorkersʹCompensationandUnemploymentInsurance

EmployeesarecoveredforbenefitsundertheWorkersʹCompensationLaw.Absen
ces for which worker compensation benefits are provided are not charged against
the eligible employeeʹs sick leave.To assure proper protection for employees and
{ORGANIZATION NAME}, any accident that occurs on the job must be reported,
even if there are no injuries apparent at the time.Forms for this purpose are
available from {ORGANIZATION NAME}.
{ORGANIZATIONNAME}alsoparticipatesintheDistrictofColumbiaunemployment
program.

D. RetirementPlan

{ORGANIZATION NAME} provides a retirement program for eligible full‐

time and part‐timeemployeeswhoare21yearsofageorolder.
{ORGANIZATIONNAME}contributes to the employee’s retirement plan when
employee becomes vested after one year of employment.Eligible employees may
contribute to retirement plan at start of employment.
Employerpercentagecontributionstotheretirementprogramisreviewedanddetermined

11
annuallybythe{ORGANIZATIONNAME}BoardofDirectors.Informationabout
{ORGANIZATIONNAME}ʹsretirementplanwillbeprovidedtotheemployeeatthetimeo
f employment.

E. TaxDeferredAnnuityPlan

{ORGANIZATION NAME} offers a tax deferred annuity plan through

payroll
deductionattheemployeeʹsexpenseandwhichissubjecttofederal,stateandlocalprovisi
ons.

{ORGANIZATIONNAME}reservestherighttomodifyorterminateanyemployeebenefit
s,at any time.

XII. LEAVEBENEFITSANDOTHERWORKPOLICIES

A. Holidays

Full‐TimeEmployeesareeligiblefor11.5holidaysperyearasfollows:

NewYearʹsDay
MartinLutherKing,Jr.ʹsBirthd
ay Presidentʹs Day
Memorial Day
IndependenceD
ay Labor Day
Columbus Day
Veteranʹs Day
Thanksgiving
Day
TheDayAfterThanksgivingDay
Christmas Eve (1/2 Day)
Christmas Day

Full‐time employees (employees who regularly work at least 35 hours

perweek) receive
one(1)paiddayoffforeachfulldayofholidaytime.HolidaybenefitsforPart‐
Timeemployees will be pro‐rated in accordance with the hours regularly worked by
the employee.Employees wishing to take religious holidays may substitute a
religious holiday for one of those listed above, with advance approval from their
supervisor and the Executive Director.Temporary employees are ineligible for
holiday leave benefits.In those years when Independence Day, Christmas Eve and
Christmas Day, and New Yearʹs Day fall on Saturday or Sunday, the Executive
Director will designate the work day that will replace the weekend holiday.

B. Vacation

12
 Duringthefirst90daysofemploymentfull‐ andpart‐
timeemployeeswillnotearn
Vacationbenefits.Duringtheremainingninemonthsoffirstyearemployment,afull‐
time employee will earn two weeks (10 days) of paid Vacation.

Full‐time employees will continue to earn two weeks (10 days) of Vacation
during the secondyearofemployment.Intheirthirdyearofemployment,full‐
timeemployeeswillearn
threeweeks(15days)ofVacation.Duringthefourthyearandthereafter,full‐
timeemployees will earn four weeks (20 days) of Vacation per year.Temporary
employees are ineligible for Vacation benefits.

VacationbenefitsareproratedaccordinglyforPart‐
Timeemployees.UseofVacationis subject to approval by the supervisor and Executive
Director and must be requested in hourly increments, using the appropriate leave
request form..

Employees are expected to use Vacation benefits in the fiscal year in which
Vacation is earned.Employees may carry over unused Vacation from one year to
the next only with the approvalof the Executive Director.Employees may not
accrue more than the maximum leave they are allowed.Once an employee reaches
his or her annual ceiling, the employee ceases to
accrueanyadditionalVacationbenefits.IfanemployeelaterusesenoughVacationbenefi
tsto
fallbelowtheceiling,theemployeestartstoaccrueleaveagainfromthatdateforwardunti
lhe or she reaches his or her Vacation ceiling.Accordingly, employees are
encouraged to use all Vacation benefits in the fiscal year in which they are earned
in order to avoid reaching the ceiling limit.

C. SickLeave

Sick leave benefits are earned on a prorated basis of one day (7 hours) per
month for full‐time employees beginning at first day of employment.Part‐time
employees receive prorated sick leave benefits, (i.e., 3.5 hours per month if the
Employee works 17.5 hours per
week).Temporaryemployeesarenoteligibleforpaidsickleavebenefits.Useofsickleaveis
subject to approval by the supervisor and the Executive Director and must be
requested in hourly increments.

Unused sick leave can accumulate from year to year up to a maximum of 30

days (210 hours) for full‐time employees.This limitation on accrual of sick leave
benefits is prorated accordingly for part‐time employees.No sick leave benefits are
paid upon separation of employment from {ORGANIZATION NAME} for any
reason.If an employeeʹs illness or injury requires a consecutive absence of five (5)
days or more, physician documentation will be required.{ORGANIZATION NAME}
also may recommend that the employee apply for state disability insurance (SDI).If
the employee receives SDI and the compensation does not equal
theemployeeʹssickleaveaccruals,
{ORGANIZATIONNAME}willmakeupthedifferenceuntil all sick leave benefits are
used.

13
 D. PersonalLeave

{ORGANIZATIONNAME}providesthree(3)daysofpersonalleavepercalendary
ear to all Full‐Time and Part‐Time employees who have completed six months of
employment.
Personal leave benefits are prorated accordingly for part‐time
employees.Temporary employees are not eligible for paid personal leave
benefits.Personal leave is accrued at the beginning of each year and cannot be
carried into the next year.Personal leave may not be
takeninthefirstsix(6)monthsofemployment.Allpersonalleaveissubjecttopriorapprova
l by the supervisor and Executive Director and must be requested in hourly
increments.No personal leave benefits are paid upon separation from employment
with {ORGANIZATION NAME} for any reason.

E. MilitaryLeave

Employees who are inducted into or enlist in the Armed Forces of the
United States or are called to duty as a member of a reserve unit may take an
unpaid leave in accordance with applicable law.The employee must provide
advance notice of his or her need for a military
leaveand{ORGANIZATIONNAME}willrequestacopyoftheemployee’sorders,whichw
ill be kept on record by {ORGANIZATION NAME}.

Thetimeanemployeespendsonmilitaryleavewillbecountedascontinuousservice
for the purpose of determining eligibility and accrual for various benefit plans and
policies.

For military leaves extending 30 days or less, {ORGANIZATION NAME} will

continue
topaytheportionofthepremiumonhealthinsurance,ifany,thatitwaspayingbeforemilita
ry
leavebegan.Inordertocontinuesuchhealthinsurance,theemployeemustcontinuetopay
his or her portion of premiums during this period.For military leaves extending
beyond 30 days, the employee will have the option to continue his or her insurance
coverage at the employee’s cost.

Uponreturnfrommilitaryleave,employeeswillbereinstatedasrequiredbylawand
benefits will be reinstated with no waiting periods.ʺ

F.CivicResponsibility

{ORGANIZATION NAME} believes in the civic responsibility of its

employees and
encouragesthisbyallowingemployeestimeofftoservejurydutywhenrequiredandtoser
ve as nonpartisan Election Day poll workers when appropriate and approved.
1. Jury Duty. For time served on jury duty, {ORGANIZATION NAME}
will pay employees the difference between his or her salary and any
amount paid by
thegovernment,unlessprohibitedbylaw,uptoamaximumoftendays.Ifa
n employee is required to serve more than ten days of jury duty,
{ORGANIZATIONNAME}willprovidetheemployeewithunpaidleave.
Employees must provide {ORGANIZATION NAME} a copy of proof of
14
 servicereceivedbycourtinwhichtheyserve.

2. Election Day Poll Workers. {ORGANIZATION NAME} will pay

employees the difference between his or her salary and any amount
paid by the government or any other source, unless prohibited by
law for serving as an Election Day
workeratthepollsonofficialelectiondays(nottoexceedtwoelectionsino
ne
givencalendaryear).Whileperformingtheirofficialnonpartisandutiesa
tthe polls, Election Day workers may not engage in political activity
or campaign for or against any candidate or ballot measure.
{ORGANIZATION NAME} requires that employees provide proof
of service for their time at the polls. Employees interested in using
this benefit, must have written approval from
theExecutiveDirector30daysbeforetheelection.TheExecutiveDirecto
rwill assure that the employee’s absence will not seriously interfere
with the organization’s operations.

F. ParentalLeave

The DC Parental Leave Act entitles employees to certain unpaid parental

leave.For purposes of this section only, the following definitions apply:(1) “parent”
means the natural
motherorfatherofachild;apersonwhohaslegalcustodyofachildorwhoactsasaguardian
of a child regardless of whetherhe orshe has been appointed legally as such; an
aunt, uncle or grandparent of a child; or a spouse to the above individuals; (2)
“school‐related event” means an activity sponsored by either a school or an
associated organization such as a parent‐teacher association which involves the
parent’s child as a participant or subject, but not as a spectator, including a
student performance, such as a concert, play or rehearsal, the sporting game of a
school team or practice, a meeting with a teacher or counselor, or any similar type
of activity.

Aparentisentitledtoatotalof24hoursofunpaidleaveduringany12‐
monthperiodto attend or participate in school‐related events for his or her child.
{ORGANIZATION NAME} reserves the right, however, to deny such leave if such
a leave would disrupt
{ORGANIZATIONNAME}’soperations.Whileparentalleaveisunpaid,employeesmay
elect to use accrued vacation or personal leave.

Iftheneedforparentalleaveisforeseeable,theemployeemustprovideawrittenno
tice and request for parental leave at least 10 days prior to the event.If the
employee’s need for parental leave is not foreseeable 10 days prior to the event,
the employee must provide a written notice and request for parental leave as soon
as he or she learns of the need for such leave.

G. BereavementLeave

Employeesshallbeentitledtobereavementleavewithpayoffive(5)daysintheeve
nt of a death in the employee’s immediate family (spouse/life partner, child or
parent) and three
(3)daysforgrandparent,sisterorbrother,father‐in‐law,mother‐in‐law,orgrandchildren.If
15
an employee wishes to take time off due to the death of an immediate family
member, the employee should notify the Executive Directorimmediately.Approvalof
bereavement leave
willoccurintheabsenceofunusualoperatingrequirements.Anemployeemayuse,withth
e ExecutiveDirectorʹsapproval,availablepaidleaveforadditionaltimeoffasnecessary
andin accordance with operating needs.

H. ExtendedPersonalLeave

Employeeswhohavebeenemployedby{ORGANIZATIONNAME}foratleastoney
ear may apply forpersonalleaves of absence forup to eight weeks.Personalleaves
are unpaid and are discretionary with the management of {ORGANIZATION
NAME}.When considering a request for a personal leave, {ORGANIZATION
NAME} will consider factors such as the employee’s position, the employee’s
length of service, the employee’s performance record including attendance, the
purpose of the leave, the needs of the department in which the employee works, the
effect of the leave on other employees, and {ORGANIZATION NAME}’s general
business needs.

Personalleavesgenerallyareunpaid.However,accruedvacationorpersonaltime
may be used to continue an employee’s salary during the leave.Vacation and sick
time will not continue to accrue during the leave of absence.Medical and life
insurance benefits will continue on the same basis as if the employee were actively
working.

{ORGANIZATION NAME} cannot guarantee reinstatement upon return

from a personalleave.
{ORGANIZATIONNAME}will,however,makeareasonableefforttoplacethe employee
in an available position for which he or she is qualified.If such a position is not
available, then the employee’s employment will terminate.Even in that event, the
employee may later apply for reemployment.

Employeeswhofailtoreporttoworkafteranapprovedleaveofabsencearedeemedto
have voluntarily resigned. When an approved leave has been exhausted, the
employee may request additional leave.The Executive Director must approve all
unpaid leave.

I. SevereWeatherConditions

{ORGANIZATION NAME} closes when federal government offices in the

Washington metropolitanareaareclosedduetosevereweatherconditions.
{ORGANIZATIONNAME}also will follow a liberal leave policy when the federal
government announces that liberal leave is applicable.Under {ORGANIZATION
NAME}ʹs liberal leave policy, annual and/or personal leave may be taken without
prior scheduling and approval if the employee is unable to reach the office due to
severe weather conditions.

J. MeetingsandConferences

16
 StaffmaybegivenlimitedtimeoffbytheExecutiveDirectorwithpaytoparticipatein
educational opportunities related to the staff memberʹs current or anticipated work
with
{ORGANIZATIONNAME}.Anemployeeservingasanofficialrepresentativeof
{ORGANIZATIONNAME}ataconferenceormeetingisconsideredonofficialbusinessan
dnot on leave.

XIII. REIMBURSEMENTOFEXPENSES

Reimbursement is authorized for reasonable and necessary expenses

incurred in
carryingoutjobresponsibilities.Mileageortransportation,parkingfees,businesstelep
hone calls, and meal costs when required to attend a luncheon or banquet, are all
illustrative of reasonable and necessary expenses.

Employees serving in an official capacity for {ORGANIZATION NAME} at

conferences and meetings are reimbursed for actual and necessary expenses
incurred, such as travel expenses, meal costs, lodging, tips and registration
fees.When attending meetings that have
beenapprovedbytheExecutiveDirector,employeesarereimbursedfortravelexpenses,c
ourse fees, and costs of meals and lodging at the current rates.Employees may also
request a travel advance to cover anticipated expenses approved travel.Employees
also may be granted leave
toattendaconferenceorprofessionalmeetingrelatedtotheirprofessionaldevelopment,
and/or
{ORGANIZATIONNAME}ʹscurrentandanticipatedwork.Expensesforthesepurposesc
anbe paid by {ORGANIZATION NAME}, if funds are available, and the employee
obtains prior written approval of such expenses.

Employeesareresponsiblefortransportationcostsbetweentheofficeandhomedu
ring normal work hours.Transportation costs are paid by {ORGANIZATION
NAME} for work outside normal work hours if the employee is on official business
for {ORGANIZATION NAME}.Employees authorized to use their personal cars for
{ORGANIZATION NAME} business are reimbursed at the U.S. Internal Revenue
Service approved rate.

Formsareprovidedtorequestreimbursementforactualexpensesandadvancepay
ment for travel.Receipts must be provided for all expenditures made in order to
claim reimbursement.

XIV. SEPARATION

Either{ORGANIZATIONNAME}ortheemployeemayinitiateseparation.
{ORGANIZATION NAME} encourages employees to provide at least two weeks
(10 days)
writtennoticepriortointendedseparation.Afterreceivingsuchnotice,anexitintervieww
illbe scheduled by the Executive Director or his or her designee.The Executive
Director has authority to employ or separate all other employees.

Circumstancesunderwhichseparationmayoccurinclude:

17
 1. Resignation.Employees are encouraged to give at least 10 business
days of written notice.Since a longerperiod is desired, the intention to
resign should be
madeknownasfarinadvanceaspossible.Employeeswhoresignareentitled
to receive accrued, unused Vacation benefits.

2. Termination or Lay‐off.Under certain circumstances, the termination

or lay‐off
ofanemployeemaybenecessary.Employeeswhoareterminatedorlaidoffa
re entitled to receive accrued, unused Vacation benefits.

TheExecutiveDirectorhasauthoritytodischargeanemployeefromtheemployof
{ORGANIZATIONNAME}.Asstatedabove,allemploymentat{ORGANIZATIONNAME
}is “at‐will.”That means that employees may be terminated from employment with
{ORGANIZATION NAME} with or without cause, and employees are free to leave
the
employmentof{ORGANIZATIONNAME}withorwithoutcause.Reasonsfordischargemay
include, but are not limited to:

 Falsifyingorwithholdinginformationonyouremploymentapplicationtha
tdid or would have affected {ORGANIZATION NAME}’s decision to
hire you (this conduct will result in your immediate termination);

 Falsifyingorwithholdinginformationinotherpersonnelrecordsinclu
ding personnel questionnaires, performance evaluations or any
other records;

 Performanceatworkbelowalevelacceptableto{ORGANIZATIONNAM
E}or the failure to perform assigned duties;

 Failuretocompleterequiredtimerecordsorfalsificationofsuchtimerecords;

 Insubordination;

 Refusingtoworkreasonableovertime;

 Negligenceintheperformanceofdutieslikelytocauseoractuallycau
sing personal injury or property damage;

 Fighting,arguingorattemptingtoinjureanother;

 Destroyingorwillfullydamagingthepersonalpropertyofanother,including
{ORGANIZATIONNAME}’sproperty;

 Breachofconfidentiality;

18
  Usingorappearingtouseforpersonalgainanyinformationobtainedonthej
ob, which is not readily available to the general public or disclosing
such information that damages the interests of {ORGANIZATION
NAME} or its customers or vendors;

 Placingoneselfinapositioninwhichpersonalinterestsandthoseof
{ORGANIZATIONNAME}areorappeartobeinconflictormightinterferew
ith the ability of the employee to perform the job as well as possible;

 Using {ORGANIZATION NAME} property or services for personal

gain or
taking,removingordisposingof{ORGANIZATIONNAME}material,sup
plies or equipment without proper authority;

 Gamblinginanyformon{ORGANIZATIONNAME}property;

 Dishonesty;

 Theft;

 The possession, use, sale or being under the influence of drugs or

other
controlledsubstancesoralcoholicbeveragesduringworkinghoursoro
nthe
{ORGANIZATIONNAME}premisesatanytimeinviolationof
{ORGANIZATIONNAME}’spolicies.

 Carryingorpossessingfirearmsorweaponson{ORGANIZATIONNA
ME} property;

 Excessivetardinessorabsenteeismwhetherexcusedorunexcused;

 Unauthorizedabsencefromworkwithoutpropernotice;and

 Engagingindiscriminatoryorabusivebehavior,includingsexualharassment
.

AtthesolediscretionoftheExecutiveDirector,theemployeemaybeaskedtoleave
immediately or be given a period of notice.

XV. RETURNOFPROPERTY

Employees are responsible for {ORGANIZATION NAME} equipment,

property and
workproductsthatmaybeissuedtothemand/orareintheirpossessionorcontrol,includin
g but not limited to:

19
  Telephonecards,
 Creditcards,
 Identificationbadges,
 Office/buildingkeys,
 Office/buildingsecuritypasses,
 Computers,computerizeddiskettes,electronic/voicemailcodes,and
 Intellectualproperty(e.g.,writtenmaterials,workproducts).

Intheeventofseparation
fromemployment,orimmediatelyuponrequestbytheExecutive
Directororhisorherdesignee,Employeesmustreturnall{ORGANIZATIONNAME}prop
erty thatisintheirpossessionorcontrol.Wherepermittedbyapplicablelaw(s),
{ORGANIZATION NAME} may withhold from the employeeʹs final paycheck the
cost of any property, including intellectual property, which is not returned when
required.{ORGANIZATION NAME} also may take any action deemed appropriate
to recover or protect its property.

XVI. REVIEWOFPERSONNELACTION

Employeesmayrequestareviewofapersonnelactionoranunsatisfactoryperform
ance review.Employees are expected first to discuss their concern with their
immediate supervisor. If further discussion is desired, the employee may then
discuss the situation with the Executive Director.The decision of the Executive
Director is final.

XVII. PERSONNELRECORDS

Personnel records are the property of {ORGANIZATION NAME}, and

access to the information they contain is restricted and confidential.A personnel
file shall be kept for each employee and should include the employee’s job
application, copy of the letter of employment
andpositiondescription,performancereviews,disciplinaryrecords,recordsofsalaryinc
reases and any other relevant personnel information.It is the responsibility of each
employee to promptly notify his/ or her supervisor in writing of any changes in
personnel data, including personal mailing addresses, telephone numbers, names
of dependents, and individuals to be contacted in the event of an emergency.

All employees must complete, within two days of the end of each pay period,
their time
andattendancerecordforreviewandapprovalbytheExecutiveDirector.Accuratelyrecordi
ng time worked is the responsibility of every employee.Tampering, altering, or
falsifying time records, or recording time on another employeeʹs time record may
result in disciplinary action, including separation from employment with
{ORGANIZATION NAME}.

XVIII. OUTSIDEEMPLOYMENT

Individuals employed by {ORGANIZATION NAME} may hold outside jobs as

long as
theymeettheperformancestandardsoftheirjobwith{ORGANIZATIONNAME}.Employ

20
ees

21
shouldconsidertheimpactthatoutsideemploymentmayhaveontheirabilitytoperformt
heir duties at {ORGANIZATION NAME}.All employees will be evaluated by the
same
performancestandardsandwillbesubjectto{ORGANIZATIONNAME}schedulingdem
ands, regardless of any outside work requirements.

If {ORGANIZATION NAME} determines that an employeeʹs outside work

interferes with their job performance or their ability to meet the requirements of
{ORGANIZATION NAME}, as they are modified from time to time, the employee
may be asked to terminate the
outsideemploymentifheorshewishestoremainemployedwith{ORGANIZATIONNAM
E}.

Outsideemploymentthatconstitutesaconflictofinterestisprohibited.Employees
may not receive any income or material gain from individuals or organizations for
materials produced or services rendered while performing their jobs with
{ORGANIZATION NAME}.

XIX. NON‐DISCLOSUREOFCONFIDENTIALINFORMATION

Any information that an employee learns about {ORGANIZATION NAME},

or its
membersordonors,asaresultofworkingfor{ORGANIZATIONNAME}thatisnototherw
ise publicly available constitutes confidential information.Employees may not
disclose confidential information to anyone who is not employed by
{ORGANIZATION NAME} or to other persons employed by {ORGANIZATION
NAME} who do not need to know such information to assist in rendering services.

The protection of privileged and confidential information, including trade

secrets, is vital to the interests and the success of {ORGANIZATION NAME}.The
disclosure,
distribution,electronictransmissionorcopyingof{ORGANIZATIONNAME}’sconfide
ntial information is prohibited.Such information includes, but is not limited to the
following examples:

 Compensationdata.
 Programandfinancialinformation,includinginformationrelatedtodonors
,and pending projects and proposals.

Employees are required to sign a non‐disclosure agreement as a condition of

employment.Anyemployeewhodisclosesconfidential{ORGANIZATIONNAME}inform
ation will be subject to disciplinary action (including possible separation), even if he
or she does not actually benefit from the disclosure of such information.

Discussions involving sensitive information should always be held in

confidential settings to safeguard the confidentiality of the
information.Conversations regarding
confidentialinformationgenerallyshouldnotbeconductedoncellularphones,orinelevat
ors, restrooms, restaurants, or other places where conversations might be
overheard.

22
XX. COMPUTERANDINFORMATIONSECURITY

Thissectionsetsforthsomeimportantrulesrelatingtotheuseof{ORGANIZATION
NAME}’s computer and communications systems.These systems include individual
PCs provided to employees, centralized computer equipment, all associated
software, and
{ORGANIZATIONNAME}’stelephone,voicemailandelectronicmailsystems.

{ORGANIZATIONNAME}hasprovidedthesesystemstosupportitsmission.
Although limited personal use of {ORGANIZATION NAME}’s systems is allowed,
subject to the restrictions outlined below, no use of these systems should ever
conflict with the primary purpose for which they have been provided,
{ORGANIZATION NAME}’s ethical
responsibilitiesorwithapplicablelawsandregulations.Eachuserispersonallyresponsi
bleto ensure that these guidelines are followed.

All data in {ORGANIZATION NAME}’s computer and communication

systems (including documents, other electronic files, e‐mail and recorded voice
mail messages) are the propertyof{ORGANIZATIONNAME}.
{ORGANIZATIONNAME}mayinspectandmonitor such data at any time.No
individual should have any expectation of privacy for messages or other data
recorded in {ORGANIZATION NAME}’s systems.This includes documents or
messages marked “private,” which may be inaccessible to most users but remain
available to
{ORGANIZATIONNAME}.Likewise,thedeletionofadocumentormessagemaynotpreven
t access to the item or completely eliminate the item from the system.

{ORGANIZATION NAME}’s systems must not be used to create or transmit

material that is derogatory, defamatory, obscene or offensive, such as slurs,
epithets or anything that might be construed as harassment or disparagement
based on race, color, national origin, sex, sexual orientation, age, physical or
mental disability, medical condition, marital status, or
religiousorpoliticalbeliefs.Similarly,
{ORGANIZATIONNAME}’ssystemsmustnotbeused to solicit or proselytize others
for commercial purposes, causes, outside organizations, chain messages or other
non‐job‐related purposes.

Security procedures in the form of unique user sign‐on identification and

passwords have been provided to control access to {ORGANIZATION NAME}’s
host computer system,
networksandvoicemailsystem.Inaddition,securityfacilitieshavebeenprovidedtorestri
ct access to certain documents and files for the purpose of safeguarding
information.The following activities, which present security risks, should be
avoided.

 Attemptsshouldnotbemadetobypass,orrenderineffective,securityfacil
ities provided by the company.

 Passwordsshouldnotbesharedbetweenusers.Ifwrittendown,passw
ord should be kept in locked drawers or other places not easily
accessible.

23
  Documentlibrariesofotherusersshouldnotbebrowsedunlessthere
isa legitimate business reason to do so.

 Individualusersshouldnevermakechangesormodificationstothehard
ware configuration of computer equipment.Requests for such changes should be
directedtocomputersupportortheExecutiveDirector.

 Additions to or modifications of the standard software configuration

providedon

{ORGANIZATIONNAME}’sPCsshouldneverbeattemptedbyindividualusers
(e.g., autoexec.bat and config.sys files).Requests for such changes
should be directed to computersupport or the Executive Director.

 Individualusersshouldneverloadpersonalsoftware(includingoutsidee
mail services) to company computers.This practice risks the
introduction of a
computervirusintothesystem.Requestsforloadingsuchsoftwareshoul
dbe directed to computer support or the Executive Director.

 Programsshouldneverbedownloadedfrombulletinboardsystemsorco
pied from other computers outside the company onto company
computers.
Downloading or copying such programs also risks the introduction of
acomputer
virus.Ifthereisaneedforsuchprograms,arequestforassistanceshould be
directed to computer support or management.Downloading or copying
documentsfromoutsidethecompanymaybeperformednottoprese
nta security risk.

 UsersshouldnotattempttobootPCsfromfloppydiskettes.Thispracticea
lso risks the introduction of a computer virus.

 {ORGANIZATION NAME}’s computer facilities should not be used to

attempt unauthorizedaccessto
oruseofotherorganizations’computersystemsanddata.

 Computergamesshouldnotbeloadedon{ORGANIZATIONNAME}’sPCs.

 Unlicensedsoftwareshouldnotbeloadedorexecutedon{ORGANIZATI
ON NAME}’s PCs.

 Companysoftware(whetherdevelopedinternallyorlicensed)shouldn
otbe copied onto floppy diskettes or other media other than for
the purpose of
backing

upyourharddrive.Softwaredocumentationforprogramsdeveloped and/or
licensed by the company should not be removed from the company’s
offices.

24
  Individualusersshouldnotchangethelocationorinstallationofcomp
uter equipment in offices and work areas.Requests for such changes
should be
directedtocomputersupportormanagement.

Thereareanumberofpracticesthatindividualusersshouldadoptthatwillfostera
higher level of security.Among them are the following:

 Turnoffyourpersonalcomputerwhenyouareleavingyourworkareaoroffi
ce for anextended period of time.

 Exercise judgment in assigning an appropriate level of security to

documents
storedonthecompany’snetworks,basedonarealisticappraisaloftheneed
for confidentiality or privacy.

 Remove previously written information from floppy diskettes

before copying
documentsonsuchdiskettesfordeliveryoutside{ORGANIZATIONNA
ME}.

 Backupanyinformationstoredlocallyonyourpersonalcomputer(othert
han network based software and documents) on a frequent and
regular basis.

Shouldyouhaveanyquestionsaboutanyoftheabovepolicyguidelines,pleasecont
act the Executive Director.

XXI. INTERNETACCEPTABLEUSEPOLICY

At this time, desktop access to the Internet is provided to employees when

there is a necessity and the access has been specifically approved.
{ORGANIZATION NAME} has provided access to the Internet for authorized users
to support its mission.No use of the Internet should conflict with the primary
purpose of {ORGANIZATION NAME}, its ethical
responsibilitiesorwithapplicablelawsandregulations.Eachuserispersonallyresponsib
leto ensure that these guidelines are followed.Serious repercussions, including
termination, may result if the guidelines are not followed.

{ORGANIZATIONNAME}maymonitorusageoftheInternetbyemployees,inclu
ding reviewing a list of sites accessed by an individual.No individual should have
any expectation of privacy in terms of his or her usage of the Internet.In addition,
{ORGANIZATION NAME} may restrict access to certain sites that it deems are
not necessary for business purposes.

{ORGANIZATIONNAME}’sconnectiontotheInternetmaynotbeusedforanyof
the following activities:

 TheInternetmustnotbeusedtoaccess,create,transmit,printordownl
oad
materialthatisderogatory,defamatory,obscene,oroffensive,suchas
25
 slurs,

26
 epithets,oranythingthatmaybeconstruedasharassmentordisparagemen
t based on race, color, national origin, sex, sexual orientation, age,
disability, medical condition, marital status, or religious or political
beliefs.

 TheInternetmustnotbeusedtoaccess,send,receiveorsolicitsexually‐
oriented messages or images.

 Downloading or disseminating of copyrighted material that is

available on the Internet is an infringement of copyright
law.Permission to copy the material
mustbeobtainedfromthepublisher.Forassistancewithcopyrightedmat
erial, contact computer support or the Executive Director.

 Without prior approval of the Executive Director, software should

not be
downloadedfromtheInternetasthedownloadcouldintroduceacomp
uter virus onto {ORGANIZATION NAME}’s computer
equipment.In addition, copyright laws may cover the software so
the downloading could be an infringement of copyright law.

 Employees should safeguard against using the Internet to transmit

personal commentsorstatementsthroughe‐
mailortopostinformationtonewsgroups that may be mistaken as the
position of {ORGANIZATION NAME}.

 Employeesshouldguardagainstthedisclosureofconfidentialinform
ation through the use of Internet e‐mail or news groups.

 Employeesshouldnotdownloadpersonale‐
mailorInstantMessagingsoftware to {ORGANIZATION NAME}
computers.

 TheInternetshouldnotbeusedtosendorparticipateinchainletters,pyra
mid schemes or other illegal schemes.

 The Internet should not be used to solicit or proselytize others for

commercial
purposes,causes,outsideorganizations,chainmessagesorothernon‐
jobrelated purposes.

 TheInternetshouldnotbeusedtoendorsepoliticalcandidatesorcampaigns

The Internet provides access to many sites that charge a subscription or usage fee to
accessandusetheinformationonthesite.Requestsforapprovalmustbesubmittedtoyour
supervisor.

27