employee-handbook-7-2013

Employee Handbook

YMCA of Greater New Orleans 1050 South Jefferson Davis Parkway, Suite 241; New Orleans, LA 70125 PH# (504) 568-9622 FAX# (504) 821-7089

Welcome to the YMCA of Greater New Orleans. We are pleased that you have chosen to join our staff and to take the pledge of service to our communities.

You are now a part of one of the most impactful organizations in America.

Founded in 1852, the YMCA of Greater New Orleans is the sixth oldest YMCA in the country. The Mission of the YMCA has always been our guiding light and we will continue to search for creative ways to serve all people through our Christian heritage and values.

This Employee Handbook provides you the details of the benefits you are entitled to and your responsibilities as a member of our staff family. Please review this handbook carefully and talk with your supervisor if you have any questions.

Once your review is complete, please sign and date the attached form that documents your understanding of the handbook.

Our national organization began in Boston in 1851 and today reaches nearly 20 million Americans through 2500 YMCA branches in over 10,000 communities. As the largest non-profit service organization in the country, the YMCA’s impact is very meaningful and lasting.

Best wishes to you -- we know that you will make an impact as a YMCA leader.

God Bless, Gordon W. Wadge President/Chief Executive Officer

TABLE OF CONTENTS I. Preamble

1

II. Purpose of the Handbook

1

III. Administration

1

IV. Coverage

1

V. Equal Employment Opportunity Statement

2

VI. Employment At Will Statement

2

VII. Americans With Disabilities Act

2

VIII. Policy Against Unlawful Harassment

3

IX. Policy Against Retaliation

4

X. General Qualifications

5

XI. Employment Procedures

5

XII. Open Application

5

XIII. Orientation and Specific Job Training

6

XIV. Hiring Introductory Period

6

XV. Conditions on the Job

6

XVI. Employee Complaint Review

10

XVII. Employment of Relatives or Board Members

11

XVIII. Conflict of Interest

11

XIX. Expenses & Allowances

11

XX. Illegal Activity

11

XXI. Training Pay

11

XXII. Searches and Inspections

12

XXIII. Driving for the YMCA

12

XXIV. Transporting of Children, Members

12

XXV. Working at Home

12

XXVI. Volunteering

12

XXVII. Wage and Salary Administration

12

XXVIII. Workplace Violence Policy

12

XXIX. Employee Benefits

13

XXX. Resignation

24

XXXI. Reduction in Workforce

24

XXXII. Hurricane Disaster Plan

24

PREAMBLE The goal of the Association’s personnel practices is to consistently attract, develop, motivate, and retain the most competent staff possible to aid in the achievement of the mission of the YMCA of Greater New Orleans -- “to put Christian principles into practice through programs that build healthy spirit, mind and body for all.”

PURPOSE OF THE HANDBOOK The personnel policies of the YMCA of Greater New Orleans are based upon the mission of translating the values of our Christian Heritage into programs that build strong kids, strong families and strong communities.

The contents of these personnel policies are presented as a matter of information only, and supersede any previous personnel policies. WHILE THEY CORRECTLY DESCRIBE THE CURRENT POLICIES, PROCEDURES, AND BENEFITS OF THE YMCA OF GREATER NEW ORLEANS, THEY ARE NOT CONDITIONS OF EMPLOYMENT NOR DO THEY CREATE ANY VESTED RIGHTS FOR YMCA OF GREATER NEW ORLEANS EMPLOYEES. YMCA of Greater New Orleans reserves the right, in its sole discretion, to modify, revoke, suspend, terminate, or change any or all such policies, procedures, or benefits, in whole or in part, at any time, with or without notice. NOTHING CONTAINED IN THESE PERSONNEL POLICIES SHALL BE CONSTRUED AS A CONTRACT OF EMPLOYMENT FOR A SPECIFIC TERM OR DURATION BETWEEN YMCA OF GREATER NEW ORLEANS AND ANY ONE OR ALL OF ITS EMPLOYEES. The YMCA of Greater New Orleans has hired you; and just as you may voluntarily leave at any time, your employment may be terminated at any time with or without cause. To ensure that your understanding of this subject is as complete as possible, please do not hesitate to discuss with your supervisor any policies or procedures on which you may have questions.

Thank you for your support and cooperation. We look forward to successful cooperation among all dedicated to the goals and future of the YMCA of Greater New Orleans.

ADMINISTRATION The Board of Directors employs the President whose function shall include the overall supervision of the activities of the Association. The direct administration of the Personnel Policy and supervision of the staff is the responsibility of the President. However, the President may delegate responsibility and authority to others, where appropriate.

COVERAGE Definition of Employment Status Employees are hired into positions according to the following status classifications: Full-Time Regular- This is a status classification for full-time employees considered a regular part of the workforce who regularly work 35 or more hours per week.

Part-Time Regular- This is a status classification for part-time employees who work a regular schedule and regularly work less than 35 hours per week.

Full-Time Temporary-This is a status classification for full-time employees hired for a limited period of time.

Part-Time Temporary- This is a status classification for part-time employees hired for a limited period of time.

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Employees also are hired into positions that are classified “exempt” or “nonexempt.” Exempt positions are those that are exempt from the overtime provisions of the Fair Labor Standards Act. Nonexempt positions are those not exempt, or those that are covered by the overtime provisions of the Fair Labor Standards Act. Depending upon the position, employees are paid either on an hourly or salaried basis.

YMCA of the USA Classification of Employees The Association follows the National Council of the YMCA's of the USA in regard to career development, recognition and roster listing. For professional employees, the standard for achievement of recognition begins with employment in a Member Association of the National Council of the YMCAs of the USA as a paid, full time employee dealing with program or administration. All staff are eligible to participate in the YMCA Professional Certification Process. Additional information regarding the YMCA Leadership Certification process is available at ymcaexchange.org, under the Staff & Volunteer Development section.

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT YMCA of Greater New Orleans values diversity and the uniqueness each person brings to the organization. All decisions about hiring, promotion, compensation, training or other terms and conditions of employment are made without regard to race, creed, color, age, religion, gender, national origin, disability, veteran status or any other status protected by law.

This policy extends to all aspects of the YMCA’s employment practices, including but not limited to, recruiting, hiring, discipline, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.

EMPLOYMENT AT WILL Employment with the YMCA is on an ‘at-will’ basis. Accordingly, all employees have the right to resign their position at any time, with or without cause. We, the employer, have similar rights to terminate the employment relationship at any time, without notice and with or without cause.

Nothing in this handbook creates or is intended to create a promise or representation of continued employment for a definite term. An employee’s status as an “at-will” employee may not be changed except in writing signed by the employee and the President. This handbook shall supersede any and all prior handbooks, written documents or oral representations that contradict the at-will nature of employment.

AMERICANS WITH DISABILITIES ACT The YMCA is also committed to complying with the laws protecting qualified individuals with disabilities. The YMCA will provide a reasonable accommodation for any known physical or mental disability of a qualified individual with a disability to the extent required by law, provided the requested accommodation does not create an undue hardship for the YMCA and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. Any employee who requires an accommodation to perform the essential functions of his/her job must notify Human Resources of their needs. Once the YMCA is aware of the need for an accommodation, the YMCA will engage in an interactive process to identify possible accommodations that will enable the employee to perform the essential functions of the job.

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Employees who believe that they have been treated in a manner not in accordance with these policies should notify the YMCA immediately, by speaking to the Human Resources Director. The YMCA takes all complaints of discrimination seriously. Employees are encouraged to utilize this procedure without fear of reprisal or retaliation.

This policy extends to all aspects of the YMCA’s employment practices, including but not limited to, recruiting, hiring, discipline, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.

POLICY AGAINST UNLAWFUL HARASSMENT AND DISCRIMINATION The YMCA is committed to providing a work environment that is free of unlawful harassment. In furtherance of this commitment, the Association strictly prohibits all forms of unlawful harassment, which includes harassment on the basis of race, religion, color, sex, national origin, citizenship status, uniform service member status, age, genetic information, disability or any other category protected by applicable local, state or federal law.

The YMCA’s policy against unlawful harassment applies to all employees of the Association, including supervisors and managers. The YMCA prohibits managers, supervisors and employees from harassing co-workers as well as the YMCA’s members, customers, vendors, suppliers, independent contractors and others doing business with the Association. In addition, the YMCA prohibits its members, customers, vendors, suppliers, independent contractors and others doing business with the Association from harassing its employees.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination.

Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include: •

unwanted sexual advances;

•

offering an employment benefit (such as a raise or promotion or assistance with one’s career) in exchange for sexual favors, or threatening an employment detriment (such as termination, demotion, or disciplinary action) for an employee’s failure to engage in sexual activity;

•

visual conduct, such as leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons or posters;

•

verbal sexual advances, propositions, requests or comments;

•

verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations;

•

physical conduct, such as touching, assault, impeding or blocking movement;

Examples of What Constitutes Prohibited Harassment: In addition to the above listed conduct, the Company strictly prohibits harassment concerning race, color, religion, national origin, age or other protected characteristic. By way of illustration only, and not limitation, prohibited harassment concerning race, color, religion, national origin, age or other protected characteristic includes: •

slurs, epithets, and any other offensive remarks;

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•

jokes, whether written, verbal, or electronic;

•

threats, intimidation, and other menacing behavior;

•

other verbal, graphic, or physical conduct; and

•

other conduct predicated upon one or more of the protected categories identified in this policy.

If you have any questions about what constitutes harassing behavior, ask your supervisor or another member of management.

Harassment of our members, customers/clients, or employees of our customers/clients, vendors, suppliers or independent contractors by our employees is also strictly prohibited. Such harassment includes the types of behavior specified in this policy, including sexual advances, verbal or physical conduct of a sexual nature, sexual comments and gender-based insults. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination.

What An Employee Should Do If He or She Feels They Are Or Have Been Harassed Employees who feel that they are being harassed in violation of this policy by another employee, supervisor, manager or third party doing business with the YMCA should immediately contact the Human Resources Director, the Vice President of Finance and Administration, the President, or any other member of the Metro Office management staff. In addition, if an employee observes harassment by another employee, supervisor, manager or non-employee, the employee is expected to report the incident immediately to one or more of the individuals above. Appropriate action will also be taken in response to violation of this policy by any non-employee.

Your notification of the problem is essential to the YMCA. The Association cannot help resolve a harassment problem unless it knows about the problem. Therefore, it is responsibility of the employee to bring his/her concerns and/or problems to the attention of the designated individuals so that the Association can take whatever steps are necessary to address the situation. The YMCA takes all complaints of unlawful harassment seriously and will not penalize or retaliate against employees in any way for reporting a harassment problem in good faith.

If an employee wishes to make a complaint under this policy regarding the President, the employee should file the complaint with the president of the board of directors.

All complaints of unlawful harassment which are reported to management will be investigated as promptly as possible and corrective action will be taken where warranted. The YMCA prohibits employees from hindering internal investigations and the internal complaint procedure. All complaints of unlawful harassment which are reported to management will be treated with as much confidentiality as possible, consistent with the need to conduct an adequate investigation.

POLICY AGAINST RETALIATION The YMCA is committed to prohibiting retaliation against those who report, oppose, or participate in an investigation of alleged wrongdoing in the workplace. By way of example only, participating in an investigation of alleged wrongdoing in the workplace, includes, but is not limited to: •

Filing a complaint with a federal or state enforcement or administrative agency;

•

Participating in or cooperating with a federal or state enforcement agency that is conducting an investigation of the YMCA regarding alleged unlawful activity;

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•

Testifying as a party, witness, or accused regarding alleged unlawful activity;

•

Associating with another employee who is engaged in any of these activities;

•

Making or filing an internal complaint with the Association regarding alleged unlawful activity;

•

Providing informal notice to the Association regarding alleged unlawful activity.

The YMCA strictly prohibits any adverse action/retaliation against an employee for participating in an investigation of any alleged wrongdoing in the workplace. If an employee feels that he/she is being retaliated against, the employee should immediately contact any of the individuals identified in the NoHarassment Policy above. In addition, if an employee observes retaliation by another employee, supervisor, manager or non-employee, please report the incident immediately to any of the individuals identified in the Harassment Policy above..

Any employee determined to be responsible for violating this policy will be subject to appropriate disciplinary action, up to and including termination. Moreover, any employee, supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination.

This policy is not intended to create any rights beyond those recognized by applicable federal, state and local law.

GENERAL QUALIFICATIONS It is desirable that employees should be persons whose values are consistent with the goals of the Association. They should possess special aptitudes, skills, and capacities required in their fields of work. They must be committed to demonstrating the values of honesty, caring, respect and responsibility.

In recognition of the purpose of the Association to serve the needs of society and the individuals within it, employees should possess a cooperative spirit and hold the good will of their associates the clientele they serve, and the common good of the overall community. They should exhibit the desire and capacity to learn, to grow and to improve their own workmanship. At all times, employees should conduct themselves in accordance with the underlying principles of the YMCA. EMPLOYMENT PROCEDURES The Metropolitan Board of Directors employs and directs the President, who in turn employs and directs all other staff. This responsibility and authority may be delegated, as the President deems appropriate.

All applicants for employment with the Association shall complete an employment application.

Current employees interested in promotion or transfer to another position/branch shall complete an internal application for promotion/transfer. All employment applications shall be forwarded to the Director of Human Resources after the initial review at the branch is complete. Applications will remain active for a period of 3 months and will be maintained for a period of three years from the date of application.

OPEN APPLICATION The YMCA of Greater New Orleans will encourage upward mobility from within the organization by informing current staff of openings and allow them to be active candidates. It also supports and participates in the open application process of the YMCA of the USA.

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ORIENTATION AND SPECIFIC JOB TRAINING All employees will be required to attend the orientation program presented by the Metropolitan Office. New staff orientation is held at least twelve times per year, in accordance with a quarterly schedule. Employees shall not begin work until attending new staff orientation, unless they are needed to comply with adult/child ratio requirements, and approved to start by the branch executive director. In such circumstances, the employee must attend the next locally scheduled new staff orientation.

Some positions may require YMCA sponsored training and attendance as a condition of employment.

HIRING INTRODUCTORY PERIOD All persons employed are subject to an introductory period. The introductory period begins on the date of hire and extends up to 90 days. The purpose of the introductory period is for the supervisor and the employee to evaluate the quality of the job match.

During the introductory period, employees’ participation in YMCA benefit programs may be limited, depending upon the benefit. Details are outlined in this handbook.

The supervisor may extend the introductory period, an additional 90 days, when conditions warrant it. This policy does not alter the “at will” nature of employment.

VOLUNTARY CONTRIBUTIONS All employees are encouraged to support the local association’s interests, such as the United Way, and the YMCA of Greater New Orleans Annual Support Campaign.

CONDITIONS ON THE JOB Dress Code The YMCA of Greater New Orleans requires all staff members to present a clean and neat appearance for a professional environment. Staff members may be required to wear identification, which visibly identifies them as a YMCA staff person. Some positions may require wearing a staff uniform. Specific dress requirements are detailed in the association’s approved dress code.

Drug Free Workplace An employee who is under the influence of a drug or alcohol while on the job may create significant safety and/or health risks to himself/herself as well as to other employees or clients in the facility. Alcohol or drug use, or the possession or sale thereof, jeopardizes the productive work environment and will not be tolerated by the YMCA. All employees are forbidden to use or possess alcohol or illegal drugs at any time during the workday or anywhere in the work place. Employees are also forbidden to engage in any sale or other transaction involving illegal drugs on the employer's premises. Violators will be subject to immediate discipline. In addition, any employee who is arrested on a drug-related matter outside of work will be discharged if convicted of a criminal offense.

1. Legal Drugs: Legal drugs include any medication or drug, which is prescribed to an employee by a licensed physician and over the counter drugs which have been legally obtained and which are being

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used for the purpose for which they were prescribed or manufactured.

The use of, or being under the influence of any legal drug by an employee is prohibited only to the extent that such use or influence may affect the safety of co-employees, clients, the public, the employee's job performance, or the productive and efficient work environment of the facility.

2. Illegal Drugs Illegal drugs are defined as drugs prohibited by Federal, State or local law, or prescription drugs being used by a person other than for whom they were prescribed.

Unlawful manufacture, distribution, dispensation, possession or use of a controlled substance or illegal drug of any type in or on the grounds of the office, property, vehicle or workplace of the YMCA is strictly prohibited. Any employee who is in violation of this policy is subject to disciplinary action, which may include suspension and/or termination from employment.

As a condition of employment, each employee agrees to abide by the policy statement set forth herein. In addition, it is also a condition of employment that each employee agrees to notify the YMCA of any drug-related conviction within 5 days of the date of any judgment of conviction.

The YMCA reserves the right to require any employee convicted of a drug-related offense or in violation of this policy to submit to drug counseling or rehabilitation services as part of disciplinary action.

3. Alcohol Possession and/or consumption of alcohol or being under the influence of alcohol in or on the grounds of the office, property, vehicle or workplace of the corporation while engaged in business for the YMCA is prohibited.

The YMCA may conduct unannounced searches for illegal drugs, alcohol or for any other suspected policy violations in company facilities, offices or vehicles. Employees are expected to cooperate in the conducting of such searches.

The YMCA reserves the right to conduct drug screening under the following circumstances: 1. An employee is suspected of being under the influence of illegal drugs or being intoxicated; 2. An employee is involved in a workplace accident or suffers an on-the-job injury; 3. When the organization wishes to conduct random screening; 4. For applicants prior to employment with the YMCA; Employees who are under the influence of alcohol or drugs on the job, or who otherwise violate any terms and conditions of this policy will be subject to disciplinary action up to and including termination.

Smoking Policy The YMCA supports and enforces a smoke-free environment. Smoking, if permitted, is only allowed in designated areas that are not within public view including parking lots.

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Child Abuse Prevention A principal endeavor of the YMCA is to provide a healthy atmosphere for the growth and development of children. Employees are required to report known or suspected child abuse immediately to their supervisor or department head. The employee and supervisor will determine the appropriate action and the need to contact a child protective agency. Failure to report any suspicions is grounds for disciplinary action up to and including termination. Any suspected or reported child abuse shall be treated confidentially in accordance with applicable laws and approved policies.

Firearms or Weapons The YMCA of Greater New Orleans is committed to a violence free workplace.

Employees possessing firearms or weapons of any kind at any time on the YMCA premises will be subject to immediate discharge.

Workweek, Work Schedules and Pay Periods The immediate supervisor is responsible for the preparation and supervision of the working schedule for all employees. Federal and state laws regulating hours of labor shall govern all such working schedules. The Branch and/or unit supervisor approves all employees’ working schedules.

The workweek for the YMCA is 12:01 AM Monday through Midnight, Sunday. This is the period within which overtime, if worked, will be paid.

The supervisor, depending upon the needs of the facility in which the employees work, establishes actual work schedules. th

Employees are paid twice per month, on the 10 of the month (for any time worked from th the 16 to the end of the previous month and on the 25 of the month (for any time worked st th between the 1 and the 15 of the month. th

Computer Network, Electronic Mail, Internet Systems and Voice Mail These systems are available to enable us to make business communications easier and more efficient. They are exclusively for matters relating to our business and company operations.

Information about the systems or information contained in the systems is confidential and proprietary information of the YMCA of Greater New Orleans and is not to be disclosed to unauthorized persons.

Only authorized personnel may make program changes, install software, or gain access to another person’s files or messages. Unlicensed or unauthorized software may not be installed on any YMCA equipment.

The YMCA’s computer network, electronic mail, internet systems, and voice mail may not be used in any way that may be disruptive, offensive to others, or harmful to morale. Our communications system is not to be used for solicitations for outside organizations, for personal purpose, to promote or solicit for commercial ventures, religious organizations, or political causes, or for other non-job-related matters.

To ensure that the use of communications systems and business equipment is consistent with legitimate business interest of the YMCA, authorized personnel may monitor the use of this corporate property and transmissions sent or received on an “as-needed” basis. Employees should have no expectation of privacy concerning their use of YMCA computer equipment or systems.

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Time Cards/Sheets The YMCA of Greater New Orleans uses an electronic time-keeping procedure, when feasible. In locations where this is not practical, a time card/sheet will be issued to applicable employees. Employees are solely responsible for the card/sheet. Employees are not permitted to punch or sign another employee’s card/sheet. Employees are expected to complete time records in an accurate manner to ensure that they are paid for all hours worked.

If an employee should fail to punch/sign his/her card/sheet or make an error, the matter must be brought to the attention of the supervisor as soon as the error is discovered. Hours other than those regularly scheduled in the employee’s shift must be authorized and initialed by the supervisor.

It is the employee’s responsibility to bring any of the above-mentioned matters to your supervisor’s attention.

Falsifying hours can be cause for disciplinary action. For hourly employees, working off the clock is strictly prohibited. Employees who believe that they have not been compensated for all hours worked must report their concerns immediately to the Director of Human Resources.

Absence or Tardiness Attendance and punctuality are significant factors in the employee’s value as a staff member. The YMCA expects employees to be on the job promptly and regularly. If the employee will be unavoidably late, ill or for some reason finds it impossible to be on the job, the employee must notify the supervisor as soon as possible.

When absence is due to illness, the YMCA may require appropriate medical documentation.

Although an employee may be terminated at any time for failing to report to work without contacting the YMCA, if an employee fails to report for work or call in for three (3) consecutive calendar days he/she will be considered to have abandoned his/her job and will be subject to termination.

Background Checks The YMCA of Greater New Orleans conducts background checks on all employees at the time of hire. An adverse background report may result in termination.

Motor vehicle records checks are conducted on all employees who drive for the Association as a regular part of their employment. These checks are conducted at the time of hire and annually. Adverse findings on a motor vehicle records check shall be reviewed by the Hiring Committee. Excessive and/or severe traffic violations may cause an applicant to be denied a position with the association. Employees who have excessive and/or severe traffic violations on their motor vehicle records may be subject to driving restrictions or disciplinary action, up to and including termination.

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Changes in Address, Telephone, Marital Status or Dependents It is the responsibility of each employee to report changes in these important facts to the human resources director. These changes may affect withholding tax and the YMCA’s ability to send W-2 forms at the end of the year.

Personal Opinions While employees are free to exercise their full liberties as citizens, including the right to express their personal convictions on social, economic, religious, and political issues, they must refrain from giving the impression that views expressed and positions taken by them are those of either the YMCA or their co-workers. While in the employ of the YMCA of Greater New Orleans and when on the job, the employee must uphold the mission and purpose of the YMCA of Greater New Orleans.

Employees may not use YMCA letterhead or other resources to support any candidate for public office or to support or oppose issues or legislation. Doing so can subject the YMCA to a loss of its status as a nonprofit organization.

EMPLOYEE COMPLAINT REVIEW The purpose of this policy is to provide a means for employees to have the application of a policy or procedure reviewed as it applies to their employment relationship with the YMCA. It is the intent of the YMCA to be fair, equitable and consistent in the supervision and management of all employees.

Employees who have concerns they wish to have reviewed under this policy should contact their supervisor. If their concerns are with that supervisor, they may contact the supervisor or manager at the next higher level.

Procedure Any one of the following steps may be omitted by agreement between the employee and the reviewing supervisor or manager.

Step 1: The employee explains the nature of the problem or situation to the supervisor or manager along with any suggested solution.

The manager has seven calendar days to provide an answer to the employee.

Step 2: If the employee is not satisfied with the supervisor’s or manager's response, the next review takes place at the next higher management level.

The result of this review will be completed within fourteen calendar days.

Step 3: If the employee is still not satisfied, the next review takes place at the next higher management level, if another level exists. Such review must be requested in writing to the President..

The result of this review will be completed within fourteen calendar days.

If the employee remains dissatisfied following Step 3, (or Step 2 if there is no higher management level), the final step is a review by the president.

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The request for review by the President must be submitted in writing along with any supporting documentation. The President will review the request and determine what additional steps, if any, will be taken.

Based upon the documents submitted, the President may request a meeting with the employee or may convene a complaint review committee. The President also may decide that further action is not appropriate. In all cases, the decision of the President is final.

EMPLOYMENT OF RELATIVES OR BOARD MEMBERS The YMCA of Greater New Orleans encourages staff and their family members to participate in YMCA programs. These programs often include training and activities which may lead to employment with the YMCA. Employees working in an exempt position are not allowed to be supervised directly or indirectly by a family member. However, they are allowed to work in positions where no direct or indirect lines of supervision exist.

When the family member of a current YMCA employee is hired to work for the association in a non-exempt position, every attempt shall be made to place the newly hired family member in a department or branch which will avoid any direct or indirect supervision by the related employee. If that is not practical, an employee working for the Metro Office shall be assigned to monitor all evaluations and disciplinary action related to the employee. Employees who witness acts of favoritism between related employees are encouraged to utilize the Employee Complaint Review process to report such acts.

For the purposes of this policy, relatives are considered to be members of the immediate family (father, mother, brother, sister, child, and the same in-law relationships).

Relatives of board members may not be employed in any exempt position, unless approved by the President or his/her designee.

CONFLICT OF INTEREST When engaged in personal and outside interests, employees should be free from any interest, influence or relationship that might conflict with the interest 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 any kind from a member or vendor, or engaging in activity that might be considered to conflict with the loyalty to the YMCA or have an adverse impact on the YMCA. EXPENSES & ALLOWANCES Authorized expenses incurred while on authorized YMCA business shall be recognized and reimbursed. The YMCA Business Manual sets forth the allowable expenses and procedures.

ILLEGAL ACTIVITY Employees are not permitted to engage in any kind of illegal activity on duty or on YMCA property, or while off the job which reflects detrimentally on the Association’s reputation.

TRAINING PAY Non-exempt, hourly employees attending mandatory training programs and seminars will be paid for time spent in training. Advance approval by the supervisor is required.

Non-exempt employees will be paid their hourly rate or a training wage for those employees not paid hourly. This training wage is determined annually.

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SEARCHES AND INSPECTIONS In order to protect the safety and property of all of our employees, the YMCA reserves the right to inspect employees’ lockers, desks, cabinets, briefcases, toolboxes, purses, personal computers, personal motor vehicles and any other personal belongings brought onto YMCA property. Employees are expected to cooperate in any search. Failure to cooperate will result in disciplinary action up to and including termination of employment.

All files and records stored on YMCA computers are the property of the YMCA and may be inspected at any time. Association computers are for business purposes only and should not be used for non-work related matters. Use of YMCA computers for unauthorized purposes is prohibited. Electronic mail and voice mail messages are to be used for business purposes only and are considered YMCA property. The YMCA may access its computers at anytime with or without prior notice and the employee should not assume that any data stored in YMCA computers or voicemail systems is confidential.

DRIVING FOR THE YMCA Employees using their personal vehicles for authorized YMCA business must possess automobile liability insurance and a valid driver’s license in good standing. Mileage is reimbursed at the declared mileage rate for that year. All accidents should be reported to the immediate supervisor within 24 hours.

For safety reasons, employees are prohibited from using cell phones while driving for YMCA business.

Tickets for traffic violations shall be the responsibility of the employee.

TRANSPORTING OF CHILDREN, MEMBERS, PARTICIPANTS, ETC. Transporting in personal vehicles and being alone with children is strictly prohibited. Transporting for medical emergencies should be the responsibility of a parent, relative or trained medical personnel.

WORKING AT HOME Employees are not permitted to perform YMCA work at home unless approved by their manager.

If approved, accurate reporting of all time worked is mandatory.

VOLUNTEERING Non-exempt/hourly paid employees may not volunteer to work off the clock with the following exceptions: l) parent-child opportunities whereby the employee elects to participate in recreational activities and projects that involve family members, or 2) the employee is assisting in special fundraising activities that are unrelated to their job and participation is at the sole discretion of the employee.

WAGE AND SALARY ADMINISTRATION The YMCA attempts to maintain compensation levels, which reflect position responsibilities, are competitive with the external market and capable of attracting and retaining competent employees.

All decisions regarding hiring rates and salaries are made in accordance with the YMCA Compensation Administration Program.

WORKPLACE VIOLENCE POLICY The YMCA has a zero tolerance for violent acts or threats of violence against employees, applicants, members, customers or vendors.

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The YMCA strictly prohibits fighting, threatening words or conduct. No employee should commit or threaten to commit any violent act against a co-worker, applicant, customer or vendor. This includes discussions of the use of dangerous weapons, even in a joking manner. Any employee who is subjected to or threatened with violence by a co-worker, customer or vendor, or is aware of another individual who has been subjected to or threatened with violence, is to report this information to his/her supervisor or manager as soon as possible. All threats should be taken seriously. Please bring all threats to the attention of management so that the Association can deal with them appropriately. All threats will be thoroughly investigated, and all complaints which are reported to management will be treated with as much confidentiality as possible.

EMPLOYEE BENEFITS The YMCA provides benefits to employees as described in the following section. These benefits are provided so the employees may be free from worry for their basic needs and, therefore, be better prepared to work toward the attainment of the goals of the organization.

The YMCA reserves the right to change, modify or discontinue any benefit program described.

Details on individual benefits are described in the summary plan description for each benefit program.

Paid Leave An employee who is unable to work her/his assigned schedule must complete a leave request form. This leave may be paid (vacation, holiday, or personal) or unpaid. It is the policy of the YMCA of Greater New Orleans that employees must use all of their earned paid leave prior to utilizing leave without pay, including FMLA leave. Employees must complete a separate leave request form for each type of leave.

All leave requests are subject to approval in accordance with association policies. Until an employee receives a completed, approved leave request from his/her supervisor, the leave is not approved.

Supervisors shall forward all leave request forms to the Metro Office, in accordance with the normal payroll processing schedule.. The minimum amount of leave a non-exempt, hourly employee may request is 30 minutes. Exempt staff must take paid leave in half or full day increments. With the exception of holidays, no paid leave (vacation, personal, or jury duty) will be approved for an employee who has not yet completed his/her 90 day introductory period.

1. Vacation FULL-TIME REGULAR STAFF EXEMPT 01-05 yrs 05-10 yrs 10-20 yrs 20+ yrs

NON-EXEMPT 10 Days 15 Days 20 Days 25 Days

01-08 yrs 08-15 yrs 15+ yrs

10 Days 15 Days 20 Days

PART-TIME REGULAR STAFF 02-05 yrs 5 Days 5+ yrs 10 Days

•

•

Unused vacation days may be carried over from year to year but the maximum amount of vacation days that can be accrued or accumulate is 20 days (except for exempt employees with 20+ years of seniority -- these individuals can accrue no more than 25 days).

For the purpose of calculating the accrual of benefits, the year begins on the anniversary of the date of hire.

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• • •

Approval of vacation is based upon needs of the Association.

Vacation days accrue on a pro-rata basis throughout the year.

Upon termination, an employee shall be paid for any earned vacation leave which she/he has not used.

Additional rules regarding vacation leave for part-time staff: .

• No vacation accrued during first year of employment.

• Compensation is based upon normal scheduled work day.

• Only part-time staff regularly scheduled to work 20 hours per week are eligible.

2. Personal (Sick/Emergency) Leave 9 days per year • •

• •

• • • • •

Only full-time regular staff are eligible for personal leave.

Personal leave may only be taken for the following reasons: • Absences covered by the Family and Medical Leave Act (FMLA).

• Medical appointments for employee, child, spouse, or parent.

• Absences due to employee illness.

• Bereavement for close friend or family member.

• Parental leave (related to caring for a sick child, school events, school closures, or school meetings).

Personal leave may be taken on full day or partial day bases.

Supervisor must approve days before they can be taken, with the exception of unanticipated sick days.

When personal leave is used , the Association reserves the right to request documentation.

An employee’s annual personal leave will be prorated, based upon the month of hire.

Personal leave may not be used for vacation.

Unused personal leave does not carry over from year to year.

Because of the conditional nature of personal leave under this Policy, an employee who resigns or is terminated will not be paid for any unused personal leave at termination.

3. Holiday Leave 11 days per year

• •

• •

All full-time regular staff are eligible to receive holiday leave.

Due to variations in schedules and program needs, not all employees will be able to take holidays according to the schedule below. With the approval of the supervisor, an employee may use holiday leave on a day other than the actual holiday if the employee was required to work the day of the actual holiday. However, holiday leave is not earned (and available to staff) until the actual day of the holiday has passed.

The supervisor must approve holiday leave before it can be taken.

Holiday leave is earned according to the federal holiday schedule, which is detailed below. However, not all branches follow the federal holiday schedule in their operations. Before making plans for use of holiday leave, please refer to your branch specific holiday closing calendar. o New Year’s Day

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Martin Luther King Day President’s Day Mardi Gras Memorial Day Fourth of July Labor Day Columbus Day Veterans Day Thanksgiving Christmas Unused holiday leave may not be carried over from one calendar year to another.

An employee who resigns or is terminated will be paid for earned, unused holiday leave.

o o o o o o o o o o

• • 4. Jury Duty

• • •

Full-time regular staff will be paid for the first 20 working days.

Part time staff will be paid for one day of jury duty, if the duty occurs during the employee’s regularly scheduled shift.

Employees who are released from jury duty are expected to return promptly to work.

FAMILY AND MEDICAL LEAVE ACT The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave.

Employee Eligibility To be eligible for FMLA leave, you must: 1.

have worked at least 12 months for the Company in the preceding seven years (limited exceptions apply to the seven-year requirement);

2.

have worked at least 1,250 hours for the Company over the preceding 12 months; and

3.

currently work at a location where there are at least 50 employees within 75 miles.

Conditions Triggering Leave FMLA leave may be taken for the following reasons: 1.

birth of a child, or to care for a newly-born child (up to 12 weeks);

2.

placement of a child with the employee for adoption or foster care (up to 12 weeks);

3.

to care for an immediate family member (employee’s spouse, child, or parent) with a serious health condition (up to 12 weeks);

4.

because of the employee’s serious health condition that makes the employee unable to perform the employee’s job (up to 12 weeks)

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5.

to care for a Covered Servicemember with a serious injury or illness related to certain types of military service (up to 26 weeks) (see Military-Related FMLA Leave for more details); or,

6.

to handle certain qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on duty under a call or order to active duty in the Uniformed Services (up to 12 weeks) (see Military-Related FMLA Leave for more details).

The maximum amount of leave that may be taken in a 12-month period for all reasons combined is 12 weeks, with one exception. For leave to care for a Covered Servicemember, the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.

Definitions A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments. Other situations may meet the definition of continuing treatment.

A “Covered Servicemember” is a member or veteran of the Armed Forces, including the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The term “serious injury or illness” means an injury or illness incurred by the member in the line of duty while on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating, or one that existed before the beginning of active duty and was aggravated by service in the line of duty while on active duty. With regard to veterans, the injury or illness may manifest itself before or after the individual assumed veteran status.

“Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making financial and legal arrangements related to the deployment, rest and recuperation, counseling, and post-deployment debriefings.

Identifying the 12-Month Period The Company measures the 12-month period in which leave is taken by the “rolling” 12- month method, measured backward from the date of any FMLA leave with one exception. For leave to care for a covered servicemember, the Company calculates the 12-month period beginning on the first day the eligible employee takes FMLA leave to care for a covered servicemember and ends 12 months after that date. FMLA leave for the birth or placement of a child for adoption or foster care must be concluded within 12 months of the birth or placement.

Using Leave Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the employee or immediate family member, or in the case of a covered servicemember, his or her injury or illness. Eligible employees may also take intermittent or reduced-scheduled leave for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a newly-born child, or for placement of a child for adoption or foster care. Employees who require intermittent or reduced-

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schedule leave must try to schedule their leave so that it will not unduly disrupt the Company's operations.

Use of Accrued Paid Leave You must use accrued paid leave (such as personal leave, vacation, or holiday leave), concurrently with your FMLA leave. In order to substitute paid leave for FMLA leave, an eligible employee must comply with the Company’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.).

Maintenance of Health Benefits If you and/or your family participate in our group health plan, the Company will maintain coverage during your FMLA leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, the Company may recover premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave.

Notice and Medical Certification When seeking FMLA leave, you are required to provide: 1.

sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You must also inform the Company if the requested leave is for a reason for which FMLA leave was previously taken or certified.

If the need for leave is foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this information must be provided as soon as is practicable and in compliance with the Company’s normal call-in procedures, absent unusual circumstances.

2.

3.

4.

medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member within 15 calendar days of the Company’s request to provide the certification (additional time may be permitted in some circumstances). If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including termination. Second or third medical opinions and periodic re-certifications may also be required; periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition. The Company will require this certification to address whether you can perform the essential functions of your position.

Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including termination.

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Employer Responsibilities To the extent required by law, the Company will inform employees whether they are eligible under the FMLA. Should an employee be eligible for FMLA leave, the Company will provide him or her with a notice that specifies any additional information required as well as the employee’s rights and responsibilities. If employees are not eligible, the Company will provide a reason for the ineligibility. The Company will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the employee’s leave entitlement. If the Company determines that the leave is not FMLA-protected, the Company will notify the employee.

Job Restoration Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

Failure to Return After FMLA Leave Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the Company’s standard leave of absence and attendance policies. This may result in termination if you have no other Company-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, the Company’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).

Other Employment The Company generally prohibits employees from holding other employment. This policy remains in force during all leaves of absence including FMLA leave and may result in disciplinary action, up to and including immediate termination of employment.

Fraud Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including immediate termination.

Employers’ Compliance with FMLA and Employee’s Enforcement Rights FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA, or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. While the Company encourages employees to bring any concerns or complaints about compliance with FMLA to the attention of the Human Resources Department, FMLA regulations require employers to advise employees that they may file a complaint with the U.S. Department of Labor or bring a private lawsuit against an employer.

Further, FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.

Limited Nature of This Policy This Policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA. The Company reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or local leave laws may also apply.

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Military-Related FMLA Leave FMLA leave may also be available to eligible employees in connection with certain service-related medical and non-medical needs of family members. There are two forms of such leave. The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave. Each of these leaves is detailed below.

Military Caregiver Leave Unpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty. The family member must be a “covered servicemember,” which means: (1) a current member or veteran of the Armed Forces, National Guard or Reserves, (2) who is undergoing medical treatment, recuperation, or therapy or, in the case of a veteran, who was a current member of the Armed Forces, National Guard or Reserves within five years prior to the treatment for which an eligible employee requests leave; is otherwise in outpatient status, or is otherwise on the temporary disability retired list, (3) for a serious injury or illness that may render a current member medically unfit to perform the duties of the member’s office, grade, rank, or rating. Military Caregiver Leave is not available to care for servicemembers on the permanent disability retired list.

To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son, daughter, parent, or next of kin of the covered servicemember. “Next of kin” means the nearest blood relative of the servicemember, other than the servicemember’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the servicemember by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the servicemember has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of Military Caregiver Leave. The employee must also meet all other eligibility standards as set forth within the FMLA Leave policy.

An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care for a covered servicemember in a “single 12-month period.” The “single 12-month period” begins on the first day leave is taken to care for a covered servicemember and ends 12 months thereafter, regardless of the method used to determine leave availability for other FMLA-qualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12-month period,” the remainder is forfeited.

Military Caregiver Leave applies on a per-injury basis for each servicemember. Consequently, an eligible employee may take separate periods of caregiver leave for each and every covered servicemember, and/or for each and every serious injury or illness of the same covered servicemember. A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any “single 12-month period.”

Within the “single 12-month period” described above, an eligible employee may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency). For example, during the “single 12-month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a covered servicemember when combined with up to 10 weeks of FMLA leave to care for a newborn child.

An employee seeking Military Caregiver Leave may be required to provide appropriate certification from the employee and/or covered servicemember and completed by an authorized health care provider within 15 days. Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.). Military Caregiver Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

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Qualifying Exigency Leave Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “covered military member” (i.e. the employee’s spouse, son, daughter, or parent). Up to 12 weeks of Qualifying Exigency Leave is available in any 12month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12-month period (with the exception of Military Caregiver Leave as set forth above). The employee must meet all other eligibility standards as set forth within the FMLA policy.

Persons who can be ordered to active duty include active and retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.

A call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under order of the President of the United States pursuant to certain laws.

Qualifying Exigency Leave is available under the following circumstances: (1) Short-notice deployment. To address any issue that arises out of short notice (within seven days or less) of an impending call or order to active duty.

(2) Military events and related activities. To attend any official military ceremony, program, or event related to active duty or a call to active duty status or to attend certain family support or assistance programs and informational briefings.

(3) Childcare and school activities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with staff at a school or daycare facility.

(4) Financial and legal arrangements. To make or update various financial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service benefits.

(5) Counseling. To attend counseling (by someone other than a health care provider) for the employee, the covered military member, or for a child or dependent when necessary as a result of duty under a call or order to active duty.

(6) Temporary rest and recuperation. To spend time with a covered military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible employees may take up to five of days of leave for each instance of rest and recuperation.

(7) Post-deployment activities. To attend arrival ceremonies, reintegration briefings and events, and any other official ceremony or program sponsored by the military for a period of up to 90 days following termination of the covered military member’s active duty status. This also encompasses leave to address issues that arise from the death of a covered military member while on active duty status.

(8) Mutually agreed leave. Other events that arise from the close family member’s duty under a call or order to active duty, provided that the Company and the employee agree that such leave shall qualify as an exigency and agree to both the timing and duration of such leave.

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An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the covered military member’s active duty orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the specific exigency, the amount of leave needed and the employee’s relationship to the military member, within 15 days. Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

Leave of Absence The purpose of a leave of absence is to encourage valuable employees to return to the employ of the Association. Requests for leave which are not covered by the FMLA, personal leave, vacation, military or jury duty may be considered. The leave of absence shall not exceed 90 days. Such leave is unpaid and benefits will not be paid or accrued during this time. If a leave of absence exceeds 30 continuous days, an employee will be given the option of continuing health and dental insurance coverage, as allowed by the Federal Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). If the employee is unable to return to work at the end of the approved leave of absence, he/she will be considered to have vacated her/his position. The employee will be eligible for rehire, but will have to complete a new application in order to be considered for employment with the Association.

Additionally, in the event of a disability caused by a pregnancy or childbirth, an employee may be eligible for unpaid leave of up to four months. Pregnant employees who do not experience a disability associated with the pregnancy or childbirth, and are not otherwise eligible for FMLA leave, will be provided with up to six weeks of unpaid leave. Employees needing such leave will be required to obtain the necessary certification consistent with the procedures above applicable to FMLA leave.

Military Service When a full time employee is called or re-called for active duty, or duty in any of the reserve forces, he/she will be granted an official leave of absence without pay. Re- employment rights shall correspond with those provided in the federal and state laws regulating such rights.

Dues All full-time, exempt staff who wish to join will be reimbursed ½ of the annual dues for AYP, the Association of YMCA Professionals.

Provision for Income Supplement and Replacement 1.

Retirement Employees of the YMCA of Greater New Orleans, upon completion of eligibility requirements, are required to participate in the YMCA Retirement Fund, which provide retirement, permanent disability and death benefits for YMCA employees and their designated beneficiaries. Employees become eligible to participate in the Fund when you are age 21 or older and have worked two years of employment and have completed 1,000 hours of employment for two years.

After these enrollment requirements are met, employees will be enrolled on the first of the month following your Anniversary Date. The amount of the Association’s contribution to the YMCA Retirement Fund is established as part of the annual budgeting process.

The YMCA reserves the right to amend its participation in the Fund at any time within the terms and conditions set by the YMCA and the Fund.

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Consult the applicable plan document for all information regarding eligibility, coverage and benefits. It is the plan document that ultimately governs your entitlement to benefits.

2.

Group Life

All full-time regular employees will be covered by group life insurance equal to 1 1/2 times the employee's salary effective the first of the month following date of employment. Consult the applicable plan document for all information regarding eligibility, coverage and benefits. It is the plan document that ultimately governs your entitlement to benefits.

3.

Short Term Disability

All full-time regular employees will be covered by short term disability equal to 60% of salary to a maximum weekly benefit of $1,000 effective the first of the month following date of employment.

Consult the applicable plan document for all information regarding eligibility, coverage and benefits.

It is the plan document that ultimately governs your entitlement to benefits.

Recognition for Prior Years of Service Employees transferring from another YMCA shall be credited for their prior years of YMCA service for the purposes of calculating recognition, child care discounts, and vacation accrual. If an employee has more than a two year break in service immediately preceding his/her current employment with the YMCA of Greater New Orleans, any prior service will not be recognized in calculating vacation accrual or child care discounts.

For the purpose of retirement, prior years of service shall be credited in accordance with the rules of the retirement plan.

Provision for Health Insurance Coverage The Association will provide a comprehensive hospitalization, dental and major medical insurance policy. The health insurance is by application and is the responsibility of the employee to initiate the process. The specific regulation regarding benefits, limits, and general provisions are set forth in the YMCA Insurance recap sheet. The YMCA reserves the right to revoke or modify any terms and conditions of this benefit.

Under the Federal Consolidated Omnibus Budget Reconciliation Act of 1985, employees may be allowed to continue their health care coverage under an employer-provided Group Health Care Plan if your coverage would otherwise end.

Employees covered under an employer-provided group health plan: as an employee or qualified dependent, and your group health care coverage under the plan ends because of termination of employment (except for gross misconduct) or a reduction of work hours, or as a qualified dependent or spouse of an employee and your group health care coverage would end because you became widowed, divorced or legally separated, or as a qualified dependent child of an employee and your health care coverage would end because you cease to be considered a qualified dependent child according to the plan`s rule, you may request to continue your coverage under the group health care plan.

Membership and Program Fee Discounts 1. YMCA Membership Opportunities

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a. All full-time, regular employees and part-time employees with 2 or more years of continuous service to the YMCA of Greater New Orleans receive a complimentary Full Privilege Family Membership, valid at all YMCA of Greater New Orleans facilities. b. All other employees receive a complimentary Full Service Single Membership, valid at all YMCA of Greater New Orleans facilities. This Single Membership may be upgraded to a Family Membership by paying the difference between the current cost of a Single and Family membership.

2. Program Fees a. All full-time, regular employees and their dependents receive a 50% discount for programs which charge an additional fee (except childcare, as explained below). b. All other employees and their dependents receive a 25% discount for programs which charge an additional fee (except childcare and day camps).

3. Day Camp Opportunities All employees who are regularly scheduled to work 30 hours/week or more may enroll their dependent children in YMCA day camp at 50% of the regular fee.

4. Childcare Opportunities All full-time, regular employees are eligible to enroll their children in a YMCA childcare center (based on center availability) according to the following schedule: st

1 year of service nd rd 2 – 3 years of service More than 3 years

15% off regular fee 25% off regular fee 50% off regular fee

Staff and Career Development The YMCA recognizes that the quality of its work is directly related to the training and experience of its staff; that training is a process that must continue throughout a staff member’s professional career; and that experience is secured through consultation as well as work relationships. For these reasons, the Association urges its staff to participate in the appropriate professional societies, to attend professional development conferences and training events, and to continue their development on a formal basis whenever possible. In addition, the YMCA supports the YMCA of the USA training system that includes program/membership certifications and the Leadership Training Program.

Prior approval from the Supervisor is required for participation in a conference/training event or out-of-town travel. Arrangements or fees paid without these approvals will not be reimbursed.

The YMCA Business Manual sets forth the allowable expenses and procedures.

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RESIGNATION A voluntary choice freely made by the employee for whatever reason. All employees are requested to submit to their supervisor a written notice of the reason(s) for resigning and the effective date.

In order to leave in good standing, employees are expected to give two (2) weeks notice.

REDUCTION IN WORK FORCE A reduction in work force refers to those separations imposed by the Association because of economic necessity, operation/program changes, reorganization or other reasons requiring a reduction in the number of employees.

All employees employed for at least one year shall be given a minimum of two (2) weeks notice.

HURRICANE/DISASTER PLAN: It is the policy of the YMCA to close our branch operations when the City (Parish) in which the branch is located announces the close of City (Parish) Offices. It is the decision of the Branch Executive Director when the facility would re-open based upon the ability of the branch to provide safe conditions for the members and program participants. Each Branch Executive Director will have a procedure set in place for notifying staff of the re-opening of the operation.

All full-time, exempt employees are paid for the duration that a facility is closed, unless operations are re-located. If a full time, exempt employee is not able to make it back for the opening of the facility, he/she will not be paid unless he/she has paid leave to use. All non-exempt and part-time employees are not paid, but have the ability to use any available vacation.

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YMCA OF GREATER NEW ORLEANS EMPLOYEE ACKNOWLEDGMENT AND AGREEMENT *****PLEASE SIGN AND RETURN THIS SLIP TO THE METROPOLITAN OFFICE***** This will acknowledge that I have received my copy of the YMCA’s Employee Handbook and that I will familiarize myself with its contents.

I understand that this handbook represents the current policies, regulations, and benefits of the YMCA of Greater New Orleans. However, the Association retains the right to prospectively add, change, delete or modify policies, benefits, wages, and all other working conditions at any time (except as expressly set forth in the Employee Handbook and except for the policy of “at-will employment” which may not be changed, altered, revised or modified without a written agreement signed by both myself and the President of the YMCA).

I further understand that nothing in the Employee Handbook creates or is intended to create a promise or representation of continued employment and that my employment, position, and compensation at the YMCA are at-will, and may be changed or terminated at the will of the Association. I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the YMCA has a similar right. My signature below certifies that I understand the foregoing agreement that at-will status is the sole and entire agreement between the YMCA and myself concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreements, understandings, and representations (whether written or oral) concerning my employment with the YMCA. MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ, UNDERSTAND, AND AGREE TO BE BOUND TO ALL OF THE ABOVE TERMS. DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE ACKNOWLEDGMENT AND AGREEMENT.

_____________________________________________ Print Full Name _____________________________________________ Signature _____________________________________________ Date [RETAIN IN EMPLOYEE PERSONNEL FILE]

Employee Handbook

3/26/14

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