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Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME.

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Presentation on theme: "Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME."— Presentation transcript:

1 Introduction to Employee Handbook Presenter INSERT NAME INSERT ORGANIZATION NAME


3 The Standards for Excellence® Code 8 Principles & 55 Standards Mission and Program Governing Body Conflict of Interest Human Resources Financial & Legal Openness Fundraising Public Policy & Public Affairs

4 The Standards for Excellence® Code A blueprint for well managed and responsibly governed nonprofit organizations

5 The Standards for Excellence® Code Educational resources to help you build a stronger, more attractive and sustainable nonprofit institution.




9 Human Resources A.Personnel Policies 1. Written Policies & Procedures 2. Volunteers B. Employee Performance Evaluation C. Employee Orientation

10 What to Cover  Working Conditions  Confidentiality of employee, client and organization records and information  Hiring and Firing  Grievance Procedures  Employee Growth and Development  Benefits  Employee Evaluation Personnel Policies

11  Drug-Free and Alcohol Free Workplace  Equal Employment Opportunities  Contracts and Consultants  Harassment and Sexual Harassment  Conflict of Interest Workplace Practices

12 Page 1-2  Ensure a safe, healthy, productive work environment  Organizations receiving $100,000+ federal funds must have drug-free workplace policy that includes a drug awareness program  Employer can require drug-testing under most circumstances Drug and Alcohol Free Workplace

13 Pages 1-3 Will not discriminate based on gender, sexual orientation, race, color, creed, religion, national origin, marital status, age, disability or any other characteristic protected by law  INSERT STATE LAWS IF APPLICABLE  Local jurisdictions may have additional requirements  Distinguish EEO from Affirmative Action Plan Equal Employment Opportunity

14 Page 1-4  Based on language in OMB A-110  Helps prevent single source bidding and ensures a more fair contracting procedure  Maybe required if your organization receives federal funds  Can stave of unflattering stories Contracts and Consultants

15 Page 1-5  Will not condone, excuse or tolerate harassment based on gender, sexual preference, race, color, religion, national origin, marital status, age, disability or any other characteristic protected by law  Establish procedure for reporting; allow reporting to several people  Investigate promptly and take action  Have a bypass for the Executive Director  Avoid language that discourages complaints Harassment/Sexual Harassment

16 Page 1-7  Applies to: –Financial interests –Personal benefit or advantage due to relationship  Applies to employees & volunteers; can use same policy for Board of Directors  Disclosure required  Interested party abstains from vote or removes themselves from the decision-making process Conflict of Interest

17 Page 2-1  Communications, certain information, records(organizational and clients)  Consider written agreement for employees with access to confidential information (FORMS Page 5)  Can also include a confidentiality provision in the employee’s job description Confidentiality

18 Hiring: Background checks and interviewing Classify employee positions Determine whether employee is exempt or nonexempt Provide employee with job description Hiring and Firing

19 Firing: Have a written policy If provide for progressive discipline, make sure you preserve at will employment Hiring and Firing

20 Page 6-4  Cover violations of policy, unfair treatment with regard to wages, promotion, termination, working conditions, etc.  Policy must be in writing  Sarbanes Oxley requires all organizations to publish a grievance or Whistleblower policy; INSERT STATE LAW IF APPLICABLE TO NONPROFIT ORGANIZATIONS Grievance Procedures

21  Conferences and Meetings for employees (p.6-4) Set a budget Make only rare exceptions  Professional Memberships (p. 6-4) Set a limit Beyond limit, employee pays for him/herself  Tuition Assistance: (p. 4-8) Make sure that amount is preset, certain grade is required and employee must stay in job or pay back tuition Employee Growth and Development

22 Employee Benefits

23 Objectives and Considerations: Employee recruitment Employee retention Who’s eligible and when –Length of service –Employee classification Does organization pay all/part of premiums Dependent coverage Employee Benefits

24 What do you offer?  Vacation leave  Sick leave  Paid Time Off  Long-term, short-term disability  Medical, dental, vision insurance  Life insurance  Retirement plan  Survey  Other Credit union membership Discount club membership Tuition assistance Employee Benefits

25  Vacation leave Must have written policy or will have to pay employee for all accumulated leave Should address how and when vacation can be taken Can increase based on seniority  Sick leave Many employees take when not sick Typically not paid out  Paid Time Off Combines sick and vacation leave Vacation, Sick Leave, and Paid Time Off

26 REMEMBER: COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) requires: Notification of entitlement to continue participating in group health and/or dental plan… A sample COBRA Notification Letter is located on FORMS Pages 16-19 Employee Benefits

27 Page 6-3 Written Evaluations – Nonprofits have an obligation to employees to a regular (at least annually) written evaluation. Ideally, nonprofit managers are providing more regular feedback for employees and praising excellent work or providing suggestions for improvement, as needed. Employee Performance Evaluation

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

29  System in place for regular written evaluation of employees by their respective supervisor  Most organizations use a combination of a subjective and objective system  Board evaluates executive director on an annual basis, at a minimum  May have a three or six month evaluation at the end of the probationary or introductory period Evaluation Recommendations

30  New Employees – Nonprofit organizations should have a process in place that orients new employees to the organization  Provide new employees with a copy of the Standards for Excellence codebook  Position descriptions for all staff (FORMS Page 24) Employee Orientation

31  Should include a review of the personnel policies, procedures  Position description  Introduction to Standards for Excellence Employee Orientation

32 See FORMS Page 14, 15 Welcome About the organization, mission, philosophy, history, etc. Payroll orientation, personnel forms Benefits (COBRA/HIPAA, other) Personnel policies Training programs Meet the staff Computer systems Introduction to Standards for Excellence Employee manual with acknowledgement Sample Orientation Checklist

33 Questions and Answers


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