NEW ________ COUNCIL EMPLOYEE HANDBOOK UPDATED AUGUST 19, 2011

PURPOSE Review policies, procedures and practices BSA culture Regulatory updates Review processes and forms Clarify current policies – not everything is new

ACCOUNTABILITY It is each employee’s responsibility to read the handbook These meetings are only to point out changes No written policy of the ________ Council is a contract or other legal guarantee that the ________ Council will continue any practices described in the written policy.

REPLACES: “Local Council Professional and staff employee Handbook Guidelines”

USE OF DRUGS OR ALCOHOL Added: “The ________ Council recognizes that there may be occasions where it is permissible to consume alcohol in moderation while attending a _______ Council-related function”

OVERTIME Only hours worked will be used to calculate overtime Hours worked DO NOT include: –Jury duty –Official office closings –Vacations –Paid Time Off –Or other paid time other than wages/salary

AS A REMINDER….  Fair Labor Standards Act (FLSA) defines what jobs are NOT EXEMPT from overtime pay and defines what qualifies as overtime  California FLSA – has a different definition  ALL work performed by a non-exempt employee that is requested or permitted by the employer is considered work  Must have manager approval prior to working overtime

 The employee’s manager must be present. If not available, then another manager or an exempt employee from the council.  A non-exempt employee must be paid overtime regardless if approved or not. Compensatory time is not permitted.  If not approved, the employee and the manager will be held accountable. This could include discipline or discharge of the employee AND/OR the manager. This applies to any violation of this policy.

 Non-exempt employees cannot take work home.  Non-exempt employees cannot have remote access to any BSA & Local Council systems, file or other work items including when not at work.

BEREAVEMENT Up to three bereavement days may be granted for immediate family Management discretion to allow: additional days when the death is not in the immediate family, attend service for fellow employee or retiree of the BSA or a local council

VACATION Current Vacation (based on tenure as of Dec 31) NON-EXEMPT < 5 years 12 days 5 but < 10 years 15 days 10 but < 15 years 17 days 15 but < 20 years 19 days 20 years + 22 days EXEMPT < 5 years12 days 5 but < 10 years15 days 10 years +22 days New Vacation Eliminating Floating Holiday Same policy for exempt and non-exempt: Less than 5 years 12 days 5 but less than 10 years 15 days 10 or more years 24 days Current policy for exempt employees with 2 daysadded to 10 or more

OTHER VACATION CHANGES Can take in ½ days New employees can take as they earn; no wait Can carry over up to 5 days each year; balance can’t exceed normal schedule + 5 days

UNPAID PERSONAL LEAVE OF ABSENCE After one year of employment Request submitted to manager with reason and dates Minimum 10 days; no more than 30 days Subject to management approval

MEDICAL LEAVE OF ABSENCE Replaces "Inability to Work Because of Illness or Injury” Clarifies process

NEW-PAID TIME OFF (PTO)  Regular, full time non-exempt employees  Replaces sick time and personal days  Used for: illness, injury, Dr appointments, emergencies, personal business, religious event or special day not covered by BSA Holiday Schedule  It is not to be used as or added to Vacation  Use in 15 minute increments  Should be scheduled in advance, subject to mgr approval unless circumstances prevent otherwise

CURRENT SICK LEAVE NON-EXEMPTS ONLY New hire after 1 st 60 days Each January 1 based on December 31 tenure 1 year < 348 hours per year 3 years < 572 hours per year 5 years +96 hours per year NEW PTO NON- EXEMPTS ONLY January 1 each year, eligible employee credited with Less than 5 yrs12 days 5 but less than 10 yrs20 days 10 years or more30 days

BUT WAIT, THERE’S MORE! Effective (insert date), the PTO bank cannot exceed 90 days. Each year following, can carry over unused PTO. PTO bank can never exceed 90 days.

WE’RE NOT DONE YET???? A regular, non-exempt employee who is unable to work due to personal illness or injury (not work related) and uses up all PTO and vacation, may be eligible for 60% pay Duration of 60% is based on tenure. Total paid time cannot exceed 120 days

WHAT ABOUT EXEMPTS? Depending on tenure, regular, full time exempt employees on medical leave more than 10 consecutive days, may be eligible for 100% pay then 60% Must use earned vacation after 100% pay ends and before 60% begins

WHAT ABOUT STAFF, PRO AND PRO TECH? No longer using those terms WE ARE ALL LOCAL COUNCIL EMPLOYEES Only difference is non-exempts must be paid overtime as required by federal/state law; non-exempt have PTO

ILLNESS OR INJURY ON THE JOB The Local Council WILL NO LONGER pay the difference between the employee’s salary and the benefit received from workers’ compensation and any other insurance or statutory benefits covered by a workers’ compensation. Employee could be placed on unpaid leave of absence; maximum length 120 days Paid Time Off will be used for related Dr appointments, physical therapy or follow-up care

THAT’S ALL FOLKS!!!