Employee Handbook

Document Sample
Employee Handbook Powered By Docstoc
					SAN GABRIEL VALLEY YMCA


  EMPLOYEE HANDBOOK




     412 East Rowland Street

        Covina, CA 91723

         (626) 339-6221

          Version 6.09
                                                TABLE of CONTENTS
1.0      PRESIDENT'S WELCOME ............................................................................................. 1

2.0      INTRODUCTORY LANGUAGE AND POLICIES ......................................................... 2
  2.1       YMCA’S HISTORY .................................................................................................................. 2
  2.2       ETHICS CODE ......................................................................................................................... 2
  2.3       MISSION STATEMENT .......................................................................................................... 3
  2.4       CORE VALUES ........................................................................................................................ 4
  2.5       REVISIONS TO HANDBOOK ................................................................................................ 4
  2.6       AT-WILL EMPLOYMENT ..................................................................................................... 5

3.0      HIRING AND ORIENTATION POLICIES .................................................................... 6
  3.1       EEO STATEMENT AND NON-HARASSMENT POLICY ................................................. 6
  3.2       CHECKING REFERENCES ................................................................................................... 7
  3.3       EMPLOYMENT OF RELATIVES AND FRIENDS ............................................................. 7
  3.4       HIRING A FORMER EMPLOYEE........................................................................................ 8
  3.5       CONFLICTS OF INTEREST .................................................................................................. 8
  3.6       JOB DESCRIPTIONS .............................................................................................................. 8
  3.7       NEW EMPLOYEES AND INTRODUCTORY PERIODS ................................................... 8
  3.8       DRUG SCREENING................................................................................................................. 9
  3.9       ORIENTATION ........................................................................................................................ 9
  3.10      TRAINING PROGRAM........................................................................................................... 9
  3.11      PROOF OF CITIZENSHIP AND RIGHT TO WORK ......................................................... 9

4.0      WAGE AND HOUR POLICIES ..................................................................................... 10
  4.1       INTRODUCTION ................................................................................................................... 10
  4.2       PAY PERIOD .......................................................................................................................... 10
  4.3       EMPLOYEE SELF SERVICE WEBSITE ........................................................................... 10
  4.4       PAYCHECK DEDUCTIONS ................................................................................................. 10
  4.5       DIRECT DEPOSIT ................................................................................................................. 10
  4.6       RECORDING TIME............................................................................................................... 11
  4.7       OVERTIME AUTHORIZATION FOR NON-EXEMPT EMPLOYEES ......................... 11
  4.8       MAKE UP TIME POLICY .................................................................................................... 12
  4.9       ATTENDANCE POLICY ....................................................................................................... 12
  4.10      JOB ABANDONMENT .......................................................................................................... 12
  4.11      GARNISHMENT POLICY .................................................................................................... 12
  4.12      USE OF PERSONAL VEHICLES ........................................................................................ 13

                                                             Page ii                                                Version 6.09
  4.13       BUSINESS EXPENSES .......................................................................................................... 13
  4.14       REST AND MEAL PERIODS ............................................................................................... 14

5.0      PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION .......................... 15
  5.1        PERFORMANCE IMPROVEMENT ................................................................................... 15
  5.2        PROMOTIONS ....................................................................................................................... 15
  5.3        PAY RAISES ........................................................................................................................... 15
  5.4        TRANSFER.............................................................................................................................. 15
  5.5        STANDARDS OF CONDUCT ............................................................................................... 15
  5.6        EMPLOYEE ARREST OR CRIMINAL ACTIVITY ......................................................... 16
  5.7        DRUG AND ALCOHOL POLICY ........................................................................................ 16
  5.8        DISCIPLINARY PROCESS .................................................................................................. 17
  5.9        PROBLEM SOLVING PROCEDURE ................................................................................. 17
  5.10       POST-EMPLOYMENT REFERENCE POLICY ................................................................ 18

6.0      GENERAL POLICIES .................................................................................................... 19
  6.1        COMPANY MEETINGS ........................................................................................................ 19
  6.2        DRIVING RECORD ............................................................................................................... 19
  6.3        USE OF COMPANY VEHICLES ......................................................................................... 19
  6.4        REPORTING UNETHICAL, FRAUDULENT OR ILLEGAL ACTIVITY ..................... 20
  6.5        PERSONNEL AND MEDICAL RECORDS ........................................................................ 21
  6.6        EMPLOYEE PRIVACY AND RIGHT TO INSPECT ........................................................ 21
  6.7        VOICEMAIL, EMAIL AND INTERNET POLICY ............................................................ 21
  6.8        PERSONAL APPEARANCE ................................................................................................. 23
  6.9        SOLICITATION AND DISTRIBUTION OF LITERATURE ........................................... 27
  6.10       VOLUNTEER ACTIVITIES ................................................................................................. 28
  6.11       TELEPHONE USE ................................................................................................................. 28
  6.12       CELL PHONE POLICY......................................................................................................... 28
  6.13       MAIL USE ............................................................................................................................... 28
  6.14       OFF-DUTY USE OF COMPANY PROPERTY OR PREMISES ...................................... 29
  6.15       SECURITY .............................................................................................................................. 29
  6.16       COMPUTER SECURITY AND COPYING OF SOFTWARE .......................................... 29
  6.17       THIRD PARTY DISCLOSURES .......................................................................................... 30
  6.18       PERSONAL DATA CHANGES ............................................................................................ 30
  6.19       BABYSITTING POLICY ....................................................................................................... 30
  6.20       NON-SMOKING POLICY ..................................................................................................... 30
  6.21 PAYMENT OF ASSOCIATION OF YMCA PROFESSIONALS AND/OR
  MEMBERSHIP DUES ......................................................................................................................... 30
                                                              Page iii                                                 Version 6.09
7.0      BENEFITS ....................................................................................................................... 32
  7.1       REGULAR FULL-TIME EMPLOYEES ............................................................................. 32
  7.2       REGULAR PART-TIME EMPLOYEES ............................................................................. 32
  7.3       SEASONAL EMPLOYEES.................................................................................................... 32
  7.4       EXEMPT EMPLOYEES ........................................................................................................ 32
  7.5       YMCA RETIREMENT PLAN............................................................................................... 32
  7.6       REQUESTING LEAVES OF ABSENCE ............................................................................. 33
  7.7       UNPAID LEAVE OF ABSENCE .......................................................................................... 34
  7.8       ADA POLICY .......................................................................................................................... 34
  7.9       FMLA & CFRA ....................................................................................................................... 35
  7.10      PREGNANCY DISABILITY LEAVE .................................................................................. 38
  7.11      PAID FAMILY LEAVE POLICY ......................................................................................... 40
  7.12      MEMBERSHIP AND EMPLOYEE DISCOUNTS .............................................................. 41
  7.13      MILITARY LEAVE [USERRA] ........................................................................................... 41
  7.14      UNPAID MILITARY SPOUSAL LEAVE ............................................................................ 42
  7.15      LEAVE FOR DRUG AND ALCOHOL TREATMENT...................................................... 42
  7.16      LEAVE FOR LITERACY ASSISTANCE ............................................................................ 43
  7.17      LEAVE FOR DOMESTIC VIOLENCE AND SEXUAL ASSAULT ................................. 43
  7.18      CRIME VICTIMS LEAVE OF ABSENCE .......................................................................... 43
  7.19      CHILD’S SUSPENSION LEAVE .......................................................................................... 43
  7.20      SCHOOL OR DAY CARE ACTIVITIES LEAVE .............................................................. 43
  7.21      LEAVE FOR EMERGENCY DUTY PERSONNEL ........................................................... 44
  7.22      JURY DUTY AND WITNESS LEAVE ................................................................................. 44
  7.23      VOTING LEAVE .................................................................................................................... 44
  7.24      WORKERS' COMPENSATION INSURANCE AND DISABILITY LEAVE.................. 44
  7.25      UNEMPLOYMENT COMPENSATION INSURANCE ..................................................... 44
  7.26      SOCIAL SECURITY .............................................................................................................. 45

8.0      SAFETY AND LOSS PREVENTION ............................................................................ 46
  8.1       GENERAL SAFETY POLICY .............................................................................................. 46
  8.2       REPORTING INJURIES ....................................................................................................... 46
  8.3       POLICY AGAINST VIOLENCE .......................................................................................... 46
  8.4       LOSS PREVENTION POLICY AND PROGRAM ............................................................. 46
  8.5       EMPLOYEE CODE OF CONDUCT .................................................................................... 47

9.0      CUSTOMER RELATIONS ............................................................................................. 49
  9.1       MEMBER, CUSTOMER, AND VISITOR RELATIONS ................................................... 49

                                                            Page iv                                                 Version 6.09
  9.2         GRATUTIES AND GIFTS ..................................................................................................... 49

10.0      ACKNOWLEDGMENT OF RECEIPT AND REVIEW ................................................ 50
  10.1  ACKNOWLEDGMENT OF RECEIPT AND REVIEW – Employee’s Copy, Keep in
  Handbook .............................................................................................................................................. 50
  10.3        ACKNOWLEDGMENT OF RECEIPT AND REVIEW – For Employee’s Personnel File
              51




                                                                 Page v                                                    Version 6.09
1.0    PRESIDENT'S WELCOME
      Welcome! You have just joined a dedicated team of employees. We hope that your
employment with San Gabriel Valley YMCA will be rewarding, challenging, and of mutual
benefit to you and the YMCA. We take pride in our employees as well as the families we serve.
We consider ourselves leaders in the field of childcare, camping, and fitness.

      Please take the time to read this employee handbook carefully.             It is an important
communication, management, and legal document. Please sign the Acknowledgment at the end
to show that you have read, understood and agree to the contents of this handbook. This
handbook provides most of the terms and conditions of your employment. Specific provisions
contained in an individual employment agreement control over the general provisions of the
handbook. This handbook supersedes any previously issued handbooks or inconsistent policy
statements.

      Throughout the handbook, we will refer to San Gabriel Valley YMCA as
“YMCA” or the company.

      Please understand that no employee handbook can address every situation in the work
place. If you ever have questions about the terms or conditions of your employment, you are
encouraged to ask them.      If you have any difficulty reading or understanding any of the
provisions of this manual, please contact the Business Manager or myself.           Likewise, if you
have any suggestions related to company policies or procedures, please let us know.

      We wish you success in your employment here at San Gabriel Valley YMCA!

                                                All the best,




                                                Craig Cerro
                                                President/CEO
                                                San Gabriel Valley YMCA


                                          Page 1                                 Version 6.09
2.0    INTRODUCTORY LANGUAGE AND POLICIES
2.1    YMCA’S HISTORY

This YMCA began in 1912 and was incorporated in 1924. The current location was a move in
1955 to an old house that was purchased with a down payment from the Y’s Men’s Club and
programming expanded to include Aquatics. Only 23 years later the Gymnasium building was
completed and expansion continued in programming.

In the summer of 1920, the first campers were sent to Jenks Lake and Mountain Camping began.
Currently, with the purchase of two camps in the San Gabriel Mountains, we send hundreds of
kids to camp during the summer and have a year round program for resident camping and a
retreat location for Churches and company groups.

In 1967, a branch of this YMCA was created and called the Puente Hills Branch. Programming
grew for them along with the annual “Turkey Trot” 5K/10K race, going for over 30 years, to
help raise money for the center. In 1992, the YMCA acquired the Family Resource Center to
assist struggling families in the Bassett community.

It was in 1983 that this YMCA began its Child Care programming at the Covina facility. Today,
we continue to operate on school properties in Covina, West Covina, Azusa and Hacienda
Heights. We also have partnered with the West Covina School District to operate the Y-ACES
educational enrichment programming. In 2000 we began the State Funded Preschool Program in
addition to the LAUP Preschool and are now operating preschool sites in Azusa, Covina, and
Baldwin Park.

The Youth Basketball league, Karate and Kajukenbo classes, a Senior Dance Group and a
Wellness Center in Covina are all now providing additions to the family programming that was
just swimming for many years.

2.2    ETHICS CODE

YMCA will conduct its business honestly and ethically wherever we operate. We will constantly
improve the quality of our services and operation and will maintain a reputation for honesty,
fairness, respect, responsibility, integrity, trust and sound business judgment. No illegal or
unethical conduct on the part of officers, managers, employees, or affiliates is in the Y’s best
interest. We will not compromise our principles for short-term gain. The ethical performance of
this YMCA is the sum of the ethics of the men and women who work here. Thus, we are all
expected to adhere to high standards of personal integrity.

Officers, managers, and employees of the company must never permit their personal interests to
conflict, or even appear to conflict, with the interests of the YMCA, its clients or affiliates. All
of us must be particularly careful to avoid representing the YMCA in any transaction with others
with whom there is any outside business affiliation or relationship. Officers, directors, and
employees shall avoid using YMCA contacts to advance their private business or personal
interests at the expense of the Y, its clients or affiliates.


                                         Page - 2 -                            Version 6.09
No bribes, kickbacks or other similar remuneration or consideration shall be given to any person
or organization in order to attract or influence business activity. Officers, managers, and
employees shall avoid gifts, gratuities, fees, bonuses or excessive entertainment, in order to
attract or influence business activity.

The officers, managers, and employees of the YMCA will often come into contact with, or have
possession of, proprietary, confidential or business-sensitive information and must take all
appropriate steps to assure that the confidentiality of such information is maintained. This
information - whether it belongs to our company or any of its clients, customers or affiliates -
may include strategic business plans, operating results, marketing strategies, customer lists,
personnel records, financial data, upcoming acquisitions and divestitures, new investments, or
manufacturing costs, processes and methods. Proprietary, confidential and sensitive business
information about our company, other companies, individuals and entities must be treated with
sensitivity and discretion, and only be disseminated on a need-to-know basis.

Officers, managers, and employees are required to report all information accurately and honestly,
and as otherwise required by applicable reporting requirements.

Officers, managers, and employees must obey all applicable Equal Employment Opportunity
laws and act with respect and responsibility towards others in all of their dealings.

Officers, managers, and employees are required to promptly disclose unethical, dishonest,
fraudulent and illegal behavior, or any violation of company policies and procedures, directly to
management.

Violation of the Code of Ethics will result in discipline, including possible termination. The
degree of discipline imposed may be influenced by the existence of voluntary disclosure of any
ethical violation and whether or not the violator cooperated in any subsequent investigation.

If you ever have any doubt about whether your conduct or that of anyone else meets the
company’s ethical standards or compromises the company’s reputation, please discuss it with
Carol Crow, Audit Committee Chairperson, San Gabriel Valley YMCA Board of Directors. She
can be reached at 626-967-7325 or cacrow@ix.netcom.com.

Remember that good ethics is good business!

2.3    MISSION STATEMENT

The mission of the San Gabriel Valley YMCA is;

To put Christian principles into practice through programs that build healthy spirit, mind, and
body for all.

All program designs and lesson plans include ways to actively meet our mission. In camp and
childcare programs, we teach new skills and provide experiences that give youth and staff
confidence that allows them to make good decisions at home. In healthy lifestyles, we provide
members with tools and opportunities to feel good about themselves. We create a community
network that fills members with purpose and impacts their daily lives.

                                        Page - 3 -                          Version 6.09
The YMCA is a leader in the community. We are a team of highly motivated managers and
staff dedicated to providing the best products and services available. Our strength is generated
from our commitment to our employees and the community.

The YMCA is committed to providing its members high quality products and services. We are
sensitive and responsive to our member’s needs and devoted to their satisfaction. We strive to
teach and emulate the core values of honesty, respect, responsibility, and caring in all our
programs and services.

The YMCA acknowledges its responsibility to the communities where it is located. By our
leadership and active participation in community affairs, as well as our economic vitality and
quality of our products and services, we can greatly contribute to enhancing the communities in
which we live and work.

The YMCA is committed to open communication with its members and families. We are
committed to quality service, which means a willingness to listen to persons with concerns or
complaints, a willingness to immediately act upon same, as well as to effectuate any
modifications to company procedures to help better develop member relations.

2.4    CORE VALUES

The YMCA core values of caring, honesty, respect, and responsibility are the focus of
everything we do.

These are the core values that build strong kids, strong families, as well as strong communities.
Strong kids turn into healthy productive adults who build a strong community.

Whatever your job duties are at the YMCA, you can teach these values through your words, your
example, and your work.

These values need to be consistently demonstrated in our behavior toward our members, fellow
staff, and volunteers – towards everyone.

2.5    REVISIONS TO HANDBOOK

This employee handbook is our attempt to keep you informed of the terms and conditions of your
employment, including company policies and procedures. The handbook is not a contract.
However, your compliance with it is a condition of your employment. The company reserves the
right to revise, add, or delete from this handbook, as well as the terms or conditions of your
employment to the extent allowable by law. Written changes to the handbook will be distributed
to all employees. No oral statements or representations can change the provisions of this
handbook. If you believe any provisions of the handbook conflict with your understanding of the
terms or conditions of your employment, then you should immediately speak to your supervisor
or the Business Manager for clarification.




                                        Page - 4 -                            Version 6.09
2.6    AT-WILL EMPLOYMENT

Your employment with the company is “at-will.” This means that your employment may be
terminated at any time, with or without notice and with or without cause. Likewise, we respect
your right to terminate your employment at any time, with or without notice and with or without
cause. As you can see, “at-will” employment is a two-way street.

Nothing in the employee handbook or any other company document should be understood as
creating guaranteed or continued employment, a right to termination only “for cause”, or of any
other guarantee of continued benefits.




                                       Page - 5 -                           Version 6.09
3.0    HIRING AND ORIENTATION POLICIES
3.1    EEO STATEMENT AND NON-HARASSMENT POLICY

EQUAL OPPORTUNITY STATEMENT

Our company is committed to the principals of Equal Employment Opportunity and to making
employment decisions based on merit and value. We are committed to complying with all
Federal, State, and local laws providing Equal Employment Opportunities, as well as all other
laws related to the terms and conditions of employment. We desire to keep a work environment
which is free of harassment or discrimination because of sex, race, religion, color, national
origin, physical or mental disability, marital status, age, sexual orientation or any other status
protected by Federal, State or local laws. We will make every reasonable effort to accommodate
those physical or mental limitations of an otherwise qualified employee, unless undue hardship
would result for the company.
We are all responsible for upholding this Equal Employment Opportunity policy and
commitment. Equal Employment Opportunity laws afford each one of us the chance to succeed
or fail based on individual merit.
Non-Harassment
Just as the company bears a responsibility towards this policy, each employee must clearly
communicate their disinterest in, or offense taken to, any perceived verbal or physical
discrimination or harassment. Sexual, racial, ethnic and other forms of harassment of, or by,
employees, vendors, visitors, customers and clients are forbidden by law and will not be
tolerated.
Prohibited sexual harassment is defined as follows: Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual
harassment when (1) submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment (2) submission to or rejection of such conduct by an
individual is used as the basis for employment decisions affecting such individual or (3) such
conduct has the purpose or effect of unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or offensive work environment.
It is not possible to identify each and every act that constitutes or may constitute sexual
harassment. However, examples of sexual harassment are included below: (a) unwelcome
requests for sexual favors; (b) lewd or derogatory comments or jokes; (c) comments regarding
sexual behavior or the body of another employee; (d) sexual innuendo and other vocal activity
such as catcalls or whistles; (e) obscene letters, notes, invitations, photographs, cartoons, articles,
or other written or pictorial materials of a sexual natures; (f) continuing to express sexual interest
after being informed that interest is unwelcome; (g) retaliating against an employee for refusing a
sexual advance or reporting an incident of possible sexual harassment to the YMCA or any
government agency; (h) offering or providing favors or employment benefits such as promotions,
favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; (i)
any unwanted physical touching or assaults, or blocking or impeding movements.



                                          Page - 6 -                             Version 6.09
WE WILL NOT TOLERATE ANY FORM OF DISCRIMINATION OR HARASSMENT!
Any employee who feels that he or she has witnessed, or been subject to, any form of
discrimination or harassment must immediately notify their supervisor, Business Manager or
other manager at the company. We will promptly and thoroughly investigate any claim and take
appropriate action. We will impose appropriate sanctions against any person found to be in
violation of this policy. These sanctions may include, but are not limited to reprimand,
suspension, demotion, transfer and discharge.
YMCA prohibits retaliation against any employee who brings forth any complaint or assists in
the investigation of any complaint.
Any employee who believes he or she has been subject to unlawful discrimination, harassment or
retaliation may also raise his or her concerns to the Equal Employment Opportunity Commission
or State Fair Employment Office. The address and telephone number for this office is:
       Equal Employment Opportunity Commission
       1801 L Street, N.W.
       Washington, DC 20507
       (202)663-4263
       (800)USA-EEOC toll free
       Division of Labor Standards Enforcement
       455 Golden Gate Avenue
       San Francisco, CA 94101
       (415) 703-4810

3.2    CHECKING REFERENCES

We believe it is good business policy to thoroughly check pre-employment references. This may
include personal and professional references, as well as credit, criminal, medical, academic, and
driving records to the extent permitted by law. Misrepresentations with regard to references or
employment history are taken seriously by the company and constitute grounds for immediate
discipline or discharge, no matter when discovered. Please be sure that all your past employment
references and credentials provided to the company are accurate.

3.3    EMPLOYMENT OF RELATIVES AND FRIENDS

We encourage you to refer your qualified friends and relatives for job openings. While we can
make no promises they will be hired, they are encouraged to apply for open positions in the
company.
We will not hire friends or relatives where actual or potential conflicts may arise which could
compromise supervision, safety, confidentiality, security, morale, and the like.
If two employees marry, cohabitate, or otherwise become involved such that they are in a
conflict or potential conflict position, the company may, at its option, take action to eliminate the
conflict or potential conflict, including terminating one of the employees.



                                         Page - 7 -                            Version 6.09
3.4    HIRING A FORMER EMPLOYEE

Former employees who apply for a job at the company will be treated like any other new
applicant. Reassessment will be made of their employment references as well as their skills for
the job. Former employees will be considered for positions only if they provided reasonable
advance notice of any resignation. Please understand that by rejoining the company you will not
be entitled to reinstatement of benefits on any terms other than as a new employee or as
otherwise required by law.

3.5    CONFLICTS OF INTEREST

The YMCA is concerned with conflicts of interest that create actual or potential job related
concerns, especially in the areas of confidentiality, customer relations, safety, security, and
morale. Any actual or potential conflict of interest between an employee of the company and
that of a competitor, supplier, distributor, or contractor to the company, must be disclosed by the
employee to the Business Manager. If an actual or potential conflict of interest is determined, the
company will take any steps necessary to reduce or eliminate this conflict. If the conflict cannot
be reduced or eliminated to the degree required by the company, the employee will be subject to
transfer or possible termination.

3.6    JOB DESCRIPTIONS

The YMCA attempts to maintain a job description for each position. If you do not have a copy
of a current job description you should request one from your supervisor. If there is no job
description for your position, you can help create it! Job descriptions prepared by the company
serve as an outline only. Due to variable factors, you may be required to perform job duties not
within your written job description. Furthermore, the company may have to revise, add to, or
delete from, your job duties according to company needs. While we will try to avoid it, there
may be times the company has to revise job descriptions with or without advance notice to the
employee.     Lastly, please remember that attendance, punctuality, proper conduct and
productivity are part of everybody’s job description.

If you have any questions regarding your job description, or the scope of your duties, please
speak with your supervisor or the Business Manager.

3.7    NEW EMPLOYEES AND INTRODUCTORY PERIODS

The first ninety 90 days of your employment is considered an introductory period. During this
period you will become familiar with YMCA, the terms and conditions of your employment,
your job responsibilities, and the like. At the same time we will have the opportunity to monitor
the quality and value of your performance and make any necessary adjustments in your job
description or responsibilities. Completion of this introductory period does not imply guaranteed
or continued employment. Nothing that occurs during or after this period should be construed to
change the nature of the "at-will" employment relationship.




                                        Page - 8 -                            Version 6.09
3.8    DRUG SCREENING

The facts are scary. The vast majority of Americans who do drugs have a job. Drug and alcohol
abuse contributes to over 100 billion dollars of lost productivity and thousands of work place
injuries every year! The YMCA considers drug and alcohol abuse to be a serious matter and will
not tolerate it at the work place. We absolutely prohibit the use of alcohol or non-prescribed
drug use at the work place. To help prevent this from becoming an issue, we conduct drug
screening exams upon suspicion.

The use, sale or possession of alcohol or nonprescription drugs while on the job or on company
property may result in immediate suspension or discharge. The company also cautions against
use of prescribed or over-the-counter medication, which can affect your workplace performance.
You may also be suspended or discharged if you cannot perform your job safely as the result of
using over-the-counter medication.

3.9    ORIENTATION

During the initial weeks and months of employment you will go through an orientation process
designed to introduce you to co-workers, products, services and facilities, and to educate you
regarding the personnel policies and procedures of our company. You will be given an
opportunity to raise any issues you feel need clarification regarding your employment status
during this time. At the conclusion of the orientation process you should be intimately familiar
with your job duties, company policies, and procedures, as well as our employees, products,
services, customers, and clients.

3.10   TRAINING PROGRAM

In most cases, and for most departments, employee training is done on an individual basis by the
department manager. Even if an employee has had previous experience in their specified
functions, it is necessary for them to learn our specific procedures, as well as the responsibilities
of the specific position. If you ever feel you require additional training, please consult your
supervisor or department manager.

3.11   PROOF OF CITIZENSHIP AND RIGHT TO WORK

All new hires and current employees are required by Federal law to verify their identity and
eligibility to work in the United States. You will be required to complete Federal form I-9,
Employment Eligibility Verification Form, upon application for employment. If you are
currently employed and have not complied with this requirement, please inform your supervisor.




                                         Page - 9 -                            Version 6.09
4.0    WAGE AND HOUR POLICIES
4.1    INTRODUCTION

All of us expect a fair day’s pay for a fair day’s work. What an employee is paid depends on a
wide range of factors, including pay scale surveys, individual effort, department affordability,
and market forces. If you have any questions about your compensation, please ask us for a copy
of the Wage and Salary Policy.

4.2    PAY PERIOD

The standard pay period is semi-monthly for all employees. The pay dates are the 15th and 30th
of every month. Should any pay period fall on a holiday you will be paid on the preceding
workday. If a pay date falls on a Saturday, paychecks will be issued on Friday. If a paycheck
date falls on a Sunday, paychecks may be issued on Monday. Pay periods usually end on the 9th
and 24th. Special provisions may be required from time to time if holidays fall on paycheck
dates. Please inquire of your supervisor if this type of date arises.

4.3    EMPLOYEE SELF SERVICE WEBSITE

The Employee Self Service Website is a website employees can log in and view and print pay
history. To log into the website, open a web browser, and go to www.payrolllink.com. From
there, click on Client Resource Center at the top right hand side of the screen, then click on the
Log In button in the Employee Self Service box. Once you go through this you can add the
website to your favorites by clicking on Add to Favorites under the sign in screen.
Each employee has a user name and password. Your user name is your first initial of your first
name and your full last name. Your password is your Employee Code, you can find this number
on your paystubs called “number.” The “number” is located on the left hand side under your
name and the company.
If you have any questions please contact the Business Office.

4.4    PAYCHECK DEDUCTIONS

The YMCA is required by Federal and State law to make certain deductions from your paycheck.
This includes Federal income tax, State income and unemployment tax, FICA contributions
(social security and Medicare), and State Disability Insurance (SDI). Deductions are also taken
for the YMCA Retirement Plan contributions. The amount of your deductions will depend on
your earnings and the number of exemptions you list on your W-4 Form. If at any time you do
not believe that your paycheck is accurate, please immediately contact the business office.

4.5    DIRECT DEPOSIT

Direct Deposit of payroll checks may be available to you. If you would like to take advantage of
Direct Deposit, ask the Business Manager for a Direct Deposit Authorization Form. You will
need to provide a voided check for your bank account and complete the Authorization Form to


                                       Page - 10 -                           Version 6.09
set up the deposit. Typically, the bank will begin the direct deposit of your payroll within 30
calendar days after you submit your completed application.

If you have selected the Direct Deposit payroll service, a written explanation of your deductions
will be emailed to you on paydays described in the preceding sections in lieu of a check.

4.6      RECORDING TIME

Federal and State laws require us to keep accurate records of hours worked by non-exempt
employees. Every non-exempt employee of the company is required to enter his or her hours
worked, including lunch and rest periods of more than 10 minutes.

The employee is responsible for clocking in and out and for making sure they take their rest and
meal periods.

If the employee is not capable of swiping a time card; they may call in on Voice Clock (877)
546-5559.

Department Managers are responsible to monitor their employee’s time cards. If employees are
missing punches two things should happen:

      A) If a punch is missed the employee must fill out a Missed Punch Sheet, which is signed by
         the employee and supervisor. *** 3 Missed Punches mean a Write Up. ***

      B) A one-on-one meeting with the employee shall be held to figure out what the problem is
         and come up with a solution.

4.7      OVERTIME AUTHORIZATION FOR NON-EXEMPT EMPLOYEES

If you are a non-exempt employee, you may qualify for overtime pay. All overtime must be
approved in advance, in writing, by your supervisor.

At certain times the company may require you to work overtime. We will attempt to give as
much notice as possible in this instance. However, advance notice may not always be possible.
Failure to work overtime when requested or working unauthorized overtime may result in
discipline, up to and including discharge.

Overtime is defined as any hours worked over eight hours in one day, more than forty hours in
one week, or any hours worked on the seventh day worked in one week. Overtime is paid at one
and one-half times the regular hourly rate. If you work more than twelve hours in one day or
more than eight hours on the seventh working day then you will be paid two times your regular
hourly rate for those additional hours.

Holidays, vacation days, and sick leave days do not count as time worked for computing
overtime.




                                        Page - 11 -                          Version 6.09
4.8    MAKE UP TIME POLICY

Employees who miss scheduled work as a result of personal obligations may request the
opportunity to make up the amount of time missed on another day in the same workweek.
Employees who receive prior approval to make up missed time may do so in the same workweek
in which the time was missed.

Time that is made up under this policy will be compensated at a straight-time rate. In order to
qualify, the make-up time must not cause the employee to exceed 11 hours in any workday or 40
hours in the workweek. The employee must also submit a signed request to make up the missed
time at straight time for each occasion that make-up work is requested.

Time may be made up only if the employee provides a Make Up Time Request and the written
request is approved in advance by the Business Manager. Employees should understand that the
employer does not encourage employees to miss work as a result of personal obligations and
later make up time missed under this policy. This policy allows make-up time only when it is
sought by the employee and found to be consistent with the employee's desires and the
employer's business and staffing needs. The Business Manager has sole and absolute discretion
to approve a request, in writing, as a courtesy to an employee when circumstances make such
approval appropriate.

4.9    ATTENDANCE POLICY

It is part of everyone’s job description to be punctual and meet attendance requirements. All
tardiness and absenteeism must be reported and account for. If you know ahead of time that you
will be absent or late, reasonable notice must be given to your supervisor.

After a lateness or absence, employees may be required to provide documentation of any medical
or other excuse for being absent or late.

      The company reserves the right to apply unused vacation, sick time or other paid time off
       to unauthorized absences. Employees will not be able to apply these benefits to
       unexcused absences without written permission.

      Absences resulting from approved leave, vacation or legal requirements are exceptions to
       the policy.

4.10   JOB ABANDONMENT

If an employee fails to show up for work or call in with a reason for their absence for a period of
three consecutive days, they will be considered to have abandoned their job and voluntarily
terminated their employment. If you can't give us a call - find somebody who can.

4.11   GARNISHMENT POLICY

Complying with wage garnishment orders costs unnecessary time and money. Any garnishment
order will reduce your take-home pay. An employee subject to multiple garnishment orders may
be disciplined, including possible termination.

                                        Page - 12 -                            Version 6.09
4.12      USE OF PERSONAL VEHICLES

All employees using their own vehicle for business purposes must maintain insurance coverage
as required by law and may not have more than 2 points on their driving record. Travel between
the employee’s home and primary office is not considered to be business travel. Employees are
not authorized to use personal vehicles for business travel without prior written consent by the
Transportation Coordinator. Employees will be reimbursed for vehicle use at the going IRS rate.
The President / Chief Executive Officer must authorize any deviation from this policy.

4.13      BUSINESS EXPENSES

Policy:

The purpose of this policy is to define approved employee business expenses and the authority
for incurring and approving such expenses.

Approved business expenses are the reasonable and necessary expenses incurred by employees
to achieve legitimate business purposes that are not covered by normal company procurement
processes.

Approved employee business expenses:

Business Meetings (company-sponsored Events and Meetings)

The company pays for expenses necessary to achieve a valid business purpose when meetings
are held with customers, vendors or other company employees. The most senior company
employee present is to pay and report all expenses.

Technical and Training Seminars

The company pays for expenses associated with attendance at classes and seminars that enhance
job-related skills. Prior approval must be obtained by the employee’s manager/supervisors and
appropriate management.

Other Expenses

The company will pay for postage, supplies, and material that are for business purposes.

Cell Phones

See Cell Phone Policy for information related to expenses of cell phones.

Travel

For senior employees and travel assignments, the company pays amounts incurred for approved
expenses.

Employee Reporting:


                                       Page - 13 -                          Version 6.09
Employees are to report their approved expenses on the standard Expense Report Form and must
include a description of the expense, its business purpose, date, place, and the participants.

4.14   REST AND MEAL PERIODS

All regular full-time employees are provided with a ten minute paid rest period for every four
hours worked and a 30-minute unpaid lunch break for every six hours worked. The YMCA
requires that employees accurately observe and record meal and rest periods. If you have any
difficulty taking a rest or meal period please contact your supervisor ASAP.




                                      Page - 14 -                         Version 6.09
5.0    PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION
5.1    PERFORMANCE IMPROVEMENT

The YMCA will make efforts to periodically review your work performance. The performance
improvement process will take place on an annual basis, or as business needs dictate. You may
specifically request that your supervisor assist you in developing a performance improvement
plan at any time.
The performance improvement process should be seen as a means for increasing the quality and
value of your work performance. Your initiative, effort, attitude, job knowledge, and other
factors will be addressed. You must understand that a positive job performance review does not
guarantee a pay raise or continued employment. Company pay raises and promotions are based
on numerous factors, only one of which is job performance.

5.2    PROMOTIONS

It is the policy to promote from within the YMCA only when the most qualified candidate is
available. Promotions are made on an equal opportunity basis according to the results of
performance assessment, as well as an analysis of the education, experience, knowledge,
personality and skills required for the available position. All employees promoted into new job
positions will undergo a 90-day introductory period as described above. Unlike new hires,
however, they will continue to receive company benefits, as dictated by policy.

5.3    PAY RAISES

Depending on the company's financial health, as well as numerous other factors, efforts will be
made to give pay raises consistent with company profitability, job performance, and the
consumer price index. The YMCA may also make individual pay raises based on merit or due to
a change of job position.

5.4    TRANSFER

The YMCA may transfer your employment from one position to another with or without notice,
as required by production, service needs, or upon special request by an employee. Transfers in
excess of 90 days may be considered permanent and your paycheck may be increased or
decreased consistent with the pay scale for your new position.

5.5    STANDARDS OF CONDUCT

The YMCA wishes to create a work environment that promotes job satisfaction, respect,
responsibility, integrity and value for all of our employees, members, customers and other
stakeholders. Every employee has a shared responsibility toward improving the quality of our
work environment. By deciding to work at this company, you agree to follow the company’s
rules and to refrain from conduct that is detrimental to our goals.




                                      Page - 15 -                          Version 6.09
5.6    EMPLOYEE ARREST OR CRIMINAL ACTIVITY

The arrest of an employee, or involvement in criminal activity, whether on or off company
property, may result in disciplinary action including suspension or termination. Disciplinary
action depends upon a review of all factors involved, including whether or not the employee's
action was work-related, the nature of the act, or circumstances which adversely affect
attendance or performance. Any disciplinary action is not dependent upon the disposition of any
case in court.

Employees are expected to be on the job, ready to work, when scheduled. Inability to report to
work as scheduled as a result of an arrest may lead to disciplinary action, up to and including
termination, for violation of an attendance policy or job abandonment.

Any disciplinary action taken will be based on information reasonably available. This
information may come from witnesses, police, or any other source as long as management has
reason to view the source as credible.

In addition to the above, the YMCA reserves the right to suspend an employee with or without
pay pending the outcome of any criminal law process. We also reserve the right to take
appropriate disciplinary action if our own investigation reveals a reasonable probability that
misconduct took place, whether or not the individual is acquitted in court. The fact that an
employee has been spared criminal or civil penalties does not preclude disciplinary action since
the prosecution of court cases and the supervision of employees are separate matters.


5.7    DRUG AND ALCOHOL POLICY

Our job is to set an example for the Community. The YMCA takes drug and alcohol abuse as a
serious matter and will not tolerate it. The company absolutely prohibits the use of alcohol or
non-prescribed drug use at the work place or while on work time. It also discourages non-work
place drug and alcohol abuse.

Therefore, it is the company’s policy that:

1.     Employees shall not report to work under the influence of alcohol or illegal drugs.

2.     Employees shall not possess or use alcohol or illegal drugs while on company property or
       on company business.

3.     Employees shall not have their ability to work impaired as a result of the use of alcohol
       or illegal drugs.

4.     Employees shall not sell or provide illegal drugs or alcohol to any person while on
       company property or on company business.

5.     This policy does not prohibit the possession or use of prescription drugs in a manner
       approved by a physician, when that usage does not impair the employee's ability to
       perform his/her job duties safely, efficiently, or effectively.

                                        Page - 16 -                          Version 6.09
The company reserves the right to demand a drug or alcohol test of any employee after an
accident, upon reasonable suspicion. Reasonable suspicion includes, but is not limited to,
physical evidence of use, the causing of an accident, or a substantial drop off in work
performance.

The company also cautions against use of prescribed or over-the-counter medication which can
affect work place performance. You may be suspended or discharged if the company concludes
that you cannot perform your job properly or safely because of using over-the-counter prescribed
medication. Please inform your supervisor prior to working under the influence of a prescribed
or over-the-counter medication that may affect your performance.

Violations

Any violation of this policy will result in disciplinary action up to and including termination.
The refusal to submit to a drug or alcohol test as provided for in this policy, or refusal to sign a
consent form, will be subject to discipline including termination.

Depending on the circumstances, the YMCA will assist its employees who seek treatment or
rehabilitation for drug or alcohol dependency. The company will consider continued
employment of such an employee as long as the employee adequately addresses continued
concerns regarding safety, health, production, communication or other work related matters.
You may also be required to obtain a medical clearance, agree to random testing and an
“one-strike” rule as a condition of continued employment.

If you feel you have a drug or alcohol problem, please get help!

5.8    DISCIPLINARY PROCESS

Violation of company policies or procedures may result in disciplinary action including
demotion, transfer, leave without pay, or termination. The YMCA encourages a system of
progressive discipline depending on the type of prohibited conduct. However, the company is
not required to engage in progressive discipline and may discipline or terminate an employee
where he or she violates the rules of conduct, or where the quality or value of their work fails to
meet expectations. Again, our attempt at progressive discipline does not imply that your
employment is anything other than on an "at will" basis.
As part of our progressive discipline system, and based on the nature of the employee violation,
management may provide the employee first with a verbal warning, then with one or more
written warnings, and if the conduct is not sufficiently altered, eventual demotion, transfer,
forced leave or termination. Your supervisor will make every effort possible to allow you to
respond to any disciplinary action taken. Understand that the company is not obligated to follow
any disciplinary or grievance procedure and that depending on the circumstances, employees
may be disciplined or terminated without going through any procedure.

5.9    PROBLEM SOLVING PROCEDURE

We strive to provide a comfortable, productive, legal and ethical work environment. To this end,
the company wants you to bring any problems, concerns or grievances you have about the work

                                        Page - 17 -                            Version 6.09
place to the attention of your supervisor and, if necessary, to supervisory management. To help
manage conflict resolution we have instituted the following problem solving procedure:
If you believe there is inappropriate conduct or activity on the part of the company, management,
its employees, vendors, customers, or any other persons or entities related to the company,
immediately bring this fact to the attention of your supervisor. Please try to approach your
supervisor at a time and place that will allow the supervisor to properly listen to your concern.
Most problems can be resolved informally through dialogue between you and your immediate
supervisor. If you have discussed this matter with your supervisor before and do not believe you
have received a sufficient response, we request you present your concerns to your supervisor in
writing. Please indicate what the problem is, those persons involved in the problem, efforts you
have made to resolve the problem, and any suggested solution you may have.
If you do not receive a sufficient response to your written complaint within two (2) working days
from providing it to your supervisor, or if your supervisor is the problem, you should contact the
next level of supervision, or the President/CEO. The company may have a conference with you
and your supervisor together or individually. The decision of the Chief Executive Officer shall
be final.
If you believe it involves an unethical or illegal practice, you are required to immediately place
your concerns in writing and bring the matter forward to Carol Crow, Audit Committee
Chairperson, San Gabriel Valley YMCA Board of Directors. She can be reached at 626-967-
7325 or cacrow@ix.netcom.com.
It is the purpose of this problem solving procedure to help maintain a work environment with
respect and responsibility towards each other. The problem solving procedure is also intended to
avoid unnecessary employee claims and company legal exposure.

5.10   POST-EMPLOYMENT REFERENCE POLICY

We will provide prospective employers with the dates of employment and final job position of a
former employee. All references are to be given to the Business Office only.

If the former employee is requested to provide a prospective employer with additional
information by way of reference, the employee must sign a form that holds the company and the
prospective employer harmless from any statements or documents published related to that
reference. Please contact the Business Manager for the release form.




                                       Page - 18 -                           Version 6.09
6.0      GENERAL POLICIES
6.1      COMPANY MEETINGS

The YMCA encourages regular meetings. Since our employees live over a wide area and many
have different work schedules, these meetings are very important for maintaining a high level of
communication, where valuable information about the company is shared. We strongly suggest
that you manage your schedule to attend all requested meetings.

6.2      DRIVING RECORD

All employees required to operate a motor vehicle, as part of their employment duties must
maintain a valid driver's license and acceptable driving record. No employee may drive their
own or company vehicle on company time, if they have more than 2 points on their driving
record. The company may run a DMV check to determine an employee's driving record at any
time. It is your responsibility to provide a copy of your current driver's license for your
personnel file, if requested. Any changes in your driving record, including, but not limited to,
driving infractions, must be reported to the company.

State law requires all motorists to carry Auto Liability Insurance. It is against the law to drive
without insurance. Each employee who uses their own vehicle as a part of their employment
duties must provide management with a current proof of insurance statement or card. A new
proof of insurance is required every time your policy expires and renews.

6.3      USE OF COMPANY VEHICLES

The following regulations covering the operation of YMCA owned vehicles are of a general
nature. The rules and regulations, which are issued by the YMCA from time to time, are to be
considered as part of these rules.

      1. Company vehicles are to be used for Company business only. Unless the use of the
         vehicle has been approved for personal use, in writing, by the President of the Company,
         personal or outside business use is strictly prohibited.

      2. No person shall operate a motor vehicle while under the influence of alcohol or a
         chemical substance or other substance that can impair judgment.

      3. Drivers of Company vehicles are to report all infractions or violations while driving a
         Company vehicle and all restrictions, suspensions or revocations against their driver’s
         license to their supervisor or the Transportation Coordinator.

      4. Before operating a Company vehicle the driver shall satisfy himself/herself that the
         following are in good working order:

              Brakes
              Parking brake
              Steering


                                        Page - 19 -                          Version 6.09
              Lights/signals
              Tires
              Horn
              Wipers
              Mirrors

      5. When a Company vehicle cannot be operated, is unsafe for use, or has been damaged a
         supervisor or manager must be notified immediately.

      6. Drivers should operate vehicles carefully and keep them under control at all times under
         the codes of defensive driving. Drivers must observe all local traffic ordinances, give
         proper warning signals and always be courteous toward other drivers and pedestrians.

      7. The driver of a Company vehicle is responsible for it while in his/her charge and will not
         permit unauthorized persons to drive it.

      8. The driver or operator of a Company vehicle receiving a summons for a traffic or parking
         violation must inform his/her supervisor as soon as possible after the incident.

      9. Drivers are required to use headlights at all times.

      10. Drivers are required to use seat/safety belts and all passengers are required to use
          seat/safety belts.

      11. The driver is responsible for the daily housekeeping of the vehicle; it is to remain clean
          and uncluttered. Vehicles are to be kept neat and tidy at all times inclusive of both the
          interior and the exterior. Vehicles should be washed at least twice a month and the cost
          shall be reimbursed in accordance with the currently existing Company policy.

6.4      REPORTING UNETHICAL, FRAUDULENT OR ILLEGAL ACTIVITY

The YMCA wishes to operate according to the highest ethical and legal standards possible.
Therefore, we not only request, but REQUIRE, that you bring to the attention of management
any conduct on the part of fellow employees, supervisors, or others, that you believe violates the
policies, agreements, ethical standards or obligations of the company, or which are unethical,
fraudulent or illegal in nature. Failure to report any such activity not only constitutes a violation
of company Rules of Conduct but may also needlessly expose the company to litigation or
governmental sanction, including possible criminal prosecution.
If you believe you have encountered unethical, fraudulent or illegal conduct, you are required to
immediately report it to your supervisor or someone else in management. If you believe your
supervisor is engaged in inappropriate conduct, or has not sufficiently addressed your concerns,
you should bring the matter to the attention of the next level of supervision or the
President/CEO. If you feel it is necessary, you can bring this information to the attention of
Carol Crow, Audit Committee Chairperson, San Gabriel Valley YMCA Board of Directors. She
can be reached at 626-967-7325 or cacrow@ix.netcom.com. You are also required to report to
management any inquiries made of you or fellow employees by any Federal, State or local
agencies regarding the conduct or activities of the company.

                                          Page - 20 -                          Version 6.09
6.5       PERSONNEL AND MEDICAL RECORDS

The company maintains a personnel and medical file for every employee. Medical records will
be kept in a separate folder. Every effort will be made to keep your personnel or medical records
confidential. Access is on a "need-to-know" basis only. This includes, but is not limited to
supervisors and others in management reviewing the file for possible promotion, transfer or
layoff.

If an employee wishes to review their personnel or medical file they may do so after giving the
company reasonable notice. Inspection must occur in the presence of a company representative.
All requests by an outside party for information contained in your personnel file will be directed
to the Business Office who is the only department authorized to give out such information.
Outside access will only be given with a properly served subpoena or written consent from the
employee.

6.6       EMPLOYEE PRIVACY AND RIGHT TO INSPECT

Company property, including but not limited to, lockers, desks, work place areas, vehicles,
machinery, remains under the control of the company and is subject to inspection at any time,
without notice to the employee, and without the employee’s presence. Employees should have
no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or
damage to, any employee property maintained on company premises including that kept in
lockers and desks.

6.7       VOICEMAIL, EMAIL AND INTERNET POLICY

PURPOSE

The company and its employees, like thousands of others, desire to strike the appropriate balance
between technology, an employee’s right to privacy, and company’s interests in protecting its
confidential information and preventing abuse of its system. This Voicemail/E-mail/Internet
policy is intended to provide each employee of the Company with the guidelines associated with
the use of the company’s Voicemail/E-mail/Internet system (“the system”).

SCOPE

This policy applies to all employees, contractors, vendors, partners, or associates, and any others
accessing and/or using the Company’s system through on-site or remote terminals.

GENERAL PROVISIONS

           The Voicemail/E T mail/Internet system and all data transmitted or received through
            the system, are the exclusive property of the Company. No individual should have
            any expectation of privacy in any communication over this system. The system is to
            be used solely for company-related business, and is not to be used for personal
            business or pleasure.



                                        Page - 21 -                           Version 6.09
          Any individual permitted to have access to the Company’s system will be given a
           Voicemail, E-mail and/or Internet address and/or access code, and will have use of
           the system, consistent with this policy. Access to the Internet will be on an
           individual, case-by-case basis.

          The YMCA reserves the right to monitor, intercept and/or review all data transmitted,
           received or downloaded over the system. Any individual who is given access to the
           system is hereby given notice that the YMCA will exercise this right periodically,
           without prior notice and without the prior consent of the employee. The YMCA’s
           interests in monitoring and intercepting data include, but are not limited to: protection
           of company proprietary and classified data; managing the use of the YMCA’s
           computer system; preventing the transmission or receipt of inappropriate materials by
           employees; and/or assisting the employee in the management of electronic data
           during periods of absence. No individual should interpret the use of password
           protection as creating a right or expectation of privacy. In order to protect
           everyone involved, no one can have a right or expectation of privacy with
           regards to the receipt, transmission or storage of data on the company
           Voicemail/E-mail/Internet system.

PROFESSIONAL CONSIDERATIONS

Although the YMCA will periodically monitor system use, each individual is empowered and
required to monitor his or her own use of the system, ensuring they meet the highest standards of
professional conduct. All communications over the system should be business related,
professional, and representative of the high ethical standards that are the trademark of our
YMCA. Everyone should remember that the system is a public forum, and individuals should
only access those web sites or communicate to third parties with whom they would be willing to
leave a business card or other form of identification. Specifically, employees are not permitted
to transmit or open, download, forward or send communications that:

             Contain obscene, profane, abusive or threatening language or graphical
              representations.

             May be construed as discriminatory, harassing or offensive by reference to race,
              national origin, gender, religion, age, disability, sexual orientation, or other
              legally protected criteria.

             Contain references to any sexual acts, sexual relationships, or personal
              relationships.

             Further an illegal activity.

             Contain company proprietary or classified information, without prior approval of
              the company.

             Reveal customer/client sensitive information, without the prior consent of the
              customer/client.

                                        Page - 22 -                           Version 6.09
              Are used to solicit or approach others for commercial ventures, religious or
               political causes, outside organizations, or other non-job related solicitations,
               without permission from the company.

PROCEDURES

              Remember, only business related use is permitted.

              Procedures for accessing the Voicemail, E-mail and Internet system, as well as the
               guidelines for how to properly send and retain information, may be obtained by
               contacting your supervisor.

              Investigations - The YMCA is committed to the protection of each individual
               employee’s rights with regards to equal protection and a work environment free of
               sexual harassment or illegal conduct. To aid in ensuring the quality of the work
               environment, we encourage and require our employees to report all suspected
               violations of this policy. All reports and investigations will remain confidential to
               the extent feasible.

              Acknowledgment/Consent - Each employee should receive a copy of this policy
               within the Employee Handbook on the first day of employment or upon its
               distribution. Employees will be required to read the handbook at that time, then
               sign and date a form acknowledging they have done so. Their signature on the
               acknowledgement form indicates the employee has received the handbook; read
               and understood it, and is voluntarily consenting to the monitoring and/or review
               of all electronic communications by the Company.

VIOLATIONS

Any employee who abuses the privilege of access to the Company’s Voicemail, E-mail or the
Internet system will be subject to corrective action, up to and including termination. If
necessary, the YMCA will also advise law enforcement officials of any illegal conduct.



6.8    PERSONAL APPEARANCE

The San Gabriel Valley Family YMCA is dedicated to improving the quality of human life and
to helping all people realize their fullest potential through the development of the spirit, mind,
and body.

The San Gabriel Valley Family YMCA welcomes and involves people of all ages from diverse
cultures and backgrounds. An integral part of the Association’s image is the impression people
have when they see staff at work. YMCA staff will exercise sound business judgment with
regard to personal appearance, hygiene, dress, and grooming, enabling them to effectively and
safely perform their job duties, while representing healthy lifestyles. Individual expression in
personal appearance, when disrespectful or offensive to others is inappropriate for YMCA staff
representing the YMCA while on duty or on YMCA premises.

                                        Page - 23 -                           Version 6.09
Although departments may choose to have a business casual dress environment, judgment must
be used when there are situations requiring traditional business attire. When conducting or
attending meetings, seminars, etc., attended by board volunteers or other business professionals,
employees are expected to represent the YMCA in a professional manner and dress
appropriately. Business casual attire (see attached definitions) may be worn at most YMCA
meetings. When representing the YMCA, appearance should be consistent with the standard for
the group or even attendees. When there is doubt as to the appropriate attire, the more
conservative dress should be chosen.

Departments may have dress code requirements for specific departments/jobs (i.e. fitness,
aquatics, child care, day camp, etc.) although not addressed herein, all requirements will be in
alignment with the Minimum Standards for Grooming and Dress.

These standards serve as a guideline; individual departments may implement more conservative
standards. Interpretation and enforcement of the dress and appearance standards is the
responsibility of the leadership staff. Non-compliance with the dress and appearance standards
may result in the employee being sent home, without pay, to correct the issue. Repeated
disregard for the dress and appearance standards may result in disciplinary action.

Clothing

The San Gabriel Valley Family YMCA provides a work environment that is free of safety
hazards, offensive behavior, and harassment of any kind. Any clothing, jewelry, or hairstyle that
inhibits the ability of staff to safely perform job duties is prohibited. Clothing will be clean and
neat in appearance with no torn, frayed, or soiled garments.

The following clothing is unacceptable unless required by job duties:

      Spandex; (i.e. yoga or lifeguards in the water)
      Bare feet
      Sexually provocative clothing such as: low-cut blouses or dresses, short mini-dresses,
       short skirts, halter tops, or clothing revealing the midriff, or inappropriate coverage of
       cleavage.
      Hats, clothing, accessories or nails with profanity, unhealthy and/or negative messages,
       nude, or semi-nude pictures, sexually suggestive slogans, cartoons, or drawings.
      The observable lack of undergarments and/or exposed undergarments.


Hats may be worn outdoors. Supervisors have approval rights for any hat not carrying an
approved YMCA logo.

Dress and footwear will be appropriate for the employee’s work environment and
responsibilities.

Employees wearing YMCA staff shirts while at the worksite are considered on duty and
available to serve members, participants, and guests. When wearing YMCA apparel off duty you



                                        Page - 24 -                            Version 6.09
are a representative of the YMCA. Staff should not be seen indulging in vices (drinking alcohol,
smoking in public, etc.) while in uniform.

Accessories and Cosmetics

No large dangling jewelry, spiked jewelry, or jewelry representing inappropriate symbols or
jewelry posing a safety risk should be worn by staff.

Hair should be neat, clean, well groomed, and within the natural range of human hair color.
Extreme hair styles are not acceptable (i.e. Mohawks, tall spikes, shaved symbols, emu, etc.)

Colognes and perfumes if worn must be worn conservatively and should only be evident when in
close proximity of another. Employees should be respectful of others and refrain from the use of
fragrances that could be offensive, irritating, or create allergic reaction.

Tattoos

Tattoos should be covered during work hours.

Piercings

Ear piercings are permitted for both female and male staff. Ear lobe rings (plugs) larger than a ¼
inch are not permitted. Small discreet nose stud piercings flush to the skin are permitted. Tongue
piercings must either be removed or clear jewelry is worn while on duty, providing it is not
noticeable. Eyebrow, lip, and head piercings, teeth grills, vampire teeth, and implanted horns are
not permitted. Requests for medical, religious, or other reasonable exceptions to these standards
will be submitted in writing to the CEO.

Definitions

Business Casual

   Men                                                Women

      Neat, clean, pressed, conservative                  Neat, clean pressed, conservative
       clothing                                             clothing
      Collared shirts (i.e. long or short                 Casual skirts/dresses close to knee
       sleeved sport shirt, twill shirt)                    length
      Turtlenecks                                         Capri pants
      Docker-type or khaki, chino,                        Docker-type, khaki, chino, corduroy
       corduroy slacks, or pants                            slacks or pants
      Loafers                                             Loafers, slides, open-toe shoes, dress
      Jeans with a Staff shirt                             sandals
                                                           Jeans with a Staff shirt
Not Acceptable

Men                                                        Shorts, sweat pants, athletic attire

                                        Page - 25 -                           Version 6.09
      Sweatshirts, T-shirts, sleeveless                    Shorts, sweatpants, stretch pants,
       shirts                                                leggings
      Athletic shoes, flip-flops                           Halter tops, T-shirts, spaghetti straps,
                                                             sweatshirts, strapless tops
                                                            Flip flops, athletic shoes
                                                            Exposed midriff or cleavage
Women
Aquatics Requirements

      Lifeguard staff will wear the following attire when on duty:

      Shirt: staff issued shirt or tank with “Lifeguard” on back
      Shorts: red or black shorts or swim trunks while guarding
      Swim Suits: Male – red or black trunks (no “Speedo” style)
                      Female – red or black one piece swim suite while teaching
      Nylon Track Pants: red or black only during colder months

School-Age Child Care Requirements

      Staff must wear the currently designated color of the YMCA Polo shirt; three are issued
       to each staff.
      Staff must wear their name badge daily hung only around the neck.
      Any piercings other than in the ears (for women) are not allowed.
      All tattoos must be covered with clothing or band-aids.
      Jeans are allowed if they are not tattered and with holes.
      Tennis shoes are fine. Shoes must be closed-toed.

School Age – Y-ACES Requirements

      Staff must wear badge around necks at all times during work hours.
      Shoes must be closed-toed

   Staff must be in proper attire at all times when on the school site or representing the YMCA
   in the community. Casual business attire is acceptable when working in the YMCA office.
   Classroom attire can include black pants or tailored shorts (no gym, athletic, or baggy
   shorts). It is preferred that Polo Shirts by YMCA issued, however the following colors of
   plain Polo Shirts are acceptable: blue, green, black, grey, or white. Clothes and personal
   appearance should be neat and clean.

Camping Services Requirements

Aquatics:

Aquatics staff must be ready for a rescue at all times. While on duty, Lifeguards must meet the
following dress requirements.


                                           Page - 26 -                         Version 6.09
         Lifeguards must wear a shirt, shorts, or swimwear that says “Lifeguard” making them
          easily identifiable for participants.
         Pants are prohibited while on duty unless they are approved by the Program Director
          prior to use. Pants reduce the lifeguards’ effectiveness during a rescue.
         Lifeguards must wear footwear that can be quickly kicked off for a rescue.
         Bikini swimsuits for females and “Speedo” suits for men are prohibited.
         Hats, sunglasses, and sunscreen are highly recommended while on duty.

General Camp Staff: (Summer)

         Clothing must be made of durable, comfortable, breathable material that allows for fluid
          movement through rugged terrain. Denim, poly cotton blends, and durable nylon are all
          acceptable.
         Shoes must be durable and cover entire foot allowing for protections in rugged terrain.
         Pants must sit securely on the waist to allow for effective movement during sudden
          emergencies.
         Hats, sunglasses, and sunscreen are highly recommended while on duty.

General Camp Staff: (Winter)

         When conditions require, staff must wear water repelling / quick drying clothing to
          effectively work in harsh elements. This includes footwear and gloves.

State Preschool Program

Directors of sites must adhere to the business casual section of this dress code policy.

Teachers/Staff must wear a clean YMCA polo shirt, if you have not been given one yet a polo
shirt in the correct color is acceptable. Also:

         Staff must wear their name badge daily
         YMCA T-shirts can be worn on Fridays
         Pants must be clean and free of holes
         Shoes must be closed-toed

Our bottom line is this - when it comes to dress and appearance show that you care. If you come
to work inappropriately dressed, you will be asked to go home and return to work dressed
appropriately. Recurring problems will result in discipline up to and including termination.

6.9       SOLICITATION AND DISTRIBUTION OF LITERATURE

It is our policy to prohibit solicitation or distribution of literature by non-employees on company
premises. If you have any questions as to the propriety of any solicitation or distribution of
literature, please consult with your supervisor. Employees are absolutely prohibited from selling
raffles, chances, sports betting pools or otherwise soliciting money or contributions without prior
approval from their supervisor.




                                         Page - 27 -                          Version 6.09
6.10   VOLUNTEER ACTIVITIES

From time to time, the YMCA asks for volunteers to support various charitable activities
sponsored by the company. While the company invites you to participate as a volunteer in these
activities, please be advised that your participation is strictly voluntary and is not part of your
work-related duties.

If you do serve as a volunteer at one of these activities, you agree that you are gratuitously
rendering your services without any expectation of payment. Any exceptions to this policy must
be placed in writing and signed by a supervisor. Additionally, you understand the company may
not be responsible for compensation of any injury that occurs during your voluntary participation
in any outside activity. See separate contract to sign.

6.11   TELEPHONE USE

We encourage appropriate, work-related use of our telephone lines. Overhead considerations
related to telephone usage can only be controlled through a cooperative effort of all employees.
Unless there is an emergency, employees are required to limit long distance telephone calls to
business purposes only. Employees should limit personal use of the telephone to rest periods
where possible. Casual conversation with friends and relatives during working hours is strongly
discouraged. Personal calls made in violation of this provision will be charged to the employee.
Telephone use is subject to the Voicemail/E-Mail/Internet Usage Policy.

6.12   CELL PHONE POLICY

Exempt Employees are eligible to receive a reimbursement for business related calls on their
personal cell phone. The maximum reimbursement per month will be up to $45.00. In order to
receive this reimbursement, the employee must provide the Accounting Department a complete
copy of your personal phone bill, along with the required paperwork to fulfill the YMCA
reimbursement procedure.

Vehicle Drivers will be provided a company owned cell phone with a “prepaid calling plan.”
These phones are to be used exclusively for company business. Department heads will set up
relevant procedures for the handling of these phones.

Use While Driving: As per California Vehicle laws, employees who drive a vehicle during the
course of their employment may not use any mobile telephone, other communication devices, or
any other hand-held electronic device while driving unless the device is equipped or configured
with a “hands-free” listening/speaking option, and the “hands-free” device is in fact being
utilized by the employee.

6.13   MAIL USE

As with use of the telephone, employees are required to limit usage of the mail to business
purposes only. You may not use the company address to receive personal mail. Please do not
use company postage for your personal mail. If you notice any suspicious packages or
envelopes, please report this fact to your supervisor immediately.




                                        Page - 28 -                           Version 6.09
6.14   OFF-DUTY USE OF COMPANY PROPERTY OR PREMISES

Under no circumstances will employees be allowed to use company property for personal use, or
company property for company use while off premises, without prior written approval from their
supervisor. Please understand that any company property used for personal use, whether on or
off the premises, is done so at the employee's own risk.
Employees are responsible for returning company property in good condition and are responsible
for repairing or replacing any property damaged as the result of personal use or as the result of
gross negligence. All employees should complete a written authorization pass for removal of
company property from the premises. This authorization will be retained by your supervisor.
The use of Camp E.L.K. and Camp Coulter Pines are available for personal use at no cost to the
employee. This must be done by obtaining permission from the camp office a minimum of 1
week in advance of intended use. Camp administrative personnel will discuss accommodations
for family members, etc.

6.15   SECURITY

Every employee is responsible for helping to make this a secure work environment. Upon
leaving work you are required to lock all desks, lockers, and doors protecting valuable or
sensitive material in your work area. You are required to report any lost or stolen keys, passes,
or other similar devices to your supervisor immediately. You should refrain from discussing
with non-employees specifics regarding company security systems, alarms, passwords, etc.

We also request that you immediately advise your supervisor of any suspicious conduct of
employees, customers or guests of the company. Please immediately advise the company of any
known security risks such as broken locks, burnt out bulbs, persons loitering, or any other
potential security risks in the work environment.

We will not tolerate internal theft. Internal theft will result in immediate disciplinary action,
including termination. Internal theft may also result in criminal prosecution and a negative
reference. The unauthorized use of company property or proprietary information is considered
internal theft. For example, you may not use copy machines, computers, company products, or
office supplies for personal use without prior authorization.

We reserve the right to inspect all packages entering or leaving company premises.

6.16   COMPUTER SECURITY AND COPYING OF SOFTWARE

The YMCA prohibits the copying or use of unauthorized software whether generated by the
company or by an outside source. The Federal copyright law makes it clear that it is illegal to
make and distribute copies of copyrighted material without authorization, except to make a back
up copy for company archives. A violation of the copyright law can expose the employee and
possibly the company to criminal penalties, including fines and imprisonment. It is simply not
worth it.

Unauthorized copies of internally generated programs can result in breach of company trade
secrets and other confidential information. Use of unauthorized copies of computer software
generated by outside companies can expose the company's computer hardware to viruses and
may result in reliance on out-of-date information. The company will discipline employees who
violate the computer security policy.
                                        Page - 29 -                       Version 6.09
6.17   THIRD PARTY DISCLOSURES

From time to time, our company may become involved in news stories or potential or actual
litigation of various kinds. When that happens, lawyers, former employees, newspapers, law
enforcement agencies, and other outside persons may contact our employees to obtain
information about the incident or the actual or potential lawsuit.

If you receive such a contact, you should not discuss the matter with the third party but refer the
call to the President/CEO and then immediately advise your supervisor that the contact was
made. This will avoid your becoming involved in misquotes, misunderstandings, and
inadvertent disclosures of confidential or inaccurate information, and you may avoid putting
yourself in the middle of an actual or potential lawsuit.

If you have any questions about this policy or are not certain what to do when such a contact is
made, please contact the President/CEO.

6.18   PERSONAL DATA CHANGES

It is the obligation of every employee to provide the company with their current mailing address,
telephone number and other required contact information. Employees must also inform the
company of any changes to their marital or tax withholding status.

6.19   BABYSITTING POLICY

The YMCA does not sanction, encourage, or endorse the use of YMCA employees or volunteers
for non-YMCA child care activities. Such activities are outside of the scope of an employee or
volunteer’s duties with the YMCA. Employees and volunteers shall not engage in any conduct
relating to after-hours child care during work hours and are not permitted to baby-sit members of
the YMCA

The YMCA does not assume any responsibility for off-duty employment including, but not
limited to, legal liability that may occur. Under such compensation, the YMCA is not an
individual’s employer and does not provide worker’s compensation or other coverage for such
non-YMCA employment or activity.

6.20   NON-SMOKING POLICY

YMCA is concerned about the affect that smoking and second hand smoke inhalation can have
on its employees and clients. As a result, you are prohibited from smoking in the office, member
areas, and restrooms. Information on how to quit smoking can be obtained from the local cancer
society.

6.21   PAYMENT OF ASSOCIATION OF YMCA PROFESSIONALS AND/OR
       MEMBERSHIP DUES

Where membership is for the purpose of officially representing the Association, the payment of
membership dues, meals, fines, and fees shall be made by the appropriate operating unit,
contingent upon budget availability.

Dues for appropriate club and/or professional membership for an employee shall be paid by the
employee’s operating unit when such membership is essential to the job and approved in writing
by the supervising executive, depending on budget availability.
                                       Page - 30 -                         Version 6.09
Employees eligible for membership in the Association of YMCA Professionals (AYP) shall pay
fifty percent (50%) of membership dues. The employing unit of the Association shall pay
regional and sectional dues and meals; reimbursement is contingent upon budget availability.




                                     Page - 31 -                         Version 6.09
7.0    BENEFITS
7.1    REGULAR FULL-TIME EMPLOYEES

A regular full-time employee is an employee who has completed his or her introductory period
and is regularly scheduled to work in excess of 40 hours per week. Unless stated otherwise, all
the benefits provided to employees are for regular full-time employees only. This includes
vacation, holiday pay, health insurance and other benefits coverage.

7.2    REGULAR PART-TIME EMPLOYEES

A regular part-time employee is an employee who has completed his or her introductory period
and is hired to work and regularly scheduled to work less than 40 hours per work week, or hired
to work 40 hours or more per week on less than a 12-month basis.


7.3    SEASONAL EMPLOYEES

A regular seasonal employee is an employee who has completed his or her introductory period
and is hired to work less than 12 months in one position and is contracted in writing with a start
and end date in the Seasonal Agreement Form signed at the beginning of employment.

7.4    EXEMPT EMPLOYEES

If you are classified as an exempt employee at the time of your hiring you are not eligible for
overtime pay or compensatory time off, as otherwise required by Federal, State or local laws. If
you have a question with regard to whether you are an exempt or non-exempt employee, please
do not hesitate to contact your supervisor for clarification.

7.5    YMCA RETIREMENT PLAN

Upon your employment for the YMCA, you begin to accumulate the hours you need to be
eligible to participate in the YMCA Retirement Plan. Before you are eligible, you may begin
making contributions to a Tax-Deferred Savings Account or roll over money to the Tax-Deferred
Savings Plan from other eligible employer plans or IRA’s.

To be considered eligible to be enrolled in the Retirement Plan, employees become eligible when
they have completed 1,000 hours of service during each of any two 12-month periods, beginning
with their date of hire or anniversary date. These two years do not have to be consecutive.
Employees are enrolled on the first day of the month following their anniversary date, after they
complete the service requirement if they are age 21. If their anniversary date falls on the first of
the month, they are enrolled on their anniversary date. If the employee is not yet 21 but has met
the service requirement, they are enrolled on the first day of the month after they turn 21. If they
were born on the first of the month, they are enrolled on their 21st birthday.

Subject to meeting eligibility requirements, you will be enrolled in the Retirement Plan. Upon
your enrollment, you are vested and entitled to benefits as described. Contributions to your basic
account(s) are based on your compensation. The employee contributes 5% of his or her salary
and the YMCA will contribute 7%. For more information, contact the YMCA Retirement Fund
at www.yretirement.org or call 800-RET-YMCA.

                                        Page - 32 -                            Version 6.09
7.6    REQUESTING LEAVES OF ABSENCE

A leave of absence (LOA) is defined as an unpaid approved absence from work for a specified
period of time for medical, parental, military or personal reasons. If an employee finds that he
she must be out of work for more than three days, he or she should contact the Business Office to
determine if a LOA may be necessary.

LOAs will start on the date of request or date of need; therefore, not after the exhaustion of paid
benefit days. While on LOA, an employee must contact the Business Office at least every 30
days. Failure to contact the Business Office every 30 days may result in voluntary termination.
Failure to return to work upon the expiration of LOA or refusing an offer of reinstatement for
which the employee is qualified will also result in voluntary termination.

Required Documentation: All requests for a LOA must be made on a Leave of Absence
Request form for the particular leave (FMLA, ADA, military, etc.) and submitted to the
immediate supervisor. (This form can be obtained from the Business Office and is also available
on the intranet under “HR Policies, Procedures, and Forms.”) An employee must provide 30
days’ advance notice when the need for the leave or absence is foreseeable; for instance, if
medical treatments or other events are planned or known in advance. If the leave of absence is
not foreseeable, the employee must provide notice to his or her immediate supervisor as soon as
practicable. Physician certifications and other documentation supporting the need for a LOA may
be required.

Approval: Both the immediate supervisor and the Business Manager will review the request. The
immediate supervisor will notify the employee as to whether the request was approved. A leave
of absence will not be granted to allow an employee time off to seek employment elsewhere or to
work for another employer. Employees who begin employment elsewhere while on LOA, except
military reserve duty, are considered to have quit voluntarily.

Job Benefits: The YMCA will pay its portion of the cost of the employee's benefits including
health, dental, life and disability insurance benefits while an employee is on LOA for 30 days,
unless it is FMLA leave, in which case up to 12 weeks of coverage may be available. The
employee must continue to pay his or her portion of the benefits which may be made by payroll
deductions (when applicable) or by check which must be submitted to the Business Office each
pay period unless other arrangements have been made. If the employee fails to pay his or her
portion of the benefits for more than 30 days, the employee's coverage(s) will be terminated and
he/she will be offered COBRA to continue benefits excluding life and disability insurance.

While on LOA, employees may be required to use any accrued PTO, vacation or sick time (See
Paid Time off Policy). After being absent from work for five consecutive work days (or seven
calendar days), full-time employees may be eligible to receive short-term disability benefits,
provided the necessary forms have been completed and submitted to the Business Office.

No benefits will be accrued while an employee is on LOA. Except as otherwise provided by law,
time spent on a leave of absence, except for military reserve duty, will not be counted as time
employed in determining an employee's eligibility for benefits that accrue on the basis of length
of employment.




                                        Page - 33 -                           Version 6.09
7.7    UNPAID LEAVE OF ABSENCE

We understand that our employees may, for various reasons, need unpaid leaves of absence.
These reasons include, but are not limited to, medical or family needs, pregnancy, bereavement
leave, jury duty, continuing education, parent/teacher conferences, preventing domestic violence
and the like. Unless the law states otherwise, unpaid leaves of absence are allowed at the
company’s discretion. Please request the appropriate Leave Request form.

Every effort should be made by the employee to give as much advance written notice as possible
as to the length of the unpaid leave as well as the expected return-to-work date. Requests for
leave for medical reasons or pregnancy must include a doctor’s certificate indicating the
beginning date and expected length of such leave. Updated certificates may be requested during
the leave. The company cannot guarantee, upon return from a non-protected leave, that the
employee's job position will be available.

During an unpaid leave of absence, employees do not accrue company benefits including
vacation pay, sick pay, or any other benefit. The employee will not lose any seniority by taking
an approved unpaid leave of absence. Unless leave is covered by the Family and Medical Leave
Act, after 30 days of unpaid leave of absence, the employee will be responsible for paying
premiums on his or her insurance coverage and that of his or her dependents. If the employee
does not continue these premium payments he or she risks loss of coverage by the insurance
carrier.

The failure to return from unpaid leave of absence as scheduled may result in termination.
Medical leave shall be for a reasonable time while the employee is disabled, not to exceed four
(4) months.

7.8    ADA POLICY

INTRODUCTION

In accordance with applicable federal and state law protecting qualified individuals with known
disabilities, the Company will attempt to reasonably accommodate those individuals unless doing
so would create an undue hardship on the Company. Any qualified applicant or employee with a
disability who requires an accommodation in order to perform the essential functions of the job
should contact the Business Manager and request an accommodation.

Overview
The YMCA is committed to making its employment opportunities available to qualified
applicants with disabilities. As an indication of the company’s effort to comply with the
requirements of applicable state and federal law, it has implemented the following policies:

             The YMCA does not make employment decisions that discriminate against a
              person simply because they have a disability.
             The YMCA offers reasonable accommodations to otherwise qualified employees
              with disabilities.




                                      Page - 34 -                          Version 6.09
Legal Guidelines
State and federal statutes prohibit discrimination in employment against a qualified individual
with a disability as defined in the laws. These laws cover all employment practices, including
recruitment, pay, hiring, firing, promotion, job assignments, training, leave, lay-off benefit, and
all other employment related activities. The laws additionally prohibit discrimination against an
applicant or employee, whether disabled or not, on the basis of a perceived disability or because
of the individual’s relationship or association with an individual with a disability.

These laws also prohibit an employer from retaliating against an applicant or employee for
asserting their disability rights.

Undue Hardship
It is a violation of the ADA to fail to provide reasonable accommodation to a qualified person
with a disability; however, it is not necessary to provide reasonable accommodation if doing so
would cause an undue hardship. Undue hardship means that an accommodation would be
unduly costly, extensive, substantial or disruptive, or would fundamentally alter the nature or
operation of the business. If a particular accommodation would be an undue hardship, the
company will try to identify another accommodation that will not cause an undue hardship.



REQUESTING ACCOMMODATIONS

Medical Documentation
The person requesting reasonable accommodation(s) needs to provide professional medical
verification certified by a licensed physician, psychologist, rehabilitation counselor, physical
therapist, or professional health care provided qualified in the diagnosis of the disability. The
verification must reflect the individual’s present level of functioning of the major life activity
affected by the disability.

Requesting Accommodations
If you need to request reasonable accommodations, contact the Business Office to obtain a
“Request for Accommodations Form.”

7.9    FMLA & CFRA

Basic Leave Entitlement: FMLA/CFRA require covered employers to provide up to 12
weeks of unpaid, job-protected leave to eligible employees for the following reasons:
      • For incapacity due to pregnancy, prenatal medical care or child birth;
      • To care for the employee’s child after birth, or placement for adoption or foster
          care;
      • To care for the employee’s spouse, registered domestic partners, son or daughter,
          or parent, who has a serious health condition; or
      • For a serious health condition that makes the employee unable to perform the
          employee’s job.

Military Family Leave Entitlements: Eligible employees with a spouse, son, daughter, or
parent on active duty or call to active duty status in the National Guard or Reserves in
support of a contingency operation may use their 12-week leave entitlement to address
                                        Page - 35 -                           Version 6.09
certain qualifying exigencies. Qualifying exigencies may include attending certain military
events, arranging for alternative childcare, addressing certain financial and legal
arrangements, attending certain counseling sessions, and attending post-deployment
reintegration briefings.

FMLA/CFRA also includes a special leave entitlement that permits eligible employees to
take up to 26 weeks of leave to care for a covered servicemember during a single 12-month
period. A covered servicemember is a current member of the Armed Forces, including a
member of the National Guard or Reserves, who has a serious injury or illness incurred in the
line of duty on active duty that may render the servicemember medically unfit to perform his
or her duties for which the servicemember is undergoing medical treatment, recuperation, or
therapy; or is in outpatient status; or is on the temporary disability retired list.

California’s military spouse law (Military & Veterans Code § 395.10) provides eligible
employees up to 10 days of leave while the military spouse is on leave from deployment.
Some or all of this leave may run concurrently with qualified exigency leave under the
FMLA.

Benefits and Protections: During FMLA/CFRA leave, the employer must maintain the
employee’s health coverage under any “group health plan” on the same terms as if the
employee had continued to work. Upon return from FMLA/CFRA leave, most employees
must be restored to their original or equivalent positions with equivalent pay, benefits, and
other employment terms.

Use of FMLA/CFRA leave cannot result in the loss of any employment benefit that accrued
prior to the start of an employee’s leave.

Eligibility Requirements: Employees are eligible if they have worked for a covered
employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50
employees are employed by the employer within 75 miles.

Pregnancy Disability Leave: Even if you are not eligible for FMLA/CFRA leave, if
disabled by pregnancy, childbirth, or related medical conditions, you are entitled to take a
pregnancy disability leave of up to four months, depending on your period(s) of actual
disability. If you are FMLA/CFRA eligible, you have certain rights to take BOTH a
pregnancy disability leave and a FMLA/CFRA leave for reason of the birth of your child.
Both leave contain a guarantee of reinstatement to the same or to a comparable position at
the end of the leave, subject to any defense allowed under the law. Please see the Pregnancy
Disability Leave Policy.

Definition of Serious Health Condition: 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 may be met by a period
of incapacity of more than 3 consecutive calendar days combined with at least two visits to a
                                      Page - 36 -                       Version 6.09
health care provider or one visit and a regimen of continuing treatment, or incapacity due to
pregnancy, or incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.

Use of Leave: An employee does not need to use this leave entitlement in one block. Leave
can be taken intermittently or on a reduced leave schedule when medically necessary.
Employees must make reasonable efforts to schedule leave for planned medical treatment so
as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may
also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave: Employees may choose or employers may
require use of accrued paid leave while taking FMLA/CFRA leave. In order to use paid leave
for FMLA/CFRA leave, employees must comply with the employer’s normal paid leave
policies.

Employee Responsibilities: Employees must provide 30 days advance notice of the need to
take FMLA/CFRA leave when the need is foreseeable. When 30 days notice is not possible,
the employee must provide notice as soon as practicable and generally must comply with an
employer’s normal call-in procedures.

Employees must provide sufficient information for the employer to determine if the leave
may qualify for FMLA/CFRA protection and the anticipated timing and duration of the
leave. Sufficient information may include that the employee is unable to perform job
functions; the 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. Employees also must inform the employer if
the requested leave is for a reason for which FMLA/CFRA leave was previously taken or
certified. Employees also may be required to provide a certification and periodic
recertification supporting the need for leave.

Employer Responsibilities: Covered employers must inform employees requesting leave
whether they are eligible under FMLA/CFRA. If they are, the notice must specify any
additional information required as well as the employees’ rights and responsibilities. If they
are not eligible, the employer must provide a reason for the ineligibility.

Covered employers must inform employees if leave will be designated as FMLA/CFRA-
protected and the amount of leave counted against the employee’s leave entitlement. If the
employer determines that the leave is not FMLA/CFRA-protected, the employer must notify
the employee.

Family Temporary Disability Insurance (FTDI) or “Paid Family Leave”: Employees on
CFRA leave of absence may also be eligible for six weeks of paid leave under FTDI, a
program administered by the California Employment Development Department (EDD). For
further information, contact the EDD at (800)480-3287 or visit the web site at
www.edd.ca.gov.

Unlawful Acts by Employers: FMLA/CFRA makes it unlawful for any employer to:

                                      Page - 37 -                         Version 6.09
       •   Interfere with, restrain, or deny the exercise of any right provided under
           FMLA/CFRA;
       •   Discharge or discriminate against any person for opposing any practice made
           unlawful by FMLA/CFRA or for involvement in any proceeding under or relating
           to FMLA/CFRA.

Enforcement: An employee may file a complaint with the California Department of Fair
Employment and Housing or may bring a private lawsuit against an employer.

FMLA/CFRA 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.

7.10   PREGNANCY DISABILITY LEAVE

        Under the California Fair Employment and Housing Act (FEHA), if you are disabled by
pregnancy, childbirth or related medical conditions, you are eligible to take a pregnancy
disability leave (PDL). If you are affected by pregnancy or a related medical condition, you are
also eligible to transfer to a less strenuous or hazardous position or to less strenuous or hazardous
duties, if this transfer is medically advisable. You are also eligible to receive reasonable
accommodation for conditions related to pregnancy, childbirth, or related medical conditions if
you request it with the advice of your health care provider.

      The PDL is for any period(s) of actual disability caused by your pregnancy, childbirth or
       related medical conditions up to four months (or 88 work days for a full-time employee)
       per pregnancy.
      The PDL does not need to be taken in one continuous period of time but can be taken on
       an as-needed basis.
      Time off needed for prenatal care, severe morning sickness, doctor-ordered bed rest,
       childbirth, and recovery from childbirth would all be covered by your PDL.


Request for Leave of Absence. Employees must request pregnancy disability leave (PDL) by
notifying their supervisor at least thirty (30) days prior to the commencement of the leave, or as
far in advance as possible. The employee will be promptly notified of the approval or denial of
the leave.

Medical Certification. You will be required to obtain a certification from your health care
provider of your pregnancy disability or the medical advisability for a transfer or reasonable
accommodation. The certification should include:

              The date on which you become disabled due to pregnancy or the date of the
               medical advisability for the transfer or reasonable accommodation;
              The probable duration of the period(s) of disability or the period(s) for the
               advisability of the transfer or reasonable accommodation; and,
              A statement that, due to the disability, you are unable to work at all or to perform
               any one or more of the essential functions of your position without undue risk to
               yourself, the successful completion of your pregnancy or to other persons or a


                                        Page - 38 -                            Version 6.09
               statement that, due to your pregnancy, the transfer or reasonable accommodation
               is medically advisable.


Length of Leave: A pregnancy leave of absence shall be for a reasonable period of time during
which an employee is disabled, determined by the employee’s physician but the leave of absence
shall not exceed a maximum of four months.

The pregnancy disability leave does not need to be taken in one continuous period of time, but
can be taken on an as-needed basis. For instance, time off needed for prenatal care, severe
morning sickness, doctor-ordered bed rest, childbirth, and recovery from childbirth would all be
covered by the employee’s pregnancy disability leave.

Compensation and Benefits: Generally, we are required to treat your pregnancy disability the
same as we treat other disabilities of similarly situated employees. This affects whether your
leave will be paid or unpaid. Pregnancy leave is without pay. Vacation days, holidays and sick
leave do not accrue during any period of a leave of absence. Taking a pregnancy disability leave
may impact certain of your benefits and your seniority date. If you want more information
regarding your eligibility for a leave, the impact of the leave on your seniority and benefits, and
our policy for other disabilities, please contact Business Office.

Use of Vacation and Sick Leave: At your option, you can use any accrued vacation or other
accrued time off as part of your pregnancy disability leave before taking the remainder of your
leave as an unpaid leave. We may require that you use up any available sick leave during your
leave. You may also be eligible for state disability insurance for the unpaid portion of your leave.

Health Insurance Continuation. An employee may elect to continue their group health care
insurance while on pregnancy leave by paying the appropriate premiums in accordance with
COBRA regulations. Information regarding continuation of benefits is available from the
Business Manager.

Employees must arrange for all necessary payments before their leave commences, or as soon as
possible thereafter. Failure to arrange for and provide payment will result in the lapse of
insurance coverage as of the first day of the calendar month following the commencement of the
leave.

Return from Leave: The employee must provide a health care practitioner’s certificate
indicating the employee’s ability to return to work, including their fitness for duty and ability to
perform essential functions of the job. Upon return from such a leave of absence, the Company
will use its best efforts to return the employee to the same position held prior to the leave of
absence. If this position is not available, a comparable position will be offered.

Pregnancy Accommodation: In lieu of a pregnancy leave of absence, a pregnant employee may
request a transfer to a less strenuous or hazardous position. If such a transfer can be reasonably
accommodated, a pregnant employee will be transferred for the duration of her pregnancy,
provided that she submits a written request for such transfer, and, in addition, furnishes a
doctor’s written certification attesting that the transfer request is upon doctor’s advice. However,
the Company will not undertake to create additional employment that the Company would not
otherwise have created to meet its own business needs, nor will the Company be required to
discharge any employee, transfer any employee with more seniority than the pregnant employee,
or to promote any employee who is not qualified to perform the job. Upon transfer, an employee
                                          Page - 39 -                            Version 6.09
will receive the salary and benefits that are regularly provided to employees in the position to
which the employee has transferred.

Failure to Return After Leave of Absence: Failure to return from leave of absence by the
scheduled time without the approval of additional leave will be considered a voluntary
resignation.

For more information, please contact the Business Office.

7.11   PAID FAMILY LEAVE POLICY

Paid Family Leave insurance does not provide job protection or return rights. Your job may be
protected if your employer is subject to the federal Family Medical Leave Act and the California
Family Rights Act. You must notify your employer of your reason for taking leave in a manner
consistent with your company’s leave policy.

To qualify for Paid Family Leave compensation, you must meet the following requirements:

   Be covered by State Disability Insurance (SDI) (or a voluntary plan in lieu of SDO) and have
    earned at least $300 from which deductions were withheld

   Complete your claim forms accurately, completely, truthfully, and timely

   Supply medical information that supports your claim that the care recipients is in need of
    your care

   Provide documentation to support a claim for bonding with a new child

   Use up to two weeks of earned by unused vacation leave if required by your employer

   Serve a 7-day unpaid waiting period before benefits begin.

Paid Family Leave insurance benefits are based on past quarterly earnings.

You may not be eligible for benefits if:

   You receive State Disability Insurance, Unemployment Compensation Insurance, or
    Workers’ Compensation
   You are not working or looking for work at the time you begin your family leave
   You are not suffering a loss of wages
   The need for care is not supported by the certificate of a treating physician or practitioner
   You are in custody due to convection of a crime

You are entitled to:

   Know the reason and basis for any decision that affects your benefits
   Appeal any decision about your eligibility for benefits and appear before a California
    Unemployment Insurance Appeal Board administrative law judge

                                           Page - 40 -                          Version 6.09
   Privacy – Information about your claim will be kept confidential except for the purposes
    allowed by law.

If you have any questions, or feel you are in need of and eligible for these benefits, contact the
Business Office or the EDD at:

1-877-BE-THERE (English)
1-8877379-3819 (Spanish)
1-800-563-2441 (TTY)
www.edd.ca.gov/

7.12   MEMBERSHIP AND EMPLOYEE DISCOUNTS

Upon date of hire, employees over 10 hours per month receive full membership privileges. In
addition, these employees receive 50% reduction for all programs including child care programs,
day camps, and mountain camps.

Spouses, immediate family members, domestic partners, and children of domestic partners, must
pay membership and program rates at 50% reduction. Employees whose standard schedule is less
than a minimum of 10 hours of employment per month do not receive membership benefits.

Programs with a third party vendor cost, such as Youth and Government may be excluded from
eligibility for employee discounts.

Employee discounts are in addition to allowing all employees use of facility privileges.
Participation is to be based upon sign-up procedures consistent with those member registration
procedures, enrollment deadlines, and sign up deadlines, sign up delays, waiting lists, or other
criteria, which may be established from time to time.

7.13   MILITARY LEAVE [USERRA]

Regular full-time employees who are inducted into the U.S. Armed Forces, the National Guard
or the Reserves are eligible for up to five (5) years of unpaid leave and reinstatement to the same
or similar job position where available, as long as they provide timely notice to their employer of
the necessity of such leave, that they are honorably discharged from the service, and that they
return to work within 30 days after active duty for training, or within 90 days after military
discharge.

Leave of absence without pay for military or reserve duty is granted to full time regular and part-
time regular employees. If you are called to act as military duty or to reserve or National Guard
training or if you volunteer for the same, you should notify the Business Office and submit
copies of military orders to the Business Office as soon as practicable. You will be granted a
military leave of absence without pay for the period of military service in accordance with
applicable federal and state laws. If you are a reservists and a member of the National Guard,
you are granted time off without pay for require military training in accordance with applicable
federal and state laws. Your eligibility for reinstatement and seniority benefits after your
military duty or training is completed is determined in accordance with applicable federal and
state law. Please provide your discharge papers prior to returning to work.




                                         Page - 41 -                            Version 6.09
7.14     UNPAID MILITARY SPOUSAL LEAVE

Qualified employees are allowed to take up to 10 days of unpaid military leave. Usually this
time is used to bond with family, while handling financial and health matters. Allowing a spouse
up to 10 days off to assist during this time is the purpose of the leave.

   (1)    “Period of military conflict” means either of the following:
           a. A period of war declared by the United States Congress.
           b. A period of deployment for which a member of a reserve component is ordered to
               active duty

   (2)    “Qualified employee” means a person who satisfies all of the following:
           a. Is the spouse of a “qualified member”?
           b. Works an average of 20 or more hours per week, but does not include an
              independent contractor.
           c. Provides the company with notice, within two business days of receiving official
              notice that the qualified member will be on leave from deployment, of his or her
              intention to take the leave.
           d. Submits written documentation certifying that the qualified member will be on
              leave from deployment during the time leave is requested.

   (3)    “Qualified member” means a person who is any of the following:
           a. A member of the Armed Forces of the United States who has been deployed
              during a period of military conflict to an area designated as a combat theater or
              combat zone by the President.
           b. A member of the National Guard who has been deployed during a period of
              military conflict.
           c. A member of the Reserves who has been deployed during a period of military
              conflict.

   (4)    “Qualified leave period” means the period during which the qualified member is on
          leave from deployment during a period of military conflict.
            a. The company will not retaliate against a qualified employee for requesting or
                taking the leave provided for in this policy.
            b. The leave provided for in this section shall not affect or prevent the company
                from allowing a qualified employee to take a leave that the qualified employee is
                otherwise entitled to take.

This section shall not affect a qualified employee's rights with respect to any other employee
benefit provided for in other laws.

7.15     LEAVE FOR DRUG AND ALCOHOL TREATMENT

Employees are permitted time off to participate in drug or alcohol rehabilitation programs. The
leave is provided as a “reasonable accommodation” on a case-by-case basis; no particular
amount of time off is specified. The leave is unpaid, and employees are permitted to use any
available sick leave. The company will safeguard the employee’s privacy with respect to
enrollment in any treatment program. Please contact Business Office to request this leave.



                                        Page - 42 -                           Version 6.09
7.16   LEAVE FOR LITERACY ASSISTANCE

Employees are permitted unpaid time off for employees to participate in a literacy education
program. The leave is provided as a “reasonable accommodation” on a case-by-case basis; no
particular amount of time off is specified. The company will safeguard the employee’s privacy
with respect to enrollment in any literacy program. Please contact the Business Office to request
this leave.

7.17   LEAVE FOR DOMESTIC VIOLENCE AND SEXUAL ASSAULT

Employees make take time off to obtain relief from domestic violence (such as seeking a
restraining order or taking other measures to protect the health, safety or welfare of the victim or
his or her child). Employees are also provided time off to obtain counseling, medical services or
services from a shelter or rape crisis center in connection with domestic violence or sexual
assault. The amount of leave is provided on a case-by-case basis; no time limits are specified.
Employees are allowed to use accrued vacation, personal time off and compensatory time off for
this purpose. Please contact the Business Office to request this leave.

7.18   CRIME VICTIMS LEAVE OF ABSENCE

Employees make take time off to attend judicial proceedings for a crime against the employee or
an “immediate family member” of the employee. The leave is unpaid; however, employees are
allowed to use accrued vacation, personal time off and compensatory time off for this purpose.
Please contact the Business Office to request this leave.

7.19   CHILD’S SUSPENSION LEAVE

An employee who is the parent or guardian of a child who has been suspended from school must
be allowed time off if requested to appear at the school in connection with that suspension. This
time will be unpaid unless the employee wishes to use vacation or personal time. The employee
must give reasonable notice to their supervisor of the need to take leave, where possible.

CA: Time Off for Suspension of a Child and School Events: Labor Code section 230.7 and
Education Code section 48900.1 require all employers to provide unpaid time off for employees
to address certain matters related to a child’s suspension from school. Although no specific
amount of time off is specified in these statutes, Education Code section 48900.1 states that
parental attendance for a “portion” of a school day may be required for any given suspension.

7.20   SCHOOL OR DAY CARE ACTIVITIES LEAVE

An employee who is the parent or guardian of a child in grades kindergarten through 12, or
attending a licensed day care facility, will be allowed up to 40 hours off per calendar year for the
purpose of participating in activities of the school or licensed day care facility. This time off will
be unpaid unless the employee wishes to use vacation or personal time. The employee will be
limited to no more than eight hours off for this purpose in any one calendar month of the year.
The supervisor may require documentation from the school or day care facility as proof that the
employee participated in the activity at the specified day and time.




                                         Page - 43 -                            Version 6.09
7.21   LEAVE FOR EMERGENCY DUTY PERSONNEL

Employees are provided unpaid time off to perform emergency duty as volunteer firefighters or
reserve peace officers, or to perform emergency rescue work. No time limits are specified for
this leave. Employees are also eligible for to up to 14 unpaid days off per calendar year for
employees to engage in fire or law enforcement training. Please contact the Business Office to
request this leave.

7.22   JURY DUTY AND WITNESS LEAVE

Employees summoned for jury duty will be granted un-paid leave for the period required in
accordance with applicable state law. Make arrangements with your supervisor as soon as you
receive your summons or subpoena.

The company will pay for up to 5 days of jury duty if you are a regular full-time employee. In
order to receive this pay you must provide your supervisor with a statement issued by the Court
indicating your notification of jury duty within two weeks of receiving that notice. You will be
required to return to work on those portions of a day in which you are not required to appear in
court. You may use available benefit days by notifying the Business Office.

7.23   VOTING LEAVE

If your work schedule prevents you from voting on Election Day, the Company will allow you a
reasonable time in which to vote. The time when you can go to vote will be at the discretion of
your supervisor, consistent with applicable legal requirements. In order to receive pay for the
time that you voted you must provide a voter's receipt.

7.24   WORKERS' COMPENSATION INSURANCE AND DISABILITY LEAVE

Workers' Compensation is a no-fault system designed to provide benefits to all employees for
work related injuries. Workers' Compensation benefits are paid for by the employer and
governed by State law. The Workers' Compensation system provides for coverage of medical
treatment and expenses, occupational disability leave, rehabilitation services, as well as payment
for lost wages due to work related injuries.

To receive Workers' Compensation benefits, immediately notify your supervisor of your claim.
If your injury is the result of an on-the-job accident, you must fill out an accident report. The
employee will be allowed to go to a doctor of their choice. Depending on the company
circumstances, an effort will be made to provide a reasonable accommodation to the employee
who wishes to continue his or her employment despite the occupational injury or illness. The
employee will be required to bring a medical release before he or she will be allowed to return to
work.

7.25   UNEMPLOYMENT COMPENSATION INSURANCE

Unemployment compensation insurance is paid for by the company and provides temporary
income for employees who have lost their job. In order to be eligible for unemployment, you
must have left for reasons unrelated to improper work performance or violation of company
policies or procedures. Please ask for additional information on unemployment compensation
insurance upon your termination.


                                       Page - 44 -                           Version 6.09
7.26   SOCIAL SECURITY

The YMCA makes a matching contribution to the Social Security fund on the employee's behalf.
The company contributes a dollar to the Social Security Fund for every dollar deducted from the
employee's paycheck for payment to the fund. You may contact the Social Security office to
determine your current social security account status.




                                      Page - 45 -                          Version 6.09
8.0    SAFETY AND LOSS PREVENTION
8.1     GENERAL SAFETY POLICY

It is the responsibility of every employee of the company to maintain a healthy and safe work
environment. You are required to report all occupational illnesses or injuries to your supervisor
and to complete an occupational illness or injury form. Please also notify your supervisor of any
health or safety concerns you have regarding the workplace. Failure to follow the company's
health and safety rules can result in disciplinary action, including termination.

8.2     REPORTING INJURIES

Federal and state OSHA regulations require all employees to immediately report illness or injury
incurred while on the job regardless of severity. Please see your supervisor immediately to assist
with any illness or injury and to obtain a Notice of Injury form to complete.

8.3     POLICY AGAINST VIOLENCE

The safety and security of our employees, residents, tenants, vendors, contractors and the general
public are of essential importance. Therefore, threats or acts of violence made by an employee
against another person’s life, health, well being, family or property will not be tolerated.
Employees who violate this policy will be subject to discipline up to and including immediate
termination.
The following are prohibited:
1. Any act or threat of violence made by an employee against another person’s life, health, well
   being, family, or property.
2. Any act or threat of violence, which endangers the safety of employees, residents, tenants,
   vendors, contractors or the general public.
3. Any act or threat of violence made directly or indirectly by words, gestures, symbols or e-
   mail.
4. Use or possession of a weapon on the company’s premises managed by the company.
It is a requirement that employees report to their supervisor or the Business Office, in accordance
with this policy, any behavior that compromises the company’s ability to maintain a safe work
environment. All reports will be investigated immediately and kept confidential, except where
there is a legitimate need to know.

8.4     LOSS PREVENTION POLICY AND PROGRAM

The company is committed to establishing and maintaining an environment free of theft. All
employees, therefore, are required to be fully cooperative in any and all programs that help the
company with loss prevention.

If an employee prefers to remain a “silent witness” to an internal theft, which includes
“moonlighting” or diversion of Company business, the complete details of the situation being
reported may be outlined in a letter mailed through an email, to the: Carol Crow, Audit
Committee Chairperson, San Gabriel Valley YMCA Board of Directors. She can be reached at
626-967-7325 or cacrow@ix.netcom.com.

                                        Page - 46 -                           Version 6.09
The company’s policy with regard to theft is to fully investigate, apprehend and prosecute to the
fullest extent of the law. Employment termination would also be a consequence of violation of
this policy.

The company offers all of its employees every opportunity to succeed, prosper and advance in
their chosen career. The demand for honesty, integrity and reliability is always expected.

8.5     EMPLOYEE CODE OF CONDUCT

1.     In order to protect YMCA staff, volunteer, and program participants; at no time during a
       YMCA program may a staff person be alone with a single child where others cannot
       observe him or her. As staff supervises children they should space themselves in such a
       way that other staff can see them.

2.     Staff shall never leave a child unsupervised.

3.     Restroom supervision: Staff will make sure suspicious or unknown individuals do not
       occupy the restroom before allowing children to use the facilities. Staff will stand in the
       doorway of the restroom while children are using the restroom. This policy allows for
       privacy for the children and protection for the staff (not being alone with a child). If staff
       is assisting younger children, doors to the facility must remain open. No child, regardless
       of age, should ever enter a bathroom alone on a field trip. Always send in pairs, and
       whenever possible, with staff.

4.     Staff should conduct or supervise private activities in pairs diapering, putting on bathing
       suits, taking showers, etc. When this is not feasible, staff should be positioned so that
       they are visible to others.

5.     Staff shall not abuse children including:

              Physical abuse – to spank, shake or slap

              Verbal abuse – to humiliate, degrade, threaten

              Sexual abuse – to inappropriately touch or speak

              Mental abuse – to shame, withhold kindness, be cruel

              Neglect – to withhold food, water, basic care, etc.

6.     Staff must use positive techniques of guidance, including redirection, positive
       reinforcement, and encouragement. Staff will have age-appropriate expectations and set
       up guidelines and environments that minimize the need for discipline. Physical restraint
       is used only in pre-determined situations (necessary to protect the child or other children
       from harm), is only administered in a prescribed manner, and must be documented in
       writing.

7.     Staff will conduct daily inspections of each child, each day, as they enter the program,
       noting any fever, bumps, bruises, burns, etc. Questions or comments will be addressed to
       the parent or child in a non-threatening manner. Any questionable marks or responses
       will be documented.

                                        Page - 47 -                            Version 6.09
8.    Staff should respond to children with respect and consideration and treat all children
      equally regardless of sex, race, religion, or culture.

9.    Staff will respect children’s rights to not be touched in ways that make them feel
      uncomfortable, and their right to say no. Other than diapering, children are not to be
      touched on areas of their bodies that would be covered by a bathing suit.

10.   Staff will refrain from intimate displays of affection towards others in the presence of
      children, parents, and staff.

11.   While the YMCA does not discriminate against an individual’s lifestyle, it does require
      that in the performance of their daily job, they will abide by the standards of conduct set
      forth by the YMCA.

12.   Staff must appear clean, neat, and appropriately attired.

13.   Using, possessing, or being under the influence of alcohol or illegal drugs during working
      hours is prohibited and may result in termination.

14.   Smoking or use of tobacco in the presence of children or parents during working hours is
      prohibited.

15.   Profanity, inappropriate jokes, sharing intimate details of one’s personal life and any kind
      of harassment in the presence of children or parents are prohibited.

16.   Staff must be free of physical and psychological conditions that might adversely affect
      children’s physical or mental health. If in doubt, an expert should be consulted.

17.   Staff will portray a positive role model for youth by maintaining an attitude of respect,
      loyalty, patience, courtesy, tact, and maturity.

18.   Staff may not be alone with children they meet in YMCA programs outside of the
      YMCA. This includes babysitting sleepovers, and inviting children to your home. Any
      exceptions require a written explanation before the fact and are subject to administrator
      approval.

19.   Staff is not to transport children in their own vehicles.

20.   Staff may not date program participants under the age of 18 years of age.

21.   Under no circumstances should staff release children to anyone other than the authorized
      parent, guardian, or other adult authorized by the parent or guardian (written parent
      authorization on file with the YMCA).

22.   Staff is required to read and sign all policies related to identifying, documenting, and
      reporting child abuse and attend training on the subject, as instructed by a supervisor.

23.   Staff will act in a caring, honest, respectful, and responsible manner.




                                       Page - 48 -                              Version 6.09
9.0    CUSTOMER RELATIONS
9.1       MEMBER, CUSTOMER, AND VISITOR RELATIONS

We strive to provide the best programs and services possible to our customers and members.
Our customers and members support this business and generate your wages. You are expected to
treat every customer, member, or visitor with the utmost respect and courtesy. You should never
argue or act in a disrespectful manner towards a visitor or customer. If you are having problems
with a customer, member, or visitor, please notify your supervisor immediately. In addition, if a
customer, member, or visitor voices a complaint regarding our products or services, you are
required to inform your supervisor of such immediately Lastly, please make every effort to be
prompt in following up on customer, member or visitor orders or questions. Positive customer,
member, and visitor relations will go a long way to establishing our company as a leader in its
field.

9.2       GRATUTIES AND GIFTS

Employees may not accept gifts, including money, tickets, meals, trips, goods, or services, from
outside entities that have dealings with the company and which could give the appearance of a
conflict of interest or inappropriate influence. Absolutely prohibited are cash gifts, gifts worth
more than $25 or lavish offers of entertainment. Any proposed gifts, including business meals or
trips, should be discussed with your supervisor and approved of in advance. Employees should
not engage in any other conduct that would give the appearance of a conflict of interest.




                                       Page - 49 -                           Version 6.09
10.0 ACKNOWLEDGMENT OF RECEIPT AND REVIEW
10.1 ACKNOWLEDGMENT OF RECEIPT AND REVIEW – Employee’s Copy, Keep
    in Handbook

I acknowledge that I have received, reviewed, and understand my personal copy of the YMCA
Employee Handbook. In consideration of my employment with the company, I agree to observe
and abide by the conditions of employment, policies, and rules contained in this Handbook. I
also understand and agree to company policies set forth including, but not limited to, those of
prohibiting sexual harassment and discrimination, non-disclosure, and trade secret protection. I
understand that from time to time, circumstances will require that the policies and procedures
described in this Handbook to be amended or modified by the company. All effective changes
will be placed in writing and may occur at any time, with or without prior notice.

I further understand and agree that my employment is entered into voluntarily and at all times
shall remain "at will". Just as I am free to resign at any time and for any reason, the company is
free to terminate my employment at any time, for any reason. I understand that the terms and
conditions set forth in this Handbook represent the entire understanding between the company
and me and that this understanding cannot be amended or altered in any way by oral statements
made to me. The only way in which any understanding set forth in this Handbook can be altered
is by written agreement signed and dated by an officer or director of the company.

I understand that I have the right and ability to have this Employee Handbook reviewed by an
attorney of my choosing and that I sign this Acknowledgment of Receipt and Review without
duress or misunderstanding. One copy of this Acknowledgment of Receipt and Review must
remain in this handbook at all times. The other copy will be placed in my personnel file.




Date:                                                      Signature of Employee




                                                           Print Name




                                       Page - 50 -                           Version 6.09
10.3 ACKNOWLEDGMENT OF RECEIPT AND REVIEW – For Employee’s
    Personnel File

I acknowledge that I have received, reviewed, and understand my personal copy of the YMCA
Employee Handbook. In consideration of my employment with the company, I agree to observe
and abide by the conditions of employment, policies, and rules contained in this Handbook. I
also understand and agree to company policies set forth including, but not limited to, those of
prohibiting sexual harassment and discrimination, non-disclosure, and trade secret protection. I
understand that from time to time, circumstances will require that the policies and procedures
described in this Handbook to be amended or modified by the company. All effective changes
will be placed in writing and may occur at any time, with or without prior notice.

I further understand and agree that my employment is entered into voluntarily and at all times
shall remain "at will". Just as I am free to resign at any time and for any reason, the company is
free to terminate my employment at any time, for any reason. I understand that the terms and
conditions set forth in this Handbook represent the entire understanding between the company
and me and that this understanding cannot be amended or altered in any way by oral statements
made to me. The only way in which any understanding set forth in this Handbook can be altered
is by written agreement signed and dated by an officer or director of the company.

I understand that I have the right and ability to have this Employee Handbook reviewed by an
attorney of my choosing and that I sign this Acknowledgment of Receipt and Review without
duress or misunderstanding. One copy of this Acknowledgment of Receipt and Review must
remain in this handbook at all times. The other copy will be placed in my personnel file.




Date:                                                      Signature of Employee




                                                           Print Name




                                       Page - 51 -                           Version 6.09

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:45
posted:11/4/2012
language:Unknown
pages:56