1. New Employee
Handout Training
Presenter:
Tina Brown
HR Training Specalisit

2. CONTENT
 DIVERSITY
WORKING ENVIRONMENT
 EMPLOYMENT
 WORKPLACE SAFETY
 WORKPLACE EXPECTATIONS
 BENEFITS
 TIME OFF/LEAVES OF ABSENCE
 COMPENSATION

3. DIVERSITY
Equal Employment Opportunity
Statement
Anti-harassment Policy and Complaint
Procedure
Americans with Disabilities Act (ADA)
and the ADA Amendments Act (ADAAA)

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

5. ANTI-HARASSMENT &
ANTI-DISCRIMINATION POLICIES
A.
B.
C.
Zero tolerance
Include sample prohibited behavior – they
are prohibited even if they are not illegal
Complaint procedure with several
avenues for reporting
e.g., Supervisor, HR, Hotline, anonymous
reporting, dedicated website
D.
E.
Investigation
No retaliation
5

6. EMPLOYMENT
Employee Classification Categories
Background and Reference Checks
Internal Transfers/Promotions
Internal Transfers/Promotions
 Nepotism, Employment of Relatives and Personal
Relationships
 Progressive Discipline
 Separation of Employment


7. EMPLOYEE CLASSIFICATIONS
A.
B.
C.
D.
E.
Regular
Full Time
Part Time
Probationary/ “Introductory”
FLSA classifications
7

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

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

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

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

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

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

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

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

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

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

18. Employee Benefits

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

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

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

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

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

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

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

26. Question?

27. THANK YOU!