INTRODUCTION
1. Applicability
These policies apply to all individuals hired by SEC and paid as employees for their services. All employees are subject to the terms and conditions as set forth by the Board of Directors.
2. Non-Discrimination
SEC does not discriminate with regard to race, color, religion, sex, age, disability, national or ethnic origin, or veteran status in its hiring, employment, compensation, activities, programs or policies. The policy of SEC is to abide by all federal, state, and local laws prohibiting discrimination in employment and in providing services.
EMPLOYMENT PROCESS
1. Job Descriptions
A job description is written for each SEC staff position, and is given to each employee at the time of employment.
2. Hiring
See "Conflict of Interest and Hiring Policy for New Employees", 4/16/99.
3. Responsibility
SEC shall maintain a personnel committee made up of the executive committee. The president/secretary is responsible to the board and supervises all employees.
4. Evaluations
Each SEC employee may be evaluated by the president/secretary. The president/secretary has the authority to hire and discharge all personnel, following the SEC "Conflict of Interest and Hiring Policy for New Employees", 4/16/99.
5. Harassment
SEC is committed to providing a work environment free of verbal, physical and sexual harassment.
6. Grievances
Any time one staff member has a problem with another, they are both encouraged to address the problem between themselves. If a resolution can not be reached, they must involve the president/secretary. Only after a problem has been discussed with the president/secretary and solutions have not been found, should a problem be taken by the concerned staff person and the president/secretary together to the personnel committee where final resolution will take place.
7. Discipline
The disciplinary process shall consist of the following steps with the president/secretary:
Step 1: Informal counseling with the employee.
Step 2: Written warning indicating the problem, steps necessary to resolve the problem, and the time limit for corrective action.
Step 3: Termination. If after written warning the employee's unacceptable performance continues.
8. Resignation
If a staff person wishes to resign, a minimum of two weeks notice in writing shall be given whenever possible.
9. Layoffs
The president/secretary may terminate any staff position at any time because of a lack of funds. If termination is required, two weeks notice will be given to employees.
10. Firing
All employees serve at the discretion of the president/secretary, and the president/secretary serves at the discretion of the Board of Directors. Termination of employees other than the president/secretary is the responsibility of the president/secretary.
The president/secretary may dismiss any employee for failing to perform the duties of their position substantively or in a professional manner and that disciplinary action has failed or disciplinary action is unwarranted under the circumstances.
COMPENSATION
1. Salaries
Salaries and hourly wages will be revised periodically, at least annually, by the President/Secretary prior to making recommendations to the Finance Committee. Factors taken into consideration include: length of service, level of responsibility, proficiency and availability of funding in accordance with the annual budget. Compensation for all employees, except the president/Secretary, will be set by the Finance Committee, after considering the recommendations of the President/Secretary. Compensation for the President/Secretary will be set by the Finance Committee. All compensation will be reviewed and approved by the Executive Committee before being presented to the Board of Directors for final approval.
2. Work Hours
The minimum work week for full-time employees is 35. A part-time employee is expected to work the agreed-upon number of hours per week, as established by the president/secretary. Daily hours can be arranged to suit the needs of the organization and the employee.
3. Pay Periods
Employees must submit time sheets on the last day of each month. SEC pays employees on the first workday of the following month.
TIME OFF BENEFITS
1. Vacations, paid
Full-time employees and regular part-time employees earn vacation at the accrual rates set by SEC. Full-time employees annually receive:
After 6 months - 5 days
1-5 years - 10 days
Over 5 years - 15 days
The above represents the maximum number of paid vacation days for any employee.
Part-time employees must work six months before being eligible for paid vacation. For the first year part-time employees, count the number of hours worked since employment started. Employees who have worked six months-to-five years multiply the hours times .00571 to determine the number of paid vacation days earned during a calendar year (1/1-12/30) - up to the maximum number of days allowed as per the above schedule. People who have worked over 5 years multiply times .00857 - up to the maximum allowed.
Employees must use their vacation time within six months after the end of the year it was earned. Vacation time may be taken at the employee's discretion, subject to supervisor's approval. Ten days advance notice must be given to the immediate supervisor. Earned, unused vacation pay will be included with the December payment. Employees are strongly urged to take their vacation time each year.
2. Holidays, paid
Full-time employees are entitled to a total of 7 paid federal or religious holidays each year.
3. Overtime
Overtime must be pre-approved by the president/secretary.
4. Leave Without Pay
Employees may request leave without pay when they have used all earned vacation time. Such requests for the president/secretary will be approved by the chairman. For all other employees, requests will be approved by the president/secretary. An employee does not accrue the benefits of vacation time or sick days while on unpaid leave.
5. Jury Duty
SEC recognizes that an employee who serves on jury duty will be minimally compensated by the court and SEC will make up the difference in pay for the employee for up to 10 days of jury duty per year.
6. Sick Leave
Full-time employees can earn up to 12 days of sick leave per year, which can carry over annually up to a limit of 20 days earned but not taken. Employees are not paid for unused sick leave upon termination of employment.
One work day = 7 hours.
35 hours/week x 50 weeks = 1,750 hours.
1 hour worked =.00686 sick days.
.00686 x 1750 = 12 days of sick leave/year.
7. Family Leave
Employees may request from their supervisor the use of annual vacation leave, sick leave, or other appropriate paid or unpaid leave, for necessary absences for purposes such as adoption, maternity or paternity leave, medical leave, infant or child care, elder care, or care of other members of the employee's immediate family. Longer leaves must be approved by the personnel committee.
8. Work Hours
SEC provides public service five days per week throughout the year to meet the requirements of the SEC/Forest Service partnership agreement. The normal workday is from 9 a.m. to 4:00 p.m.
Employees are entitled to a half hour unpaid lunch break and two paid 10-minute breaks during the day. When extra time off is needed, employees should communicate the need to their supervisors and other staff on duty.
OTHER BENEFITS
1. Legally Required Insurance
SEC provides workers' compensation, unemployment insurance, and social security coverage for all of its employees.
2. Professional Development Opportunities
SEC is committed to providing employees with paid time to engage in professional development relevant to SEC. Money may also be available, finances permitting, for expenses associated with such activities. Requests for professional development time, and money, will be considered on a case-by-case basis by the personnel committee.
MISCELLANEOUS
1. Reimbursement of Expenses
Employees will be reimbursed for pre-approved expenses incurred in the performance of their duties. Pre-approval is obtained from the president/secretary. A receipt must be submitted for each expense to obtain reimbursement. Expenses for alcoholic beverages will not be reimbursed. Employees shall submit expense reimbursement requests monthly. Employees are eligible to be reimbursed at regularly scheduled pay periods.
Travel expenses must be pre-approved by the president/secretary. Payment requires receipts for expenses incurred. Reimbursement for automobile travel will be at the given IRS rate. Employees are encouraged to travel as economically as possible.
If the sole purpose of an employee's travel is to meet a SEC obligation, the employee can charge SEC for the full travel distance.
If the primary purpose of travel is to fulfill a SEC obligation, the employee can charge SEC for the distance required to accomplish the SEC activity. Personal errands must be subtracted from the total travel distance.
If the primary purpose of travel is for personal reasons and the employee is running an errand for SEC, the employee can charge SEC for the distance required to run the errand, not the full travel distance.
2. Ownership of Materials
Materials produced as an employee of SEC are the property of SEC.
3. Approval of Personnel Policies
These personnel policies (and any changes thereof) shall be approved by the SEC Board of Directors.
|
