Staff members may be paid their hourly rate or the Association training rate. OUR VALUES Accepting other employment, continuing to work in another job, or filing for unemployment insurance benefits while on leave may be treated as a voluntary resignation from employment. This would include almost every vendor working on our premises or facility rental. Calculation of pay in lieu of separation notice is made only for regular full-time YMCA continuous service in accordance with the following schedule: Additional pay in lieu of notice may be given to eligible employees with greater than ten (10) years of service with the YMCA. All YMCA staff members must participate in random testing or selection due to probable cause for substance abuse. This requires staff members to abstain from using alcoholic beverages prior to the start of their workday, during the work period, during lunch and other work breaks. They may not take 10 hours of PTO in a week. If a minor program participant (any program participant under the age of 18) finds a staff members personal social networking profile and requests to be linked as a friend, the employee must respectfully deny the request and block them from further contact. Staff member and the child or childs family or guardian are related. All hours. Changes in the Handbook Since this employee handbook is based on the Y's operational policies and procedures, policies and YMCA All language used in communications should be professional and courteous. All required deductions such as federal, state and local taxes, and all authorized voluntary deductions such as health insurance contributions, will be withheld automatically from each paycheck. All regular full-time staff members who are regularly scheduled to work 40 hours per week, 52 weeks a year, accrue PTO from their date of hire and are eligible to use PTO immediately with supervisor approval. Mistreatment or gross neglect of fellow staff members,members, guests or YMCA participants. YMCA Human Resources policies do not pre-empt or replace applicable laws. Once the ROC receives the completed Staff Membership Request Form, they will set up the account and membership in Reclique CORE. Find your fun. Any employee who violates this policy or uses any YMCA computer system or technology resource inappropriately shall be subject to discipline, up to and including termination. EMPLOYMENT REQUIREMENTSYou will be required to furnish evidence that you are one of the following: DRIVERS LICENSE CHECK / TRANSPORTATION POLICYIf you are to drive YMCA vehicles, your driving record will be checked with the Texas Department of Public Safety. For that reason, we will treat every concern or complaint with the utmost seriousness and provide a timely, thorough, and objective response in every instance. Staff will report any suspected abuse or neglect of a child, by an adult or another child, to the Child Protective Services of The Texas Department of Protective and Regulatory Services and law enforcement agencies, as required by Texas State Law. Substitute other identifying item utilized by your organization such as a lanyard, wristband, or nametag.] Thus, your punctuality and regular attendance are essential for efficient operations. The staff member and supervisor are to ensure that the job description is accurate and up to date. . Find your Y. Staff will wear Y logo and/or staff badge on outerwear for easy identification at all times. which ends with the start of payment of benefits under long-term disability or the end of this 20-day period whichever comes first. YMCA Expense and mileage reports received after this date will only be paid at the discretion of the CEO. Temporary or Seasonal Employees (Non-Exempt) are those persons whose assignment is short term; usually not continuing WebA YMCA membership gives you so much more than just a place to work out! EQUAL EMPLOYMENT OPPORTUNITYThe YMCA provides equal opportunity in employment to all employees and applicants for employment regardless of race, color, religion, sexual orientation, national origin, sex, disability, age, veteran status, genetic information, or other legally protected status. Employees should not use social media sites to monitor existing employees or screen or evaluate potential candidates for employment. Staff members must report to work alcohol and drug free. We are the YMCA of Greater Louisville. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should notify the President and request such an accommodation. Violation of any YMCA policy or guideline or any other reason, that in the judgment of the YMCA. The YMCA will continue to share the cost for the full-time group plan health premiums for the first two months of your approved medical leave of absence. Our competitive benefit plan options are Use of cell phones, blackberries, iphones, or other similar devices are prohibited while driving on YMCA business. You may contact the Vice President of Human Resources as the staff members representative to management at any time. Human Resources can request physician statements weekly to determine eligibility for short-term disability benefits. BE A PART OF SOMETHING BIGGER - The YMCA Home [www.ybenefits.org] Because of scarcity of available parking in the downtown area, DART public transportation will be subsidized within the T. Boone Pickens YMCA facility for employees only. Chain letters that are mailings with a request to recipients to continue distribution to others. The YMCA, throughout its history, has asserted the dignityof all people without exception. We will grow and prosper as we focus these talented people on issues critical to the health and well-being of our communities. Your Way. These changes will be completed and approved by the manager or supervisor in charge. Inside and outside the walls of our 13 locations, we work to uplift the spirits, minds and bodies of individuals, families and communities in a meaningful and lasting way. However, if these interactions are part of programming or otherwise unavoidable, this organization offers the following guidelines: This organization prohibits employees and volunteers from giving to, or receiving gifts from, consumers. The purpose of this document is to state the expectations regarding the use of electronic communications and computer hardware and software for all employees in use of the YMCAs systems and technology resources. WebOvernight Camp. All staff using the facility during non-work time must scan their facility card at the branch they use. Dont horseplay; avoid distracting others. Inappropriate ContactMandatory Reporting Requirements, Our organization encourages appropriate physical contact with consumers and prohibits inappropriate displays of physical contact. Donate Now. Regular, full time employees and their dependent familymembers are eligible to participate in programs offered by the YMCA of MetropolitanDallas at one-half (1/2) the program fee, only if there are remaining openings available. Staff members are free to exercise their full liberties as citizens, including the right to express their personal convictions on issues such as social, economic, religious and political subjects. Staff member benefits represent a significant part of a staff members compensation package. The YMCA of Greater Augusta is a 501 (C) (3) Non-Profit Organization. 1150 S Peace Haven Rd Clemmons, NC 27012. The YMCA takes any allegation seriously and will cooperate fully with any investigation. WebYMCA IGNITE. Please contact your supervisor as soon as you become aware of the need for a FMLA Leave. The YMCA recognizes that the need may arise from time to time for an employee to use his or her YMCA issued mobile phone for personal business. Camp Speers YMCA is an overnight camp where kids can unplug and connect to nature, fun and new friendships. It is important to us that everyone be able to share their concerns, we provide the following mechanisms through which you can make an anonymous report: Our organization has zero tolerance for abuse. The YMCA recognizes that the need may arise from time to time for an employee to use his or her YMCA issued mobile phone for personal business. Employees shall not have any financial or other relationships with suppliers, clients or competitors that would impair the independence of any judgment they may need to make on behalf of the YMCA. YMCA of Northwest North Carolina All Internet communications should be treated as public information since they may not be encrypted. This includes monitoring the site for inappropriate language, images, depictions, and misuse. WebLand acknowledgement. Examples of celebrations and recognition include the completion of team projects and assignments, meeting campaign goals, achieving senior director status through the YMCAs Career Development Program, special contributions, tenure service pins starting at five years and then in five-year increments and other significant events. Member & Employee of the Month; Work at the Y; Contact Us; Schedules; Programs. Involuntary Dismissal an involuntary separation of employment initiated by the YMCA, Regular, Full-Time Non-Exempt Staff 10 Days Pay, Regular, Full-Time Exempt Staff One Month Pay. WebDay Camp Handbook. 5450 YMCA Road. We connect people of all ages and backgrounds to bridge the gaps incommunity needs. Accepting other employment, continuing to work in another job, or filing for unemployment insurance benefits while on leave may be treated as a voluntary resignation from employment. We also recognize the importance of our employees joining in and helping shape industry conversation and direction through interaction in social media. WebFor Youth Development, Healthy Living, & Social Responsibility. The purpose of this document is to state the expectations regarding the use of electronic communications and computer hardware and software for all employees in use of the YMCAs systems and technology resources. All matters pertaining to the interpretation of wage and salary administration are to be directed to the Human Resources Department. There is no required contribution from employees. If the supervisor is unable to approve the staff members request for leave, the staff member and supervisor will schedule another time. This employee handbook (Handbook) is established for th e purpose of defining and coordinating the personnel administration of the Crossroads YMCA (YMCA). the level of supervision necessary to be effective and safe. All injuries and accidents must be reported immediately to your supervisor and necessary medical aid must be obtained without delay. Electronic Communication. You may contact the Vice President of Human Resources as the staff members representative to management at any time. Other Time Reported - Time for PTO, Jury Duty, and Training, should be reported in the UKG system. Employees should respect the privacy rights of their co-workers and must not disclose information about work-related events involving other employees of the YMCA, its clients, vendors and business partners without obtaining their permission. ** Does not apply to promotions or introductory package. Failure to cooperate could lead to termination. The Y nurtures potential. The drivers first responsibility is the safe operation of the vehicle. Compensation (monetary or complimentary services) should not be provided by branch staff for lost or stolen items by branch staff. When one close relative or member of the same household would supervise or evaluate the other. The YMCA recognizes the importance of the Internet in shaping public thinking about our organization and our current and potential services. METROPOLITAN OFFICES. Here. From sports to music and art, we provide programs that help to develop our youth physically, mentally, and spiritually. The amount of the military pay is to be credited in the miscellaneous section of the time sheet. WebYMCA of NWNC Employee Handbook - YMCA of Northwest North EN. Once completed, forms should be printed to provide signatures then sent to the appropriate department. Articles. This employee handbook is not inclusiveand is subject to change without notice at any time. Employees are expected to read this handbook carefully and to know and understand its contents. Referral awards will be paid in thenextpay period after the applicant has worked for the YMCA for 60 days. The YMCA absolutely prohibits listing its name or marks on social media or other Websites which include obscene, offensive, violent content or places that are contrary to the YMCAs mission or that would be detrimental to the community. Capture time in/out for work, apply multiple job pay rules and send information Disorder causes injury and wastes time, energy, and material. Violations of this policy will result in disciplinary actions, up to and including termination of employment. English Deutsch Franais Espaol Portugus Italiano Romn Nederlands Latina Dansk Svenska Norsk This policy does not prohibit the possession and proper use of lawfully prescribed drugs taken in accordance with the prescription; however, we do prohibit the misuse of prescribed or over the counter medications. Fighting, swearing, or abusive language while at work. WebThe Camp Curtin YMCA is a youth- and community-oriented organization. This handbook supersedes and replaces all previously existing YMCA Human Resources policies, manuals and handbooks. Overtime Sometimes, because of necessity, an employee may have to work above and beyond his or her normal scheduled hours per week. If the site is found to contain any incorrect or inappropriate information, it is the owners supervisors responsibility to correct the error or have the site taken down immediately. Once requested, Managers should approve or reject the request as soon as possible. Although contributions are completely voluntary, this is a very important funding effort that we hope you will consider. Failure to cooperate could lead to termination. If overtime is necessary, it must be approved in advance of working the overtime. YMCA Alcohol testing will be conducted routinely for all drivers of YMCA vehicles or conducted for probable cause if an employee is suspect to be under the influence of alcohol while on YMCA duty. SOUTH It is the employees responsibility to make sure that they are clearing their advance properly and that all receipts for advances or expenses are attached and detailed by date and description. Social media sites may reveal protected characteristics regarding potential candidates that may not be used in making employment decisions. The ultimate end of that goal is to reduce the frequency and severity of incidents and injuries. Failure to comply with the expectations as defined within this Code of Conduct will lead to disciplinary action, up to and including termination. Staff members must complete all appropriate forms and other records necessary to be placed on payroll. College scholarships are awarded each year to qualifying applicants. Employees using technological communication and information systems are to identify themselves honestly, accurately, and completely. Excessive absences or tardiness and/or lack of proper notification can result in disciplinary actions and/or termination. This includes but is not limited to financial results, strategy, and membership/employment/childcare enrollment data. All non-exempt employees leaving their office site for any personal reason (including lunch) during the day must clock out when leaving, and clock in when returning. However, if you find yourself with insufficient time to vote, please discuss the matter with your supervisor. Full-time staff are provided with $5,000 in Life/AD&D insurance and they are also provided an Employee Assists Plan. *Benefits in this instance may not include Retirement Fund, which is governed by Federal regulations. Failure to cooperate with authorities could lead to termination. You may be subject to disciplinary action up to and including termination for submitting any inaccurate information on your report. The contents of this YMCA Employee Handbook are not an employment contract or agreement, but rather represent a general outline of Human Resources policies, benefits and expectations that apply to the YMCA of Metropolitan Dallas. Section 2 About the YMCA 2.1 Mission The YMCA is a worldwide organization that is committed to providing programs that Though it believes that professional development is theprimary responsibility of the individual, the YMCA also seeks to provide to all staff members timely andeffective training experiences, mutually based upon the YMCAs goals and the staff members needs. Branch Executives/Department Heads are accountable to their supervisor to implement and communicate the proper use of technology resources and information systems and to halt any misuse of systems by individuals under their supervision. Naples, FL 34109. If you are called to jury duty, you must immediately notify your immediate supervisor to be granted time off. Assist in the identification of physical hazards (facility, vehicles, or grounds). The Retirement Fund is a benefit for all eligible staff members. Be alert and prepared to anticipate the action of others, over whom you have no control. Find Your Y. We know your world has changed but the Y is still the place you can come to strengthen your spirit, mind, and body. Employees with CDLs (commercial drivers license) Employees onboard vessels acting Employees should not engage in any online conduct which: creates a conflict of interest between them and the YMCA, creates a conflict with one of the YMCAs program participants, or otherwise harms the business interests of the YMCA. Supervisors should contact HR for assistance with Full Time employees hired in the same month as a holiday. All complaints will be investigated promptly, impartially and discreetly. Employees will be paid 50% of their credited but unused PTO. All employment practices shall be consistent with applicable laws and other such acts and regulations that control the employment relationship. Employees may not give out their personal email addresses or links to their personal social networking profiles, blogs or websites to program participants. Gifts, gratuities, services, loans, entertainment and similar favors may not be accepted if offered, or appear to be offered, as an inducement to perform an act inconsistent with the best interest of the YMCA or if acceptance would place the recipient under an obligation to the provider. Also a physicians statement is required prior to returning to work. The YMCA believes in providing staff members with adequate time away from work so they will remain productive, enthusiastic and creative while at work. this edition replaces all previously issued editions. Monday-Friday: 5 am-9 pm Saturday: 7 am-5 pm Sunday: 10 am-5 pm Call 425 374 5779. When supervising consumers, it is important to remember that adult employee and volunteer behavior sets the tone, and consumers should not determine what is and is not acceptable behavior. It is imperative that every employee or volunteer actively participates in the protection of consumers. The distribution of mobile phones to YMCA employees is to provide quick and easy access for business related information and safety. Treat all e-mail messages as public information. Notwithstanding any provision to the contrary, this policy will at all times be applied in a manner consistent with USERRA and any other applicable laws. Dependents on full time employees membership also receive 40% off ** regular price.
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