Pacifica Foundation
EMPLOYEE HANDBOOK
ISSUE DATE. 0 1/01/95
Welcome to Pacifica.
On behalf of your colleagues. I welcome you to Pacifica and wish you every success here.
We believe that each person contributes directly to Pacifica's growth and success, and we hope you will take pride in working for us.
This handbook was developed to describe some of the expectations of our staff and to outline the policies, programs, and benefits available to eligible employees. You should familiarize yourself with the contents of this handbook as soon as possible, for it will answer many questions about employment with Pacifica.
We hope that your experience here will be challenging, enjoyable, and rewarding. Again,welcome!
Sincerely,
Pacifica Foundation
101 NATURE OF EMPLOYMENT
Employment with Pacifica is voluntarily entered into, and the employee is free to resign at will at any time, with or without cause. Similarly, Pacifica may terminate the employment relationship according to Pacifica policy, so long as there is no violation of applicable federal or state law.
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102 EMPLOYEE RELATIONS
Pacifica believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors.
Our experience has shown that when employees deal openly and directly with supervisors, the work enviromment can be excellent, communications can be clear, and attitudes can be positive. We believe that Pacifica amply demonstrates its commitment to employees by responding effectively to employee concerns.
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103 EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Pacifica will be based on merit, qualifications, and abilities. Pacifica does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.
Pacifica will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy govems all aspects of employment, including selection, job assigmment, compensation, discipline, termination, and access to benefits and training.
In addition to a commitment to provide equal employment opportunities to all qualified individuals, Pacifica has established an affiirmative action program to promote opportunities for individuals in certain protected classes throughout the organization.
Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
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105 HIRING OF RELATIVES
The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried into day-to-day working relationships.
Relatives of persons currently employed by Pacifica may be hired only if they will not be working directly for or supervising a relative. Pacifica employees cannot be transferred into such a working relationship.
If the relative relationship is established after employment, the individuals concemed will decide who is to be transferred. If that decision is not made within 30 calendar days, management will decide.
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separeted by reassignment or terminated from employment.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
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107 IMMIGRATION LAW COMPLIANCE
Pacifica is committed to employing only United States citizens and immigrants who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1996, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Fom 1-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an 1-9 with Pacifica within the past three years, or if their previous 1-9 is no longer retained or valid.
Employees with questions or seeking more information on immigration law issues are encouraged to contact the National Office. Employees may raise questions or complaints about immigration law compliance without fear of reprisal
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108 CONFLICTS OF INTEREST
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Pacifica wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the national Office for more information or questions about conflicts of interest.
An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Pacifica's business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to their Unit Manager as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Pacifica does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Pacifica.
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110 OUTSIDE EMPLOYMENT
Employees may hold outside jobs as long as they meet the performance standards of their job with Pacifica. All employees will be judged by the same performance standards and will be subject to Pacifica's scheduling demands, regardless of any existing outside work requirements.
If Pacifica determines that an employee's outside work interferes with performance or the ability to meet the requirements of Pacifica as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Pacifica.
Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside Pacifica for materials produced or services rendered while performing their jobs.
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112 NON-DISCLOSURE
The protection of confidential business information and trade secrets is vital to the interests and the success of Pacifica. Such confidential information includes, but is not limited to, the following examples:
All employees niay be required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose or confidential information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
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201 EMPLOYMENT CATEGORIES
It is the intent of Pacifica to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Pacifica.
Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written notification by Pacifica management.
In addition to the above categories, each employee will belong to one other employment category:
REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work Pacifica's full-time schedule. Generally, they are eligible for Pacifica's benefit package, subject to the terms, conditions, and limitations of each benefit ptogram.
REGULAR PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than the full-time work schedule, but at least 20 hours per week. Regular part-time employees are eligible for some benefits sponsored by Pacifica, subject to the terms, conditions, and limitations of each benefit program.
PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than 20 hours per week. While they do receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for all of Pacifica's other benefit programs.
INTRODUCTORY employees are those whose performance is being evaluated to determine whether further employment in a specific position or with Pacifica is appropriate. Employees who satisfactorily complete the introductory period will be notified of their new employment classification.
TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. All legally mandated benefits (such as Social Security and workers' compensation insurance) are provided to temporary employees. Some other Pacifica-sponsored benefits may also be available, subject to the terms, conditions, and limitations of each benefit program.
CASUAL employees are those who have established an employment relationship with Pacifica but who are assigned to work on an intermittent and/or unpredictable basis. While they receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of Pacifica's other benefit programs.
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202 ACCESS TO PERSONNEL FILES
Pacifica maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.
Personnel files are the property of Pacifica, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Pacifica who have a legitimate reason to review information in a file are allowed to do so.
Employees who wish to review their own file should contact the their Unit Manager or the Nafional Office. With reasonable advance notice, employees may review their own personnel files in Pacifica's offices and in the presence of an individual appointed by Pacifica to maintain the files.
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203 EMPLOYMENT REFERENCE CHECKS
To ensure that individuals who join Pacifica are well qualified and have a strong potential to be productive and successful, it is the policy of Pacifica to check the employment references of all applicants.
The Unit Manager will respond to all reference check inquiries from other employers. Responses to such inquiries will confim only dates of employment, wage rates, and position(s) held.
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204 PERSONNEL DATA CHANGES
It is the responsibility of each employee to promptly notify Pacifica of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at afl times. If any personnel data has changed notify the Unit Manager and the National Office
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205 INTRODUCTORY PERIOD
The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Pacifica uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or Pacifica may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.
All new and rehired employees work on an introductory basis for the first six months after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If Pacifica determines that the designated introductory period does not allow sufficient time to thoroughy evaluate the employee's performance, the introductory period may be extended for a specified period.
Upon satisfactory completion of the introductory period, employees enter the "regular" employment classification.
During the introductory period, new employees are eligible for those benefits that are required by law, such as workers' compensation insurance and Social Security. After becoming regular employees, they may also be eligible for other Pacifica- provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits progm for the details on eligibility requirements.
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208 EMPLOYMENT APPLICATIONS
Pacifica relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this infomiation or data may result in Pacifica's exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
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209 PERFORMANCE EVALUATION
Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. A formal written performance evaluation will be conducted at the end of an employee's initial period of hire, known as the introductory period. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.
Performance evaluations are scheduled approximately every 12 months, coinciding generally with the anniversary of the employee's original date of hire.
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301 EMPLOYEE BENEFITS
Eligible employees at Pacifica are provided a wide range of benefits. A number of the programs (such as Social Security, workers'compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.
Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the program for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook.
The following benefit programs are available to eligible employees:
Some benefit programs require contributions from employees, but most are fully paid by Pacifica. The benefit package for regular full-time employees represents an addtional cost to Pacifica of approximately 30 percent of wages
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303 VACATION BENEFITS
Vacation time off with pay is available to eligible employees to provide opportunities for rest, recreation, and personal pursuits. Employees in the following employment classification(s) are eligible to eam and use vacation time as described in this policy:
The amount of paid vacation time employees receive each year increases with the length of their employment as shown in the following scheme unless defined by terms of a union contract.
VACATION EARNING SCHEDULE
YEARS OF ELIGIBLE SERVICE VACATION DAYS
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YEARS OF ELIGIBLE SERVICE VACATION DAYS VACATION DAYS
MONTHLY EACH YEAR
Upon initial eligibility 1 day 12 days
After I year 1.5 days 19 days
The length of eligible service is calculated on the basis of a "benefit year." This is the 12-month period that begins when the employee starts to earn vacation time. An employee's benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.)
Once employees enter an eligible employment classification, they begin to earn paid vacation time according to the schedule. However, before vacation time can be used a waiting period of six months must be completed. After that time, employees can request use of earned vacation time including that accrued during the waiting period.
Paid vacation time can be used in minimum increments of one week. To take vacation, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements.
Vacation time off is paid at the employee's base pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentive, or commissions.
As stated above, employees are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. If the total amount of unused vacation time reaches a "cap"equal to one and one half times the annual vacation amount, their vacation accrual will stop. When the employee uses paid vacation time and brings the available amount below the cap, vacation accrual will begin again.
Upon termination of employment, employees will be paid for unused vacation time that has been earned .through the last day of work. However, if Pacifica, in its sole discretion, terminates employment for cause, forfeiture of unused vacation time may result.
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305 HOLIDAYS
Pacifica will grant holiday time off to all employees on the holidays listed below.
Pacifica will grant paid holiday time off to all eligible employees who have completed the inroductory period. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Eligible employee classification(s):
If a recognized holiday falls during an eligible employee's paid absence (e.g., sick leave), the employee will be ineligible for holiday pay.
In addition to the recognized holidays previously listed eligible employees will receive one floating holiday in each anniversary year. To be eligible, employees must complete six months of service in an eligible employment classification. These holidays must be scheduled with the prior approval of the employee's supervisor.
Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.
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306 WORKERS'COMPENSATION INSURANCE
Pacifica provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable Iegal requirements, workers' compensation insurance provides benefits after a short waiting petiod or, if the employee is hospitalized immediately.
Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on- the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.
Neither Pacifica nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Pacifica.
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307 SICK LEAVE BENEFITS
Pacifica provides paid sick leave benefits to all eligible employees for periods of temporary absence due to illnesses or injuries. Eligible employee classification(s):
Eligible employees will accrue sick leave benefits at the rate of I day per year (.08 of a day for every full month of service). Sick leave benefits are calculated on the basis of a "benefit year," the 12-month period that begins when the employee starts to eam sick leave benefits.
Employees can request use of paid sick leave after completing a waiting period of six months from the date they become eligible to accrue sick leave benefits. Paid sick leave can be used in minimum increments of one-half day. Eligible employees may only use sick leave benefits for an absence due to their own illness or injury or illness or injury to a child or parent..
Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence.
If an employee is absent for five or more consecutive days due to illness or injury, a physician's statement may be requested provided verifying the disability and its beginning and ending dates. Such verification may be requested for other sick leave absences as well and may be requied as a condition to receiving sick leave benefits.
Sick leave benefits will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, or bonuses.
Unused sick leave benefits will be allowed to accumulate until the employee has a total of 12 calendar days worth of sick leave benefits. If the employee's benefits reach this maximum, further accrual of sick leave benefits will be suspended until the employee has reduced the balance below the limit.
Sick leave benefits are intended solely to provide income protection in the event of illness or injury, and may not be used for any other absence. Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment.
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308 TIME OFF TO VOTE
Pacifica encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedule. If employees are unable to vote in an election during their nonworking hours, Pacifica will grant up to two hours of paid time off to vote.
Employees should request time off to vote from their superrvisor at least two working days prior to the election day. Advance notice is required so that the necessary time off can be scheduled at the beginning or end of the work shift, whichever provides the least disruption to the normal work schedule.
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309 BEREAVEMENT LEAVE
Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately.
Up to three days of paid bereavement leave will be provided to eligible employees in the following classification(s):
Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.
Approval of bereavement leave will occur in the absence of unusual operating requirements. Employees may, vith their supervisors' approval, use any available paid leave for additional time off as necessary.
Pacifica defines "immediate family" as the employee's spouse or domestic partner, parent, child, sibling; the employee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or grandchildren.
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310 RELOCATION BENEFITS
When Pacifica asks employees to relocate to a new area, certain relocation benefits may be provided to facilitate the transition. Relocation may be available to any eligible transferred or newly hired employee who must relocate in order to reside within 100 miles of the new place of work. Those employees eligible for relocation benefits are:
For specific information regarding the terms and extent of relocation benefits, please contact the National Office.
Available form of relocation assistance may include:
Employees must request relocation assistance for specific items in advance of the date the expenses are incurred. Pacifica will reimburse expenses only if the employee has received advance approval, incurs reasonable expenses, and submits satisfactory proof of the expense within 30 calendar days of the date the expense was incurred
Pacifica extends these relocation benefits in an effort to contribute to the success of every employee relocation. However, if an employee separates from Pacifica's service within one year of the relocation, the amount of the relocation reimbursement will be considered only a loan. Accordingly, the employee will be asked to reimburse up to 50 percent of the original relocation expense.
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311 JURY DUTY
Pacifica encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees who have completed a minimum of six months of service in an eligible classification may request up to four weeks of paid jury duty leave over any three year period.
Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Employee classifications that qualify for paid jury duty leave are:
If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any available paid time off (for example, vacation benefits) or may request an unpaid jury duty leave of absence.
Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.
Either Pacifica or the employee may request an excuse from jury duty if, in Pacifica's judgment, the employee's absence would create serious operational difficulties.
Vacation, sick leave, and holiday benefits, will continue to accrue during unpaid jury duty leave
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312 WITNESS DUTY
Pacifica encourages employees to appear in court for witness duty vvhen subpoenaed to do so.
If employees have been subpoenaed or otherwise requested to testify as witnesses by Pacifica, they will receive paid time off for the entire period of vvitness duty.
Employees will be granted unpaid time off to appear in court as a witness when requsted by a party other than Pacifica. Employees are free to use any available paid leave benefit (such as vacation or sickleave) to receive compensation for the period of this absence.
The subpoena should be shown to the employee's supervisor immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected to report for work whenever the court schedule permits.
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313 BENFITS CONTINUATION (COBRA)
The federal Consolidated Omnibus Budget Reconciliaon Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Pacfica's health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting eligibility requirements.
Under COBRA the employee or beneficiary pays the full cost of coverage at Pacifica's group rates plus an administration fee. Pacifica provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Pacifica's health insurance plan. The notice contains important information about the employee's rights and obligations.
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401 TIMEKEEPING
Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require Pacifica to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.
Nonexempt employees should accurately record the time they begin and end their work as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved in writing by the Unit Manager before it is performed.
Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment.
Nonexempt employees should report to work no more than 15 minutes prior to their scheduled starting time nor stay more than 15 minutes after their scheduled stop time without expressed, prior authorization from their supervisor.
It is the employees' responsibility to sign their time records to certify the accuracy of all time recorded. The supervisor will review and then initial the time record before submitting it for payroll processing. In addition, if corrections or modifications are made to the time record, both the employee and the supervisor must verify the accuracy of the changes by initialing the time record
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403 PAYDAYS
All employees are paid semimonthly on the first and flfteenth days of the month. Each paycheck will include eamings for all work performed through the end of the previous payroll period.
In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday, employees will receive pay on the Iast day of work before the regularly scheduled payday.
If a regular payday falls during an employee's vacation, the employee may receive his or her eamed wages before departing for vacation if a written request is submitted at least one week prior to departing for vacation.
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405 EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:
RESIGNATION - voluntary employment termination initiated by an employee.
DISCHARGE - involuntary employment termination intiated by the organization.
LAYOFF - involuntary employment termination intiated by the organization for nondisciplinary reasons.
RETIREMENT - voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.
Pacifica will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to Pacifica, or return of Pacifica-owned property. Suggestions, complaints, and questions can also be voiced.
Since employment with Pacifica is based on mutual consent, both the employee and Pacifica have the right to terminate employment according to Pacifica policy.
Employee benefits will be affected by employment termination in the following mammer. All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee's expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.
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407 SEVERANCE PAY
Pacifica provides severance pay to eligible employees whose employment is terminated for reasons that are not prejudicial to Pacifica, as detemined by Pacifica in its sole discretion. Severance pay will be provided to the following eligible employee classifications:
Specificafly excluded from benefits under this provision are employees who: were hired as temporary employees for a specified period of time; were offered but refused to accept another suitable position with the organization; were provided the opportunity to be retained for any length of time by a successor employer.
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408 PAY ADVANCES
Pacifica may provide pay advances an unearned wages to employees.
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409 ADMINISTRATIVE PAY CORRECTONS
Pacifica takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Unit Manager so that corrections can be made as quickly as possible
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410 PAY DEDUCTIONS AND SETOFFS
The law requires that Pacifica make certain deductions from every employee's compensation. Among these are applicable federal, state, and local income taxes. Pacifica also must deduct Social Security taxes on each employee's eamings up to a specified limit that is called the Social Security "wage base." Pacifica matches the amount of Social Security taxes paid by each employee.
Pacifica offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their pay checks to cover the costs of participation in these programs.
Pay setoffs are pay deductions taken by Pacifica, usually to help pay off a debt or obligation to Pacifica or others.
If you have questions concerning why deductions were made from your pay check or how they were calculated, your supervisor can assist in having your questions answered
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501 SAFETY
To assist in providing a safe and healthful work environment for employees, and visitors, Pacifica has established a workplace safety program. This program is a top priority for Pacifica. The Unit Manager has responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all.
Pacifica provides information to employees about workplace safety and health issues through regular intemal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.
Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the Unit Manager or the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures.
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502 WORK SCHEDULES
Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week
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504 USE OF PHONE AND MAIL SYSTEMS
Personal use of telephones for outgoing calls, including 1ocal calls, is not permitted. Employees may be required to reimburse Pacifica for any charges resulting from their personal use of the telephone.
The use of Pacifica-paid postage for personal correspondence is not permitted.
To ensure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so.
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505 SMOKING
In keeping with Pacifica's intent to provide a safe and healthful work environment smoking is prohibited throughout the workplace.
This policy applies equally to all employees, and visitors.
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506 REST PERIODS
Each workday, full-time nonexempt employees are provided with two rest periods of 15 minutes in length. To the extent possible, rest periods will be provided in the middle of work periods. Since this time is counted and paid as time worked, employees must not be absent from their work stations beyond the allotted rest period time
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507 OVERTIME
When operating requirements or other needs cannot be met during regular hours, employees may be scheduled to work overtime hours. When possible, advance notification of these mandatory assigmments will be provided. All overtime work must receive the supervisor's prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work. Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purpose of performing overtime calculations.
Failure to work scheduled overtime or overtime worked without prior authorization from the supervisor may result in discipinary action, up to and including possible termination of employment.
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508 USE OF EQUIPMENT AND VEIHCLES
Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perfom required maintenance, and follow all operating instructions, safety standards, and guidelines.
Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment or vehicles used on the job.
The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment.
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509 LAYOFFS AND RECALL
Due to lack of work or reorganization the company may have to lay-off employees. This will be done within job category on the basis of the last evaluation. The poorest performer is the first to be laid-off.
Additionally, when business picks up, those employees laid off will be reinstated to their former positions whenever possible. Preference for re-hiring will be given if possible to those employees with the highest performance review ratings within each occupational classification. These employees will also be given preference for other open positions within the company should they meet the necessary qualifications for the positions.
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512 BUSINESS TRAVEL EXPENSES
Pacifica will reimburse employees for reasonable business travel expenses incurred while on assignments away from the normal work location. All business travel must be approved in advance by the Unit Manager.
Employees whose travel plans have been approved should make all travel arrangements through Pacifica's designated travel agency.
When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by Pacifica. Employees are expected to limit expenses to reasonable amounts.
Expenses that generally will be reimbursed include the following:
Airfare or train fare for travel in coach or economy class or the lowest available fare.
Car rental fees, only for compact or midsized cars.
Fares for shuttle or airport bus service, where available; costs of public transportation for other ground travel.
Taxi fares, only when there is no less expensive alternative.
Mileage costs for use of personal cars, only when less expensive transportation is not available.
Cost of standard accommodations in low to mid-priced hotels, motels, or similar lodgings.
Cost of meals,limited to $35.00 per day.
Charges for telephone calls, fax and similar services required for business purposes.
Charges for one personal telephone call each day.
Employees who are involved in an accident while travelling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by Pacifica may not be used for personal use without prior approval.
Cash advances to cover reasonable anticipated expenses may be made to employees, after travel has been approved. Employees should submit a written request to their supervisor when travel advances are needed.
With prior approval, employees on business travel may be accompanied by a family member or friend, when the presence of a companion vvill not interfere with successful completion of business objectives. Generally, employees are also permitted to combine personal travel with business travel, as long as time away from work is approved. Additional expenses arising from such nonbusiness travel are the responsibility of the employee.
When travel is completed, employees should submit completed travel expense reports within ten days. Reports should be accompanied by receipts for all individual expenses.
Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, travel advances, expense reports, reimbursement for specific expenses, or any other business travel issues.
Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.
Pacifica Foundation
To provide for the safety and security of employees and the facilities at Pacifica only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential infotmation, safeguards employee welfare, and avoids potential distractions and disturbances.
All visitors should check in with Reception. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors
If an unauthorized individual is observed on Pacifica's premises, employees should immediately notify their supervisor or, if necessary, direct the individual to leave.
THE AB0VE HAS BEEN EDITED FOR THE FIRST TIME. THE POLICIES BELOW ARE NEW. I ADDED #509 SlNCE YOU SAW IT!
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601 MEDICAL LEAVE
Pacifica provides medical leaves of absence without pay to eligible employees who are temporarily unable to work due to a serious health condition or disability. For purposes of this policy, serious health conditions or disabilities include inpatient care in a hospital, hospice, or residential medical care facility; continuing treatment by a health care provider; and temporary disabilities associated with pregnancy, childbirth, and related medical conditions.
Employees in the following employment classifications are eligible to request medical leave as described in this policy:
Eligible employees may request medical leave only after having completed 90 calendar days of service. Exceptions to the service requirement will be considered to accommodate disabilities.
Eligible employees should make requests for medical leave to their superviser at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.
A health care provider's statement must be submitted verifying the need for medical leave and its beginning and expected ending dates. Any changes in this information should be promptly reported to Pacifica. Employees returning from medical leave must get a health care provider's verification of their fitness to return to work.
Eligible employees are normally granted leave for the petiod of the disability, up to a maximum of 12 weeks within any 24 month period. Any combination of medical leave and family leave may not exceed this maximum limit. If the initial period of approved absence proves insufficient consideration will be given to a request for an extension. Employees will be required to first use any accrued paid leave time before taking unpaid medical leave.
Employees who sustain work-related injuries are eligible for a medical leave of absence for the period of disability in accordance with all applicable laws covering occupational disabilities.
Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Pacifica until the end of the first full month of medical leave. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from medical leave, benefits will again be provided by Pacifica according to the applicable plans.
Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.
So that an employce's return to work can be properly scheduled, an employee on medical leave is requested to provide Pacifica with at least two weeks advance notice of the date the employee intends to return to work. When a medical leave ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualffied.
If an employee fails to report to work promptly at the end of the medical leave, Pacifica will assume that the employee has resigned.
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602 FAMILY LEAVE
Pacifica provides family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to childbirth, adoption, or placement of a foster child; or to care for a child, spouse, or parent with a serious health condition. A serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider.
Employees in the following employment classifications are eligible to request family leave as described in this policy:
Eligible employees may request family leave only after having completed 90 calendar days of service. Eligible employees should make requests for family leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.
Employees requesting family leave related to the serious health condition of a child, spouse, or patent may be required to submit a health care provider's statement verifying the need for a family leave to provide care, its beginning and expected ending dates, and the estimated time required.
Eligible employees may request up to a maximum of 12 weeks of family leave within any 24 month period. Any combination of family leave and medical leave may not exceed this maximum limit. Employees will be required to first use any paid leave time before taking unpaid family leave. Married employee couples may be restricted to a combined total of 12 weeks leave within any 24 month period for childbirth, adoption, or placement of a foster child, or to care for a parent with a serious health condition.
Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Pacifica until the end of the first full month of approved family leave. At that time, employees will become responsible for the full costs of these benefits ff they wish coverage to continue. When the employee returns from family leave, benefits will again be provided by Pacifica according to the applicable plans.
Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.
So that an employee's return to work can be properly scheduled, an employee on family leave is requested to provide Pacifica with at least two weeks advance notice of the date the employee intends to return to work. When a family leave ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.
If an employee fails to report to work promptly at the end of the approved leave period, Pacifica will assume that the employee has resigned.
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603 PERSONAL LEAVE
Pacifica provides leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Employees in the following employment classification(s) are eligible to request personal leave as described in this policy:
Eligible employees may request personal leave only after having completed 90 calendar days of service. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from their supervisor.
Personal leave may be granted for a period of up to 30 calendar days every two years. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. With the supervisor's approval, an employee may take any available sick leave or vacation leave as part of the approved period of leave.
Requests for personal leave will be evaluated based on a number of factors, including anticipated work load requirements and staffing considerations during the proposed period of absence.
Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Pacifica until the end of the month in which the approved personal leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee retums from personal leave, benefits will again be provided by Pacifica according to the applicable plans.
Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.
When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified However, Pacifica cannot guarantee reinstatement in all cases.
If an employee falls to report to work promptly at the expiration of the approved leave period. Pacifica will assume the employee has resigned.
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604 EDUCATIONAL LEAVE
Pacifica provides educational leaves of absence without pay to eligible employees who wish to take time off from work duties to pursue course work that is applicable to their job duties with Pacifica. Employees in the following employment classification(s) are eligible to request educational leave as described in this policy:
Eligible employees who have completed 365 calendar days of service may request educational leave for a period of up to one month every five years. Requests will be evaluated based on a number of factors, including anticipated work load requirements and staffing considerations during the proposed period of absence.
Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Pacifica until the end of the month in which the approved educational leave begins. At that time, employees wfll become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from educational leave, benefits will again be provided by Pacifica according to the applicable plans.
Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.
When an educational leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Pacifica cannot guarantee reinstatement in all cases.
If an employee fails to report to work at the end of the approved leave period, Pacifica will assume that the employee has resigned.
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605 MILITARY LEAVE
A military leave of absence will be granted to employees, except those occupying temporary positions, to attend scheduled drills or training or if called to active duty with the U.S. armed services.
Employees will receive partial pay for two-week training assignments and shorter absences. Upon presentation of satisfactory military pay verification data employees will be paid the difference between their normal base compensation and the pay (excluding expense pay) received while on military duty. The portion of any military leaves of absence in excess of two weeks wll be unpaid. However, employees may use any available paid time off for the absence.
Subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible, health insurance benefits will be provided by Pacifica for the full term of the military leave of absence.
Vacation, sick leave, and holiday benefits will continue to accrue during a military leave of absence.
Employees on two-week active duty trainng assignments or inactive duty drills are required to return to work for the first regularly scheduled shift after the end of training, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with all applicable state and federal laws.
Every reasonable effort will be made to return eligible employees to their previous position or a comparable one. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service, such as the rate of vacation accrual and job seniority rights.
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607 PREGNANCY-RELATED ABSENCES
Pacifica will not discriminate against any employee who requests an excused absence for medical disabilities associated vvith a pregnancy. Such leave requests wffl be made and evaluated in accordance vvith the medical leave policy provisions outlined in this handbook and in accordance with all applicable federal and state laws.
Requests for time off associated with pregnancy and/or childbirth (apart from medical disabilities associated with these conditions) will be considered in the same manner as any other request for an unpaid personal or family leave.
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701 EMPLOYEE CONDUCT AND WORK RULES
To ensure orderly operations and provide the best possible work environment, Pacifica expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.
It is not possible to list all the forms of behavior that are considered unacceptable in the work-place. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
Theft or inappropriate removal or possession of property
Falsification of timekeeping records
Working under the influence of alcohol or illegal drugs
Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the worklace, while on duty, or while operating employer-owned vehicles or equipment
Fighting or threatening violence in the workplace
Boisterous or disruptive activity in the workplace
Negligence or improper conduct leading to damage of employer-owned or customer-owned property
Insubordination or other disrespectful conduct
Violation of safety or health rules
Smoking in prohibited areas
Sexual or other unlawful or unwelcome harassment
Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
Excessive absenteeism or any absence without notice
Unauthonzed absence from work station during the workday
Unauthorized use of telephones, mail system or other employer-owned equipment
Unauthorized disclosure of business 'secrets"or confidential information
Violation of personnel policies
Unsatisfactory performance or conduct
Employment with Pacifica is at the mutual consent of Pacifica and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.
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702 DRUG AND ALCOHOL USE
It is Pacifica's desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on Pacifica premises and while conducting business-related activities off Pacifica premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.
Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.
Employees with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with their supervisor or the [NO SELECTION MADE] to receive assistance or referrals to appropriate resources in the community.
Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or treatment program through Pacifica's health insurance benefit coverage. Leave may be granted if the employee agrees to abstain from use of the problem substance; abides by all Pacifica policies, rules, and prohibitions relating to conduct in the workplace; and if granting the leave will not cause Pacifica any undue hardship.
Under the Drug-Free Workplace Act, an employee who performs work for a govermment contractor grant must notify Pacifica of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction.
Employees with questions on this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their supervisor or the [NO SELECTION MADE] without fear of reprisal.
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703 SEXUAL AND OTHER UNLAWFUL HARASSM[ENT
Pacifica is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, sexual harassment (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.
Any employee who wants to report an incident of sexual or other unlawful harrassment should promptly report the matter to his or her supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the [NO SELECTION MADE] or any other member of management. Employees can raise concerns and make reports without fear of reprisal.
Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment should promptly advise the [NO SELECIION MADE] or any member of management who will handle the matter in a timely and confidential manner.
Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.
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704 ATTENDANCE AND PUNCTUALITY
To maintain a safe and productive work envirornment, Pacifica expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Pacifica. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence.
Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.
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Dress, groomng, and personal cleanliness standards contribute to the morale of all employees and affect the business image Pacifica presents to customers and visitors.
During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Employees who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. Under such circunstances, employees will not be compensated for the time away from work.
Consult your supervisor or department head if you have questions as to what constitutes appropriate attire.
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706 RETURN OF PROPERTY
Employees are responsible for items issued to them by Pacifica or in their possession or control, such as the following:
Employees must return all Pacifica property immediately upon request or upon termination of employment. Where permitted by applicable laws, Pacifica may withhold from the employee's check or final paycheck the cost of any items that are not retumed when required. Pacifica may also take any action deemed appropriate to recover or protect its property.
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708 RESIGNATION
Resignation is a voluntary act initiated by the employee to terminate employment with Pacifica. Although advance notice is not required, Pacifica requests at least two weeks' written notice of resignation from nonexempt employees and three weeks' notice from exempt employees.
Prior to an employee's departure, an exit interview will be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits.
If an employee does not provide advance notice as requested the employee will be considered ineligible for rehire.
Pacifica Foundation
Pacifica wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Pacifica prohibits the possession, transfer, sale, or use of such materials on its premises. Pacifica requires the cooperation of all employees in administering this policy.
Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of Pacifica. Accordingly, they, as well as any articles found within them can be inspected by any agent or representative of Pacifica at any time, either with or without prior notice.
Pacifica likewise wishes to discourage theft or unauthoried possession of the property of employees. Pacifica, visitors, and customers. To facilitate enforcement of this policy, Pacifica or its representative may inspect not only desks and lockers but also persons entering and/or leaving the prermses and any packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto Pacifica's premises.
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712 SOLICITATION
In an effort to assure a productive and harmonious work environment, persons not employed by Pacifica may not solicit or distribute literature in the workplace at any time for any purpose.
Pacifica recognizes that employees may have interests in events and or organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time. (Working time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.)
In addition, the posting of written solicitations on company bulletin boards is restricted. These bulletin boards display important information, and employees should consult them frequently for:
If employees have a message of interest to the workplace, they may submit it to the [NO SELECTION MADE] for approval. All approved messages will be posted by the [NO SELECTION MADE].
Pacifica Foundation
Pacifica is committed to providing a safe, efficient, and productive work environiment for all employees. Using or being under the influence of drugs or alcohol on the job may pose serious safety and health risks. To help ensure a safe and healthful working enviromment, job applicants and employees may be asked to provide body substance samples (such as urine and/or blood) to determine the illicit or illegal use of drugs and alcohol. Refusal to submit to drug testing may result in disciplinary action, up to and including termination of employment.
Copies of the drug testing policy will be provided to all employees. Employees will be asked to sign an acknowledgement form indicating that they have received a copy of the drug testing policy. Questions concerning this policy or its administration should be directed to the [NO SELECTION MADE].
Pacifica Foundation
716 PROGRESSIVE DISCIPLINE
The purpose of this policy is to state Pacifica's position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.
Pacifica's own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinay action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.
Athough employment with Pacifica is based on mutual consent and both the employee and Pacifica have the right to terminate employment at will, with or without cause or advance notice, Pacifica may use progressive discipline at its discretion.
Disciplinary action may call for any of four steps-verbal warning, written warning, suspension with or without pay, or termination of employment--depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.
Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. If more than six months have passed since the last disciplinary action, the process will normally start over.
Pacifica recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps.
While it is impossible to list every type of behavior that may be deemed a serious offense, the EMPLOYEE CONDUCT AND WORK RULES policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline.
By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and Pacifica.
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718 PROBLEM RESOLUTION
Pacifica is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from Pacifica supervisors and management.
Pacifica strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices, they can express their concem through the problem resolution procedure. No employee will be penalized formally or informally, for voicing a complaint with Pacifica in a reasonable, business-like manner, or for using the problem resolution procedure.
If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step.
Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone's job security.
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800 LIFE-THREATENING ILLNESSES IN THE WORKPLACE
Employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, often wish to continue their nonnal pursuits, including work, to the extent allowed by their condition. Pacifica supports these endeavors as long as employees are able to meet acceptable performance standards. As in the case of other disabilities, Pacifica will make reasonable accomodations in accordance with all legal requirements, to allow qualified employees with life-threatening illnesses to perform the essential functions of their jobs.
Medical information on individual employees is treated confidentially. Pacifica will take reasonable precautions to protect such information from inappropriate disclosure. Managers and other employees have a responsibility to respect and maintain the confidentiality of employee medical information.
Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination of employment.
Employees with questions or concerns about life-threatening illnesses are encouraged to contact the Human Resources Department for information and referral to appropriate services and resources
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802 RECYCLING
Pacifica supports environmental awareness by encouraging recycling and waste management in its business practices and operating procedures. This support includes a commitment to the purchase, use, and disposal of products and materials in a manner that will best utilize natural.resources and minimize any negative impact on the earth's environment.
Special recycling receptacles have been set up to promote the separation and collection of the following recyclable materials at Pacifica:
The simple act of placing a piece of paper, can, or bottle in a recycling container is the first step in reducing demand on the earth's limited resources. Success of this program depends on active participation by all of us. Employees are encouraged to make a commitment to recycle and be a part of this solution.
Pacifica encourages reducing and, when possible. eliminating the use of disposable products. Source reduction decreases the consumption of valuable resources through such workplace practices as:
Whenever possible, employees of Pacifica are encouraged to purchase products for the workplace that contain recycled or easily recyclable materials. Buying recycled products supports recycling and increases the markets for recyclable materials.
By recycling, Pacifica is helping to solve trash disposal and control problems facing all of us today. If you have any questions or new ideas and suggestions for the recycling progran contact the [NO SELECTION MADE].
ACKNOWLEDGEMENT
I acknowledge that I have received a copy of the Pacifica Radio Employee Guidelines and that I have read and understandd the contents therein.
The procedures, benefits, and practices outlined in this may be changed at any time with or without notice. These provisions do not constitute a contract of employment nor are they covenants. They are guidelines only and may be disregarded when, in the judgment of the company, circumstances so require.
In addition, I understand that my employment can be terminated at any time, with or without cause, and with or without notice, for reasons which either the company or myself, as the case may be, considers sufficient. I also understand that employment does not constitute any agreement for employment for any specified period of time and that completion of the probationary period in no way alters the employment relationship.
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Employee's Name
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Employee's Signature
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Date
Please return this signed page to Human resources. Thank you.
Note: After you have read your copy of the guidelines, please keep it in some convenient place for future reference and updating.
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