4. Equal Employment Opportunity
•Will not discriminate based on gender,
sexual orientation, race, color, creed,
religion, national origin, marital status,
age, disability or any other characteristic
protected by law
INSERT STATE LAWS IF
APPLICABLE
Local jurisdictions may have additional
requirements
Distinguish EEO from Affirmative
Action Plan
5. ANTI-HARASSMENT &
ANTI-DISCRIMINATION POLICIES
A.
B.
C.
Zero tolerance
Include sample prohibited behavior – they
are prohibited even if they are not illegal
Complaint procedure with several
avenues for reporting
e.g., Supervisor, HR, Hotline, anonymous
reporting, dedicated website
D.
E.
Investigation
No retaliation
5
6. EMPLOYMENT
Employee Classification Categories
Background and Reference Checks
Internal Transfers/Promotions
Internal Transfers/Promotions
Nepotism, Employment of Relatives and Personal
Relationships
Progressive Discipline
Separation of Employment
8. Personnel Policies
What to Cover
Working Conditions
Confidentiality of employee, client and
organization records and information
Hiring and Firing
Grievance Procedures
Employee Growth and Development
Benefits
Employee Evaluation
9. WORKPLACE SAFETY
Drug and Alcohol Free Workplace
Ensure a safe, healthy, productive work
environment
Organizations receiving $100,000+
federal funds must have drug-free
workplace policy that includes a drug
awareness program
Employer can require drug-testing under
most circumstances
10. Contracts and Consultants
Page 1-4
Based on language in OMB
A-110
Helps prevent single source
bidding and ensures a more
fair contracting procedure
Maybe required if your
organization receives
federal funds
Can stave of unflattering
stories
11. Harassment/Sexual
Harassment
Will not condone, excuse or tolerate
harassment based on gender, sexual
preference, race, color, religion,
national origin, marital status, age,
disability or any other characteristic
protected by law
Establish procedure for reporting;
allow reporting to several people
Investigate promptly and take action
Have a bypass for the Executive
Director
Avoid language that discourages
complaints
12. Conflict of Interest
Page 1-7
Applies to:
– Financial interests
– Personal benefit or advantage
due to relationship
Applies to employees &
volunteers; can use same policy
for Board of Directors
Disclosure required
Interested party abstains from
vote or removes themselves from
the decision-making process
14. Hiring and Firing
Hiring:
• Background checks and
interviewing
• Classify employee positions
• Determine whether employee is
exempt or nonexempt
• Provide employee with job
description
15. Hiring and Firing
Firing:
• Have a written policy
• If provide for progressive
discipline, make sure you
preserve at will employment
16. Grievance Procedures
Cover violations of policy, unfair
treatment with regard to
wages, promotion, termination, wor
king conditions, etc.
Policy must be in writing
Sarbanes Oxley requires all
organizations to publish a grievance
or Whistleblower policy; INSERT
STATE LAW IF APPLICABLE TO
NONPROFIT ORGANIZATIONS
17. Employee Growth and
Development
Conferences and Meetings for employees (p.6-4)
Set a budget
Make only rare exceptions
Professional Memberships (p. 6-4)
Set a limit
Beyond limit, employee pays for him/herself
Tuition Assistance: (p. 4-8) Make sure that amount
is preset, certain grade is required and employee
must stay in job or pay back tuition
19. Employee Benefits
Objectives and Considerations:
• Employee recruitment
• Employee retention
• Who’s eligible and when
– Length of service
– Employee classification
• Does organization pay all/part of
premiums
• Dependent coverage
20. Employee Benefits
What do you offer?
Vacation leave
Sick leave
Paid Time Off
Long-term, short-term disability
Medical, dental, vision insurance
Life insurance
Retirement plan
Survey
Other
• Credit union membership
• Discount club membership
• Tuition assistance
21. Vacation, Sick Leave,
and Paid Time Off
Vacation leave
Must have written policy or will
have to pay employee for all
accumulated leave
Should address how and when
vacation can be taken
Can increase based on
seniority
Sick leave
Many employees take when
not sick
Typically not paid out
Paid Time Off
Combines sick and vacation
leave
22. Employee Benefits
REMEMBER:
COBRA (Consolidated Omnibus
Budget Reconciliation Act of 1985)
requires:
Notification of entitlement to continue
participating in group health and/or
dental plan…
A sample COBRA Notification Letter is
located on FORMS Pages 16-19
23. Employee Performance
Evaluation
• Written Evaluations – Nonprofits have
an obligation to employees to a
regular (at least annually) written
evaluation.
• Ideally, nonprofit managers are
providing more regular feedback for
employees and praising excellent
work or providing suggestions for
improvement, as needed.
25. Evaluation
Recommendations
System in place for regular written
evaluation of employees by their
respective supervisor
Most organizations use a
combination of a subjective and
objective system
Board evaluates executive
director on an annual basis, at a
minimum
May have a three or six month
evaluation at the end of the
probationary or introductory
period
According to the Deparment of Labor, the rules in no way preclude employers from conducting drug testing programs in response to government requirements (i.e., Department of Transportation or Nuclear Regulatory Commission rules) or on their own independent legal authority. In addition, under some state laws, such as Maryland, pre-employment drug testing is allowed.