Please contact your supervisor as soon as you become aware of the need for a FMLA Leave. Employees will be paid 50% of their credited but unused PTO. You are eligible for educational assistance for one course per semester. THE Y. Using these methods, employees and volunteers consistently monitor high-risk areas where sexual behavior between consumers is most likely to occur. Any act against the employer that threatens the financial or social position of the association. The YMCAs goal is to promote the health, safety and productivity of its staff members, to protect the YMCAs integrity and to safeguard the public interest. 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. WebFor Youth Development, Healthy Living, & Social Responsibility. Details of pay will be located on the Employee Home Page in UKG. If an electronic communication device is lost, stolen or damaged, the employee to whom it is assigned is responsible for its replacement. An employee or volunteer of the YMCA of Metropolitan Dallas who makes such a report will. Human Resources makes an error when processing payroll. Staff Identification, Our supervisors and administrators use scheduled and random observations of all programs, program locations and buildings; engage in spontaneous and scheduled conversations with employees, volunteers and consumers; conduct group and individual supervision and training meetings; and review program documentation, to ensure that safety standards are always in place. Acceptance and fulfillment of the safety and risk control responsibilities required in each job will be an integral step in accomplishing this goal. Although contributions are completely voluntary, this is a very important funding effort that we hope you will consider. Pursuant to federal, state, and local law, reasonable accommodations will be provided to individuals with known physical or mental disability if such accommodation would not impose an undue hardship on the company, and would enable the individual to apply for, or perform, the essential functions of the position in question. Management will share the results of its investigation with the staff member and immediately take any necessary corrective action. 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. If you are already a member of the YMCA team, this handbook should prove to be a useful reference. If such an arrangement cannot be achieved, the President/CEO will determine the continued employment status. Staff members must advise the supervisor of the approximate length of absence, and renew the notification if the absence exceeds the time stated. Any use of technology communication and information which is defamatory, obscene, offensive, harassing, or that discloses unauthorized information is contrary to purpose and intent and is subject to suspended access and the possibility of further corrective action. 2023 Summer Camps Learn More & Register! If you are to drive YMCA vehicles, your driving record will be checked with the Texas Department of Public Safety. 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. Submission to the conduct is an explicit or implicit term or condition of employment. All access to YMCA computer systems and programs will be controlled by the use of secure logons and/or passwords. Our goal is to foster a safe work environment and attitude of caring and concern for everyones safety and well-being. . Everett Family YMCA Careers at Self Esteem Brands, LLC. - Hireology Employees are to report any misuse of YMCA technology to the VALUES LINE 1-888-475-8376. For any delay beyond two hours, time not worked will be deducted retroactive to the beginning of the work schedule. Non-Exempt Staff Those staff members whose positions do not meet FLSA exemption tests and who are entitled to overtime pay, as required by federal and state law. This prohibition includes sexually explicit or offensive messages or images, cartoons or jokes, ethnic or religious slurs, racial epithets or any other statement or image that be construed as harassment or disparagement. EMPLOYMENT OF RELATIVESIt is the policy of the YMCA to allow close relatives and members of the same household, such as but not limited to spouse, children or parents, to be employed by the YMCA. The YMCA maintains a Medical and Dependent Reimbursement Plan for regular full-time staff members. Employees shall not place YMCA material or information of any kind on any publicly accessible Internet websites without the prior written permission of Management. Visual conduct such as leering; making sexual gestures; displaying sexually suggestive objects or pictures, cartoons or posters; suggestive or obscene letters, notes or invitations. This employee handbook is not inclusiveand is subject to change without notice at any time. Energistically fabricate an expanded array Eligible employees are entitled to: To be eligible for FMLA Leave benefits, you must: (1) have worked for the YMCA for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) work at a location where at least 50 employees are employed by the YMCA within 75 miles, as of the date the leave is requested. YMCA OFF DUTY RELATIONSHIPS RELEASE. PTO is accumulated on a per pay period basis. Complaints concerning the application of this policy must be reported immediately. This description of benefits does not create a contract for benefits. These resources are provided to facilitate the creation and communication of business-related data in the most effective and efficient manner possible. 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. Merit: A salary increase that recognizes a staff member's performance level. Find your fun. YMCA WebEmployee Handbook - EthicsPoint. Solicitation or any use of the Internet for personal gain is strictly prohibited. Assist in the identification of physical hazards (facility, vehicles, or grounds). Web25 communities, 40,000 program and facility members, 4,000 donors2,000 employees. Sending or receiving any data that may be construed to violate the values or policies of the YMCA. WebThe Camp Curtin YMCA is a youth- and community-oriented organization. All staff using the facility during non-work time must scan their facility card at the branch they use. This location may be the employees private office, if applicable. Exception: At year-end all expense and mileage reports must be turned in by the accounting year-end cut off. The official workweek for the YMCA is from midnight Sunday through a consecutive seven-day period to midnight Sunday. Fall Y Health programs are starting soon. If you feel or believe that our YMCA Values are being or have been compromised, call 844.992.4795 and report it. Employees are required to disclose to the YMCA any financial or other relationships with suppliers, clients or competitors that they may have. In the event an eligible employee became disabled and was unable to continue to work and qualified under the requirements of Long Term Disability Insurance Plan, benefits will be paid from the plan after ninety (90) days from beginning of the disability. Regular, full-time staff members are eligible for pay in lieu of notice of separation from employment when termination from employment occurs because of a release or lay off due to discontinuance of position and when no comparable positions for which they are qualified exist in other Branches or functional areas of the YMCA of Metropolitan Dallas. summer camp staff) All Dallas YMCA employees and their immediate families are eligible to join the credit union upon payment of the credit union membership fee. AT-WILL EMPLOYMENT The staff member and supervisor are to ensure that the job description is accurate and up to date. All employees may be subject to personal liability for any acts of harassment they commit. The Y is the nations leading nonprofit committed to strengthening communities through youth development, healthy living and social responsibility. A staff member may be required to take PTO on a holiday if there is no work for the employee in their department or the branch is closed. Suspension All suspensions with or without pay are to be approved by the Vice President of Human Resources. When one close relative or member of the same household would supervise or evaluate the other. for program participants under the age of 18 years outside of YMCA activities. Payment will be made through your regular payroll check and taxes will be withheld. Your Way. All employees are encouraged to fulfill their civic responsibilities and to vote in official public elections. Staff will not verbally, physically, emotionally, or sexually abuse a child. As a Y Member, you're part of our Y family. Random On-Site ObservationsOff-Site MonitoringEntering and Exiting Programs. YMCA Planned PTO for holidays should be scheduled as early as possible (preferably at the beginning of the year). OUR IMPACT Misuse of or improperly obtained prescription drugs are also prohibited. Staff member benefits represent a significant part of a staff members compensation package. Colorado Workplace Public Health Rights. Proper discipline is to be constructive, not destructive and should strive to build and reinforce a positive staff member-employer relationship. The YMCA recognizes that the quality of its work is directly related to the continuing career growthand training opportunities for staff members. Employees should not engage in any deceptive practices to obtain private information or use any obtained information in a discriminating manner. Examples of prohibited. interest interferes, or appears to interfere, with the interests of the YMCA. YMCA of NWNC Employee Handbook - YMCA of Northwest Once requested, Managers should approve or reject the request as soon as possible. Anyone who engages in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. Join today and receive a $0 Join Fee and 15% off Any harassing or discriminatory behavior towards fellow staff members, members, guests or YMCA participants. Dependent Family Members Spouse or Partner and child (per IRS guidelines the, child must be either younger than 19 years old or be a student and younger than 24 years old), The process to initiate setup of the staff membership benefit will start with the employee completing a S, The YMCA maintains a Medical and Dependent Reimbursement Plan for regular full-time staff members. YMCA reserves the right to check and/or verify an employees driving record both prior to and throughout employment. A referral can be a former employee of the YMCA of MetropolitanDallasif the former employee has not been employed with the YMCA of Metropolitan Dallas for at least a year and is eligible for rehire. Utilizing hiring and employment practices that are free of bias. Staff members who believe they have been erroneously compensated must immediately notify Human Resources in writing regarding the suspected error so management may promptly and effectively investigate the discrepancy. (i.e. Once completed, forms should be printed to provide signatures then sent to the appropriate department. Abusive or obscene content in communications is strictly prohibited. Employees may not give out their personal email addresses or links to their personal social networking profiles, blogs or websites to program participants. See additional dress code guidelines for specific positions in Aquatics, Health & Wellness, and Association Maintenance/Branch Maintenance. Any employee of a participating YMCA can participate in a Tax Deferred Savings Plan by opening a Tax Deferred Savings Account regardless of their age, length of service or hours worked. Long Term Disability insurance coverage will be provided at the expense of the YMCA of Metropolitan Dallas as a benefit for all regular, full time employees after six (6) months of full service. WebEvery YMCA Summer Camp experience is as unique as the child it nurtures, so we created these helpful handbooks to make you feel more confident and excited about your YMCA YMCA of Central Stark County. 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. Social media sites may reveal protected characteristics regarding potential candidates that may not be used in making employment decisions. All employee expense reports and mileage reports must be properly submitted for payment within a maximum of 45 days following the date the expense or mileage occurred. Your ePaper is waiting for publication! YMCA The Dallas YMCA takes childrens comments seriously. Staff can only take PTO for hours they are scheduled to work. YMCA branches located in the T. Boone Pickens YMCA facility will provide parking to employees in commercial parking lots and facilities to the extent that space is available on a first come, first serve basis. However, close relatives and members of the same household shall not be hired or transferred under the following conditions. Other costs, such as textbooks, study tools, transportation, and meals will not be reimbursed. Planned PTO of more than 80 hours (two consecutive weeks) must be requested at least 60 days in advance and requires written approval of the supervisor, Executive Director and Vice President of Operations. Keep your area clean and orderly. Once the staff member reaches their maximum available allowed, accrual of hours stop. The distribution of mobile phones to YMCA employees is to provide quick and easy access for business related information and safety. Mandatory Reporting Requirements. The Y makes accessible the support and opportunities that empower people and communities to learn, grow and thrive. Find your Y. WebIntroduces youth to sports at the Y while fostering the values, skills and relationships that lead to positive behaviors, better health, and good sportsmanship. It would be impossible for the YMCA to outline every "do" and "don't," but rather, the policies represented here are intended to cover general requirements that are essential for the YMCAs operations. Developing programs that respond to the needs of its. Part Time staffs PTO will not accumulate greater than 65 hours. Employees should make every effort to avoid using the YMCA mobile phone for excessive personal use. OFF DUTY RELATIONSHIPS WITH CHILDRENOutside Contact. Confidential information such as performance or disciplinary communications should never be sent electronically. WebYMCA of NWNC Employee Handbook - YMCA of Northwest North EN. Welcome to the YMCA of Metropolitan Dallas. **Note: Part-time staff working in the SAS, Collin County Adventure Camp (CCAC), Camp Grady Spruce (CGS), and Association Office Health and Wellness (AO H&W) departments will have the option to choose their home branch due to work locations outside actual branches. If no solution to the situation has been reached to the satisfaction of employees after meeting with two levels of supervision and the Vice President of Human Resources, the formal employee appeals procedures is to be utilized. If a part time employee (must be working at least10 hours or teaching 2 classes per week) chooses to upgrade, the ROC will set them up with the upgraded membership. Although the federal and state laws sometimes have different names, the YMCA refers to these types of leaves collectively as FMLA Leave. No greater or lesser leave benefits will be granted than those set forth in such state or federal laws. Employees are expected to read this handbook carefully and to know and understand its contents. Staff member and the childs family or guardians have a relationship that predates your employment or volunteer position at the YMCA of Metropolitan Dallas. The YMCA reserves the right to amend its participation in the fund at anytime within terms and conditions of the plan. To promote safety and comfort for all, employees are expected to act appropriately at all times while working or volunteering in YMCA facilities and programs. Employees and volunteers will utilize monitoring and supervision best practices such as line of sight supervision, zone monitoring and listening and observing for inappropriate behaviors between consumers. This includes employment, babysitting, sleepovers and inviting children to your home unless one of the following conditions exist: In all of the above cases, the President/CEO must be notified, a release must be signed by the childs parent or guardian and the signed release must be in the staff members personnel file. When one close relative or member of the same household would supervise or evaluate the immediate supervisor of the other. Social media can take many different forms. The amount of the military pay is to be credited in the miscellaneous section of the time sheet. Planned PTO of less than 80 hours must be approved by the supervisor. Failure to cooperate could lead to termination. The YMCA The YMCA will comply with all applicable state and municipal voting time laws. Employees must protect the confidentiality of their passwords and are prohibited to share them with others. By approving your timecard, you are attesting to the best of your knowledge that the information submitted is complete and accurate. Outside Contact, This organization strongly encourages employees and volunteers to refrain from electronic communication and/or social media use with consumers. You are responsible for any inaccuracy or omission of which you are aware at the time the timecard is approved and submitted. Each employee has the right to request a copy of and/or view his/her personal records maintained by the YMCA of Metropolitan Dallas. Staff members who leave the employ of the YMCA but return within a 1 year period to a job classification that is equivalent to the previous position held will resume all benefits*. Staff will not accept gifts or money from children, parents or other participants, nor will staff give individual gifts or money to children, parents or other participants. WebThe YMCA of Middle Tennessee strengthens community by providing programs and services for healthy living, youth development and social responsibility. Many viruses disguise themselves as messages from friends, colleagues, or relatives, so if you are suspicious of an electronic mail message, delete it from your inbox without opening. Chain letters that are mailings with a request to recipients to continue distribution to others. If no solution to the situation has been reached to the satisfaction of employees after meeting with two levels of supervision and the Vice President of Human Resources, the formal employee appeals procedures is to be utilized. Under the auspices of the YMCA of the USA, the YMCA of Metropolitan Dallas works to accomplish the shared national cause of Nurturing Youth Development, Energizing Healthy Living and Inspiring Social Responsibility. All staff members involved in incidents that need to be investigated may be suspended with or without pay until appropriate action is determined. All data entered, created, received, stored or transmitted via YMCA equipment is considered YMCA property and is therefore subject to inspection, search and disclosure at all times by the Information Technology Department, Human Resources Department and YMCA Management. The YMCA welcomes and involves people of all ages from diverse cultures and backgrounds. YMCA Any disagreements with the official time detail record will be reviewed with the employees Supervisor, who will authorize any changes to timekeeping data. You will be required to furnish evidence that you are one of the following: An alien authorized to work in the United States, DRIVERS LICENSE CHECK / TRANSPORTATION POLICY. We are transforming lives of Huntsvillians in need - We need your help. The YMCA of Metropolitan Dallas reserves the right to routinely inspect all computer systems or mobile device owned by the YMCA or containing YMCA licensed software. Any monies paid to you by the court belong to you. If no solution to the situation has been reached to the satisfaction of employees after meeting with immediate supervisors, employees are expected to discuss the facts of the case with the next level of management. 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. You may contact the Vice President of Human Resources as the staff members representative to management at any time. Violations of this policy may result in disciplinary action, up to and including termination. The YMCA will provide employees with the use of a room or a private area, other than a bathroom or toilet stall, that is shielded from view and free from intrusion from coworkers and the public. Our goal is to foster a safe work environment and attitude of caring and concern for everyones safety and well-being. Unwelcome verbal, physical or visual conduct that affects tangible job benefits, interferes with an individual's work performance, or creates an intimidating, hostile or offensive working environment. Immediate action will be taken, up to and including termination, for violence in the workplace. Make-Up: Should not be excessive or distracting and should be consistent with YMCA values. All documents, spreadsheets and files generated through use of any YMCA computer system are the sole property of the YMCA of Metropolitan Dallas. buddy punching) is also considered a serious offense, with both employees subject to disciplinary action up to and including termination. There are three groups of employees subject to random testing in California. Help with compliance, and save time through payroll process improvements. The YMCA is committed to providing a safe and welcoming environment for all staff, volunteers, members and program participants. The sale, purchase, use, possession, and/or reporting to work under the influence of non-prescribed narcotics, hallucinogenic drugs, alcoholic beverages, inhalants, marijuana or other non-prescribed controlled substances (collectively referred to as Controlled Substances) while on the property of the YMCA is prohibited.
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