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The term “official” is defined as any client member of the Board of Directors or Supervisory Committee.
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Employment of relatives, by blood or marriage, or individuals who co-habit, will require prior approval by the CEO. No employee shall directly supervise a relative.
Part-Time Employees
This section of the Personnel Policy establishes administration and hourly rate guidelines for part-time (PT) employees. Part-time employees are personnel hired by the organization to supplement the full-time staff and scheduled for work on a reduced work week to meet the daily operational needs of the business.
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Health insurance is provided as per the summary plan description on file.
VACATION
Full-time employees earn vacation leave in accordance with their length of service. Part-time employees also earn vacation in accordance with their length of service on a pro-rata basis depending upon the average number of hours worked per week. The actual vacation days requested by an employee and granted by management will be at the convenience of the organization.
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- Injury or illness of employee
- Medical or dental care for the employee
- Illness or injury of an immediate family clientmember
- Maternity leave
An employee claiming sick leave for themselves or immediate family clients members may be required to justify the request by presenting medical documentation to the organization's designated representative. The organization reserves the right to have an employee examined by a physician appointed by the credit union in order to justify sick pay.
Management will discuss attendance records with any staff client member when the number of absences, sick and personal days are considered excessive.
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An employee not otherwise eligible in accordance with the policy stated above and who separates from HRTFCU service shall forfeit accrued unused sick leave and no payment shall be made to the employee.
PERSONAL DAYS
A maximum of three (3) days per year may be applied for personal reasons, i.e., driver's license renewal, personal business, etc. Personal days not used will be forfeited at the end of the year.
HOLIDAYS
The following holidays will be observed by the organization on an annual basis:
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In order to be paid for a scheduled holiday, the employee must be in a "paid" status by the organization the day prior to and the day following a holiday. Full-time employees will receive eight (8) hours of regular pay for a holiday. Part-time employees will receive pay in accordance with the number of hours regularly scheduled to work if the holiday falls on a normally scheduled work day.
APPEARANCE
Employees will dress in a manner that will project a neat, professional and pleasant image to the public. “Business Casual” attire is only permitted on Fridays, unless otherwise approved by the CEO. The CEO shall make all final determinations as to what is appropriate attire.
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- Management is responsible for monitoring the daily appearance of employees and their work areas, and shall reserve the right to discipline and/or send an employee home if they are not dressed appropriately for the workplace.
JURY DUTY LEAVE
The organization employees called to serve on jury duty must immediately give a copy of the Summons for Jury Duty to their immediate supervisor. The immediate supervisor shall have a right to request that the employee be excused or that jury service be deferred. If an employee is required to serve in response to the summons, the employee shall be paid the difference between jury pay earned and the employee's regular pay for a period not to exceed twenty (20) work days in a calendar year.
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For the purposes of this policy, the term "sexual harassment" refers to any unwelcome sexual attention, sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature when:
1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
2) submission to or rejection of such conduct is used as the basis for employment decisions affecting such individual; or
3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance; or
4) such conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment.
Examples of sexual harassment in violation of this policy include, but are not limited to, threatening adverse employment actions if sexual favors are not granted; unwanted and unnecessary physical contact; promising preferential treatment in return for sexual favors; excessively offensive remarks, including unwelcome comments about appearance, obscene jokes or other inappropriate use of sexually explicit or offensive language; the display in the workplace of sexually suggestive objects or pictures which create an intimidating or hostile work environment; and unwelcome sexual advances by clients or others when such advances are condoned, either explicitly or implicitly by management.
C) Enforcement of the Policy
Complaint Procedure
Any employee or applicant who feels that he or she has been a victim of sexual harassment is encouraged to report this perceived violation of policy immediately to the CEO or the Assistant General Manager or the Supervisory Committee if either the CEO or the Assistant General Manager is a party to the allegations.
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Retaliation in any form against a complainant who exercises his or her right to make a complaint under this policy is strictly prohibited, and will itself give reason for appropriate disciplinary action.
SMOKING POLICY
It is the intent [ENTER ORGANIZATION NAME HERE] to provide all employees with an environment free of all hazards. The policy [ENTER ORGANIZATION NAME HERE] is to provide a totally smoke-free environment.
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3. All prospective employees will be informed of these guidelines and of [ENTER ORGANIZATION NAME HERE] commitment to a smoke-free work environment.
DRUG AND ALCOHOL POLICY
[ENTER ORGANIZATION NAME HERE] will not tolerate alcohol abuse or the use of other intoxicants and mind-altering substances, including illegal drugs. Our employees may be required to submit to drug screens, blood alcohol tests, breathanalyzer tests and/or medical examinations upon reasonable suspicion of an employee's drug or alcohol use. The presence of alcohol in excess of the legal limits or the presence or any other intoxicants or mind-altering substances in the body is a violation of this policy. Refusal of an employee to undergo or cooperate fully with any of these tests is also a violation of our policy, and may result in disciplinary action up to and including termination of employment.
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Violation of any aspect of the Organization's Drug and Alcohol Policy will result in disciplinary action up to and including immediate termination.
EXCUSED ABSENCE/BEREAVEMENT
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Employees will be granted paid bereavement leave for the death of an immediate family clientmember, which includes spouse, children, parents, siblings, grandparents, step parents, grandchildren, and step children. Employees will be granted three (3) business days for funerals.
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