Handbook Employee - Goodwill Industries of San Diego ...
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Employee Handbook
2015 Last Updated 3/25/2015 Page 2
WELCOME
Welcome to Goodwill Industries!
You are now part of an organization serving the
San Diego community since 1930. Goodwill®
believes that work is a rewarding and beneficial
aspect of life. With this in mind, Goodwill places
great emphasis on work, the work ethic, and
helping everyone learn and grow in their chosen
career.
This handbook explains what you can expect of
Goodwill and what is expected of you. If you
have a question or do not understand any of the
information in this Employee Handbook, please
ask your supervisor or the Human Resources
Department.
We wish you every success as a result of your
work experience at Goodwill!
Warm Regards,
Michael S. Rowan
CEO
Last Updated 3/25/2015 Page 3Table of Contents Welcome Letter from CEO Page 3 History of Goodwill Industries of San Diego County Page 6 Purpose of Handbook Page 7 GISD’s Culture Page 7 Codes of Conduct and Ethical Behavior Page 8 Personnel Policies Page 9 Employment “AT WILL” Page 10 Equal Employment Opportunity Statement Page 10 Reporting Dependent Adult Abuse Page 10 Hiring Policy Page 11 American with Disabilities Act (ADA) Page 11 Privacy in the Workplace Page 11 Pre-Employment Screening for Substance Abuse Page 12 Background Checks Page 12 Nepotism Policy Page 12 Non-Fraternization Policy Page 12 Harassment & Discrimination Policy Page 13 Smoking Policy Page 15 Drug & Alcohol Policy Page 15 Reporting Use of Legal Drugs Page 15 Prohibited Conduct Under Drug & Alcohol Policy Page 16 Drug & Alcohol Testing Page 16 Searches & Consequences Page 17 Use of Goodwill Equipment (Computers, Telephones) Page 17 Termination of Employment: Quitting or Not Showing Up Page 18 Reporting a Problem or Violation of Company Policy Page 18 Whistleblower Policy Page 19 Complaints Page 19 Compensation Page 20 Employee Classifications Page 20 Performance Review & Performance Improvement Plan Page 20 Promotions and Transfers Page 20 Workday & Workweek Definitions Page 21 Payday Page 21 Overtime Page 21 Pay Increases Page 21 Payroll Deductions Page 22 Time Clock Use: Keeping Track of Hours You Work Page 22 Parking Page 22 Employee Benefits: Time Off Page 23 Holidays Page 23 Vacation Leave Page 23 Sick Leave Page 24 Safety Day Page 25 Leaves of Absence Page 25 Jury Duty Page 25 Personal Leave of Absence Page 25 Last Updated 3/25/2015 Page 4
Bereavement Leave Page 26 Military Leave\Military Spouse Leave Page 26 Family Care & Medical Leave Page 26 Employee Assistance Program Page 28 Employee Purchases and Discounts Page 28 Group Term Life Insurance Page 28 Group Medical Insurance Page 28 Group Dental Insurance Page 29 Retirement Plan: Tax Sheltered Annuity Page 29 Unemployment Insurance Page 30 Workers’ Compensation Insurance Page 30 Work Rules Page 30 Orientation of New Employees – On-Boarding Page 30 Employee Entrances & Exits Page 30 Employee ID Badge Page 30 Attendance Page 31 Breaks: Rest Periods & Meal Breaks Page 32 Personal Appearance and Dress Code Page 32 Personal Phone Calls & Visitors Page 33 Goodwill Property and Trash Policy Page 33 Gifts Page 33 Personal Belongings Page 34 Dealing With Unacceptable Behavior in the Workplace Page 34 Engaging in Unlawful Harassment or Discrimination Page 35 Not Doing Your Job Page 35 Failing to Comply with Company Policies and Procedures Page 35 Dishonesty Page 36 Ignoring Safety Procedures Page 36 Safety Page 37 Safety Tips Page 37 Daily Exercises – The Egoscue® Method Page 37 First-Aid Page 38 Communicable & Catastrophic Illnesses Page 38 Fire Prevention Page 38 Earthquake Preparedness Page 39 Emergency Action Plan Page 39 Other Important Safety Drills Page 39 Miscellaneous Page 40 Tuition Reimbursement Program Page 40 Learning and Development Page 40 HIPAA Page 40 Health and Wellness Page 40 Lactation Accommodation Page 41 Lost and Found Page 41 Updating Employee Records Page 41 The Human Resources Department Page 41 List of Store Locations and Phone Numbers Page 42 Last Updated 3/25/2015 Page 5
HISTORY Goodwill Industries® was founded in Boston, Massachusetts in 1902 by Dr. Edgar Helms, who ran a mission in the south end of Boston. He wanted to find a way to help the poor immigrants in his congregation get the things they needed to survive. He decided to go to the wealthier parts of town and ask people to donate things they no longer used or needed so he could give them away to people in need. When he brought the donations back to the mission, the immigrants told Dr. Helms that they did not want charity, but preferred to work for what they needed. Dr. Helms listened to the people, and then decided to hire them to repair and sell the donated items in the first Goodwill store. He used the money from the store sales to pay the workers so they could buy the things they really needed. This first Goodwill store provided the opportunity for these immigrants to experience the dignity of work- the pride of earning your own way; therefore, the philosophy of Goodwill was born on that day over one hundred years ago. Since that time, Goodwill Industries has grown dramatically and includes affiliated organizations in 24 foreign countries. San Diego’s Goodwill is proud to be one of 170 Goodwill Industries in several countries - each one a separate organization serving their local community. At the request of Dr. Helms, Myron Insko founded Goodwill Industries of San Diego County (GISD) in 1930 in a building at 16th and Imperial with only six employees. Today we have several retail stores, donation centers, several employment centers and over 1400 employees in San Diego County. We are a “non-profit” organization. Our annual revenue is used to support our programs and services that benefit the community, run our facilities and pay staff wages. Mike Rowan, who has been with us since 1982, is our Chief Executive Officer. Our Goodwill operates under the guidance of an unpaid volunteer Board of Directors formed by business and professional people in San Diego County committed to our purpose and business excellence. Our purpose is “Getting People Jobs.” We accomplish this by providing job training, and free job search assistance through our Community Employment Centers. We also have regular staff positions and community (supported) employment. All of our programs focus on the individual’s abilities, not on disabilities or barriers to job success. All of these good things are possible because the people of San Diego County trust us with their donations. People have trusted the integrity and dedication represented by the name “Goodwill” for a century. Every donation is handled with respect, because it represents the faith people have in Goodwill. You are now part of that legacy of trust and integrity. Last Updated 3/25/2015 Page 6
PURPOSE OF THE HANDBOOK This handbook is designed to make you familiar with Goodwill Industries policies and procedures as quickly as possible. It is important for you to read and understand the information in this handbook before you start your job. If you need assistance in reading or have any questions regarding the contents of this handbook, please contact the Human Resources Department at (619) 225-2200. This handbook is also available for viewing on the employee page of our website: www.sdgoodwill.org, The information in this Employee Handbook is intended to be used as a general guideline. It summarizes current Goodwill Industries of San Diego County’s policies and procedures as well as benefits. This information is regularly updated and your supervisor or department head can provide you with the most recent information. The contents of this Employee Handbook do not constitute the terms of a contract of employment. The Employee Handbook is updated annually. A copy is available at your worksite and also on Goodwill Industries of San Diego County’s website mentioned above. It is your responsibility and part of your job duty to read the Employee Handbook. If you have any questions, please contact the Human Resources department. GISD’s CULTURE: We believe at GISD that our diverse workforce is one of our greatest strengths. We have a strong commitment to our mission and values and assist all employees and participants to overcome their barriers and develop their strengths. Our Leadership Team is in agreement that our unique differences are essential to the culture of GISD. It is our ability to integrate individuals with disabilities and cultural differences throughout our organization that enables all employees to evolve. The integration of our mission into every worksite makes Goodwill a special place to work and distinguishes us from other organizations. In order to best assist our participants and those we serve we must ensure that we have the best qualified and trained staff possible, implement effective and efficient processes, maintain clean and well equipped facilities, and demonstrate excellent financial stewardship. Safety is a cornerstone of all that we do. We embrace these ideals and promote continuous improvement to enable our organization to be balanced and strong. (from GISD’s Cultural Diversity Plan) Last Updated 3/25/2015 Page 7
CODES OF CONDUCT AND ETHICAL BEHAVIOR
Our core values are Credibility: Each of us is expected to do what we say we will do.
This builds trust and confidence; Creativity: We are willing to try new things and hear
new ideas. This keeps us current and continually improving; and Collaboration: We
are different people, with different skills and abilities who work well together to get the
job done. This creates effective teams and synergy. We expect loyalty, commitment,
honesty and avoiding conflicts of interest in all business and communication
endeavors. We also expect all employees to treat one another with courtesy, respect
and consideration. We champion innovation, teamwork, customer focus and
continuous improvement. Good communication provides for good ethics and good
business. Accordingly, this policy will enhance our organization’s commitment to
getting people jobs. With these principles in mind, Goodwill Industries of San Diego
County has adopted the following Codes of Conduct and Ethical Behavior that apply
to everyone who is associated with our agency: all employees, including managers,
program participants, contractual workers or anyone who is professionally associated
with our organization (“all members”). All members of the organization are personally
responsible to follow the principles discussed in the code and the policies that apply
to their role within the organization.
Goodwill Industries’ Codes of Conduct and Ethical Behavior are not intended to cover
every situation that may be encountered, therefore all involved should comply with all
laws and regulations whether or not specifically addressed in the code.
Questions about the existence, interpretation or application of any law, regulation,
policy or code of conduct issue should be directed without hesitation to an
employee’s supervisor, the Director of Human Resources, the VP of Mission and
Support Services, or to the Chief Executive Officer.
All members of our organization should:
a. Obey the Law. All members of our organization are expected to conduct
business in accordance with all applicable local, state and federal laws
and regulations.
b. Exercise Professionalism at All Levels. All members of our
organization are expected to maintain a high degree of professionalism in
the workplace and activities related to Goodwill Industries of San Diego
County. Among other things, professionalism requires that these
individuals adhere to the performance and ethical standards of their
profession; work in a courteous and efficient manner; undertake
continuous efforts to improve relationships with the public, co-workers,
persons receiving services, and other agencies and organizations;
maintain a positive attitude toward work and Goodwill’s purpose; and at all
times, to represent Goodwill in a favorable manner in dealings with clients
and the public.
c. Exercise Respect Towards All Individuals. It is the position of Goodwill
Industries that all employees, including managers, program participants,
contractual workers or anyone who is professionally associated with our
organization contribute significantly to the organization and that their value
must be respected regardless of their status within the agency.
Last Updated 3/25/2015 Page 8Relationships between those individuals must be carried out in a manner
that is courteous and professional—and that enhance the agency’s
provision of quality services as it relates to persons receiving services
(program participants). All members are expected to set an example for
persons receiving services and to be sensitive to their needs. Persons
receiving services should work in an environment where they are free from
abuse, financial or other exploitations, humiliations and neglect.
Employees’ involvement with persons receiving services should always
occur in a professional manner.
I. Understand and Respect Diversity and Culture. Goodwill staff will seek
to understand the nature of social diversity, culture and its functions in
human behavior and society, recognizing that strengths exist in all cultures.
Knowledge of other cultures will enable Goodwill staff to provide services
that are sensitive to the differences among people and cultural groups.
II. Understand the Principles of Confidentiality. Employee information will
be considered confidential and as such will be shared only as required and
with those who have a need to have access to such information. The
records of the persons receiving services are the property of Goodwill
Industries of San Diego County and shall be maintained to serve the
persons receiving services. The information contained in the record
belongs to the person receiving services and therefore he/she is entitled to
the protection of that information as mandated under the Health Insurance
Portability and Accountability Act of 1996, also known as HIPAA. The
information of person receiving services is regarded as strictly confidential
and available only to authorized users such as employees who may be
providing care and to third party payers in order to facilitate reimbursement.
Personal information is never to be shared in public spaces about staff or
persons receiving services. Outside conversations related to persons
receiving services and Goodwill practices will be limited to professional
rehabilitation staff and in relation to his/her specific assigned job duties and
responsibilities.
Consistent with this policy, Goodwill Industries of San Diego County will not tolerate
any employee’s language, whether intentional or unintentional, that results in
harassment, discrimination or creation of an offensive work environment for anyone
because of his or her race, color, religion, national origin, age, sex, familial status,
sexual orientation, gender identity, disability status, veteran status, genetic
information or any other condition protected by state or federal laws.
Failure to comply with this policy will result in corrective action up to and including
termination from employment or association with Goodwill Industries of San Diego
County.
PERSONNEL POLICIES
Nothing in this Goodwill Employee Handbook or any existing or
future Goodwill policy alters your at-will employment status.
Either you or Goodwill is free to terminate the employment
relationship at any time, with or without notice and with or without
cause.
Last Updated 3/25/2015 Page 9Should any one or more of the provisions of ANY Goodwill policy or procedure be determined to be illegal or unenforceable, all other provisions of the policy or procedure shall be given effect separately from the provisions so determined, and the other provisions shall not be affected by the illegality or unenforceability. This handbook and a complete list of personnel policies can be found at www.sdgoodwill.org. EMPLOYMENT “AT WILL” California is an “at-will” employment state. “AT WILL” employment means that either you or Goodwill may terminate the employment relationship at any time with or without notice and with or without cause. Nothing contained in this handbook should be interpreted as a guarantee of continued employment. Any written or oral statement to the contrary by a supervisor, corporate officer, or other agent of Goodwill is invalid and should not be relied upon by any prospective or existing employee. EQUAL EMPLOYMENT OPPORTUNITY STATEMENT Goodwill Industries is an equal opportunity employer. All decisions regarding recruiting, screening, hiring, training, promotion, transfer, pay and any other conditions of employment will be conducted without discrimination due to race, national origin, ancestry, color, age, sex, religion, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information, or any other characteristic or condition protected by state or federal law. Employment shall not be affected by physical or mental disability where the employee is able to satisfactorily perform the essential duties required by the job. Goodwill Industries also is fully committed to assuring equal opportunity and equal consideration to all persons receiving services from our agency. In addition, all decisions made regarding the solicitation, selection, hiring or treatment of subcontractors, vendors and suppliers will be made without discrimination due to race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information, or any other characteristic or condition protected by state or federal law. REPORTING DEPENDENT ADULT* ABUSE (California State Law: Welfare Institutional Code, Section 15360) State law requires that you sign during your new employee orientation, a statement to make you aware that abuse of a dependent adult, in any way, is against the law. Any abuse will be cause for corrective action, which may include termination. Any supervisor, employee, or program participant who witnesses or suspects that an “elder” or “dependent adult” is being or has been “abused” must immediately report suspected cases to the Human Resources Department at (619) 225-2200, who will in turn, assist the individual to contact San Diego County’s Adult Protective Services agency (or other appropriate state agency). Last Updated 3/25/2015 Page 10
*Dependent Adult is considered to be any person living in California between the ages of 18 and 64, who has a physical or mental limitation(s) that restrict their ability to carry out normal activities or protect their rights. A dependent adult is also any person who has a physical or developmental disability or whose physical or mental abilities have diminished because of age. HIRING POLICY All applicants receive equal consideration without regard to race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information, or any other condition protected by state or federal law. The selection will be based on two things: Goodwill’s need for workers and your ability to perform the essential requirements of the job, with or without reasonable accommodations. Other job factors considered may include general aptitude, experience, education, physical abilities for the position and willingness to work the schedule required by our business. Because we are in the retail business, many positions require working on weekends and holidays. AMERICANS WITH DISABILITIES ACT (ADA) Goodwill Industries of San Diego County supports and complies with the Americans With Disabilities Act (ADA). Goodwill prohibits discrimination against individuals with disabilities in hiring, promotion, transfers, and other terms of employment provided that individual is otherwise qualified for the position and able to perform the essential functions of the position, with or without reasonable accommodation for that disability. Please contact the Human Resources Department at (619) 225-2200 if you have questions related to the Americans with Disabilities Act. PRIVACY IN THE WORKPLACE Goodwill Industries is committed to protecting your personal information, for example, your birth date, Social Security number, and making sure that the information you provide is kept confidential. Also, we will only collect personal information that is required to conduct our business operations and to comply with government reporting and disclosure requirements. Goodwill Industries is also committed to protecting the confidentiality of your protected health information (PHI) and making sure that the contents of any records created, received, or maintained by Goodwill Industries are only used or disclosed in accordance with the Goodwill’s policies and federal and state regulations. During the new employee orientation, you will be asked to sign a “Confidentiality Statement” – this form will be kept in your confidential Human Resources file. Everyone at Goodwill Industries with access to PHI is responsible for safeguarding its confidentiality, and for complying with all health information privacy policies and Last Updated 3/25/2015 Page 11
procedures. Individuals who violate any privacy policy or procedure may be subject to disciplinary action up to and including termination of employment. PRE-EMPLOYMENT SCREENING FOR SUBSTANCE ABUSE The final candidate for any position with Goodwill (regular, full-time, part-time, temporary, or program participants) will be required to participate in pre-employment drug testing. When filling any position, any offer of employment must be contingent upon a negative test result. The Human Resources Department is responsible for the pre-employment administration of drug testing. BACKGROUND CHECKS We require a criminal background investigation on all new hires (including regular, full-time, part-time, temporary, and participants in any training program). A DMV check will also be required for employees who drive on company time and/or company vehicles. We use a third-party administrator to conduct our background checks. Employment offers are contingent upon successful completion of driving and/or criminal background checks. It is also the policy of the company to treat all job applicants equitably in line with the company’s Equal Employment Opportunity policy and without regard to the applicants’ race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information or any other basis prohibited by federal, state, or local law. NEPOTISM POLICY In business, nepotism refers to the relationship between relatives in employment practices. “Relative” is defined as spouse, registered domestic partner, parent, grand- parent, child, sibling, in-law, uncle, aunt, niece, nephew or first cousin. Goodwill will not hire relatives for the same department or in a position where conflicts could happen. Related employees may work in different locations or departments. The same rule applies to present employees who marry each other. Goodwill policy does not allow us to place you in a job where you will be working for one of your relatives, for example, your supervisor and department head must be unrelated to you. The Human Resources Department will review the hiring or placement of individuals with relatives working at Goodwill on a case-by-case basis. NON-FRATERNIZATION POLICY Goodwill Industries of San Diego County is committed to maintaining an environment in which its staff, including regular employees, temporary employees, and program participants are safe and respected. Mutual respect among management staff, regular or temporary employees, and program participants is an essential Organizational Standard and expectation. Greatest attention must be taken that it is not in any way compromised. Last Updated 3/25/2015 Page 12
In an effort to promote these goals; All Managers, supervisors, and other positions of
power, influence and/or authority within Goodwill are prohibited from fraternizing or
becoming romantically involved with any subordinate employee who is within their
chain of command, or with any employee whose work environment is influenced
and/or controlled by them. All such romantic relationships between GISD employees
must be disclosed to their immediate supervisor and/or the Human Resources
Department immediately.
Employees who violate this policy will be subject to disciplinary action, up to and
including termination of employment.
HARASSMENT & DISCRIMINATION POLICY
Goodwill Industries is committed to providing a workplace free of harassment, and
discrimination based on race, gender, color, religious creed (except when determined
to be a bona fide occupational qualification), national origin, ancestry, age, veteran
status, marital status, registered domestic partner status, physical or mental
disability, sexual orientation, genetic information or any other condition protected by
state or federal law. Goodwill Industries strongly disapproves of and will not tolerate
any form of harassment or discrimination by any of its employees, customers or
vendors. Goodwill Industries will also make every effort to protect you from
harassment or discrimination by any non-Goodwill employee who may be present in
the workplace.
Definition of Harassment
Harassment includes verbal, physical or visual conduct that creates an
intimidating, offensive or hostile working environment or that unreasonably
interferes with job performance. Additionally, sexual harassment includes any
request or demand for sexual favors as a condition of employment or
continued employment. Some examples of sexual harassment include sexual
advances or suggestions; unwelcome sexually oriented remarks; dirty jokes;
the display or distribution of offensive photographs, offensive posters or
cartoons; and any unwelcome, intentional touching of the intimate areas of
another person’s body. Harassment may also include the unwelcome,
offensive racial or ethnic slurs, jokes, or other similar conduct.
Here are some examples of behavior that could lead to a harassment claim:
Verbal harassment:
Sexual comments, jokes, gestures, noises, propositions.
Cat calls or whistling in a demeaning manner with sexual
overtones.
Referring to an adult as "girl," "boy," "honey”, “sweetie”, or
“babe”.
Asking about sexual fantasies, preferences, or history.
Last Updated 3/25/2015 Page 13 Making sexual comments about a person’s clothing, body, or
looks.
Non-verbal harassment:
Sexual &/or derogatory comments about men/women on coffee
mugs, hats, clothing, posters, computer screens, etc.
Display of sexual pictures.
Making facial expressions, such as winking, throwing kisses, or
licking lips.
Making sexual gestures with hands & /or body movements.
Letters, email, posters, gifts, &/or materials of a sexual nature.
Invading a person’s body space, standing closer than
appropriate or necessary.
Physical Harassment:
Any physical unwanted touches.
Deliberate sexual touching or brushing up against, or leaning
over, or pinching.
Touching or rubbing oneself sexually around or in the view of
another person.
Purposely brushing up against a person.
Patting, goosing, caressing, or fondling.
Tearing, pulling, yanking, a person’s clothing.
Exposing oneself.
Reporting and Complaint Procedures
You should report any incident of harassment or discrimination, either by
Goodwill Industries personnel or by any other, to your immediate supervisor,
to any manager, or to the Human Resources Department. You are not
required to complain first to your supervisor. Supervisors who receive
complaints or who observe harassing and/or discriminatory conduct should
immediately contact the Human Resources Department. Every reported
complaint of harassment or discrimination will be investigated thoroughly,
promptly, and in a professional manner. The employee who raised the
complaint will be advised of the results of the investigation. In addition,
Goodwill Industries will not tolerate any form of retaliation against any
employee for making a complaint in good faith or cooperating in the
investigation of the complaint.
Last Updated 3/25/2015 Page 14Corrective Action
In the case of a Goodwill Industries employee, if harassment or discrimination
is established, Goodwill Industries will initiate corrective action, as appropriate
under the circumstances. Corrective action for a violation of this policy can
range from verbal or written warnings up to, and including, termination of
employment. Regarding acts of harassment or discrimination by individuals
who are not employed by Goodwill Industries, corrective action within the
reasonable control of Goodwill Industries, and as appropriate under the
circumstances, will be taken.
SMOKING POLICY
You may smoke ONLY during break times, lunch periods, and before or after work
hours. You may smoke ONLY in designated smoking areas. Smoking is not allowed
inside any Goodwill building, any Goodwill vehicle, inside donation center boxes,
in any retail store or in areas near donation storage.
Smoking is also not authorized in front of the stores
or when assisting customers or donors.
Smoking is prohibited in all other areas on
Goodwill property, including parking lots.
Electronic cigarettes (e-cigarettes), including Electronic Vaping devices, Personal
Vaporizers (PV), or Electronic Nicotine Delivery System (ENDS) should follow the
same guidelines as traditional tobacco cigarettes.
DRUG AND ALCOHOL POLICY
In accordance with the philosophy of Goodwill Industries of San Diego
County, the use of non-prescription drugs and alcohol in the workplace
is completely unacceptable and we maintain a zero tolerance policy. In
addition, the OSHA (Occupational Safety and Health Act) mandates
that Goodwill takes appropriate action to maintain a safe work
environment. It is our belief that drug and alcohol use poses serious
safety and health risks, not only to the user, but also to all co-workers,
customers, donors, and vendors.
Drug and alcohol consumption has been shown to result in excessive absenteeism
and tardiness, to cause serious mood and behavior changes in individuals, and to
adversely affect both the quality and quantity of work that an individual produces.
Therefore, Goodwill has established the following policy with respect to drug and
alcohol use, and this policy will apply to your employment.
Reporting Use of LEGAL Drugs
If you feel, or have been informed that the use of a legally prescribed
medication may present a safety risk to you or to others, or may impair your
job performance, you are required to report such drug use to management
before you begin work, or when you begin taking new medication. You must
Last Updated 3/25/2015 Page 15keep all prescribed medicine in its original container, which identifies the drug,
date of prescription, and the prescribing doctor. This protects you and
Goodwill as well.
Prohibited Conduct
It is important to remember that you may be terminated for violating Goodwill
policies or procedures. Goodwill policy states that employees are prohibited
from engaging in the following actions while on Goodwill premises and/or on
Goodwill business, and/or in Goodwill supplied vehicles, and/or during
scheduled working hours.
Failure to report to management the use of a prescribed or over the counter
drug which may alter your behavior and/or physical or mental ability;
Coming in to work smelling of Alcohol;
Refusing to sign a statement agreeing to abide by Goodwill’s Drug and Alcohol
Policy;
Failure to keep a prescribed medicine in its original container; and
Failing to adhere to the requirements of any drug or alcohol treatment or
counseling program in which you may be enrolled;
Refusing to consent to testing or to submit an urine, blood or breath sample for
testing when requested by management; Refusal to take a drug test equal a
positive drug test;
Switching or adulterating any urine sample submitted for testing (for example,
using someone else’s sample, or adding something to the sample to change
the result);
Being under the influence of an unauthorized controlled substance, illegal drug
or alcohol;
Use, possession, manufacture, distribution or sale of illegal drugs or drug
paraphernalia;
Use, distribution, dispensation or sale of alcohol;
Storing any controlled substance or alcohol, any illegal drug or drug
paraphernalia in a locker, desk, personal bag/backpack/purse, automobile,
truck, tool box or other repository on Goodwill premises;
Conviction under any criminal drug statute for a violation occurring in the
workplace.
Drug & Alcohol Testing
When Goodwill suspects that you might have violated Goodwill’s Drug and
Alcohol policy, or are under the influence of alcohol or drugs, or have been
involved in (or contributed to) an accident/injury on the job, Goodwill may
require you to submit an urine, blood and/or breath sample for alcohol and
drug testing.
A conclusive positive drug test for alcohol or illegal drugs will be in violation of
this policy and will result in termination of employment. Refusal to take a
drug/alcohol test is the same as a positive test and will also result in
termination of employment.
Last Updated 3/25/2015 Page 16Searches & Consequences
Goodwill may search its facilities or property (including storage areas, lockers,
or desks), without notice, at any time, for any reason. Your cooperation and
consent to such searches is required as a condition of employment.
Searches of employees and their personal property during the workday may
also be requested when there is reasonable suspicion that the employee may
be in violation of this or any other Goodwill policy. Clothing, purses, packages,
food containers, motor vehicles (including employee motor vehicles) and any
other areas on, or adjacent to Goodwill property where alcohol or drugs may
be stored or hidden may be subject to search when there is reasonable
suspicion of a violation of this or any other Goodwill policy.
Any items that would cause you to be in violation of this or any other Goodwill
policy should be left at home, and not brought to work. Employees do not
have a reasonable expectation of privacy in any Goodwill vehicles, lockers,
storage areas, desks or room used to store employees’ personal property, nor
in any personal belongings or automobiles brought onto Goodwill’s premises.
Compliance with the Drug & Alcohol Policy
Compliance with Goodwill’s Drug & Alcohol policy is a condition of
employment. If you are NOT willing to consent to these types of tests or
searches, you may sign a Voluntary Quit form before the search is completed.
USE OF GOODWILL EQUIPMENT (Computer System
and Telephones)
Some jobs at Goodwill require the use of, or
access to a computer system (including
without limitation software, hardware,
electronic mail (e-mail) and access to the
Internet (“the Computer System”), and/or
require the use of a business telephone,
cellular telephone, laptop, USB drive,
wireless card, voice mail system, photographic
camera, and other Goodwill-owned property,
equipment, or systems.
These items and services are to be used for legitimate business-related purposes.
You are not allowed to install any software in any Goodwill computer at any time.
You are not allowed to use another person’s login and password to access or create
any program, file, message, or record. You are not authorized to change company-
issued e-mail password without authorization from the Information Technology
Department.
Goodwill, at any time, in its sole discretion, may monitor and record telephone
conversations, and may retrieve, review, read, copy, disclose and use any data,
history, or information in the Computer System, any voice mail messages, and any
Last Updated 3/25/2015 Page 17other incoming or outgoing messages using Goodwill facilities, equipment or
services. Employees shall have no reasonable expectation of privacy in any data or
information on the Computer System, in any messages sent to or received from
others through the Computer System, in any conversations on company owned
telephone, or in any voice mail messages sent to or received from others.
You will be expected to cooperate in any request or attempt by Goodwill to retrieve,
review, read, copy, disclose and use any data or information in the Computer
System, voice mail system, and/or to monitor or record telephone conversations.
Violation of this policy can result in corrective action, up to and including termination
of employment.
TERMINATION OF EMPLOYMENT: QUITTING OR
NOT SHOWING UP FOR WORK WHEN SCHEDULED
If you are scheduled to work, and do not show up for work, and you did not call and
speak to your supervisor (according to Goodwill procedures) during three (3)
scheduled work days, Goodwill will assume that you have abandoned your job. This
means that you are no longer interested in working for Goodwill; you are considered
to have voluntarily quit your job. This is a voluntary termination. Remember, if you
plan not to be at work for any reason, YOU must speak directly to your supervisor as
soon as possible. You may not have a friend or relative call for you.
If you decide to quit your job at Goodwill, we would appreciate at least two weeks
notice in writing. Please use Goodwill’s “Voluntary Quit” form, which is available
online, from your supervisor, or the Human Resources Department. Before you
leave us, you must return all Goodwill property such as uniforms, keys, gloves, map
books, gas cards, cell phones, laptop, etc. If your new employer wants to verify that
you worked at Goodwill, ask them to contact our Human Resources Department. If
you are an exempt employee, we would appreciate at least four weeks notice.
REPORTING A PROBLEM or POLICY VIOLATIONS
If you hear, see, or become involved in any situation that may be in violation of the
law or Goodwill’s policies or procedures, or a situation where you do not feel safe, it
is your responsibility to let us know what happened as soon as possible. You may
choose the way you want to tell us. Please try to follow your chain of command,
whenever appropriate; for example: your supervisor, your Department Head, the
Human Resources Department and the Goodwill’s CEO. Here are some ways to
report a problem:
You may talk it over with your immediate supervisor, Department Head or the
Human Resources Department;
You may write down what happened and turn it in to your supervisor, Department
Head or the Human Resources Department or:
You may leave a voice mail on our HOTLINE at 619-225-2324. You do not have
to leave your name on the voice mail, but be sure to be very specific about what
happened; for example: the date it happened, the names of the persons involved,
and exactly what occurred from your point of view.
Last Updated 3/25/2015 Page 18 You may send an anonymous e-mail using the Comment & Suggestion Box under
Employee Sign In on our website www.sdgoodwill.org
You can mail what you observed to the attention of the appropriate person, for
example, your supervisor, Department Head, the Human Resources Department,
or CEO.
To report alleged mismanagement or fraud related to government funding
received by Goodwill to run certain programs, you should contact our Corporate
Compliance Officer (CCO) at (619) 225-2200, ext. 119 or you can email:
compliance@sdgoodwill.org or write down what you observed and mail it to our
CCO at our corporate offices.
WHISTLEBLOWER POLICY
Any employee who has complaints or concerns with respect to accounting controls,
auditing matters, mismanagement of Federal or State Funds is strongly encouraged
to report such a complaint or concern to Goodwill Industries San Diego County’s
Audit Committee. Such submissions may be directed to the attention of the Audit
Committee or any member of the Audit Committee.
To file a complaint or concern to the Audit Committee, an individual should provide
details in writing to the Chair of the Audit Committee or a member of the Audit
Committee by sending information to:
Judge David Gill, Chair
Audit Committee
c/o Goodwill Industries San Diego County
3663 Rosecrans Street
San Diego, CA 92110
COMPLAINTS
Problems, misunderstandings and frustrations may arise in the workplace. If you
have a complaint, you may use the procedure described below to resolve your
complaint. We take complaints seriously.
You will not be retaliated against for filing a good faith complaint under our policy. If
you feel that you have been retaliated against for filing a good faith complaint under
this policy, you should immediately notify the Human Resources Department.
You should initially direct your complaint to your immediate supervisor. You should
make every effort to resolve the issue directly with your supervisor. If the complaint
involves your own supervisor, you should address the complaint to the person who
supervises your immediate supervisor (in most cases a Department Head). In the
event the CEO is the subject of the complaint, you should direct your complaint to
Goodwill’s Chairman of the Board. For more detailed information on how to file a
complaint, please see the “Conflict Resolution (Complaints) Policy”.
Last Updated 3/25/2015 Page 19Employees or program participants who need assistance when filing a complaint, due
to a disability or limitation, may contact the Workforce Development Department for a
list of local advocacy agencies.
COMPENSATION
EMPLOYEE CLASSIFICATIONS
Full Time (Hourly and Exempt)
Hourly Employee: An employee who is hired for work that normally
requires 32 to 40 hours per week on a regular or irregular schedule. If you
are a regular hourly employee, you are eligible for all employee benefits
after a qualifying period. You will also be eligible for overtime pay under
state law.
Exempt Employee: Exempt employees are expected to work whatever
hours are necessary to accomplish the goals and deliverables of their
exempt position. Exempt employees are eligible for benefits after the
qualifying period, however are not eligible for overtime pay.
Part Time Employee
An employee who is hired for work that requires no more than 29 hours per
week on a regular or irregular schedule is considered a part-time
employee. Part-time employees are not eligible for Goodwill benefits, such
as health insurance, paid vacation, holiday, or paid sick leave, but they are
eligible to earn a Safety Day.
Temporary Employee
A temporary employee is one who is hired for a specific purpose or job for
up to six months. Transition from temporary to regular employment status
may occur only with the recommendation of the immediate supervisor, the
Department Head and Human Resources. Temporary employees are not
eligible for Goodwill benefits, such as health insurance, paid vacation,
holiday, or paid sick leave, but they are eligible to earn a Safety Day.
PERFORMANCE REVIEW &
PERMORMANCE IMPROVEMENT PLAN
You will receive written performance review(s) and/or a performance improvement
plan(s) from your supervisor each year or when needed. The purpose of the review
is to give and receive feedback on your work, discuss personal and departmental
goals and objectives, clarify expectations of your position, discuss development
opportunities and a possible pay adjustment/ merit increase. If you are not meeting
the essential functions’ expectations of you job, your supervisor might design a
Performance Improvement Plan in order to help you succeed.
PROMOTIONS AND TRANSFERS
Goodwill attempts to fill existing vacancies through promotions or transfers within our
organization, if possible. If you are a regular employee, temporary worker, or a
program participant who is considered to be “job ready”, you may apply for any open
Last Updated 3/25/2015 Page 20position provided you have the experience, knowledge or skills required for that
position. Goodwill Industries may also consider outside candidates to fill vacancies.
Job announcements are posted under Careers@Goodwill on our website
www.sdgoodwill.org as they become available. You may contact any Goodwill
Community Employment Center for assistance in applying online. If you are
interested in any of the positions posted, you may contact the Human Resources
Department for more information.
WORKDAY & WORKWEEK DEFINITIONS
The workday, for payroll purposes, begins at 12:01 a.m. (just after
midnight) and runs consecutively until midnight. The workweek starts
on Saturday at 12:01 a.m. and runs through Friday midnight. The
workweek for Security Guards working graveyard shift starts Friday at
11pm through Friday at 10:59pm.
PAYDAY
Employees are paid every other Friday at or before closing time.
Each paycheck covers the hours worked during the prior two
weeks. Each paycheck also includes a pay stub that shows your
gross pay, deductions, net earnings, as well as sick and vacation
balances. Your supervisor will give you your paycheck. If you
prefer, your check can be automatically deposited into your bank
account, and you can help the environment by opting to “Go
Green”. If you have automatic deposit and choose to “Go
Green”, you will not receive a paycheck stub, but will have
unrestricted access to payroll information online. Call the Human
Resources Department at (619) 225-2200 for details.
OVERTIME
If we are short of staff, or have a job that has to be completed by a certain time, your
supervisor may ask you to work overtime. Normally, you will be told in advance, but
sometimes circumstances may not allow advance notice. Do NOT work past your
normally scheduled time unless your supervisor has approved it!
For hourly employees, overtime hours are calculated by using the actual hours you
were on the job. Sick time, holiday and vacation hours that are paid, but not worked,
are not included in calculating overtime. Exempt (salaried/non-hourly) employees are
not covered by the overtime provisions and are not eligible for overtime pay.
PAY INCREASES
Each year at budget time, our Board of Directors makes a decision on whether or not
to approve annual wage increases based on our current financial situation. Individual
raises may be granted annually based on successful performance (merit) and
occasionally when an employee is promoted or hired for a different position with
Last Updated 3/25/2015 Page 21increased responsibilities. Your Department Head and the Human Resources
Department approve all increases.
PAYROLL DEDUCTIONS
Certain deductions required by law will be taken from your wages. These include:
State and Federal income taxes
Social Security taxes (FICA)
State Disability Insurance (SDI) and Family Leave payments
Medicare Tax
Any Wage Garnishments/Assignments (if applicable)
Other deductions will only be made at your written request. You can obtain more
information by contacting the Human Resources Department. Please allow several
weeks for any voluntary deductions to go into effect. Examples of these types of
deductions include:
Your share of group medical insurance or dental insurance premiums.
Your contribution to the 403b (Retirement) Savings Plan.
TIME CLOCK USE: KEEPING TRACK OF THE
HOURS YOU WORK
It is very important to use our systems to keep an accurate record of the
hours you work. You must clock in at your regular start time and clock
out at your scheduled stop time (unless prior permission has been
obtained from a supervisor). You may clock in within five minutes of
your start time; for example, if your start time is 8:00 a.m., you may
clock in at 7:55 a.m., but NOT earlier! However, if you clock in more
than five minutes after your scheduled start time you will be considered
late for work.
Depending on where you work, or what position you have, there are different ways to
record the time you work at Goodwill:
Using the Time and Attendance website;
Using a Tablet;
Using a cellular phone authorized by your supervisor;
Falsifying time records in any manner may be cause for corrective action up to, and
including, termination of employment.
PARKING
There are a limited number of employee parking spaces in our parking lots. When no
spaces are available, ask your supervisor for alternative parking suggestions. Each
location has restrictions regarding employee parking, please contact your supervisor
for where to park at your worksite. If you work at our Rosecrans Corporate office,
you may NOT park in the store customer parking areas, in the parking spaces in front
Last Updated 3/25/2015 Page 22of the entrance to the corporate offices nor in the spaces in front of donation drop-off
area. You are required to register your vehicle with Human Resources and apply a
parking permit to your windshield.
EMPLOYEE BENEFITS
Holidays
Goodwill offers seven paid holidays during the year. Temporary and part-time
employees are not eligible for holiday pay. Holiday pay is pro-rated based on total
hours worked (and/or hours paid) during the pay period in which the holiday occurs.
Employees who are absent the day before or after a paid holiday will not receive their
holiday pay, unless they are on approved paid leave or bring a valid doctor's note.
Goodwill observes the following holidays:
New Year's Day (Jan. 1st)
President’s Day (third Mon. in Feb.)
Memorial Day (last Mon. in May)
Fourth of July
Labor Day (first Mon. in Sept.)
Thanksgiving Day (fourth Thu. in Nov.)
Christmas Day (Dec. 25th)
Vacation Leave
As a full-time regular Goodwill employee you are eligible for
vacation leave. If you are a regular full-time 32 to 40-hour a week
employee, it is possible to earn up to 40 hours of paid vacation
each year during your first five years of continuous, uninterrupted
employment. After five years, the number of hours is doubled --
making it possible to earn up to 80 hours during your sixth year
of full-time continuous employment with Goodwill. The actual
number of hours you earn will be pro-rated based on actual
hours worked.
Supervisory positions, and different pay rates are subject to different vacation
eligibility and accrual rates, please contact the Human Resources Department for
more information.
When you are planning your vacation, be sure to submit a “Vacation Request” form
(available at all Goodwill facilities) to your supervisor as early as possible, and at
least two weeks before you leave on vacation. Both your supervisor and your
Department Head must approve the dates you have selected. If you are planning to
be off for at least 7 consecutive days, you may request an advance paycheck.
There are certain times of the year that you may not take a vacation because of peak
business time, for example, late December or early January. Your supervisor or
Last Updated 3/25/2015 Page 23department head will post blackout vacations dates during peak business times of the
year.
You cannot accumulate more than twice the amount of your yearly allotted vacation
time. For example, if you earn 40 hours of vacation per year, accrual stops at 80
hours. Employees who earn 80 hours of vacation per year, accrual stops at 160
hours. Once the limit is reached, you will NOT earn any more vacation time until you
have used some or all of the hours you have earned.
If you leave your job at Goodwill, you will be paid for any vacation time you have
earned but not used. If you leave Goodwill’s employment and are later rehired, you
will earn vacation leave at the same rate and eligibility guidelines as a new employee.
If you wish to take personal time off, you must first use all vacation hours and request
prior approval from your supervisor.
Sick Leave
The sick leave benefit is designed to help you take the
necessary time off if you are too sick to report for work, to visit
the doctor when you are ill, or to take care of preventive things
such as flu shots, annual check-ups or dental appointments. Sick
leave may also be used to take care of an immediate family
member who is ill (for example, your child, spouse, registered
domestic partner, child of your registered domestic partner,
parent). Sick Leave may NOT be used as additional vacation
time. If you are sick and cannot come to work, you must call your
immediate supervisor as soon as possible before the start of the
workday or shift. If your supervisor is not available, make sure to
ask for his/her assistant. If you cannot get hold of your
supervisor, please call the Human Resources Department at
(619) 225-2200 and they will make sure to notify your supervisor.
If you are a full-time regular employee, you may earn up to five days (or 40 hours) of
sick leave each year, based on the total number of hours you have worked. Eligibility
begins after 90 days of employment. You will continue to earn sick leave until you
have reached the maximum of 15 days or until you are no longer a Goodwill
employee. Sick time is to be used for illness, doctor/dentist appointments and to care
for an immediate family member who is ill. When you leave Goodwill’s employment,
your sick leave benefit will end on your last day of work, and you will not be paid for
any unused sick leave.
You may be required to provide proof of illness or medical treatment in order to be
paid for your “sick day”. For example, if you call in sick for five or more days, you will
not be allowed to return to work without a doctor’s note indicating that you are well
enough to come back to work. You may also be asked to provide proof of illness or
medical treatment if you are frequently absent due to illness.
Last Updated 3/25/2015 Page 24Safety Day Goodwill’s Safety Day is not a benefit. The Safety Day is part of our Safety Incentive Program. This program was designed to promote a safe working environment and to reward your department for working as a team. Your ability to receive a Safety Day depends on your Department’s eligibility requirements, check with your department Manager for details. The amount of hours you receive depends on the amount of hours you worked in the quarter. Your Safety Day must be taken within the three months following the quarter in which it was earned. Your supervisor must approve your safety day. LEAVES OF ABSENCE It is Goodwill Industries’ policy to grant leaves of absence on a non-discriminatory basis for eligible employees. Leaves of absence will be considered in cases of medical disabilities, family care needs, personal emergency, military duty, jury duty or bereavement. For leave of absence eligibility please contact the Human Resources Department. Before going on a Leave You must complete a Leave of Absence Request form and submit it to the Human Resources Department. You can obtain this form from your supervisor or from the Human Resources Department. The Human Resources Department is authorized to approve or deny a leave of absence request. The leave of absence form and any other documents should be submitted at least two weeks before the leave of absence begins, except in emergency situations. Contact the Human Resources office for information. While on a leave of absence, you will remain on our employee roster. When you return from a leave of absence, you will normally resume the job you previously held or be assigned to a similar job. Please contact Human Resources for specific details. Jury Duty Goodwill Industries encourages all employees to fulfill their civic obligation if called to do so. During periods of absence for this purpose, Goodwill will pay your normal weekly pay (up to 30 days pay within the calendar year). If you receive notification to report for jury duty, you must immediately tell your supervisor and the Human Resources Department. You must also let your supervisor know immediately of the anticipated length of time for which you may be on call, held for jury examination or empanelled. If you are excused before noon on a scheduled workday, you must report for work. If you are on a jury throughout the week and are regularly scheduled to work on Saturday or Sunday, you must work on those days. Personal Leave of Absence Please contact Human Resources for policies regarding eligibility for personal leave of absence. Last Updated 3/25/2015 Page 25
Bereavement Leave You are allowed up to one week (five working days) of unpaid bereavement leave provided the death occurs in your immediate family. Immediate family consists of: spouse, children, parents, registered domestic partner, registered domestic partner’s children, sisters, brothers, grandparents, current parents-in-law, and stepparents. Military Leave/ Military Spouse Leave Please contact Human Resources for policies regarding eligibility for military leave of absences. FAMILY CARE & MEDICAL LEAVE We will grant Family Care and Medical leave to eligible employees in accordance with Federal and State Laws. This section provides an overview of Goodwill Industries and your obligations, but is, in no way, intended to increase or diminish the obligations set forth under Federal and State Laws. Employee Eligibility If you have been employed by Goodwill Industries for at least 12 months and have completed at least 1,250 hours of service during the 12-month period immediately preceding the start of the leave, you are eligible for unpaid Family Care and Medical leave. Goodwill Industries will grant you Family Care and Medical leave, provided you meet the requirements outlined above, in the following circumstances: (1) for birth of child and to care for the newborn child; (2) for adoption of a child or the placement of a child in your foster care; (3) for the care of your spouse, registered domestic partner, son, daughter, child of registered domestic partner or parent with a serious health condition; and (4) because of a serious health condition that makes you unable to perform the functions of your job. Amount of Leave If you are eligible you will be entitled to up to 12 weeks of Family Care and Medical leave in a 12-month period. California law allows employees to take "Paid Family Leave". “Paid Family Leave” is part of the State Disability Insurance (SDI) program; you may receive partial reimbursement of your pay for up to six weeks during any 12-month period. During your employee orientation you will receive a pamphlet regarding this insurance. Under certain circumstances, you may take Family Care and Medical leave on an intermittent basis. However you must make a reasonable effort to schedule your foreseeable intermittent leave based on planned medical treatment so as not disrupt Goodwill Industries’ operations. Notice and Certification If the need for the leave is foreseeable, you must provide Goodwill Industries with at least 2 weeks advance notice before the Family Care and Medical leave is set to Last Updated 3/25/2015 Page 26
You can also read
