Handbook Employee - Goodwill Industries of San Diego ...

 
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Handbook Employee - Goodwill Industries of San Diego ...
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 3
Table 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
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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

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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.

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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)

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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.
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Relationships 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.

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Should 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.

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      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.

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Corrective 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 15
keep 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.

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Searches & 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

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other 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.
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   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”.

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Employees 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
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position 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
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increased 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
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of 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

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department 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.

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Safety 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.

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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

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