GSEM Employee Handbook 2022-2023

2022-2023 Employee Handbook

Girl Scouts of Eastern Missouri

2300 Ball Drive, St. Louis, MO 63146 314.592.2300

girlscoutsem.org

GIRL SCOUT MISSION Girl Scouting builds girls of courage, confidence and character who make the world a better place.

The Girl Scout Promise and Law is the cornerstone of our Movement. They are shared by every member of Girl Scouting. The Girl Scout Promise is the way Girl Scouts agree to act every day toward one another and other people, and the Law outlines a way to act towards one another and the world.

GIRL SCOUT PROMISE

On my honor, I will try:

To serve God* and my country, To help people at all times, and to live by the Girl Scout Law.

*The word “God” can be interpreted in a number of ways, depending on one’s spiritual beliefs. When reciting the Girl Scout Promise, it is okay to replace the word “God” with whatever word your spiritual beliefs dictate.

GIRL SCOUT LAW

I will do my best to be

honest and fair, friendly and helpful, considerate and caring, courageous and strong, and responsible for what I say and do, and to respect myself and others, respect authority, use resources wisely, make the world a better place, and be a sister to every Girl Scout.

1

TABLE OF CONTENTS

Pages

Introduction .............................................................................................................................................1 – 4 Girl Scout Mission, Promise, Law pg. 1 Welcome Letter pg. 4 Diversity, Equity, and Inclusion Commitment Statement pg. 4 Non-Discrimination pg. 4 Human Resources Philosophy pg. 5 Section 1: Employment at Girl Scouts of Eastern Missouri ....................................................................6 – 19 Anti-Child Abuse pg. 6 Anti-Nepotism pg. 6 Attendance and Tardiness, Hours of Work pgs. 7-9 Safe Harbor pg.9 Background Checks pg. 11

Code of Conduct pg. 11 Confidentiality pg. 11 Conflict of Interest pg. 12

Emergency Procedures pg. 12 Employee Categories pgs. 12-13 Employment-at-Will pg. 13 Immigration Reform and Control Act (IRCA), I-9 pg. 13 Inclement Weather or Adverse Conditions pg. 13 Information Technology pg. 13 Initial Employment Period pg. 14-15 Injuries at Work pg. 15 Mobile Devices pgs. 15-16 Motor Vehicle Checks, pg. 16 Photography and other Recording Devices pg. 16 Sexual Harassment pgs. 16-17 Social Media pgs. 17-18 Solicitation pg. 18 Substance Abuse pg. 18

Section 2: Staffing.................................................................................................................................... 19 GSUSA Membership pg. 19 Job Transfers and Promotions pg. 19 Volunteering pg. 19 Section 3: Compensation and Benefits...................................................................................................... 20 Direct Deposit pg. 20 Payment of Salary pg. 20

Performance Appraisals pg. 20 Merit Increase Guidelines pg. 20 Benefits pg. 21 Work from Home Guidelines for Employees pg. 21

Video/Camera Expectations pg. 22 Employee Development pgs. 22-23

Retail Shop pg. 22 Gift Cards pg. 22

2

Section 4: Time Off ..................................................................................................................................... 23 Bereavement Leave pg. 23 Civic Duty pg. 23 Victims Economic Safety and Security Act (VESSA) pgs. 23-24 Family and Medical Leave Act (FMLA) pgs. 24-29 Holidays/Office Closures pg. 30 Paid Time Off (PTO) and Extended Illness Bank (EIB) pgs. 30-32 Leave of Absence Policy pgs. 33 Volunteer Day pg. 33 Section 5: On the Job ............................................................................................................................... 34 Dress Code pg. 34 Disciplinary Process pgs. 34-35 Whistleblower Policy pgs. 37-38 Anti-Retaliation pgs. 38-3922 Section 6: Separation of Employment .......................................................................................................... 40 Consolidated Omnibus Reconciliation Act (COBRA) pg. 41 Resignation pg. 41 Separation Procedure pg. 41 Section 7: General Information ................................................................................................................ 42 Access Cards pg. 42 Break Room and Foods pg. 42 Bulletin Boards pg. 42 Carpools pg. 42 Children at Work pg. 42 Computer Resource Room pg. 42 Employee Records Access/Reference Replies pg. 35 Freedom from Violence in the Workplace pgs. 35-36 Open Door Policy pgs. 36

Computers pg. 43 Contracts pg. 43 Email/Internet/Telephone/Facsimile pg. 43 Emergency Information, Change of Address and/or Phone pg. 43 Equipment pg. 43 Federal Charitable Organization Exemption, 501(c)(3) pgs. 43-44 First Aid Kits pg. 44 Greeting Cards pg. 44 Holiday Decorations pg. 44 Inspections pg. 44 Jurisdictional Map pg. 44 Mileage Reimbursement pgs. 44-45 Operating Policies pg. 46

Organizational Chart pg. 46 Parking at the Council pg. 46 Reimbursable Expenses pg. 46 Safety and Emergencies pg. 46 Security pg. 46 Smoke-Free Environment pg. 46 Websites pg. 46

Section 8: Appendix ............................................................................................................................ 47 Appendix A: Jurisdictional map pg. 47

3

WELCOME TO GIRL SCOUTS OF EASTERN MISSOURI

We are pleased you are joining Girl Scouts of Eastern Missouri (the “Council,” “Girl Scouts,” or the “Organization”). You have been hired because we believe you share a commitment to our mission and can contribute to the achievement of the Organization’s goals. The Girl Scouts mission is to build girls of courage, confidence and character who make the world a better place. Our mission is best achieved through dedicated hard work and commitment from every employee, in a work environment that encourages employees to contribute their best. This employee handbook is provided so you can fully understand the Organization’s policies, goals, benefits, and expectations. It is also a resource to ensure best practices in management and fair treatment of all employees. Please read the following material carefully. It is your responsibility to understand the contents, and support is available if you need clarification. If you have questions, ask your manager, director, or a member of our Human Resources team. Again, welcome to Girl Scouts of Eastern Missouri. We are glad you are here! At Girl Scouts of Eastern Missouri (GSEM), we are committed to our future and what that looks like for all girls everywhere. We recognize that each employee and each member has unique experiences, perspectives, identities, and viewpoints that add value to our ability to create and deliver the best possible service to each other, our members, and our community. Given that our individual social, economic, and cultural identities shape and influence our experiences and perspectives, GSEM will do its best work by ensuring diversity in our workforce and membership. Our mission will be to foster inclusivity in our organization and create an environment in which all employees feel valued, included, and empowered and all girls and volunteers know they belong. For purposes of this Non-Discrimination Policy, any of the following is considered to be a “Protected Class”: race, color, religion, sex, age, national origin, disability, genetics, veteran status, gender identity, gender expression, sexual orientation or any other characteristic protected by applicable federal, state or local law. Girl Scouts of Eastern Missouri will: • Recruit, hire, train, promote and provide conditions of employment and volunteer opportunities, and access to services without regard to a person’s membership in a Protected Class • Be free of any discriminatory conduct relating to a member of a Protected Class, avoid exclusionary practices or harassment in employee relations, and in providing services or determining the clients it serves • Not in any way, implicitly or explicitly, promote, advocate or instigate an ideology or environment that pits groups of people against each other, or use threats, intimidation or violence to advance its causes • Provide an open-door policy to ensure any issue is addressed with the employee’s manager and/or the Chief Human Resources Officer. If the complaint involves the Chief Human Resources Officer, the concern should be addressed with the employee’s manager and the Chief Executive Officer NON-DISCRIMINATION DIVERSITY, EQUITY, AND INCLUSION COMMITMENT STATEMENT

4

The Chief Human Resources Officer has the overall responsibility to maintain effective enforcement of non discrimination and harassment policies. Each manager is responsible for handling any complaints in accordance with the policy and related procedures. Any manager who is informed of or receives a complaint must report it directly to the Chief Human Resources Officer or designee. If the complaint involves the Chief Human Resources Officer, the complaint should be reported to the employee’s manager, director, or Chief Executive Officer. Each employee is responsible for following established procedures to ensure their complaint is handled promptly and appropriately.

HUMAN RESOURCES PHILOSOPHY

Council employees are employed as strategic partners to promote Girl Scouts by directing and coordinating the goals of the Organization and by providing and administering the Girl Scouts program. The Council is committed to a work environment in which relationships are characterized by dignity, honesty, courtesy, respect, and equitable treatment. The Council strives to provide opportunities for participation, challenge, broadening experiences, individual development, and advancement. The Organization also provides a work environment in which employees receive support, recognition and appreciation for work well done. These Human Resource policies seek to reflect these commitments. The Council will follow all local, state, and federal laws regarding all employment matters, provide for appropriate interpretation, and ensure policies are adhered to. All regular full-time and part-time employees are expected to adhere to all policies. Any employee who acts contrary to these policies is subject to disciplinary action, up to and including termination. The terms specified in this handbook are based upon prevailing business conditions and subject to change based, upon evolving legal requirements and/or business considerations. With the passage of time, it may be necessary to revise, supplement, or rescind policies or portions of this handbook. Nothing in this Handbook is intended to create, nor does it create, a contract, either implied or explicit, The Council reserves the right to make such changes at its sole and absolute discretion.

5

SECTION 1: EMPLOYMENT AT GIRL SCOUTS OF EASTERN MISSOURI

ANTI-CHILD ABUSE Girl Scouts of Eastern Missouri supports and maintains environments that are free of child abuse and neglect. If an employee or applicant for employment has been convicted of child abuse, child neglect or any other child-related crime, Girl Scouts of Eastern Missouri will initiate an individualized assessment based on, among other permissible factors, the work to be performed by the applicant or employee, to determine whether the conviction warrants rejection of an employment application or termination of employment. Local, state or federal statutes that are more stringent may supersede the Organization’s policies. If you are under investigation for child abuse or neglect or any crime against a child, you are required to report this information to the Chief Human Resources Officer within three (3) days of notification you are being investigated. Girl Scouts of Eastern Missouri neither condones nor tolerates the following or any substantially similar conduct: • Infliction of physically abusive behavior or bodily injury upon children • Physical neglect of children, including failure to provide adequate safety measures, care and supervision in relation to Girl Scout activities, or • Emotional maltreatment of children, including verbal abuse and/or verbal attacks; or, substantially similar conduct. If an employee is under investigation for child abuse or neglect or any other child-related crime, the Council, in its sole discretion, may prohibit the employee from having contact with children in connection with their Girl Scouts of Eastern Missouri activities. The Council is committed to preventing child abuse and neglect, and complying with child abuse and neglect reporting requirements under state law. Missouri statues and regulations enforces by the Missouri Department of Social Services provide: “If any person with responsibility for the care of children has reasonable cause to suspect a child has been or may be subjected to abuse or neglect or observes a child being subjected to conditions or circumstances which would reasonably result in abuse or neglect, that person shall immediately report to the division.” Girl Scout employees are required to complete annual child abuse and neglect prevention training provided by the Council. All states require certain professionals and institutions to report suspected child abuse. Failure to report suspected child abuse can result in criminal and/or civil liability. All states require the report is made to some type of law enforcement authority or child protection agency. Reporting to a parent or relative will not satisfy the reporter’s legal duty under the statutes. If you believe child abuse or neglect has occurred, or if a child self-reports, call the Missouri State 24-hour hotline at 1.800.392.3738 and the Girl Scouts of Eastern Missouri Senior Manager, Risk Management at 314.592.2300. ANTI-NEPOTISM No employee, prospective employee, or applicant will be denied employment or the benefits of employment solely based on kinship with another employee. However, related employees cannot work in positions in which one employee can influence the work of the other or is in the management chain of the other employee, as determined by the Chief Executive Officer. This policy does not apply to seasonal camp staff employees. In this context, a related employee could be an immediate family member, extended family member, someone residing in the same household, or a domestic partner.

6

If employees become related after employment and a conflict as described in the above paragraph exists, or if reorganization creates such a conflict, one of the two employees is responsible for looking for a different position. Employees shall not be permitted to remain in their conflicting employment positions for more than three months from the date on which the conflict first arises. Requests for extensions are reviewed by the Executive Leadership Team on a case-by-case basis. HOURS OF WORK, ATTENDANCE, AND PUNCTUALITY

Regular attendance is very important for meeting the mission of the Council. The following section will detail our policies and guidelines related to attendance, timekeeping, and punctuality.

Hours of Operation Our regular office hours (when the Service Center is open to the public) are 8:30 am–5:00 pm, Monday–Friday. The Council’s official workweek for full-time staff is 7.5 hours per day (and one hour lunch), Monday through Friday, totaling 37.5 hours per week. Occasionally, office hours may be changed at the discretion of the Council to meet the varying conditions of its operations. Employees may request the opportunity to change their work schedules (within Council-defined limits) to better accommodate personal responsibilities. Subject o Council work assignments, the employee’s supervisor shall determine the hours of employment that best suits the needs of the work to be done by the individual employee. Attendance and Punctuality Attendance and tardiness are factors in the evaluation of job performance. Excessive absenteeism and tardiness cause inconvenience and undue hardship on other employees and the overall business operations. The Council recognizes that illness or other circumstances beyond your control may cause you to be absent from work from time to time. However, excessive unscheduled absences, tardiness and early departures may be subject to disciplinary action up to and including termination. If an employee misses three consecutive days of work without properly notifying anyone of their absence, the employee will be considered to have voluntarily resigned their position. Whenever you know in advance that you are going to be absent, you should notify your immediate supervisor. If your absence is unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later than one hour before you are due at work. In the event your immediate supervisor is unavailable, you should contact a member of the Human Resources team. If you must leave a voicemail, you should provide a number where your supervisor may reach you if need be. Exemption Status-Based Time Regulations The following section details time regulations for both exempt and non-exempt employees. Exempt and Non-Exempt statuses are first defined below: • Exempt Employee. An Exempt Employee is an employee who is paid on a salary basis and meets the qualifications for exemption from the overtime requirements of the Fair Labor Standards Ac t (“FLSA”). • Non‐Exempt Employee . A Non-Exempt Employee is an employee who is paid an hourly rate and does not meet the qualifications for exemption from the overtime requirements of the Fair Labor Standards Act (“FLSA”). NON-EXEMPT EMPLOYEE TIME REGULATIONS Non-exempt employees are required to clock in and out via Paycor. Non-exempt staff working offsite will clock in and out remotely or submit their hours worked to their manager via email. Regular hourly rates will be paid for all hours worked up to and including 40 per workweek; any hours over 40 will be paid at one and one half the employee’s regular rate of pay. PTO hours do not count as time worked for purpose of overtime calculations. Working in excess of 37.5 hours per workweek is considered “extra hours” and must be approved in advance by the immediate manager or department director.

7

Unpaid Meal Periods Employees are generally provided with a one-hour unpaid meal period(s) as follows:

• Less than six hours worked, no meal period provided • Six to nine hours worked, one meal period provided. • Over nine hours worked, one meal period plus an additional 30 minutes provided. Meal guidelines: • Employees may, based on Council and department needs and with their manager’s approval, elect to take the one hour meal period in smaller increments, over the course of their workday • Meal periods must be scheduled with the manager and are subject to departmental staffing needs. • In unusual circumstances, a meal period may be skipped, with prior manager approval, to allow a later arrival or earlier departure than regularly scheduled. • All meal periods are unpaid; work may not be done during this time. Missouri law does not require employers to provide employees a break of any kind, including a lunch hour. These provisions are left to the discretion of the employer and may be addressed by Council policy or contract. Additional Non-Exempt considerations: • On occasion, there are Council-wide all-staff events that warrant office closure for the entire day. If that event does not last all day, full-time, non-exempt employees will be paid regular time bringing the hours to 37.5 for the week, not to exceed 7.5 total hours for the day. • If an employee is scheduled to work more than 7.5 hours on the day an unexpected event occurs, such as inclement weather, the employee may be entitled to more than 7.5 hours pay for that day. Executive Leadership Team must approve any hours paid in excess of 7.5 hours for that day. • ALL HOURS WORKED MUST BE PAID, WHETHER OR NOT THE WORK IS PERFORMED OUTSIDE OF NORMAL WORK TIME OR SOMEWHERE OTHER THAN THE REGULAR PLACE OF WORK. EXEMPT EMPLOYEE TIME REGULATIONS Exempt staff do not complete timesheets. Exempt employees’ job duties, responsibilities, and salary place them in an executive, administrative, or professional capacity as defined by the Federal Fair Labor Standards Act and applicable state law. Exempt Employees will not receive additional compensation for hours worked in excess of 40 hours per week. Exempt staff have a designated “home base” or worksite. This is the Council office, a Council camp, or their home. Generally, employees work at their designated worksite. Exempt staff, especially those whose work is often done outside of the main office, are required to give their manager an anticipated schedule and access to their Outlook calendar so the manager knows the work being performed when working remotely. Flexible Work Schedules Employees will be considered for alternative work scheduling on a case-by-case basis in situations where flexible work schedules provide coverage for individual department operations at no detriment to customer service and quality output. Several alternative work schedule options are available to employees, such as: • Flextime, in which an employee works 7.5 hours per workday, but there is flexibility in an employee's set scheduled starting and ending times. • Four-day workweek • Eight and a half-hour day, half-day on Friday • Within one pay period, an employee may work up to 40 hours one week and 35 hours the next week, not to exceed 75 hours per pay period.

8

Managers are responsible for identifying if flexible work schedules are workable within the department. To determine whether an employee’s request for an individual alternative work schedule is appropriate, the manager must assess the impact to the customer, department, GSEM, and employee. Flexible work arrangements are not appropriate for all employees or positions and are not a universal employee benefit. Specific criteria may be set for individual departments based on customer service needs. CAMP STAFF WORK SCHEDULE Temporary Camp Staff are employed at the camp establishment and are considered seasonal-exempt staff. A. Employee Hours The camp is in operation twenty-four hours a day during the camp season, typically two four-week sessions, and staff members are on duty and/or call during that period except as described below: • Daily time of no less than two hours (including religious observation) away from assigned camp responsibilities will be scheduled with the immediate manager. Staff are to remain in camp unless prior arrangements are approved by the immediate manager and Camp Director. This free time cannot be scheduled during mealtimes. • Twenty-four hours (including religious observation) or more will be given each two weeks in blocks of not less than twelve hours. This time off will be scheduled with the immediate manager and approved by the Camp Director in order to ensure coverage of the camp at all times. • Except in limited circumstances, time off periods may not be combined and may not be scheduled on the opening day of a session or the last day of a session. • All staff members must report as designated by the Camp Director before leaving camp and upon returning to camp. Additional information can be found in the Camp Manual. SAFE HARBOR It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure employees are paid in compliance with all applicable state and federal laws for time worked and that no improper deductions are made, employees must correctly record all work time and review their paystubs promptly to identify and to report all errors. Employees must also not engage in off-the-clock or unrecorded work. Non-exempt Employees Non-exempt employees must report the total hours that they work each day by accurately clocking in and out or recording worked hours in Paycor. All employees must sign their timecard to verify the reported hours worked are complete and accurate (and that there is no unrecorded or “off-the-clock” work). All timecards must accurately reflect all regular and extra hours worked, any absences, early or late arrivals, early or late departures, beginning and ending times of meal breaks, and any other unpaid breaks. Any hours worked in excess of 40 hours per week will be paid at time and a half. At the end of each pay period, employees submit their completed timecard for verification and approval. When paystubs become available every other week, employees must verify their pay and if a correction is needed, immediately notify their manager, Human Resources or Payroll that they were paid incorrectly for all regular and extra hours worked. Employees should not work any hours outside of their scheduled workday unless their manager has authorized the unscheduled work in advance. Employees should not start work early, finish work late, work during a meal break or authorized rest break, perform any other extra, or overtime work unless they are authorized to do so and unless that time is properly recorded. Girl Scouts prohibits non- exempt employees from performing any work that is not reported

9

to the Council. Any employee who fails to report or inaccurately reports any work time will be subject to disciplinary action, up to and including termination. Compensable Work Time Employees who regularly perform work at a fixed location in one city, but who are given a work assignment in another city, are compensated for the travel time involved, less the time normally required to travel to their regular workplace. This includes travel time to a from our three camp properties. Example: Your normal regular commute is 40 minutes round trip to and back home from work.

30 minutes: Drive from your house to camp 30 minutes: Drive from camp to your house 60 minutes: Total commute time (40 minutes): Normal commute time 20 minutes Compensable travel time Exempt Employees

Exempt employees receive a salary, which is intended to compensate for all hours they may work for the Council. Although the Council may review and modify salaries from time to time, a salary is generally established at the time of hire or when an employee becomes classified as an exempt employee. Under federal law, salaries are subject to certain deductions. For example, absent contrary state law requirements, a salary can be reduced for the following reasons in a workweek in which work was performed: • Full day absences for sickness or disability, in accordance with the sick day pay plan and short- term disability insurance plan. • Full day disciplinary suspensions for infractions of safety rules of major significance (including those that could cause serious harm to others) • Family and Medical Leave absences (either full or partial day absences) • To offset amounts received as payment for jury and witness fees or military pay. • Unpaid disciplinary suspensions of one or more full days for significant infractions of major workplace conduct rules set forth in written policies. • The first or last week of employment in the event you work less than a full week. An employee’s salary also may be reduced for certain types of deductions, such as: an employee’s portion of health, dental or life insurance premiums; state, federal or local taxes, social security, or voluntary contributions to a 403(b) or pension plan. Employees are required to use accrued vacation, personal or other forms of paid time off for full or partial day absences for personal reasons, sickness, or disability. However, an exempt employee’s salary will be reduced for absences if they do not have accrued paid time off. It is a violation of the Company’s policy for any employee to falsify a timecard, or to alter another employee’s timecard. It is also a serious violation of Company policy for any employee or manager to instruct another employee to incorrectly or falsely report hours worked or alter another employee’s timecard to under-or over-report hours worked. If any manager or employee instructs another employee to (1) incorrectly or falsely under- or over-report your hours worked,

10

(2) alter another employee’s time records to inaccurately or falsely report that employee’s hours worked, or (3) conceal any falsification of time records or to violate this policy, report it immediately to the Human Resources Department. If you have questions about deductions from your pay, please contact Human Resources immediately. If you believe your wages have been subject to any improper deductions or your pay does not accurately reflect all hours worked, you should report your concerns to Payroll immediately. Girl Scouts will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Council’s investigation of such reports. BACKGROUND CHECKS Background checks will be conducted every three years for all staff members. Human Resources is responsible for tracking and maintaining this information on an annual basis, in addition to notifying the Manager of Customer Service so the membership database is updated. CODE OF CONDUCT The Council expects and requires honesty and integrity in all business interactions. Girl Scouting is founded on courage, trust and confidence and holds all employees to high standards in personal and professional conduct. The Council’s Code of Conduct encompasses: • Complying with the letter and spirit of all applicable laws, including Girl Scout Promise and Law Faithful adherence to policies, rules, regulations, and contracts • Dealing honestly, fairly, courteously, and respectfully with others • Respecting the Council’s ownership of all equipment, supplies, records, and proprietary information • Preserving confidentiality of information not otherwise available to persons or organizations outside the Organization • Declining all personal gifts of value greater than $50 from a current or potential vendor • Not accepting any outside employment with a vendor that could interfere with responsibilities to the Council and • Any information or authority derived from employment with the Council cannot be used for personal gain. Confidential Information learned while employed by the Council is the exclusive property of the Council and should be carefully guarded. “Confidential Information” includes, but is not limited to, non-public technical, business and financial information and plans, as well as private information about the Girl Scout movement, councils, customers, suppliers, and donors. Confidential Information must not be disclosed to unauthorized persons. Leadership Team members also sign a Conflict-of-Interest Agreement annually. Confidential Information is the sole property of the Council and may not be shared, altered, or removed upon termination of employment. Only designated individuals are authorized to speak on behalf of the Council. Any inquiry from the media should be directed to the Chief Executive Officer or the Chief Marketing and Communications Officer. CONFIDENTIALITY

11

CONFLICT OF INTEREST An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee, or a relative of that employee, as a result of the Council’s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. In this context, a relative may mean father, mother, child, sibling, spouse, grandparent, grandchild, corresponding in-law or step relation, domestic partner, or any individual who makes their home with an employee. If an employee has any influence on transactions involving purchases, contracts or leases, it is imperative they disclose these influences to the Council as soon as possible so safeguards are established to protect all parties. Personal gain is defined as an advantage or benefit that results from an employee or relative having a significant ownership in a firm with which the Council does business, or when an employee or relative receives a kickback, bribe, substantial gift or special consideration or benefit as a result of any transaction or business dealings involving the Council. Staff members shall not serve on the Board Development Committee, or as an Officer or Board Member. All newly hired employees shall sign a Board-approved “Conflict of Interest Statement” at the time of hire. All existing employees will sign a “Conflict of Interest Statement” annually. EMERGENCY PROCEDURES Make sure you know emergency procedures BEFORE an emergency occurs. Review the Girl Scouts of Eastern Missouri Staff Emergency Action Plan for the Girl Scout Service Center that you receive in New Employee Orientation (available on GSNET, Emergency Action Plan). The Organization strives to anticipate and manage any emergency situation. If an emergency results in media contact, the Council will respond to the news media in a timely and professional manner only through designated spokespersons. In the event of an emergency closing of the Council office, the announcement is placed on the Council hotline, 314.592.2321. EMPLOYEE CATEGORIES It is the intent of the Council to clarify the definitions of employment classifications, so employees understand their employment status and related rights, responsibilities, and privileges. Each employee is designated as either Non-exempt or Exempt based on the Fair Labor Standards Act (FLSA) and state wage and hour laws. Non-exempt employees are subject to the provisions of the FLSA including entitlement to overtime pay under the specific provisions of federal and state laws. Exempt employees are excluded from specific provisions of federal and state wage and hour laws. Employee Classification In addition to the above categories, each employee will belong to one of the following employee classifications: Regular Full-Time are employees hired to work 37.5 or more hours per week on a regular, non- temporary basis. Generally, regular full-time employees are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program. Regular Part-Time are employees hired to work less than 37.5 hours per week on a regular, non- temporary basis. Regular part-time employees may or may not be benefit eligible depending on the number of hours they are hired to work. Temporary employees, either full-time or part-time, hired as interim replacements, to temporarily supplement the workforce, or to assist in the completion of a specific project. Temporary employees are hired with the understanding their

12

employment may be terminated at the completion of a specific assignment. Temporary employees may be exempt or non-exempt. Temporary employees are not benefit eligible. Benefit Eligibility Regular full-time and regular part-time employees who are hired to work at least 30 hours or more per week on a regular basis are eligible for full benefits, subject to the terms, conditions, and limitations of each benefit. Certain benefits may be pro-rated for employees hired for less than 37.5 hours per week. EMPLOYMENT-AT-WILL This Human Resources Employee Handbook is not intended to and does not create a contractual relationship, either implied or explicit. All employees of the Council are employees “at will.” This means employment has no specific duration and employees may be terminated at any time, with or without cause. Employees are free to resign at any time for any reason; however, proper advance notice of two weeks for staff-level positions and three weeks for a leadership position is requested. No manager, director, or employee other than the Chief Executive Officer has the authority to enter into any agreement for employment for any specified period of time or to make an agreement for employment other than at will. By accepting employment and continuing to work for the Council, the employee agrees to the “at will” nature of the employment relationship. IMMIGRATION REFORM AND CONTROL ACT (IRCA), I-9 FORM The Council is committed to employing individuals who are legally authorized to work in the United States. Every new employee must provide proof of identity and the legal right to work in the United States; upon hire, the I-9 form must be completed along with required documentation. Former employees who are rehired must also complete this form. Employees are responsible for maintaining their eligibility to work in the United States while working for the Council. Every new employee’s I-9 status is verified through E-Verify. INCLEMENT WEATHER OR ADVERSE CONDITIONS Employees are expected to make every effort to report to work in the event of inclement weather or other adverse conditions. Employees unable to report to work must notify their manager per call-in procedures as noted in the Attendance and Tardiness Policy. Failure to report to work may be treated as an unscheduled absence, subject to the Attendance and Tardiness Policy. Decisions to close the Service Center due to inclement weather or adverse conditions are made by the Chief Executive Officer or designee. Employees are responsible for calling the Council Hotline at 314.592.2321. Decisions to close or operate under a late-start schedule are posted on the hotline by 6:00 am on the day of the inclement weather. The decision to pay employees scheduled to work during the closed period are made by the Chief Executive Officer. Employees already scheduled to take PTO on a day the office is closed due to weather will still be charged PTO hours for that day.

13

INFORMATION TECHNOLOGY This policy applies to all users of the Girl Scouts’ computers, networks, or systems. Girl Scouts’ “IT assets” (i.e.: email, Internet, networks, telephone, GSEM-provided cell phone, facsimile access, and file transfers, including, but not limited to, computers, electronic mail, and voice mail) are to be used only by Girl Scouts staff at all times. We understand and accept that incidental personal use will occur, within reason. Incidental personal use includes, but is not limited to checking on family situations, making personal arrangements, etc. Such use should be limited in nature and done on personal time (such as during breaks) rather than work time. All Girl Scouts assets are owned solely by and are the property of Girl Scouts. This includes, but is not limited to, email messages, stored files, and network transmissions. Employees should not have any expectation of privacy as to any non work-related data or information generated with, transmitted with, accessed through, or stored on Girl Scouts’ IT assets. Employees may not use Girl Scouts’ IT assets to: • Engage in any activity that is illegal under local, state, federal or international law. • Transmit, access, or download images, documents or texts involving derogatory comments of any kind, or insults that may be construed as illegally harassing or offensive to others. • Transmit or download copyrighted documents, images, games, or text belonging to third parties without the copyright-holder's express permission. • Transmit an unauthorized disclosure of confidential Girl Scout or client information to third parties. See more details in the Girl Scouts Data Privacy and Confidentiality policy located in the Operations Policy Manual • Deliberately introduce malicious programs into the Girl Scouts’ network or server (e.g., viruses, worms, Trojan horses, phishing, etc.) • Execute any form of network monitoring unless employee has responsibility for IT administrative duties and unless such monitoring has been assigned by an executive leadership member of GSEM. • Log into a server or account which the individual is not expressly authorized to access, unless these duties are within the scope of the employee’s regular duties; or • Circumvent user authentication or security of any computer, network, or account. For details about proper authentication and physical security related to Girl Scouts’ assets, please refer to the Password Policy and the Girls Scouts Physical Security Policy located in the Operations Policy Manual. Girl Scouts is committed to the legal and ethical use of all software. No software may be installed on Girl Scouts IT assets without proper licensing. Unauthorized installation, copying, or borrowing of copyrighted software is not permitted. Employees may not use email addresses issued by Girl Scouts to register on social networks or other online tools utilized for personal use. This policy includes all Girl Scouts locations and locations at which any employee may be working. Employees who violate this policy may be subject to disciplinary action, up to and including termination of employment. Communications originated, received, or stored on or through Girl Scouts’ systems are not the private property of the social media user. Girl Scouts reserves the right to monitor communications made with or on any Girl Scouts or client computer systems, or other IT asset, including monitoring access usage. Employees may encrypt their e-mail and files only with software approved by Girl Scouts. Girl Scouts may require a copy of any key or password necessary to access encrypted e-mail messages or files. INITIAL EMPLOYMENT PERIOD All employees of the Council are employees “at will,” and no promise is made or implied in this handbook (or any other policies contained herein) or otherwise of any specific employment term. In addition, the first six months of an employee’s employment with the Council are considered an Initial Employment Period. The Initial Employment Period provides time during which both employer and employee can assess the suitability of the employment relationship.

14

All employees are subject to company policies and procedures. The only exception to this is that during new employee’s introductory period, a formal corrective action or performance improvement process may be bypassed for performance-related issues that may result in employee dismissal. In no case is the completion of the Initial Employment Period a guarantee of continued employment or an implied employment agreement with the Council. For more information on “at-will”, refer to the Employment-At-Will policy on page 13. INJURIES AT WORK As required by law, all employees are covered by workers’ compensation insurance. If you are injured while working, you must report the incident to your manager and/or Human Resources within 24 hours of the occurrence. Even if you do not require medical attention, you must report the incident. In addition, you must complete an Incident Report Form (available on GSNET under Documents and Policies, Human Resources, Incident Report Form. For all emergency situations, such as a possible heart attack, uncontrollable bleeding, or unconsciousness, 911 should be called and the employee transported to the hospital by ambulance. For non-emergency situations, such as a fall and the employee sprains an ankle and is unable to drive, another employee may transport the individual. Arrangements for medical care must be made through Human Resources unless not available, then the employee’s manager. In the event the employee is not able to complete an incident report, it is the responsibility of the manager or HR to complete an incident report. See the “Emergency Action Plan” on GSNET. MOBILE DEVICES A mobile device is any electronic device used to remotely access the GSEM electronic systems, including email. This includes personally owned devices, or devices provided by GSEM for use by authorized staff. The following are examples of mobile devices: Smart Phones (i.e.: Android, iPhone); Tablets (i.e.: Xoom, iPad, Galaxy); Laptops; Notebook computers; etc. Staff is expected to: • Contact EPS Networks (Council’s outsourced IT service provider) (314.227.4700 or helpdesk@epsnetworks.com) for authorization prior to using any personal devices for GSEM business. • Keep mobile device in the staff member’s physical presence whenever possible and do not allow non-staff members to access the mobile device. • Never disclose their logon, password, passcode to anyone, including another staff member, or modify the device’s security configuration. However, employees can provide their login information to an authorized representative from EPS (Council’s outsourced IT service provider). • Make sure screens on mobile devices are not visible to others when in use Mobile devices must meet GSEM approved criteria to synchronize with Exchange, including: o The mobile device must be capable of being configured to meet the requirements of these policies. o The mobile device must be compatible with Microsoft Exchange. • Staff is to immediately report to EPS Networks (our outsourced IT service provider) (314.227.4700 or helpdesk@epsnetworks.com) if their mobile device is lost, stolen or sustains any unauthorized access. • Personally owned mobile devices (smartphones or tablets) will be purged of GSEM email if

15

lost/stolen/compromised, or when the owner ceases to be authorized to access GSEM electronic systems with the mobile device • GSEM reserves the right to terminate synchronization with Exchange or connectivity to the GSEM network at any time.

MOTOR VEHICLE CHECKS • The purpose of this Motor Vehicle Checks (“MVC”) policy is: (1) to verify the safe driving history of any staff member whose job duties warrant the use of a Girl Scouts owned/leased/rented vehicle or any staff member who regularly drives their personal vehicle for Girl Scouts business, on an average of one day per week or more; and (2) to verify the safe driving history of any volunteer who will be driving girls on a trip of at least 400 miles in distance. • Any eligible staff member or volunteer meeting the above criteria is required to provide the necessary information and authorization to complete a driving record check through Girl Scouts’ insurance carrier records. • Any staff member whose job duties warrant a MVC is hired provisionally until their MVC is approved. Meeting that requirement and maintaining that qualification is an on-going consideration of employment. Driving record checks are conducted every year for all staff members working in one of the designated positions. Contact Human Resources for a list of these positions. PHOTOGRAPHY AND OTHER RECORDING DEVICES Due to the potential for issues such as invasion of privacy (employee, volunteer and clients), sexual or other harassment, or protection of proprietary information, employees may not take, distribute, or post pictures, videos, or audio recordings online while on working time. Employees also may not take pictures or make recordings of work areas. Exceptions to this rule are 1) the rule concerning pictures and recordings of work areas would be to engage in activity protected by the National Labor Relations Act and 2) when taking, distributing, or posting pictures, videos, or audio recording online is part of an employee’s job responsibilities for the Council. SEXUAL HARASSMENT Sexual harassment is a form of discrimination. Sexual harassment of an employee by anyone, including any manager, co worker, vendor, supplier, volunteer or Girl Scouts member is strictly prohibited and will not be tolerated. While it is difficult to precisely define what may constitute sexual harassment, it is generally unwelcome physical or verbal conduct of a sexual nature that affects or interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. Sexual harassment may consist of unwelcome sexual advances, requests for sexual favors, physical abuse/molestation, and other verbal or physical acts of a sexual nature where submission to such conduct is made either explicitly or implicitly a term or a condition of an individual’s employment; where an employment decision is based on an individual’s acceptance or rejection of such conduct; or where such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive working environment. Such actions can include, for example, inappropriate or overtly familiar touching, sexual innuendoes, obscene gestures, jokes and remarks of a sexual nature, especially where exposure to such conduct has the purpose or effect of substantially interfering with an individual’s work performance or ability to do their job. The Council has a firm commitment to providing a workplace where all employees and members are treated with dignity and respect. All employees share responsibility and ownership for creating and maintaining a respectful and positive work environment. The Council requires any employee who believes they have been the subject of sexual harassment to report the incident to either their immediate manager or the Chief Human Resources Officer, as discussed below.

16

Further, retaliation against anyone who has reported a good faith allegation of harassment or sexual harassment, or who has participated in an investigation of alleged sexual harassment is prohibited, and if retaliation occurs, will be grounds for disciplinary action, up to and including termination. Mandatory Reporting Required The Council takes seriously complaints of harrassment and/or discrimination. The Council wil make every effort to investigate such complains promptly and completely. Any employee who thinks they have been subjected to unlawful harassment, discrimination, or retaliation should report it immediately. These reports must be made to one (or more) of the following: • Chief Human Resources Officer; or • Chief Executive Officer; or • Any Manager It may be appropriate for the offended employee to tell the offender to stop the unwelcome behavior(s) before filing a complaint, but this is not required if the employee is uncomfortable doing so. Preserving a workplace free of harassment is the responsibility of all employees. If an employee observes or is otherwise made aware of possible sexual or other harassment of another employee, member, vendor, or anyone else in the workplace, they are to report this immediately to one of the persons described above. Any manager or other employee made aware of any report or complaint of harassment, or of any unlawful discrimination or retaliation, must report the complaint immediately to the Chief Human Resources Officer or the Chief Executive Officer. SOCIAL MEDIA The use of social media presents risks and carries with it responsibilities. For purposes of this policy, “social media” includes, but is not limited to, any facility for online publication and commentary, including without limitation to online social networks, blogs, news groups, personal websites, chat rooms, web journals or diaries, web message boards and any other form of electronic communication. This policy applies to any form of personal social media, including without limitation postings outside of work hours and through non-GSEM computer systems. If employees have questions or need further guidance regarding appropriate social media use, they should contact the Human Resources team. To assist employees in making responsible decisions with respect to the use of social media, Girl Scouts has established the following guidelines for appropriate use of social media: • Be aware of and comply with all applicable Girl Scouts policies, including but not limited to: Non- Discrimination, Confidentiality and Internet Access. The same principles and guidelines found in this handbook apply to your activities online. • Express only personal opinions and never represent yourself as a spokesperson for Girl Scouts. If Girls Scouts is the subject of the content an employee is creating online, the employee must be clear and open about the fact they are an employee of Girl Scouts and their views do not represent those of Girl Scouts, the employee’s colleagues, clients, or others working on behalf of Girl Scouts. It is best for employees to include a disclaimer on any such content such as “the postings on this site are my own and do not reflect the views of Girl Scouts”. • Be respectful. Employees should be fair and courteous to others, and thoughtful about how other employees, Girl Scouts, and the public may react to or be affected by social media postings. • Do not create links from your blog, website, or other social networking site to Girl Scouts’ website without identifying yourself as an employee of Girl Scouts. Avoid using statements about Girl Scouts, its operations, or any of its products, services, or other Council employees that could be viewed as malicious, obscene, threatening, or intimidating, or that might constitute harassment, bullying or other inappropriate or unlawful conduct. • Maintain the confidentiality of Girl Scouts’ private or confidential information, including information regarding

17