GSEM Employee Handbook 2022-2023

(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

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