GSEM Employee Handbook 2022-2023

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

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