GSEM Employee Handbook 2022-2023

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.

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