GSEM Employee Handbook 2022-2023

members. Do not post photographs of members, and do not post internal reports, policies, procedures, or other internal business-related confidential communications. • Employees bear full responsibility for material they post or communicate online. Before creating online content, employees should consider some of the risks and rewards that are involved. Employees should keep in mind any conduct that adversely affects an employee’s job performance, the performance of colleagues, or otherwise adversely affects members, clients or Girls Scouts’ legitimate business interests may result in disciplinary action up to and including termination. SOLICITATION The Council believes in social responsibility and community involvement. However, certain forms of solicitation, no matter how well intentioned, cannot only cause disruption in the workplace, but can also create the inaccurate perception of an endorsement by “Girl Scouts” of an outside organization/cause. Therefore, employees are prohibited from solicitation for any purpose during working time. Likewise, employees are prohibited from distributing literature of any kind during working time in working areas. “Working time” means whenever either the employee engaged in the solicitation/distribution or the employee to whom the solicitation/distribution is directed is required to be working. Lunches and rest periods are not considered “working time.” “Work area” does not include the Break Room. SUBSTANCE ABUSE The Council is committed to maintaining a workplace and environment free from alcohol and drugs. Therefore, the use of alcohol is prohibited at all times on the Organization’s premises (except in private residences on Council property as specified in the Ranger Housing Agreement), or in the conduct of the Organization’s business whether on-or-off premises. The unlawful use, distribution, manufacture, dispensation, sale or possession of a controlled substance, or the misuse of prescribed drugs, is prohibited at all times on the Organization’s premises, in the conduct of the Organization’s business whether on or off of the premises. Violation of this policy may result in disciplinary action up to and including termination. The Organization encourages employees struggling with substance abuse to participate in, and successfully complete a supervised substance abuse program. In addition, as a condition of employment, all employees must notify the The Council recognizes the significance of voluntary treatment with respect to substance abuse problems. The Council’s Employee Assistance Program (EAP) is available for employees with personal problems including substance abuse. The EAP will provide assistance on a strictly confidential basis and will refer the employee to the appropriate counseling and treatment services. Voluntary requests for assistance from the EAP will not, however, prevent disciplinary action for infractions of any other policy or subsequent termination for violation of this policy. Employees who undergo voluntary counseling or treatment pursuant to a referral by the EAP and who continue to work, must continue to meet all established standards of conduct and position performance. Organization of any drug-related conviction(s) no later than five days after the conviction. Assistance in Overcoming Substance Abuse for Employees Who Voluntarily Seek Help

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