GSEM Employee Handbook 2022-2023

Prohibited Conduct Conduct that threatens, intimidates, or coerces will not be tolerated. Girl Scouts’ resources may not be used to threaten, stalk, or harass anyone at or outside the workplace. Indirect or direct threats of violence, bullying, incidents of actual violence, and suspicious individuals or activities should be reported as soon as possible to a manager, human resources (HR), or any member of senior management. When reporting a threat or incident of violence, the employees should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident. Employees are strictly prohibited from carrying or otherwise being in possession of firearms and other weapons at any time in any facility (except in private residences on Council property as specified in the Ranger Housing Agreement) or Council owned vehicle, including personally owned vehicles that are parked on any Council owned property, regardless of whether the employee is licensed to carry the weapon. Employees should promptly inform the HR department of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees are encouraged to report safety concerns with regard to intimate partner violence. Girl Scouts is committed to supporting victims of intimate partner violence by referrals to the company’s employee assistance program and community resources. Investigations and Enforcement Girl Scouts will promptly and thoroughly investigate all reports of threats of violence, bullying, or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. Girl Scouts will not retaliate against employees making good-faith reports. To maintain workplace safety and the integrity of its investigation, Girl Scouts may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation. Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of this policy will be subject to prompt disciplinary action up to and including termination of employment. Girl Scouts encourages employees to bring any disputes to the attention of their manager or HR before a situation escalates. OPEN-DOOR POLICY The Council has an Open Door Policy for all employees, which provides an internal avenue to present work-related concerns, ideas or suggestions. The Open Door Policy is designed to encourage employees to communicate concerns, ideas, or suggestions to their managers and to provide them with the option of carrying their concern to the next higher level of management, to Human Resources, or to senior leadership without retaliation or fear of retaliation. The Open-Door Policy is intended to provide effective communications within the Council but is not intended as a contractual right to any due process or grievance procedure. Often, direct, and open communication between the employee and manager who knows about the employee and the job, is the easiest and best way to handle a situation quickly and satisfactorily. If the employee cannot discuss it with their manager, the employee should attempt to resolve the matter with the next level of leadership. If an employee feels a satisfactory answer still has not been received, the employee may address the matter with any other manager or director they choose. The Chief Human Resources Officer is available to assist the employee at any time and with any level of leadership in pursuing the resolution of a matter under the Open-Door Policy. Upon request, the Chief Human Resources Officer may also provide guidance and information on policies, benefits, etc. to the manager to assist with the matter raised.

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