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LETTER TO EMPLOYEES
Dear Staff Members:
You are a valued employee. We feel strongly that competent, well-informed, and productive employees are essential to the success of our organization. Discovery Center is committed to maintaining a working environment that will support your best efforts. Our policies are established to help fulfill the mission of Discovery Center and, at the same time, take care of your interests and needs as an employee. This manual is our way of keeping you informed of policies that both support and guide you on the job. We want you to have a quality work experience, to be highly productive in your work; and, hopefully, to experience personal achievement and satisfaction as a member of our team. Policies help ensure equity and fairness in our workplace. Policies, however, are only as good as their implementation. We expect all employees to translate these policies into action. Please familiarize yourself with the contents of this manual so all of us can work together productively in achieving our mission. We count on your commitment, competency, integrity, and good relationship skills as a member of our team.
Billie Little Executive Director
This Personnel Policy Manual presents basic personnel policies and practices of the DISCOVERY CENTER. The DISCOVERY CENTER Board of Directors or Executive Director may add to the policies in the Manual or revoke or modify them from time to time. These changes will be communicated in writing to employees for insertion in the manual.
Policy Manuals are the property of Discovery Center and are assigned to job positions rather than to individuals. This manual, including its contents, is in no way intended to be an employment contract. Upon termination of employment, each employee returns his/her manual to his/her supervisor.
The policy manual is approved by the Discovery Center’s Board of Directors.
Although Discovery Center always anticipates and expects a long and mutually satisfying relationship with each member of its staff; all employees of Discovery Center are employees at will and, as such, are free to resign with or without reason, and with or without advance notice. Similarly, Discovery Center may terminate the employment of any employee at any time or without reason, and with or without advance notice.
Any written employment policies, notices, or bulletins are provided to employees so they may be informed of Discovery Center’s current policies with respect to their terms and conditions of employment. No written policy is a contract or other legal guarantee that Discovery Center will continue any practice described in the written policy.
Discovery Center ‘s Mission and Objectives
Mission Discovery Center at Murfree Spring is a hands-on museum and nature center that promotes learning, inspires exploration and builds confidence through diverse programs and exhibits.
Objectives The objectives of this organization shall be: a. To maintain and operate a hands-on museum for the children, families and teachers of Rutherford County and surrounding counties. The museum is to be named Discovery Center at Murfree Spring. b. To develop areas within the Discovery Center to enrich the experiences of children, parents and other individuals in the areas of art, science, environment, and humanities. c. To provide experiences of an educational and recreational nature that enhances those individuals’ self concepts and abilities. d. To develop educational exhibits, kits and materials that will supplement activities presented by Discovery Center. e. f. g. To provide experiences to children not ordinarily available in a classroom setting. To engage in other activities which promote excellence in education. To provide a service to the young people of Rutherford County and beyond.
demotion. and to all committees and other volunteers. other compensation. to membership on the governing board. gender. religion.1. 3. or disability. wages. and who have appropriate personal aptitudes. Each person is judged on his/her own merit in determining employment and advancement opportunities. . It is the objective of DISCOVERY CENTER to hire individuals who are qualified for positions of employment by virtue of job-related standards of education. and all other benefits or privileges of employment will be administered in conformity with this policy. classification. The spirit of this policy applies also to persons served by DISCOVERY CENTER. sexual orientation. No person will be discriminated against because of race. EMPLOYMENT EQUAL EMPLOYMENT OPPORTUNITY a. national origin. color. PRACTICES: 1. age. POLICY: DISCOVERY CENTER provides equal employment opportunities to employees and applicants for employment. promotion. training. creed. retirement programs. veteran status. insurance programs. pension. 2. and selection for training. selection. Similarly all salaries. and experience. This commitment to provide equal opportunity encompasses all phases of employment including recruitment.
Improper interference with the ability of DISCOVERY Center’s employees to perform their expected job duties is not tolerated. Individuals are hired solely upon the basis of their qualifications for the job for which they have applied. unwelcome sexual advances. DISCOVERY CENTER prohibits. or any other statements based on an individual’s protected class. . age. 5. religion. b. national origin. innuendoes. DISCOVERY Center’s Harassment Policy appears in the next item.4. color. especially where: Submission to such conduct is made either explicitly or implicitly a term or condition of employment. requests for sexual favors. jokes. and all other verbal or physical conduct of a sexual or otherwise offensive nature. among other acts. gender. status as a Vietnam-era or special disabled veteran. disability. Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment. DISCOVERY CENTER also expressly prohibits any form of employee harassment based on race. or offensive working environment. or Such conduct has the purpose or effect of creating an intimidating. DISCOVERY CENTER is an equal opportunity employer. hostile. With respect to harassment. offensive comments. sexual orientation. RECRUITMENT AND HIRING POLICY: Every effort is made to hire employees for jobs that make the best use of their abilities and in which they will be able to be highly productive while achieving personal satisfaction on the job. or status in any group protected by state or local law.
grandparents. will be selected. . TRAINING AND DEVELOPMENT POLICY: To help employees do their best on the job. 3. 5. DISCOVERY CENTER orients new employees to the organization's mission and work and offers training opportunities to broaden employee skills. 2. Immediate family members include: spouse.PRACTICES: 1. 4. A background check will be run on each new hire. Selection will be based on a final comprehensive evaluation of applicants. siblings. 2. DISCOVERY CENTER will not employ immediate family members to supervise or be supervised by another immediate family member. coordinating interviews with staff and/or volunteers. and securing a minimum of three reference checks on each final candidate. and in-laws. ORIENTATION. Job openings are announced to both employees and outside recruitment. The best qualified applicant. The employing manager is responsible for conducting initial interviews. parents. who has the attributes necessary to become a productive employee. children and step-children.
expenses. The primary purpose of the employee orientation program is to provide information to newly hired employees about DISCOVERY Center’s mission. goals. . Costs of training that is requested by the employee. 3. may be paid by the organization. tuition. values. The Executive Director must approve all training cost reimbursement requests. and benefits. as new procedures and techniques are implemented. as well as information related to his/her specific job. texts. a. Supervisors generally are responsible for orientation and on-the-job training. non-supervisory employees may be assigned as on-the-job trainers. but not required by DISCOVERY CENTER.PRACTICES: 1. etc. However.) for training that is required by DISCOVERY CENTER will be paid for by the organization. Employees are trained on a continual basis. Certain costs (travel. and such training is conducted during normal working hours. Self-instructional programs and training courses are available to employees on an ongoing basis within the constraints of budget. the employee. INITIAL REVIEW PERIOD POLICY: An initial review period allows DISCOVERY CENTER and the employee’s time to evaluate his/her interest in the job and his/her ability to carry out its requirements. policies. or shared. 4. 2. procedures.
The first 90 days of employment for all new employees and all transferred or newly promoted employees is considered to be an initial review period and the employee is considered to be in a probationary status. nor do they receive certain other employee benefits such as vacation. In no case will successful completion of the initial review period guarantee indefinite employment. 2. at any time prior to the end of the 90-day review period. Successful completion of the review period results in full benefits for an employee beginning after the review period. the employee will be given regular status. 4. If. . during their review period. 5. areas for development will be brought to the employee's attention for appropriate action.PRACTICES: 1. The evaluation includes a recommendation about granting the employee regular status. retraining. As they become apparent. are not eligible for paid absences. all facts will be documented and one of the following actions taken: employee counseling. 3. the employee's job performance will be carefully observed to determine if the newly hired employee is able to perform the requirements of the job when fully trained. return to the employee’s previous position or termination. it becomes obvious to the supervisor that the job-employee match is unsatisfactory. the supervisor prepares a written evaluation of the employee's job performance. New employees. After the initial review period. Upon successful completion of the review period. During the review period. 6.
All overtime must be approved in advance by the employee's supervisor. 3. Monday through Friday.b. The supervisor must initial the overtime on the employee's time sheet. we approve as few overtime hours as possible.. PRACTICES: 1. Employees may be asked to rearrange their hours to fulfill the needs for . and the efficient management of personnel resources. they are paid in accordance with Fair Labor Standards Act (FLSA) regulations. To contain costs. workload and production flow. Employees may be assigned additional hours of work by supervisors to meet organizational requirements. Full-time. except on those days observed as holidays. Full-time exempt employees work five. 2.m. All full time non-exempt employees are entitled to overtime for all hours worked in excess of forty (40) hours in one week. Overtime is paid as time and a half for all hours in excess of 40 per week. The hours of operation for the DISCOVERY CENTER office are from ____ 8:00a.m. professional employees are exempt from this. seven ½ hour days which makes up a 40 hour work week. HOURS OF WORK POLICY: DISCOVERY CENTER establishes the time and duration of working hours as required by customer service needs. salaried. To ___5:00_ p. 4. If employees are required to work hours in addition to their regular scheduled week.
. supervisory and managerial employees are requested to give at least four (4) weeks notice while education. Attendance at lectures.staffing after-hour events and programs while staying within a 40 hour work week. and training programs is considered time worked only if attendance is required by and approved by your supervisor. All terminated employees are provided with prompt and accurate information concerning benefit plan rights and options. PRACTICES: 1. TERMINATION POLICY: Termination is the discharge of an employee. floor staff and desk staff are requested to give at least two (2) weeks notice. Although it is not required. Guidelines for terminations are established to ensure that DISCOVERY CENTER is in compliance with legal requirements. salaried” have an exempt classification for which DISCOVERY CENTER has established a specific annual salary shall be considered as fully remunerated for all services rendered regardless of the number of hours worked. c. initiated by DISCOVERY CENTER or by employee resignation. 6. All employees are expected to give written notice of their intent to resign. 5. Employees who are categorized as” full-time. meetings. 2. DISCOVERY CENTER retains the right to determine if the employee who resigned will be allowed to work the full notice period.
. misconduct. However. 8. without notice. which may be permanent or indefinite. and any other vested benefits available to the employee under DISCOVERY Center’s benefits plans. The interview will: Identify areas where policies and practices may be strengthened resulting in reduced turnover. Former employees who leave DISCOVERY CENTER in good standing may be re-employed. Explain any conversion or continuation benefits under DISCOVERY Center’s group insurance plans. The Executive Director may conduct an exit interview prior to the employee's last day of work.. and layoff due to lack of work. Any employee who is absent from work without having notified his/her immediate supervisor of the absence or the reason for it will be considered as having resigned after the third consecutive day of absence. Termination may be initiated immediately. Obtain the employee's correct address for mailing of follow-up information. e. 6. The major reasons for termination initiated by DISCOVERY CENTER are as follows: unsatisfactory work performance. 4. W-2 Form. an employee's last period of employment will not be included when determining benefits. 5. increased efficiency and higher morale in the organization.g.3.
DISCOVERY CENTER will verify dates of employment.OPTIONAL. 2. title. Information regarding an employee's right to continue his/her insurance through COBRA will be provided to personnel prior to the date of termination. friends. 10. or private investigators. Salary information may be released to institutions only if DISCOVERY CENTER receives a copy of a release form from the institution signed by the employee. d. IF APPLICABLE: 9. EMPLOYMENT INFORMATION POLICY: DISCOVERY CENTER uses caution in releasing any information about employees and former employees. Any information may be released upon order of law. Upon termination. the employee may continue his/her health plan coverage for up to 18 months through COBRA extension. whether the inquiries come from potential employers. The employee must make arrangements directly with the insurer for continuance. provided premiums are paid by the employee. relatives. governmental agencies. PRACTICES: 1. and . credit firms.
3. DISCOVERY CENTER may release specific information regarding the employee's past performance. 3. 2. Each employee may review his/her personnel file at reasonable intervals. . 4. PERSONNEL RECORDS POLICY: DISCOVERY CENTER establishes and carefully maintains personnel records for applicants and employees of DISCOVERY CENTER which meet legal requirements. Access to personnel files is limited to the employee. DISCOVERY CENTER may release position and status of employment to persons seeking reference information. If the reference request is accompanied by an original signed release form. Personnel files are confidential. All personnel records are maintained by the Administrative Offices. PRACTICES: 1. Phone numbers and addresses of employees will not be released to individuals not employed by DISCOVERY CENTER.current or ending salary. e. Appropriate safeguards are established to ensure security and confidentiality. the financial manager and the Executive Director.
operative and maintenance jobs. Employees holding positions such as officials. PRACTICES: 1.5 hour days. temporary help. and consultants). executives. temporary employees. 2. 3. EXEMPT jobs are those which are exempt from certain provisions of the FLSA and are not entitled to overtime pay. These categories are created for the purpose of salary and benefits administration. the employee will be notified (if possible) prior to the release of information. pay is calculated on an hourly basis with an overtime pay entitlement that is calculated at 1 1/2 times the regular hourly rate for all hours worked beyond 40 in a work week. regular part-time employees.4. supervisors. technical. There are four other job categories. Information may be released from the file by order of law. Monday . Such positions include support. and non-DISCOVERY CENTER employees (interns. In this instance. For NON-EXEMPT jobs. administrators or professionals are compensated on a salary basis and hours worked beyond 40 in a work week do not result in additional pay. Each of these categories may be classified as exempt or non-exempt according to FLSA regulations. managers. POLICY: Jobs are categorized as either "exempt" or "non-exempt" based on regulations established by the Fair Labor Standards Act (FLSA). They are regular full-time employees. The definitions of these categories are as indicated below: Regular full-time employees work regular 7.
a. contract employee or Trainer: An individual hired for a definite period of time and working on a specific project or projects.through Friday. 3. with or without a stipend. Employees in this category may be compensated on either an hourly or salary basis. and are entitled to all benefits. . COMPENSATION SALARY ADMINISTRATION POLICY: To attract. Temporary employees are not entitled to receive benefits except those required by law. c) Consultant. Temporary employees are hired for a specific period of time. b) Temporary Help: Individuals who are working at DISCOVERY CENTER under contract with temporary help agencies or through individual contract. DISCOVERY CENTER attempts to pay wages and salaries that are competitive with rates being paid for like jobs by other employers in the community. retain and motivate excellent employees. depending on whether the position they hold is categorized as exempt or non-exempt. Non-DISCOVERY CENTER Employees: The following classes of individuals are not considered employees of DISCOVERY CENTER and therefore are not eligible for employee benefits: a) Interns: Students who work for training benefits and/or educational credit. usually less than four months or for the duration of a specific project or group of assignments requiring less than four months.
The size of any recent merit increase will be considered when determining the size of a promotion increase. determined by the Executive Director. These bonuses are one-time payments to one or more . productivity in achieving results. Economic realities drive our budgetary decision making. Salary increases. rather than the anniversary date of hire. Ongoing and annual performance review discussions serve to summarize progress throughout the year. Increases are related to improvements in results. In addition to annual merit increases. When a promotion occurs. as given. and continuous quality improvement of work procedures. or near the midpoint of the new grade. and there is no guarantee of annual increases in pay. When the employee's salary is below the minimum of the new range. 2 Merit or performance-based increases are determined each year for employees. with approval from the Board of Directors. Each employee is eligible for a merit increase one year after his or her hire date or sooner at their supervisor’s discretion. an increase is normally appropriate unless the employee's salary is already at. are based on merit. the salary will be raised to the minimum as soon as possible. A promotion to a position in a higher salary grade that requires tasks of increased responsibility or complexity. Bonuses may be made by the Executive Director with approval by the Chair of the Board.PRACTICES: 1. 3. certain other circumstances may warrant salary adjustments: A cost of living increase. A promotion increase will change the employee's review date to the anniversary of the promotion.
experience and expertise and skill set brought by the employee. A written job description is prepared for each job. 2. Periodic wage and salary reviews are conducted to insure accurate job classifications and equitable pay grades. typically by noon. either individually and/or collectively as an agency. They do not affect the employee’s salary.employees for performance above the norm. The initial pay rate is based on the responsibilities of the job and on the level of training. PRACTICES: 1. education. 4. POLICY: DISCOVERY CENTER uses a job evaluation system which facilitates the grouping of similar job responsibilities for the purpose of implementing fair and equitable compensation pay practices. b. . REGULAR PAY PROCEDURES POLICY: DISCOVERY CENTER pays employees every other week on Fridays.
DISCOVERY CENTER is unable to take responsibility for lost or stolen paychecks. 5. TIME SHEETS OR LEAVE REPORTS POLICY: . employees receive with their check a statement showing gross pay. Checks will not be released to anyone other than the payee unless a written authorization from the payee is received. 2. 4. Any applicable city. Checks are distributed by an authorized employee. state. c. Pay cannot be advanced.PRACTICES: 1. On each payday. DISCOVERY CENTER must be notified immediately. however. 3. 6. A stop-payment notice will be placed on the check. and federal taxes are deducted. deductions and net pay. and if a stop-payment is unable to be made the employee is responsible for the loss. In the event that a paycheck is lost or stolen after delivery to the employee. Payroll changes (deductions or withholdings status) must be submitted in writing at least seven working days prior to check issue date.
Each employee is required to complete his/her own time sheets every day upon starting your shift and ending your shift. both exempt and non-exempt. PRACTICES: 1. including termination. The performance review includes: . is reviewed on an ongoing basis and is formalized in an annual performance review by the employee's supervisor. 2. Employees must turn in time sheets or leave to the financial manager by the end of the day on Thursday before payroll to ensure receiving their check in a timely manner. Filling out another employee's time record or falsifying any time records are serious offenses and constitute grounds for disciplinary action.Time sheets or leave reports are maintained and turned in by employees. PRACTICES: 1. including management personnel. Time sheets document actual hours worked by non-exempt employees and leave reports document benefit use by exempt employees. PERFORMANCE REVIEW POLICY: The performance of each employee. The purpose of the performance review program is to evaluate demonstrated performance and to identify areas for development. d.
Reports are prepared in duplicate after review is completed by the supervisor. responsibilities. Such signatures do not necessarily mean the employee agrees with the contents of the report. Clarification of objectives for the upcoming period. Review of progress and performance to date and. 3. as appropriate. as needed. and to plan for the upgrading of skills. The employee signs the report to acknowledge discussions of its contents. Any employee who receives a rating of "below expectations" will not be considered for any merit increase until a satisfactory rating is established. 2.Discussions to reach an understanding of duties. Supervisors conduct and document performance reviews for each new employee at the end of an initial 90-day review period and by or on the employee's annual review date. Provision of an opportunity for each employee to discuss work assignments and results with his/her supervisor. A probationary period also can be established for employees who receive a rating "below expectations. One copy is given to the employee and another is placed in the employee's personnel file." . planning for more effective performance. and objectives. Each performance review report is thoroughly discussed with the employee.
Each employee will receive an annual review on or by his/her anniversary date of hire. PERFORMANCE REVIEW DATES POLICY: Employees receive ongoing feedback about their performance on the job. a formal performance review is conducted. SEPARATION POLICY: DISCOVERY CENTER does not provide employees with separation pay even when a reduction in work force or termination through no fault of the employee occurs.e. Formal reviews are conducted annually thereafter. f. . the supervisor and employee will work together to clarify work expectations for the next year. At this time. the supervisor will work with the employee to clarify work expectations for the remainder of the employee's first annual review period. At this time. PRACTICES: 1. consistent intervals. 2. Established review dates provide employees with formal feedback on their performance at measurable. Ninety days after a person is employed. Each employee receives a performance review at the end of a 90-day review period from the date of his/her employment.
amend. and for compliance with all applicable laws and regulations. or any person as designated by the Executive Director. PRACTICES: 1.4. Gretchen Campbell is the current Administrator regarding health benefits. . POLICY: DISCOVERY CENTER provides its employees with various benefits. and non-employee beneficiaries as to specific benefit coverage and required forms and designations to the extent required by law. DISCOVERY CENTER reserves the right to modify. The Administrator is responsible for all communications and disclosures concerning DISCOVERY CENTER benefits. These documents are the only official and binding documents concerning DISCOVERY CENTER's welfare and pension benefits. Information and summary communications intended to explain these benefit plans are furnished to all plan participants and beneficiaries on a timely and continuing basis. employees as they achieve eligibility. The Executive Director. and all summaries and communications. 2. retiring employees. the Administrator is available to answer employee questions concerning benefits. must refer to them as binding in cases of questions or disputes. In addition. serves as Administrator of DISCOVERY CENTER's benefit plans. and to counsel new employees. EMPLOYEE BENEFITS DISCLOSURE OF BENEFITS a. All benefits provided by this policy are described in official documents maintained by the office of the Executive Director. both written and verbal. and/or terminate its welfare and benefits. These documents are available for examination by any plan participant or beneficiary.
SUMMARY OF BENEFITS POLICY: DISCOVERY CENTER maintains a comprehensive employee benefits program in keeping with the understanding that financial security and personal welfare are of great importance to members of the staff and their dependents. and A summary of the latest annual report of the plan year within nine months after the close of the plan year. An updated summary of any material modification of the plan within 210 days after the end of the plan year in which the modification is adopted. In general. 4. or reduction in hours of employment and separation or divorce.3. Health Care benefits are currently offered but are not guaranteed to the employee and . b. Employees. and dependents covered by DISCOVERY CENTER's health benefits plan are to be notified. A summary description of the plan within ninety days after the individual becomes a participant or first receives benefits. when appropriate. termination. the Administrator furnishes the following information to each participant in or beneficiary receiving health benefits. that they have the opportunity to acquire continuing health protection in certain specified situations including layoff. spouses.
Workers' Compensation protects an employee from medical expenses and loss of income in the event of injury on the job or a job-related disability. Retirement: at this point we do not offer any retirement benefits.000 per person at no cost to the employee. due to costs to the organization. The plan is financed entirely by DISCOVERY CENTER. 3. Insurance is provided by DISCOVERY CENTER in the amount of $15. 2.may change on an annual basis. Life Insurance: Term life insurance is provided by DISCOVERY CENTER to each full-time employee. 4. Legally Required Benefits: The following employee benefits are provided in accordance with federal employment law. All injuries suffered at work must be immediately reported to the supervisor. Dependent coverage is largely paid by the employee. The benefits administrator will tell you when benefits will become effective. Health Care: A complete medical plan is available to full-time employees. or working on a second outside job. Social Security is financed by equal taxes paid by the employee and DISCOVERY CENTER. going to or from work. PRACTICES: 1. Workers' Compensation payments and medical costs are not payable for injuries sustained while an employee is engaged in horseplay or in a fight. The amount paid by Discovery Center may change on an annual basis. Unemployment Insurance is provided to lessen an economic hardship . A portion of the employee premiums are paid by DISCOVERY CENTER. injured before or after work.
The established vacation year is the calendar year. employees may take 15 paid vacation days. and personal activities. but may be extended to other employees working 30 plus hours weekly or at executive director discretion. VACATION AND SICK DAYS POLICY: DISCOVERY CENTER recognizes the importance of vacation time in providing employees the opportunity for rest. In order to maintain a required number of employees on the job. Full-time employees may NOT use these days during their probationary period. These days do not carry a cash value and do not carry over from year to year. DISCOVERY CENTER provides paid vacation leave for full-time employees defined as 37. c. illness of a child or family member. all vacations must be approved.should an individual become unemployed. THESE DO NOT CARRY A CASH VALUE AND DO NOT CARRY OVER to the next year if unused. Vacations will be approved in such a way as to ensure work demands can be met. They may be used by the staff for personal illness. recreation. This program is financed by DISCOVERY CENTER. . please utilize a vacation day. These days are not personal days. After two years of successful employment. If you need personal time off.5 hours. January 1 through December 31. Therefore. Vacation days in the amount of 10 days are available for employees after their first 6 months of successful employment as full-time employees. PRACTICES: 1. or for maternity or paternity leave. Sick days are available in the amount of 10 days per year for all full-time staff.
Full-time employees receive regular pay for these holidays. Holiday hours paid will not be considered when computing applicable . Employees are expected to make every effort to give at least one month’s prior notice when requesting leave. The effective day for all termination of employment is the last day the employee is physically present and actively at work. HOLIDAYS POLICY: DISCOVERY CENTER observes designated holidays each year. not as a vacation day. 2. Eligible employees are full-time employees. Eligible PRACTICES: 1. Eight holidays are observed by DISCOVERY CENTER. 4. Requests for specific days will be granted by the supervisor based on work requirements of the organization. d. 5. Vacation days do not carry a cash value and are not paid upon end of employment.2. If a paid holiday falls within an employee's vacation period. employees are given a day off with pay for each holiday observed. the holiday will be counted as a holiday. 3.
it will be observed on the preceding Friday. When a holiday falls on Sunday. The following holidays are observed by DISCOVERY CENTER: New Year's Day Easter Memorial Day Fourth of July Labor Day Thanksgiving Day Christmas Eve Christmas Day 4. When a holiday falls on Saturday. 3. FLEXTIME AND CHILDCARE POLICY: DISCOVERY Center’s flextime scheduling allows employees latitude in scheduling their work hours within the framework of core hours to facilitate an appropriate balance between work and personal obligations. it is considered a “floating holiday” to take as soon after/before the holiday as possible. it will be observed on the following Monday.overtime pay. Due to the museum being open on weekends. according to Fair Labor Standards Act regulations. e. if the holiday is on a weekday. .
Any and all parts of flextime may be terminated at will by the Executive Director. All positions may not be conducive to flextime due to business necessities. children may be brought to work with you.5 hours per day and 37. . Flextime is a privilege not a right. Employees on a flextime schedule are normally permitted to begin their workday anytime between 7:00 a. In extenuating circumstances. Changes in work schedules will be announced as far in advance as possible. Sufficient coverage of the core work hours must be maintained at all times. In an emergency situation. 4.m. 2. daily on the hour or half hour unless otherwise notified by their supervisor that certain designated hours are required for a given workday. The core hours are 8:00 a. The Executive Director is responsible for the establishment and evaluation of schedules to ensure proper coverage of the department is maintained. continuance. Regular full-time employees will continue to work the required 7. and 8:30 a. discontinuance. to 5:00 p. Please ask your supervisor about the appropriateness of bringing your child to work for any prolonged period. Daily and weekly work schedules may be changed from time to time at the discretion of DISCOVERY CENTER to meet the varying conditions of the business. We welcome a one-on-one discussion about your child care needs. or modification of flextime is at the discretion of the Executive Director. PRACTICES: 1.m.5 hours per week. All staff must be mindful of the needs of others.m. arrangements may be made until childcare can be found.Employees with children are expected to find adequate child care for their young children. particularly in shared offices and tight work spaces. The implementation. 3.m.
The governing factor in authorizing attendance at these functions is the benefit that will be derived by DISCOVERY CENTER as a result of attendance. Employees will submit to the Executive Director their proposed flextime schedule for approval. timeliness of the request.5. Approval will be based on such factors as employee's performance. 6. TRAVEL RELATED EXPENSES POLICY: DISCOVERY CENTER recognizes the benefits of training and attendance at meetings and functions for the purpose of advancing professional knowledge and techniques. The flextime schedule does not constitute an employment contract or any set period of time. including the cost of transportation. meals and lodging. Once approved. provided such travel is approved and performed in . REIMBURSEMENT OF EMPLOYEE EXPENSES 5. PRACTICES: 1. constraints of the position. Employees will be reimbursed for expenses of travel. a. DISCOVERY CENTER reserves the right to modify or eliminate the flextime program at anytime. this becomes the employee's work schedule.
. 2.the course of conducting DISCOVERY CENTER business. A cash advance for expenses of approved travel may be obtained by submitting a written request to the supervisor. The amount claimed. All employees must obtain approval before incurring expenses. 3. and other educational functions related to the employee's job. less the cash advance. Guidelines are established to control the amount of expenditures. and attendance at conventions. Activities that normally justify the reimbursement of travel expense include calling on customers and suppliers. d. BUSINESS ENTERTAINMENT POLICY: The entertainment of customers and prospective customers is used by DISCOVERY CENTER as a means of promoting business. must be approved by the supervisor before submitting the travel voucher to the Executive Director for payment. if any. 5. Upon completion of travel. seminars. 4. The Executive Director may be reimbursed for expenses incurred for business entertainment. the employee must fill out a travel voucher and attach the necessary supporting receipts. Time spent by an employee in traveling away from home on DISCOVERY CENTER business during normal working hours will be considered hours worked.
PARTICIPATION IN PROFESSIONAL AND CIVIC ORGANIZATIONS c. Each voucher should contain a detailed itemization of expenses incurred and a statement of the date. Requests for reimbursement of entertainment expenses must be approved by the supervisor. place.PRACTICES: 1. and business reason for the entertainment. as well as the names of those present and their business relationship to DISCOVERY CENTER. 3. 2. POLICY: Employees are encouraged to participate in professional and civic organizations that promote professional development and enhance professional networking and are expected to share what they learn with other staff members on a regular basis. Employees are reimbursed for properly authorized meal and entertainment expenses when the expenses are directly related to or associated with DISCOVERY CENTER business and approved by the Executive Director prior to the time they are incurred. PRACTICES: . The Executive Director is largely responsible for the establishment of business contacts and deciding who is authorized to entertain on behalf of DISCOVERY CENTER. Meal and entertainment reimbursement claims must be accounted for separately from other expense reimbursement claims accompanied by receipts.
3. Employees must have advance approval from the Executive Director before seeking or accepting any official position in a professional or civic organization.1. Approval should be requested in writing. If approval is granted. DISCOVERY CENTER pays for a limited number of memberships in designated professional and civic organizations with approval from the Executive Director. a. WORK AREAS AND SERVICES 6. (This includes a discussion of thing like what promises we may make to other boards we are on. make presentations.what information staff should/can share with other organizations.that sort of thing) 4. FACILITIES. and give speeches to professional and civic organizations and should credit the DISCOVERY CENTER upon doing so. such participation can be considered hours worked if DISCOVERY CENTER benefits from the activity and it has been approved by the Executive Director. Employees are encouraged to contribute articles. However. 2. Employee participation in the activities of these organizations is outside working hours. the approval will include agreements about limits on work time and other resources in performing office duties. EMPLOYEE SAFETY .
The Safety Officer's responsibilities include: Monitoring compliance with DISCOVERY CENTER safety rules and regulations and the applicable safety and health standards established by the Occupational Safety and Health Administration (OSHA). The Executive Director will appoint a Safety Officer who is assigned the task of developing a comprehensive safety program suited for DISCOVERY Center’s particular needs. Establishing fire prevention and fire fighting programs and conducting fire drills . correcting and eliminating recognized unsafe working conditions or potential hazards.POLICY: DISCOVERY CENTER provides a work environment as free as possible from recognized hazards. Representing DISCOVERY CENTER during investigations conducted by the OSHA. Employees are expected to comply with all safety and health requirements whether established by management or by federal. state. or local law. PRACTICES: 1. Investigating. Organizing training of employees as required by OSHA.
b. clean and orderly at all times. and preparing all reports. health. all employees are expected to keep their work areas organized. 2. and security. safety. and Report accidents as required by law. Familiarize themselves with all safety and health procedures relevant to their work.Investigating all accidents and fires involving DISCOVERY CENTER employees. All employees are to: Inspect their work areas periodically. MAINTENANCE OF WORK AREAS POLICY: For reasons of public image. Identify conditions that are recognized as being unsafe. . or which occur on DISCOVERY CENTER premises. Receive safety training.
PERSONAL PROPERTY SECURITY POLICY: Parking facilities are provided for the benefit and convenience of employees. employees should lock all files and cabinets. Food should be consumed in the break room. Before departing at the end of the workday. Employees are responsible for safeguarding personal property while at work. turn off designated equipment and computers. drinks may be consumed at one's desk.PRACTICE: 1. and authorized visitors to the premises. Reasonable efforts are made to provide security for DISCOVERY CENTER employees and their personal property. and clear all work materials from desk surfaces. 2. and employees are advised not to carry unnecessary amounts of cash or other valuables with them when they come to work. . especially materials of sensitive or confidential nature. PRACTICES: 1. 2. DISCOVERY CENTER does not assume responsibility for the loss or theft of personal belongings. c. DISCOVERY CENTER property.
offer support as needed. It is the family’s choice to call in emergency services: dial 911 if requested by them. Offer and bring ice and the first aid kit to the family. 2. Bring the child/parent family to a bench in the lobby area. Allow the family to apply the ice pack or first aid that is required. any vehicle or personal property left in the vehicle while on the parking lot. minor accidents will and do happen. 4. despite this commitment and a carefully structured environment. DISCOVERY CENTER assumes no responsibility for any damage to.3. FIRST AID/ACCIDENT RESPONSE POLICY: At Discovery Center we are committed to providing a safe atmosphere for families and their children. Remain as calm as possible. PRACTICES: 1. You may offer water or juice or the little room or kitchen as a “rest station” if these are empty. d. Employees use the parking lot at their own risk and should keep their cars locked while on the lot. . 5. 3. However. or theft of.
11. EMERGENCY BUILDING PROCEDURES POLICY: It is the employee's responsibility to familiarize him/her with emergency exits and locations of the emergency alarm pull stations. Put a copy in each of their mailboxes in the office area. 10. Policies and plans) . get the name and contact information for our accident report – these are kept in a drawer below and to the left of the cash register 8. 9. Make Billie and Gretchen each a copy of the report and file the original in the drawer. tell them it is Miller and Loughry here in Murfreesboro. Fill in the details of the accident report and (if possible) ask the family member to sign it. e. (Insert our emerge. our agent is Eddie Miller. If the family asks for the name of our insurer. Before the family leaves the building.6. Billie (or Gretchen if Billie is unavailable) will fax a copy of the accident report to our insurer. Give directions to the ER if needed (please create this and keep copies at the front desk) 7.
2. and long-term disability benefits plans to compensate regular full-time and part-time regular employees for certain time lost . salary continuation. 7. If an employee becomes aware of a fire or another emergency. Good attendance and punctuality are required. he/she should activate the emergency system. PRACTICES: 1. DISCOVERY CENTER has established sick leave.PRACTICES: 1. POLICY: DISCOVERY CENTER expects each employee to be responsible for his/her attendance record. Periodic emergency drills are conducted to insure that employees know evacuation procedures. He/she should be called immediately if an emergency develops. 3. Recognizing that illnesses and injuries may occur. ABSENCES FROM WORK ATTENDANCE AND PUNCTUALITY a. The office manager is the focal point for instituting disaster procedure.
including time off to secure necessary treatment for a disability. b.for legitimate medical reasons. the Executive Director. 2. the employee must notify his/her immediate supervisor as soon as possible! 3. DISCOVERY CENTER employees receiving a temporary disability indemnity under applicable Workers' Compensation Provisions of the State Labor Code may elect to augment that indemnity with the use of accumulated sick leave which will result in full salary payment to the employee. notice of absence to his/her supervisor. within the first hour of the initial workday that the sick leave is being requested. An employee must provide. . When an unexpected absence or late arrival arises because of illness or an emergency. or make a diligent and reasonable effort to provide. Employees are expected to give advance notice to their immediate supervisor when they will be absent or late during a regular work day. 4. or if not available. MEDICAL LEAVE POLICY: Medical (including pregnancy) leaves of absence may be requested by full-time regular and part-time regular employees.
vacation time and personal days. All medical leave requests must be accompanied by appropriate physician's medical certification. hospitalizion. . Before being permitted to return from medical leave. 2. including the condition necessitating the leave request and the projected date of return to work. and still requires medical leave. 5. 6. if requested. DISCOVERY CENTER will make reasonable accommodations to a disability in accordance with applicable laws. the employee or family member must inform the supervisor or Executive Director as soon as practical. If the absence is due to an emergency. 4.PRACTICES: 1. he/she may apply for medical leave without pay. 7. All DISCOVERY CENTER group health and life benefits (e. If the leave is granted. While on an approved medical leave of absence employees may be eligible for short-term disability. and/or long-term disability insurance benefits.g. employees are required to present DISCOVERY CENTER with a physician's note indicating capability of returning to work with or without reasonable accommodations. this should be followed-up with a written request. 3.. If an employee has exhausted his/her supply of sick leave. Employees may also be required to provide DISCOVERY CENTER access to medical records or to submit to an examination at any time by a physician designated by DISCOVERY CENTER at its discretion. normally submitted within three (3) days of the beginning of the leave. Please refer to benefit policies in this manual. an additional physician's statement attesting to the condition of the disability and the inability to work is required at least once every thirty days or more frequently.
DISCOVERY CENTER's need to fill the vacancy.major medical insurance and retirement) continue at the employee’s expense during the leave. subject to budgetary restriction. An employee who needs to take advantage of this leave should contact the Executive Director for additional information. however. This is a benefit for full-time employees c. UNPAID LEAVE POLICY: An unpaid leave of absence for a period of up to thirty days may be requested by full-time regular and part-time regular employees who have completed one year of continuous service. This differs from the 12 weeks of leave time authorized under the Family and Medical Leave Act. An employee choosing to extend medical leaves beyond the recommendation of the physician will be placed on unpaid leave and all noncontributory benefits will be discontinued. In this case ONLY both sick days and vacation days may be used. 9. Family leave: A ten day paid leave may be taken with prior approval to care for a newborn or adopted child. An employee who is a member of the family of military service personnel are entitled to up to 26 weeks of leave to care for them. and the ability of DISCOVERY CENTER to find qualified temporary replacements. DISCOVERY CENTER endeavors. to place employees returning from leave in their former positions or in a position comparable in status and pay. 8. PRACTICES: . Reinstatement cannot be guaranteed to any employee returning from medical leave. 7.
the employee or a member of the immediate family must notify the supervisor or the Executive Director as soon as is practical. major medical insurance and retirement) continue at the employee's expense during the leave. 5. If the leave request is necessitated by an emergency. and the ability of DISCOVERY CENTER to find qualified temporary replacements. 2. In such emergency situations.g. All DISCOVERY CENTER group health and life benefits (e.. the written explanation must normally be submitted within three days of the beginning of the leave. provided the leave does not seriously disrupt DISCOVERY CENTER's operations. 3. e. this should be followed-up with a written explanation of the nature of the leave and the expected length of the absence. However. Reinstatement cannot be guaranteed to employees returning from personal leave.1. Unpaid leave may be granted at DISCOVERY CENTER's discretion. hospitalization. subject to budgetary restrictions. DISCOVERY CENTER endeavors to place employees returning from personal leave in their former position or in a position comparable in status and pay. MILITARY LEAVE POLICY: . DISCOVERY CENTER's need to fill vacancies. Employees must request personal leaves in writing at least two weeks before the requested time is to begin. 4. An employee choosing to take unpaid leave will be personally responsible for payment for all non-contributory benefits during the leave period.
Leaves of absence without pay for military or Reserve duty are granted to full-time regular and part-time regular employees in accordance with applicable federal and state laws. employees must submit to their supervisors a copy of the summons to serve as soon as it is received. Eligibility for reinstatement after the military duty or training is completed is determined in accordance with applicable federal and state laws. In addition. 2. other time may be taken using personal or vacation time. PRACTICE: 1. f. If an employee is called to active military duty or to Reserve or National Guard training. or if an employee volunteers for the same. . To qualify for jury duty or witness duty leave. JURY AND WITNESS DUTY LEAVE POLICY: DISCOVERY CENTER continues to pay the salaries of regular full-time and parttime employees who are summoned to jury duty during the active period of jury duty for up to a maximum of fifteen working days per calendar year. copies of the military orders should be submitted to the supervisor as soon as practical. PRACTICES: 1.
All employees are allowed unpaid time off if summoned to appear in court as a witness. REST AND MEAL BREAKS POLICY: Meal and rest breaks are provided during the course of each workday. g. as close . Employees are permitted to retain the allowance received from the court for such service. 4. An employee serving less than three (3) hours per day on jury duty is required to report to work for the remainder of the normal work period. Rest and meal breaks are intended to give employees an opportunity to renew their attention and energy so they can remain productive and efficient in performing assigned tasks. Each employee is allowed a ½ hour to one hour unpaid lunch period. 5. 3. PRACTICES: 1. DISCOVERY CENTER will make no attempt to have service on a jury postponed except when business conditions necessitate such action.proof of service must be submitted to the supervisor when the period of jury duty is completed. 2.
PRACTICES: 1. cannot be accumulated if they are missed. employees are not expected to report to work. employees are expected to check DISCOVERY CENTER voicemail. therefore. all employees are expected to make every effort to come to work. Employees who choose to work through breaks are not entitled to leave before the normal quitting time and will not receive extra pay for the time worked. a determination will be made to close the office depending on the seriousness of weather conditions. 3. 3. If the office is officially closed. If the office is open. 2. Full-time Employees will be paid for any working day that the office is closed. Parttime staff will not be compensated. If they are unable to report to work. Breaks are paid time and. All employees are encouraged to take a lunch break. Break periods should be taken as near the mid-point in the morning and the afternoon as possible. they should call their supervisor and . During inclement weather. 2. Employees are entitled to a fifteen minute break for every four (4) hours worked. RESPONSE TO INCLEMENT WEATHER POLICY: In the interest of employee safety.to the middle of the day as possible.
he/she will be paid for the first hour of absence. the time will be charged as personal time. a. In these instances. full-time employees will be paid for the entire day's work as scheduled. BEHAVIOR IN THE WORK SETTING 8. CUSTOMER AND PUBLIC RELATIONS POLICY: Because persons outside the organization form their opinions of DISCOVERY CENTER based on the attitudes and actions of employees. vacation or unpaid leave. If an employee is granted permission to leave earlier than an official closing. 5. In instances where all employees are sent home early. 6. vacation or unpaid leave.describe their situation. If an employee reports to work late due to the weather. Part-time employees will be paid for hours worked. respectful. 4. Additional time will be charged as personal time. . the employee will have the option of taking the day as a vacation or personal time. and business-like manner. employees are expected to deal with customers and the public in a helpful.
possession. 2. Doing so is inconsistent with the behavior expected of employees. b. Employees will be subject to disciplinary action. Employees are expected to build customer goodwill. Formal public programs on behalf of DISCOVERY CENTER are approved by the Executive Director. ALCOHOL/DRUG-FREE ENVIRONMENT POLICY: DISCOVERY CENTER strictly prohibits the use. sale. A positive telephone contact with anyone who calls DISCOVERY CENTER builds goodwill while a negative experience can destroy a valuable relationship. 3. dispensing. subjects all employees and visitors to unacceptable safety risks. up to and including . Calls from the media are referred to the Executive Director or the Development Director.PRACTICES: 1. Employees are expected to listen carefully to customer inquiries and complaints. Employees are to exercise courtesy and thoughtfulness in using the telephone. and deal with them in a responsive. caring manner. or manufacture of illegal drugs or alcoholic beverages in the workplace or while engaged in DISCOVERY CENTER business. and undermines DISCOVERY CENTER's ability to operate effectively and efficiently. PRACTICES: 1.
termination, for bringing illegal drugs and narcotics or alcoholic beverages to work; using or being under the influence of such substances while working; the illegal use of legal drugs; or dispensing, distributing, or selling on DISCOVERY CENTER premises. Development activities may include serving of alcoholic beverages at receptions and events; these do not fall under the previous policy.
The DISCOVERY CENTER facility is maintained as a smoke-free environment, because of concern for the total health of individuals, and due to the awareness that second hand smoke is detrimental to the health of non-smokers.
1. Smoking is not permitted anywhere in the DISCOVERY CENTER facility or on the Discovery Center grounds.
Violation of this policy will result in disciplinary action.
Verbal or physical conduct by any employee that harasses, disrupts or interferes with
another employee's work performance or which creates an intimidating, offensive or hostile environment will not be tolerated.
1. Each supervisor has a responsibility to maintain the workplace free of any form of harassment.
2. DISCOVERY CENTER expressly prohibits any form of employee harassment based on race, color, religion, gender, national origin, age, disability, status as a Vietnam-era or special disabled veteran, sexual orientation, or status in any group protected by state or local law. Improper interference with the ability of DISCOVERY CENTER's employees to perform their expected job duties is not tolerated.
3. With respect to harassment, DISCOVERY CENTER prohibits, among other acts, offensive comments, jokes, innuendoes, or any other statements based on an individual’s protected class; unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or otherwise offensive nature.
4. No supervisor is to threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties, or career development. In addition, no supervisor is to favor in any way any applicant or employee because that person has performed or shown a willingness to perform sexual favors for the supervisor.
5. Specific sexually harassing conduct in the work place that is prohibited includes, but is not limited to:
Sexual flirtations, touching, advances, or propositions; Verbal abuse of a sexual nature; Graphic or suggestive comments about an individual's dress or body; Sexually degrading words to describe an individual; and The display in the work place of sexually suggestive objects or pictures.
6. Any employee who believes that the actions or words of a Board member, supervisor or fellow employee constitutes harassment has a responsibility to report or complain as soon as possible to the appropriate supervisor or Executive Director, if the complaint involves the supervisor or Board member. Any employee who believes that the actions or words of the Executive Director constitute harassment has a responsibility to report or complain as soon as possible to the chairman of the Board or to any other member of the Board.
7. All complaints of harassment will be investigated promptly, in as impartial and confidential manner as possible. If an employee is not satisfied with the handling of a complaint or the action taken by the supervisor, the employee should bring the complaint to the attention of the Executive Director. In all cases, the employee making a complaint is to be informed about the findings and conclusions reached regarding the complaint. No employee will be retaliated against for complaining about harassing behavior.
8. Any employee who is found, after appropriate investigation, to have engaged in harassment of another employee will be subject to appropriate disciplinary action up to and including termination.
solicit financial contributions.magazine sales etc. The only exception to this is DISCOVERY CENTER-sponsored solicitations. offering to sell merchandise or services. DISCOVERY CENTER authorizes a limited number of fund drives by charitable organizations. PRACTICES: 1. distributing literature or gifts. or solicit for any other cause during work time. f. Staff may ask other staff for participation in non-political. or engaging in any other solicitation or similar activities. sell merchandise. Participation by employees is voluntary. CONFLICT OF INTEREST POLICY: DISCOVERY CENTER expects employees and volunteers to scrupulously avoid . conducting membership drives. These bulletin boards are for the posting of DISCOVERY CENTER information and notices and may announce other nonprofit's community activities with approval from the Executive Director. Persons who are not employed by DISCOVERY CENTER are prohibited from soliciting funds or signatures. Employees may volunteer to assist these organizations by conducting their drives. 2. DISCOVERY CENTER maintains bulletin boards to communicate DISCOVERY CENTER information. school-related fundraisers. 3. employees may not distribute literature or printed materials of any kind.POLICY: In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others.
A conflict of interest exists if an employee or volunteer: Seeks or obtains for benefit or advantage. Publicly uses the employee's or volunteer's affiliation or that of any other DISCOVERY CENTER volunteer or employee in connection with personal association with partisan politics. except in conformity with DISCOVERY CENTER policy. or endorsement of DISCOVERY CENTER affiliation of the employee or volunteer. except in conformity with DISCOVERY CENTER policy. emblem. No employee is authorized to make or approve such a contribution on behalf of the organization. As employees and volunteers have questions about potential conflict of interest. PRACTICES: 1. they are responsible for taking initiative to explore the potential conflict to . direct or indirect. records.any conflict. Uses or makes available for benefit or advantage. professional or business interests and the interests of DISCOVERY CENTER or its clients. the property. denominationally religious matters or positions on issues that are not in conformity with DISCOVERY CENTER policy. DISCOVERY CENTER takes a non-partisan role relating to political issues and unequivocally forbids the use of its funds for the support of political parties or candidates. anything of more than nominal value that would not normally be available to the employee or volunteer. 3. name. While individual employees are encouraged to be politically involved as responsible citizens. 2. services. between their own respective individual.
the point of clarity. h. 3. client records and mailing lists. Information about nonprofits' clients gathered in the DISCOVERY CENTER helping relationships is held in confidence. All requests for personal information should be referred to the Executive Director. Questions concerning whether certain information is proprietary should be referred to the employee's supervisor or the Executive Director. CONFIDENTIALITY POLICY: DISCOVERY CENTER is committed to maintaining confidentiality in dealing with clients. employees and proprietary information. personnel records. Proprietary information is handled with care including such things as budget data. PRACTICES: 1. PERSONAL APPEARANCE . computer data. except by legal attachment in response to subpoena or written consent of the employee. 2. g. Information concerning DISCOVERY CENTER employees is considered personal and confidential and is not to be disclosed to outside parties. confidential correspondence.
PRACTICES: 1. CONDUCTING PERSONAL BUSINESS DURING WORK HOURS i. All employees are to use good judgment in choosing their attire and must wear clean. No personal calls (or texts) . should be made only when necessary and conversation should be kept as brief as possible. Personal calls. Additionally. PRACTICES: 1.) are not be used for reasons other than DISCOVERY CENTER business. copy equipment. DISCOVERY CENTER resources (telephones. Dress and behavior are an important expression of our professionalism. etc. seasonally appropriate clothing that are modest in appearance and reflect respect for our visitors. POLICY: Employees of DISCOVERY CENTER are expected to refrain from conducting personal business during work hours. local or long distance.POLICY: Employees are expected to be appropriately groomed and dressed for the work situation. secretarial support. Employees often have contacts with the public and therefore represent DISCOVERY CENTER in their appearance as well as in their actions.
unless approved by the Executive Director. notices or papers of any kind. PRACTICES: 1. Employees will be billed for personal long distance calls. long distance calls must complete a long distance log and mark the calls as personal. 3. Employees who make personal. 2. literature. Employees may not give any person or company a testimonial letter for commercial purposes in which DISCOVERY CENTER's name is used as recommending a product or service. Additionally. No statement or stories in which DISCOVERY CENTER's name is mentioned should be released to the news media by employees. Persons who are not employees of DISCOVERY CENTER will not be permitted to enter or remain on the premises for the purpose of making any solicitation or distributing cards. 2. employees may not submit an article for publication without prior approval.should be made while working on the museum floor or with our visitors. Any news worthy story that an . TESTIMONIALS /ENDORSEMENTS/ ARTICLES POLICY: Employees may not give any person or company a testimonial or endorsement from DISCOVERY CENTER in which DISCOVERY CENTER recommends a particular product or service. j.
and the consequences of failure to take action. Noncompliance is remedied or subject to discipline. Disciplinary action can mean anything from a mild informal reprimand to termination. Employees who write or prepare articles for publication may not represent a position as DISCOVERY CENTER without prior approval from the Executive Director. administered in a consistent manner. PRACTICES: 1. uniform system of progressive discipline. employees are expected to comply with DISCOVERY CENTER standards of behavior and performance. 9.individual feels is suitable for publication should be referred to the Executive Director for approval. explore options for correcting the behavior and agree on actions to be taken. 3. Disciplinary procedures are an established. 2. EMPLOYEE DISCIPLINE POLICY: To help ensure fair and consistent treatment. Each employee is given an opportunity to improve his/her performance or to correct a disciplinary problem. 3. explain the degree of seriousness of his/her behavior. The primary objective of any type of disciplinary action is to correct or . The supervisor's first responsibility is to sit down with the employee.
most issues are resolved early. employees receive informal feedback. up to and including dismissal. After the meeting. Counsel: The supervisor meets with the employee and formally discusses the employee's problem. The supervisor encourages the employee to improvement. However.e. if the feedback does not produce necessary changes. The following steps outline the progression of disciplinary action: Feedback: When performance issues are first recognized. more formal actions are taken. This action is taken when previous steps have not been successful in solving a problem. and signed by both the employee and the supervisor with one copy given to the employee and another placed in the employee's personnel file. the supervisor ensures that the employee understands that he/she has been counseled regarding his/her behavior or performance deficiency. Warning: This step is taken upon repetition or continuation of identified shortcomings after reasonable opportunity and time for correction. This step usually is the result of an employee conducting himself/herself in a way that demonstrates a lack of response to previous counseling. that continuance of the behavior or performance deficiency may result in further disciplinary action. The supervisor ensures that the employee understands he/she is being "warned. . 4. With feedback. The supervisor offers the employee methods for improvement. Termination: This action is the most serious of all disciplinary procedures and is normally used only as a last resort. The problem and the agreement reached by the employee and the supervisor is documented.improve the behavior of individuals who are not meeting DISCOVERY CENTER standards of performance or conduct." i..
the early stages of the disciplinary procedure are dispensed with. termination may result immediately after a major violation of DISCOVERY CENTER rules and regulations. However. A grievance is defined as an employee's expressed feeling of dissatisfaction concerning conditions of employment or treatment by management. The supervisor advises the employee about the reason(s) for termination. All grievances should be addressed promptly. GRIEVANCE PROCEDURES POLICY: Employees are encouraged to bring to the attention of management their grievances about work-related issues. 5. or other employees.Termination requires the approval by Executive Director. PRACTICES: 1. Termination is usually resorted to only when properly documented counseling sessions and adequate warnings have been ignored. Under these circumstances. The contents of the termination meeting are documented and signed by the employee and the supervisor with one copy given to the employee and another placed in the employee's personnel file. Employees will be provided an opportunity to present their complaints and appeal management decisions through a formal grievance procedure. 10. All grievances will be resolved promptly. Examples of actions that may be causes of grievances include: .
religion. and procedures believed to be to the detriment of an employee. promotions. reprisal. the employee is encouraged to talk to the supervisor. . retirement. or any other non merit factor. attempting to resolve the grievance. performance reviews. such as coercion. gender. rules. Alleged discrimination because of race. practices. Supervisors are responsible for processing the grievance until the employee is satisfied with the level or review or until the employee's right of appeal is exhausted. If the employee's problem is with the immediate supervisor. harassment. age. color. or salary. The supervisor is responsible for investigating the grievance. or intimidation. national origin. 3.Application of DISCOVERY CENTER policies. Treatment considered unfair by an employee. disability. marital status. regulations. sexual orientation. but the employee may feel free to talk with another manager with whom the employee feels comfortable with. The following steps outline the Grievance Procedures: The employee brings a work-related problem to the attention of his/her supervisor. Employees are encouraged to use this Grievance Procedure and are not to be penalized for doing so. and Improper or unfair administration of employee benefits or conditions of employment such as benefits. 2. and communicating a decision to the employee within a reasonable time.
Time spent by aggrieved employees in grievance discussions with management during their normal working hours will be considered hours worked for pay. The supervisor documents the employee's grievance and the decision for review by the next level of management. 4. he/she is permitted to appeal to the next level of management. As used in this policy. he or she is permitted to appeal to the Executive Director who will discuss the matter with the employee and the supervisor and will make a decision concerning the grievance within a reasonable time. WORK PRODUCT POLICY: . Management decisions on grievances will not be precedent-setting nor binding on future grievances unless they are officially stated as DISCOVERY CENTER policy. 6. Information concerning an employee grievance will be received in confidence. the decision will be retroactive to the date of the employee's official complaint.If the aggrieved employee is not satisfied with the supervisor's decision. 7. If the appeal to the next management level(s) fails to satisfy the employee. Whenever possible. The Executive Director's decision and explanation of the decision will be documented. the term "reasonable time" for reaching a decision concerning a grievance at any organizational level is five working days. 5. 11.
j. g. e. For purposes of this Policy. 2. PRACTICES: 1. etc. c. records. the employee shall return to his or her supervisor any and all work product. plans. products. b. materials. performance measurement and evaluation protocols. f. educational. and products. d. “work product” includes but is not limited to: a. h. intellectual property of any kind and of any medium. seminar and training materials. grants records of any kind. staff and board information and records. processes. consulting protocols. . Upon termination of employment. materials. in the employee’s possession. intellectual property. and materials. processes. marketing and communications tools. and materials. membership and client records. records of financial performance. strategic plans and reports.Any and all “work product” produced by any employee during the course of his or her employment by DISCOVERY CENTER shall remain the exclusive property of DISCOVERY CENTER both during and after the employment of the employee by DISCOVERY CENTER. i.
3. provided that such use is consistent with professional conduct and is not used for personal financial gain. In no event may an employee use any of the foregoing for his or her personal benefit or for the benefit of any other person except in the ordinary course of the employee’s duties with DISCOVERY CENTER. A user may not download any programs or executables from the Internet to their computers without the express consent from his or her supervisor. Users may use Internet services for personal improvement. Internet and E-mail usage must be able to survive public scrutiny and/or disclosure. 2. Sensitive information should not be transmitted via or exposed to Internet access by unauthorized or unintended viewers. and all users must avoid accessing sites that might bring DISCOVERY CENTER into disrepute. any E-mail that contains offensive or suggestive material even if the employee believes that the intended recipient will not be offended by the E-mail.3. USE OF INTERNET AND EMAIL 12. POLICY: All Internet and E-mail users shall comply with all applicable laws and regulations and must respect the legal protection provided by copyrights and licenses with respect to both programs and data. outside of scheduled hours of work. Employees may not send. . such as those that carry offensive material. PRACTICES: 1. either internally or externally.
4. Internet chat channels or other Internet forums such as news groups or net servers may be used only to conduct work-related business or to exchange technical or analytical information. Employees shall be assigned appropriate passwords and shall be responsible for keeping such passwords confidential. personal e-mail and internet use should be kept to a minimum. . Users may not attempt to obscure the origin of any message or download material under an assumed Internet address. The focus of each employee should be work-related. 8. 5. 7. 6. Alleged inappropriate use of the Internet or E-mail will be reviewed by supervisors on a case-by-case basis and may lead to disciplinary action. DISCOVERY CENTER may monitor the use of its networks and may monitor selected network traffic and E-mails.
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