Creating Your Employee Handbook: A Do-It-Yourself Kit for Nonprofits / Edition 1

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Overview

The first comprehensive guide to writing, evaluating, and revising nonprofit employee handbooks. This book covers every type of personnel policy, including hiring and employee development, benefits, workplace health and safety, standards of conduct, work hours, and pay. Each sample policy is offered in three versions for large, medium, and small organizations.
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Product Details

Meet the Author

LEYNA BERNSTEIN is a consultant and trainer with expertise in organizational development and human resources management. She is a principal with Bernstein & Associates in San Francisco and serves as an affiliate consultant in human resources with The Management Center. Bernstein has provided consulting and training services to organizations since l993, and now works exclusively with the nonprofit sector. Prior to founding her own firm, she spent over a decade as a human resources executive with some of the Bay Area's leading socially responsible companies.

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Read an Excerpt

Equal Employment Opportunity



Consider This

By putting these policies at the beginning of your handbook, you are emphasizing the importance you place on creating a fair, respectful, and discrimination-free work environment.

In writing your EEO policy, be aware that the law does allow you to exclude a certain protected group if you can prove that the exclusion is based on a "bona fide occupational qualification (BFOQ)." For example, if your organization runs a residential shelter for battered women, you may be able to exclude men from the position of live-in coordinator.

If you have questions about this or other hiring issues, it's a good idea to speak with an employment attorney to identify your options in each particular situation.

Creative Approach

We maintain a strong policy of equal employment opportunity. We seek to achieve equal opportunity for all staff members as articulated by federal, state, and local laws. Creative Agency actively seeks to recruit individuals without regard to race, creed, color, disability, marital status, veteran status, national origin, age, or physical handicap. Our equal employment opportunity philosophy applies to all aspects of employment, including recruitment, training, promotion, transfer, job benefits, pay, and dismissal.

By-the-Book Approach

It is the policy of this agency to afford equal opportunity in all aspects of employment to all persons without discrimination on the basis of race, religion, sex, national origin, ethnicity, age, physical disabilities, political affiliation, color, marital status, or medical condition. This policy shall apply to all employees, applicants for employment, board and committee members, and volunteers and extends to all phases of employment, including recruitment, screening, referral, hiring, training, promotion, discharge or layoff, rehiring, compensation, and benefits.

Leading-Edge Approach: Workplace Diversity

We cultivate a work environment that encourages fairness, teamwork, and respect among all employees. We are firmly committed to maintaining a work atmosphere in which people of diverse backgrounds and lifestyles may grow personally and professionally.

Equal Employment Opportunity

Leading-Edge Agency is an equal opportunity employer. It is our strong belief that equal opportunity for all employees is central to the continuing success of our organization. We will not discriminate against an employee or applicant for employment because of race, religion, sex, national origin, ethnicity, age, physical disabilities, political affiliation, sexual orientation, color, gender identity characteristics or expression, marital status, veteran status, or medical condition (for example, AIDS, AIDS-related condition, or cancer) in hiring, promotion, demotion, training, benefits, transfers, layoffs, terminations, recommendations, rates of pay, or other forms of compensation. Opportunity is provided to all employees on the basis of qualifications and job requirements.

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Table of Contents

Introduction: How an Effective Employee Handbook Can Improve Your Organization.
STARTING YOUR HANDBOOK OFF RIGHT.
Policies for a Good First Impression.
PRESENTING CLEAR EMPLOYMENT AND EMPLOYEE DEVELOPMENT POLICIES.
Employment and Hiring Policies.
Employee Development.
CREATING WELL-CRAFTED BENEFITS POLICIES.
Health, Wellness, and Employee Assistance.
Paid Time Off.
Unpaid Time Off and Leaves of Absence.
DEVELOPING FAIR, STRAIGHTFORWARD POLICIES FOR WORKPLACE STANDARDS AND PRACTICES.
Work Hours and Pay.
Workplace Health and Safety.
Work Practices and Environment.
Information and Communication.
Standards of Conduct.
CLARIFYING END OF EMPLOYMENT POLICIES.
Ending Employment.
Resources.
Appendix A. List of Legally Required Policies.
Appendix B. State by State Provisions for Selected Policies.
Appendix C. Sample Forms Employee Acknowledgement Written Warning Document Job Description Position Description Form Performance Evaluation Form.
Appendix D. The Management Center Human Resources Assistance.
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