Goodwill Industries of lower south carolina
Policy and Procedures manual publication date 6/10/2004
Goodwill Industries of Lower
South Carolina, Inc.
Policy and Procedures Manual
MISSION
To help people achieve their full potential through the dignity and power of work.
VISION STATEMENT
To be the primary community resource for training and employment of peopleseeking economic independence and improved quality of life.
OUR VALUES
Are centered around the belief that work forms the foundation of our relationships with others. Work affects our self-esteemand allows us to become successful, contributing members of our community.
WE ARE AN AT-WILL EQUAL OPPORTUNITY EMPLOYER.
Published 6/10/04
Reviewed 9/28/10
Reviewed 6/1/11
Reviewed/Revised 8/14/12
Revision 1/4/13
Revision 3/28/13
TABLE OF CONTENTS
Section 1 - Introduction
Welcome Letter
Organization Description
Section 2 – Corporate Compliance and Responsibility
Code of Ethics & Accountability
Procedures to Deal with Allegations of Violations of the Code of Ethics
Corporate Compliance Program
Code Of Ethics In Regards To Fiscal Management
Conflict of Interest
Policy and Procedures on Legal Requirements
Policy and Procedures on Handling Subpoenas, Search Warrants, External Investigations and Audits
Policy on Waste, Fraud and Abuse and Other Wrongdoing
Document Retention and Destruction Policy
Section 3 - Employment
Equal Employment Opportunity
Affirmative Action Policy Statement
Cultural Diversity Policy
Americans with Disabilities Act (ADAAA) Policy Statement
Immigration Law Compliance
Debilitating/Communicable Illness Policy
Life Threatening Illness Policy
Classifications of Employment
Employment Application
Hiring Policy
Criminal Background Check Procedures
Reference Request
Employment Verification
Orientation
Personnel Records
Outside Employment
Employment of Relatives
Job Descriptions
Section 4 – Employee Benefits
Benefit Continuation (COBRA)
Liability Insurance
Workers’ Compensation Insurance
Military Leave
Military Family Leave
Jury Duty and Witness Duty Leave
Family Medical Leave Act (FMLA)
Service Awards
Employee Assistance Program (EAP)
Pay Practices
Section 5 – Working Conditions
Accidents
Confidentiality Policy
Consensual Romantic Relationships
Crisis Management Policy Statement
First Aid
Fiscal Management
Maintenance of Work Areas
Medications
Money – Borrowing or Lending
MSDS (Material Safety Data Sheets)
Opportunity for Advancement
Packages/Personal Items
Parking
Performance Appraisals
Personal Appearance of Employees
Personal Emergency or Special Medical Needs
Promotions
Retention and Security of Records
Safety and Health Policy
Solicitations
Standards of Conduct
Store Shopping/Purchases
Teamwork
Termination of Employment
Transfers
Uniforms
Visitors at the Administrative Offices
Weather Related Delays or Cancellations
Section 6 – Miscellaneous Policies
Attendance and Tardiness Policy
Cell Phone Policy
Complaint Resolution Procedures
Computer and Network Policy
Drug/Alcohol-Free Workplace Policy
Electronic Communications Policy
Equipment Operation Policy
Hours of Work Policy
Educational Reimbursement Policy
Lost/Found Money Policy
Non-Discrimination and Anti-Harassment Policy
Phone and Mail System Policy
Problem Resolution and Open Door Policy
Search and Surveillance Policy
Sexual Harassment Policy
Social Computing Guidelines
Substance Abuse Policy
Tobacco Free Policy
Vehicle Operations Policy
Weapons Policy
Workplace Violence - Duty to Warn Policy
1
1/04/2013
Goodwill Industries of lower south carolina
Policy and Procedures manual publication date 6/10/2004
Section 1 - Introduction
Welcome Letter
WELCOME NEW EMPLOYEE!
On behalf of your colleagues, I extend a warm welcome to you as you join Goodwill Industries of Lower South Carolina, Inc. We believe that each employee contributes directly to our growth and success, and we hope you will take pride in being a member of our team.
ABOUT OUR ORGANIZATION
Goodwill Industries of Lower South Carolina, Inc. and Goodwill Industries Internationalhave a long, honorable and proud history. Goodwill Industries International is the largest private-sector employer of people with disabilities. It is also North America’s leading not-for-profit provider of vocational services for people with disabilities and other special needs. Our mission is to help people with disabilities gain full participation in society by expanding their opportunities and occupational capabilities through a network of autonomous, community-based organizations. Vocational services are provided directly by 183 autonomous Goodwill organizations throughout the United States, Canada, and the Pacific Basin. There are 49 Goodwill associate members in 35 countries outside of those areas.
In 2011, Goodwill Industries International served more than 287,508 people with disabilities and other special needs in its vocational rehabilitation and employment programs in the United States and Canada. Of those, over 78,000 secured competitive jobs in the community as a result of training received through Goodwill. Goodwill Industries International also serves approximately 40,000 people outside the United States and Canada.
Goodwill’s strength lies in its ability to train people to meet real identified labor needs in our community. Goodwill Industries of Lower South Carolina, Inc. provides workers with training and vocational skills for positions in retail, manufacturing and information technology.
When employers hire Goodwill Industries graduates, they acquire skilled, reliable workers and our expertise in vocational training that travels with the worker to his or her new job site. Follow-up services support both the new employee and the employer, ensuring a smooth transition for both.
Goodwill is committed to serving the community. Over 90 cents of every dollar generated from the sale of donations goes back into the community through vocational training and employment.
We hope that your experience here will be challenging, enjoyable, and rewarding. We wish you every success here. Good luck and welcome aboard!
Robert G. Smith
President/CEO
ABOUT OUR POLICY AND PROCEDURE MANUAL
This Manual was developed to describe the expectations of our employees and to outline the policies, programs, procedures and benefits available to eligible employees. Please familiarize yourself with the contents of this Manual as soon as possible. It will answer many questions about employment and procedures at Goodwill Industries of Lower South Carolina, Inc. No manual can anticipate every circumstance or question about policy and procedure. As we continue to develop and grow our business, the need may arise, and Goodwill Industries of Lower South Carolina, Inc. reserves the right, to revise, supplement, or rescind any policy or portion of this manual from time-to-time as it deems appropriate, at its sole and absolute discretion. The Board of Directors will approve each revised Policy and Procedures Manual on recommendation of the President/CEO. We will, of course, notify you of such changes to the manual as they occur. THE ONLY EXCEPTION TO ANY CHANGES IS OUR EMPLOYMENT-AT-WILL POLICY PERMITTING YOU OR GOODWILL INDUSTRIES OF LOWER SOUTH CAROLINA, INC. TO END OUR RELATIONSHIP FOR ANY REASON AT ANY TIME.
Organization Description
THE HISTORY OF GOODWILL INDUSTRIES
In the late 1890's, Edgar J. Helms, manager of Morgan Chapel in Boston's South End, found innovative ways to help his community's mostly immigrant, jobless poor. His church's "industrial school" offered work skill training. A rudimentary job placement service was set up as early as 1896. When the economic impact of the Spanish-American War began to shrink the pocketbooks of Helms' supporters in Boston's wealthier areas, the energetic Helms took a burlap bag and went door-to-door asking his well-to-do friends for discarded clothing and anything else he could carry away. Destitute men and women who asked Helms to give them a chance, not charity, were paid to repair and refurbish the donated materials. Those items were sold and income from sales was used to pay the workers' wages. And thus, theGoodwill “method" of self-help enterprise was born.
After the old Morgan Chapel was condemned a new facility was built. It was here in 1902, at the new Morgan Memorial Chapel, that Goodwill was truly born. While named the Morgan Memorial Cooperative and Stores, Inc., it was the first “Goodwill” operation. The word "Goodwill” was first used in Brooklyn, New York. A Brooklyn group decided to adopt and adapt Morgan Memorial's methods of operation, and persuaded Mr. Helms that Brooklyn's name of its workshop, "Goodwill," was an improvement over the cumbersome name he had incorporated.
With Helms as the driving force, the Goodwill concept spread across the United States. By 1899 he was touring the world, telling the Goodwill story and laying the groundwork for an international movement.
Although people with disabilities were never excluded from Goodwill programs, they were not the focus of the organization's efforts until 1910. Goodwill saw a lack of services and felt a special mission toward those whose "physical, mental, moral and social" condition prevented them from supporting themselves and their families.
Today, Goodwill actively strives to achieve the full participation in society for people with disabilities and others with special needs. Opportunities and occupational capabilities are extended through a network of not-for-profit community-based organizations that operate throughout the world.
INTRODUCTORY STATEMENT
Goodwill Industries of Lower South Carolina,Inc., hereinafter referred to as “Goodwill,” has developed this Policy and Procedures Manual. It supersedes any and all other manuals and policy/procedure statements previously produced and distributed by Goodwill that are inconsistent with this Manual.
This Manual is intended to be used as a guide for answers to questions which managers and employees frequently ask. It is not intended to be a contractual agreement of any kind. All policies, procedures, terms and conditions of the employment relationship are subject to change, with the exception of “employment at-will”. Specific questions concerning this Manual should be directed to the employee’s immediate supervisor or to the VicePresident of Human Services.
The information contained in this Manual applies to all employees of Goodwill. No management official, other than the President/CEO, has the authority to enter into a contractual agreement or make any oral assurance or promise contrary to this document. Please read this Manual thoroughly and retain it for future reference. All policies and procedures stated in this Manual are subject to change at the sole discretion of Goodwill. These policies are not intended to be all-inclusive. There may be situations that arise that are not covered, either directly or indirectly, by these policies and procedures. In such instances, Goodwill’s policy or procedure will be determined on a case-by-case basis. From time to time employees will receive updated information regarding changes in Goodwill policy andprocedures. Any future updates or changes should be kept with the employee’s copy of this Manual. Employees that have any questions should contact their supervisor or the VicePresident of Human Services.
CUSTOMER RELATIONS
Customers are among our organization’s most valuable assets. Each employee represents Goodwill to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of the first business priorities of Goodwill is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention given to customers.
Customers who wish to lodge specific comments or complaints should be directed to the corporateoffice for appropriate action. Personal contact with the public, manners on the telephone, and the communications conveyed to customers are a reflection of our employees and Goodwill. The professionalism of the employees of Goodwill pays off in customer loyalty and increased sales and profit, which benefits everyone in the organization.
MANAGEMENT PHILOSOPHY
Goodwill's most important asset is people. Our success as an organization is totally dependent on our success in working together. Consumers, employees, and volunteers all play a vital role in the organization. The Mission of Goodwill cannot be achieved without all Goodwill employees working together as equal partners. The following quotation from the German philosopher Goethe summarizes our regard for people, "Treat people as though they were what they ought to be and you help them become what they are capable of being."
It is the responsibility of managers to ask for suggestions, to listen to possible solutions to specific problems, and to help implement productive change. The person doing the job or receiving the service knows more about it than anyone else. Each person has unlimited possibilities. Managers have no more important responsibility than to recognize and unleash that potential for better performance and to create an environment where the contributions of each individual are highly valued.
Every Goodwill employee deserves to be treated with dignity and respect. Accordingly, employees are encouraged to ask questions which will give them better information about their jobs, their benefits, the organization, or the performance of their groups. The better informed each employee is about his or her job and how it relates to other jobs, the greater the opportunities for making the organization more effective. It is the responsibility of supervisors to regard each employee as an effective performer.If performance improvement is indicated, the supervisor or manager should take the following steps to achieve effective performance. Managers must first identify any performance problem(s), then develop a plan for improvement, assist the employee in establishing a goal(s) for improvement and provide performance coaching for achieving the established goal(s). Managers should reinforce performance improvement. This is critical to embedding performance and behavior change.
Managers are to be fair, consistent, and positive in correcting substandard performance and inappropriate behavior and in helping employees when they make mistakes. Managers are responsible for using established guidelines when dealing with these issues. In most minor areas where correction is needed, managers should first counsel the employees about their actions and obtain a commitment for constructive change. The manager must ask what he or she can do to help the employee bring about the needed improvement.
Although managers and supervisors observe and correct errors, it is just as important that they give credit when a job is being done properly. No healthy work environment should have more negative comments than positive ones. The obligation of managers and supervisors is to create an atmosphere wherein employees and consumers constantly gain more knowledge and are able to participate in setting challenging goals to achieve outstanding results.
THE PEOPLE OF GOODWILL MAKE THE DIFFERENCE!
Section 2 – Corporate Compliance and Responsibility
Code of Ethics & Accountability
PREAMBLE
As a recipient of charitable contributions, Goodwill Industries of Lower South Carolina recognizes its responsibility to ensure that funds received are used to further its mission and to safeguard the assets of the corporation.
In order to uphold the highest standards and ensure the integrity, honesty and reputation of the entirety of the Goodwill movement, as officers, employees or volunteers, we pledge to follow both the letter and the spirit of the following code.
CODE OF ETHICS
Goodwill Industries of Lower South Carolina is committed to the provision of quality programs and services and will maintain the following code of ethics in all business practices.
Goodwill employees, volunteers, officers and associates are committed to…
Putting people first in all aspects of our operations.
Forming honest relationships with fellow employees, program participants, customers and the general public.
Helping people become self-sufficient to the best of their ability.
Recognizing that response to community needs is an opportunity for service.
Operating business ventures efficiently and responsibly.
Individual commitment to continuous improvement.
Building trust and integrity by being excellent stewards of public donations and other resources.
Valuing diversity by demonstrating respect for all persons.
Becoming charitable enlightened visionaries in the community.
Ethical marketing and promotion of the agency to reflect true and accurate practices and services.
Hiring qualified individuals consistent with the position requirements that fit the needs of Goodwill based on their ability, experience and training.
Prohibiting waste, fraud, abuse and other wrongdoing.
The conduct of all employees, volunteers, officers and associates of Goodwill Industries of LSC has an impact on our ability to manage our financial resources and serve the community. In order to strengthen our ability to comply with the Code of Ethics and Principles in this document, we will ask each employee, board member, officer, volunteer and associate to agree to conduct him or herself in a manner that upholds all applicable laws and regulation, and promotes essential values and ethical behaviors.
All employees, volunteers, officers and associates will consistently exercise ethical decision-making and recognize and report when asked to do something that might be illegal or unethical. This would include deciding on a course of action, determining responsibility, reviewing all relevant facts and information, and referring to all applicable Goodwill policies or professional standards. Additionally, when considering whether an action goes against ethical, moral and professional standards, everyone understands the importance of consulting with others when presented with a dilemma on an issue.
All employees, volunteers, officers and associates of Goodwill Industries will be held accountable to this code of ethics. Any employee action in contrast to this Code of Ethics will be viewed as a violation of company policies and guidelines and grounds for administrative review and appropriate corrective action.
The Leadership will additionally affirm the commitment to the following Code of Ethics based on the mission, vision and values of Goodwill Industries of Lower South Carolina. They agree to voluntarily comply with the Code and related Financial Reporting and Management Practices.