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Personnel
Policies and Practices HIRING The Executive Director has the sole responsibility for hiring such staff personnel as the Board of Directors determines is required to conduct the business of the Chamber. DISMISSAL Employees will be dismissed if their work is not proven satisfactory; repeated absence from work or negligence, insubordination, inability to perform assigned duties, or for other reasons determined by the Executive Director or the Board of Directors. REGULAR EMPLOYEES Regular employees are defined as employees working 32 hours per week or more. Regular employees are eligible for company benefits including a 401k program and long/short term disability/life insurance. (There may be a waiting period) PART TIME EMPLOYEES Part time employees are defined as employees working under 30 hours a week. Part time employees are not eligible for company benefits. STANDARD OF PERFORMANCE The Chamber expects very high standards of performance. In performing our office procedures every effort should be given to strive for efficiency and accuracy. Our demeanor should always be pleasant, courteous and cooperative. HOURS OF WORK The minimum office hours are 8:00 am – 4:30 pm Monday through Friday. Each employee will be assigned a work schedule and will be expected to begin and end work according to the schedule to accommodate the needs of our business. It may be necessary to change individual work schedules on either a short or long-term basis. Rarely, but occasionally, the staff is asked to work evenings or weekends in addition to regular hours. The staff is expected to be in the office and to begin work at their assigned starting time. PUNCTUALITY AND ATTENDANCE The Chamber expects you to report to work on a reliable and punctual basis. Absenteeism, early departures from work, and late arrivals to work burden your fellow employees and the Chamber. If you cannot avoid being late to work or are unable to work as scheduled, you must notify the Chamber as soon as possible. Chamber employees may be excused for special circumstances when necessary. Special circumstances include jury duty and to attend a funeral. Personal appointments such as doctor, dentist, lawyer, etc. are not considered adequate reasons for absence for part-time personnel. Such appointments should be scheduled during non-working hours when possible. Regular attendance and promptness are considered part of each employee’s essential job functions. PAYMENT OF WAGES Salary is paid bi-monthly. City/Chamber employees will be paid according to City policies.
HOLIDAYS VACATIONS/REQUESTS & SCHEDULING The Chamber encourages staff to take vacation each year. There are certain times of the year that require full staff participation in the work of the Chamber. During those times vacations will not be permitted. These dates will be determined by the Executive Director. Vacation dates must be approved in advance by the Executive Director. PERSONAL APPEARANCE You are expected to report to work well groomed, clean and dressed accordingly to the requirements of your position. Jeans and shorts are not permitted. PERFORMANCE EVALUATIONS Performance evaluations will be conducted by the Executive Director. This provides both you and the ED an opportunity to discuss your job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss methods for improving your performance. Performance evaluations are conducted at the discretion of the Executive Director and the employee will be given advanced notice. EQUAL OPPORTUNITY The Chamber is an equal opportunity employer. MILEAGE Staff members will be reimbursed at the rate set forth by IRS guidelines when using their own vehicles for Chamber business. Likewise, staff members will be reimbursed for any toll charges incurred while using their own vehicles. STAFF MEETINGS Staff meetings are designed to bring to surface any problems or questions a staff member may have and to review the chamber calendar. These meetings help to keep the staff aligned in the purpose of the chamber. FILING The chamber maintains an adequate and systematic set of files. All filing is done in accordance with this standard procedure in order to make records readily available. Staff should maintain files in a neat and timely fashion. OFFICE ETIQUETTE/READING/NOISE/NEATNESS Newspaper and magazine reading during office hours is not allowed unless it is part of an employee’s assigned duties. Monitor the noise levels in your area. Keep offices neat and orderly. TELEPHONES Employees should remember that they represent the Chamber and its members. The Chamber is a service oriented business. Phone calls should be answered promptly and courteously. If transferring a call, get caller’s name and follow assigned transfer procedures. When taking a message get caller’s name, phone and time of day call was received. While at work, you are expected to perform your job duties and responsibilities. Personal calls, both incoming and outgoing, must be kept to a minimum and must not interfere with your duties and responsibilities. Habitually long conversations on the telephone indicate that the employee involved is not properly organizing his or her activities. REQUESTS FOR INFORMATION Information requests should be handled in a timely method upon receipt of the request. Make every effort to obtain the information requested, using the numerous reference materials which the Chamber possesses. Always strive for accuracy. VISITORS Chamber employees are expected to always practice good public relations to preserve the favorable attitude of our members and the public at large. The position of the Chamber must be one of unquestionable courtesy at all times. USE OF TECHNOLOGY AND THE INTERNET Technical resources are provided for the benefit of your Chamber, and its customers, vendors and suppliers. These resources are provided for use in the pursuit of Chamber business and are to be reviewed, monitored and used only in that pursuit. Employees are not permitted to use the Chamber’s technical resources for non-work purposes without permission of a supervisor. Accordingly, Employees have no right of privacy as to any information of file maintained in or on Chamber files, or transmitted or stored through your Chamber computer, voice mail, and e-mail or telephone systems. The Chamber may, in its discretion, review any employee’s electronic files and messages as well as the volume and content usage, at any time and for any business reason. UNLAWFUL HARASSMENT The Gulf Breeze area Chamber of Commerce prohibits sexual harassment and harassment because of race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, HIV-positive, age, or any other basis protected by federal, state, or local law. All such harassment is unlawful and will not be tolerated. AT WILL All employment with the Chamber is at the will of both the Chamber and the employee. Accordingly, either party may terminate the employment relationship at any time with or without cause. RECEIPT/ACKNOWLEDGMENT Please acknowledge receipt of this manual by signing and returning this page to the Executive Director. I have received a copy of this manual and have read it or had it read to me. If I have any questions regarding this manual I understand it is my responsibility to ask the Executive Director or Chamber President about them. I recognize it is my responsibility to review the policies, practices, standards and rules this manual contains and I agree to comply with them during my employment at the Gulf Breeze Area Chamber of Commerce. I understand the information in the manual is intended to educate employees about general policies, principals, standards and procedures and does not represent a contractual commitment by the Chamber concerning terms of employment or other matters. The Chamber is free to act accordingly to the best business judgment of it’s management and to change, interpret, withdraw or add to the policies, procedures, and standards described in this manual at anytime without prior notice, consideration or approval by an employee. Amendments to any other part of this manual may be issued by appropriate means of communication. I further understand that this manual is not a contract between me and my employer nor is it a guarantee of any specific policies, procedures, standards, rules or length of employment. I understand that my employment is considered “at-will”. Current, specific details of this manual can be clarified by the Executive Director or President. I further understand that I will be responsible for complying with future changes in such policies, practices, standards and rules.
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