Employeehandbook Rev2011

The Tree House, Inc.
Employee Handbook
Board Approved April 17, 2012
THE TREE HOUSE, INC.

EMPLOYEE HANDBOOK
AND
GENERAL POLICIES AND
PROCEDURES
The Tree House, Inc. Employee Handbook

TABLE OF CONTENTS
ORGANIZATIONAL
OO-1
OO-2
OO-3
OO-4
OVERVIEW
INTRODUCTION STATEMENT
OVERVIEW OF THE TREE HOUSE, INC.
MISSION STATEMENT
VISION STATEMENT
EMPLOYMENT POLICIES
EPO-1
EQUAL OPPORTUNTIES
EPO-2
EMPLOYEE RELATIONS
EPO-3
CONFIDENTIALITY
EPO-4
EMPLOYMENT CATEGORIES
EPO-5
EMPLOYMENT RECRUITMENT AND SELECTION
EPO-6
EMPLOYEE ORIENTATION
EPO-7
PERFORMANCE APPRAISAL
EPO-8
PERSONNEL FILES
EPO-9
VOLUNTEERS/INTERNS
EMPLOYEE BENEFIT PROGRAM
EBP-1
HEALTH CARE
EBP-2
HOLIDAYS
EBP-3
VACATION TIME
EBP-4
SICK TIME
EBP-5
RETIREMENT
EBP-6
LEAVE OF ABSENCE
EBP-7
MEMBERSHIP DUES
EBP-8
COBRA
EMPLOYEE PRACTICES
EPR-1
EMPLOYEE CONDUCT
EPR-2
SEXUAL AND UNLAWFUL HARRASSMENT
EPR-3
DRUG AND ACHOL USE
EPR-4
PERSONAL APPERANCE
EPR-5
CONFLICT OF INTEREST
EPR-6
RESIGNATION, TERMINATION AND RETIREMENT
EMPLOYEE SCHEDULING AND COMPENSATION
ESC-1
DAILY WORK SCHEDULE
ESC-2
ATTENDANCE
ESC-3
OVERTIME
ESC-4
FLEX SCHEDULE
ESC-5
PAY PERIOD
ESC-6
PAY DEDUCTIONS
ESC-7
EXPENSE REIMBURSEMENTS

ESC-8
ESC-9
ESC-10
ESC-11
USE OF OFFICE TELEPHONES

USE OF CELLULAR PHONES
USE OF OFFICE EQUIPMENT
WORKMANS COMPENSATION INSURANCE
GENERAL OPERATIONAL
GOP-1
GOP-2
GOP-3
GOP-4
GOP-5
CLIENT POLICIES
CP-1
CP-2
CP-3
CP-4
CP-5
CP-6
CP-7
CP-8
POLICIES AND PROCEDURES

SAFETY
SECURITY
EMERGENCY CLOSINGS
FACILITY TRAFFIC CONTROL
ROOM RESERVATION AND SCHEDULING
MANDATED REPORTING
CLIENT TRANSPORTATION
SERVICES TO CLIENTS WITH DISABILITIES
CULTURAL SENSITIVITY
CRISIS SITUATION/HARM TO SELF OR OTHERS
RELEASE OF CLIENT INFORMATION
CLIENT GRIVENCES
STAFF/CLIENT BOUNDARIES
RESEARCH AND TRAINING

RT-1
RESEARCH
RT-2
EMPLOYEE ACKNOWLEGMENT
ORGANIZATIONAL OVERVIEW
OO-1:
INTRODUCTION STATEMENT

This Employee Handbook is designed to acquaint you with The Tree
House, Inc. and provide you with the information about working
conditions, employee benefits and some of the policies affecting your
employment. You should read, understand and comply with all
provisions of this handbook. It describes many of your responsibilities
as an employee and outlines the programs developed by The Tree
House to benefit its employees.
The Tree House places great value on its employees and their
contributions to both the organization and the community. Through its
personnel policies and benefits, The Tree House strives to create an
environment that acknowledges the importance of each employee. The
Tree House also believes that flexibility, initiative, and the willingness
to be a team player is vital to the success of the organization.
Indeed, the success of The Tree House, to a great extent is dependent
on the success of the employees.
No personnel manual can anticipate every circumstance or question.
From time to time, the need may arise to modify policies described in
this handbook. The Tree House, therefore, reserves the right to change,
revise, or eliminate any of the policies and/or benefits described in this
handbook. The only recognized deviations from the stated polices
contained in this handbook are those authorized in writing, signed by
the Executive Director, and voted on by the Board of Directors.
Employees will be notified of any changes in personnel policies as they
occur.
All employees are required to sign an EMPLOYEE HANDBOOK
ACKNOWELDGEMENT FORM as a condition of employment. This nondisclosure agreement will be kept in the employees personnel file.
OO-2:
OVERVIEW OF THE TREE HOUSE, INC.

Established in 1997 as a 501( c ) 3 nonprofit corporation, The Tree
House is located in Winder, Georgia, serving the Barrow, Banks, and
Jackson Counties (the Piedmont Judicial Circuit). Most programs
delivered by The Tree House staff are supported through local, state,
and federal grants. Community donations serve as a match to these
grant funded programs. Individual grants may have operating
guidelines as to how these monies must be used, which conditions
must be met by The Tree House.
Tree House activities are overseen by a Board of Directors composed of
individuals with professional, academic or general interest in the
mission of The Tree House. Board Members are elected annually to
specify terms by members of The Tree Board and outlined in the
corporations by-laws. The Board delegates day-to-day operations of
the agency to the Executive Director.

OO-3:
MISSION STATEMENT
The Tree House, Inc. is a non-profit organization whose mission is to
reduce the impact and occurrence of child abuse through counseling,
educating, supporting, and nurturing children and families in Barrow,
Banks and Jackson counties.
EMPLOYMENT POLICIES
EPO-1:
EQUAL EMPLOYMENT OPPORTUNITY
The Tree House maintains a policy of equal employment opportunity

for all qualified employees and applicants for employment. The Tree
House hires, trains, promotes and compensates employees on the
basis of competence and performance without regard for age, race,
religion, sex, national origin, marital status, sexual orientation, or
disability.
EPO-2:
EMPLOYEE RELATIONS
EPO-2-A Working conditions: The Tree House strives to ensure the

working conditions, wages, and benefits it offers to its employees are
competitive with those offered by other employers in this area and this
industry. If employees have concerns about working conditions or
compensation, they are strongly encouraged to voice these concerns
openly and directly to their supervisor and/or the Executive Director.
EPO-2-B Communication: The Tree Houses experience has shown that
when employees deal openly and directly with supervisors and with
one another, the work environment can be excellent, communications
can be clear, and attitudes can be positive. The Tree House is
committed to responding effectively, fairly, and openly to employee
concerns. The Tree House welcomes comments and active participation
in helping it be an organization that respects employees contributions
to its mission, supports employees responsibilities to carry out their
work, and encourages their talents.
EPO-3:
CONFIDENTIALITY
EPO-3-A The protection of Tree House documents: The protection of

confidential information is vital to the interests and the success of The
Tree House and the clients it serves. Any information concerning
children and families served by The Tree House, donors, prospective
donors, grantees and any personal information about employees or
other confidential information obtained as a result of working with The
Tree House should be considered confidential and should be discussed
only as required in connection with Tree House work. All documents,

files and working papers of The Tree House are property of The Tree
House and will be kept for at least seven years. Under no circumstance
is information concerning children and families served by The Tree
House, donors, prospective donors, or grantees be revealed to third
parties, except as is required by law, waived by the client, donor or
grantee, or approved by the Executive Director in writing.
EPO-3-B Handling of Tree House documents: Employees are cautioned
to exercise care not to disclose confidential information unintentionally
by indiscreet conversation or by careless handling of sensitive
documents. Any employee who purposely, or through failure to
exercise reasonable care, causes confidential information to be
disclosed will be subject to disciplinary action, up to and including
termination, even if he or she does not actually benefit from the
disclosed information.
EPO-3-C Confidentiality statement: All employees are required to sign
a CONFIDENTIALITY STATEMENT as a condition of employment. This
non-disclosure agreement will be kept in the employees personnel file.
EPO-4:
EMPLOYMENT CATEGORIES
EPO-4-A Employment at will: This handbook is not a contract

guaranteeing employment nor do classifications guarantee
employment for any specified period of time. The Tree House may
terminate the relationship at any time, for any reason, with or without
cause or notice. Nothing contained in this handbook nor any oral
statement by any employee will alter the at will status.
EPO-4-B Regular full-time employees: Regular full-time employees are
those who are not in a temporary or provisional status and who are
regularly scheduled to work 30-40 hours a week. Employees working
40 hours a week are eligible for The Tree Houses benefit package,
including health/life/dental insurance at 90%, vacation, sick, and
holiday leave at 100%, and benefits required by law, such as workers
compensation and Social Security at 100%. Employees working 30-39
hours a week are eligible vacation, sick, and holiday leave at 75% and
benefits required by law, such as workers compensation and social
security at 100%. Full-time employees are subject to the terms,
conditions and limitations of each benefit program and are paid an
annual salary. These employees may be exempt or nonexempt
depending on the definition below.
EPO-4-C Part-time employees: Part-time employees are those who are
not assigned to a temporary or provisional status and who are
scheduled to work 29 hours or less a week. Part-time employees are
not eligible for The Tree House benefit package, however are eligible
for those benefits required by law, such as workers compensation and

Social Security. Part-time employees may be paid an annual salary or
by the hour, depending on their position. These employees may be
exempt or nonexempt depending on the definition below.
EPO-4-D Provisional employees: Provisional employees are those
employees in their first three months of employment. This time in
intended to give employees the opportunity to determine whether the
new position meets their expectations. The Tree House uses this period
to evaluate employee capabilities, work habits, and overall
performance. During this period, new employees are eligible for those
benefits required by law, such as workers compensation and Social
Security. After 90 days, they may be eligible for other employerprovided benefits, subject to the terms and conditions of each benefit
program. Vacation, sick and holiday leave will be effective at hire date;
however it is The Tree Houses policy that vacation leave will not be
extended during the provisional period unless authorized by the
Executive Director. Either the employee or The Tree House may
terminate the employment relationship at any time during the
provisional notice, with or without cause or advance notice. Employees
who satisfactorily complete the provisional period will be notified of
their new employment classification and a letter acknowledging their
employment status will be kept in the employees personnel file.
EPO-4-D Consultants: Consultant personnel are not employees of the
Tree House, rather are hired to perform specific services over a specific
amount of time. Consultants are paid for services rendered at a
negotiated rate as detailed in contract agreements and The Tree House
does not withhold any federal, state, or local taxes. Consultants will
receive a 1099 and are not eligible for any benefits offered by The Tree
House.
EPO-4-E Determination: Each employee is designated as either
NONEXEMPT or EXEMPT. Exempt employees work at least 80% each
week in an executive, administrative or professional position. Exempt
employees are paid an annual salary and are excluded from specific
provisions of The Federal Labor Standard Act and payment of overtime
is not required. Nonexempt employees are paid an hourly basis and are
entitled to overtime pay at the rate of 1.5 times regular rate for hours
actually worked over regular scheduled hours.
EPO-5:
EMPLOYMENT RECRUITMENT AND SELECTION
EPO-5-A Recruitment: The Tree Houses recruitment and selection

procedures are conducted to ensure the employment of the bestqualified candidates. Therefore, they will be implemented in a manner
consistent with providing equal employment opportunity. When a
position is created or when one becomes vacant, Tree House
employees will be notified before or at the same time as external
recruitment begins. Qualified internal candidates will be encouraged to

apply for openings only after being employed for at least twelve
months.
EPO-5-B Application: The Tree House relies upon the accuracy of
information contained in the employment application, as well as
accuracy of other data presented throughout the hiring process and
employment. Any misrepresentation, falsifications or material
omissions in any of this information or date may result in exclusion of
the individual from further consideration for employment or
termination. Each applicant will be required to complete an application
form and consent to and must complete a criminal background check.
Prior to making any hiring decisions, the applicant must provide a list
of three references, one of which to include current employer (or most
recent if not working), and a completed FBI fingerprint check. No
applicant convicted of any form of child abuse or child related crime
will be employed by The Tree House, Inc. Applicant will be reimbursed
for this cost after the Provisional Period. Once a position has been
offered and accepted, all resumes, applications, and other documents
pertaining to potential candidates, will be stored for up to one year.
EPO-5-C Approval: Within the organization, the Executive Director will
approve all employment decisions (including hiring, promotions,
demotions and other changes) before any commitments are made or
notification is given to applicant or employee. This approval extends to
issues of compensation and working hours. The applicable position
description shall be discussed with each individual upon hiring.
EPO-5-D Exception: The Tree House permits the employment of an
employees relative subject to the following:
No employee may work under the immediate supervision of a
close relative,
Two or more employees who are close relatives may not work
in the same program area.
EPO-6:
EMPLOYEE ORIENTATION
EPO-6-A Orientation: For each new employee, The Tree House will
provide an orientation to the organization, work and staff. It is the
responsibility of the employee to read the Employee Handbook and
Program Policies and Procedures Handbook and acknowledge
compliance with all polices and procedures outlined.
EPO-6-B Acknowledgement: The Tree House will provide a written
description of the responsibilities, qualifications, and salary for each
position. All employees will receive a letter of employment outlining
salary and benefits, classification, date of employment, and conditions
to the employment. The initial three months of employment with The
Tree House is considered a training period.

EPO-7:
PERFORMANCE APPRAISAL
EPO-7-A Purpose: Supervisors and employees are strongly encouraged

to discuss job performance, expectations, and goals on an informal
day-to-day basis. The primary objective is to foster growth and improve
performance. The Performance Appraisal is intended to provide a
formal opportunity to discuss job functions, identify and correct
weaknesses, encourage and recognize strengths, and discuss positive,
purposeful approaches for meeting goals. It is also an integral part of
compensation.
EPO-7-B Provisional period: At the end of the three-month provisional
period, an employee appraisal is conducted to determine
employee/employer satisfaction. Depending on such decision, the
employee may be eligible for part or full-time classification or may be
terminated.
EPO-7-C Annual: A formal, written performance appraisal will be
conducted with all employees on annual bases, usually during the
months of June and July. Appraisals will include self-review, peer
review, discussion and goal setting. These reviews are generally
conducted between the employee and his or her immediate supervisor.
Appraisals may be performed more frequently and when warranted by
the employees work performance.
EPO-7-D Compensation: The Tree House awards merit-based pay
adjustments in an effort to recognize truly superior employee
performance. The decision to award such an adjustment is dependent
upon numerous factors, including documentation and budgetary
concerns, and must be approved by the Executive Director.
Performance appraisals will be kept in the employees personnel file
and a copy will be provided to the employee.
EPO-8:
PERSONNEL FILES
EPO-8-A Employee documents: The Tree House retains a personnel file

for each employee. The file will contain documentation regarding such
aspects of the individuals employment as job descriptions,
performance appraisals, performance communications, benefit and
dependant documentation, and employment application documents
(including name, social security number, address, telephone number,
birth date, sex, occupation and wage rate). Personnel files will be kept
for at least seven years, under a restricted condition, and only
management with job related reasons would have access to those files.
A request for an employee reference is at the discretion of the
Executive Director.
EPO-8-B Review of files: Approval by the Executive Director is
necessary for any employee requesting to review his or her file. An

employee may review his or her file in the presence of the immediate
supervisor and Executive Director at a mutually convenient time.
Whether negative or positive, the employee will be asked to
acknowledge review of such report. Acknowledgement of review does
not imply consent to the contents, only that the employee reviewed
documentation. The receipt will then be a part of the personnel file.
EPO-8-C Maintenance: Personnel files must be kept up-to-date with
any changes in name, telephone number, address, marital status,
dependents, beneficiary designations, education attainments, and any
other relevant factors. It is the responsibility of the employee to
present this information to the Executive Director.
EPO-9:
VOLUNTEERS/INTERNS
EPO-9-A Orientation: The Tree House believes volunteers play a vital

role in direct service to children and families in the community. The
Tree House maintains a policy of equal opportunity for all qualified
volunteers. All volunteer inquiries, whether they are working with
direct service or non-direct service (i.e., Board Member, clerical, etc.)
must complete an application form, reference and background check,
and orientation session with the Executive Director, which addresses
the overview of the organization, purpose and mission. . No applicant
convicted of any form of child abuse or child related crime will be
allowed to volunteer with The Tree House, Inc.
EPO-9-B Confidentiality statement: All volunteers and interns are
required to sign a CONFIDENTIALITY STATEMENT as a condition of
volunteering. This non-disclosure agreement will be kept in the
volunteers personnel file.
EMPLOYEE BENEFIT PROGRAM
EBP-1:
BENEFIT PROGRAMS
Eligible employees of The Tree House are provided a wide range of

benefits. A number of programs (including social security, workers
compensation, state unemployment insurance) covers all employees in
the manner prescribed by law. Benefits eligibility is dependent upon a
variety of factors, including employment category. Details of
classification can be found in EPO-4. The Tree House provides the
following benefit programs:
Employee Health Plan (Employer contribution @ 70%)
Holidays
Vacation Leave
Sick Leave
Leave of Absence
Membership Dues
COBRA

Various employee benefits described in this handbook include

reference to immediate and extended family members.
EBP-2:
EMPLOYEE HEALTH PLAN
All full-time employees (40 hours or more) will be offered health care
coverage. The health plan will include major medical coverage, dental
care and limited life insurance. Employees become eligible to enroll in
this plan after 90 days of employment. The Tree House will cover 70%
of the health care premium for employees provided they meet
eligibility requirements. Employees wishing to enroll dependents in
medical and dental plans may do so provided the dependents meet
eligibility requirements. Employees will be responsible for the full
premium payment for their eligible dependents. Full-time employees
wishing to opt out of this benefit will not be compensated.
EBP-3:
HOLIDAYS
EBP-3-A Eligibility: The Tree House will grant full-time employees (40
hours a week) 8 hours paid holiday time. Part-time employees working
30-39 hours a week will receive 6 hours paid holiday time. Employees
working 20-29 hours will receive 4 hours paid holiday time. Employees
working 19 hours or less are not eligible for holiday time.
EBP-3-B Observed holidays:
New Years Day
Martin Luther King, Jr. Day (third Monday in January)
Memorial Day (last Monday in May)
Independence Day (July 4)
Labor Day (first Monday in September)
Thanksgiving Day
Day after Thanksgiving
Christmas Eve or the Day after Christmas
Christmas Day
2 Mental Health Days
EBP-3-C Weekend holidays: If a recognized holiday falls on a Saturday,
The Tree House will take Friday as the paid holiday. If a recognized
holiday falls on a Sunday, The Tree House will take Monday as the paid
holiday. In January, the Executive Director will determine which day to
observe for the 2ndday observed at Christmas.
EBP-3-D Exceptions: If an employee is regularly off on an observed
holiday, he or she will receive time off at a later date for the hours
worked. If an employee is required to work on a holiday listed above,
he or she will receive off at a later date for those hours. In addition to
the recognized holidays, Tree House employees (working 30 hours or
more) will receive 2 mental health days each calendar year.

EBP-4:
VACATION LEAVE
EBP-4-A Eligibility:
EBP-4-A.1 Vacation time off with pay is intended to provide
opportunities for rest, relaxation and personal pursuits. Full-time
employees @ 40 hours a week are eligible to take a full day when
requesting vacation time. Full-time employees @ 30-39 hours a week
are eligible to take 6 hours to observe a vacation day. Employees who
work 29 hours and less are not eligible for vacation time.
EBP-4-A.2 If you are considered an exempt employee, you must
request vacation time in 4-hour increments. Unused vacation time may
be carried over the next calendar year.
EBP-4-B Accrual: Full-Time Employees hired prior to June 17, 2008 will
accrue vacation in accordance with the following scheduled based
upon full years of service at the employees anniversary date of hire:
Years of Eligible Service Annual Vacation Grant Per Pay Period
At date of hire
11 days (2 weeks)/ 3.33 hours
After 2 years
16.25 days (3 weeks)/ 5.00 hours
After 4 years
19.5 days (3 weeks/3 days)/6.00 hours
After 6 years
21.65 days (4 weeks)/6.66 hours
Full Time Employees hired after June 17, 2008 will accrue vacation in
accordance with the following scheduled based upon full years of
service at the employees anniversary date of hire:
At hire
10 days/3.08 hours
After 5 years
15 days/4.62 hours
After 10 years
20 days/6.15 hours
Part Time Employees hired after June 17, 2008 will accrue vacation in
accordance with the following scheduled based upon full years of
service at the employees anniversary date of hire:
At hire
2.31 hours
After 5 years
3.47 hours
After 10 years
4.62 hours
EBP-4-C Requesting time: Employees should submit a REQUEST FOR
LEAVE FORM to their supervisor, then submitted to the Executive
Director prior to any requested time off. All requests are subject to
approval by the Executive Director. A copy of the approved vacation
time will be forwarded to the employee. Vacation time is paid at the
employees base rate. Vacation time may not be advanced without
the approval of the Executive Director. If sick time is exhausted,
vacation time may be used for sick time.

EBP-4-D Provisional period: Employees will begin accruing vacation
time from the date hired, however may not use vacation time until
they have completed the 90-day provisional period. At separation (and
after completion of provisional period), employees will be paid for up to
(1) one week (40 hours) of unused vacation that has accrued through
the last day of work.
EBP-5:
SICK LEAVE
EBP-5-A Eligibility:
EBP-5-A.1 The Tree House recognizes that employees may need
to be absent from work due to their own, a childs, or another family
members temporary illness or injury and provides a paid sick leave.
Sick time is a privilege and should be used only for sick leave. Full-time
employees @ 40 hours a week are eligible to take a full day when
requesting sick time. Full-time employees @ 30-39 hours are eligible to
take 6 hours to observe a sick day. Employees who work 29 hours a
week or less are not eligible for sick time benefits.
EBP-5-A.2 If you are considered an exempt employee, you must
request sick time in 4-hour increments. Unused sick time may be
carried over to the next calendar year, limited to 30 days. Once an
employee reaches this cap, further accrual will stop until all sick time
has been exhausted.
EBP-5-B Accrual: Employees will accrue sick time based upon full years
of service at the employees anniversary date of hire. Employees will
accrue sick time benefits at the rate of 10 days per year or 3.08 per
pay period.
EBP-5-C Requesting time: Employees who are unable to work due to
illness or injury should notify their immediate supervisor, if at all
possible, before the scheduled start of his or her work day. Employees
should also contact their supervisor prior to the start of the workday on
each successive day they are unable to be at work. Upon returning to
work employees should submit a REQUEST FOR LEAVE FORM to their
supervisor, then submitted to the Executive Director. A doctors excuse
can be requested at any time by the Executive Director. If the
employee was off for three consecutive sick days, the employee must
provide a doctors note excusing the absence. The note should be
attached to the REQUEST FOR LEAVE FORM. The Executive Director will
make final approval and forward to the supervisor.
EBP-5-D Provisional period: Employees will begin accruing sick time
from the date hired and will be able to use up to three days during the
90-day provisional period. After the provisional period, if sick time is
exhausted, vacation time may be used for sick time with approval per
the Executive Director. Vacation time may not be advanced without
the approval of the Executive Director. Employees will not be paid for

unused sick leave benefits at any time, including at separation of
employment.
EBP-6:
RETIREMENT PROGRAM
The Tree House does not currently have a Retirement Program.

EBP-7:
LEAVE OF ABSENCE
EBP-7-A Accommodation: The Tree House recognizes that situations

can occur that may require an employee to need an extended period of
time off from work but they may not necessarily need to leave the
organization permanently. The Executive Director will accommodate a
request for leave when possible to full-time, exempt staff. Failure to
report to work on the first day following the leave of absence without
prior approval from the Executive Director will be considered a
voluntary separation of employment.
EBP-7-B Eligibility: To be eligible for any of these, please inform your
immediate supervisor as soon as possible. Employees are expected to
give 30 days written notice in the form of a REQUEST FOR LEAVE FORM
whenever possible. If not, employees are expected to give as much
notice as possible, regardless a REQUEST FOR LEAVE FORM must be
filled out for all leave of absence. Employees will be required to
provide medical certification of the medical leave.
EBP-7-C Holding positions: Every attempt will be made to hold an
employees position until such time as they return. Many times this will
depend on the funding allocation and may not be possible. Leave of
Absence may include military leave, family/medical leave, personnel
leave, jury duty, or bereavement; each permitting various levels of
paid time.
EBP-7-D Military leave: Military leave permits full-time, exempt
employees, to fulfill their military obligations as members of the US
Armed Forces or the National Guard in accordance with State and
Federal Laws. Military policies will conform to applicable State and
Federal laws.
EBP-7-E Family and Medical Leave Act:
EBP-7-E.1 The Tree House is exempt from the Family and Medical
Leave Act of 1993 due to the limited number of employees,
however it reserves the right to grant leave to full-time, exempt
employees who meet the following conditions:
They have worked for The Tree House for at least 12
months
They have at least 1,250 hours of service with the Tree
House in the last 12 months

EBP-7-E.2 Eligible employees may take up to 12 weeks of leave
over a rolling 12-month period for the following:
Care of a newborn child
Care of a new foster child or newly adopted child
Care for a spouse, child or parent with a serious health
condition
To recover from a serious health condition that prevents
employee from performing existing job
EBP-7-E.3 Employees must use all sick and/or vacation time
prior to taking leave without pay. Pay will be at regular base pay.
Once sick and/or vacation time is exhausted, remaining leave
will be taken without pay. No sick or vacation time will be
accrued during leave.
EBP-7-F Personal leave:
EBP-7-F.1 The Tree House will provide Personal Leave to full-time,
exempt employees who meet the following conditions:
They have worked for The Tree House for at least 12
months
They have at least 1,250 hours of service with The Tree
House in the last 12 months
EBP-7 F.2 Eligible employees may take up to five days Personal
Leave in any rolling 12-month period. If a situation arises which
warrants a longer period of time, the Executive Director may
approve such time.
EBP-7 F.3 Employees must use sick and/or vacation time prior to
taking leave without pay. Pay will be at regular base pay. Once
sick and/or vacation time is exhausted, remaining leave will be
taken without pay.
EBP-7-G Jury duty: Employees summoned for jury duty should notify
his or her supervisor of the day and date they have been requested to
serve. Employees should request a verification letter from the Bailiff of
Clerks office upon release from jury duty and submit it to his or her
supervisor upon returning to work. This will serve as authorization for
payment for time off during jury duty. Employees are not expected to
turn in their payment of jury services.
EBP-7-H Bereavement: The Tree House will provide three consecutive
days off with pay to all staff in the event of the death of an immediate
family member. Members of the immediate family include a spouse,
child, parent, grandparent, grandchild, sibling, aunt or uncle, as well as
the spouses parent, grandparent, child, grandchild, or sibling.
EBP-8:
MEMBERSHIP DUES

EBP-8-A Eligibility: The Tree House will consider the payment of
employee membership dues to professional organizations, associations
and other institutions when deemed in the best interest of the
organization.
EBP-8-B Payment request: Employees wishing The Tree House to
consider payment of membership dues should first submit a written
request to their immediate supervisor detailing the nature of the
organization and the importance of their participation in it. Following
his or her supervisors approval, it should then be forwarded to the
Executive Director for final authorization.
EBP-9:
COBRA
EBP-9-A Purpose: The federal Consolidated Omnibus Budget

Reconciliation Act (COBRA) gives employees and their qualified
beneficiaries the opportunity to continue health insurance coverage
under The Tree Houses health plan when a qualifying event would
normally result in the loss of eligibility.
EBP-9-B Reasons for COBRA: Employees separation, employees
death, divorce or legal separation, employees or dependents
becoming eligible for Medicare, employees dependent childs ceasing
to be a dependent; employees reduction in work hours causing
ineligibility.
EBP-9-C COBRA payment: Under COBRA, the employee or beneficiary
pays the full cost of coverage at The Tree Houses group rate plus an
administration fee. The Tree House provides each eligible employee
with a written notice describing rights granted under COBRA when the
employee becomes eligible for coverage under the employers health
insurance plan. The notice contains important information about the
employees rights and obligations.
EMPLOYEE PRACTICES
EPR-1:
EMPLOYEE CONDUCT
EPR-1-A Expectations: To assure orderly operations and provide the

best possible work environment, The Tree House expects employees to
follow rules of conduct that will protect the interests and safety of all
employees and The Tree House.
EPR-1-B Infractions: It is not possible to list all forms of behavior that
are considered unacceptable in the workplace. The following are
examples of infractions of rules of conduct that may result in
performance communication, progressive discipline, or termination:
Violation of personnel policies
Unsatisfactory performance or conduct

Insubordination or other disrespectful conduct
Excessive absenteeism or any absence without notice
Fighting or threatening violence in the workplace
Boisterous or disruptive activity in the workplace
Negligence or improper conduct leading to damage of
property
Unauthorized use of telephones, mail system or other Tree
House owned equipment
Sexual or other unlawful harassment
Unauthorized disclosure of confidential information
Theft or inappropriate removal or possession of property
Felony charges and misdemeanors convictions
Possession, distribution, sale, transfer or use of a controlled
substance in the workplace or while on duty
Possession of dangerous or unauthorized materials, such as
explosives or firearms in the workplace
EPR-1-C Termination: Employment with The Tree House is at the
mutual consent of The Tree House and the employee and either party
may terminate their relationship at any time, with or without cause or
with or without advance notice.
EPR-2:
SEXUAL AND OTHER UNLAWFUL HARRASSMENT
EPR-2-A Tree House commitment: The Tree House is strongly

committed to ensuring a work environment free of discrimination and
unlawful harassment. Every employee has the right to be treated with
respect and dignity and The Tree House will not tolerate any behavior
or actions that violate that commitment.
EPR-2-B Examples of harassment: Harassment can take many forms
and may include, but not limited to, slur, offensive remarks, signs,
jokes, pranks, intimidation, physical contact, or violence. Actions,
words, jokes, or any comments based on an individuals sex, race,
ethnicity, age, religion, sexual orientation, or another legally protected
characteristic will not be tolerated.
EPR-2-C Sexual harassment: Sexual Harassment in the workplace
includes, but is not limited to:
The threat, explicit or implied, that refusal to submit to sexual
advances will adversely affect employment, assignments,
advancement, wages, or career development within the
organization.
The granting or denial of employment, assignment,
advancement, wages, etc. based on submission to, or rejection
of, such advances.

Conduct of language that is of a sexually offensive nature or
which creates a hostile or offensive work environment.
Sexually aggressive remarks, pictures, drawings, or e-mail of a
sexual nature; false or harmful rumors spread about another
persons sexual attributes, activities or orientation.
EPR-2-D Reporting harassment: Any employee who wants to report an
incident of sexual or other unlawful harassment should promptly report
the matter to his or her immediate supervisor, or to the Executive
Director. Once a complaint is filed, The Tree House will make every
effort to resolve the problem within a reasonable period of time. There
will not be any recriminations initiated against an employee filing or
giving evidence in a harassment complaint.
EPR-3:
DRUG AND ALCOHOL USE
EPR-3-A Impairing job performance: The Tree House adheres to the

requirements of the Drug-Free Workplace Act of 1988. Use of a
controlled substance is inappropriate behavior that subjects coworkers,
visitors, and other to unacceptable safety risks and undermines The
Tree Houses operating effectiveness. Reporting to work or working
under the influence of a controlled substance (except with a
physicians prescription) is prohibited and may result in disciplinary
action. Such conduct is also prohibited outside scheduled working
hours to the extent that it impairs the employees ability to perform or
threatens the reputation of The Tree House.
EPR-3-B Consumption of alcohol: An employee that chooses to
consume alcohol while attending a function, meeting, conference, or
other gathering on behalf of The Tree House is expected to do so in a
responsible manner. Conduct that would impair the employees ability
to perform or threatens the reputation of The Tree House is prohibited
and may result in disciplinary action. Employees may not consume
alcoholic beverages during regular business hours at staff functions or
staff retreats.
EPR-3-C Notification of violation: Any employee convicted of a
violation related to a controlled substance or DUI, must report it to the
Executive Director in writing within five working days of the conviction
or plea. If not, disciplinary action will follow. If the violation occurs while
on duty, the Executive Director must be notified immediately with
appropriate disciplinary action to follow.
EPR-3-D Employee Assistance: The Tree House will make every
attempt to provide referrals to employee assistance programs.
EPR-4:
PERSONAL APPERANCE

Dress, grooming and personal cleanliness standards contribute to the
morale of all employees and affect the professional image The Tree
House presents to donors, grantees, and other visitors. During
business hours, employees are expected to present a clean and neat
appearance and to dress accordingly to the requirements of their
positions. Dress down days may include jeans and is appropriate on
Fridays.
EPR-5:
CONFLICT OF INTEREST
EPR-5-A Expectations: The Tree House operates in accordance with

policies and procedures that seek to avoid any conflict of interest or
the appearance of any conflict of interest on the part of its Board
Members, advisory committee members and employees in carrying out
its stated mission.
EPR-5-B Notification: It is the responsibility of each Board Member,
advisory committee member or employee to inform the Executive
Director or Chair of the Board of any conflicting roles or dual roles they
may have if such are not otherwise made known by the foregoing
process. Evidence of other employment, activities, or actions in conflict
with the mission of The Tree House will result in possible employee
termination.
EPR-6:
RESIGNATION, TERMINATION, AND RETIREMENT
EPR-6-A Employment at-will: Employment relationships with The Tree

House are on an at-will basis and based on mutual consent. As
mentioned in the handbook earlier, The Tree House may terminate the
relationship at any time, for any reason, with or without cause or
notice. Nothing contained in this handbook nor any oral statement by
any employee will alter the at will status.
EPR-6-B Resignation: Resignation is a voluntary act initiated by the
employee to terminate employment with The Tree House. Although
advance notice is not required, The Tree House requests at least two
weeks written resignation notice from all employees. The written notice
should be submitted to the employees immediate supervisor and
copied to the Executive Director.
EPR-6-C Termination: Termination is an inevitable part of personnel
activity within any organization. The Tree House will initiate employee
termination under the direction of the Executive Director. Infractions of
rules of conduct listed in this employee handbook may result in
termination. If possible, supervisors will make every effort to use a
performance communication plan with employees once a problem has
been identified. If this does not resolve the problem, the supervisor will

discuss the situation with the Executive Director and progressive
discipline will begin. If the situation is not resolved through progressive
discipline, the option for termination will be chosen.
EPR-6-D Retirement: If an employee plans to retire, the employee is
expected to give The Tree House at least three months notice to make
the necessary staffing adjustments.
EPR-6-E Return of property: Employees must return all property of The
Tree House that is in their possession or control in the event of
termination of employment, resignation, and layoff or immediately
upon request. Items may include: cellular phones, keys, telephone pass
codes, equipment and written materials. It is expected that all returned
property will be in the same or similar condition as originally provided
to the employee, with normal wear and tear acknowledged.
EPR-6-F Exit interview: Prior to an employees departure, an exit
interview will be conducted to discuss the reasons for resignation, the
effect of the resignation on benefits, job-related experiences, and to
collect Tree House property in the individuals possession.
EMPLOYEE SCHEDULING AND COMPENSATION

ESC-1:
DAILY WORK SCHEDULE
ESC-1-A Operational hours: The Tree House is open to the public from
8:00 a.m. to 6:00 p.m. Monday thru Thursday. Appointments may be
made with individual staff members before and after these hours.
ESC-1-B Regular full-time employees: The normal daily work schedule
for employees @ 40 hours a week is 10 hours a day, Four days a week
from 8:00 am to 6:00 pm, with one hour allowed for lunch. Employees
working 30-39 hours a week will arrange their schedule accordingly by
the Program Manager, approved by the Executive Director, and
maintained on a regular basis. Staffing needs and operational demands
may necessitate variations in starting and ending times, as well as
variations in the total hours that may be scheduled each day and
week. Flex Scheduling may be available with the Executive Directors
approval, depending on the employee and their job requirements. See
ESC-4.
ESC-1-C Part-time employees: Work schedules for part-time employees
will be
arranged by the Program Manager, approved by the Executive
Director, and maintained on a regular basis.
ESC-1-D Schedule adjustments: With the Executive Directors
approval, employees may adjust their regular arrival time between the
hours of 7:00 am and 9:00 p.m. Employees who are granted an

adjustment on their start and end times are expected to maintain that
schedule on a regular basis.
ESC-2:
ATTENDANCE
ESC-2-A Expectations: Regular attendance during all scheduled hours

of work, reporting for work on time, working until the end of the work
period, and proper use of lunch are expected of every employee. It is
expected that all staff regularly attend monthly staff meetings,
scheduled team supervision meetings and scheduled individual
supervision meetings, unless approved by the Executive Director
and/or Program Manger.
ESC-2-B Meetings/Conferences: The nature of The Tree House will,
from time to time, require that staff members attend meetings and
conferences outside the office. When such sessions occur during
normal working hours, no special provisions are made, except that
individuals are reimbursed for expenses as outlined in ESC-7. When
such sessions extend to time beyond normal working hours, employees
will be compensated in accordance to policy.
ESC-3:
OVERTIME
ESC-3-A Compensation: Overtime applies exclusively to non-exempt

employees and must be authorized in writing by the employees the
regular rate.
ESC-3-B Compliance: It is extremely important that employees comply
with The Tree Houses overtime policy and supervisors actively enforce
this policy, in order that the treatment of overtime is consistent with
The Tree Houses budget and federal and state law.
ESC-4:
FLEX SCHEDULE
Exempt employees are not eligible for overtime pay, but in some
cases, may use a Flex Schedule. Exempt employees who work at
conferences or on significant projects with impending deadlines may
be granted flex time with the prior approval of the Executive Director.
Each employee must keep accurate records of such time and request
flextime through a FLEX SCHEDULE FORM. If an employee earns flex
time, it must be taken within the same fiscal quarter. Beginning the
first day of each new fiscal quarter, all unused flex time will be zeroed
out. Those dates are October 1, January 1, April 1, and July 1 of each
year. No payment is made for accrued flextime.
ESC-5:
PAY PERIOD, DOCUMENTATION AND CHECK DISTRIBUTION

ESC-5-A Pay period: Tree House employees will be paid on a bi-weekly
basis, totaling twenty-six pay periods annually. A pay period begins
Thursday am and ends on Wednesday pm.
ESC-5-B Time sheets: Non-exempt employees are required to submit
TIME SHEETS to their Program Manager and Executive Director by
Thursday 8:30 am following the end of the pay period. Exempt
employees are not required to submit a time sheet; however, if
requesting Vacation, Sick, or Flex Leave, requests must be submitted
by Thursday at 8:30 following the end of the pay period to be
approved.
ESC-5-C Check distribution: The Executive Director will issue employee
paychecks no later than Friday at noon following the last Thursday of
the pay period. Should the scheduled payday fall on an observed
holiday, the checks will be issued the day before the holiday. All
required and voluntary deductions will be withheld automatically from
the employee paycheck. Employees are responsible for reviewing their
paycheck for accuracy. If an error is found, please report it to the
Executive Director immediately. If a paycheck is lost or stolen, the
Executive Director should be notified immediately so that a stoppayment order can be issued. If the check is cashed before a stoppayment order can be issued, the employee is responsible for the loss.
ESC-6:
PAY DEDUCTIONS
ESC-6-A Required deductions: The law requires that the employer make
certain deductions from every employees compensation. Among these
are applicable to federal and state income taxes. The Tree House must
also deduct social security tax on each employees earning up to the
specified limit that is called the social security wage base. The Tree
House matches the amount of social security taxes paid by each
employee.
ESC-6-B Voluntary deductions: The Tree House offers programs and
benefits beyond those required by law including, but not limited to,
United Way. Eligible employees may voluntarily authorize deductions
from their pay to cover the costs of participation in these programs. If
an employee has questions concerning why deductions were made,
they can be directed to the Executive Director.
ESC-7:
EXPENSE REIMBURSEMENTS
ESC-7-A Automobile travel: Employees required to travel in their own

vehicles for Tree House business will be reimbursed at the IRS rate,
plus expenses for tolls and parking and may change depending on
Board approval. Reimbursements will not be provided for travel
between home and work. Travel should begin at the Tree House or the
employees home, depending on the location with the least distance to

the destination. Travel within the city of Winder is not reimbursable for
daily activities outside of required home visitations.
ESC-7-B Overnight accommodations: If business requires staying
overnight, The Tree House will be responsible for paying for cost of
reasonably priced accommodations. The Tree House will make every
effort to secure overnight accommodations; however, in some cases,
the employee may make their own reservations and be reimbursed
afterwards by The Tree House.
ESC-7-C Air Travel: If business requires air travel, The Tree House will
be responsible for paying for the cost of reasonably priced airfares. The
Tree House will make every effort to secure fares; however, in some
cases, the employee may make their own transportation
arrangements, depending on personal frequent flyer miles, which can
be credited to their account and reimbursed afterwards by The Tree
House.
ESC-7-D Meals and additional conference expenses: The Tree House
will reimburse employees for meals not included in conferences @ $25
per day (with the exception of alcoholic beverages) and may change
annually depending on Board approval. If total meal costs exceed $25
a day, the remaining total will be the responsibility of the employee.
The Tree House will also reimburse the employee for expenses incurred
during a conference stay, to include supplies, copying, postage,
telephone calls, or other items approved by the Executive Director.
ESC-7-E Employee reimbursements: All business purchases must be
approved by the Executive Director for reimbursement. These include
copying, operational or program supplies, postage, or other items.
ESC-7-F Request for reimbursement: Travel reimbursement requests
must be turned in on a TRAVEL EXPENSE FORM and an expense
reimbursement request must be turned in on an EXPENSE
REIMBURSEMENT FORM. Relevant receipts must accompany all forms.
Both travel reimbursements and expense reimbursements are made at
the end of the month, unless approved by the Executive Director.
ESC-8:
USE OF OFFICE TELEPHONES
ESC-8-A Personal use: The telephone is a primary communication

vehicle for The Tree House and as such must be used and relied upon
to support work of The Tree House. Employees are requested to keep
personal calls to an absolute minimum. Employees may be required to
reimburse The Tree House for personal long distance telephone
charges.
ESC-8-B Telephone etiquette: To ensure effective telephone
communications, employees should always use the greeting Good

morning/afternoon The Tree House, may I help you? and speak in a
courteous and professional manner. Requests for individual staff or
interns should be directed to each according to the Tree House staff
directory.
ESC-8-C Calls requiring action:
The following calls should be directed to the Executive Director
Individuals wishing to volunteer;
Individuals wishing to donate in-kind items or and cash
donations. Callers shall be advised that The Tree House does not
accept clothing
or used toys
External request from the media
All collect calls
ESC-8-D Client information request: Requests regarding release of
client information shall be directed to the appropriate Program
Manager, who will consult with the Program Director.
ESC-8-E Forensic interview request: Requests for Forensic Interviews
shall be directed to the Child Services Program Manager.
ESC-9:
USE OF CELLULAR TELEPHONES
ESC-9-A Purpose:
ESC-9-A1. The goal of providing cell phones is to increase the
safety of the employee and the families that they serve by
providing an immediate link to assistance through the
availability of wireless communication. Cellular phones are to be
assigned to selected employees for use while on home visits and
while out of the office.
ESC-9-A2. When using Tree House cell phones, employees are
expected to pay careful attention to minutes used and follow call
plans instructed by the Executive Director. Plans may vary from
phone to phone and may change depending on the contract.
Each phone recipient must sign a CELLULAR PHONE AGREEMENT
FORM, which outlines guidelines for phone usage prior to
receiving a work phone. A new agreement form should be filled
out with each new employee.(Cell phone allowance may be
offered on lieu of contracts and would be determined by the
Executive Director.)
ESC-9-B Personal use: Cell phones may be used for personal calls,
however if usage exceeds approved minutes, the employee will be
responsible for personal minutes used over the approved minutes. 411
and long distance charges are not covered unless the employee has a
valid reason for making such a call.
ESC-9-C Care of cellular phone:

ESC-9-C1. Employees must exercise care and follow all operating
instructions, safety standards and guidelines when using cell
phones. Each employee is responsible for the phone, battery
and charger, all of which should be kept in good condition.
Guidelines for repair are listed in the phones warranty. Each
employee should read his or her warranty and keep it in an
accessible place.
ESC-9-C2. Cell phone conversations can be monitored by anyone
who owns a scanner. Use cell phones only when no landline is
available and keep each call as brief as possible.
ESC-9-D Safety: Employees must exercise caution while using cell
phones in the automobile. When making or receiving calls, employees
must pull to the side of the road. Absolutely no texting or emailing is
allowed while driving.
ESC-9-D Lost or stolen phone:
ESC-9-D1. If a phone is lost or stolen, the employee must
immediately report this to the Program Manager and to the
cellular provider. Each employee is responsible for replacing a
lost or stolen phone within a week from the date of loss. The
Executive Director will provide the name of the local cellular
provider office used by The Tree House. The cost of the phone
will depend on the current market cost.
ESC-9-D2. If the cellular phone is stolen while in the employees
possession, The Tree House will cover the cost of the phone if a
copy of a police report is submitted to the Executive Director.
However, if the phone is lost due to employee carelessness, he
or she is FULLY responsible for the replacement cost of the
phone. If the phone was stolen from a car, the employee should
check with his or her car insurance to see if the phone theft
might be covered.
EPC-9-E Return of property: Should a staff members employment end
with The Tree House, they will be expected to return the phone in good
condition before leaving the agency.

ESC-10:
USE OF INTERNET, E-MAIL, FASCIMILE AND PERSONAL

TECHNOLOGY
It is essential for each employee to have access to the Internet for

communication, reporting, and research. The Tree House provides a
DSL line for this purpose, however employees are expected to be
responsible while using such equipment. Personal use should be
limited and should not interfere with employee performance. The Tree
House has the right to inspect and monitor usage of computer property
of The Tree House. Excessive personal use will be monitored by Tree
House management and can be an infraction of rules of conduct. See
EPR-1.
ESC-11:
USE OF EQUIPMENT
ESC-11-A Purpose: Equipment essential in accomplishing job duties is

often expensive and may be difficult to replace. When using The Tree
House property, employees are expected to exercise care, perform
required maintenance, and follow all operating instructions, safety
standards and guidelines. This includes using Tree House laptops and
other mobile equipment.
ESC-11-B Reporting malfunctions: Employees are asked to notify the
Front Desk Receptionist or Executive Director if any equipment,
machines, or tools appear to be damaged, defective, or in need of
repair. Prompt reporting of damages, defects, and the need for repairs
could prevent deterioration of equipment and possible injury to
employees or others.
ESC-11-C Care of: The improper, careless, negligent, destructive, or
unsafe use or operation of equipment can result in disciplinary action,
including discharge.
ESC-12:
WORKERS COMPENSATION INSURANCE
ESC-12-A Eligibility: The Tree House provides a comprehensive

workers compensation insurance program at no cost to employees.
Employees who lose time from work due to an injury or illness incurred
while working might be eligible for workers compensation benefits
after completing a 90-day probationary period.
ESC-12-B Emergency situations: Supervisors must call 911 in the
event of an emergency. If the employees injury is not an emergency
but requires medical attention, the Executive Director should be
notified immediately in order to send him or her to a designated
workers compensation physician, hospital or clinic for treatment. The
names, addresses and phone numbers are posted on the workers
compensation poster on the bulletin board in the right hallway.

ESC-12-C Notification of injury: Employees must be advised that any

injury must be immediately reported to a supervisor or manager. An
INCIDENT/INJURY REPORT FORM must be filled out by the employee
and turned into the Executive Director within 24 hours of the incident.
If the employee is unable to complete the form, the supervisor will.
ESC-12-D Returning to work: An employee is not allowed to return to
work until he or she has been released by a doctor and has turned in a
doctors statement authorizing the return to work. The Tree House
reserves the right to fill any position at any time due to business
needs.
ESC-12-E Negligence: Gross negligence on an individuals part may
disqualify him or her from receiving benefits. The Executive Director
may only make disqualification with concurrence of the workers
compensation insurance carrier. Neither The Tree House nor the
insurance carrier is responsible for payment of workers compensation
benefits for injuries that occur during an employees voluntary
participation in any off duty recreational, social or athletic activity
sponsored by The Tree House.
GENERAL OPERATIONAL POLICIES AND PROCEDURES
GOP-1:
SAFETY
GOP-1-A The Tree House commitment: The Tree House intends to

provide a safe and healthy working environment for all our personnel
and the community. It is policy to serve clients needs in a safe,
efficient and conscientious manner that is in accordance with industry
standards and legislative requirements. Every employee at The Tree
House is personally responsible to follow sound health, safety and
environmental practices. Every employee must foster a genuine
concern for the health and safety of our employees, clients and
vendors and for the environment in which we share.
GOP-1-B Employee expectations: Each employee is expected to obey
safety rules and exercise caution on in all work activities. Employees
must immediately report any unsafe condition to the appropriate
supervisor. Employees who violate safety standards, who cause
hazardous or dangerous situations, or who fail to report or, where
appropriate, remedy such situations, may be subject to disciplinary
action, up to and including termination of employment.
GOP-2:
SECURITY
GOP-2-A Locks: Each door of The Tree House is to be locked at all

times. Visitors may ring the doorbell or knock to gain entry.

GOP-2-B Security system: The security system is armed at all times

when the office is closed and employees are not present. Alarm codes
are provided to all employees and interns as deemed necessary by the
Executive Director. If for whatever reason, employee, intern or
collaborative partner accidentally trips the alarm, ADT must be notified
immediately with the pass code. If this cannot happen in a timely
manner, the Executive Director should be notified immediately.
GOP-2-C Bomb threats: If a bomb threat is communicated to any
employee or intern, he or she should immediately follow fire
procedures and evacuate the building. The Executive Director should
be notified immediately.
GOP-2-D Hazardous material: If a hazardous material threat exists
within the facility, the employee or intern should immediately follow
fire procedures and evacuate the building. The Executive Director
should be notified immediately.
GOP-2-E Fire: If a fire occurs inside the facility, follow the emergency
procedure directions posted in the copy room. Fire extinguishers are
located in the copy room and in the kitchen next to the exit. The
Executive Director should be notified immediately.
GOP-2-F Personal threats: If an employee, intern or client feels
threatened by a visitor at The Tree House, an employee should
immediately dial 911 to request assistance. The Executive Director
GOP-2-G Disruptive activity: If a visitor to The Tree House or a Tree
House function exhibits behavior associated with the use of drugs or
alcohol, that person should be asked to leave. If resistance occurs, an
employee should dial 911 to request assistance. The Executive Director
GOP-3:
EMERGENCY CLOSINGS
GOP-3-A Conditions necessary for closing: Emergency conditions, such

as severe weather, fire, flood, or earthquake, can disrupt Tree House
operations and interfere with work schedules, as well as endanger
employees well being. These extreme circumstances may require the
closing of The Tree House office.
GOP-3-B Notification of closing:
GOP-3-B1. The Executive Director will notify the Program
Director in case of an emergency closing, who will then notify
Program Managers and staff. Should employees have any
questions regarding office closings, he or she should contact

their supervisor. If the supervisor cannot be reached, employees
should contact the Executive Director.
GOP-3-B2. The Tree House will follow the Barrow County School
System schedule in inclement weather, however if conditions
are such that the employee can travel from their home
residence without difficulty, they should make every effort to
report to work no later than 10 am on the same day. The Tree
House is most concerned about the safety of its employees. All
employees are urged to use their best judgment in determining
whether or not they should attempt travel to the office in times
of inclement weather.
GOP-3-B3. When operations are required to close during the
workday, employees who are scheduled to work and report will
be compensated for a full day.
GOP-3-B4. When operations are required to close, all full-time
employees will be compensated a full day. Part-time employees
working 30-39 hours will be compensated for 6 hours. All other
employees will not be compensated for time off, however can
make up their time if necessary.
GOP-3-B5. If the employee is not scheduled to work on the day
operations should be closed, the employee will not be
compensated.
GOP-3-B6. It is the discretion of the Executive Director to close
the office early. Employees still working will be compensated for
his or her hours. Employees not working will not receive
compensation.
GOP-3-C Unauthorized closings: In cases where a closing is not
authorized, employees who fail to report for work will not be paid for
the time off. However, employees may request available paid leave
time, such as unused vacation or sick leave. Only the Executive
Director is authorized to close The Tree House office.
GOP-4:
FACILITY TRAFFIC CONTROL
GOP-4-A Confidentiality: Every attempt should be made to ensure the

confidentiality of clients by maintaining a clear reception area. Clients
or colleagues arriving for meetings with staff should be immediately
routed to the appropriate office or meeting area.
GOP-4-B Interviews: Clients arriving for Forensic Interviews should be
routed to the playroom or rear waiting room, depending on age of
client and occupancy of the facility. The Child Services Program

Manager should be immediately notified of their arrival and should
begin session as early as possible.
GOP-4 C VAP sessions: Clients arriving for VAP services should be
routed to the playroom or rear waiting room, depending on age of
client and occupancy of facility. The VAP counselor should be
immediately notified of their arrival.
GOP-5:
ROOM RESERVATION AND SCHEDULING
GOP-5-A Conference Room: The Tree House will make every effort to
support collaborative partners and will offer the center to be used for
work related efforts. Employees and/or partner agencies may reserve
the conference room via the scheduling book located at the Front
Reception Desk.
GOP-5-B Counseling and Interview rooms: The Counseling and Forensic
Interviewing rooms may be reserved via the scheduling books located
in the VAP workroom.
GOP-5-C Forensic Interviews: Every effort will be made to schedule
Forensic Interviews when the Forensic Interviewing room is available,
however if a conflict exists, Forensic Interviews should take precedence
over VAP sessions in this room.
CLIENT POLICIES AND PROCEDURES
CP-1:
MANDATED REPORTING
CP-1-A Staff requirements: Each employee, intern, and volunteer is
considered a mandated reporter. According to OCGA 19-7-5, any
incident where there is reasonable cause to believe that child abuse
has occurred must be reported to the Department of Family and
Children Services (DFCS). Failure to report suspected child abuse to
DFCS can lead to prosecution as a misdemeanor.
CP-1-B How to report: Employees must consult with his or her Program
Manager prior to making any report to DFCS. For each report made, the
employee must complete a DISCLOSURE SUMMARY outlining the
circumstances, under which the disclosure was made, a thorough
account of the disclosure, documentation dating the report, and to
whom the report was made. A copy of the DISCLOSURE SUMMARY shall
be reviewed by the Program Manager and placed in the client file.
CP-1-C Cause to report: Reports are to be made when there is
reasonable cause to believe that a child is or may be abused or
neglected. The reporter does not have to have evidence. If a situation
is questionable to whether a report should be made or if questions

arise from other people as to the clarity of whether to report or not, the
employee should discuss these with the supervisor immediately.
CP-1-D Initial client contact: During the initial contact with an
individual client or family, it is important to make them aware of The
Tree House policy as a mandated reporter. Informing them helps to set
ground rules and clarify expectations, therefore making it easier to
make a report should it become necessary.
CP-1-E Client notification: It is left to the discretion of the employee to
tell the parent(s) of the concerned about what has been told or
observed and that a DFCS report is necessary. If appropriate, the
employee may offer the parent the option to make the report him or
herself. The parent may want the employee to be present or available
for additional support while making the call. Inform the parent that a
report must be made that if they are unable to do so, you will make the
report. Also explain the investigation procedures. It is important that
the family know that The Tree House supports their efforts, and will
provide advocacy and linkage with DFCS. Always let the parents know
that The Tree House will continue to work with them and will not
abandon them because of the report.
CP-1-F Where to make the report: If it is necessary to make a DFCS
report, call the county office where the child lives. If the family is
currently involved with child protective services you also have the
option of making the report to the caseworker directly. Attempt to
reach the caseworker once, if they are unavailable call intake (just as
you would for a family not involved with DFCS). Do not waste time
repeatedly trying to reach a caseworker.
CP-1-G Immediate risk to the child: If a child reports abuse while
accompanied by the alleged perpetrator or if the childs safety is
believed to be in imminent risk, immediately contact DFCS and 911 to
collaborate on a plan for protection and interviewing of the child and
interviewing of the alleged perpetrator.
CP-2:
CLIENT TRANSPORT
The Tree House staff, interns and volunteers do not provide client
transportation under any circumstances.
CP-3:
SERVICES TO CLIENTS WITH DISABILITIES

The Tree House encourages participation of volunteers and clients with
disabilities. The facility is handicap accessible, provides access to TDD
and allows for seeing or hearing assist dogs.
CP-4:
CULTURAL SENSITIVITY

CP-4-A The Tree House commitment: The Tree House is committed to
honoring the diversity of its client population. Employees will attend
annual workshops in diversity training and cultural sensitivity and will
be trained in and sensitive to the culture and practices of the clients
served.
CP-4-B Non-English speaking clients: The Tree House will make every
effort to accommodate non-English speaking clients via the use of an
interpreter for all services, including Forensic Interviews, parent
education, and advocacy services. VAP services will be offered through
our partner agency, Family Counseling Services, when appropriate.
CP-4-C Curriculum: Curriculum and other educational materials used
with families will reflect the cultural diversity of the community.
CP-4-D Assessing needs: Employees providing direct service will be
assessed and monitored in cultural competence during supervision and
through observation of home visits, assessments, forensic interviews,
and client sessions.
CP-5:
CRISIS SITUATION/HARM TO SELF OR OTHERS

CP-5-A Definition: A crisis situation exists when an employee or intern
is working with an individual or family and the participant, family
member or someone else in the home or facility is threatening
imminent harm to self or others. Examples include, but are not limited
to: suicide threats, family violence, threats of harm to others, severe
intoxication, etc.
CP-5-B Supervision: When an employee or intern becomes aware of a
potential crisis situation, he or she should discuss it with their
supervisor immediately. All crisis situations will be reviewed on a caseby-case basis by the program staff and a supervisor to develop a plan
within the guidelines described below. When immediate action is taken
before discussion with the program manager, the employee should
immediately afterwards contact and inform the program manager.
CP-5-C Staff safety: Employees and interns will NOT place themselves
in danger. If he or she is encountering a crisis situation, they should
immediately consult their supervisor or call 911. If the situation is
made known to the employee via telephone, the employee will NOT
make a visit or meet the person in crisis until the situation has been
assessed with the supervisor and deemed safe to meet the person in
another designated setting.
CP-5-D Intervention:
CP-5-D1. If a client has threatened harm towards self or others
and they have expressed a plan to harm themselves or others,
the employee or intern should assess the seriousness of the

threat, including whether the participant has some plan in mind,
and contact the program manager immediately. If there is little
time to discuss the situation, the employee or intern should dial
911 or ask someone else to assist by calling 911 and ask for a
welfare check on the person in crisis.
CP-5-D2. If the threat is made via telephone, and the employee
or intern is not sure where the person is calling from, try to keep
them on the line while other staff call 911 to trace the call (if
that is possible within your locale). Employees are legally
obligated to call 911 if a person states that they have the means
or intent to harm self/others, they are threatening to do so
and/or staff believes there is imminent danger. Be sure to
inform police if there is a child present.
CP-5-E Child safety: Immediately after the 911 call is made, child
protective services should be notified if the crisis involves threats to a
childs safety. Inform child protective services that the police were
notified.
CP-5-F Documentation: All employees must thoroughly document the
incident and the steps taken. If the crisis situation involved abuse or
neglect of a child staff must complete a DISCLOSURE STATEMENT
SUMMARY.
CP-5-G Resolution: After the crisis situation is resolved, the program
manager, employee, and other team members as appropriate, will
review the crisis situation and intervention in order to debrief, provide
support for staff, and assess the appropriateness and effectiveness of
the action taken for future crisis resolution planning.
CP-6
RELEASE OF CLIENT-RELATED INFORMATION

CP-6-A Confidentiality:
All interactions between The Tree House Staff, interns, and volunteers
are confidential.
CP-6-B The official custodian: The Executive Director is considered
the official custodian of records at The Tree House, and any question
regarding the release of information should be directed to the
Executive Director. All subpoenas require a response, but that response
is not always to release the information requested. Due to the
differences between Privileged and Confidential information,
Custodians response should be informed by the law regarding:
confidentiality of child abuse cases (O.C.G.A. 49-5-40; 49-5-41);
evidence production (O.C.G.A. 24-9-21);
interpretation of therapy (O.C.G.A. 43-39-16).

CP-6-C By parental authorization to third parties
CP-6-C.1 It is within the law for The Tree House to permit access to
forensic records to any agency or person having the legal custody,
responsibility, or authorization to care for, treat, or supervise the child
who is the subject of a report or record according to [O.C.G.A. 49-5-41
(c, 4)].
CP-6-C.2 With written legal guardian consent, a childs counseling
record may be forwarded to a third party (i.e. therapist, physician,
caseworker, etc.) when needed for continuity of care and/or treatment
related decisions. It is appropriate to query regarding the intended use
of the information, and, in consultation with the guardian, provide only
what is necessary (e.g. intake and termination summaries).
CP-6-C.3 Participants of any of our home visitation programs, at
the first home visit, will receive, verbally and in writing, the Family
Rights and Confidentiality Policy. This will be signed by the participant
and the home visitor and later placed in the participants chart.
CP-7:
CLIENT GRIEVANCES
CP-7-A Client rights: Program participants have the right to voice any
concerns/questions regarding program decision/policy. A participant
grievance is a concern or question regarding program decisions and
policies.
CP-7-B First attempt: The participant with a concern/question should
first attempt to informally resolve the matter with the person, office or
official against whom the grievance is directed.
CP-7-C Second attempt: If resolution with the person, office or official
against whom the grievance is directed fails the participant should
then discuss the problem with the Program Manager or the Executive
Director.
CP-7-D Third attempt: If informal resolution fails the participant with a
concern may submit their concern in writing to the Executive Director
within one year from the date when the grievance arose. The concern
should contain the following:
the participants name, address and telephone number (if
any)
the name and address of any party against whom the concern
is made a brief statement of pertinent facts and the nature of
the concern
followed by the participants signature
the date.

The written concern should be mailed or delivered to Executive
Director, The Tree House, P.O. Box 949, 266 North Broad St., Winder,
GA 30680
CP-7-E Investigation: Upon receipt of written concern, an investigation
may be made to determine the pertinent facts of concern and whether
informal resolution may still be available using the Executive Director
as an arbitrator.
CP-7-F Resolution: If informal resolution is accomplished, a resolution
letter will be mailed to the participant filing the complaint and a report
made to the President of the Board of Directors. If informal resolution
was not accomplished, the participant with the concern may request a
meeting with the President of the Board of Directors. The participant
shall receive written notice of the date, time and place of the meeting.
The meeting will be held within 30 days of the filing of the request at
The Tree House office. It will be conducted in a dignified but informal
manner, allowing every party to present and rebut evidence or
arguments and it will be recorded.
CP-7-G Notification of resolution: The participant and other parties
involved shall receive a written decision on the concern within 30 after
it being received by The Tree House office.
CP-8:
STAFF/CLIENT BOUNDARIES
CP-8-A Staff Ethics: Tree House staff should not participate in, condone,
or be associated with dishonesty, fraud, illegal activities, or
misrepresentations.
CP-8-B Client service: Tree House staff should serve participants with
loyalty, determination, and the maximum application of their skill and
competence to encourage the partnership and self-determination of
the participant.
CP-8-C Personal boundaries: Tree House staff should to the best of his
or her ability be aware of personal limits and maintain healthy
appropriate boundaries. Employees should not allow their own
personal problems, psychosocial distress, or mental health difficulties
to interfere with professional judgment and performance or jeopardize
the best interests of those for whom the employee has a professional
responsibility. The employee should consult confidentiality with their
supervisor if they suspect their own judgment is impaired.
CP-8-D Limitation of service: Tree House staff should not diagnose any
medical, mental health or substance abuse condition unless
professionally qualified.

CP-8-E Privacy: Tree House staff should respect the privacy of
participants and hold in confidence all information obtained in the
course of service within the policies of The Tree House (see EP-3 ). This
includes never making a home visit with an employees own family or
friends in attendance.
CP-8-F Other activities: Tree House staff should not engage in personal
or business activities such as a car loan, sale or purchase to or from
participants or their families, which might result in conflict between
their personal interests and their professional involvement with The
Tree House.
CP-8-G Gifts: Tree House staff can accept offerings of food or
homemade products from clients. However, clients cannot accept
store purchased offerings, with the exception of cards, as this can be
therapeutic to the family.
CP-8-H Non-professional relationships: Tree House staff should not
condone or engage in any social or sexual relationship with agency
clients or their families. Each employee, with guidance from the
supervisor, is responsible for setting clear, appropriate, and culturally
sensitive boundaries.
CP-8-I Client events: Tree House staff may accept invitations to attend
special occasions such as graduation, citizenship ceremonies, or onetime cultural events. Birthday parties for target children may also be
acceptable if the function counts as a visit for home visitation
programs. Attendance at wedding ceremonies may be acceptable, but
not attendance at the reception/party unless culturally expected.
Under no circumstances can Tree House employees consume alcohol at
any of the above-mentioned events. Gifts cannot be given to
participants with the exception of store bought cards. Decisions to
attend or participate at such functions shall be made only after
consultation with the Program Manager.
CP-8-J Termination: Tree House staff shall not provide additional
services to participants once that participant is discharged from the
program or the employee is no longer associated with the program.
Staff will have no social contact with past participants for at least one
year after participant discharge.
RESEARCH AND TRAINING

RT-1:
RESEARCH

RT-2:
TRAINING
The Tree House is committed to providing quality services to the needs
of the families and agencies that we serve. We are also committed to
furthering understanding of the process and impact of abuse and the
most effective ways to intervene with and support families. Toward this
end, we are working to develop effective program evaluation tools, and
partner with local universities and with state and national networks. In
addition, we encourage and support the ongoing training of Tree House
staff and partner agency staff to better understands and respond to
family issues.

EMPLOYEE ACKNOWLEGMENT
This Employee Handbook describes important information about The

Tree House, Inc., and I understand that I should consult either my
immediate supervisor or the Executive Director regarding any
questions I may have about it.
Since the information, policies and benefits described in both the
Employee Handbook and Program Policies and Procedures Handbook
are necessarily subject the change, I acknowledge that revisions may
occur. All such changes will be communicated through official notices,
and I understand that revised information may supersede, modify, or
eliminate existing policies. Only the Executive Director of the
organization has the authority to enact any revisions to the policies in
either the Employee Handbook or Program Policies and Procedures
Handbook.
I have entered into my employment relationship with The Tree House,
Inc. voluntarily and acknowledge that there is no specified length of my
employment. Accordingly, The Tree House, Inc. or I can terminate the
relationship at will, with or without cause, at any time.
By my signature below, I acknowledge that I have received this
Employee Handbook. I also agree that it is my responsibility to read
and comply with policies and procedures outlined in both the Employee
Handbook and Program Policies and Procedures Handbook and any
revisions made to it.
____________________________
Employees Signature
_____________________________
Employees Name (Typed or Printed)
___________________
Date

Employeehandbook Rev2011

Загружено:

Сведения о документе

Оригинальное название

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

Employeehandbook Rev2011

Загружено:

Авторское право:

Доступные форматы

The Tree House, Inc.

THE TREE HOUSE, INC.

The Tree House, Inc. Employee Handbook

The Tree House, Inc. Employee Handbook

USE OF OFFICE TELEPHONES

POLICIES AND PROCEDURES

RESEARCH AND TRAINING

The Tree House, Inc. Employee Handbook

OVERVIEW OF THE TREE HOUSE, INC.

The Tree House, Inc. Employee Handbook

EQUAL EMPLOYMENT OPPORTUNITY

The Tree House maintains a policy of equal employment opportunity

EPO-2-A Working conditions: The Tree House strives to ensure the

EPO-3-A The protection of Tree House documents: The protection of

The Tree House, Inc. Employee Handbook

EPO-4-A Employment at will: This handbook is not a contract

The Tree House, Inc. Employee Handbook

EMPLOYMENT RECRUITMENT AND SELECTION

EPO-5-A Recruitment: The Tree Houses recruitment and selection

The Tree House, Inc. Employee Handbook

The Tree House, Inc. Employee Handbook

EPO-7-A Purpose: Supervisors and employees are strongly encouraged

EPO-8-A Employee documents: The Tree House retains a personnel file

The Tree House, Inc. Employee Handbook

EPO-9-A Orientation: The Tree House believes volunteers play a vital

Eligible employees of The Tree House are provided a wide range of

The Tree House, Inc. Employee Handbook

Various employee benefits described in this handbook include

EMPLOYEE HEALTH PLAN

The Tree House, Inc. Employee Handbook

The Tree House, Inc. Employee Handbook

The Tree House, Inc. Employee Handbook

The Tree House does not currently have a Retirement Program.

EBP-7-A Accommodation: The Tree House recognizes that situations

The Tree House, Inc. Employee Handbook

The Tree House, Inc. Employee Handbook

EBP-9-A Purpose: The federal Consolidated Omnibus Budget

EPR-1-A Expectations: To assure orderly operations and provide the

The Tree House, Inc. Employee Handbook

SEXUAL AND OTHER UNLAWFUL HARRASSMENT

EPR-2-A Tree House commitment: The Tree House is strongly

The Tree House, Inc. Employee Handbook

DRUG AND ALCOHOL USE

EPR-3-A Impairing job performance: The Tree House adheres to the

The Tree House, Inc. Employee Handbook

EPR-5-A Expectations: The Tree House operates in accordance with

RESIGNATION, TERMINATION, AND RETIREMENT

EPR-6-A Employment at-will: Employment relationships with The Tree

The Tree House, Inc. Employee Handbook

EMPLOYEE SCHEDULING AND COMPENSATION

DAILY WORK SCHEDULE

The Tree House, Inc. Employee Handbook

ESC-2-A Expectations: Regular attendance during all scheduled hours

ESC-3-A Compensation: Overtime applies exclusively to non-exempt

PAY PERIOD, DOCUMENTATION AND CHECK DISTRIBUTION

The Tree House, Inc. Employee Handbook

ESC-7-A Automobile travel: Employees required to travel in their own

The Tree House, Inc. Employee Handbook

USE OF OFFICE TELEPHONES

ESC-8-A Personal use: The telephone is a primary communication

The Tree House, Inc. Employee Handbook

USE OF CELLULAR TELEPHONES

The Tree House, Inc. Employee Handbook