The Fiver Childrens Foundation

2010 Employee Handbook

Our Mission The Fiver Childrens Foundation is a comprehensive youth development organization that empowers children from underserved communities to develop life skills and to reach their full potential. Fivers 10 year commitment to each child includes year round mentoring and counseling programs, a character building residential summer program, and partnerships with schools and community based organizations. What We Value Creativity Teamwork Respect Knowledge Safety Community Responsibility Commitment

Letter from the Executive Director

Welcome to the Fiver Children's Foundation! This handbook identifies and outlines the benefits, opportunities and responsibilities that you assume as an employee of the Fiver Childrens Foundation. If you have questions on these or other issues related to your employment, please feel free to ask your supervisor. Understanding your role within the organization and what is expected of you is crucial to our success. You are now an important member of a team dedicated to bringing quality programs to Fiver children and their families. Welcome! Sincerely, Christie Ko Executive Director

PURPOSE OF THE EMPLOYEE HANDBOOK This handbook is a summary of the employment policies, employee benefits, procedures, rules and regulations for year-round Fiver Childrens Foundation employees. It has been prepared for informational purposes to help provide for orderly and efficient operations and to achieve the purpose and goals of Camp Fiver and the Fiver Childrens Foundation. This handbook sets forth information which should be used as a guide. Changes in federal or state laws, in business conditions, in administering policies or other such factors may require management to change policies outlined in the handbook without notice. While the handbook will be updated whenever possible, please see your supervisor if any question arises. Likewise, as your handbook is a guide, it should not be mistaken for being an employment contract. Employment remains at-will, and can be terminated by you or the Fiver Childrens Foundation with or without cause, and with or without notice, at any time. WHO IS COVERED BY THE POLICIES SET FORTH IN THIS HANDBOOK? This Handbook covers all employees of the Fiver Childrens Foundation. ADMINISTRATION OF THE EMPLOYEE HANDBOOK AND PERSONNEL POLICIES The Executive Director, appointed by the Board of Directors, shall periodically review, revise and interpret this handbook. Only the Board of the Directors of the Fiver Childrens Foundation may make amendments and changes to it. The Executive Director is authorized to hire, promote and release all employees; to define duties; to adjust rates of pay within the budget as approved by the Board of Directors of the Fiver Childrens Foundation and to work out procedures subject to the conditions set forth in this policy. He/she may delegate responsibility for the employment of personnel to members of his/her staff. STATEMENT OF MANAGEMENT RIGHTS State and federal rules, legislation and court decisions impose certain rights and responsibilities upon the Fiver Childrens Foundation. Many of these impact upon the policies and procedures that govern employees. For this reason, a summary of the basic rights and responsibilities of the Fiver Childrens Foundation may be helpful. These rights and responsibilities include, but are not limited to, the following: To manage the employees of the Fiver Childrens Foundation, including the hiring, promotion, scheduling, transfer, assignment or retention of employees in positions with the Fiver Childrens Foundation and to establish work rules; to establish and alter employment policies and procedures, including those set forth in this handbook; to discharge or take other appropriate disciplinary action when necessary; to schedule overtime work as needed consistent with the requirements of the Fiver Childrens Foundation; to develop job descriptions which are to be treated as a guideline and not a rigid limitation; to assign employees to specific duties; to introduce new or improved methods or facilities or to change existing methods or facilities; and to fulfill the Fiver Childrens Foundation obligations in contracting out for matters related to its operations.

AN EMPLOYEE CAN EXPECT

1. Fair compensation and employee benefits in relation to service rendered. 2. Work that is stimulating and supports the organizations mission. To receive sufficient information to
develop an understanding of their role in the structure of the organization.

3. Opportunities to learn to do what is required, along with a reasonable time frame to complete assignments
when required.

4. Confidential, detailed knowledge of job performance and on-going support for personal development.

Opportunity to share in developing standards of performance and to participate in at least two performance appraisals each year. and of the role played by the employee in helping to achieve the purpose and improve the operation.

5. General knowledge of the purpose of the Fiver Childrens Foundation, its policies, plans, practices and goals, 6. Opportunity to develop abilities and to advance based upon performance and the needs of the organization. 7. Opportunity to contribute to the development of the Fiver Childrens Foundation and the advancement of its
interests and to gain recognition for such contributions.

8. Leadership that stimulates enthusiasm and builds confidence, that helps employees gain additional experience
and uses a team approach in achieving goals. stimulate the pride of its employees. THE ORGANIZATION CAN EXPECT FROM THE EMPLOYEE 1. 2. 3. 4. 5. 6. An understanding of the purpose and goals of the Fiver Childrens Foundation and a commitment to help accomplish its objectives. Satisfactory performance of assigned duties and responsibilities and a continuing quest for improved performance. A cooperative attitude and respect toward co-workers, supervisors, volunteers, and program participants. Loyalty to the organization and support of its policies, practices, programs, and activities. A positive and friendly attitude. A positive effort to satisfy the needs and desires of volunteers and program participants, both present and potential.

9. An institutional reputation for integrity, service, quality, stability and consideration for people, which will

POLICIES AND PRACTICES REGARDING HIRING AND PERSONNEL EQUAL EMPLOYMENT OPPORTUNITY It is the policy of the Fiver Childrens Foundation to provide equal employment opportunity to all individuals regardless of their race, creed, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, marital status, or any other characteristic protected by state or federal law. We are strongly committed to this policy and believe in the concept and spirit of the law. The Fiver Childrens Foundation is committed to assuring that: All recruiting, hiring, training, promotion, compensation and other employment related actions are provided fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, marital status or any other characteristic protected by law. Employment decisions are based on the principles of equal opportunity. The Fiver Childrens Foundation believes in and practices equal opportunity. The Executive Director serves as the Equal Opportunity Coordinator for the Fiver Childrens Foundation, and has overall responsibility for assuring compliance with this Policy. All employees are responsible for supporting the concepts of equal opportunity and assisting the Fiver Childrens Foundation in meeting its objectives in these areas.

AMERICANS WITH DISABILITIES ACT The Fiver Childrens Foundation complies with all aspects of the Americans with Disabilities Act and state handicap laws, and will, therefore, afford any reasonable accommodations to qualified applicants and employees with known disabilities, unless such accommodations would cause an undue hardship to the Fiver Childrens Foundation. EMPLOYEE CATEGORIES A. NON-EXEMPT- An employee who is covered under the Federal Fair Labor Standards Act must be paid in accordance with the minimum wage rate provisions of the law. Non-exempt employees must receive at least one and one-half times the employee's regular rate of pay for all hours worked in excess of 40 in a week. 1. Full-time Non-Exempt: An employee who works a minimum of 35 hours a week on a regular or temporary basis. Generally 40 hours per week are scheduled for full-time staff. Full-time Non-Exempt staff are eligible for all benefits. 2. Part-time Non-Exempt: An employee who works less than 35 hours a week on a regular or temporary basis. Generally 25 hours per week are scheduled for part-time staff. Part-time Non-exempt employees are not eligible for most benefits. B. EXEMPT - An employee exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act. 1. Full-time Exempt: An employee who works 40 or more hours a week on a regular or temporary basis. Full-time Exempt employees are eligible for all benefits. 2. Part-time Exempt: An exempt employee, who, on the average, is scheduled to work 25 hours per week on a regular or temporary basis. Part-time exempt employees are eligible for most benefits. C. TEMPORARY- A temporary employment classification shall be used only when the intention of length of work is less than six months. Temporary employees are not eligible for most benefits. D. REGULAR - A regular employment classification shall be used only when the intention of length of work is six months or greater. E. CONTRACTED EMPLOYEE - An employee hired under the terms of a state, city, county or federal contract. A contracted employee's salary and benefits may be determined by the contract.

CONDITIONS OF EMPLOYMENT Persons selected for employment should be in agreement with the mission, purpose and goals of the Fiver Childrens Foundation. The Board of Directors hires the Executive Director; the Executive Director or his/her designated representative hires all other staff. Employees who are hired should possess aptitudes, skills and capacities required in their field of work consistent with the job requirements. Probationary Period: All employees are considered Probationary employees during the period of at least 60 days following their date of hire or date of job change. Probationary employees are prospective regular employees. The Probationary period allows time for the newly

hired employee and the Fiver Childrens Foundation to determine whether the employment relationship should be continued. Either the Fiver Childrens Foundation or the employee may terminate the employment relationship at any time during the probationary period without obligation. An appraisal will be conducted after 60 days employment, at which time a supervisor will appraise the employees performance. Results of the appraisal will be shared with the employee. The employee will be considered a regular employee if performance is carried out at a competent level or above. The Probationary period may be extended if performance is questionable. Military Obligations: If an employee has military obligations at the time he/she is negotiating for employment with the Fiver Childrens Foundation it will be the supervisor's responsibility to determine and advise the Executive Director in writing of such obligations prior to employment. Likewise, it will be his/her responsibility to confer with the Executive Director regarding any contemplated change or addition of military duty, other than that which exists at the time of employment. Absences for required military duty will be considered a leave of absence for all employees without pay and without loss of status for determination of benefits. Employees who are required to participate in military reserve training will not be required to use vacation time for this purpose. Required Training: A safe, healthy and environmentally sound workplace for all employees is accomplished through a variety of Fiver Childrens Foundation activities, including safety education, training and equipment, job instruction, and wellness programs. Participation in Safety Training, which consists of federally mandated Hazard Communications Awareness and Bloodborne Pathogen training and Child Abuse Prevention training, may be required for all Fiver Childrens Foundation employees, selected volunteers and outside contractors in order to insure that all are informed and aware of any chemical or infectious material hazards in their workplace and of required reporting procedures when there is a suspicion of child abuse or neglect. The Fiver Childrens Foundation reserves the right to introduce additional mandatory training sessions as needed to maximize staff potential and comply with state and federal regulations. Special Training Events and Conferences: Employees are encouraged, with Executive Director approval, to improve their effectiveness on the job by attending training events and conferences. Employee Contributions: The Fiver Childrens Foundation depends upon contributions of individuals and organizations to continue its services. We anticipate that all employees committed to the goals of the Fiver Childrens Foundation will want to contribute to the funds that make this work possible. Employees are encouraged to participate in a manner which is in keeping with responsible citizenship and their concern for people but are in no way obligated to participate. Rehiring: Rehiring of employees is prohibited without prior approval of the Executive Director. Hiring of Minors: Minors under the age of 18 are not allowed to work for the Fiver Childrens Foundation in any capacity without a work permit. This is not only Fiver Childrens Foundation policy, but required by the State of New York. Work Schedule: The schedule and number of working hours will be outlined at the time of employment. The supervisor must approve deviations from the number of hours to be worked. In all cases, the supervisor determines the work schedule. Employee Handbook: As an initial step in the employment process, the Employee Handbook shall be reviewed and given to all new employees. A dated and signed receipt for the Employee Handbook will become a part of the employee's personnel file. Commissions: Under no circumstances shall an employee accept commissions or presents, or in any manner place him/herself under obligation to current or potential vendors of the Fiver Childrens Foundation. Personnel Records: Complete personnel information about each employee shall be secured upon employment. Adequate records shall be subsequently maintained at the Fiver Childrens Foundation office and may be viewed

by the employee at any time. Outside Work (Moonlighting): Service as a full-time exempt staff person is considered a full-time job. A fulltime exempt employee shall not engage in outside work that may be in conflict of interest with the Fiver Childrens Foundations mission and goals Authorization must be received from the Executive Director prior to engaging in such work. EMPLOYEE BENEFITS Benefits Philosophy: Employee benefits represent a significant part of an employee's compensation package. They help provide security and protection against stresses which otherwise could disrupt the individual employee's work and family life. The Fiver Childrens Foundations benefits program is focused to enhance the work environment. It is responsive to the increased recognition that employees have different needs, depending on their age, marital status and dependents. The Fiver Childrens Foundations benefits program complies with and supplements government-mandated laws and regulations. Descriptive materials, related to benefits, are provided to employees during their initial orientation or whenever a change in coverage occurs. Benefits may be modified or terminated at the discretion of the Fiver Childrens Foundation. LEGALLY REQUIRED BENEFITS The Fiver Childrens Foundation complies with State and Federal provisions regarding employee benefits such as: SOCIAL SECURITY (FICA) - All employees are required to participate jointly with the Fiver Childrens Foundation in the federal Social Security Program. WORKER'S COMPENSATION - In case of absence because of compensable accident sickness arising out of or in the course of employment on the job, the employee shall receive compensation as provided under Worker's Compensation Insurance of the State of New York. In all circumstances the Fiver Childrens Foundation will pay the injured employee full wages for all scheduled work time on the date of injury. The first three days after the work injury are not paid by Worker's Compensation Insurance, unless the required time off the job exceeds seven days. The employer will pay scheduled time for these three days if the absence will not exceed seven days as determined by the physician's report at the time of injury. UNEMPLOYMENT COMPENSATION - Employees are eligible for Unemployment Compensation in the manner and to the extent provided by the New York Unemployment Compensation Law. The cost is paid by the Fiver Childrens Foundation. TIME-OFF BENEFITS FUNERAL LEAVE - Death in immediate family: Defined as mother, father, sister, brother, husband, wife, child, grandmother, grandfather, mother-in-law, father-in-law or step parents / siblings. Three (3) personal leave days will be granted with pay upon approval by the Executive Director for full-time regular employees only. Employees are not entitled to receive pay for funeral leave until they bring in official notice (e.g. death notice, obituary, memorial booklet, etc.), indicating employees relationship to the deceased and submit such notice to the Executive Director with the employee's timesheet. JURY DUTY - Jury duty time off will be granted with regular pay to all employees. The amount of the jury compensation received by an employee may be retained by the employee. Employees called for jury duty are expected to report for work each day on which they are excused from jury duty and fulfill their regular work duties to the extent possible. Employees must present written notification to their supervisor of the jury duty assignment immediately upon their receipt of it. Employees are not entitled to receive wages for time spent at jury duty until a County Jury Service Notification or other proof of jury service is submitted to the Executive Director with the employees timesheet. FAMILY AND MEDICAL LEAVE POLICY -The policy of the Fiver Childrens Foundation on Family and Medical Leave for its employees is to provide the leave required by New York State and the Federal Laws. To

this end, the Fiver Childrens Foundation recognizes the rights of an eligible employee to take unpaid leave of not more than 12 weeks to attend to his/her serious health condition and/or serious health condition affecting his/her spouse, son, daughter or parent, and for the birth, adoption or foster care of a son or daughter. An employee wishing to take paid vacation or sick leave in conjunction with an unpaid leave of absence must take all paid time off prior to the unpaid leave. Any period of illness qualifying under this Policy will count towards the employees annual benefit. To be eligible for family and medical leave, an employee must be employed with the Fiver Childrens Foundation a total of twelve (12) months or longer and must have worked a minimum of 1,000 hours during the preceding twelve (12) month period. Birth, Adoption or Foster Care of a Son or Daughter: Leave will be available on the birth or placement for adoption or foster care of your son or daughter. Leave for the birth or placement for adoption or foster care of your son or daughter expires twelve (12) months after the birth or placement of the child. Accrued vacation days and floating holidays may be used by an employee to receive pay for this unpaid leave. No extensions of this leave will be granted nor will an employee be permitted to use other leave available to him/her, paid or unpaid. to extend the leave period. Serious Health Condition of a Spouse, Parent, Son or Daughter: Leave will be available during a calendar year to care for your son, daughter, spouse or parent, if your son, daughter, spouse or parent has a "serious health condition." A "serious health condition" is generally defined as an illness or injury involving inpatient care in a hospital, hospice or nursing home or continuing treatment by a health care provider. A medical certification will be required for an approved leave of absence under this policy. This medical certification must include verification by the health care provider that the son, daughter, spouse or parent suffers from a "serious health condition." Certification forms are available from your supervisor. The Fiver Childrens Foundation may require you to have a health care provider certify to the continuation of the serious health condition while you are on leave. Accrued vacation and floating holidays may be used for this unpaid time. If you satisfy the Fiver Childrens Foundations eligibility standards for the payment of accrued medical or sick leave, you may use such days for this unpaid time. No extensions of this leave will be granted nor will an employee be permitted to use other leave available to him/her, paid or unpaid, to extend the leave period. Serious Health Condition of Employee: Leave will be available during a calendar year if you suffer from a "serious health condition" which prevents you from performing the functions of your job. A medical certification will be in order to maintain an adequately staffed facility and avoid the disruption of operations, an eligible employee shall, except in emergency situations or where otherwise required by a health care provider or Christian Science required for an employee requesting leave under this policy. The medical certification, completed by your treating health care provider, must state that the employee suffers from a "serious health condition", as defined under the family and medical leave laws. Certification forms are available from your supervisor. The Fiver Childrens Foundation may request a second and/or third opinion. The Fiver Childrens Foundation may require you to have a health care provider certify to the continuation of the serious health condition while you are on leave. Accrued vacation, sick leave or floating holidays may be used by an employee to receive pay for the unpaid leave. In no event may an employee use any other leave available to the employee in conjunction with the leave requested under this policy to extend the leave under this policy for the period in question. Practitioner, give prior notice to the Fiver Childrens Foundation of any desired family or medical leave. Prior notice will be deemed to have been given when the eligible employee provides the Executive Director not less than thirty (30) working days before the date on which the leave is desired to commence with a completed Request for Leave of Absence form which is available from your supervisor. The Fiver Childrens Foundation recognizes that emergency situations may arise which make it impossible to give prior notice to the Fiver Childrens Foundation of an employee's need to take leave to care for his/her serious health condition or that of his/her spouse, son, daughter or parent. When an emergency situation arises, the employee, or someone authorized to act on the behalf of the employee, is required to notify the supervisor as to the existence of the serious health condition and the need to take leave. This notice is to be given as soon as the employee is aware of the serious health condition and the need to take leave. The Health Care Provider Certification is required where the family or medical leave relates to a serious health condition. The Fiver Childrens Foundation reserves the right to request that an employee reschedule a leave where the leave would unduly disrupt the Fiver Childrens Foundations operations, subject to the approval of the

health care provider. If the leave is for a serious health condition, the supervisor will be provided with a completed Health Care Provider Certification, signed by the treating health care provider or Christian Science Practitioner. If the Fiver Childrens Foundation questions the validity of the original opinion, the Fiver Childrens Foundation reserves the right to require you to obtain the opinion of a second health care provider chosen, and paid for, by the Fiver Childrens Foundation concerning the information set forth in the employee's Health Care Provider Certification. If the original certifications and the second certification do not agree, the Fiver Childrens Foundation may request a third opinion which is final and binding on both parties. The Fiver Childrens Foundation may require the employee to re-certify as to the continuance of a serious health condition at least every thirty (30) days. The Fiver Childrens Foundation will continue to maintain your health insurance and life insurance coverage while you are on Family and Medical Leave. You are required to continue contributing your portion of the premium payment on a monthly basis. At least two (2) days before you are to return to work you shall telephone your supervisor at the Fiver Childrens Foundation to confirm your return to work date. If your family and medical leave of absence was due to your own serious health condition, you are required to bring with you on your date of return to work a Fitness for Duty Certification from a health care provider that you may resume work. The failure of an employee to satisfy the requirements of this policy may result in the employee's request for Family or Medical Leave being delayed or denied. Any questions on the implementation or interpretation of this policy should be directed to your supervisor. HOLIDAYS - The Fiver Childrens Foundation grants to all regular continuous full-time employees fifteen vacation days, 4 personal days and 6 fixed holidays per calendar year (January 1-December 31). The Executive Director annually establishes the fixed holidays. Part-time exempt and part-time non-exempt employees are eligible for Fiver Childrens Foundation fixed holidays only and eligibility begins immediately on date of hire. Part-time employees are their daily rate up to 5 hours each fixed holiday. For both personal days and fixed holidays, the employee and supervisor are responsible for the accurate reporting of all time off. Personal Days Part-time exempt employees are not eligible for personal days. Religious holidays may be scheduled as personal days. Eligibility is determined on December 31 for every year. Holidays are not cumulative and must be taken within the calendar year (January 1-December 31.) Personal days are earned in the year taken. At the time of termination or change of status, personal days will be prorated depending on the date of termination or change in status, and the number of personal days granted in a given year. Fixed Holidays All eligible employees are paid for fixed holidays from the date of hire. It is customary for the following federal holidays to be scheduled as fixed Fiver Childrens Foundation holidays: New Year's Day (January 1) Presidents Day Thanksgiving Day Christmas Day (December 25)

Memorial Day Labor Day No fixed holiday pay accrues to the employee upon termination or change of status. No rescheduling of fixed holidays, due to forfeiture, is allowed. Because of the nature of Fiver Childrens Foundation services, some employees will need to work on fixed holidays. Those employees eligible for holiday pay who are required to be on duty will be given time off equal to their holiday hours within the same week in which the holiday falls, or receive pay for the holiday and for the hours worked for that day. Exempt employees working on a fixed holiday may reschedule the time off any time within the calendar year with supervisor approval. A half-time holiday bonus will be paid to the following employees who work on Fiver Childrens Foundationestablished fixed holidays: All regular part-time non-exempt employees All temporary part-time and full-time non-exempt employees **Exempt employees hired under the camp/recreational salary exemption under State of New York law are not eligible for bonus holiday pay. VACATION - The Fiver Childrens Foundation believes that a vacation is beneficial to the health and welfare of employees and should be taken each year. While the amount of actual vacation allowance granted is based on tenure, vacation is earned in the same year as it is taken for regular full-time and part-time exempt and regular full-time non-exempt employees. Regular part-time non-exempt employees, after one year of continuous service, earn vacation by working 750 hours in the previous payroll year. Vacation allowance is with full current salary and is based on continuous and regular employment. No vacation allowance is granted to temporary employees. Continuous service, as of December 31, determines vacation eligibility for the following year. Vacations are not cumulative and must be taken within the calendar year (January 1 December 31). Vacations cannot be scheduled in increments of less than four hours. Compensation is not granted in lieu of vacation, nor is compensation paid for unused vacation which was not taken during the payroll year, with the exception of unused earned vacation at time of separation or change in status (see Separations). The Executive Director/ Deputy Executive Director approve vacation requests and changes. The employee and the Executive Director/ Deputy Executive Director are responsible for proper recording of all earned vacation time and other timeoff, including non-paid time off, on the timesheet for the pay period in which it occurred. Separations: Earned vacation may be scheduled by the supervisor or the employee during the notice of resignation period (period of time from resignation notice given to termination day or last day worked). In the event of an employee death, all earned and unused vacation allowances will be paid. 1. Full-time and Part-time Exempt and Full-Time Non-Exempt Separation or Change in Status: Because vacation is earned in the same year as it is taken, upon separation or change in status, after one year of continuous employment, vacation allowance will be paid for earned and unused vacation on the basis of 1/12 per full month worked, beginning in January. 2. Part-time Non-Exempt Separation or Change in Status: Part-time non-exempt employees have earned vacation by working 750 hours in the prior payroll year. The 750 hours are calculated using hours of work only and do not include vacation hours. Because part-time non-exempt employees earn vacation pay in the prior year, they will be paid for earned and unused vacation at separation or change in status continuous employment. Change from Part-time to Full-time Status: When an employee changes from part-time to regular full-time status, vacation eligibility is determined by the most recent date of hire and that date is used thereafter to

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determine vacation eligibility.

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VACATION BENEFIT SCHEDULE First Calendar Year of Employment Only Non-Exempt If hired between January 1-June 30 July 1-December 31 Part-time 0 ** 0 ** Full-time 10 days 5 days Exempt Part-time 3 days 0 Full-time 10 days 5 days

Number of Continuous Years Worked Determined on December 31 For Following Year's Vacation Benefit Non-Exempt Part-time 1-5 years 6-15 years 16 + years 8 days** 11 days 14 days Full-time 10 days 15 days 20 days Exempt Part-time 8 days 11 days 14 days Full-time 15 days 20 days 25 days

**Part-time non-exempt vacation eligibility is determined by working 750 hours in previous payroll year. Hours worked do not include vacation hours. - Vacation hours to be paid are determined by the employee's specific work schedule on the day(s) of vacation. - Full-time = minimum of 35 hours/week on a continuous regular basis. Annual staff employed fulltime at camp (June August) will be entitled to five additional vacation days. This time must be taken the week following the close of camp. SICK PAY - Sick pay benefit eligibility is granted to regular full-time employees only (35 hours or more per week). The allowances for sick pay for eligible employees are calculated on a calendar year basis. Benefits are determined by the most recent date of hire. Hence, the years of continuous service determined on December 31 of every year will determine the following year's eligibility. The Fiver Childrens Foundation reserves the right to request from the employee a physician's certificate establishing reason(s) for absence due to illness or accident, whether arising out of the course of employment or not. The sick pay benefit is for use only in actual illnesses and may include doctor and dental appointments. The sick pay benefit should not be viewed as a holiday or vacation to which the employee is entitled whether or not he/she needs it. A certificate from a physician may also be required to establish fitness to return to work. Unused sick pay is not cumulative from one year to the next. Unused sick pay is not paid at time of termination. An employee wishing to take paid sick leave in conjunction with an unpaid leave of absence must take all paid time off prior to the unpaid leave.

SICK PAY ALLOWANCE

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Number of sick days allowed: Employed less than 1 year 2nd & 3rd years 4th+ years RETIREMENT BENEFIT RETIREMENT FUND- The organization encourages employees to set up a 403 (b) retirement fund. For more information, please contact the Executive Director. After two years continuous full time employment, the Fiver Children's Foundation will match employee contributed funds up to 2% of the employees salary. OTHER EMPLOYEE BENEFITS HEALTH AND DENTAL - Full-time regular employees may elect to participate in the hospitalization, surgical, dental and major medical plans provided. The Fiver Childrens Foundation provides full health and dental coverage for all fulltime employees. Coverage of a spouse or offspring is at the discretion of the employer CONTINUATION OF HEALTH COVERAGE - Federal law (COBRA) requires that employees and/or their families be offered the opportunity for a temporary extension of their existing health coverage (at the group rate) in certain cases where it would otherwise terminate. Eligible individuals are: Employees who lose coverage because of a reduction in the hours of their employment. Terminated employees (except for those terminated for gross misconduct). Covered dependents in certain circumstances as prescribed in the federal statutes 5 days* 10 days 20 days

Anyone eligible for this extension of coverage must request it in writing within 60 days from the date on which his or her existing coverage would end. They must also agree to pay the full premium-cost of such coverage. If a terminated employee does not choose continuation coverage, health insurance will end on the last day of the month of such termination. Retiring full-time regular employees with five or more years of continuous service and at least 55 years old will be able to continue on the Fiver Childrens Foundation Health Insurance Plan by paying the entire premium on a monthly basis. LIFE INSURANCE- Full time regular employees may elect to participate in the Life Insurance benefits plan. The Fiver Children's Foundation pays the entire life insurance coverage for all full time employees.

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SALARIES AND WAGES Payday Every other Friday is payday, which usually means there will be 26 paydays in a year. All records pertaining to time worked, vacation and sick days will be maintained by the Director of Operations. Both employees and the Director of Operations are held accountable for the accuracy of records, reflecting the exact hours and days actually worked. Paychecks are made available to employees from the Executive Director on the following Friday, unless arrangements are made with the Executive Director to mail paychecks. Annual Performance Appraisal Performance appraisals are based upon productivity and job performance. Performance appraisals will be made based on goals set in each years performance standards. Performance standards and appraisals are set in January (or at hire, whichever comes first) and reflect performance goals for the up-coming year. The purpose of the performance appraisals are employee development, to improve and upgrade performance, and to discuss objectives of personal growth and job-related goals and training needs. Salary Increases Salary increases for employees will be determined annually on the employees date of hire and will be based on the employees performance appraisal. Salary increases are given for merited job performance in the previous year, and the accomplishment of performance standards. Salary increases will typically resemble the increase in the rate of inflation. Authorized Employee Expenses Staff member are authorized, based on accurate receipts submitted, to be reimbursed for expenses as follows: A. Transportation Allowance Authorized (approval from the Executive Director) use of personal automobiles / public transportation on official Fiver Childrens Foundation business, staff members will be directly reimbursed monthly. Reimbursement will be at an established rate per mile based on current operating costs. Expenses associated with getting to and from work are not reimbursed. B. Membership in service or professional club. The Fiver Childrens Foundation will pay the registration and membership fees and cost of meals for any meeting in one community service or professional club as approved by the Executive Director. It is expected that this membership will directly enhance the work of the Fiver Childrens Foundation. C. Conferences, meetings, training expenses / materials The Fiver Childrens Foundation will pay for registration fees, meals, transportation, etc. for approved attendance. Prior approval through the use of an "Expense Request Form" to the Executive Director for these types of expenses is necessary. CONFLICTS OR COMPLAINTS Conflicts between staff members or complaints from employees should be amicably resolved between the

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individuals or between employee and supervisor through discussion. Sincere effort to resolve issues at this level is expected and desired. If the parties involved fail to reach a mutually agreeable resolution, the Executive Director should be asked to mediate and facilitate an agreement. The Executive Director shall be the final authority in any dispute. All complaints and requests to meet with the Executive Director must he made in writing. The Fiver Childrens Foundation reserves the right, as a part of any investigation, to involve any and all parties deemed necessary for conducting a thorough investigation.

TERMINATION OF EMPLOYMENT Employment with the Fiver Childrens Foundation is employment at will. "Employment at will" means that employees may end their employment at any time for any reason; and that the employer (the Fiver Childrens Foundation) may terminate employees at any time for any reason, with or without cause. For purposes of this policy the term "separation" refers to any and all terminations of the work relationship between the employee and the Fiver Childrens Foundation, regardless of the reason for such. Separations are categorized as either voluntary or involuntary. Voluntary separation requires the employee to give adequate notice (see below) to the Fiver Childrens Foundation. Failure to give adequate notice may result in ineligibility for rehire. VOLUNTARY SEPARATION A. RESIGNATION - A decision, freely made by employees, to end their work relationship with the Fiver Childrens Foundation. In such cases, it is recommended that notice of such decisions should be provided to the Fiver Childrens Foundation on the following basis: Exempt Employees - 30 days notice Non-Exempt Employees - 2 weeks notice B. RETIREMENT-Retirement is the voluntary choice of the employee. Notice must be given as indicated above. INVOLUNTARY SEPARATION Involuntary separation is the decision, made by the Fiver Childrens Foundation, to end the work relationship with an employee. An involuntary resignation is classified as either a reduction in the work force or dismissal for cause. The Executive Director must approve involuntary separations. A. REDUCTION OR CHANGE IN WORK FORCE may be imposed upon employees as a result of economic necessity, operational or programmatic changes, reorganization or any other reason. 1. Non-exempt employees will receive a two-week notice or equivalent compensation from the Fiver Childrens Foundation. 2. Exempt employees will receive a 3O-day notice or equivalent compensation from the Fiver Childrens Foundation. B. DISMISSAL FOR CAUSE No notice or compensation is required. 1. Unsatisfactory performance, failure or inability to meet job performance standards or expectations. The Fiver Childrens Foundation's policy of progressive discipline should be followed with the exception of a probationary employee. 2. Misconduct: Violation of Fiver Childrens Foundation work rule(s).

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EXIT INTERVIEWS - Should be conducted after a voluntary termination by the appropriate supervisor and/or the Executive Director. Employees terminated for cause or unsatisfactory performance may request an exit interview with the appropriate supervisor. PROGRESSIVE DISCIPLINE - Maintaining good discipline requires that the supervisor and employee share a clear view and understanding of: - Fiver Childrens Foundation Policies and Procedures - Employee's Job Description - Performance Standards - Rules of acceptable conduct and any other expectations a supervisor may have of an employee. Proper discipline is constructive, not destructive. It builds and reinforces the employer/ employee relationship. It does not tear it down. In many situations the manner in which a supervisor disciplines is more important than the reason for the disciplinary action. Discipline cannot be haphazard or off-the-cuff, but involves a consistent use of constructive methods. PROGRESSIVE DISCIPLINE STEPS The following steps are required to be followed in sequence. Depending on the circumstance involved and the severity of the problem, additional steps may be added or steps in the process may be eliminated or the progressive discipline process altered 1. When unsatisfactory performance and/or violations of acceptable conduct occur (as listed in the Employee Handbook), the following steps need to be followed. a. After verbal counseling, and if the unsatisfactory situation appears to have worsened or remained the same, a conference with the employee, supervisor and a witness present takes place. The supervisor is responsible for taking detailed notes about what is discussed during this conference (see list below). The original copy of these notes is filed in the personnel file of the employee in the Fiver Childrens Foundation office and a copy is given to the employee. Counseling should consist of the following steps: i. Explain to the employee the standard or objective that this not being met or work rule violation. ii. Be sure that the employee understands the rules or standards and provide a clear outline as to what is expected in the future. iii. Reach an agreement about what can and should be done by both parties to correct the failure, along with establishing a time frame during which the objective or standard must be met. iv. Employee should be given an opportunity to comment on the written documentation of the conference. b. If unsatisfactory conduct or performance continues, depending on the severity of the situation, an additional counseling session: an unpaid suspension of two or more days; placement on probationary status; or immediate discharge may be required and again must be followed up with written documentation. i. This step is used to impress upon the employee the seriousness of his/her unsatisfactory performance or misconduct and, except in the case of grave misconduct, should precede discharge. ii. When discharge does not immediately follow a suspension, the employee should be advised of length of suspension and expected date of return.

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iii. A suspension must be documented and also recorded on the timesheet. c. Discharge - The final and ultimate step in the progressive discipline process. APPROVAL FOR DISCHARGING ANY EMPLOYEE MUST BE OBTAINED IN ADVANCE FROM THE EXECUTIVE DIRECTOR. WORK RULES A. VIOLATIONS OF ACCEPTABLE CONDUCT - Every organization must have basic rules of conduct. These rules have been established so that all employees may know what is expected of them, and to clearly define unacceptable behavior that could result in disciplinary actions and/or discharge without benefits. The following list is subject to change by Fiver Childrens Foundation management at any time and is by no means exhaustive. 1. Mistreatment or gross neglect of fellow employees, guests, vendors or Fiver Childrens Foundation program participants. 2. Racial or ethnic remarks/attitudes/behavior, or sexual harassment (see Sexual Harassment Policy) in any form toward the public or fellow employees. 3. Unsatisfactory work performance or service.

4. Damage, loss, or destruction of Fiver Childrens Foundations, client's, or employees property due to willful or careless acts. 5. 6. 7. 8. 9. Theft or dishonesty. Failure or willful refusal to perform work as directed, insubordination. Fighting, swearing, or abusive language while at work. Absence without proper notification to supervisor; unexcused absence. Excessive absence or tardiness.

10. Loafing, or appearing to sleep on the job; inefficient performance of duties, incompetence or neglect of duties. 11. Employees must report to work alcohol and drug free. Employees are forbidden from possessing or consuming any alcoholic beverages or controlled substances while on the job. Unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in the workplace. (See Substance Abuse Policy) 12. Any act against the employer which threatens the financial or social position of the Fiver Childrens Foundation. 13. Falsification of personnel records, including timesheets. 14. Violation of any commonly accepted reasonable rules of responsible personal conduct, including inappropriate behavior, threats, speech, attitude or appearance. 15. Acceptance of commissions or presents in any form from merchants, purveyors or others, or in any manner placing himself/herself under obligation to a person with whom the Fiver Childrens Foundation does business or may be doing business in the future. 16. Smoking and the use of any tobacco products is prohibited on Camp Fiver property.

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Violation of any of the work rules may result in disciplinary action or discharge. B. ATTENDANCE AND NOTIFICATION OF ABSENCE - In order to provide services for clients, volunteers and the public, all positions are essential. Employees are expected to follow their designated work schedule and be punctual. Punctual means that an employee is at his/her work station, ready to work, at the start of the work schedule and he/she remains on the job until the end of the work schedule. If you are unable to report for work or will be late, you must notify your supervisor immediately so that work schedules can be arranged to cover all services. Any Absence of Three or More Consecutive Workdays without Prior Notification To Your Supervisor Will Be Considered an Immediate Discharge. C. PERSONAL BEHAVIOR AND APPEARANCE - Appearance, speech, actions and personal hygiene reflect directly upon the employee and the Fiver Childrens Foundation and are the primary source of good public relations. Employees can make friends for the Fiver Childrens Foundation by their attitudes in approaching their daily duties on the job as well as during off-duty hours. Courtesy, helpfulness, promptness and a consistent attitude of friendliness on the part of all employees is essential. An employee's position and department dictate the type of clothing or uniform that is worn. Clothes, uniforms, hairstyles and overall appearance must be neat and clean and in good taste at all times. Uniforms are required for some positions. The wearing of unauthorized buttons or badges is not permitted. Inappropriate behavior, speech, attitude or appearance will result in disciplinary action and/or discharge. SEXUAL HARASSMENT POLICY The Fiver Childrens Foundation endorses the principle that all employees have the right to work in an environment free from verbal or physical harassment which is sexual in nature. The Fiver Childrens Foundation does not condone sexual harassment, which by law is defined as: Unwelcomed sexual advances or other verbal or physical conduct of a sexual nature where: a. Submission to such conduct is made, either explicitly or implicitly, a term or condition of employment or a basis for any employment decision, or; b. Such conduct creates an intimidating, hostile or offensive work environment. The Fiver Childrens Foundation will not accept such conduct and appropriate disciplinary action will be taken against anyone engaging in such conduct. Sexual harassment is a serious offense and disciplinary action may be taken, up to and including discharge. Supervisors are responsible for the implementation of this policy and for ensuring that all employees have knowledge of and understand this policy. All employees will be held responsible and accountable for avoiding or eliminating this prohibited conduct. It is the policy for the Fiver Childrens Foundation to treat all complaints of sexual harassment with respect and confidentiality, and with a high regard for the personal privacy of all concerned parties. Any complaints of sexual harassment, or questions regarding this policy, should be directed to the Executive Director or Chairman of the Board of Directors. The Fiver Childrens Foundation will be responsible for ensuring complaints are investigated, and for recommending appropriate action to resolve a complaint. Persons who report in good faith are immune from civil or criminal liability. CHILD ABUSE/NEGLECT POLICY

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The Fiver Childrens Foundation recognizes the increase in the number of incidents of reported cases of child abuse and neglect. Staff and volunteer personnel are in an excellent position to identify abused and/or neglected children and refer them for treatment and protection. In responding to this problem, the Fiver Childrens Foundation recognizes the need to develop a clearly defined policy and establish procedures to implement that policy. This policy is applicable to all paid and volunteer staff who have contact with children. For purposes of this policy, child will be defined as any person under the age of 18. This policy incorporates state law reporting procedure requirements for cases involving suspicion of child abuse or neglect. In addition, it provides recommended practices with regard to children participating in Fiver Childrens Foundation programs; as well as hiring and training procedures for Fiver Childrens Foundation personnel who are or will be involved in the supervision of children. REQUIREMENT TO REPORT Every state maintains a mandatory child abuse reporting law. Those, who by nature of their employment, have contact with children, are mandated reporters. To combat the child abuse and neglect problem and in compliance with New York State law, any staff or volunteer personnel having reasonable cause to suspect that a child participating in a Fiver Childrens Foundation program has been abused or neglected or having reason to believe that a child has been threatened with injury and that abuse will occur, shall immediately contact the Executive Director in accordance with established procedures. As provided under state law, any person required to report who willingly fails to do so may be fined up to $1000 or imprisoned for up to 6 months, or both. Remember, you need only to suspect abuse. Protective services professional staff will investigate. Persons who report in good faith are immune from civil or criminal liability. HOW TO REPORT When there is suspicion of child abuse or neglect, the staff member or volunteer must: - immediately inform the Executive Director or Camp Director - immediately complete an incident report In completing the incident report, be as specific as possible. The staff member or volunteer should: 1. Explain what happened or is happening to the child, what is the nature of the abuse or neglect 2. Provide the child's name, address and phone number 3. Provide the parent or caretaker's name, address and phone number if different from the child's 4. Not interrogate the child, or cause them to feel responsible for the abuse The Director will immediately contact the appropriate social services department, sheriff or city police department. In cases where an employee is directly named in the case, social services as well as the police department will be contacted. REPORTING IS NOT MEDDLING Deciding to get involved in a situation of suspected abuse and neglect could be difficult. However, it is a decision that may be crucial to a child not only today but also in the future. Abused children often carry life long scars and may mistreat their own children. Abusive parents need services and support in order to stop the cycle of abuse.

WHAT WILL HAPPEN?

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A social worker from the county Department of Social Services will investigate the cases and will determine the seriousness of the situation. They will then determine what needs to be done to protect the child and help the family. Services available to help the family and the child include the following: * counseling * assistance or training in home * parent education DEFINITIONS For purposes of implementing Fiver Childrens Foundation policy, the following definitions will be used: 1 . CHILD - Any person under 18 years of age. 2. CHILD ABUSE - "Abuse" means any of the following: a. Physical injury inflicted on a child by other than accidental means. This includes, but is not limited to lacerations, fractured bones, burns, internal injury, severe or frequent bruising or great bodily harm as defined by state statutes; b. Sexual intercourse or "sexual contact" as defined by state statutes; c. Sexual exploitation of children as defined by state statutes; d. Permitting or requiring a child to engage in prostitution as defined by state statutes; or e. Emotional damage which means harm to a child's psychological or intellectual functioning which is exhibited by severe anxiety, depression, withdrawal or continued aggressive behavior, or a combination of these behaviors, which is caused by the child's parent, guardian, legal custodian or other person exercising temporary or permanent control over the child and for which the child's parent, guardian or legal custodian has failed to obtain the treatment necessary to remedy the harm; f. Forced viewing of sexual activity as defined by state statutes. 3. CHILD NEGLECT - "Neglect means failure, refusal or inability on the part of the parent, guardian, legal custodian or other person exercising temporary or permanent control over a child, for reasons other than poverty, to provide necessary care, food, clothing, medical or dental care or shelter so as to seriously endanger the physical health of the child. REPORTING PROCEDURES The Fiver Childrens Foundation person responsible for reporting and investigating the alleged abuse/neglect is the Executive Director or the Camp Director. This person is also responsible for confirming and documenting the facts to be reported and the condition of the child. FIVER CHILDRENS FOUNDATION staff or volunteer who either suspects or has good reason to believe that child abuse/ neglect involving a program participant has or will occur shall adhere to the following procedures in sequential order: - in-home services - financial management - self-help groups

WHEN A CHILD IS NOT IN IMMEDIATE DANGER 1. Orally report the situation immediately to the Executive Director or Camp Director.

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2. An Incident Report Form will be completed immediately and forwarded to the Executive Director or Camp Director. 3. The Executive Director or Camp Director shall immediately contact the appropriate New York Social Service Agency. The following information shall be given when reporting suspected abuse/neglect: name, address, age, nature and extent of injuries or description of neglect, and any other information that might help establish the cause of the abuse/neglect. In the event that a child's health or safety may be in immediate danger, the sheriff or police department should be notified immediately, then follow through with procedures 1-3 listed above. OTHER PERTINENT REPORTING INFORMATION *When the alleged abuser is a program participant, the same reporting procedures will be followed. * Confidentiality is of utmost importance. Staff and volunteers will discuss matters pertaining to abuse or suspected abuse with the Executive Director or Camp Director only. * Staff and volunteers may not contact children or parents involved in an alleged child abuse incident without the permission of the appropriate Fiver Childrens Foundation executive. * All statements made to the public or news media will be made by the Executive Director only. * If the alleged abuser is a Fiver Childrens Foundation staff person or volunteer, depending on the situation and upon consultation with the Executive Director or Camp Director, any of the following options may be exercised pending investigation * The accused person may continue in their current position. * The accused person may be reassigned to a different position. * The accused person may be suspended with or without pay. * The accused person may be terminated from employment or volunteer status if the investigation supports the allegation. HIRING AND TRAINING PROCEDURES IN REGARDS TO CHILD ABUSE AND NEGLECT A. 1. 2. 3. PRACTICES THAT ENSURE THE WELL-BEING AND SAFETY OF CHILDREN No child should be left unsupervised The Fiver Childrens Foundation staff may offer information and assistance to parents and children through workshops, counseling and use of printed and audiovisual resources on child abuse. Fiver Childrens Foundation summer camp program staff will under no circumstances release children to anyone other than the authorized parent(s), guardians), or to an individual authorized by parents in writing, including relatives of children. For the protection of Fiver Childrens Foundation staff, volunteers, and program participants, staff and volunteers should not be alone with a single child unobserved by other staff and/or children. Fiver Childrens Foundation staff and volunteers shall never discipline children by the use of physical force, or by failing to provide the necessities of care, such as food or shelter. Fiver Childrens Foundation staff and volunteers shall not physically abuse, emotionally abuse (including verbal abuse), neglect, or sexually abuse (including both direct and indirect sexual abuse) children.

4. 5. 6.

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7. 8.

Staff and volunteers shall be alert to the physical and emotional state of all children each time they report for a program. Staff members and volunteers are strongly discouraged from associating with Fiver Childrens Foundation enrolled children outside of Fiver Childrens Foundation programs. If the staff member or volunteer instead chooses to associate with a Fiver Childrens Foundation enrolled child outside of a Fiver Childrens Foundation program, the Fiver Childrens Foundation assumes no responsibility or liability for any ramifications of the staff/volunteer and child relationship. In addition, the staff/volunteer must inform parents of this policy. Staff and volunteers will respect children's rights not to be touched in ways that make them feel uncomfortable and will understand that touch (including diapering) should be done only in view of others. Training will be provided to ensure that staff and volunteers understand what should be considered appropriate and inappropriate touch. Staff will refrain from intimate displays of affection toward others in the presence of children, parents and staff. Profanity, inappropriate jokes, sharing intimate details of one's personal life in the presence of children or parents is prohibited. EMPLOYMENT AND HIRING PROCEDURES

9.

10.

B.

The quality and effectiveness of Fiver Childrens Foundation services for children are directly related to the skills and personal characteristics of staff/volunteers. The Fiver Childrens Foundation will create an environment in which potential child abusers will choose not to pursue employment due to the lack of opportunities for sexual contact with children and the thoroughness of the employment process. 1. 2. Two reference checks on all prospective employees/volunteers will be conducted, documented and filed within the employee personnel file prior to employment. A team approach to personnel selection is recommended. Parents may be involved on the interview team when appropriate. ORIENTATION AND TRAINING Upon hire, all new staff/volunteers receive an orientation which includes written materials explaining Fiver Childrens Foundation policies, procedures and regulations. As part of the orientation process, staff/volunteers who are working directly with children will be provided information about the signs of possible child abuse and how to report suspected child abuse. As part of the orientation process, staff/volunteers receive training by their supervisor on the proper disciplinary procedures to be utilized and how to effectively work with children PERFORMANCE APPRAISALS Upon hire, all new Fiver Childrens Foundation staff/volunteers receive an orientation, which includes written materials explaining Fiver Childrens Foundation policies, procedures and regulations. All new Fiver Childrens Foundation staff also attend safety training, which includes a Child Abuse Awareness segment that covers recognizing, responding to and reporting child abuse; and preventing child abuse incidents and false accusations. All staff/volunteers receive an annual written performance appraisal of their work performance.

C. 1.

2. D. 1.

2.

SUBSTANCE ABUSE POLICY

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PHILOSOPHY As required by the Federal Drug Free Workplace Act and in order to be eligible for federal funds, the Fiver Childrens Foundation is committed to maintaining a drug-free workplace. The Fiver Childrens Foundation also desires to provide its employees with a safe, supportive and creative environment in which to work. Substance abuse in any form has a destructive effect on the quality of life for an employee and his/her family. The Fiver Childrens Foundation also has an obligation to its clients to provide the highest quality of services. Substance abuse by any employee seriously erodes the services provided by the employee on behalf of the Fiver Childrens Foundation. In order to provide employees with a conducive work setting, and in order to maintain the fine tradition of quality service to all clients, the Fiver Childrens Foundation has instituted a substance abuse rule and policy. RULE Employees must report to work free of drugs, intoxicants, alcohol, narcotics, or any other controlled substance. Employees may be disciplined, up to and including termination, for possession, manufacture, distribution, dispensation, consumption, not being free of, being under the influence of, or use of any drugs, drug paraphernalia, intoxicants, alcohol, narcotics, or any other controlled substance, on or about the Fiver Childrens Foundation premises or while on Fiver Childrens Foundation business at any time. Any violation of this rule and policy may result in discipline, up to and including termination of employment. DEFINITION OF LEGAL AND ILLEGAL DRUGS Legal drugs include legally obtained drugs, both prescribed and over the counter, which are being used for their prescribed or manufactured purpose. Illegal drugs include all controlled substances unlawfully obtained and prescription drugs not being used for their prescribed purposes. DEFINITION OF "UNDER THE INFLUENCE" AND IMPAIRMENT "Under the influence" shall be defined as an employee affected by the ingestion of any mind-altering drug (including prescription medication) in an observable and detectable manner that directly or indirectly impairs the employees job performance, in the judgment of his or her supervisor. "Impairment includes but is not limited to slurred speech, incoordination, unsteady gait, significant mood change and impaired attention. USE OF PRESCRIPTION DRUGS ON THE JOB No prescription drug may be brought on Fiver Childrens Foundation premises by any person other than the person for whom the drug is prescribed. Each employee should report to their supervisor when the use of any prescribed medication has the potential of affecting their judgment, performance or behavior on the job. Prescription drugs must be given and used according to and under medical supervision, and may not interfere with the performance of job duties. TESTING Under certain circumstances, the Fiver Childrens Foundation may require an employee to undergo a drug and/ or alcohol test when the Fiver Childrens Foundation has a reasonable suspicion that the employee is in violation of this rule and policy. The employee will be referred to a certified testing laboratory for completion of the test. Depending on the seriousness and circumstances of the offense, and at the Fiver Childrens Foundations sole discretion, an employee who tests positive for drugs and/or alcohol may be referred to a counseling or rehabilitation employee assistance program, at employee expense or pursuant to the Fiver Childrens Foundations health insurance plans. Refusal to cooperate in this program may result in discipline, up to and including termination. TREATMENT

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Employees with an alcohol or substance abuse problem are encouraged to seek medical treatment or the services of the employee assistance program, if eligible. Medical care for alcohol or substance abuse may be covered under the Fiver Childrens Foundations health insurance plans subject to the provisions of those plans. It is the intent of this policy to encourage employees suffering from an alcohol or substance abuse problem to seek help. However, satisfactory job performance is still mandatory, and an employee has the primary responsibility for seeking help and for maintaining a treatment program as necessary. An employee seeking treatment, either from a physician or through an employee assistance program will not necessarily avoid disciplinary action if he or she does not meet satisfactory job performance standards and other conditions of employment. RESPONSIBILITY Supervisors are responsible for taking immediate and consistent action with employees who are in violation of this rule and policy. As an employee of the Fiver Childrens Foundation and as a condition of your employment, you must strictly abide by this policy. Failure to do so shall result in disciplinary action, up to and including termination. An employee must notify the Fiver Childrens Foundation within five (5) days of any criminal drug statute conviction for a violation occurring in the workplace. Upon receiving notice of an employees criminal drug statute conviction, the Fiver Childrens Foundation will, within ten (10) days, notify the agency from which federal funds were received. This is required by the Act. Within thirty (30) days of being notified of an employee's criminal drug statute violation occurring in the workplace, and depending on the seriousness of the offense, the Fiver Childrens Foundation will, at its discretion, take the following action for a violation of this policy: 1. 2. Discipline, which may include a verbal warning, written warning, suspension, or termination; or, Referral to and satisfactory completion of an approved drug or alcohol counseling rehabilitation program, at the employee's expense and/or pursuant to the Fiver Childrens Foundations insurance coverage.

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Code of Ethics and Business Conduct For Employees and Volunteers of Fiver Childrens Foundation

This Code of Ethics and Business Conduct (the "code") represents an overview of certain corporate policies that shall govern the actions of all employees Fiver Childrens Foundation (also referred to herein as the "Foundation"). The Code is not a replacement for policies and procedures that address the specifics of our business or which may impose stricter or more detailed requirements. This Code of Ethics is the policy of Fiver Childrens Foundation and expresses our fundamental values. Accordingly, this Code guides the conduct of all employees, volunteers, and professional representatives of Fiver Childrens Foundation, and is intended to foster an environment promoting an ethical awareness in all we do and to carry out our mission. The policies and procedures contained in the Code do not constitute a legal contract and may be changed, modified or discontinued from time to time without notice (except as required by law) and in the sole discretion of the Foundation. Failure to adhere to the Code and the policies and procedures set forth herein may result in disciplinary action up to and including dismissal.
Use of Company Assets

The Foundation's assets are to be used in the pursuit of the Foundation's business. The Foundation's assets include equipment, facilities, supplies, services such as telephones and computer networks, software, company vehicles, company credit cards, tax exempt status, and the time and efforts of its employees and volunteers. Foundation assets must not be used for personal gain or convenience, or make Foundation assets available for the gain or convenience of anyone else, or for any purpose other than conducting the Foundation's business unless authorization is granted from executive management.
Authority to Make Commitments

Only specific employees are authorized to make financial or other commitments on behalf of the Foundation. Commitments may include such things as approving a loan or other extension of credit, ordering equipment or materials, authorizing business travel, approving payment of an invoice or expense report, authorizing budgets or budget overruns, signing leases or other contracts, selling Foundation assets, settling litigation or other claims, borrowing money, setting compensation or employee benefits. A Foundation commitment must not be made unless the authority has been granted by a supervisor.
Personal Gain

Employees must not accept any form of gratuity for doing their job. Employees shall not solicit or accept gratuities, gifts, or favors, other than promotional gifts of nominal value, for oneself or ones family.

Relation with Government Employees

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The U.S. government has various regulations prohibiting government personnel from accepting entertainment, gifts, gratuities or other business courtesies that persons employed in the private sector may be permitted to receive. All Foundation employees who interact with US government personnel must understand and comply with the letter and intent of such regulations.
Integrity of Records and Reports

The Foundation's accounting records are relied upon to produce reports to the Foundation's board members, management, stakeholders, government agencies and other entities. All Foundation accounting records, and the reports produced from those records, shall be kept and presented in a timely fashion and in accordance with applicable laws, niles and regulations and the terms of each government contract. Such records and reports must constitute understandable disclosure and fully, accurately and fairly reflect in reasonable detail the Foundation's assets, liabilities, revenues and expenses.
Payments and Disbursements

All payments made by or on behalf of the Foundation must be documented in the Foundation's accounting records with appropriate approval(s) and an adequate description of the business purpose of the disbursement. Cash Deposits and Bank Accounts All cash received by the Foundation shall be promptly recorded in the accounting records and deposited in a bank account properly authorized by the Foundation. All bank accounts and other cash accounts shall be clearly and accurately recorded in the Foundation's accounting records. No unrecorded accounts, funds or assets shall be established for any purpose.
Conflict of Interest (Addendum A) Outside Employment

Employees must keep outside business activities, such as a second job or self-employment, completely separate from the employee's activities with the Foundation. Employees may not use Foundation assets, facilities, materials, procedures, policies, or the services of other employees for outside activities unless specifically authorized by the Foundation. Retaliation Prohibited Any employee who is requested to engage in any activity that the employee believes may be illegal, could result in harm to the Fiver Childrens Foundation (the Corporation) or be contrary to the Corporations policies, or who otherwise becomes aware of such activity, should report such information to his or her Department Director immediately. If the employee does not feel comfortable reporting the information to his or her Department Director, or if the Department Director is engaged in such conduct, then the employee should report the behavior immediately to the Human Resources Director. If the employee does not wish to report this information to anyone who is a full-time employee of the Corporation, the employee may also report suspect violations directly to the Chairman of the Corporations Finance Committee. In addition, at the employees request, the individuals to whom the employee reports such information will not disclose the employees identity and the report to them will be completely confidential (unless these individuals are required by law to disclose the information).

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The Corporation prohibits any kind of retaliatory act, including harassment, intimidation, adverse employment actions, or any other form of retaliation, against an individual reporting such information in good faith. Any employee who believes that he or she has been subjected to any form of retaliation as a result of reporting a suspected violation under this policy should immediately report the retaliation to one of the individuals set forth in the preceding paragraph. In general, the use of good judgment, based on high ethical principles, will be the guide with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter must be disclosed to the Corporations Executive Director for the purpose of preventing any real or apparent conflict of interest. Alternatively, if the employee does not wish to report this information to anyone who is a full-time employee of the Corporation, the employee may also report suspect violations directly to the Chairman of the Corporations Finance Committee.
COMPUTER NETWORK, VOICE MAIL, E-MAIL AND THE INTERNET

Many Foundation employees depend on access to computer networks, voice mail, e-mail and/or the Internet to do their jobs. These tools come with risks and responsibilities that all employees must understand and accept. These resources shall be used only for the business activities of the Foundation and: Properly' identify oneself in electronic communication; Use only ones personal password and user ID to gain access to systems or data: Accept full personal responsibility for the activities undertaken with ones password and user

ID;

Delete e-mail. voice mail and other electronic files in accordance with applicable record retention policies; and Protecting against exposure to potentially destructive elements, intentional (viruses, sabotage, etc.) or unintentional (bugs); and Protecting against unauthorized access to Foundation information or resources (hacking). Report any in-person or cyber-bullying to executive management. Posting online photos of participants without parental consent is not permitted, with the exception of the official Fiver website, for which consent is obtained from parents/guardians annually. If emailing or calling participants, content must be consistent with the Fiver mission and the role of mentor must be maintained at all times. Employees and volunteers may not use Fivers name or logo to create any unofficial Internet sites without permission of the Executive Director. Employee or volunteer personal web pages should restrict participant access. This means: Staff and participants must not be linked on any social networking site (ie. myspace.com or facebook.com) as friends or in any other way. Sites set up to promote the Fiver mission can be established with permission of the Executive Director.
Computer Property and Privacy

Computer networks and electronic communications systems, and all messages and log files generated on or handled by them (including back-up copies), are considered to be the property of the Foundation.

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There is no expectation of privacy in these electronic interactions. The Foundation may monitor the content of electronic communications or monitor the content of server log files to review what Web sites on other Internet locations employees or volunteers have visited and what files may have been sent or received. Computer networks, e-mail systems, voice mail systems and server logs may be monitored regularly to support routine and non-routine activities such as operations, maintenance, auditing, security and investigations. As a matter of law, the Foundation may be called upon to turn over this information to law enforcement and private litigants. Employees or volunteers may not intercept or disclose, or assist in intercepting or disclosing, electronic communications or Internet activity except as specifically provided above and only then with appropriate authorization. Authorized Uses Foundation computer networks, e-mail and voice mail systems and Internet access must be used only for Foundation business activities: Under no circumstances shall Foundation computer networks, e-mail, voice mail systems or Internet access be used: For any illegal activity such as: To communicate offensive sexual, racial or other remarks, jokes, slurs and obscenities; For chain-letter communications of any kind: For gambling; or For pornography Additional uses may be prohibited or limited by other provisions of this Code or by other Foundation policies.
CONFIDENTIAL INFORMATION

Many employees learn confidential Foundation information in the course of their jobs and use it to perform important functions. It is vitally important that all employees handle confidential information properly. Confidentiality shall also be considered when dealing with colleagues and staff members.
What is Confidential Information?

What follows is not a complete list of what is considered to be confidential information, but it illustrates what is typically confidential unless it has been disclosed by the Foundation for the purpose of conducting payments: Financial results, budgets or forecast: Business plans, operating plans, strategy statements, memos, operating manuals, handbooks and policy procedure, organization charts and other internal communications; Foundation investments, acquisitions or divestitures; New development effort, Donor/Participants list; Whether a person or business is meeting financial or other expectations; Business relationships or the terms of any business arrangement, including payments made

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or received by the Foundation; Data such as names and addresses or any confidential personal or business information of the participant; Advertising and marketing plans and campaigns; Wages and salaries, bonus or compensation plans, notices to employees or unannounced personnel changes; and Personal information about any employee. In general, if information about the Foundation has not been made public by the Foundation, it shall be treated as confidential. Non-Disclosure and Non-Use Without limiting the forgoing prohibition against disclosure of confidential information, confidential information obtained as a result of ones position with the Foundation shall not be disclosed to unauthorized persons or used for personal advantage or profit, or the advantage or profit of another. Obligations not to disclose the Foundation's confidential information and not to use it for unauthorized purpose continue after an employee or volunteers affiliation with the Foundation ends.
Public Disclosures

When asked for information about the Foundation by the media, consultants and others collecting information for various purposes, the employee shall not make public statements on behalf of the Foundation or provide confidential information in response to external inquiries unless authorized to do so.
Responsibility to Volunteers/Mentors

Volunteers, who serve the Fiver Childrens Foundation through its Board of Directors or otherwise, are crucial to the success of Fiver Childrens Foundation. In order to assist volunteers to serve effectively and to obtain satisfaction from their service, all Fiver Childrens Foundation employees must:

Support volunteers so they can perform to the highest level of their ability and personal satisfaction; treat all volunteers with fairness, equity and respect, providing appropriate mechanisms for their views and interest to be expressed; involve volunteers at appropriate levels of the decision-making process; assist in the development and the understanding of the roles of volunteers and employees, respectively; set clear standards of performance for volunteers: and-appropriately recognize their contributions in the spirit of voluntarism;

Set clear boundaries regarding professional protocol requiring that employees not engage volunteers in internal staff issues or concerns relating to personal performance of themselves or others or any other confidential information or Foundation information. Volunteers also represent us and set examples through their ethical conduct and professionalism. Volunteers shall:

Review the Code of Ethics and ensure that they adhere to the spirit of the Code when making
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policy or otherwise managing the affairs of the organization; notify the Human Resources if there are issues relating to staff performance or other concerns regarding the professionalism of any staff member of Fiver Childrens Foundation.

Not knowingly take any action or make any statement intended to influence the conduct of Fiver Childrens Foundation in such a way as to confer a financial benefit on such volunteers, their immediate family members, or any corporation in which they or their family members have a significant interest as stockholders, directors or officers.
Employee and Volunteer Behavior Guidelines:

The only type of relationship that is permitted between a participant and an employee or volunteer is a professional leadership and mentoring relationship. In accordance with Fivers Employee Manual, romantic relationships between participants and employees or volunteers, at any time, in person or on the Internet, are never permitted. Year-round interactions with participants should be limited to Fiver sanctioned activities. Attendance at non-Fiver-sanctioned events is permitted with participants parental/guardian presence or consent and as long as employee or volunteer maintains supportive role of mentor at all times. Contact Fiver management staff immediately if a participant reveals, in person or on the Internet, any information that raises concern about that participants safety.
Fiver reserves the right to review a new or returning staff members online profile. Fiver reserves the right to not hire you, terminate your employment or not rehire you if your offline or online behaviorat any time before, during, or after your employmentcauses serious concern about your judgment and professionalism. Employees and volunteers shall never possess, share, modify, post or send inappropriate photos of participants. Staff are never permitted to photograph any participants engaged in any private activity, including sleeping, using the bathroom, or changing.

Note: Fiver Participant is defined as an individual enrolled in any of Fivers year-round or summer programs. This definition includes LEARN, TAP, LEAD and SERVE program participants

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EMPLOYEE HANDBOOK RECEIPT I have received and reviewed with my supervisor the Fiver Childrens Foundation Employee Handbook. I will perform my duties in such a manner as to further the stated goals and purposes of the Organization. I also understand that the handbook or any of its provisions contained therein are not intended to be an enforceable employment contract and that my employment may be terminated at any time for any reason. I understand that the provisions set forth in this handbook may be altered at any time by Fiver Childrens Foundation management without notice. I WILL ABIDE BY AND PERIODICALLY REVIEW THE RULES OF THE FIVER CHILDRENS FOUNDATION.

________________________________________________________________________ (Name - Printed)

________________________________________________________________________ (Signature of Employee) ________________________________________________________________________ (Date)

PLEASE READ AND SIGN THIS RECEIPT FOR THE HANDBOOK. This statement is retained in your personnel file in the Fiver Childrens Foundation's office.

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