EMPLOYMENT PROCESS                  EQUAL EMPLOYMENT OPPORTUNITY EMPLOYMENT AUTHORITY OPEN APPLICATION/HIRING FROM WITHIN EMPLOYEE PERSONNEL GUIDELINES AND PRACTICES HIRING PROCEDURE EMPLOYMENT OF RELATIVES CONFLICT OF INTEREST CRIMINAL RECORDS CHECKS The following are guidelines for the employment process and except for the employment at will policy, do not constitute an employment contract but rather, serve as a guide which is not meant to bind the Association to a specific course of action in any instance. The YMCA of San Francisco's employment relationship is at-will, and the employee or the YMCA of San Francisco may terminate the employment relationship at any time, with or without cause. EQUAL EMPLOYMENT OPPORTUNITY The YMCA of San Francisco is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available person in every job. Association policy prohibits unlawful discrimination based on race, color, religion, creed, sex, sexual orientation, marital or veteran status, age, national origin, physical or mental disability, medical condition (including genetic characteristics), ancestry or any other consideration made unlawful by federal, state or local laws. All such discrimination is unlawful. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the Association will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who was an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact the vice president of human resources and request such an accommodation. The individual with a disability should specify what accommodations s/he needs to perform the job. The Association then will conduct an investigation to identify the barriers that make it difficult for the applicant or employee to have an equal opportunity to perform his or her job. The Association and the employee will identify possible accommodations, if any, that will help eliminate the limitation. If the accommodation is reasonable and will not impose an undue hardship, the Association will make the accommodation. EMPLOYMENT AUTHORITY All employed personnel of the Association are legal employees of the YMCA of San Francisco, a not-for-profit corporation, incorporated under the laws of California, whether employed directly by the board of directors upon recommendation of the president or under grants of authority to other designees for employing personnel. The board of directors employs the chief executive officer of the YMCA of San Francisco, the president & CEO. The president & CEO are responsible to the board of directors for the employment and dismissal of all employees. The employment or dismissal of exempt (professional) personnel, however, will be subject to consultation with the board of managers of the branch concerned and the approval of the president & CEO. OPEN APPLICATION/HIRING FROM WITHIN The Association will promote from within whenever possible in selecting the best possible applicant. However, better-qualified external candidates may be selected. Notifications of most position openings within the Association will normally be posted for a minimum of one 1 week. The Association also supports and participates in the National Council of YMCAs Open Application process for placement. Exempt staff that has been employed by another YMCA and transfer to the YMCA of San Francisco will be credited for those prior years of continuous YMCA service. For regular employees who transfer within the Association from one branch to another and/or who change classification, such as non-exempt to exempt or union to non-union status, the original date of regular YMCA employment will be used for the calculation of years of service. For the purpose of recognition, vacation and sick leaves, the original date of continuous YMCA employment will be honored. EMPLOYEE PERSONNEL GUIDELINES AND PRACTICES A copy of the YMCA of San Francisco Employee Personnel Guidelines and Practices is made available to each new employee. Reference copies are available in every department. All employees are required to sign and return an Employee Personnel Guidelines and Practices Acknowledgment Statement, stating that the employee has read a copy of the Personnel Guidelines and Practices and understands their responsibility for complying with the procedures and operational standards of the YMCA. The YMCA of San Francisco's employment relationship is at-will, and the employee or the YMCA of San Francisco can terminate the employment relationship at any time, with or without cause. HIRING PROCEDURE When positions become available, the department supervisor, with director level approval, will notify the human resources department of the position. The human resources department posts the job announcement in the Y Connection, an Association newsletter, and sends the job postings to affirmative action agencies, colleges and universities, selected publications, and/or other organizations as necessary. EMPLOYMENT OF RELATIVES The Association will not hire relatives where actual or potential problems may arise regarding supervision, security, safety or morale, or where potential or actual conflicts of interest exist. Relatives are defined as spouses, domestic partners, children, siblings, parents, in-laws and step-relatives. If two employees marry, become domestic partners or become related, causing actual or potential problems, such as those described above, only one of the employees will be retained with the Association, unless a change in work assignment can be made to eliminate the actual or potential problems. To avoid any conflict of interest, relatives of employees (as defined above as well as staff co-habituating) may not be employed within the same work unit. No person can be employed in a regular position by an operating site, branch, or department where a relative is the executive director or a member of the board of managers of that unit, which may be department, branch or association. Exceptions to this policy may be approved only by the president and are subject to annual review. CONFLICT OF INTEREST The YMCA is a charitable organization exemplifying certain principles. Full-time effort is required to meet its objectives. No full-time employee will directly or indirectly maintain any outside business or financial interest or engage in any outside employment, business or financial activity, which interferes with the employees ability to discharge his duties fully, unless advance written approval is obtained from the president. No employee will directly or indirectly maintain any outside business or financial interest, or engage in any outside employment, business or financial activity, which conflicts with the interests or principles of the Association. CRIMINAL RECORDS CHECKS All staff employed after, September 15, 1996, who work with children or have contact with children, will be fingerprinted and screened for criminal records through the Department of Justice. All staff hired prior to, September 15, 1996, who work with children may be screened randomly for criminal records. The Department of Justice reports that staff either has no record of criminal history or they send a confidential list of convictions, usually felonies, involving sex-related crimes, drug-related crimes and violent or aggressive crimes, to the vice president of human resources. All staff that is licensed under the D.S.S. must comply with the fingerprint process under licensing.