Youth Consultation Service All Staff other than …

1 Youth Consultation Service All Staff other than those classified as Administration policy manual TABLE OF CONTENTS WELCOME TO (i) SECTION I. INTRODUCTORY PERIOD ..1 EQUAL EMPLOYMENT OPPORTUNITY AND NON-DISCRIMINATION ..1 ANTI-HARASSMENT RECRUITMENT ..3 ANTI- NEPOTISM/ANTI-FRATERNIZATION ..3 NEW EMPLOYEE ORIENTATION ..4 TRANSFER CLASSIFICATIONS OF EMPLOYMENT ..6 PERSONNEL DRUG AND ALCOHOL ABUSE policy ..8 CORPORATE COMPLIANCE policy ..13 NJ CONSCIENTIOUS EMPLOYEE PROTECTION ACT ..18 NO SOLICITATION AND DISTRIBUTION policy ..19 SMOKING policy .

2 19 PERSONAL APPEARANCE AND DEMEANOR ..20 TELEPHONE AND POSTAGE MACHINES ..20 CELLULAR PHONE DAMAGE OR LOSS OF PERSONAL PROPERTY ..22 WORKPLACE SECTION II. WAGE AND SALARY policy ..23 WAGE BASIS AND PAY PROCEDURES ..23 EMPLOYEE TIME CLOCK GUIDELINES ..23 INCREASES IN SALARY/WAGES ..24 CASH EMPLOYEE REST BREAKS ..24 EMPLOYEE AUTHORIZATION TO WITHHOLD PAY ..25 HOLIDAYS AND HOLIDAY PAY ..25 SECTION III. EMPLOYEE BENEFITS ..27 GENERAL EMPLOYEE BENEFITS MEDICAL AND DENTAL BENEFITS ..27 VISION BENEFITS .. 27 2 LIFE LONG TERM DISABILITY AND LONG TERM CARE INSURANCE ..28 CONTINUING OR CONVERTING YOUR GROUP HEALTH INSURANCE COVERAGE (COBRA)..28 RETIREMENT CREDIT UNION.

3 29 WORKERS COMPENSATION ..29 SECTION IV. PAID AND UNPAID TIME VACATION ..32 PERSONAL DAYS ..33 SICK LEAVE ..34 BEREAVEMENT FAMILY AND MEDICAL LEAVES OF ABSENCE ..36 MEDICAL LEAVE ASSISTANCE PROGRAM ..39 JURY MILITARY LEAVE ..39 PERSONAL LEAVE OF SECTION V. EMPLOYEE PERFORMANCE ..43 PERFORMANCE EVALUATIONS ..43 TERMINATIONS ..44 SEVERANCE BENEFITS ..46 SECTION VI. OPEN DOOR policy ..47 GRIEVANCE PROCEDURE ..47 (i) WELCOME TO YCS Congratulations! You have just agreed to work for the leading non-profit provider of behavioral healthcare for children and their families in the State of New Jersey.

4 The Mission of YCS: YCS partners with at-risk and special needs children, Youth and young adults to build healthy, happy, productive lives within families and communities. Our focus is on the children and families we serve; we try to provide them with everything they need in order for them to improve and experience individual successes. So whether you are working at a YCS school, a residence, administration or any other YCS department our goal is the same. As an employee of YCS, you will be expected to carry out your job responsibilities with the knowledge that YCS is a Service business which provides the highest quality of care to our clients. This manual summarizes many of YCS employment practices and benefits that are available to you as an employee, provided certain eligibility requirements are met.

5 The President/CEO or Executive Vice President/COO has the sole authority to enter into agreements regarding compensation and benefits, including vacation and/or guaranteeing employment for any specified period of time. This manual is not meant to, and is not contractually binding on YCS, and may be changed with or without advance notice by YCS. Benefit levels as described herein are meant to provide summaries only, and employees should refer to the plan documents and Human Resources for specific benefit questions. Benefit levels may be changed at the discretion of YCS. We wish you much success in your employment at YCS 1 SECTION I. EMPLOYMENT INTRODUCTORY PERIOD DURING THE INTRODUCTORY PERIOD, EMPLOYMENT AT YCS IS CONSIDERED AT WILL WHICH MEANS THAT THIS IS FOR NO DEFINITE PERIOD OF TIME AND CAN BE TERMINATED AT ANY TIME BY EITHER THE EMPLOYEE OR YCS WITH OR WITHOUT CAUSE OR NOTICE.

6 Youth Consultation Service (YCS) has a ninety (90) calendar day introductory period to assess performance and skills of each new employee. The ninety (90) calendar day introductory period gives the employee an opportunity to learn about YCS, job responsibilities and performance standards established by YCS. During the introductory period, the employee will be evaluated by his/her Supervisor to determine if they are meeting the responsibilities and duties outlined in his/her job description. Two weeks prior to the end of the introductory period, a written evaluation will be completed. A decision will be made at that time and conveyed in writing to: 1. Continue the employee s employment upon successful completion of the ninety (90) calendar day introductory period; 2. Terminate the employee s employment with Human Resources approval; or 3.

7 Extend the introductory period with Human Resources approval for a specified time frame at which time a decision will be made to continue the employee s employment or terminate the employee. UNIFORMITY/IMPLEMENTATION The policies of YCS set forth in this policy manual apply to all employees of YCS. Each employee is expected to be aware of and comply with all policies. Employees who fail to abide by the policies set forth herein may be subject to disciplinary actions up to and including termination of employment. YCS retains the right to modify, add to, alter, or delete policies, including policies relating to disciplinary actions or termination of employment. The policies, procedures, benefits, and other information referred to in this manual may be changed without notice at any time by YCS. Nothing herein is meant to, nor does it create a binding obligation on the part of YCS.

8 EQUAL EMPLOYMENT OPPORTUNITY AND NON-DISCRIMINATION YCS provides equal employment opportunities to all employees and applicants for employment without regard to race, creed, color, religion, national origin, age, ancestry, nationality, marital or domestic partnership status, civil union status, sex, gender identity or expression, disability, liability for military Service , or sexual orientation, atypical cellular or blood trait, genetic RL1 726689v1 0727/09 2information (including the refusal to submit to genetic testing), or any other category as protected by applicable state and/or federal laws. No one will be discriminated against, or receive preferential treatment because of race, creed, color, religion, national origin, age, ancestry, nationality, marital or domestic partnership status, civil union status, sex, gender identity or expression, disability, liability for military Service , or sexual orientation, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing), or any other category as protected by applicable state and/or federal laws.

9 Suspected violations of this policy must be reported immediately to Human Resources. Supervisory violations must be reported immediately and directly to the Director of Human Resources or his/her designee. Discriminatory conduct will be grounds for dismissal. ANTI-HARASSMENT policy It is the policy of YCS to provide employees with a workplace free from all types of unlawful harassment, including sexual harassment. Sexual harassment violates Title VII of the Civil Rights Act of 1964 and the New Jersey Law against Discrimination, and YCS will not permit any employee to harass another employee in any way or allow any YCS employee to be harassed while working. One type of harassment is sexual harassment. Sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1.

10 Submission to such conduct is made either explicitly or implicitly a term or condition of an individual s employment; 2. Submission to or rejection of such conduct by an individual is used as the basis for any employment decisions affecting such individual; or 3. Such conduct has the purpose or effect of substantially interfering with work performance or creates an intimidating, hostile, or offensive work atmosphere. Sexual harassment refers to sexually charged behavior that is not welcome; is personally offensive; fails to respect the rights of others; lowers morale; interferes with work performance; or is reasonably perceived as offensive by the recipient. Certain behavior which may be appropriate in social settings, such as dates, parties, or dances, is not appropriate in the workplace. Sexual harassment may take many different forms, including but not limited to: Verbal A demand for sexual favors, sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual advances or propositions, repeated unwelcome sexual flirtations, graphic verbal commentaries about an individual s body, sexually degrading or provocative words used to describe an individual, or threats.