By Carol L. Barbeito
Get the toolsyouneedto construct a winning human source administration system!
Learn aboutorganizational rules and techniques, nondiscrimination/affirmative motion, recruitment, hiring, termination, repayment, supervision, employment stipulations, management, and volunteer policies--theframework for constructing a accomplished human source administration process forpaid staff, volunteer employees, and outsourced paintings. This functional guidehashandy positive aspects like a customizable CD-ROMfull ofsample rules, methods, and varieties that may be simply tailored to person nonprofit enterprises of any measurement, and it useschecklistsextensively,enabling you to accomplish astep-by-step implementation of an entire, up to date human source administration method.
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Additional info for Human Resource Policies and Procedures for Nonprofit Organizations
This nonprofit will not tolerate intimidation, coercion, or discrimination of any kind against staff persons or other individuals who file complaints or who testify, assist, or participate in any manner in an investigation or hear- TLFeBOOK references 31 ing. All such acts against complainants or other participants should be reported immediately to the executive director. In those cases where retaliation can be established, the executive director may take disciplinary action up to and including dismissal.
______________________________________ Employee Signature _________________________________ Date ______________________________________ Employee Name (printed) ______________________________________ Supervisor/Human Resource Staff Signature _________________________________ Date Receipt of Addendums Title of Addendum Date Received Employee Signature ______________________ ______________________ ______________________ ______________________ ______________________ ______________________ TLFeBOOK hiring 41 Introductory Period Rationale An introductory period, often of 90 or 180 days, allows the employer to ensure that new hires successfully integrate into the organization and achieve the level of competent performance in their position appropriate to their time on the job, before they become regular employees.
Morally and ethically, the organization will be on firmer ground with wellcrafted and implemented equal opportunity and affirmative action policies. Policy Equal Employment Opportunity Statement This nonprofit believes that equal opportunity for all staff members is important for the continuing success of our organization. In accordance with state and federal law, this nonprofit will not discriminate against a staff member or applicant for employment because of race, disability, color, creed, religion, sex, sexual orientation, age, national origin, ancestry, citizenship, veteran status, or non–job-related factors in hiring, promoting, demoting, training, benefits, transfers, layoffs, terminations, recommendations, rates of pay, or other forms of compensation.