Table of ContentsI. Employment ContractII. Personnel Policies 1. Selection of Personnel 2. Employment Records Requirement 3. Personnel Evaluations 4. Resignation Policy 5. Employee Benefits A. Leave Benefits B. Paid Personal Leave C. Holidays D. Family Leave E. Emergency Leave F. Worker’s Compensation 6. Dress CodeIII. Agency Policies 1. Code of Ethics 2. Drug Free Workplace Policy A. Drug Testing Policy 3. Harassment Policy A. Hostile Work Environment B. Quid Pro Quo 4. Discrimination Policy
4. Internet Policy 5. Whistleblower PolicyIV. Procedures 1. Pay Procedure 2. Emergency Instructions A. Fire Drills B. Evacuation C. Lockdown 3. Grievance Procedure 4. Termination ProceduresV. Job Descriptions 1. Executive Editor 2. Assistant Editor 3. Operations Manager 4. Training Specialist 5. IT Specialist 6. ReporterVI. Safety RegulationsVII. Training and DevelopmentVIII. Disciplinary Policies
Employment Contract for YouthNetFor the Staff File of: ________________________________________________________.I have received the following policy manual as part of my employment under YouthNet and Ifully understand all of the following rules and regulations regarding personnel, this agency, theprocedures, job descriptions, training and development, and discipline. I fully responsible forreviewing and adhering to all these policies procedures, and information herein:Section One: Employment Contract for YouthNetSection Two: Personnel Policies - Selection of Personnel, Employment Records Requirement,Personnel Evaluations, Resignation Policy, Employee Benefits, Leave Benefits, Extended SickLeave, Personal Leave, Holidays, Family Leave, Emergency Leave, and Dress Code.Section Three: Procedures - Agency Policies, Code of Ethics, Drug Free Workplace Policy,Drug Testing Policy, Harassment Policy, Hostile Work Environment, Quid Pro Quo,Discrimination Policy, Internet Policy, Whistleblower PolicySection Four: Procedure - Pay Procedure, Emergency Instructions, Fire Drills, Evacuation,Lockdown, Grievance Procedure, Termination ProceduresSection Five: Job Descriptions – Manager, Assistant Manager, Group Leader, Assistant GroupLeader, Training Specialist, IT Specialist, ReporterSection Five: Safety RegulationsSection Six: Training and DevelopmentSection Seven: Disciplinary Policies
Section Two: Personnel Policies1. Selection of All PersonnelAll applicants must satisfy all current minimum requirements for each position as stipulated byYouthNet management division. Educational experience may be overridden by actual workexperience only. If an employee does not meet the minimum educational requirement then theymust show progress towards obtaining the minimum educational requirements. Regular Personnel: permanent, full-time staff that receive regular payroll checks from YouthNet payroll services. Contracted Personnel – contracted, temporary full-time or part-time staff who receives pay any other service besides YouthNet payroll services.2. Employment Records RequirementAll employees are required to provide all prior full-time job-related work experience. Employeesmust provide I-9 paperwork and attachments, two references, proof of college diploma or proofof GED or high school diploma, and YouthNet signature pages before commencing employment.3. Personnel EvaluationsAll employees will be in a probationary period for two months after hiring. At any time duringthis probationary period employees can be terminated by management. Personnel evaluationswill be done on a quarterly basis. All managers, assistant managers, and group leaders, willsubmit a least one evaluation for every employee that reports to them every four months.Personnel evaluations will contain all complaints, positive customer feedback, and employeerating. Recommendations can also be added.
4. Resignation PolicyAll employees must give a written resignation letter to their direct supervisor two weeks prior toresignation. All resigning employees must fill out a survey that will contain why they areleaving, how they felt about working at YouthNet, and a manager evaluation. Recommendationsare encouraged.5. Employee Benefits A. Leave Benefits1. Leave Requests – All leave requests must be submitted to a supervisor two weeks in advance.The supervisor will then provide a copy of the leave request stating whether it is approved ordenied within one week of submittal. Approval or denial will be determined by availability ofcoverage and a first-come first-served basis. Exceptions may be made for emergency situations.2. Reporting an Absence – In the event of a unexpected absence such as a sudden illness oranother reasonable situation, the employee must notify their supervisor at least two hours beforethey are required to report for work via telephone. Text messages, e-mails, or reporting to otherstaff will not be accepted.3. If an illness is reported, a supervisor may request proof of this illness at anytime duringemployment. Any absence that lasts more then five days will require a medical note from aphysician guaranteeing the employee is well enough to continue work as well as the originaldiagnosis.4. Lateness for schedule work hours will result in loss of pay at the discretion of the directsupervisor in charge of the employee. Frequent offenses will require a written explanation fromthe employee. Frequent offenses may result in termination or suspension.
B. Paid Personal LeavePaid personal leave is for unexcused and elective absences. These absences may be used forvacation, illness, family emergencies, and other personal business. Paid personal leave will beaccrued over time on an hourly basis. At the end of the calendar year, only half of all unusedpaid personal leave hours will be transferred to the next year. C. HolidaysRegular, permanent full-time employees will receive full pay for agency holidays. Agencyholidays will include New Years Day, President’s Day, St. Patrick’s Day, Good Friday,Memorial Day, Independence Day, Labor Day, and Thanksgiving. D. Family LeaveFamily leave can be used for a death in the family, immediate family illness, and familyemergencies. The employee will not receive pay for family leave. At the end of family leave theemployee is expected to immediately return to his/her regular assigned duties. Family leave has amaximum of twenty days. E. Emergency LeaveEmergency leave is considered if an employee is hospitalized, treated in an Emergency Room,and/or needs necessary, immediate surgery. The employee will receive full pay for regular hoursfor the first thirty days of absence. Emergency leave has a maximum limit of one hundred andeighty days. F. Worker’s CompensationWorker’s compensation is available to any employee that has a work-related injury. In the eventof a work-related injury, the employee should immediately inform his/her direct supervisor. Theemployee is then required to make a full report explaining the incident and any witnesses that
were involved. If management finds that the incident was work related then the employee will befully compensated for regular hours that would have been worked as well as any uninsured,required medical bills. 6. Dress CodeEmployees may not wear sandals or flip-flops. Reporters will be required to wear a suit and tiewhenever they are on camera. Management will be required to wear appropriate office attirewhen on the YouthNet premises. This dress code will be strictly enforced and violations willreceive immediate and harsh disciplinary action.
Section Three: Agency Policies1. Code of Ethics Ethics – a system or code of moral principles of a particular profession. A statement about how to conduct oneself and how to determine right from wrong.YouthNet employees must recognize that they are a reflection of YouthNet at all times, evenoutside of work. Employees must conduct themselves, at all times, in a manner that will enhancethe stature of YouthNet and the ability of YouthNet to satisfy and service its clients. Employeeswill refrain from being part of any activity that violates federal or state laws or actions thatwould discredit YouthNet is any way. Employees will conduct themselves in a way that showsintegrity, honesty, loyalty, and proper manners in all relationships with other individuals,organizations, and/or representatives. Employees should strive for continual improvement ofknowledge, quality of service, effectiveness, and competence. All concerns involving otheremployees will be dealt with in the proper and professional manner, no matter the circumstances.Employees should not express views regarding personal attributes or professional conduct of co-workers. Statements in the workplace should be truthful and work-related at all times.2. Drug Free Workplace PolicyThe unlawful manufacture, distribution, possession, or use of a controlled dangerous substance isprohibited on YouthNet premises. Any employee that violates this probation will be immediatelysuspended with intent to terminate. The employee will be immediately enrolled into arehabilitation program or will be immediately terminated.
A. Drug Testing PolicyBefore employment, all candidates will be issued a drug screening. Employees will be randomlydrug-tested at management’s convenience. Any employee who is suspected of illegal drug-usewill be immediately drug tested, suspended, or terminated.3. Harassment PolicyYouthNet believes in a harassment free workplace. Any violations of harassment policy shouldbe immediately reported to the human resources department so immediate action can be taken.Harassment is considered a form of misconduct that undermines the employment relationship.No employee should be subjected to verbal or physical harassment. YouthNet has based itsharassment policy on the definition of sexual harassment set forth by the Equal EmploymentOpportunity Commission (EEOC). The EEOC defines sexual harassment as unwelcome sexualadvances, requests for sexual favors, and other verbal or physical conduct of sexual nature. A. Hostile Work EnvironmentA hostile work environment exists when an employee when an employee experiences workplaceharassment and fears going to work because of the offensive, intimidating, or oppressiveatmosphere generated by the harasser. B. Quid Pro QuoQuid pro quo means "this for that". In the workplace, this occurs when a job benefit is directlytied to an employee submitting to unwelcome sexual advances. Quid pro quo harassment alsooccurs when an employee makes an evaluative decision, or provides or withholds professionalopportunities based on another employees submission to verbal, nonverbal or physical conductof a sexual nature. Quid pro quo harassment is equally unlawful whether the victim resists andsuffers the threatened harm or submits and thus avoids the threatened harm.
4. Discrimination PolicyTitle VII Civil Rights Act of 1964 prohibits employment discrimination based on race, religion,sex or national origin. The Equal Employment Opportunity Commission enforces all EEO Lawssuch as Title VII, the Equal Pay Act of 1963, Age Discrimination Act of 1967, AmericanDisabilities Act of 1990, Rehabilitation Act, and Genetic Information Nondiscrimination Act.Any employee who believes that he or she has been discriminated against may file a charge ofdiscrimination with the EEOC.5. Internet PolicyNo open container of food or drink is allowed near the computer equipment or other electronicequipment at any time. All use of YouthNet file services must be in support of profitableresearch consistent with YouthNet purposes, existing policies, and procedures. Transmission ofany YouthNet materials is a violation of internet policy and will be met with harsh andimmediate discipline. Users shall not intentionally seek information on, obtain copies of, modifyfiles or other data, and change passwords on accounts belonging to other users. All informationaccessible via YouthNet is assumed to be private property.6. Whistleblower PolicyThe Sarbanes-Oxley Act amended the federal criminal code to create or enhance penalties forretaliating against whistleblowers while a federal investigation was underway. YouthNet iscommitted to facilitating open and honest communications relevant to its governance,compliance with all applicable laws and regulations, and finances. This policy reflects thepractices and principles of behavior that support this commitment. We encourage employees totake immediate and appropriate actions if a crime is recognized.
Section Four: Procedures1. Pay ProcedureEmployees are required to keep accurate time records, to calculate and sign their time sheets weekly. TheAssistant Editors will verify the accuracy of the employee’s records with his/her signature prior to thesubmission to the Operations Manager. Pay periods will be every two weeks and employees will be paidon the following second Friday. There will be no advances or changes on this schedule.2. Emergency Instructions A. Fire DrillsFire Drills will be scheduled and held on a monthly basis. After the alarm has been activatedeveryone in the building will proceed to the closest fire exit in a quiet and calm manner. Aftereveryone has exited the building they will proceed to a safe distant away from the building andwait for directions from their direct supervisor. B. EvacuationThe acting Executive Editor will declare an emergency for the evacuation process to begin.Instructions will then be given to all employees, which should be followed immediately. EachAssistant Editor on duty will be in charge of shutting off the lights, turning off all smallappliances, and turning the outside lights on. Employees will then follow the emergencydirections that will be given by the Executive Editor.3. Grievance ProcedureThe employee will discuss his/her complaint with an immediate supervisor. If a situation is notresolved to an employee’s satisfaction the employee will then speak with the Executive Editor. Ifthe employee is still not satisfied, he/she may submit a letter about this complaint to thePersonnel Committee, which will suggest a resolution. If no resolution is found then the
Personnel Committee will investigate the employee’s claim. After the investigation the PersonnelCommittee will make a decision. That decision is final. In all circumstances no grievancesshould last more than five weeks.4. Termination ProceduresTermination of an employee can be recommended by any Assistant Editor. The final decisionwill be up to the Executive Editor. Employees can be fired at any time for any reason due to thefact that YouthNet is an at-will employment beneficiary. The employee can appeal this decisionto the Personnel Committee within two week of termination.
Section Five: Job Descriptions 1. Executive EditorThe Executive Editor is the individual who oversees the editorial content of all YouthNetpublications. The Executive Editor is the newsroom leader. The Executive Editor coordinates thepublishing of the news show. A bachelors degree in journalism or communication andsignificant editorial experience are mandatory. 2. Assistant EditorEach Assistant Editor will be in charge of a one, certain section of the YouthNet program.Assistant Editors should have superior news judgment to lead our daily news coverage for TV,web, mobile and social media platforms, proven ability to provide dynamic strategic and tacticalleadership to win story coverage and ratings, knows how to coach and motivate a strong team ofjournalists to raise the bar on their newscasts and stories, excels and thrives on leadingaggressive breaking news and severe weather coverage in a highly competitive market, a strongethical compass and desire to lead high quality journalism, excellent team builder with strongpeople skills, adept at administrative duties including staff scheduling, timesheets, performancereviews and budgets. 3. Operations ManagerThe Operations Manager will be in charge of all payroll, hiring, terminating, recruiting, andfinancial operations. The Operations Manager will be in charge of all everyday operations andmake sure that these operations are run smoothly throughout the day. The Operations Managerwill also be in charge of purchasing new equipment, research and development of equipment,
and the marketing expenses of YouthNet. He/she will also provide sound legal advice to allemployees when needed. 4. Training SpecialistThe Training Specialist will specialize in training reporters as well as Assistant Editors. Theywill focus on management and interviewing skills and will hold one training session monthly thatwill benefit the employees of YouthNet. 5. IT SpecialistIT specialists work with employees over the phone, through email or face to face. It is the ITspecialists job to walk the person through the steps to fix their computer problem. IT specialistsmay also teach people how to use certain computer programs and hardware. They generally work40 hours a week which can include nights and weekends or being on call. 6. ReporterA reporter collects and analyzes information about newsworthy events to write news stories forpublication or broadcast. They receive assignments or evaluate news leads and news tips todevelop story idea. They should organize material, determines slant or emphasis, and write storyaccording to prescribed editorial style and format standards. They may monitor police and firedepartment radio communications to obtain story leads. They may also take photographs or shootvideo to illustrate stories and edit, or assist in editing, videos for broadcast.
Section Six: Safety RegulationsThe safety of our employees here at YouthNet is extremely important. If an employee recognizesa safety violation or hazard they are to immediately report it to their immediate supervisor.Safety violations and hazards consist of anything that violates the Occupational Safety andHealth Act. The OSH Act protects all private sector employees and is aimed at eliminating, or atleast lessening, safety and health hazards in the workplace.To establish a violation of a standard, an employee must show the following: 1. An applicable standard exists 2. The standard was not complied with 3. One or more employees were exposed or had access to the hazard 4. YouthNet knew or should have known about the hazardYouthNet has a general duty to keep all the employees that work for this company safe for harmand potential hazards. If an employee feels this general duty has been violate he/she shouldimmediately report it to their direct supervisor.To establish a violation of the general duty clause, an employee must show: 1. A workplace hazard was allowed to exist 2. The hazard was or should have been recognized by YouthNet 3. The hazard caused or was likely to cause death or serious injury 4. Feasible means exist to abate the hazard and were not used.YouthNet, however, does not take any responsibility for safety hazards our reporters mayencounter in the course of reporting a story. Any and all violations of the OSH Act that takeplace off YouthNet premises are not an issue YouthNet will be responsible for.
Section Seven: Training and Development1. All training and development will be done by YouthNet Training Specialists unless approvedby the Executive Editor.2. All YouthNet employees must also log at least twelve hours of training and developmentannually.3. If this requirement is not met YouthNet reserves the right to suspend any employee for anyperiod of time management feels is necessary.4. There will be a mandatory harassment class annually for all employees. This will counttowards the twelve hours that is necessary for employment.5. Training and development classes will be available to all YouthNet employees no matter whatarea they work in.6. Every training and development program will make employees more productive and help themget ahead in their careers.7. YouthNet will pay for all training and development sessions that are created or selected byYouthNet Training Specialists.8. On-the-job informal training will not count towards the twelve hours required.
Section Eight: Disciplinary PoliciesUpon employment with YouthNet, the following steps will be taken to remedy infractions ofpersonnel policies or job performance by regular, full-time employees.1. Written notice of any and all infractions will be immediately delivered to the direct supervisorof the employee being disciplined.2. The employee will sign the receipt of the written warning or will be immediately discharged.3. The employee may attach a written explanation of the situation if desired.4. The direct supervisor will then bring the written warning to the Executive Editor.5. The Executive Editor will then decided what to do about the infraction.6. Any and all written warnings will be stored in the employee’s file within the YouthNetsystem.7. Any employee that has the same infraction three times will be immediately discharged withoutcompensation or unemployment benefits.8. YouthNet reserves the right to terminate any employee for any infraction that the ExecutiveEditor feels deserves necessary termination.9. Employee’s can appeal a disciplinary action or written warning to the Personnel Committee.