Adding Article VIII. Employee Policies to the Policies and Procedures, and for other purposes.

Whereas, Arizona Family, Career and Community Leaders of America, Inc. is moving in a direction that involves expanding its workforce over the next few years; and

Whereas, It is good practice to have set policies in place related to personnel; now, therefore be it

Resolved, That the Board of Directors amends the Policies and Procedures by inserting the following after Article VII Dress Code:

ARTICLE VIII. EMPLOYEE POLICIES

Section 1. Employment Requirements

All employees must complete Form I9, Employment Eligibility Verification from the United States Citizenship and Immigration Services; and produce all accompanying documentation. Additional employees must obtain, prior to beginning employment, and maintain a valid Arizona Identity Verified Prints (IVP) Level One Fingerprint Clearance Card (AZ IVP FPCC).

Section 2. Equal Employment Opportunity Statement

The following statements shall be published on any employment posting, application, etc: Arizona Family, Career and Community Leaders of America, Inc. does not discriminate in employment on the basis of race, color, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor. Arizona FCCLA values and celebrates diversity and inclusion as it promotes greater collaboration and innovation leading to enhanced opportunities for the organization’s stakeholders. Arizona FCCLA is proud to be an Equal Employment Opportunity (EEO) Employer.

Section 3. At-Will Employment

Employment with Arizona Family, Career and Community Leaders of America, Inc. is “at-will.” This means that employees may terminate their employment at any time with or without notice or cause. It also means that Arizona FCCLA can terminate employment, at any time, with or without notice or cause. The organization may need to alter employment status, hours, schedule, or demote employees at its own discretion with or without notice or cause.

As an at-will employee, individuals are not guaranteed, in any matter, that they will be employed for any set period of time. No individual within the company, except for the State Adviser, in a written and signed agreement, may make any representation or promise to any employee that they are other than an at-will employee.

Section 4. Anti-Harassment

Harassment based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age, or genetic information (including family medical history) is illegal and will not be tolerated. Employees experiencing any form of harassment shall report such harassment to the Chair of the Board of Directors who will then work with the Executive Committee to investigate the allegations and make arrangements deemed necessary to remedy the situation. Employee confidentiality will be maintained to the highest degree possible before, during and after the investigation. Employees will not be punished for reporting harassment or participating in an investigation of a harassment investigation. Reporting employees shall be notified, in writing, by the Chair of the Board of Directors – or other such individual determined by the Executive Committee – of the status of the investigation along with the results of the investigation at its conclusion.

Violations of the harassment policy may result in consequential actions in accordance with 12 A.R.S. §12-1810 or other such local, state or federal laws.

Section 5. Time Sheets and Pay Schedules

Employees will be responsible for completing a time sheet accurately representing their labor hours for each pay period. Employees will be paid biweekly on Fridays, with time sheets for the previous pay periods being due to their supervisor the Monday prior to the pay day.

Subsection A. Definitions

A pay period is defined as beginning on Monday at 12:00:00 AM and concluding two Sundays after at 11:59:59 PM.

Section 6. Miscellaneous

Employees are expected to comply with all other sections of the Policies and Procedures; including, but not limited to policies related to Ethics, Conflict of Interest, and Confidentiality.

Resolved, That any existing employee must take action to be compliant with these policies no later than 30 days after their adoption; and

Resolved, That any employee be considered for a position with the organization must be compliant with these policies prior to their employment beginning.