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Steering Committee Sub-Committees
Personal

GPUS Personnel Manual

We are pleased you are a staff member of the Green Party of the United States, a political party that has had and will continue to have a historic and positive influence on politics in the United States. As leaders and staff we are here to shape the future of the Green Party on the United States. You and your fellow staff members will transform Green ideas and plans into reality, the reality of our shared values. In order to maintain our high standards, we aim to attract and retain highly skilled and qualified employees. Welcome to the group. In the interest of efficient organization and operation, as well as to insure fair treatment for each employee, our National Committee has established these personnel policies.

The Green Party personnel policies are based on our values, which emphasize the highest standards of conduct and ethics. Working together with these values in mind, there is no limit to what we can continue to achieve. In order to remain an effective tool for personnel administration, this manual will be reviewed from time to time and revised as changes occur.

This document does not pertain to Volunteers, Interns or Contractors.

On behalf of Greens throughout the United States, we personally welcome you.

Sincerely,
The Steering Committee

ORGANIZATION DESCRIPTION

I. The History of the Green Party
Please refer to the About the Green Party page located at www.gp.org/about.shtml.

II. Organizational Structure
Please refer to the GPUS bylaws, available at www.gp.org/documents/bylaws.shtml, for the latest bylaws.

INTRODUCTORY STATEMENT

This handbook is designed to acquaint you with the Green Party and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Green Party to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth.

No employee handbook can anticipate every circumstance or question about policy. As the Green Party continues to grow, the need may arise and the Green Party reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. The only exception to any changes is our employment-at-will policy permitting you or the Green Party to end our relationship for any reason at any time. Employees will, of course, be notified of such changes to the handbook as they occur.

PUBLIC RELATIONS

As a political party, the public is our most valuable asset. Every employee represents the Green Party to supporters, government officials, and the public at large. The way we do our jobs presents an image of our entire organization. The public judges all of us by how they are treated with each employee contact. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to those individuals who you will come in contact with in the performance of your duties. Our personal contact with the public, our manners on the telephone, and the communications we send to individuals are a reflection not only of ourselves, but also of the professionalism of the Green Party.

EMPLOYEE ACKNOWLEDGEMENT FORM

The employee handbook describes important information about the Green Party, and I understand that I should consult my supervisor regarding any questions not answered in the handbook.

I have entered into my employment relationship with the Green Party voluntarily and acknowledge that there is no specified length of employment. Accordingly, either the Green Party or I can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to the Green Party's policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

EMPLOYEE'S NAME (printed): _______________________________________________

EMPLOYEE'S SIGNATURE: _________________________________________________

DATE: ___________________________

101 Nature of Employment

This handbook is intended to provide employees with a general understanding of our personnel policies. Employees are encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with Green Party.

However, this handbook cannot anticipate every situation or answer every question about employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor Green Party is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time.

In order to retain necessary flexibility in the administration of policies and procedures, Green Party reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook, except for its policy of employment-at-will. The only recognized deviations from the stated policies are those authorized and signed by the chief executive officer of Green Party.

102 Employee Relations

If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly. Our experience has shown that when employees deal openly and directly with management staff, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that the Green Party amply demonstrates its commitment to employees by responding effectively to employee concerns.

103 Equal Employment Opportunity

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at the Green Party will be based on merit, qualifications, and abilities. The Green Party does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, pregnancy, marital status, familial status, domestic partnership status, veteran status, liability for military service, atypical hereditary cellular or blood trait, genetic information, AIDS or HIV status, or any other characteristic protected by law.

The Green Party will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Steering Committee. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

104 Disability Accommodations

The Green Party is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.

Hiring procedures have been reviewed and provide persons with disabilities meaningful employment opportunities. Upon request, job applications are available in alternative, accessible formats, as is assistance in completing the application. Pre-employment inquiries are made only regarding an applicant's ability to perform the duties of the position.

Reasonable accommodation is available to all disabled employees, where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual.

Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. Leave of all types will be available to all employees on an equal basis.

The Green Party is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. The Green Party will follow any state or local law that provides individuals with disabilities greater protection than the ADA.

This policy is neither exhaustive nor exclusive. The Green Party is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.

105 Ethics and Conduct

The successful operation and reputation of Green Party is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of Green Party is dependent upon the public’s trust and we are dedicated to preserving that trust. Employees owe a duty to the Green Party and to individual Greens to act in a way that will merit the continued trust and confidence of the public.

Green Party will comply with all applicable laws and regulations and expects its employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with a party officer designated by the Steering Committee for advice and consultation.

Compliance with this policy of professional ethics and conduct is the responsibility of every Green Party employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

106 Immigration Law Compliance

The Green Party is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Green Party within the past three years, or if their previous I-9 is no longer retained or valid.

Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

107 Conflicts of Interest

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which the Green Party wishes to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of the Green Party's business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No "presumption of guilt" is created by the mere existence of a relationship with outside organizations. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to a designated officer of the Green Party as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which the Green Party does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving the Green Party.

108 Outside Employment

An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with the Green Party. All employees will be judged by the same performance standards and will be subject to the Green Party's scheduling demands, regardless of any existing outside work requirements.

If the Green Party determines that an employee's outside work interferes with performance or the ability to meet the requirements of the Green Party as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with the Green Party.

Outside employment will present a conflict of interest if it has an adverse impact on the Green Party.

109 Non-disclosures

The protection of confidential information is vital to the interests and the success of the Green Party. Such confidential information includes, but is not limited to, the following examples:

* donor lists
* financial information
* pending projects and proposals

Employees who are exposed to confidential information may be required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose confidential information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

110 Job Posting and Employee Referrals

Green Party provides employees an opportunity to indicate their interest in open positions and advance within the organization according to their skills and experience. In general, notices of all regular, full-time job openings are posted, although Green Party reserves its discretionary right to not post a particular opening.

Job openings will be posted in the email system and normally remain open for 30 days. Each job posting notice will include the dates of the posting period, job title, location, job description, and qualifications (required skills and abilities).

To be eligible to apply for a posted job, employees must have performed competently for at least 120 calendar days in their current position. Eligible employees can only apply for those posted jobs for which they possess the required skills, competencies, and qualifications.

To apply for an open position, employees should submit a job posting application to the Steering Committee listing job-related skills and accomplishments. It should also describe how their current experience with Green Party and prior work experience and/or education qualifies them for the position.

Job posting is a way to inform employees of openings and to identify qualified and interested applicants who might not otherwise be known to the hiring manager. Other recruiting sources may also be used to fill open positions in the best interest of the organization.

The Green Party also encourages employees to identify friends or acquaintances who are interested in employment opportunities and refer qualified outside applicants for posted jobs. Employees should obtain permission from the individual before making a referral. Employees should share their knowledge of the organization, and employees should not make commitments or oral promises of employment.

201 Employment Categories

It is the intent of the Green Party to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written notification by the Steering Committee.

In addition to the above categories, each employee will belong to one other employment category:

REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work the Green Party's full-time schedule. Generally, they are eligible for the Green Party's benefit package, subject to the terms, conditions, and limitations of each benefit program.

REGULAR PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than the full-time work schedule, but at least 24 hours per week. Regular part-time employees are eligible for benefits sponsored by the Green Party, subject to the terms, conditions, and limitations of each benefit program.

PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than 24 hours per week. While they do receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for all of the Green Party's other benefit programs.

INTRODUCTORY employees are those whose performance is being evaluated to determine whether further employment in a specific position or with Green Party is appropriate. Employees who satisfactorily complete the introductory period will be notified of their new employment classification.

TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of the Green Party's other benefit programs.
Contractors are not employees and are not entitled to benefits but the manual applies to them otherwise.

202 Access to Personnel Files

The Green Party maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, contracts, documentation of performance appraisals and salary increases, and other employment records.

Personnel files are the property of the Green Party, and access to the information they contain is restricted. Generally, only supervisors and the Steering Committee of the Green Party who have a legitimate reason to review information in a file are allowed to do so.

Employees who wish to review their own file should contact the Steering Committee. With reasonable advance notice, employees may review their own personnel files in the Green Party's office and in the presence of an individual appointed by the Green Party to maintain the files.

203 Employment Reference Checks

To ensure that individuals who join the Green Party are well qualified and have a strong potential to be productive and successful, it is the policy of the Green Party to check the employment references of all applicants.

The Steering Committee will respond in writing only to those reference check inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held.

204 Personnel Data Changes

It is the responsibility of each employee to promptly notify the Green Party of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the Steering Committee

205 Introductory Period

The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The Green Party uses this period to evaluate employee capabilities, work habits, and overall performance.

All new and rehired employees work on an introductory basis for the first 30 calendar days after their date of hire. Employees who are promoted or transferred within the Green Party must complete a secondary introductory period of the same length with each reassignment to a new position. Any significant absence will automatically extend an introductory period by the length of the absence. If the Green Party determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended for a specified period.

In cases of promotions or transfers within the Green Party, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary introductory period. If this occurs, the employee may be allowed to return to his or her former job or to a comparable job for which the employee is qualified, depending on the availability of such positions and the Green Party's needs.

Upon satisfactory completion of the initial introductory period, employees enter the "regular" employment classification.

During the introductory period, new employees are eligible for those benefits that are required by law, such as workers' compensation insurance and Social Security. They may also be eligible for other Green Party-provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements.

Employment status is not changed during the secondary introductory period that results from a promotion or transfer within the Green Party.

206 Employment Applications

The Green Party relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

207 Performance Evaluations

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Formal performance evaluations are conducted at the end of an employee's initial period in any new position. This period, known as the introductory period, allows the supervisor and the employee to discuss the job responsibilities, standards, and performance requirements of the new position. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

Performance evaluations are scheduled approximately every year, coinciding generally with the anniversary of the employee's original date of hire.

The Green Party awards merit-based pay adjustments in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process.

208 Job Descriptions

The Green Party makes every effort to create and maintain accurate job descriptions for all positions within the organization. The Green Party maintains job descriptions to aid in orienting new employees to their jobs, identifying the requirements of each position, establishing hiring criteria, setting standards for employee performance evaluations, and establishing a basis for making reasonable accommodations for individuals with disabilities.

Job descriptions are prepared when new positions are created. Existing job descriptions are also reviewed and revised in order to ensure that they are up to date. Job descriptions may also be rewritten periodically to reflect any changes in the position's duties and responsibilities. All employees will be expected to help ensure that their job descriptions are accurate and current, reflecting the work being done.

Employees should remember that job descriptions do not necessarily cover every task or duty that might be assigned, and that additional responsibilities may be assigned as necessary. Contact the Steering Committee if you have any questions or concerns about your job description.

209 Salary Administration

The salary administration program at the Green Party was created to achieve consistent pay practices, comply with federal and state laws, mirror our commitment to Equal Employment Opportunity, and offer competitive salaries within our labor market. Because recruiting and retaining talented employees is critical to our success, the Green Party is committed to paying its employees equitable wages that reflect the requirements and responsibilities of their positions and are comparable to the pay received by similarly situated employees in other organizations in the area.

The Green Party of the United States exercises pay equity among staff. Salary level may be adjusted to accommodate for regional cost of living discrepancies, as determined by Department of Labor regional cost of living standards.

Employees should bring their pay-related questions or concerns to the attention of their immediate supervisors, who are responsible for the fair administration of pay practices. The Treasurer is also available to answer specific questions about the salary administration program.

GPUS will periodically review its salary administration program and may restructure it as necessary.|

301 Employee Benefits

Eligible employees of the Green Party are provided a wide range of benefits. A number of the programs (such as Social Security, workers' compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.
Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook.

Some of the benefit programs that may be available to eligible employees include, but are not limited to, the following:

* Bereavement Leave
* Family Leave
* Flextime Scheduling
* Health Insurance
* Holidays
* Jury Duty Leave
* Paid Time Off (PTO)
* Personal Leave
* Voting Time Off

302 Child Care Benefits

The Green Party provides child care assistance to all eligible employees as a benefit of employment. Eligible employee classifications are:

* Regular full-time employees
* Regular part-time employees
Given below is a brief description of child care assistance that may be provided when feasible.
* FLEXTIME SCHEDULING: Employees may request the opportunity to vary their work schedules (within employer-defined limits) to better accommodate child care responsibilities.
* FLEXIBLE LEAVE: The employer recognizes that the fulfillment of child care responsibilities can provide a compelling reason for time-off requests. Where feasible, employee needs will be accommodated.
* SICK LEAVE BENEFITS: Employees may use accrued sick leave benefits in the event of the illness of a child.

303 Holidays

The Green Party will grant holiday time off to all full-time employees on 12 holidays each year. Each December 1st, a calendar will published listing the holidays for each location. If not all of the holidays are assigned to a day the remainder will be scheduled as floating holidays subject to supervisory approval. Half-time employees will be granted half of holiday time off granted to full-time employees.

The Green Party will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Eligible employee classification(s):

* Regular full-time employees
* Regular part-time employees

304 Comp Time

When using Flextime Scheduling an employee may work additional hours or days, it is up to the employee to make it up to themselves (or not to) if they need a respite, the following day or the following two weeks. Any reduction in hours requires notifying your supervisor.

For extended weekend work, which is one or two full (8 hour) days on the weekend, a staff person will be entitled to one or two comp days to be taken in the following two weeks. Confer with your supervisor on which days will be comp and note on calendar; also discuss if cannot take time in the following two weeks. (Comp time is to provide a respite after extraordinary work demands, not to be accumulated as vacation time.)

305 Workers' Compensation Insurance

Green Party provides a comprehensive workers' compensation insurance program at no cost to employees, as required by law in the jurisdiction in which the employee is working.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.

Neither Green Party nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Green Party.

306 Time Off to Vote

Green Party encourages employees to fulfill their civic responsibilities by participating in elections. If employees are unable to vote in an election during their nonworking hours, Green Party will grant up to 2 hours of paid time off to vote.

Employees should request time off to vote from their supervisor at least two working days prior to the Election Day. Advance notice is required so that the necessary time off can be scheduled in a manner that provides the least disruption to office workflow.

307 Bereavement Leave

Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately.

Up to 5 days of paid bereavement leave will be provided to eligible employees in the following classification(s):

* Regular full-time employees
* Regular part-time employees

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisors' approval, use any available paid leave for additional time off as necessary.

Green Party defines "immediate family" as the employee's spouse, domestic partner, parent, child, sibling; the employee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or grandchildren. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships.

308 Jury Duty

The Green Party encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees in an eligible classification may request paid jury duty leave.

Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Employee classifications that qualify for paid jury duty leave are:

* Regular full-time employees
* Regular part-time employees

Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

The Green Party will continue to provide health insurance benefits for the full term of the jury duty absence. Vacation, sick leave, and holiday benefits will continue to accrue during jury duty leave.

309 Benefits Continuation (COBRA)

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under the Green Party's health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage at the Green Party's group rates plus an administration fee. The Green Party provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the Green Party's health insurance plan. The notice contains important information about the employee's rights and obligations.

310 Paid Time Off (PTO)

Regular full-time employees have the following paid time off: 12 paid holidays per year and 15 days of vacation per year plus 1 day added for each complete year of service. Paid time off accrues monthly and must be used within 18 months.

In addition, regular full-time employees have 10 days of paid sick/personal leave per year that must be used within the calendar year and do not accrue.

Regular part-time employees have the same paid time off as regular full-time employees in proportion to the time worked.

311 Health Insurance

The Green Party's health insurance plan provides employees and their dependents access to medical and dental insurance benefits. Employees in the following employment classifications are eligible to participate in the health insurance plan:

* Regular full-time employees
* Regular part-time employees

Eligible employees may participate in the health insurance plan subject to all terms and conditions of the agreement between the Green Party and the insurance carrier.

Details of the health insurance plan and information on cost of coverage will be provided in advance of enrollment to eligible employees.

312 Short-Term Disability (STD) and Long-Term Disability (LTD)

The Green Party does not, at this time, provide a short-term or long-term disability benefits plan to eligible employees who are unable to work because of a qualifying disability due to an injury or illness. (An estimate obtained in July 2007 by Treasurer Jody Grage from BPI Business Solutions Inc. at 301-840-0432 in Gaithersburg MD included $25,000 life insurance, STD at 60% of earnings to $750 per week of benefits with 1st day of accident and 8th day of illness elimination periods and 13 week duration, and LTD at 60% of earnings to a maximum of $6,000 per month with 90 day elimination period and benefit duration to age 65 for $187.35 including $16 admin fee for the two regular full-time employees at that time.)

When disability benefits are offered, regular full-time employees will be eligible subject to all terms and conditions of the agreement between the Green Party and the insurance carrier. Disabilities arising from pregnancy or pregnancy-related illness will be treated the same as any other illness that prevents an employee from working.

Short-term disability (STD) benefits will be available in the event that the employee cannot perform the duties because of illness or incapacity for a period of more than 4 weeks, the compensation otherwise due during said illness or incapacity being reduced by fifty (50) percent. However if the employee is absent from work for any reason for a continuous period of over 2 months, GPUS may terminate the employee’s employment, and GPUS obligations under this agreement will cease on the date.

Long-term disability (LTD) benefits will be available to help eligible employees cope with an illness or injury that results in a long-term absence from employment. LTD is designed to ensure a continuing income for employees who are disabled and unable to work. Regular full-time employees may begin LTD coverage only after completing 120 calendar days of service.

401 Timekeeping

Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require Green Party to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed.

Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment.

402 Paydays

All regular employees are paid biweekly. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday, employees will receive pay on the last day of work before the regularly scheduled payday. If a regular payday falls during an employee's vacation, the employee may receive his or her earned wages before departing for vacation if a written request is submitted at least one week prior to departing for vacation.

Employees may have pay directly deposited into their bank accounts if they provide advance written authorization to Green Party. Employees will receive an itemized statement of wages when Green Party makes direct deposits available upon the paying institution’s website.

403 Employment Termination

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:

* Resignation - voluntary employment termination initiated by an employee.
* Discharge - involuntary employment termination initiated by the organization.
* Layoff - involuntary employment termination initiated by the organization for nondisciplinary reasons.

Green Party will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to Green Party, or return of Green Party-owned property. Suggestions, complaints, and questions can also be voiced.

Since employment with Green Party is based on mutual consent, both the employee and Green Party have the right to terminate employment at will, with or without cause, at any time. Employees will receive their final pay in accordance with applicable state law.

Employee benefits will be affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee's expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.

404 Severance Pay

The Green Party provides severance pay to eligible employees whose employment is terminated for reasons that are not prejudicial to the Green Party, as determined by the Green Party in its sole discretion. Severance pay will be provided to the following eligible employee classifications:

* Regular full-time employees

Specifically excluded from benefits under this provision are employees who: were hired as temporary employees for a specified period of time; leave work due to a reduction in the work force; were offered but refused to accept another suitable position with the organization; were provided the opportunity to be retained for any length of time by a successor employer.

405 Pay Deductions

The law requires that the Green Party make certain deductions from every employee's compensation. Among these are applicable federal, state, and local income taxes. The Green Party also must deduct Social Security taxes on each employee's earnings up to a specified limit that is called the Social Security "wage base." Green Party matches the amount of Social Security taxes paid by each employee.

If you have questions concerning why deductions were made from your paycheck or how they were calculated, your supervisor can assist in having your questions answered.

501 Safety

To assist in providing a safe and healthful work environment for employees, customers, and visitors, the Green Party has established a workplace safety program. This program is a top priority for the Green Party. The Steering Committee has responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all.

The Green Party provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.

Employees and supervisors receive periodic workplace safety training. The training covers potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards.

Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or with another supervisor or manager, or bring them to the attention of the Steering Committee. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the Steering Committee or the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures.

502 Work Schedules

Work schedules for employees vary throughout our organization. The Steering Committee will advise employees of their individual work schedules during the hiring process. Staffing needs and operational demands may necessitate variations in starting and ending times, approval of vacation periods, and variations in the total hours that may be scheduled each day and week.

Flexible scheduling, or flextime, is available in some cases to allow employees to vary their starting and ending times each day within established limits. Flextime may be possible if a mutually workable schedule can be negotiated with the supervisor involved. However, such issues as staffing needs, the employee's performance, and the nature of the job will be considered before approval of flextime. Employees should consult their supervisor to request participation in the flextime program.

503 Use of Phone and Mail Systems

Employees may be required to reimburse Green Party for any charges resulting from their personal use of the telephone. The use of Green Party-paid postage for personal correspondence is not permitted.

To ensure effective telephone communications, employees should always use a professional greeting and speak in a courteous manner.

504 Smoking

In keeping with Green Party's intent to provide a safe and healthful work environment, smoking is prohibited throughout the workplace. This policy applies equally to all employees and visitors.

505 Rest and Meal Periods

Each workday, full-time nonexempt employees are provided with 2 rest periods. Supervisors will advise employees of the regular rest period length and schedule. To the extent possible, rest periods will be provided in the middle of work periods. Since this time is counted and paid as time worked, employees must not be absent from their workstations beyond the allotted rest period time.

All full-time employees are provided with one meal period each workday. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated for that time.

506 Use of Equipment

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to and including termination of employment.

507 Business Travel Expenses

The Green Party will reimburse employees for reasonable business travel expenses incurred while on assignments away from the normal work location. The Treasurer must approve all business travel in advance. Employees whose travel plans have been approved are responsible for making their own travel arrangements.

When approved, the Green Party will reimburse the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives. Employees are expected to limit expenses to reasonable amounts. Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues. When travel is completed, employees should submit completed travel expense reports within 30 days. Receipts for all individual expenses should accompany reports.

When an employee is using a personal vehicle for travel then the Green Party shall reimburse the employee for the cost of travel based on the IRS Standard Mileage Rate. The IRS 2008 Standard Mileage Rate is set at:

* 50.5 cents per mile for business miles driven

Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by the Green Party may not be used for personal use without prior approval.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.

508 Computer and Email Usage

Computers, computer files, the email system, and software furnished to employees are Green Party property intended for business use. Employees should not use a password, access a file, or retrieve any stored communication without authorization.
Green Party strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, Green Party prohibits the use of computers and the email system in ways that are disruptive, offensive to others, or harmful to morale.

For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others.

Email may not be used to solicit others for commercial ventures, religious or outside political causes, outside organizations, or other non-Green Party matters.

Employees should notify their immediate supervisor, the Office Manager or any member of management upon learning of violations of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.

509 Internet Usage

Internet access to global electronic information resources on the World Wide Web is provided by Green Party to assist employees in obtaining work-related data and technology. The following guidelines have been established to help ensure responsible and productive Internet usage. While Internet usage is intended for job-related activities, incidental and occasional brief personal use is permitted within reasonable limits.

All Internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of Green Party and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in Internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, gender-specific comments, or any other comments or images that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law.

Internet users should take the necessary anti-virus precautions before downloading or copying any file from the Internet. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression.

Abuse of the Internet access provided by Green Party in violation of law or Green Party policies will result in disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy. The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action:

* Sending or posting discriminatory, harassing, or threatening messages or images
* Using the organization's time and resources for personal gain
* Sending or posting confidential material, trade secrets, or proprietary information outside of the organization
* Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet services and transmissions
* Sending or posting messages or material that could damage the organization's image or reputation
* Participating in the viewing or exchange of pornography or obscene materials
* Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
* Passing off personal views as representing those of the organization
* Sending anonymous email messages
* Engaging in any other illegal activities

510 Workplace Monitoring

Workplace monitoring may be conducted by the Green Party to ensure quality control, employee safety, and security.

Because Green Party is sensitive to the legitimate privacy rights of employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.

511 Workplace Violence Prevention

Green Party is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, Green Party has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening.

Everyone, including all employees, including supervisors and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, "horseplay," or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of the Green Party without proper authorization.

Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual's sex, race, age, or any characteristic protected by federal, state, or local law.

The Green Party will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Green Party may suspend employees, either with or without pay, pending investigation and/or provide security or an alternative work site for an employee.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment and/or legal action against the person responsible.

The Green Party encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or the Steering Committee in Executive Session before the situation escalates into potential violence. Green Party is eager to assist in the resolution of employee disputes, and will not discipline employees for raising such concerns.

512 Ergonomics

The Green Party has developed an ergonomics program to minimize repetitive motion injuries (RMIs) in the workplace. RMIs are musculoskeletal injuries, identified and diagnosed by a licensed physician, that can result from a job, process, or operation where employees perform the same repetitive motion tasks. Examples of repetitive motion tasks include, but are not limited to, sustained computer keyboard and mouse usage; assembling materials and products; or lifting, carrying, and loading objects.

All employees are encouraged to immediately report to the Office Manager all suspected RMIs, RMI symptoms, or other ergonomic concerns. All employees are required to report to the Office Manager all workplace RMIs as soon as possible after they have been identified and diagnosed by a licensed physician.

513 Cell Phone Usage

The Green Party may provide cellular telephones to some employees as a business tool. They are provided to assist employees in communicating with management and other employees, associates, and others with whom they may conduct business. Cell phone use is primarily intended for party-related calls. However, occasional, brief personal use is permitted within a reasonable limit. Cell phone invoices may be regularly monitored.

As representatives of Green Party, cell phone users are reminded that the regular business etiquette employed when speaking from office phones or in meetings applies to conversations conducted over a cell phone.

601 Medical Leave

The Green Party provides medical leaves of absence without pay to eligible employees who are temporarily unable to work due to a serious health condition or disability. For purposes of this policy, serious health conditions or disabilities include inpatient care in a hospital, hospice, or residential medical care facility; and continuing treatment by a health care provider.

Employees in the following employment classifications are eligible to request medical leave as described in this policy:

* Regular full-time employees
* Regular part-time employees

Eligible employees may request medical leave only after having completed 60 calendar days of service. Exceptions to the service requirement will be considered to accommodate disabilities. Eligible employees should make requests for medical leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

A health care provider's statement must be submitted verifying the need for medical leave and its beginning and expected ending dates. Any changes in this information should be promptly reported to the employee’s supervisor. Employees returning from medical leave must submit a health care provider's verification of their fitness to return to work.

Eligible employees are normally granted leave for the period of the disability, up to a maximum of 12 weeks within any 12-month period. Any combination of medical leave and family leave may not exceed this maximum limit. If the initial period of approved absence proves insufficient, consideration will be given to a request for an extension.

Employees who sustain work-related injuries are eligible for a medical leave of absence for the period of disability in accordance with all applicable laws covering occupational disabilities.

Subject to the terms, conditions, and limitations of the applicable plans, the Green Party will continue to provide health insurance benefits for the full period of the approved medical leave. Benefit accruals, such as vacation, sick leave, and holiday benefits, will continue during the approved medical leave period.
So that an employee's return to work can be properly scheduled, an employee on medical leave is requested to provide the Green Party with at least two weeks advance notice of the date the employee intends to return to work. When a medical leave ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.

If an employee fails to return to work on the agreed upon return date, the Green Party will assume that the employee has resigned.

602 Family Leave

Green Party provides family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to pregnancy, childbirth, adoption, or placement of a foster child; or to care for a child, spouse, or parent with a serious health condition. A serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider.

Employees in the following employment classifications are eligible to request family leave as described in this policy:

* Regular full-time employees
* Regular part-time employees

Eligible employees should make requests for family leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

Employees requesting family leave related to the serious health condition of a child, spouse, or parent may be required to submit a health care provider's statement verifying the need for a family leave to provide care, its beginning and expected ending dates, and the estimated time required.

Eligible employees may request up to a maximum of 12 weeks of family leave within any 12 month period. Any combination of family leave and medical leave may not exceed this maximum limit. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. Employees may be required to first use any accrued paid leave time before taking unpaid family leave. Employee couples may be restricted to a combined total of 12 weeks leave within any 12-month period for childbirth, adoption, or placement of a foster child; or to care for a parent with a serious health condition.

Subject to the terms, conditions, and limitations of the applicable plans, Green Party will continue to provide health insurance benefits for the full period of the approved family leave. Benefit accruals, such as vacation, sick leave, and holiday benefits will continue during the approved family leave period.

So that an employee's return to work can be properly scheduled, an employee on family leave is requested to provide Green Party with at least two weeks advance notice of the date the employee intends to return to work. When a family leave ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.

If an employee fails to return to work on the agreed upon return date, Green Party will assume that the employee has resigned.

701 Employee Conduct and Work Rules

To ensure orderly operations and provide the best possible work environment, the Green Party expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

* Theft or inappropriate removal or possession of property
* Falsification of timekeeping records
* Working under the influence of alcohol or illegal drugs
* Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment
* Fighting or threatening violence in the workplace
* Failure to present appropriate appearance
* Violation of safety or health rules
* Smoking in prohibited areas
* Sexual or other unlawful or unwelcome harassment
* Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
* Excessive absenteeism or any absence without notice
* Unauthorized use of telephones, mail system, or other employer-owned equipment
* Unauthorized disclosure of business "secrets" or confidential information
* Unsatisfactory performance or conduct

Employment with the Green Party is at the mutual consent of the Green Party and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.

702 Sexual and Other Unlawful Harassment

The Green Party is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:

* Unwanted sexual advances.
* Offering employment benefits in exchange for sexual favors.
* Making or threatening reprisals after a negative response to sexual advances.
* Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.
* Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
* Verbal sexual advances or propositions.
* Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.
* Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

Immediately report to your supervisor sexual or other unlawful harassment in the workplace that you experience or witness. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately contact the Steering Committee. You can raise concerns and make reports without fear of reprisal or retaliation.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Steering Committee or your supervisor so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

703 Resignation

Resignation is a voluntary act initiated by the employee to terminate employment with Green Party. Although advance notice is not required, Green Party requests at least 2 weeks' written resignation notice from all employees.

Prior to an employee's departure, an exit interview will be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits.

704 Progressive Accountability

The purpose of this policy is to state the Green Party's position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.

The Green Party's own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

Although employment with Green Party is based on mutual consent and both the employee and Green Party have the right to terminate employment at will, with or without cause or advance notice, Green Party may use progressive discipline at its discretion.

Disciplinary action may call for any of the following four steps -- verbal warning, written warning, suspension with or without pay, or termination of employment -- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.

Progressive accountability means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment.

The Green Party recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive accountability steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive accountability.

By using progressive accountability, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and Green Party.

705 Problem Resolution

The Green Party is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from the Steering Committee.

Green Party strives to ensure fair and honest treatment of all employees. Supervisors and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with Green Party in a reasonable manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step.

1. Employee presents problem to immediate supervisor within 14 calendar days, after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to the Steering Committee.

2. Supervisor responds to problem during discussion or within 14 calendar days, after consulting with appropriate management, when necessary. Supervisor documents discussion.

3. Employee presents problem to the Steering Committee within 14 calendar days, if problem is unresolved.

4. The Steering Committee reviews and considers problem. The Steering Committee informs employee of decision within 14 calendar days, and forwards copy of written response to employee's file.

Problems, disputes, or claims not resolved through the preceding problem resolution steps are subject to mediation. Mediation will conducted under the Employment Mediation Rules of the American Arbitration Association. Employees who choose to use mediation to resolve a problem will be expected to share the cost of mediation with Green Party.

Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone's job security.

800 Life-Threatening Illnesses in the Workplace

Employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, often wish to continue their normal pursuits, including work, to the extent allowed by their condition. The Green Party supports these endeavors as long as employees are able to meet acceptable performance standards. As in the case of other disabilities, the Green Party will make reasonable accommodations in accordance with all legal requirements, to allow qualified employees with life-threatening illnesses to perform the essential functions of their jobs.

Medical information on individual employees is treated confidentially. Green Party will take reasonable precautions to protect such information from inappropriate disclosure. Managers and other employees have a responsibility to respect and maintain the confidentiality of employee medical information. Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination of employment.