TO:       All Hourly Employees and Management Staff

 

We greatly appreciate your dedication to get the job done and know there are times when it’s hard to do that within a regular work day.  However, it is imperative that hourly employees be clocked in and paid for all time spent performing job duties.  Hourly employees are not permitted to perform work duties without being paid. 

Examples of times when an employee should be compensated include, working over lunch, coming in early, staying late, or taking work home to do.  An employee should be clocked in and compensated when performing tasks like answering emails, day planning, finishing up end-of-day tasks, receiving work related phone calls (even if only for a few minutes), etc.  Supervisors will evaluate if additional hours are needed to complete job tasks.

If a timesheet is turned in that does not correctly represent the hours worked, an employee will be subject to corrective action.  Supervisors who allow this to happen, knowingly or by accident, will also be subject to corrective action.

We expect all employees to be respectful of the limited resources of a non-profit agency like Goodwill, so our policy requires you to clock out for any time not working.  Any employee found to be stealing Agency time by remaining clocked in while attending to personal matters will be subject to corrective action, up to and including termination of employment.

Remember that employees are not permitted to leave the property or shop while on a paid break.  If you have a job that requires you to remain on duty during a lunch period, you will be paid for this time. 

We value your dedication to this agency and appreciate your respectful use of timekeeping procedures.

If you have any questions, please reach out to your supervisor or a member of Human Resources.

By signing this receipt, I am acknowledging that I understand that I am able to view a copy of the Goodwill Industries Employee Handbook dated February 2024 on the agency's SharePoint site, in UKG, or by requesting a printed copy from HR. I understand all of its rules, policies, terms, and conditions and agree to abide by them, realizing that failure to do so may result in disciplinary action and/or termination.

This Employee Handbook is presented for informational purposes only and can be changed at any time by the agency with or without notice. This Handbook is not an employment contract, expressed or implied. Agency employees are employees at will, and either the employee or the agency can terminate the employment relationship at any time for any reason. To alter this requires the agency, through its CEO, to enter into a written agreement expressly altering the at-will employment. No other representative of the agency has the authority to enter into an agreement with an employee that is contrary to the foregoing.

I understand nothing in this handbook in any way creates an expressed or implied contract of employment between Goodwill Industries and me, but rather it is intended to provide the fostering of a better working atmosphere while the employee/employer's relationship exists.

I understand that Goodwill Industries is committed to and follows a Code of Ethics based on the values and ethics as outlined in the Employee Handbook. As an employee, I pledge to follow both the letter and the spirit of this code.