1. Policy Statement
This Employee Handbook is intended solely as an informational guide and is not, nor should it be construed as, an employment contract between Family Promise of Puget Sound (FPOPS) and any employee. The policies, procedures, and benefits described herein are guidelines designed to provide information and foster a consistent, respectful workplace. They do not create any contractual rights, express or implied, between FPOPS and its employees.
2. Purpose
The purpose of this policy is to:
* Clearly define the nature of the employment relationship at FPOPS.
* Avoid any misunderstanding that the Employee Handbook or any other FPOPS document creates an employment contract.
* Affirm the “at-will” nature of employment in accordance with applicable law.
* Ensure FPOPS’s flexibility to adapt policies and procedures to meet organizational needs.
3. Scope
This policy applies to all paid employees, unpaid staff, and job applicants of Family Promise of Puget Sound. It pertains to all content within the Employee Handbook and any other FPOPS policies, procedures, or communications, whether written or verbal.
4. Guiding Principles
* Clarity: Provide unambiguous statements regarding the employment relationship.
* Flexibility: Preserve the organization’s ability to modify policies as needed.
* Legal Compliance: Ensure alignment with “at-will” employment principles and other relevant labor laws.
* Transparency: Communicate the non-contractual nature of employment clearly to all personnel.
5. Key Information: Employment At-Will
Employment with Family Promise of Puget Sound is “at-will.” This means that both the employee and FPOPS have the right to terminate the employment relationship at any time, with or without cause, and with or without notice, for any lawful reason. This “at-will” relationship cannot be modified by any oral or implied agreement.
* No Fixed Term: Your employment with FPOPS is for no definite term or specific duration.
* Mutual Right to Terminate: Both you and FPOPS have the right to end the employment relationship at any time.
* Lawful Reasons Only: Any termination will be for a lawful reason and will not be based on any discriminatory factors prohibited by federal, state, or local law.
6. Policy Updates and Revisions
FPOPS reserves the right to amend, modify, or terminate any policy, practice, or benefit described in this handbook at any time, with or without notice, consistent with legal requirements. Employees will be notified of significant changes to policies.
7. Supersedes Previous Policies
This handbook supersedes all previous employee handbooks, manuals, and verbal or written policies that are inconsistent with its provisions.
8. Acknowledgment
By accepting or continuing employment with Family Promise of Puget Sound, employees acknowledge their understanding and acceptance of this policy and the “at-will” nature of their employment.
9. Responsibilities
* Employees: All employees are responsible for understanding this policy and recognizing that the handbook is a guide, not a contract.
* Supervisors: Supervisors are responsible for understanding and reinforcing this policy in their interactions with employees.
* CEO/Leadership: The CEO and leadership team are responsible for ensuring this policy is clearly communicated and consistently applied across the organization.
10. Policy Review and Revision
This policy will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure its continued effectiveness and alignment with organizational practices and legal requirements. Any revisions will be communicated to all relevant personnel.