1. Policy Statement
Welcome to Family Promise of Puget Sound (FPOPS)! We are delighted to have you as a part of our team, dedicated to empowering families experiencing homelessness and building a stronger community. This Employee Handbook serves as a vital resource, outlining the policies, procedures, and expectations that guide our workplace environment. It is designed to provide you with essential information about your employment, compensation, benefits, workplace conduct, and our commitment to providing compassionate services.
2. Purpose
The purpose of this handbook is to:
* Serve as a comprehensive guide to FPOPS’s policies, procedures, and workplace expectations.
* Provide clear and consistent information to all employees regarding their rights and responsibilities.
* Foster a positive, respectful, and productive work environment for everyone.
* Clarify FPOPS’s commitment to compliance with all applicable federal, state, and local employment laws.
* Ensure a shared understanding of our mission, values, and operational standards.
3. Scope
This handbook applies to all employees of Family Promise of Puget Sound, including full-time, part-time, temporary, and permanent staff. While certain policies may have specific applicability to exempt or non-exempt employees, the general principles and guidelines contained herein apply universally to everyone working at FPOPS.
4. Guiding Principles
* Clarity and Accessibility: Provide information in a clear, concise, and accessible format.
* Fairness and Consistency: Ensure that policies are applied equitably across the organization.
* Compliance: Uphold all legal requirements and ethical standards in our employment practices.
* Mutual Respect: Promote an environment of mutual understanding, respect, and professional conduct.
* Dynamic Resource: Acknowledge that this handbook is a living document, subject to periodic review and updates to reflect our evolving organization and legal landscape.
5. Key Information: Guidelines, Not a Contract
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 and any employee. The policies and procedures described herein are subject to change, modification, or revocation at the sole discretion of FPOPS, with or without notice, at any time.
* Employment At-Will: Employment with Family Promise of Puget Sound is “at-will.” This means that either the employee or FPOPS may terminate the employment relationship at any time, with or without cause or notice, for any lawful reason. This “at-will” relationship cannot be modified by any oral or implied agreement.
* Policy Updates: 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.
* Supersedes Previous Policies: This handbook supersedes all previous employee handbooks, manuals, and verbal or written policies that are inconsistent with its provisions.
6. Responsibilities
* Employees: All employees are responsible for reading, understanding, and adhering to the policies and procedures outlined in this handbook. If you have any questions, you are encouraged to seek clarification from your supervisor or the CEO.
* Supervisors: Supervisors are responsible for understanding and consistently applying the policies outlined in this handbook and for providing guidance to their team members.
* CEO/Leadership: The CEO and leadership team are responsible for the overall development, implementation, and oversight of the policies contained within this handbook, ensuring they align with FPOPS’s mission, values, and legal obligations.
7. Policy Review and Revision
This handbook and its individual policies will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure they remain current, effective, and in compliance with all applicable laws and organizational practices.