Employee Handbook - The Jewish Federation of Omaha

Employee
Handbook
Revised May 2015
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
Notes
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
TABLE OF CONTENTS
Omaha Jewish History……........................................…3
Agency Mission Statements……............................…4-5
Direct Deposit...............................................................34
Guidelines
CEU’s...........................................................................35
Pay Periods and Information........................................35
Reimbursement of Business Expenses.........................36
Time Clock...................................................................36
Americans with Disabilities Act…….........................…6
COBRA……............................................................…7-8
Employment at Will……............................................…8
Equal Opportunity Employer……..............................…8
Policy Changes……...................................................…8
Immigration Reform and Control Act……....................9
Social Security and Federal Withholding……...............9
Employment
Classification Changes.................................................10
Confidentiality..............................................................10
Conflict of Interest........................................................11
Conflict Resolution Policy & Procedure.................11-13
Disciplinary Action.......................................................13
Employer Information and Property.............................14
Employment of Relatives.............................................14
Exit Interviews..............................................................14
Job Descriptions............................................................15
Outside Employment.....................................................15
Performance Reviews...................................................16
Re-Employment............................................................16
Separation of Employment...........................................17
Transfers........................................................................17
Licenses, Registrations, Certifications
Employee Classification
Safe Harbor Policy..................................................36-38
Training
Conferences and Lectures............................................39
Staff Development........................................................39
Campus Policies
Breaks...........................................................................40
Bulletin Boards.............................................................40
Dress Code....................................................................40
Emergency Procedures.................................................40
Gratuities and Tips........................................................41
Harassment..............................................................41-42
HIPAA..........................................................................43
Holiday Customs/Music...............................................43
ID Badges.....................................................................43
Information Technology
Cell Phone/Personal Electronic
Benefits
Device Policy...........................................................44-45
Computer/Internet Policy........................................45-46
Email Policy............................................................46-47
Social Networking Policy........................................47-48
Inoculations...................................................................48
Kosher Dietary Laws...............................................48-49
Lactation Policy............................................................49
Parking..........................................................................49
Severe/Inclement Weather.............................................49
Signing Legal Documents.............................................49
Smoking........................................................................50
Social Security Number Protection.........................50-51
Solicitations..................................................................52
Substance Abuse...........................................................52
Whistleblower Policy....................................................53
Workers’ Compensation/Accidents &
Injuries at the Workplace..............................................54
Workplace Violence......................................................55
Leaves
Breaks...........................................................................56
Educational Opportunities............................................56
In-Services....................................................................56
Lockers.........................................................................56
Purchasing Items for Residents....................................57
Resident Rights.............................................................57
Shift – Weekend Differentials......................................57
Telephones....................................................................57
Acknowledgement/Notes/Map...............................58-60
403(b) Retirement Plan.................................................18
Birthday.........................................................................18
Cancellation of Health Insurance Benefits....................19
Counseling Services......................................................19
Dental Insurance (Voluntary)........................................19
Health Insurance...........................................................19
Life/AD&D/Disability Insurance.................................19
Life Insurance (Voluntary)............................................20
Qualifying Events.........................................................20
Section 125 Plans..........................................................21
National Holidays.........................................................22
Jewish Holidays............................................................23
Other Jewish Holidays..................................................23
Jewish Community Center Membership......................24
Child Development Center Rebate...............................24
Sick Time......................................................................25
Vacation........................................................................26
Benefit Summary..........................................................27
Family and Medical Leave Act (FMLA).................28-31
Funeral/Bereavement Leave.........................................31
Jury Duty.......................................................................32
Leave of Absence without Pay......................................32
Military Leave of Absence...........................................33
Compensation
Attendance Policy.........................................................34
Days and Hours of Work – Overtime...........................34
Rose Blumkin Jewish Home
OMAHA JEWISH HISTORY
The Jewish community in Omaha, Nebraska, has made significant cultural, economic and
social contributions to the city. The first Jewish settlers came to the city shortly after it
was founded in 1856. The most numerous Jewish immigrants were from Eastern Europe
and the Russian Empire. They arrived in four waves of immigration to the United States
in the late 19th and early 20th centuries. These Jewish immigrants were active in workingclass and socialist politics, especially during the 1920s and 1930s. Others established
themselves as merchants and businesspeople in the city. The Jewish community
supported philanthropy and created important cultural and charitable institutions.
1911 The Jewish Welfare Federation, a relief-giving agency, first offered services.
1913
The Anti-Defamation League was founded.
1920
The Jewish Press began publication.
1926
The Jewish Community Center of Omaha opened its doors at 20th and Dodge.
1931
The Jewish Welfare Federation, Jewish Community Center and Jewish
Philanthropies merged and became the present-day Jewish Federation of Omaha.
1947
The Dr. Philip Sher Home was opened.
1974
The Jewish Community Center of Omaha reopened its doors at 132nd and Dodge.
1982
The Rose Blumkin Jewish Home opened at 132nd and Dodge.
Omaha JCC at 20th and Dodge
History
Rose Blumkin
3
AMERICANS WITH DISABILITIES ACT
The Jewish Federation of Omaha and its Agencies are committed to complying with all
applicable provisions of the Americans with Disabilities Act (ADA). It is the policy of
the Jewish Federation of Omaha and its Agencies not to discriminate against any
qualified employee or applicant with regard to any terms or conditions of employment
because of such individual's disability so long as the employee can perform the essential
functions of the job. Consistent with this policy of nondiscrimination, the Federation will
provide reasonable accommodations to a qualified individual with a disability, as defined
by the ADA, who has made the organization aware of his or her disability, provided that
such accommodation does not constitute an undue hardship on the facility.
Employees with a disability who believe they need a reasonable accommodation to
perform the essential functions of their job should contact their manager, Human
Resources or the Chief Executive Officer. The Jewish Federation of Omaha and its
Agencies encourage individuals with disabilities to come forward and request reasonable
accommodations.
On receipt of an accommodation request, the employee’s manager, Human Resources
and the Chief Executive Officer will meet with the employee to discuss and identify the
precise limitations resulting from his or her disability and the potential accommodation
that the facility might make to help overcome those limitations.
The employee’s manager, Human Resources and the Chief Executive Officer will
determine the feasibility of the requested accommodation by considering various factors,
including, but not limited to: the nature and cost of the accommodation, the availability
of tax credits and deductions, outside funding, overall financial resources and
organizations, and the accommodation's impact on the operation of the Jewish Federation
of Omaha and its Agencies, including its impact on the ability of other employees to
perform their duties and on the general ability to conduct business.
The Jewish Federation of Omaha will inform the employee of its decision on the
accommodation request or on how to make the accommodation. The ADA does not
require an employer to make the best possible accommodation, to reallocate essential job
functions, or to provide personal use items (eyeglasses, hearing aids, wheelchairs, etc.).
An employee or job applicant who has questions regarding this policy or believes that he
or she has been discriminated against based on a disability should notify Human
Resources and the Chief Executive Officer. All such inquiries or complaints will be
treated as confidential to the extent permissible by law.
Guidelines
6
COBRA
Beginning in 2014, individuals who lose employer-provided coverage will have the
choice of purchasing either Consolidated Omnibus Budget Reconciliation Act (COBRA)
coverage or coverage through the exchanges. While COBRA only allows individuals to
elect the coverage in which they were enrolled on the date of the qualifying event, the
exchanges will offer a range of options and levels of coverage.
The Jewish Federation of Omaha and its Agencies recognize and abide by the Consolidated
Omnibus Budget Reconciliation Act. The following is intended only as a summary of
COBRA. In the event of a conflict or any difference between this Employee Handbook and
the law and pertinent regulations, the law and regulations shall govern. Comprehensive
materials regarding COBRA coverage are available to employees upon request.
Employees who lose coverage under a group health plan due to a qualifying event
(termination of employment for other than gross misconduct or reduction of hours) may
purchase continued coverage under the group plan for themselves or an enrolled spouse or
domestic partner and/or dependent children for up to 18 months. Coverage ends for
employees on the last day of the current month in which the termination occurred. The right
to continued health care coverage includes either continuation of the coverage received under
the plan immediately before the qualifying event (including medical and dental coverage) or
continuation of medical coverage only. Employees who elect continuation coverage must
pay the full cost of coverage each month. Payment is due to Financial Services on the first
day of the month. Failure to provide prompt payment will discontinue coverage.
If the employee’s spouse, domestic partner or dependent children are enrolled in the plan and
lose coverage due to one of the following events, they may purchase continued coverage
under the group plan for up to 36 months.
1.
2.
3.
4.
Death
Divorce or legal separation
Employee's eligibility for Medicare
Dependent child is no longer a dependent child as defined by the plan
Again, the employee's spouse, domestic partner or dependent children must pay the full cost
of coverage each month. Proof of insurability is not required for family members to continue
coverage in these circumstances. The right to continue purchasing group coverage may
terminate before 18 or 36 months (whichever applies) if any of the following occurs:
Guidelines
1.
2.
3.
4.
Failure to pay the required premium on time
The plan terminates
The person continuing coverage becomes eligible for Medicare
The person continuing coverage becomes covered under another group health plan
Employees who want continuation coverage in the event of a divorce or legal separation
or when a dependent child is no longer a dependent child under the terms of the plan
must notify their manager or the Agency Director within 60 days of the qualifying event.
7
Under the other qualifying circumstances, the employee will be notified that continuation
coverage is available and must then make an election.
EMPLOYMENT AT WILL
The Jewish Federation of Omaha and its Agencies work diligently to treat employees
fairly. However, on occasion, employment relationships do not work out. Employees of
the Jewish Federation of Omaha and its Agencies have the right to terminate their
employment at any time. Likewise, the Jewish Federation of Omaha and its Agencies
retain that same right. Therefore, the employment relationship is called “at-will,”
permitting either party to end the relationship at one’s own choice and for one’s own
reason(s).
EQUAL OPPORTUNITY EMPLOYER
The Jewish Federation of Omaha and its Agencies provide equal employment
opportunities for all employees and applicants without regard to race, religion, color, sex,
age, disability, marital status, sexual orientation, citizenship or national origin.
Applicants for employment will be considered, evaluated, employed and compensated
with regard to their ability to perform their assigned or anticipated tasks, their demeanor
and other employment-related criteria. Such consideration, evaluation, employment and
compensation will be conducted in accordance with all applicable national, state and
local laws, regulations and ordinances.
Our continued success depends heavily on the full and effective utilization of qualified
persons.
POLICY CHANGES
While it is our intention to create meaningful policies and procedures that respond to
employee and employment issues, the Jewish Federation of Omaha and its Agencies
retain the right to change, modify, suspend, interpret or cancel in whole or in part any of
the published or unpublished personnel policies or practices without having to give cause,
justification or consideration to any employee.
The Jewish Federation of Omaha and its Agencies also reserve the right to amend any
benefit plan; to change, eliminate or substitute benefits, plans or plan administrators; to
interpret the plan and to take the actions set forth above with or without cause and with or
without prior notice.
Guidelines
8
IMMIGRATION REFORM AND CONTROL ACT
It is the policy of the Jewish Federation and its Agencies to hire only those individuals
who are legally authorized to work in the United States. Pursuant to the Immigration
Reform and Control Act of 1986, all individuals who are offered employment will be
required to submit documentary proof of their identity and employment authorization
within three business days of the employee’s first day of employment. Employees will
also be required to complete and sign Immigration and Naturalization Service Form I-9
upon employment. Form I-9 requires the employee to attest that he or she is authorized
to work in the United States and that the documents he or she submitted are genuine.
If an employee is authorized to work in this country for a limited time period, he or she
will be required to submit proof of their continued employment authorization before the
expiration of that period.
Human Resources will confirm authorization by submitting identification with the
Department of Homeland Security.
SOCIAL SECURITY AND FEDERAL WITHHOLDING
The Jewish Federation of Omaha and its Agencies participate in the Federal Social
Security Program with payments made by both the employee and the organization as
required by law. The employer may withhold additional monies from an employee’s
paycheck upon request by the employee on appropriate forms and as directed by the
Internal Revenue Service and the Nebraska Department of Revenue.
Guidelines
Employee should speak to Payroll or Human Resources for more information about their
withholding and declared deductions.
9
CLASSIFICATION CHANGES
Changes in Employment Status Occasionally an employee requests a change in
employment status from full- to part-time or vice versa. It is the policy of the Jewish
Federation of Omaha and its Agencies to accommodate employees whenever possible.
The manager may authorize this change if it does not disrupt or limit the department’s
total performance.
Changes in employment status may affect the employee’s eligibility for benefits. Refer
to the benefit eligibility section of this Handbook for more information.
When an employee changes from “greater than 20 hours per week” to “less than 20 hours
per week,” the employee’s ability to accrue vacation and sick time will become frozen.
He or she will not be eligible to use any earned vacation or sick time and will be
prohibited from cashing out their vacation balance unless he or she terminates their
employment.
CONFIDENTIALITY
The Jewish Federation of Omaha and its Agencies recognize and respect the privacy and
confidentiality of employee records. It is expected that employees will not disclose or
share pertinent private information. This applies to wages, merit increases, paychecks,
performance evaluations, health or medical conditions, insurance or pension information
or any other benefit. At an employee’s request and with written approval, Human
Resources will release certain confidential information needed for financial assistance.
The Jewish Federation of Omaha and its Agencies use confidential and proprietary
information in the course of their business, including, but not limited to: information
regarding Residents, members, clients, personnel, wages, merit increases, paychecks,
performance evaluations, disciplinary action, health or medical conditions and other
information. Employees may be permitted access to some or all of this confidential
information and must agree to use such information only as required to perform duties on
behalf of the Jewish Federation of Omaha and its Agencies. All such information shall
be treated as private, privileged and confidential and will not be disclosed or released
without the authorization of the Agency Director.
Upon the termination of employment with the Foundation, whether voluntary or
involuntary, the employee will surrender any lists, books, records, indices, notes, files,
papers, computer software, disks, materials, originals, copies, reproductions, papers,
documents or materials of whatever kind or nature which refer or relate in any way to the
Jewish Federation of Omaha and its Agencies or their business.
Employment
10
CONFLICT OF INTEREST
The Jewish Federation of Omaha and its Agencies expect employees to conduct business
according to the highest ethical standards of conduct. Employees are expected to devote
their best efforts to the interests of the organization. Business dealings that appear to
create a conflict between the interests of the organization and an employee are
unacceptable. The facility recognizes the right of employees to engage in activities
outside of their employment which are of a private nature and unrelated to our business.
However, the employee must disclose any possible conflicts so that the Chief Executive
Officer may assess and prevent potential conflicts of interest from arising.
A potential or actual conflict of interest occurs whenever an employee is in a position to
influence a decision that may result in a personal gain for the employee or an immediate
family member (i.e., spouse, domestic partner, children, parents, siblings, etc.) as a result
of the organization’s business dealings.
Although it is not possible to specify every action that might create a conflict of interest,
this policy sets forth those which most frequently present problems. If an employee has
any question whether an action or proposed course of conduct would create a conflict of
interest, he or she should immediately contact the Chief Executive Officer to obtain
advice on the issue. The purpose of this policy is to protect employees from any conflict
of interest that might arise.
A violation of this policy will result in immediate and appropriate discipline, up to and
including termination.
CONFLICT RESOLUTION POLICY AND PROCEDURE
Problems, misunderstandings and frustrations may arise in the workplace. It is the intent
of the Jewish Federation of Omaha and its Agencies to be responsive to employees and
their concerns. An employee who is confronted with a problem may use the procedure
described below to resolve or clarify his or her concerns.
Conflict, for the purposes of this policy, is any unresolved complaint concerning pay,
benefits, hours, performance appraisal or working conditions (including complaints
concerning discipline, discrimination and harassment) or the interpretation of any
provision in this handbook.
Employment
The following steps represent the Conflict Resolution Procedure:
11
1. Step One
a. Employees should initially direct their concerns to their immediate manager.
If the complaint involves the employee’s manager, the employee should
schedule an appointment with that manager to discuss the problem that gave
rise to the complaint within five working days of the date the incident
occurred.
b. The immediate manager should respond in writing to the complaint within
five days of the meeting held with the complainant employee.
2. Step Two
a. If the discussion with the immediate manager does not resolve the problem to
the mutual satisfaction of the employee and the manager, or if the manager
does not respond to the complaint, the employee may submit a written
complaint to the Agency Director or department head and a copy should be
forwarded to Human Resources. The submission of the written complaint is
due within five working days of the response (or lack thereof) from the
manager and must include:
 A description of the problem and the date when the incident occurred.
 Suggestions on ways to resolve the problem.
 A copy of the immediate manager’s written response or a summary of
his or her verbal response and the date when the employee met with
the immediate manager. If the manager provided no response, the
complaint should state this.
Employees may request assistance with writing their complaints from Human
Resources.
b. Upon receipt of the formal complaint, the Agency Director or department
head must schedule a meeting with the employee within five working days to
discuss the complaint. Within approximately five working days after the
discussion, the Agency Director or department head should issue a decision
both in writing and orally to the employee filing the complaint.
12
Employment
3. Step Three
a. If the employee is dissatisfied with the decision of the Agency Director or
department head, the employee may within five working days appeal this
decision in writing to the Chief Executive Officer.
b. The Chief Executive Officer may call a meeting with the parties directly
involved to investigate the complaint and facilitate a resolution or may refer
complaints to the HR & Compensation Committee if the Chief Executive
Officer is of the opinion that the complaint raises serious questions of fact or
interpretation of policy. The Chief Executive Office may enlist Human
Resources to gather further information from involved parties. All involved
individuals, other than Human Resources, will be charged with the
responsibility of not discussing the situation with any other employee or with
the complainant employee.
4. Additional Guidance
a. If an employee fails to appeal from one level to the next level of this
procedure within the time periods listed above, the problem shall be
considered settled on the basis of the last decision and the problem submitted
by the employee shall not be subject to further consideration.
b. Because problems are best resolved on an individual basis, the conflict
resolution procedure may only be initiated by individual employees and not
by groups of employees.
c. The Jewish Federation of Omaha and its Agencies reserve the right to impose
appropriate disciplinary action for any conduct it considers to be disruptive or
inappropriate. The circumstances of each situation may differ and the level of
disciplinary action may also vary, depending upon factors such as the nature
of the offense and whether it is repeated, the employee’s work record and the
impact of the conduct on the organization.
d. No one will be retaliated against for filing a complaint under this procedure.
All complaints must be made in good faith.
All documentation regarding conflicts or grievances will remain a part of the employee’s
permanent personnel file.
DISCIPLINARY ACTION
As the Jewish Federation of Omaha and its Agencies strive to hire and retain only
qualified and high-performing staff, the Federation expects responsible behavior from its
employees. There are times, however, when situations develop that require the manager
to discipline, suspend or terminate employees. The Jewish Federation of Omaha and its
Agencies reserve the right to exercise broad disciplinary authority. Employees are
expected to conduct themselves in a professional, business-like and efficient manner at
all times as described in this Handbook.
Employment
The Jewish Federation of Omaha and its Agencies reserve full discretionary authority to
determine whether discipline should be imposed or whether an investigation or any other
procedure is warranted before discipline is imposed, and that the penalty, which in its
sole judgment, is appropriate. The decision of the Jewish Federation of Omaha and its
Agencies is final and binding, and, in cases where discipline is grieved, the decision
reached at the conclusion of the grievance process is final and binding.
The Jewish Federation of Omaha and its Agencies may impose any form of discipline it
deems appropriate in light of an employee's conduct, past record, the surrounding
circumstances and the business concerns of the campus. Although employees generally
are given an opportunity to correct problems before termination is imposed, the
Federation may impose termination at any time and with or without cause or notice.
Written and oral warnings and reprimands, suspensions and other penalties may be
imposed, depending on the factors listed above, but there is no requirement of any
specific number or sequence of disciplinary measures.
13
EMPLOYER INFORMATION AND PROPERTY
The protection of the business information, property and all other assets of the Jewish
Federation of Omaha and its Agencies is vital to the interests and success of the
organization. No facility-related information or property, including without limitation,
documents, files, records, computer files, equipment, office supplies or similar materials
may be removed from the premises, except in the course of performing duties on behalf
of the organization. In addition, when an employee leaves the employment of the
organization, the employee must return all related information and property that the
employee has in his or her possession.
Additionally, all documents, files and work products completed during an employee’s
tenure are the property of the organization.
EMPLOYMENT OF RELATIVES
Members of an employee’s family will be considered for employment based upon their
qualifications. Immediate family may not be hired, however, if the employment would:
1. Create a manager/subordinate relationship with a family member
2. Have the potential to create an adverse impact on job performance
3. Create either an actual conflict of interest or an implied conflict of interest
For purposes of this policy, “immediate family” includes: spouse, domestic partner,
parent, stepparent, siblings, child, stepchild, uncle, aunt, niece, nephew, grandparent,
grandchild, in-laws, cousins, members of the household or someone in a romantic
relationship.
In the event that one of the scenarios mentioned above occurs, one or both employees
will be given the opportunity to transfer to another available position for which the
qualifications are met. If transfer of either or both employees is not possible or is
rejected, the manager or Agency Director may reassign one or both parties to other
positions.
If reassignment is not possible, the manager or Agency Director may terminate one or
both employees at his or her discretion.
EXIT INTERVIEWS
Exit interviews with Human Resources may be scheduled at the employee’s request or
through a request by the employee’s manager.
14
Employment
Upon terminating employment, all employees are responsible to return all companyissued property. This includes, but is not limited to, ID badges, keys, uniforms, personal
protective equipment, agency credit cards, etc.
JOB DESCRIPTIONS
A job description has been prepared for each position within the Jewish Federation of
Omaha and its Agencies. The job description outlines the duties of each employee’s
position, qualifications, reporting relationships and essential functions.
The job description is not intended to be a complete listing of job responsibilities but
rather an overview of key responsibilities. Job descriptions change from time-to-time
based upon changing position needs and, therefore, may need to be re-created and resigned by employees as necessary.
All new employees are required to review their job description and sign an
acknowledgement that they have received it and understand the job expectations. This
acknowledgement remains a part of the employee’s permanent personnel file.
OUTSIDE EMPLOYMENT
Requests to hold outside employment must be made to the manager or Agency Director
in writing of intent or acceptance of outside employment prior to the effective date of
such employment. Acceptance of part-time employment, when approved, shall be
governed by the following conditions:
Employment
1. There shall be no conflict of interest between staff responsibilities to the Jewish
Federation of Omaha and its Agencies and the offered employment.
2. Acceptance of other employment shall in no way demean the Jewish Federation
of Omaha and its Agencies or create an unfavorable image thereof.
3. There can be no conflict in time schedules.
4. In working on other jobs, the use of the name or goodwill of the Jewish
Federation of Omaha and its Agencies shall in no way be exploited as a means of
enhancing the other job.
5. In no instance shall a staff member make available to anyone any lists of
Residents, patients or clients, any policies or procedures, any documents or forms
or any other confidential data without prior written approval of the manager or
Agency Director.
6. In no instance shall a staff member utilize working time to perform job functions
for an outside business.
7. Failure to comply with the above may be grounds for disciplinary action, up to
and including involuntary termination of employment.
15
PERFORMANCE REVIEWS
The performance review is a result of a joint conference between the employee and their
manager. It is an opportunity to maintain communication and mutually agree to job
standards and goals.
The percentage of an employee’s annual increase shall be determined by the performance
review. The Agency Director must approve all written evaluations and pay increases. If
the employee receives a wage increase, it will become effective the first day of the pay
period in which the anniversary occurs. It is always the intention of the Jewish
Federation of Omaha and its Agencies to provide increases at the appropriate time, but
failure on the part of the employee and/or the manager or Agency Director to provide the
materials mentioned in the above paragraph will affect the effective date. There will not
be retroactive pay if the materials are delinquent.
Employees are required to sign that they have seen the evaluation form, and it then
becomes part of his or her permanent personnel file. In addition, the employee will have
an opportunity to write comments about the evaluation for their permanent record.
RBJH. Each year employees of the Rose Blumkin Jewish Home must complete a
Check-Up test on or before his or her anniversary date. The information for this test is
provided to the employee well in advance, and it is the employee's responsibility to
complete the test and any other requested paperwork or documents and provide it to their
manager on or before their anniversary date. Failure on the part of the employee to
complete the Check-Up materials will affect the effective date of any annual increase and
may result in termination if not completed within 30 days of the anniversary date.
RE-EMPLOYMENT
Re-employment within a three-month period:
1. The employee must have worked for one full year in order to be eligible for the
“re-employment” policy.
2. The employee will keep his or her original anniversary date with the expectation
that the next annual increase will be prorated according to the length of time she
or he was gone. For example, if David was hired 4/1/10 and left his employment
7/1/13, then was rehired 9/1/13, his anniversary date remains 4/1/10. His annual
increase in April would be prorated for a period of 10 months because he was not
employed here for two months.
If rehired after 91 days from the last day of employment, all new-hire paperwork
procedures will be followed.
16
Employment
Seasonal employees who left in good standing may return for consecutive seasons only
needing to complete new background checks, W-4, Direct Deposit and Emergency
Contact Forms. These employees will also need to complete a drug screen. Seasonal
employees shall receive performance reviews at the end of each season.
SEPARATION OF EMPLOYMENT
All employees terminating employment must return any Jewish Federation of Omaha
property. This includes but is not limited to credit cards, cell phones, laptops, and keys.
Voluntary Terminations (Resignations) All employees are encouraged to submit
written notice to their manager indicating their intention to resign from their position and
the date the resignation becomes effective.
All exempt employees and licensed personnel resigning from their positions are
encouraged to advise their immediate manager or Human Resources in writing of their
intention to resign at least one month in advance of the effective date of said resignation.
All other employees are encouraged to provide at least two weeks written notice of their
intention to resign.
Accrued vacation and sick time may not be used as your final day of work. Employees
may not use vacation or sick time during their resignation period. When an employee
receives their final paycheck, any monies due and owing to the Jewish Federation of Omaha
and its Agencies will be deducted from it.
Involuntary Terminations Involuntary termination refers to position eliminations,
terminations for cause and lay-offs.
Under certain circumstances, employees
involuntarily terminated may be eligible for accrued, unused vacation if employed more
than one year. Employees who terminate and are eligible for vacation accrued but not yet
taken will receive compensation on their last paycheck. When an employee receives their
final paycheck, any monies due and owing to the Jewish Federation of Omaha and its
Agencies will be deducted from it. Refer to the Conflict Resolution Policy and Procedure
in this Handbook for further clarification.
TRANSFERS
To be considered for a transfer to another department, employees must have a satisfactory
performance appraisal, as well as a satisfactory attendance and work record.
Employment
If an employee is seeking consideration for a transfer, he or she must communicate with
their manager and/or Human Resources. Prospective managers may contact their
manager for information regarding their performance. Any employee transferring from a
department will be subject to the performance evaluation schedule detailed in this
Handbook, during which time all benefits will continue to accrue.
Any employee transferring from one department to another may not be transferred back
to his or her previous position unless approved by the previous manager and the Agency
Director and only in such cases as there is an available position.
Part-time employees who change to full-time status shall receive commensurate
employee benefits as of the date of full-time employment.
17
403(b) / RETIREMENT PLAN
The Jewish Federation of Omaha and its Agencies offer employees a retirement program
called a 403(b) plan. The employer’s match begins after the employee completes oneyear of employment and after the employee completes 1,000 hours in a 12-month period.
Employer Match The Jewish Federation of Omaha and its Agencies will match an
employee’s contribution on a one-to-one percentage basis from 2% up to 5% the first day
of the month after one full year of employment. Employees must contribute at least 2%
in order to receive the employer match.
If an employee
contributes:
2%
3%
4%
5%
The employer
match will be:
2%
3%
4%
5%
Vesting Schedule All employees hired after December 31, 2009*, are subject to the sixyear graded vesting schedule. “Vesting” refers to the employee’s portion of ownership in
the money that has been given to the employee such as an employer’s matching
contribution. By law, the employee is always 100% vested in any money that the
employee contributes directly into the employee’s own retirement plan.
The six-year graded vesting schedule is:
At Anniversary
Dates
2 years
3 years
4 years
5 years
6 years
Employer
Contributions
20% vested
40% vested
60% vested
80% vested
100% vested
For more information and to receive the appropriate forms to be completed, speak with
Human Resources. *Staff hired prior to January 1, 2010, are fully-vested in the plan.
BIRTHDAY
18
Benefits
A birthday is a special day for every employee. Employees scheduled to work 20 hours
or more per week are eligible to receive their birthday off with pay. If scheduling
requires working on a birthday, four or eight hours may be given. See the chart on the
Sick Time page of this Handbook. Staff must request to use their birthday time during
the month of their birth date.
CANCELLATION OF HEALTH INSURANCE BENEFITS
Employees who terminate or are otherwise ineligible for benefits (work less than required
hours per week) will no longer be subsidized by the Jewish Federation of Omaha and its
Agencies for a portion or total cost of their health insurance benefits. The last day of the
month in which ineligibility occurred will be the last day of provided medical coverage.
COUNSELING SERVICES
Jewish Family Service provides individual, couple and family counseling to people of all
ages and religious beliefs. In most cases, the counselors are able to respond within 48
hours. Most major insurance plans are accepted. If services are requested and the client
does not have insurance, a sliding fee can be offered and determined based on family
income. Counseling services are available on a sliding scale fee to all clients regardless
of gender, religion, ethnicity or economic status. Client records and services rendered are
protected in strict confidence to ensure personal dignity. For more details or to schedule
an appointment, call (402) 330-2024.
DENTAL INSURANCE (VOLUNTARY)
The Jewish Federation of Omaha and its Agencies offer the opportunity for employees
working 30 or more hours per week to participate in a voluntary group dental plan.
Under the plan, employees may take advantage of our group purchasing prices and
voluntarily participate. Deductions for dental coverage will be taken directly from the
employee’s paycheck.
HEALTH INSURANCE
The Jewish Federation of Omaha and its Agencies offer health coverage to regular fulland part-time employees who work 30 hours per week and who have been employed by
the Jewish Federation of Omaha and its Agencies for a minimum of 60 days.
Employees have 30 days from their employment date to complete the enrollment forms.
The plan goes into effect the first day of the month following 60 days of employment.
For example, a June 15th hire date would allow a September 1st effective date.
Benefits
LIFE INSURANCE/AD&D AND DISABILITY INSURANCE
The Jewish Federation of Omaha and its Agencies provide to all employees who work 30
or more hours per week a group life policy equal to the annual salary of the employee
with a maximum of $50K and a long-term disability policy, the entire cost of which is
paid by the Jewish Federation of Omaha and its Agencies. Employees become eligible
for the life policy after 60 days of employment and for the long-term disability policy
after 90 days of employment. Employees should contact Human Resources for more
information about these employee benefits.
19
LIFE INSURANCE (VOLUNTARY)
In addition to the group life insurance that the Jewish Federation of Omaha and its
Agencies offer to employees who work 30 or more hours per week, employees may also
pay for additional life insurance. Interested employees should consult with Human
Resources for details.
QUALIFYING EVENTS
Requesting a change in health/dental/flexible spending elections Employees may
only change health/dental/flexible spending elections during open enrollment unless a
qualifying event has occurred. Open enrollment for the health and flexible spending
account occurs every October. Open enrollment for dental occurs every December. If an
employee experiences a qualifying event, he or she may make a change within 30 days of
the date of the qualifying event. Qualifying events include:
1. Changes in legal marital status because of marriage, divorce, death of a spouse,
legal separation or annulment
2. Changes in the number of dependents because of a dependent’s birth, adoption,
placement for adoption or death
3. Changes in employment status because of employment termination or
commencement by the employee, their spouse, or a dependent; strike or lockout;
the beginning or end of an unpaid leave of absence; or any other change in
employment status that affects eligibility for benefits
4. Changes in a dependent who satisfies or ceases to satisfy the requirements for
coverage due to change in age, student status or a similar circumstance
5. Changes in health plan access due to a change in residence or worksite by the
employee, their spouse, or a dependent that affect eligibility for benefits
6. Changes due to judgment, decree or order resulting from divorce, legal separation,
annulment or change in legal custody, including a qualified medical child support
order. An employee may also change an election to cancel coverage for the child
if the order requires a former spouse to provide coverage for such child and such
coverage is actually provided.
7. Changes due to entitlement to Medicare or Medicaid
8. Changes due to entitlement to health insurance continuation coverage, as
prescribed under the Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA), as amended; application of the Family Medical Leave Act of 1993
(FMLA); or the Health Insurance Portability and Accountability Act of 1996
(HIPAA), as amended.
Benefits
20
SECTION 125 PLANS
The Jewish Federation of Omaha and its Agencies will deduct health and dental
insurance premiums on a pre-tax basis. Therefore, the employee will not pay any federal
or state income taxes or FICA taxes on the amounts paid by the employee.
Flexible Spending Account Employees may contribute to a medical or a dependent care
flexible spending account on a pre-tax basis. Employees should see Human Resources
for additional information.
Benefits
Health Savings Account Employees who enroll in a high-deductible health insurance
plan may open a health savings account to set aside additional monies (pre-tax) to assist
with offsetting the cost of medical expenses. Employees should see Human Resources
for additional information.
21
NATIONAL HOLIDAYS
Full-time employees are entitled to six national holidays. Refer to the chart below.
Holidays begin at 10:30 p.m. the evening prior to and end at 10:30 p.m. the evening of
the holiday. National Holidays are:
New Year's Day^
Independence Day*^
National
Holidays
Non-exempt
Staff
Scheduled less than
20 hours per week
If you work the
holiday, you get
time & ½.
No pay if you don’t
work the holiday.
Memorial Day*^
Thanksgiving^
Scheduled 20 – 31
hours per week
Labor Day*^
Christmas*^
Scheduled
32 - 36.5 hours/week
If you work the
If you work the
holiday, you get time holiday, you get time
& ½.
& ½.
No pay if you don’t
work the holiday.
No pay if you don’t
work the holiday.
Scheduled
37 – 40 hours per week
If you work the holiday,
you get time & ½.
If you are normally
scheduled to work the
holiday and don’t work
the holiday, you get 8
hours of straight pay.
Guidelines to Holidays Any employee failing to report for the two scheduled work days
prior to the holiday or the two scheduled work days after the holiday, unless otherwise
approved by his or her manager, will not be entitled to holiday pay and may be subject to
disciplinary action. A paid holiday does not figure into the calculation for overtime for
non-exempt employees.
37 - 40 hours non-exempt and exempt staff only
 If the national holiday falls on Saturday, the holiday will be observed on Friday.
 If the national holiday falls on Sunday, the holiday will be observed on Monday.
 If an employee works both the actual and observed holiday, only one holiday
benefit applies.
Exceptions
^ The Rose Blumkin Jewish Home is a 24-hour facility. Staff will be required to work
holidays. A rotating schedule will ensure proper coverage on holidays.
* The JCC Fitness, Aquatics, Health Spa, Maintenance and Membership areas are
open on New Year’s Day, Memorial Day, Independence Day, Labor Day and
Christmas. Department staff may be required to work a shift on these holidays. A
rotating schedule will ensure proper coverage on these holidays.
Benefits
22
JEWISH HOLIDAYS
Non-exempt employees receive time-and-a-half when working the following six Jewish
Holidays. Five-day-per-week exempt staff may receive straight pay if the Jewish
Holiday falls on their normally scheduled work day. Please refer to the chart below.
Rosh Hashanah (2 days)
Sukkot (1 day)
Jewish
Holidays
Non-exempt
Staff
Scheduled less than
20 hours per week
Yom Kippur (1 day)
Passover (1 day)
Scheduled 20 – 31
hours per week
If you work the
If you work the holiday,
holiday, you get time
you get time & ½.
& ½.
No pay if you
do not work the
holiday.
No pay if you
do not work the
holiday.
Shavuot (1 day)
Scheduled
32 - 36.5
hours/week
Scheduled
37 – 40 hours per
week
If you work the
holiday, you get
time & ½.
No pay if you
do not work the
holiday.
If you work the
holiday, you get time
& ½.
If the holiday falls on
your regularly
scheduled work day,
you will receive a
paid day off.
OTHER JEWISH HOLIDAYS
The Jewish Federation of Omaha and certain Agencies business offices will be closed to
the public for an additional seven Jewish Holidays.
Passover (3 days)
Simchat Torah (1 day)
Sukkot (1 day)
Shemini Atzeret (1 day)
Shavuot (1 day)
Employees have the option of working or taking a sick day or vacation day to observe the
other seven Jewish Holidays.
Benefits
All other Jewish Holiday requests for days off are to be submitted to and approved by the
employee’s immediate manager. Upon approval, employees may use a sick day to
observe the holiday.
23
JEWISH COMMUNITY CENTER MEMBERSHIP
For the health and wellbeing of the Federation’s staff, employees may be eligible to
receive a JCC membership based on their scheduled work hours.


Full-time employees scheduled 32+ hours per week
o Complimentary Single JCC Membership
Part-time employees scheduled 20-31 hours per week
o 50% off the cost of any Membership category
Employees may apply their single membership benefit to purchase a family membership.
Note: The JCC Membership does not apply to the Health Spa.
CHILD DEVELOPMENT CENTER REBATE
Full-time employees (scheduled to work 32 – 40 hours per week) are eligible to receive a
25% discount toward childcare and/or preschool at the Pennie Z Davis Child
Development Center. To be eligible for this discount, employees must have a JCC
Family or Single Parent Membership.
Childcare includes legal dependents. Employees may be required to submit proper
documentation to prove dependency. This is a benefit and will be taxed through Payroll.
Benefits
24
SICK TIME
Eligibility Employees who work 32 hours or more per week are eligible for sick time off
for health-related matters, which is prorated based upon the number of hours scheduled
per week.
Accrual
Sick Time Accrual
Per Year
Non-exempt
Exempt & RN, LPN
Birthday
Scheduled less
than
20 hours per
week
Scheduled
20 – 31 hours
per week
Scheduled
32 - 36.5 hours
per week
Scheduled
37 – 40 hours per
week
4 hours
24 hrs / 3 days
48 hrs / 6 days
4 hours
48 hrs / 6 days
96 hrs / 12 days
8 hours
Usage
 Sick time accrues from the first day of employment, but the employee may not
use sick time until after three months of hire. Examples of health-related matters
eligible for paid sick time include sick self, sick children or doctor’s appointment.
 The Jewish Federation of Omaha and its Agencies encourage employees to
provide as much notice as possible when needing to utilize sick time, as staffing
and other issues may pose problems. If an employee uses three consecutive sick
days, his or her FMLA benefit will be initiated and a note from the physician is
needed. Employees should follow their department’s procedures to request sick
time. Employees may not use sick time the day before or after a national holiday.
Two sick days may be used in a row. A doctor’s note is required if a third day is
needed.
Carry Over Employees should build their bank and use it if he or she has an unexpected
catastrophic medical leave of absence. Employees may carry over sick time on their
anniversary date up to a maximum of 65 days or 520 hours. Any hours over 520 will be
forfeited.
Benefits
Miscellaneous Information Terminating employees may not cash out their sick days, as
sick days are accrued for use during employment to allow employees a degree of
flexibility in meeting their demands for health-related issues. Employees may not
schedule sick time during their resignation period. Sick time will be based on employee
status not to exceed 40 hours per week. Sick time may not be used for vacation. Sick
time and vacation may be taken consecutively for approved FMLA.
25
VACATION
Eligibility Employees who are scheduled 20 or more hours per week are eligible for
vacation, which is prorated based upon the number of hours scheduled per week.
Accrual
Vacation Accrual Per Year
Scheduled
less than
20 hours
per week
Scheduled
20 – 31 hours
per week
Scheduled
32 - 36.5 hours per
week
Scheduled
37 – 40 hours per
week
Support Staff after 1 year
32 hrs / 4 days
64 hrs / 8 days
80 hrs / 10 days
Support Staff after 5 years
48 hrs / 6 days
80 hrs /10 days
120 hrs / 15 days
Professional Staff after 1 yr
32 hrs / 4 days
64 hrs / 8 days
80 hrs / 10 days
Professional Staff after 5 yrs
48 hrs / 6 days
80 hrs /10 days
120 hrs / 15 days
Professional Staff after 10 yrs
64 hrs / 8 days
104 hrs /13 days
160 hrs / 20 days
Employees may not carry over more than 80 hours of vacation time upon reaching his/her hire date.
Usage


Employees earn their vacation after one year of employment. They may take an
advance on their vacation after three months of continuous service by obtaining
approval from their manager. Vacation time requested must not exceed what is
accrued.
An employee may request to use vacation from their manager two weeks in
advance of the dates requested. The manager may or may not approve vacation
based upon scheduling conflicts.
Carry Over Vacation time not to exceed 80 hours (or two weeks) at an employee’s
anniversary date may be carried over. Vacation amounts that exceed 80 hours at the end
of the anniversary pay period will be forfeited.
Miscellaneous Information The amount of vacation pay shall be paid based on the
hourly base rate of the employee. Vacation will be based on employee status not to
exceed 40 hours per week. Employee status means the number of hours an employee is
employed per week. Since vacation time is not earned until after one year of
employment, anyone who terminates before his or her one-year anniversary will not be
eligible for vacation pay upon termination. Vacation and sick time may not be used
together unless on approved FMLA.
Employees of the Jewish Federation of Omaha and its Agency hired prior to July 1, 2010,
will be grandfathered at their current vacation earned except no one will receive more
than four weeks of vacation.
Benefits
26
BENEFIT SUMMARY
Benefit
Eligibility
Life Insurance/LTD
Medical Insurance
Dental Insurance
403(b) Retirement
Vacation Pay
Birthday Pay
Sick Time
Holiday Pay
Jewish Holiday Pay
Funeral Leave
Nursing Bridge Program
License Reimbursement
JCC Membership
JCC CDC Rebate
Flex Spend Account
Scheduled
less than
20 hours
per week
Scheduled
20 – 31 hours
per week
Scheduled
32 - 36.5 hours per
week
Scheduled
37 – 40 hours per
week
30+ hours
30+ hours
30+ hours
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Single
25%
X
X
X
X
X
X
X
X
X
X*
X
X
X
Single
25%
X
½ Single
30+ hours
* Jewish Holiday pay dependent upon regularly scheduled work day
Vacation Accrual Per Year
Non-Exempt after 1 year
Non-Exempt after 5 years
Exempt & RN, LPN after 1 yr
Exempt & RN,LPN after 5 yrs
Exempt & RN,LPN after 10 yrs
Scheduled
less than
20 hours
per week
Scheduled
20 – 31 hours per
week
32 hrs / 4 days
48 hrs / 6 days
32 hrs / 4 days
48 hrs / 6 days
64 hrs / 8 days
Scheduled
32 - 36.5 hours per
week
64 hrs / 8 days
80 hrs /10 days
64 hrs / 8 days
80 hrs /10 days
104 hrs /13 days
Scheduled
37 – 40 hours per
week
80 hrs / 10 days
120 hrs / 15 days
80 hrs / 10 days
120 hrs / 15 days
160 hrs / 20 days
* Employees may not carry over more than 80 hours of vacation time upon reaching his or her anniversary date.
Sick Time
Accrual Per Year
Non-exempt
Exempt & RN, LPN
Birthday
Scheduled less
than
20 hours per
week
Scheduled
20 – 31 hours per
week
Scheduled
32 - 36.5 hours per
week
Scheduled
37 – 40 hours per
week
4 hours
24 hrs / 3 days
48 hrs / 6 days
4 hours
48 hrs / 6 days
96 hrs / 12 days
8 hours
Benefits
* Maximum amount of sick days is 65 days.
27
FAMILY AND MEDICAL LEAVE ACT (FMLA)
As a company which employs 50 or more employees within a 75-mile radius, the Jewish
Federation of Omaha and its Agencies are required to comply with the Federal Family
Medical Leave Act (FMLA) of 1993. This policy supplements the Employee's Rights and
Responsibilities under the FMLA (see Human Resources). The Jewish Federation of Omaha
and its Agencies reserve the right to designate FMLA leave as needed to any eligible
employee and to require employees to use all available accrued sick and/or vacation time as
qualifying FMLA time toward the 12-week limit.
Reasons FMLA May Be Taken There are six situations in which an employee may be
eligible for FMLA. Four of these reasons are not related to military service and two reasons
are only available for qualifying military reasons.
1. The birth of a child of the employee, and in order to care for such child
2. The placement of a child with the employee for adoption or foster care
3. To care for a spouse, domestic partner, child, or parent with a serious health condition.
"To care for" includes comfort and reassurance beneficial to a child or covered relative
with a serious health condition who is receiving inpatient or home care
4. The employee’s own serious health condition which renders them unable to perform the
functions of their position
5. A qualifying emergency arising out of a covered family member's active duty or call to
active duty status in the National Guard or Reserves in support of a contingency
operation
6. To care for a covered family member or next of kin who has incurred an injury or
illness in the line of duty while on active duty in the Armed Forces provided that such
injury or illness may render the family member medically unfit to perform duties of the
member's office, grade, rank or rating
Eligible Employees To be eligible for FMLA, an employee must have worked for the Jewish
Federation of Omaha and its Agencies for at least one year and have completed 1,250 hours
over the 12 months prior to the commencement of the leave.
Definition of Relatives, Family Members and Next of Kin For non-military leave, covered
relatives of the employee are a spouse, domestic partner, child or parent. A “child” includes
biological, adopted and foster children, step-children, a legal ward or a child of a person
acting in the capacity of a parent. A "parent" includes a biological parent, as well as a person
acting in the capacity of a parent toward an employee.
In addition, for caregiver military leave, an eligible employee who is the next of kin may also
request caregiver leave. “Next of kin” includes a service member's nearest blood relative
(other than a spouse, domestic partner, parent, son or daughter) in the following order of
28
Leaves
For emergency and caregiver military leave, "covered family members" of an eligible
employee are a spouse, domestic partner, son, daughter or parent. “Son or daughter” applies
to a biological, adopted or foster child, step-child, legal ward or a child for whom the service
member stood in loco parentis, regardless of age. A “parent” includes biological, adopted,
step or foster father or mother, or any other individual who stood in loco parentis to the
covered service member. Parent does not include parents-in-law.
priority: blood relatives who have been granted legal custody of the service member,
brothers, sisters, grandparents, aunts, uncles and first cousins. A covered service member can
designate a blood relative to serve as his or her only next of kin for military caregiver leave.
The Jewish Federation of Omaha and its Agencies seek to promote acceptance of diversity in
all its dimensions, including sexual orientation. “Domestic partners” are person who:
1. Are at least 18 years of age
2. Are not legally married to any person and not related in any way that would prohibit
marriage in our state of operation
3. Are each other’s sole domestic partner
4. Share permanent residence
Domestic partners must have at least three of the following:
1.
2.
3.
4.
Joint lease, mortgage, or deed
Joint ownership of a vehicle
Joint ownership of a checking or credit account
Designation of the domestic partner as beneficiary for the employee’s life insurance or
retirement benefits
5. Shared household expenses
FMLA and Spouse/Domestic Partner-Employees If both spouses/domestic partners are
employed by the Jewish Federation of Omaha and its Agencies, they are limited in the amount
of family leave they may take for the birth and care of a newborn, placement of a child for
adoption or foster care or to care for a parent who has a serious health condition to a
combined total of 12 weeks (or 26 weeks if the leave is also used to care for a covered service
member with a serious injury or illness). Leave for birth and care, or placement for adoption
or foster care, must conclude within 12 months of the birth or placement.
Definition of Serious Health Condition See Appendix A.
Duration of Leave Eligible employees are entitled to take up to 12 weeks of paid or unpaid
leave in a 12-month period for the reasons set out in numbers one through five of subsection
Reasons FMLA May Be Taken, above, and up to 26 weeks of paid or unpaid leave in a single
12-month period to care for a covered military member as set out in reason number six.
The 12 weeks of leave in a 12-month period is calculated on the 12-month period measured
forward from the date of the employee's first FMLA leave usage.
Leaves
The 26 weeks of leave to care for a covered military member in a single 12-month period
must start at the time the leave is taken.
29
Procedure to Request Leave An eligible employee who wishes to take FMLA must provide
his or her manager with 30-days advance notice when the leave is foreseeable. If 30-days
notice is not possible, the employee must provide notice as soon as possible, which in most
cases shall be either the same day or the next business day. The employee must make every
attempt to comply with the Organization’s call-in procedure. The employee must inform their
manager or Human Resources if the need for FMLA is for a reason for which FMLA was
previously granted.
At the time of the request, the employee should complete the appropriate FMLA request form.
Once FMLA is requested or designated by the organization, the employee will receive an
information packet containing the full policy, forms, rights and duties of the FMLA for both
the employee and the organization. The organization will provide the employee with the
amount of leave counted against the employee's entitlement.
If the request is denied, the organization will provide the employee with the reason for the
denial.
In most cases, the eligible employee must submit medical certification to support a request for
leave. Health and dental benefits will continue during the FMLA provided the employee
makes his or her regular, monthly contributions to the plan. Failure to pay premiums may
result in lapse of coverage. Employees should contact Human Resources for the complete
FMLA policy, for a full explanation of their rights and for specific details on continuing
benefits while on leave.
Procedures During FMLA Leave FMLA may be taken in increments as small as one hour.
Employees may not earn additional sick or vacation time or receive holiday pay while on
FMLA.
FMLA will always begin with accrued but unused sick and vacation time until all available
paid time is used. After exhausting paid FMLA leave, non-paid FMLA leave will continue
until the conclusion of the protected 12- or 26-week time limit. Following the conclusion of
protected leave, the Organization will decide whether any non-FMLA leave should apply.
An employee will be required to use his or her available sick time and vacation during the
FMLA absence. This means that the employee will receive the paid leave and the leave will
also be considered protected FMLA leave and counted against the FMLA leave entitlement.
When an employee is eligible for FMLA, he or she will take his or her accrued paid time in
the following order:
Sick time
Vacation (if the employee has accrued vacation) (40 hours)
Sick time
Vacation (40 hours)
Sick time
Vacation (40 hours)
Sick time
Vacation (40 hours)
For questions about this policy, employees should contact Human Resources.
30
Leaves
1st and 2nd weeks
3rd week
4th & 5th weeks
6th week
7th & 8th weeks
9th week
10th & 11th weeks
12th week
The medical Certification of Health Care Provider serves as a "doctor note" to certify the
reason and expected duration of the employee's extended medical leave in writing. All
requests for medical leaves must be accompanied by a doctor's statement verifying the
employee's inability to work and the estimated date of return to work. Further, the
Organization requires written medical verification of the employee's ability to resume work
and a list of restrictions that would directly relate to the employee's ability to perform his or
her job.
Returning from FMLA Leave Every good faith effort will be made to reinstate employees
returning from FMLA within the 12- or 26-week period to his or her original job or to an
equivalent job with equivalent pay and benefits. Employees returning from a medical FMLA
may be required to present medical certification of fitness for duty. Failure to provide a
medical certificate of fitness for duty may result in a denial of job reinstatement until a
medical certificate release is provided.
Service member FMLA Leave In 2008, the FMLA was amended to entitle eligible
employees to take leave for a covered family member's service in the Armed Forces.
Service member FMLA runs concurrent with other leave entitlements provided under federal,
state and local laws.
Service member FMLA taken to care for an injured service member can be taken by multiple
blood relatives and can be taken for different family members or because of different injuries
or illnesses.
FUNERAL/BEREAVEMENT LEAVE
Employees eligible for funeral bereavement must work a minimum of 20 hours per week. In
the unfortunate event of a death in the immediate family, a paid leave of absence may be
granted for up to three days. These days are to be taken consecutively within a reasonable
time following the event or funeral date and may not be split or postponed.
For this purpose, “immediate family” refers to the following: spouse, domestic partner, child,
step-child, sibling, parent, step-parent, grandparent, grandchild, and in-laws.
For extended family, a paid/unpaid leave of one day may be granted. “Extended family”
refers to the following: aunt, uncle, niece, nephew, cousin, and step-relations.
Leaves
Employees are required to notify their immediate manager of the required leave, so adequate
coverage can be secured.
31
JURY DUTY
A leave of absence for jury duty will be granted to any full- or part-time employee who has
been notified to serve. During this leave, employees will be compensated by payment of an
amount equal to the difference between their jury duty pay and their regular salary. An
employee on jury duty is expected to report to work any day he or she is excused from jury
duty.
Upon receipt of the notice to serve jury duty, the employee should immediately notify his or
her manager. Additionally, a copy of the notice to serve jury duty should be attached to the
employee's attendance record for attendance purposes.
Upon the employee's return, the employee must submit a signed Certificate of Jury Service
indicating the number of days served.
If the jury duty falls at a time when the employee cannot be away from work, the facility may
request that the court allow the employee to choose a more convenient time to serve if he or
she makes a request in accordance with the court's procedures.
LEAVE OF ABSENCE WITHOUT PAY
Should a situation arise that temporarily prevents an employee from working, he or she may
be eligible for a personal leave of absence without pay. However, employees must be
employed for at least three months prior to the requested leave.
Any request for a leave of absence without pay must be submitted in writing as far in advance
as possible. Such requests will be reviewed on a case-by-case basis by the employee's
manager and the Agency Director. The decision to approve or disapprove is based on the
circumstances; the length of time requested; the employee's job performance, attendance and
punctuality record; the reasons for the leave; the effect the employee's absence will have on
the department’s work; and the expectation that the employee will return to work when the
leave expires. There will be no accumulation of vacation and sick time during the leave of
absence.
Leaves of absence will be considered only after all vacation and sick time has been exhausted.
The maximum amount of time allowed for a leave of absence is six weeks in a 12-month
period.
Leaves
32
MILITARY LEAVE OF ABSENCE
An employee who is a member of the National Guard or of a reserve component of the United
States Armed Forces is granted a leave of absence without pay for time during which, as a
member of one of these organizations, the employee is in active service or on field training.
Any employee using a military leave of absence must notify his or her manager and the
Agency Director in advance. An employee may elect to use accrued vacation leave in lieu of
unpaid military leave.
Effective the first day of the military leave, there will be no accumulation of vacation and sick
time. Health insurance will continue to be covered by the Jewish Federation of Omaha and its
Agencies for one month. After that, the employee is responsible to pay for his or her
continued health coverage.
A military leave of absence is indefinite. The replacement for an individual on military leave
of absence is on a temporary status, substituting only for the employee on military leave. The
employee on military leave retains their job status upon timely reporting back to work after a
leave of less than 31 days or upon timely reapplication for employment if leave is greater than
31 days.
Leaves
In the event the employee is not able to return to work, the employee must contact Human
Resources.
33
ATTENDANCE POLICY
The Jewish Federation of Omaha and its Agencies take pride in their service to Residents,
members and clients. To maintain our leadership in customer service, we depend on each
employee to be present during the regular workweek. Punctuality and regular attendance
are factors that play a large part in determining an employee’s contribution to the
organization and factor in to their performance appraisals. If an employee is going to be
late or absent for any reason, he or she must call their manager a minimum of two hours
before he or she is due for work on the first shift so arrangements can be made to cover in
their absence. For staff of the Rose Blumkin Jewish Home, a minimum of four hours is
required for the second and third shifts.
In addition, employees calling out on a weekend may be required to make up that weekend
by their manager, as staffing needs demand.
Employees who are a “no call, no show” for work one time will be subject to disciplinary
action up to and including termination. On the third day of “no call, no show,” the
employee is considered a voluntary resignation. Habitual lateness or repeated and
unexcused failure to report regularly will result in disciplinary action up to and including
dismissal.
DAYS AND HOURS OF WORK - OVERTIME
The basic work period for the Jewish Federation of Omaha and its Agencies is 80 hours,
comprised of 10 eight-hour days in a successive 14-day period. Beginning on a Sunday
and ending on a Saturday 14 days later, shift hours and schedules are determined by
management to meet the needs of the facility.
During certain peak periods or as business needs may otherwise necessitate, an employee
may be required to work overtime. The employee’s manager and the Agency Director
must decide whether overtime work is necessary, and they must authorize extra hours in
advance. No employee is to work overtime without specific prior approval. Non-exempt
employees will receive overtime pay at the rate of time-and-one-half for actual hours
worked in excess of 40 hours per week. Exempt employees, by law, are not entitled to
receive overtime pay.
DIRECT DEPOSIT
The Jewish Federation of Omaha and its Agencies require the use of direct deposit,
whereby paychecks are deposited directly into the employee’s savings or checking account
or a combination of both.
Compensation
34
LICENSES, REGISTRATIONS AND CERTIFICATIONS
The Jewish Federation of Omaha and its Agencies recognize that there are numerous
employees responsible for maintaining current licenses, certifications and registrations in their
particular fields. It is the employee’s responsibility to make sure renewals are submitted in a
timely manner and that all necessary requirements for renewal are being met.
Current license, certifications and registrations are to be submitted to the employee’s
immediate manager for inclusion in the employee’s personnel file. Failure to maintain current
status may require termination from employment.
The organization compensates employees who are scheduled to work a minimum of 30 hours
per week for the expenses directly associated with license, certification and registration
renewals. After receiving current documentation, the employee should submit a request for
reimbursement to his or her manager.
Continuing Education Units (CEUs) Full-time employees working 30 or more hours for the
Jewish Federation of Omaha and its Agencies who are required to obtain CEUs to maintain
their license or certification may request reimbursement from their manager. CEU
reimbursement is only available for courses directly related to the individual's job description.
PAY PERIODS AND INFORMATION
All employees are paid on a bi-weekly basis beginning with the first shift on Sunday and
ending with the third shift on Saturday. Direct deposit paystubs are distributed on Fridays by
management.
Direct deposit paystubs may be picked up by a non-employee only under certain
circumstances and when the employee has given written notice to Payroll.
If an employee has changed his or her name or address, a GLANZ form must be completed
and forwarded to Payroll so direct deposit paystubs can be forwarded properly. Employees
should ensure that any and all changes are completed promptly.
Deductions from direct deposit paystubs are determined when the employee completes his or
her W-4 tax form. All new employees are required to complete a W-4, and any subsequent
changes he or she wishes to make regarding deductions or classifications require the
completion of a new W-4 form. Employees should see Payroll or Human Resources for more
information.
Compensation
Most importantly, employees must remember that their pay information is confidential.
35
REIMBURSEMENT OF BUSINESS EXPENSES
Use of Personal Vehicle Employees may use their own vehicle for business, if necessary and
when approved by their manager, in accordance with the following guidelines:
1. Employees who use their own vehicle for business shall receive a mileage allowance
equal to the then current IRS standard mileage allowance to cover the cost of gasoline,
oil, depreciation and insurance. Expenditures for parking and tolls may be claimed in
addition to the mileage allowance. Managers must approve claims for reimbursement
before they are submitted to Accounting for payment. Reimbursement forms are
available through Accounting or the employee’s manager.
2. Any fines incurred as a result of driving or parking shall be paid by the employee.
3. Employees must maintain their own vehicle liability policy.
Reimbursement of Expenses Authorized and reasonable expenses incurred by workers for
approved activities directly related to the work of the Jewish Federation of Omaha and its
Agencies shall be fully reimbursed upon approval by the Agency Director. Such expenses
(including transportation to and from official meetings, meeting luncheons and dinners,
registration fees and similar expenses, etc.) must be discussed, in advance, with the Agency
Director.
TIME CLOCK
A computerized time clock system is used for recording hours worked by hourly, nonexempt employees of the Jewish Federation of Omaha and its Agencies. Since pay is
determined from this clock, it is the responsibility of each employee to clock in and out
correctly each workday.
On the infrequent occasions when employees may forget to clock in or out, he or she must
immediately notify their manager so that an Exception Sheet can be filled out and turned in
to Payroll before hours are credited. Repeated instances of forgetting to clock in or out may
lead to disciplinary action.
Employees found clocking in or out for someone else will be terminated immediately.
EMPLOYEE CLASSIFICATION SAFE HARBOR POLICY
36
Compensation
It is the policy and practice of the Jewish Federation of Omaha and its Agencies to
accurately compensate employees and to do so in compliance with all applicable state and
federal laws. To ensure proper payment for all time worked and to ensure that all proper
deductions have been made, employees must correctly clock in and clock out and review
each paycheck to identify and report any errors. Off-the-clock or unrecorded work is not
permitted.
Review of Paystubs Every effort is made to ensure employees are paid correctly. However,
an occasional, inadvertent mistake can happen. In the case such a mistake occurs, the
employee should bring the error to the attention of their manager and/or Payroll, and prompt
corrections will be made. Employees should review each paystub they receive. If an
employee believes a mistake has occurred, or if he or she has any questions or concerns, he or
she should use the reporting procedure outlined below.
Non-exempt Employees Employees who are eligible for overtime pay or extra pay must
maintain a record of the total hours worked each day. These hours must be accurately
recorded on the time clock or a time card provided to the employee. Each employee may
review the electronic time punches to verify that the reported hours worked are complete and
accurate and that there is no unrecorded or off-the-clock work. This may be done by
accessing the time punch information on the Internet using their workstation computer, the
public computer in the Kripke Library or the Learning Center at the Rose Blumkin Jewish
Home, or they may request a copy from Payroll or Human Resources. Time punches must
accurately reflect all regular and overtime hours worked, any absences, early or late arrivals,
early or late departures and meal breaks. At the end of each pay period, supervisors will
approve the work time. When an employee receives a paycheck, they should verify
immediately that they were paid correctly for all regular and overtime hours worked.
Exempt Employees Exempt salaried employees receive a salary which is intended to provide
compensation for all hours worked for the Jewish Federation of Omaha and its Agencies.
This salary will be established at the time of hire or when an exempt employee classification
is made. While such salary may be subject to modification from time-to-time, such as during
salary review times, the salary will be a predetermined amount that will not be subject to
deductions for variations in the quantity or quality of the work performed.
Compensation
Exempt employees will receive their full salary for any workweek in which work is
performed. However, under federal law, each salary is subject to certain deductions. For
example, absent contrary state law requirements, the salary can be reduced for the following
reasons in a workweek in which work was performed:
1. Full day absences for personal reasons, including vacation
2. Full day absences for sickness or disability, because the Jewish Federation of Omaha
and its Agencies have a sick day pay plan
3. Full day disciplinary suspensions for infractions of safety rules of major significance,
including those that could cause serious harm to others
4. Family and Medical Leave absences (either full or partial day absences)
5. To offset amounts received as payment for jury and witness fees or military pay
6. Unpaid disciplinary suspensions of one or more full days for significant infractions of
major workplace conduct rules set forth in written policies
7. The first or last week of employment in the event the employee works less than a full
week
Exempt employees’ salaries may also be reduced for certain types of deductions, such as: the
employee's portion of health, dental or life insurance premiums; state, federal or local taxes;
social security; or voluntary contributions to a 403(b) plan. In any workweek in which an
exempt employee performs any work, his or her salary will not be reduced for any of the
following reasons:
37
1. Partial day absences for personal reasons, sickness or disability
2. Absences for jury duty, attendance as a witness or military leave in any week in which
the employee has performed any work
3. Any other deductions prohibited by state or federal law
Please note: Exempt employees will be required to use accrued vacation, sick days or other
forms of paid time off for full or partial day absences for personal reasons, sickness or
disability. However, such salary will not be reduced for partial day absences if the exempt
employee does not have accrued vacation or sick time.
To Report Violations of This Policy, Communicate Concerns or Obtain More
Information It is a violation of policy for any employee to falsify a time punch or to clock
another individual in or out. It is also a serious violation for any employee or manager to
instruct another employee to incorrectly or falsely report hours worked or alter another
employee’s time to either under- or over-report hours worked. If an employee is instructed by
a manager or employee to: (1) incorrectly or falsely under- or over-report hours worked, (2)
alter another employee’s time records to inaccurately or falsely report that employee’s hours
worked or (3) conceal any falsification of time records or to violate this policy, they should
not do so. Instead, the employee should immediately report this to Human Resources or the
Chief Executive Officer.
Employees should not work any hours outside of the scheduled workday unless authorized by
a supervisor in advance. Employees should not start work early, finish work late, work during
a meal break or perform any other extra or overtime work unless authorized to do so and that
time is recorded. Employees are prohibited from performing any off-the-clock work. “Offthe-clock” work means work an employee may perform but fails to report the time. Any
employee who fails to report or inaccurately reports any hours worked will be subject to
disciplinary action up to and including discharge.
If an employee has questions about deductions from their pay, he or she should contact
Payroll or Human Resources. If an employee believes their wages have been subject to any
improper deductions or that their pay does not accurately reflect all hours worked, they should
immediately report these concerns to a supervisor. If a supervisor is unavailable, or if the
employee feels it would be inappropriate to contact that person, they should contact the Chief
Executive Officer.
Every such report will be fully investigated, and corrective action will be taken, up to and
including the discharge of any employee(s) who violates this policy.
38
Compensation
In addition, the Jewish Federation of Omaha and its Agencies do not allow any form of
retaliation against individuals who report alleged violations of this policy or who cooperate in
the investigation of such reports. Any form of retaliation taken in violation of this policy will
result in disciplinary action up to and including discharge.
CONFERENCES AND LECTURES
The Jewish Federation of Omaha and its Agencies encourage professional development and
recognizes that outside conferences, seminars and lectures can enhance employee skills and
knowledge. Some employees are required to maintain a certain amount of educational credits
to maintain their license or acquire certificate renewals.
Employees seeking to attend an outside seminar, conference or lecture must seek the approval
of their manager or the Agency Director. For approved courses, the employee will be
reimbursed for all reasonable expenses incurred by attending such conferences (such as
lodging, meals, travel, etc.).
STAFF DEVELOPMENT
Training
The Jewish Federation of Omaha and its Agencies offer an array of educational programs
throughout the year to help broaden employee skills, knowledge and techniques with the
ultimate goal of providing the finest care for the employees, Residents, members and clients
we serve.
39
BREAKS
The Jewish Federation of Omaha and its Agencies offer two 15-minute breaks to employees
working a seven-and-a-half- or eight-hour shift which is scheduled by their manager.
Employees should consult with their manager for their department’s allotted meal break.
BULLETIN BOARDS
The Jewish Federation of Omaha and its Agencies have official bulletin boards throughout
campus. These boards are used to communicate items of interest pertaining to the business of
the facility. Employees may not post any personal items on these bulletin boards, in hallways,
on walls or restrooms.
The Rose Blumkin Jewish Home employee lounges located on the lower level have employee
bulletin boards on which personal postings by employees are permitted with the approval of
the Agency Director or Human Resources. Refer to the Solicitations Policy for more
information.
DRESS CODE
Staff members are expected to report to work in neat, clean attire appropriate for their job
responsibilities. Extremes in grooming and dress will not be allowed.
Many departments have specific dress code and/or uniform requirements. Upon employment,
the manager of each department will inform the employee as to the dress code with which
they are to comply. Departmental dress codes must be followed. Anyone reporting to work
in an unkempt or untidy fashion, as determined by the immediate manager, will be sent home
immediately without pay. Any person repeatedly reminded of appearance will be subject to
disciplinary action.
EMERGENCY PROCEDURES
A Campus Emergency & Security Plan is reviewed regularly by the Security and Safety
Committee. Copies are available in Human Resources should an employee wish to review it.
If an employee needs to be contacted in case of an off-campus emergency, family and friends
should contact the Front Desk at (402) 334-8200.
Campus Policies
40
GRATUITIES AND TIPS
Employees accept their position at the Jewish Federation of Omaha and its Agencies with the
knowledge that their hourly rate or salary plus fringe benefits will be their total compensation
package. Employees who either ask for or accept tips or gifts of any kind are subject to
disciplinary action, including possible termination.
Residents, family members and clients occasionally wish to express appreciation of services
through gifts or money. Employees should encourage Residents, family members and clients to
contribute to the Employee Appreciation Fund in that employee's name instead. This fund is to be
used to purchase gift certificates for all employees during the holidays. In this way, all employees,
even those isolated from Residents, families and clients, will benefit from the generosity of those
seeking to thank staff for providing exceptional services.
Gifts such as food or flowers may be accepted if they are shared with co-workers. If a Resident
makes something for an employee in an activity sponsored by the Rose Blumkin Jewish Home,
the employee is permitted to accept it. This and all gifts should be discouraged, however.
Finally, employees are not permitted to directly accept gifts from vendors or firms doing
business with the facility under any circumstance. Employees engaging in this practice may
be subject to immediate termination.
HARASSMENT
The Jewish Federation of Omaha and its Agencies are committed to providing a work
environment free from harassment and will not tolerate conduct by any employee that harasses,
disrupts or interferes with another’s work performance or which creates an intimidating, offensive
or hostile work environment. We strive to maintain a working environment free from all forms of
harassment. This policy covers conduct in the workplace, at social functions sponsored by the
organization (such as holiday dinners, picnics, etc.) and business functions (such as conventions,
tradeshows, etc.).
Campus Policies
Management personnel have a responsibility to maintain a workplace free of any form of sexual
harassment. No manager shall threaten or insinuate, either explicitly or implicitly, that an
employee’s refusal to submit to sexual advances will adversely affect the employee’s
employment, evaluation, wages, advancement, assigned duties, shifts or any other condition of
employment or career development. Sexually-harassing conduct in the workplace, whether
committed by managers, non-managerial employees or outside individuals (vendors, customers,
etc.), is expressly prohibited and will not be tolerated.
In addition, any messages or communications sent or received through our electronic
communications systems are subject to our anti-harassment, anti-discrimination and nonsolicitation policies. The use of information systems (including email or the Internet) for the
display or transmission of sexually explicit images, messages, off-color jokes or anything that may
be construed as harassment or showing disrespect for others is prohibited.
41
Definitions
Harassment: Behavior such as telling ethnic jokes, making religious slurs, using offensive
“slang” or other derogatory terms denoting a person’s race, age, national origin, disability or
mimicking one’s speech, accent or disability are examples of harassment and will not be tolerated
in our organization. Retaliating or harassing individuals by making derogatory comments
regarding protected statuses or characteristics and any other words or conduct that might create a
hostile or offensive working atmosphere are also prohibited.
Sexual Harassment: Sexual harassment is harassment related to or because of an individual's
gender or sexuality. Unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature constitute sexual harassment when that conduct is directed
toward an individual because of that individual's gender and:
1. submission to such conduct is made either explicitly or implicitly a term or condition of an
individual's employment; or
2. submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual; or
3. such conduct is of such frequency and/or severity that it has the purpose or effect of
unreasonably interfering with an individual's work performance or creating an intimidating,
hostile or offensive working environment.
Conduct such as sexual or sexist language, jokes or innuendo; nude, profane or obscene cartoons,
drawings or photographs; whistling, staring, inappropriate touching, hugging or kissing is strictly
prohibited and is not tolerated by the Jewish Federation of Omaha and its Agencies.
Procedure Employees of the Jewish Federation of Omaha and its Agencies have the right and the
responsibility to immediately report any actions or words by a manager, co-worker, vendor or
other individual that you believe to be unwelcome harassment so that such complaints can be
quickly and fairly resolved. Employees should report the incident to Human Resources or to the
Agency Director. The organization will not retaliate against any employee for filing a complaint
or cooperating in an investigation and will not tolerate or permit retaliation by management,
employees, co-workers or non-employees such as clients, vendors and contractors. All incidents
and allegations of harassment at the workplace must be brought to the attention of the Chief
Executive Officer.
Any employee or member of management who is found, after appropriate investigation, to have
engaged in harassment of another employee or to have retaliated against an employee for
reporting harassment will be subject to appropriate corrective action, depending on the
circumstances, ranging from a personal apology to termination.
42
Campus Policies
All complaints of harassment will be investigated promptly and in an impartial manner.
Discretion will be used during the investigation in order to maintain as much confidentiality as is
possible while still being able to effectively complete the investigation. The findings of the
investigation will be documented. If an employee is not satisfied with the handling of a complaint
or the action taken, he or she may follow the Conflict and Resolution Procedure defined in this
Handbook.
HIPAA
The Jewish Federation of Omaha and its Agencies expect that each employee will respect and
maintain confidentiality regarding Residents, patients and clients. Employees may not
divulge any Protected Health Information (PHI) regarding an employee, Resident, member or
client unless required to do so as part of their duties. PHI may be communicated on paper,
electronically or orally. Any breach of confidentiality may result in disciplinary action or
dismissal. It is the policy of the Jewish Federation of Omaha and its Agencies to prevent the
indiscriminate disclosure of individual healthcare information in accordance with the
Department of Health and Human Services Health Insurance Portability and Accountability
Act of 1996 (HIPAA) otherwise known as “The Privacy Rule.” Employees should refer to the
HIPAA Privacy Policy in their manager’s Administrative Policy and Procedure Manual,
which outlines the procedures the Rose Blumkin Jewish Home, Jewish Social Services and
Jewish Family Service will utilize regarding PHI.
All employees should read and sign the attached Confidentiality Agreement and return it to
their supervisor for inclusion in their personnel file.
HOLIDAY CUSTOMS / MUSIC
The Jewish Federation of Omaha and its Agencies promote an atmosphere which would prevent
offending Jewish employees, Residents, families, members and clients who might not wish to be
confronted by symbols of other religions or observances. While we certainly respect the right of
every employee or Resident to celebrate and recognize their holidays, as Jewish Agencies, only
Jewish symbols are allowed in common and work areas.
The staff of the facility may decorate and wear seasonal holiday decorations such as teddy bears,
snowmen, bells or the words "Happy Holidays" or "Seasons Greetings.” These are all considered
acceptable symbols.
Examples of unacceptable religious (non-Jewish) symbols and music include the words "Merry
Christmas,” "Joy to the World,” a crèche, a babe in the manger, wise men, shepherds, wreaths or
Christmas trees.
All employees, regardless of personal religious beliefs, are expected to respect Jewish holidays
and customs.
Any questions about the appropriateness of decorations or music should consult with Human
Resources.
Campus Policies
ID BADGES
All employees of the Jewish Federation of Omaha and its Agencies are issued an ID badge.
All employees, both exempt and non-exempt, are responsible to display their ID badge on the
upper portion of their body at all times while in the building.
43
INFORMATION TECHNOLOGY
The Jewish Federation of Omaha and its Agencies are committed to preventing the occurrence
of inappropriate, unethical or unlawful behavior by any of the users of its Information
Technology (IT) systems and networks. These responsibilities are not only mandated by the
Jewish Federation of Omaha and its Agencies, but also by legal and ethical obligations
concerning the welfare and privacy of its customers, members and business partners. This
usage policy and its strict enforcement is an important and necessary part of the overall usage
strategy. Violations of any of the IT policies may result in disciplinary action up to and
including termination.
This policy applies to all IT users working for the Jewish Federation of Omaha and its
Agencies, including permanent full- and part-time employees, contract workers, temporary
agency workers, business partners, and vendors, who access the Internet servers through the
computing or networking resources both on and off the premises. Users are expected to be
familiar with and to comply with this policy and are also required to use their common sense
and exercise good judgment while using computer network technology.
CELL PHONE / PERSONAL ELECTRONIC DEVICE POLICY
Nebraska law prohibits the use of any handheld wireless communication device to read a
written communication, manually type a written communication or send a written
communication while operating a motor vehicle which is in motion. Therefore, the following
policy has been established:
1. Employees are not permitted to use a handheld cell phone while operating a motor
vehicle on company business and/or on company time.
2. Employees are not permitted to read or respond to emails or text messages while
operating a motor vehicle on company business and/or on company time.
3. This policy applies to the use of all cell phones and personal electronic devices.
Violation of this policy will be subject to further disciplinary actions up to and including
termination.
Employee Personal Electronic Devices Policy
44
Campus Policies
1. During paid work time, employees are prohibited from using personal electronic
devices including, but not limited to: cell phones, MP3 players, laptop computers,
cameras, iPads, iPods, electronic readers and Bluetooth devices.
2. Personal electronic devices may be used away from work areas during the employee’s
paid/unpaid break times.
3. If an employee is observed using a personal electronic device in a work area, they will
be informed to put the device away. Their supervisor will then be notified.
4. Continued use of personal electronic devices during working hours will result in
disciplinary action up to and including termination.
5. Use of cell phones is identified as talking on a phone, sending or receiving text
messages, gaming, picture-taking or having the cell phone in-hand.
6. Management employees may use their personal cell phone for business-related issues.
7. Cell phones and other electronic devices are prohibited from use during meetings and
in-services. Employees should turn the device off or turn the phone to vibrate.
8. The facility assumes no liability for theft, loss or damage of employees’ personal
electronic devices.
9. Situations may arise when managers allow employees to carry personal electronic
devices or cell phones.
COMPUTER / INTERNET POLICY
Daily Usage All computers must be locked when left idle for more than thirty (30) minutes in
a private area. Computers in public areas must be locked when unattended. Locking is
accomplished by pressing the Ctrl, Alt, Delete keys simultaneously, then pressing the Enter
key. Public areas include Member Services, the Fitness Center, Front Desk areas, the Health
Spa and the Youth Lounge.
All computers should be restarted at least once a week to ensure proper backup. Shutting
down the computer is the responsibility of the user.
When in need of IT assistance, employees should submit an official request detailing the
problem to [email protected].
Internet Usage Access to the Internet and company software will be approved and provided
only if reasonable business needs are identified. Internet services will be granted based on an
employee’s current job responsibilities. If an employee moves to a different position within
the organization, internet access will be reevaluated.
Acceptable use of the Internet for performing job functions might include:
1.
2.
3.
4.
Communication between employees and non-employees for business purposes
IT technical support downloading software upgrades and patches
Review of possible vendor websites for product information
Research directly related to the employee’s position
Personal Usage Using company computer resources to access the Internet for personal
purposes, without approval from the user’s manager and IT, may be considered cause for
disciplinary action up to and including termination.
Campus Policies
Users who choose to store or transmit personal information do so at their own risk. The
Jewish Federation of Omaha and its Agencies are not responsible for any loss of information
or any consequential loss of personal property.
Privacy All networks on campus are secured by a firewall that logs access both in and out of
the network. Internet users should be aware that the Jewish Federation of Omaha and its
Agencies create an audit log reflecting use of the Internet, both in-bound and out-bound
addresses, and is periodically reviewed.
Management reserves the right to examine email, personal file directories, web access and
other information stored on company computers at any time and without notice. This
examination ensures compliance with internal policies and assists with the management of
company information systems.
45
All information, including emails, created or stored on Agency equipment or using Agency
accounts, is the property of the Jewish Federation of Omaha and its Agencies. This
information may be accessed or deleted at any time by an employee’s supervisor or the
Systems Administrator.
Confidentiality Staff members are responsible for protecting the confidentiality of Agency
information by following all given guidelines including:
1. Keeping passwords confidential and changing them when directed
2. Logging out of a workstation and/or remote connection when not in use
3. Prohibiting any individual other than the logged-in user from accessing a workstation
while logged-in
4. Locking offices when not present
5. Reporting lost or stolen keys
6. Not copying agency information onto other media without authorization
7. Having confidentiality agreements signed when any Agency information is shared with
outside organizations via disk, modem or other media
Furthermore, employees are required to respect confidentiality of any data not meant for their
review. This includes documents left in printers and fax machines, open files on or accessible
through a computer and similar situations. Staff members are prohibited from accessing another
user’s files without specific authorization.
Consequences of Violations Violations of this policy will be documented and can lead to
revocation of system privileges and/or disciplinary action up to and including termination.
Additionally, the Jewish Federation of Omaha and its Agencies may at their discretion seek
legal remedies for damages incurred as a result of any violation. The Jewish Federation of
Omaha and its Agencies may also be required by law to report certain illegal activities to the
proper enforcement agencies.
EMAIL POLICY
Every employee of the Jewish Federation of Omaha and its Agencies are responsible for using
the electronic mail (email) system properly and in accordance with this policy. Employees
shall keep passwords confidential and change them when directed.
Email attachments from known senders should be scanned for viruses. Email attachments from
unknown senders should be deleted without opening, and IT should be notified. Viruses are
often spread by enclosing them in email attachments that look legitimate.
46
Campus Policies
Employees should be aware that deletion of any email messages or files will not truly
eliminate the messages from the system. All email messages are stored in a central back-up
system in the normal course of data management. Users who choose to store or transmit
personal information do so at their own risk. The Jewish Federation of Omaha and its
Agencies are not responsible for any loss of information or any consequential loss of personal
property.
Because email records and computer files may be subject to discovery in litigation, employees
are expected to avoid making statements in email or computer files that would not reflect
favorably upon the Jewish Federation of Omaha and its Agencies and any employees.
The email system is the property of the Jewish Federation of Omaha and its Agencies. It has
been provided for use in conducting business; therefore, all communications and information
transmitted by, received from or stored in the system are facility records and property of the
Jewish Federation of Omaha and its Agencies. Use of the email system for personal purposes
is discouraged. The email system may not be used to solicit for religious or political causes,
commercial enterprises, outside organizations, or other non-work-related solicitations.
Employees have no right of personal privacy in any matter stored in, created, received or sent
over the email system. The Jewish Federation of Omaha and its Agencies, in their discretion
as owners of the email system, reserve and may exercise the right to monitor, access, retrieve
and delete any matter stored in, created, received or sent over thee-mail system for any reason
and without the permission of any employee. No employee shall knowingly disable software
or systems identified as a monitoring tool.
SOCIAL NETWORKING POLICY
Campus Policies
The following is the social media and social networking policy of the Jewish Federation of
Omaha and its Agencies. The Jewish Federation of Omaha and its Agencies are committed to
preventing the occurrence of inappropriate, unethical or unlawful behavior by any of the users
of its computing systems and telecommunications networks. The absence or lack of explicit
reference to a specific site does not limit the extent of the application of this policy. Where no
policy or guideline exists, employees should use their professional judgment and take the
most prudent action possible. Employees should consult with their manager or Human
Resources if there is any uncertainty. Failure to comply with the following guidelines may
result in disciplinary action up to and including termination of employment.
1. Personal blogs should include clear disclaimers that the views expressed by the author
of the blog are the author's alone and do not represent the views of the Jewish
Federation of Omaha and its Agencies. The author should write in the first-person
perspective. The writing should clearly indicate that the author is not writing on behalf
of the Jewish Federation of Omaha and its Agencies.
2. Information published on an employee’s blog(s) should comply with the confidentiality
and disclosure of proprietary data policies of the Jewish Federation of Omaha and its
Agencies. This also applies to comments posted on other blogs, forums and social
networking sites.
3. Employees should always be respectful to the Jewish Federation of Omaha and its
Agencies, other employees, customers, partners and competitors.
4. Posting disparaging remarks about the Jewish Federation of Omaha and its Agencies,
their employees, affiliates, customers or competitors is prohibited.
5. Social media activities should not interfere with work commitments and should comply
with other electronic telecommunication policies.
6. Employees should be aware that their online presence and actions captured via images,
posts or comments can reflect that of the Jewish Federation of Omaha and its Agencies.
47
7. Employees should not reference or cite clients, partners or customers of the Jewish
Federation and its Agencies without their express consent. In all cases, employees
should not publish any information regarding a client during the engagement.
8. Employees should respect all copyright laws and reference or cite sources
appropriately. Plagiarism applies to both online and written communications.
9. The logos, trademarks, mottos or photographs of the Jewish Federation and its
Agencies may not be used without written consent.
Any individual who posts on a social networking website can be held personally responsible,
and any remark posted on a social networking website can remain in cyberspace indefinitely.
INOCULATIONS
Tuberculosis (PPD Skin Test) New employees of the Jewish Federation of Omaha and its
Agencies may be required to undergo a PPD skin test. This test determines the presence of
tuberculosis and is provided by the Jewish Federation of Omaha and its Agencies at their
expense. WorkFit will administer the test, and the employee is responsible for having the test
read within the required window of time. Any of the nurses at the Rose Blumkin Jewish
Home can read the test to determine positive or negative test results. Human Resources is
responsible for faxing the results back to WorkFit. If an employee fails to have his or her test
read within the time constraints, the Jewish Federation of Omaha and its Agencies will pay to
have a second test conducted. However, if the second test is not read on time, the employee
will then be responsible for the cost of the third test.
All employees with a positive PPD skin test will be sent immediately to the occupational
health physician of the Jewish Federation of Omaha and its Agencies to have a chest x-ray.
Referred employees must provide a copy of the x-ray results and a release-to-duty from their
primary physician prior to returning to work. Failure to provide the above will be grounds for
termination. The Jewish Federation of Omaha and its Agencies will pay all costs incurred for
tests and physician visits related to these tests.
Hepatitis B The Hepatitis B vaccine is provided by the Jewish Federation of Omaha and its
Agencies at the facility’s expense. Human Resources will offer the vaccine to all employees
at no charge to the employee. The vaccine is administered by Workfit or the Rose Blumkin
Jewish Home depending on employment location. This series of shots requires a second
injection thirty (30) days after the initial injection and a final shot six (6) months after the first
injection. A titer must be drawn one to two (1-2) months after the final injection. The Jewish
Federation of Omaha will pay for all employees’ Hepatitis B vaccinations.
KOSHER DIETARY LAWS
48
Campus Policies
The Jewish Federation of Omaha and its Agencies observe Kosher dietary laws and,
accordingly, operates Kosher kitchens. During the course of employment, employees may
receive information regarding Kosher laws and rituals. Adhering to Kosher dietary laws
presents some restrictions for employees, Residents, members and visitors. Dishes, utensils or
other re-usable dietary supplies should not be removed from the kitchen/dining room areas. If
an employee, a Resident or a visitor brings outside food onto the campus, he or she must
provide their own utensils.
All employees who eat their meals on campus will be required to eat in the staff lounge or
designated areas. Employees who bring their own food must store it in a designated
refrigerator provided for staff and not in the Dietary kitchens.
For more detailed information regarding Kosher dietary laws and restrictions, employees
should consult with their manager or Human Resources.
LACTATION POLICY
Employees who are nursing are provided with reasonable break time to express breast milk
for up to one year following the birth of a child so long as providing such break time does not
unduly disrupt operations. The Jewish Federation of Omaha and its Agencies will make
reasonable efforts to provide a private location (other than a bathroom) for such purposes.
Retaliation against employees who exercise their rights under this policy will not be tolerated
and can result in disciplinary action up to and including termination of employment.
PARKING
The Jewish Federation of Omaha and its Agencies have assigned parking spaces on the
campus. Employees should see their manager or Human Resources for information on
parking locations.
SEVERE / INCLEMENT WEATHER
In the case of severe or inclement weather, it is expected that all employees will report to
work at their scheduled times. Non-exempt employees who arrive late or leave early will be
paid for actual hours worked. Employees who leave before the end of their shift must secure
approval from their manager or the Agency Director. If an employee is unable to report for
duty on an emergency day, this may be charged as an earned (accrued) vacation day.
Non-exempt employees authorized to sleep over in preparation for an emergency situation
shall be paid the minimum wage for all non-working hours.
SIGNING LEGAL DOCUMENTS
Campus Policies
A member of the Jewish Community Center or a Resident of the Rose Blumkin Jewish Home
may ask an employee to witness or sign a legal document. Employees must not witness or
sign any legal documentation not generated by an Agency of the Federation (i.e., wills,
powers of attorney, custody documents, etc.). The employee should respond to such a request
that it is against the facility’s policy. This policy does not pertain to senior management
signing business-related documents such as vendor contracts.
49
SMOKING
The buildings of the Jewish Federation of Omaha and its Agencies are smoke-free; therefore,
smoking, vaping, and e-cigs are prohibited in the buildings. Employees, residents, members
and clients may smoke in the designated smoking areas outside the ambulance entrance door
on the north side of the Rose Blumkin Jewish Home building or outside the Jewish
Community Center’s kitchen. The Residents of the Home have a designated smoking area in
the central courtyard. Staff will assist Residents, clients and other guests with directions to
the designated areas and, if necessary, provide assistance in getting to these areas.
SOCIAL SECURITY NUMBER PROTECTION
This policy provides for the confidentiality of employees’ social security numbers obtained by
the Jewish Federation of Omaha and its Agencies in the ordinary course of business.
References in the policy to “social security number” mean an individual’s social security
number or more than four sequential digits of that number. References in the policy to
“documents” include all documents regardless of form (i.e., paper, electronic, microfiche,
etc.).
This policy applies to all employees of the Jewish Federation of Omaha and its Agencies,
including leased employees, independent contractors and any other person (such as the spouse
of an employee) for which an individual’s social security number has been obtained.
Access to Social Security Numbers The Jewish Federation of Omaha and its Agencies
restrict access to information or documents containing social security numbers to employees
having a legitimate business reason to access such information or documents. Human
Resources serves as the representative responsible for implanting this restriction through
appropriate training and procedures.
Prohibited Disclosures Except as otherwise provided within this section, employees shall
not:
50
Campus Policies
1. Publically post or display, in any manner, more than the last four digits of an
employee’s social security number, including intentional communication of
more than the last four digits of the social security number or otherwise making
more than the last four digits of the social security number available to the
general public or to an employee’s co-workers;
2. Require an employee to transmit more than the last four digits of his or her
social security number over the Internet unless the connection is secure or the
information is encrypted;
3. Require an employee to use more than the last four digits of his or her social
security number to access an Internet website unless a password, unique
personal identification number or other authentication device is also required to
access the Internet website; or
4. Require an employee to use more than the last four digits of his or her social
security number as an employee number for any type of employment-related
activity.
Permitted Disclosures Use of more than the last four digits of an employee’s social security
number shall be permitted only for:
1. Compliance with state or federal laws, rules or regulations;
2. Internal administrative purposes, including provision of more than the last four
digits of a social security number to third parties for such purposes as
administration of personnel benefit provisions for the employer in employment
screening and staffing; and
3. Commercial transactions freely and voluntarily entered into by the employee
with the employer for the purchase of goods or services.
Additional Prohibited Uses As used in this policy, "internal administrative purposes" in the
Permitted Disclosures subsection, above, does not include any of the following and the
Prohibited Disclosures subsection shall continue to apply to such uses:
1. Identification number for occupational licensing;
2. Identification number for drug-testing purposes except when required by state
or federal law;
3. Identification number for meetings of the Jewish Federation of Omaha and its
Agencies;
4. In files with unrestricted access within the Jewish Federation Omaha and its
Agencies;
5. In files accessible by any temporary employee unless the temporary employee is
bonded or insured under a blanket corporate surety bond or equivalent
commercial insurance; or
6. For posting of any type of information of the Jewish Federation of Omaha and
its Agencies.
Under no circumstances should an employee’s social security number be visibly printed on
any identification badge, membership card, permit or license. Nor shall any document be
mailed which contains a social security number that is visible on or from the outside of the
envelope or packaging for the document.
Campus Policies
Destruction Documents that contain social security numbers shall be properly destroyed
when those documents are no longer needed to be retained pursuant to the document retention
policies of the Jewish Federation of Omaha and its Agencies. Paper documents containing
social security numbers should be shredded. Electronic documents containing social security
numbers should be destroyed in a manner consistent with the “best practices” guidelines for
computing and technology.
Violations Violations of this policy may result in disciplinary action up to and including
termination of employment. Individuals who violate this policy may also be subject to
penalties provided for in Neb. Rev. Stat. § 48-237.
51
SOLICITATIONS
Face-to-face solicitation by an employee of another employee is prohibited during the
working time of either person. “Working time” is defined as time when an employee's duties
require that the employee be engaged in work tasks. No literature shall be posted or
distributed anywhere on the premises without the authorization of the Chief Executive Officer
or Human Resources. The physical distribution of printed materials or literature of any nature
shall be limited to non-work areas at non-work times. Solicitation or distribution of material
on company property by persons not employed by the Jewish Federation or its Agencies is
prohibited at all times. Email, voicemail, internet and computers are to be used for workrelated items only.
SUBSTANCE ABUSE
It is the policy of the Jewish Federation of Omaha and its Agencies to perform drug-testing on
all new employees.
1. All new employees will be required to submit to a drug screen.
2. Some departments also require a physical exam upon employment.
3. The new employee is required to inform the examining physician of any prescription
medications they are currently taking. The employee may be required to provide their
physician’s release to work while using the medication.
4. If a new employee refuses the drug-testing, the job offer will be rescinded.
5. The results of the drug test are conditional for employment and will be sent to Human
Resources.
6. Human Resources will notify the hiring manager only if the test results come back
positive.
7. The department manager or designee will inform the employee of the test results in a
confidential manner.
8. If the drug-testing is positive, the Jewish Federation of Omaha and its Agencies will
rescind the job offer.
The Jewish Federation of Omaha and its Agencies employ persons capable of providing highquality healthcare and services unhampered by the influence of substance abuse. The Jewish
Federation of Omaha and its Agencies are committed to creating and maintaining a substance
abuse-free workplace. We define “substance abuse” broadly as the dependency on any
chemical substance (e.g., alcohol or prescription, over-the-counter or illegal drugs) that
creates psychological and physical dependency and alters the individual’s lifestyle, health,
personal relationships or job performance.
Employees whose functions are impaired by substance abuse will not be permitted to continue
working.
52
Campus Policies
Employees’ use, possession or distribution of alcohol, illegal drugs or controlled substances
for other than prescribed medical care by authorized personnel is strictly forbidden at the
workplace and will be considered grounds for termination of employment.
WHISTLEBLOWER POLICY
The Whistleblower Policy of the Jewish Federation of Omaha and its Agencies: (1)
encourages staff and volunteers to come forward with credible information on illegal practices
or serious violations of adopted policies of the Jewish Federation of Omaha and its Agencies;
(2) specifies that the Jewish Federation of Omaha and its Agencies will protect the person
from retaliation; and (3) identifies where such information can be reported.
Campus Policies
1. Encouragement of reporting The Jewish Federation of Omaha and its Agencies
encourage complaints, reports or inquiries about illegal practices or serious violations
of its policies, including illegal or improper conduct by the Jewish Federation of
Omaha and its Agencies, by their leadership or by others on their behalf. Appropriate
subjects under this policy would include financial improprieties, accounting or audit
matters, ethical violations or other similar illegal or improper practices or policies.
Other subjects on which the organization has existing complaint mechanisms should be
addressed under those mechanisms, such as raising matters of alleged discrimination or
harassment via the Jewish Federation of Omaha and its Agencies’ Human Resources
channels, unless those channels are themselves implicated in the wrongdoing. This
policy is not intended to provide a means of appeal from outcomes in those other
mechanisms.
2. Protection from retaliation The Jewish Federation of Omaha and its Agencies
prohibit retaliation by or on behalf of the Jewish Federation of Omaha and its Agencies
against staff or volunteers for making good faith complaints, reports or inquiries under
this policy or for participating in a review or investigation under this policy. This
protection extends to those whose allegations are made in good faith but prove to be
mistaken. The Jewish Federation of Omaha and its Agencies reserve the right to
discipline persons who make bad faith, knowingly false or vexatious complaints,
reports or inquiries or who otherwise abuse this policy.
3. Where to report Complaints, reports or inquiries may be made under this policy on a
confidential or anonymous basis. They should describe in detail the specific facts
demonstrating the basis for the complaint, report or inquiry and should be directed to
the employee’s direct supervisor, Human Resources, the Chief Financial Officer or the
Chief Executive Officer. The Jewish Federation of Omaha and its Agencies will
conduct a prompt, discreet and objective review or investigation. Staff or volunteers
must recognize that the Jewish Federation of Omaha and its Agencies may be unable to
fully evaluate a vague or general complaint, report or inquiry that is made
anonymously.
53
WORKERS’ COMPENSATION
ACCIDENTS AND INJURIES AT THE WORKPLACE
The Jewish Federation of Omaha and its Agencies are committed to maintaining a safe
working environment. Almost all accidents that occur in the workplace can be prevented.
Employees are urged to use care and take all instructed precautions in the performance of their
work, including following correct body mechanics and wearing proper safety equipment at all
times.
In the unfortunate event that an employee is hurt on the job; it is his or her responsibility to
immediately notify their manager. Any treatment the employee receives for a work-related
injury or illness will be covered. A list of the participating treatment centers and physicians is
available upon request to your manager or Human Resources. Please inform the physician or
hospital that your injury or illness is work-related.
All workers’ compensation claims are subject to review by the Jewish Federation of Omaha’s
Risk Management insurer, and, if accepted, the employee’s treatment will be covered by
workers’ compensation insurance. Payment for any work-related treatment cannot be charged
to the employee’s own health insurance with the Jewish Federation, his or her spouse,
domestic partner or parent. The employee’s manager must be kept informed of progress and
dates of absence.
Under the provisions of the Occupational Safety and Health Administration (OSHA) law, the
Jewish Federation of Omaha and its Agencies are required to keep a log of all occupational
injuries and illnesses. Therefore, it is mandatory that an employee report any injury, however
slight, to his or her manager as soon as possible. Working with their manager or the managerin-charge, an Employee Accident/Incident Report must be completed. Employees are not to
complete the Employee Accident/Incident Report without their manager’s or Human
Resource’s involvement and approval.
If an employee leaves the building during working hours because of an injury, they must have
permission from their manager. This applies to both personal and work-related injuries.
In case of an emergency, and when neither an employee’s manager nor Human Resources are
present, it is extremely important that the employee notify their manager and/or Human
Resources on the morning following any injury or accident.
Failure to follow this policy may result in disciplinary action.
Campus Policies
54
WORKPLACE VIOLENCE
To ensure that the Jewish Federation of Omaha and its Agencies remain a workplace safe and
free of violence for all employees, the organization prohibits the possession or use of perilous
weapons on company property. A license to carry the weapon on company property does not
supersede company policy. Any employee in violation of this policy will be subject to prompt
disciplinary action, up to and including termination. All employees are subject to this
provision, including contract and temporary employees, visitors, members and customers on
company property. This policy shall not prohibit the following persons from carrying a
firearm on company property: law enforcement officers or security/designated alternative
guards employed or contracted by the Jewish Federation who have been granted express
permission by the Federation to carry a firearm while on duty.
“Company property” is defined as all company-owned or -leased buildings and surrounding
areas such as sidewalks, walkways, driveways and parking lots under the company’s
ownership or control. This policy applies to all company-owned or -leased vehicles and all
vehicles that come onto company property.
“Dangerous weapons” include, but are not limited to, firearms, explosives, knives and other
weapons that might be considered dangerous or that could cause harm. Employees are
responsible for making sure that any item in their possession is not prohibited by this policy.
The Jewish Federation of Omaha and its Agencies reserve the right to, at any time and at its
discretion, search all company-owned or -leased vehicles and all vehicles, packages,
containers, briefcases, purses, lockers, desks, enclosures and persons entering its property for
the purpose of determining whether any weapon has been brought onto its property or
premises in violation of this policy. Employees who fail or refuse to promptly permit a search
under this policy will be subject to discipline up to and including termination.
Campus Policies
An employee who experiences or witnesses any type of threatening, intimidating or violent
act must immediately report the incident to their manager or Human Resources. If this is not
appropriate, assistance should be sought from the Chief Executive Officer. This behavior can
include, but is not limited to, assault, hitting, punching or physically injuring someone, or
verbally abusing, yelling, intimidating, threatening or cursing at someone. The Jewish
Federation of Omaha and its Agencies have a zero-tolerance policy for this type of behavior
and will take disciplinary action up to and including immediate termination.
55
ROSE BLUMKIN JEWISH HOME POLICIES
BREAKS
The Rose Blumkin Jewish Home provides two staff lounges in the lower level where
employees can spend their break times. There is also a designated outdoor break area
available when weather permits. Please do not take meal breaks at workstations on the
nursing units or at the front desk. For those employees who have office spaces (off the
nursing units) you may choose to take your break in your work area.
EDUCATIONAL OPPORTUNITIES
Shukert Scholarship Fund Eligible employees of the Rose Blumkin Jewish Home who are
interested in furthering their education in their related field may apply for this scholarship.
You can obtain applications from the Office Manager.
Nursing Bridge Program The Nursing Bridge Program provides financial support for
continuing education and professional development. To be eligible you must be a full-time
employee who has been employed at the Home for at least one year in good standing. Talk to
your manager for more information. Applications can be obtained from the Office Manager.
IN-SERVICES
Several educational sessions will be deemed mandatory. This means that all employees are
responsible for attending a session covering the mandatory topic(s). Many of these mandatory
topics are required by state and federal regulations, and the Agency is responsible for tracking
attendance by employees. Failure to attend mandatory in-services may lead to disciplinary
action up to and including termination.
LOCKERS
Lockers will be issued to certain employees for personal use and for safekeeping of personal
property while working. It may be necessary to share a locker. Desks, lockers and other
storage devices may be provided for the convenience of staff but remain the sole property of
the Jewish Federation of Omaha and its Agencies. Although employees are assigned lockers,
the lockers are the property of the facility and are subject to unannounced inspections for
weapons, alcohol, drugs or other inappropriate items. The Jewish Federation of Omaha and
its Agencies are not responsible for any personal property or possessions of the employee, and
the employee is responsible for providing his or her own lock.
56
RBJH Policies
Perishable food items brought to the facility should never be left in lockers in order to prevent
the possibility of insect infestation. A refrigerator is provided in staff areas for food items.
PURCHASING ITEMS FOR RESIDENTS
Because of the significant amount of interaction the employees of the Rose Blumkin Jewish
Home have with their Residents, requests may occasionally be made to purchase personal
items for Residents.
Because each Resident has a unique set of circumstances and health conditions that may react
to certain personal items, the Home does not permit employees to purchase any personal items
for them. Some personal items may be dangerous or hazardous to the health of the Resident.
Requests by Residents should be directed to the manager or the Agency Director for
consideration.
Although social workers may purchase items for the Residents, other employees purchasing
personal items for Residents may be subject to disciplinary action.
RESIDENT RIGHTS
All employees of the Rose Blumkin Jewish Home will be provided with Resident Rights
when they begin their employment and annually thereafter.
Additionally, workplace violence in front of Residents is considered Resident abuse. Any
such violence may be reported to Adult Protective Services (APS) and may result in
disciplinary action up to and including termination. Please refer to Workplace Violence under
Campus Policies for more information.
SHIFT – WEEKEND DIFFERENTIALS
The Jewish Federation of Omaha and its Agencies pay additional compensation to certain
nursing non-exempt employees who work evenings, nights and/or weekends. Current
differential rates are available from your manager.
TELEPHONES
To best meet the needs of our employees, Residents, members and clients, the facility requests
that only emergency phone calls be put through to employees. For staff convenience, there
are telephones located in the staff lounge areas which may be used during breaks.
RBJH Policies
If an employee anticipates an emergency call, they are directed to give family, school, etc. the
facility’s direct number, (402) 330-4272. The employee will be notified of the call.
Resident room phones at the Rose Blumkin Jewish Home are for the convenience of
Residents and are not to be used by staff. Employees identified as using Resident telephones
for personal use will be subject to disciplinary action up to and including termination.
Employees are not permitted to use their personal cell phones while on duty. Please refer to
the Cell Phone/Personal Electronic Device policy under Campus Policies for further detail.
57
The Jewish Federation of Omaha and its Agencies
Employee Policy Acknowledgements
______
Initial
______
Customer Service Of the utmost importance is attention to excellent customer service. It is
expected of all employees that they complete their responsibilities with a positive attitude,
enthusiasm and always show dignity and respect towards those with whom they interact. I
acknowledge that I understand the expectation to provide exceptional customer service each day
in my position.
Confidentiality The Jewish Federation of Omaha and its Agencies use confidential and
Initial
proprietary information in the course of its business. While performing duties on behalf of the
organization, employees may be permitted access to some or all of this confidential information
and must agree to use such information only as required to perform their duties. I agree that all
such information shall be treated as private, privileged and confidential. I understand and
accept that I am bound by each and every term and provision of the Confidentiality Agreement
in this Handbook.
______
Information Technology I acknowledge receipt of and compliance with the Information
Technology policies addressed in this Handbook. This includes use of the internet, email, cell
phone and social media.
Initial
______
Initial
______
Initial
Termination I acknowledge that upon my termination from the Jewish Federation of Omaha
and its Agencies any monies due and owing for outstanding accounts will be deducted from my
final paycheck.
Handbook Acknowledgement I hereby acknowledge that I have received a copy of the
Jewish Federation of Omaha and its Agencies’ Employee Handbook. I understand that this
Handbook contains important information on the Agency's policies and benefits and my rights and
responsibilities as an employee. I will familiarize myself with the material in the Handbook.
I understand that this Handbook replaces all prior handbooks, manuals, policies, summaries and
understandings on these subjects; that it is not intended as a complete statement of my rights or
responsibilities; and that it is not a contract of employment. I also understand that all employment
with the Jewish Federation of Omaha and its Agencies is at-will and can be terminated at any time
for any reason. I understand that the Jewish Federation of Omaha and its Agencies reserves the
right to change, substitute, discontinue, interpret and apply, in its sole judgment, all policies,
procedures and benefits.
Employee Name (please print)
____________________
Job Title
Employee Signature
____________________
Date
58
Acknowledgement
My signature below serves as receipt and understanding of all policies initialed.
Map 60