1. Sexual Harassment
The YWCA is committed to protecting the rights and dignity of each individual served. Sexual harassment is illegal and the YWCA will not permit any intern, male or female, to sexually harass another employee, intern or customer in any way. Sexual harassment refers to behavior that is not welcome, that is personally offensive, that fails to respect the rights of others, that lowers morale, and that, therefore, interferes with our work effectiveness.
Sexual harassment can take many forms: it may be, but is not limited to words, gestures, signs, jokes, pranks, intimidation, physical contact, or violence. Conduct which constitutes sexual harassment may include unwelcome sexual advances, requests for sexual favors, or any other verbal or physical contact of a sexual nature that prevents an individual from effectively performing the duties of their position or creates an intimidating, hostile, or offensive working environment. Any intern found to have engaged in harassing or discriminatory behavior of any kind will be subject to disciplinary action, up to and including termination of their internship.
The YWCA will immediately investigate any complaint of sexual harassment. Such investigation will, to the maximum extent feasible, remain confidential on a strict need-to-know basis.
2. Smoking
The YWCA will comply with state and local laws affecting smoking in the workplace.
One of the YWCA's objectives is to promote health, and we strive to provide a healthy atmosphere for our employees. Therefore, all YWCA property has been designated as smoke-free environments. Accordingly, no smoking is allowed at anytime in the YWCA's facilities. Anyone who violates established smoking rules are subject to the disciplinary procedures of the YWCA.
3. Substance Abuse
The YWCA will not condone interns reporting for work under the influence of non-prescribed drugs, narcotics, or alcohol, or their use, possession, or sale on its premises. Depending upon the severity, such conduct will, at the option of the YWCA, result in any one or combination of the following: request for participation in rehabilitative therapy; disciplinary action; or dismissal.
The YWCA is fully and positively committed to the maintenance of drug-free work sites under federal guidelines as outlined in the Drug-Free Workplace Act.
4. Professional Conduct
It is expected that all interns will be aware that members and guests are always in attendance at our buildings, and will form an impression of the organization based on what they see and hear. The continued success of the YWCA depends upon the quality of the relationships between the YWCA, our employees, our members, our suppliers, and the general public.
Interns are expected to:
● Maintain a neat, organized work area.
● Use good judgment in selecting work attire.
● Engage everyone encountered in the course of one’s work, including members, visitors, contractors, and vendors, with courtesy and respect.
● Communicate pleasantly and respectfully at all times. Grievances and disputes should be handled in a professional, calm, and businesslike manner.
● Follow-up promptly to inquiries and requests.
5. Absences
Regular attendance and punctuality are expected. If illness or unforeseen circumstances cause interns to be absent or late, they should notify their department directors (or Human Resources if department directors are not available) within the first 30 minutes of their scheduled start time. If no supervisor can be reached in person, after reasonable effort, a message should be left, including a telephone number where the caller may be reached.
6. Dress Code
It is the policy of the YWCA to require that all interns and employees dress in a manner that is professional, neat and appropriate for the work environment and the nature of the services provided by the department to which an intern is assigned. This requirement is based on the principle that staffs are the representatives of the YWCA to our clients and to the public as well as a concern for the health and safety of all staff. The YWCA will therefore determine the specific standards of dress for all divisions based on three factors: the work environment, safety concerns and the nature of the services provided. Program specific dress requirements may be issued to after review by the appropriate division executive and Human Resources.
7. Fraternization between Interns/Employees
The YWCA has adopted this policy in recognition of its responsibility to provide guidelines on and caution interns/employees about the potential problems posed by romantic relationships within the workplace. These problems may include conflicts of interest, interference with the productivity of co-workers, and potential charges of sexual harassment. These problems can be particularly serious in situations in which one person has a position of authority over the other, such as in a supervisor-subordinate relationship.
8. Holidays
The YWCA currently observes a total of 10 holidays per year. There are ten (10) fixed holidays and they are:
New Year’s DayPresidents Day
Memorial DayLabor Day
Thanksgiving DayThanksgiving Friday
Martin L. King DayChristmas Day
Independence DayGood Friday
Holidays falling on a Saturday or Sunday will be observed on the preceding Friday or succeeding Monday, as indicated in the annual holiday schedule.
Receipt of YWCA Internship Policy and Procedure Manual
I acknowledge that I have received a copy of the YWCA Policy and Procedure Manual, and will become familiar with procedures, policies, and benefits contained in it. If there is anything I do not understand, I will request an explanation from my supervisor.
I understand that receipt of this document does not constitute an expressed or implied contract of employment between the YWCA and me. I also understand that the provisions of the Manual are not promissory, as they are subject to change by the YWCA, with or without notice, and at the YWCA's sole discretion. This manual supersedes all prior communications regarding the subjects contained in it and any oral representation to the contrary should be disregarded.
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