LITTLE LEAGUE BASEBALL, INCORPORATED
EMPLOYEE HANDBOOK
FOR FULL TIME EMPLOYEES
Revised: 01/2016
ACKNOWLEDGEMENT STATEMENT & RECEIPT
I have received a copy of the Employee Handbook.
My signature below indicates that I have received and reviewed the updated Little League Baseball, IncorporatedEmployee Handbook. I understand that this manual contains information regardingLittle League Baseball, Incorporated’s rules, regulations andbenefits which affect me as an employee.
I understand the Employee Handbook remains the property of the Company, and upon separation from employment any copy received is to be returned to Human Resources.
I acknowledge that it is my responsibility to read and understandLittle League Baseball, Incorporated’s Employee Handbook, and will comply with the policies contained in it and any revisions made to it. I understand that the Handbook does not constitute a contractbetween Little League Baseball, Incorporated and myself. I understand my employment is AT-WILL and may be terminated with or without cause and without prior notice by the company, or I may resign for any reason at any time.
Furthermore, I shall comply with the Communication Policy as outlined in this handbook. I further understand that should I commit any violation of this policy, my access privileges may be revoked, disciplinary action and/or appropriate legal action may be taken.
I also understand that Little League Baseball, Incorporatedmayrevise, supplement, or rescind policies, procedures, or benefitsdescribed in the manual, with or without notice.
Print Name: ______
Signature: ______
Date: ______
TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE
Welcome to Little League Baseball, Incorporated!
It is a pleasure to extend a warm and cordial welcome to you as a new employee of Little League Baseball, Incorporated.
I sincerely hope that you will find the duties and responsibilities of your new job both pleasant and challenging, and your career long and rewarding.
This handbook was written for your convenience. It is intended to be a ready reference to all general personnel policies. After you read it thoroughly, please keep it available for future use.
Should there be any questions concerning Little League’s policies or personal benefits, feel free to discuss it with the Director of Human Resources.
We are happy to have you with us!
Sincerely,
Stephen D. Keener
President and
Chief Executive Officer
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INDEX
TitleSection Page
TITLE PAGE11
HANDBOOK RECEIPT (MUST HAND IN TO HR)12
WELCOME PAGE13
INDEX15-9
MISSION STATEMENT110
PURPOSE111
YOUR SUPERVISOR112
DIVERSITY & EQUAL EMPLOYMENT113
OPPORTUNITY STATEMENT
DEFINITION OF EMPLOYEE113
WAGES AND HOURS214-15
Hours of Work214
Breaks & Meal Periods214
Overtime Pay214-15
Timekeeping215
Pay System215
BENEFITS OFFERED BY THE COMPANY316-25
FullTime Employee Benefits317
Group Medical Insurance318
Group Dental Insurance318
Group Vision Insurance319
Life and Disability Insurance319-23
TitleSectionPage
Group Life Insurance319-20
Group Accidental Death Insurance320
Group Business Travel Accident Insurance320
Short Term Disability Policy 320-21
Example of Short-Term Disability Policy322
Long Term Disability Insurance323
Additional Benefits323-24
Savings Plan323
Employee Assistance323
Educational Assistance Program323-24
Employee Training & Development324
VACATION AND TIME OFF425-35
Vacation Policy426
Vacation Schedule427
Paid Holidays427
Additional Paid Time Off428-30
Personal Time428
Personal Injury or Illness428
Bereavement Leave428-29
Work-Related Injury429
Jury/Witness Duty429
Military Training429
TitleSectionPage
Community Volunteer Service &430
Charitable Work
Unpaid Time Off430-32
Military Leave of Absence430
Leave of Absence430
Personal Leave of Absence431
Re-Employment After Leave of Absence431
Family Medical Leave of Absence431-33
Sick Leave433-34
Call Off Procedure for Absences from Work434-35
Attendance and Absenteeism435
RETIREMENT536-39
Employee Retirement Benefits537
Retiree Medical and Dental Assistance538-39
Benefit Limits and Duration538
Participation538
Eligibility538
Plan Entry539
Life Insurance Continuation539
RULES OF CONDUCT/STANDARDS OF CONDUCT640-58
Rules of Conduct for Employees641-42
Tobacco/Nicotine & Smoke Free Workplace643
Violence in the Workplace643-44
Whistleblower Policy645-46
TitleSectionPage
Anti-Harassment Policy647-48
Sexual Harassment648-49
ADA: ADA/ADAAA Policy649
Conflict of Interest Policy650
Confidential Information650-51
Professional Conduct Policy651
Political Neutrality Policy651
Drug and Alcohol Policy652
Dress and Personal Appearance Code653-54
Communication Policy655-58
SAFETY AND SECURITY759-64
Safety Rules760-61
Pets on the Premises761
Security761
Emergency Preparedness762
Evacuation Procedure762
Shelter in Place Procedure763
Lock Down Procedure763
Medical Injuries764
Worker’s Compensation764
MISCELLANEOUS865-69
Employee Appraisal Annual Reviews865
Corrective Procedure865
TitleSectionPage
Notice of Termination865
Change of Records866
Complaint Procedure866
Lost and Found866
Property866
Parking867
Travel Expense Documentation867
Business Visitors867
Severe Weather Conditions867
Anti-Nepotism Policy868
Bulletin Board868
Telephone Calls868
Personal Mail and Company Stationery868
CONCLUSION 869
Little League Baseball, Incorporated
MISSION STATEMENT
Little League Baseball, Incorporated,an international, educational, non-profit organization is designed to instill leadership qualities in boys and girls, ages 4-18. Under the direction of principled adult volunteers, the program utilizes the games of baseball and softball as vehicles to teach children the fundamental skills of the games, and the values of teamwork, fair play, respect for authority and the desire to excel.
1
PURPOSE OF THIS HANDBOOK
This Employee's Handbook has been prepared to familiarize full-time employees with Little League Baseball, Incorporated. Little League Baseball, Incorporated is sometimes referred to in this Handbook as the “Company.” You will find information about our Company, employee benefits, regulations and policies in the book. It is your responsibility to become thoroughly familiar with these areas. The topics covered will assist you in being a part of our work group with a greater measure of ease and efficiency. Please keep in mind that this handbook contains only general information and guidelines for the employer/employee relationship. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to the Human Resource Department.
THIS HANDBOOK DOES NOT CONSTITUTE A CONTRACT BETWEEN LITTLE LEAGUE BASEBALL, INCORPORATED AND ITS EMPLOYEES, AND CANNOT BE CONSTRUED AS CREATING ANY LEGAL RIGHTS OR ENTITLEMENTS.
Furthermore, this handbook is not intended to alter the at-will relationship between Little League Baseball, Incorporated and any employee. Employees who do not have an employment contract are employed at-will by the Company and are subject to termination at any time, for any reason, with or without cause or notice. At the same time, such employees may terminate their employment at any time for any reason.
The language of this handbook and the rules and policies stated in it are not intended to create,nordo they constitute, a contract between the Company and any of its employees. This handbook and the rules and policies contained in it are subject to change at any time within the sole discretion of the Company. As changes occur, you will be notified electronically and the Employee Handbook will be accessible by all employees via our intranet site. Paper copies of the Handbook will be given upon request.
It is the duty of supervisors to administer fairly without discrimination these policies and all employees are expected to abide by and follow said policies.
Please read this handbook carefully. The contents are your responsibility. If you have any questions, please contactthe Human Resources Department. When you have completed your review, please sign the form at the beginning of the handbook stating that you have reviewed the handbook and understand its contents and return the form to the Human Resources Department.
Some subjects described in this handbook are covered in detail in official policy documents. Refer to those documents for specific information because the handbook only briefly summarizes those guidelines and benefits. Please note that the terms of the written insurance policies and changing employment laws are controlling and override any statements made in this or any other document.
References in this Employee Handbook to "his" or "he" are intended to be gender neutral.
YOUR SUPERVISOR
Your Supervisor has a genuine interest in your career. Please discuss any questions or requests with your Supervisor and tell him when something about your job concerns you. You and your Supervisor have a common bond; both of you are interested in seeing the job done as efficiently, effectively, and pleasantly as possible. Your Supervisor is aware that each employee is an individual, with individual concerns. Supervisors are willing to help in any way they can or refer you to the Human Resources Department for specialized guidance. Supervisors, however, do not have authority to alter, change or modify the terms of this Handbook. If you feel you have a unique situation, unlike any other, please see Human Resources for guidance on your issue.
DIVERSITY & EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
Little League Baseball, Incorporated is an equal opportunity employer. We are committed to a policy of equal employment opportunity for all applicants and employees. Employment decisions will comply with all applicable laws prohibiting discrimination in employment.
It is the Company's policy to comply with all applicable state and federal laws regarding equal employment opportunity and to make all employment decisions without regard to and not to discriminate against any employee or applicant for employment because of race, creed, color, religion, national origin, gender, sexual orientation, age, genetic information, non-job related mental or physical handicap or disability, veteran status, or any other characteristic against which discrimination is prohibited by law. This policy applies to all terms and conditions of employment, including,but is not limited to: recruitment, recruitment advertising or other solicitation for employment, hiring, placement, promotion, transfer, demotion, training during employment, selection for training, rates of pay or other forms of compensation and benefits, layoffs and return from layoff practices, and terminations.
The Company expressly prohibits any form of unlawful employee harassment based on any of the protected classes.
See also Anti-Harassment Policy & ADA: ADA/ADAA Policy.
DEFINITION OF “EMPLOYEE”
An employee is defined as a person who is compensated by Little League Baseball, Incorporated and has Social Security and payroll taxes deducted from his pay. To be classified as a full time employee, and eligible for certain full time benefits, the employee must work a minimum of 35 hours per week for 52 weeks of the year.
We have two (2) classifications of Full-Time employees.
(1) Exempt - includes executive, administrative, professional, or computer staff who meet certain criteria in both job duties and salary established by the U.S. Department of Labor and ARE exempt from the minimum wage and overtime provisions of the FLSA (Fair Labor Standards Act). Exempt employees are paid on a salary basis and do not receive overtime.
(2) Non-exempt – includes employees whose work is covered by the FLSA (Fair Labor Standards Act) and are NOT exempt from minimum wage or overtime. Non-exempt employees will be paid overtime at a rate of one and one-half their regular rate of pay for any hours worked over 40 hours in the work week.
WAGES AND HOURS
HOURS OF WORK
Full time employees typically work seven (7) hours per day, thirtyfive (35) hours per week on a year round basis. Your Supervisor will explain procedures and work hours in your particular department. Only full time employees are eligible for certain employee benefits contained in this handbook.
The Company shall establish an employee's working hours in its sole discretion. The Company does reserve the right to change an employee’s working hours.
BREAKS AND MEAL PERIODS
NOTE: Please check State Meal/Rest Period Requirements as some states have different requirements for meal and rest periods than what is provided below.
(1.) BREAK PERIOD: In order to enable you to relax from your work and to obtain some refreshments, two 15-minute rest periods are scheduled. The times of these breaks are typically 10:00-10:15 AM and 3:00-3:15 PM; however, your department Supervisor may schedule your breaks at other times. In such case, your 15 minute break time will be given at another time as close as possible as the times listed here. Each employee is expected to abide by the break schedule established in his or her department. Smokers will be limited to take smoking breaks during these specified breaks and lunch period only. Smoking is NOT permitted on the premises. Abuse of break period time by employees could result in disciplinary action. Non-exempt employees are not required to clock out for break periods because the time is considered “time worked” and is compensable.
(2.) MANDATORY MEAL PERIOD: Each employee receives a one-hour unpaid lunch break. Your Supervisor will advise you of your lunch period schedule. The meal period will not exceed 60 minutes and the meal period will not be included in the total hours of work per day and is not compensable. Non-exempt employees are to be completely relieved of all job duties while on meal breaks and must clock out on their time sheet. You are expected to be at your assigned work station at all times other than breaks and lunch.
OVERTIME PAY
Employees are paid for all hours worked in accordance with all legal requirements. All non-exempt employees are entitled to overtime compensation for hours worked in excess of forty (40) hours per week. Overtime pay is calculated at the rate of one and one-half times your regular rate of pay for all hours over forty (40) hours worked in one work week, based on total hours worked in the work week. Hours paid but not worked, for example holidays and vacations, do not count as hours worked for overtime compensation purposes. Other stateovertime requirements will also apply and be enforced (see your state DOL for your state overtime laws). Overtime must be approved in advance by the manager to whom the employee reports. Unauthorized overtime will be paid in accordance with the law, but the employee will face disciplinary action for their unauthorized overtime.
Occasional overtime is expected from all exempt employees as a normal part of their employment. It is the responsibility of Supervisors to estimate the extent of overtime needed and to plan for its fulfillment. All Supervisors must obtain necessary prior approval for the overtime work from their department head.
TIMEKEEPING
Time sheets are required for ALL non-exempt employees. The usual workweek period is 35 hours. All hours worked will be recorded to the nearest quarter hour. Each non-exempt employee must maintain an accurate daily record of his/her hours worked. All absences from the work day should be appropriately recorded. The work week covers seven consecutive days and starts on Saturday and ends on Friday. Supervisors will distribute time sheets as needed. Time sheets are to be handed in on a bi-weekly basis on Fridays to payroll. You or your supervisor may submit your time sheet, but it is your responsibility to get it to your supervisor promptly for signature and submission or your pay check will be delayed.
Nonexempt employees will be compensated for authorized overtime on the basis of hours registered on the time sheet. Any time recorded on the timesheet over and above the regularly scheduled hours will not be considered as authorized time worked without the appropriate Supervisor's prior approval and signature. Payment for unauthorized overtime will be made, but disciplinary action will be taken up to and including termination from The Company.
PAY SYSTEM
Currently Little League Baseball, Incorporated pays its employees biweekly. The Companypays all employees by direct deposit to either a checking or savings account of your choice. An employee who separates from employment with Little League Baseball, Incorporated will be paid at the next regularly scheduled pay period unless state law dictates otherwise.
Benefits Offered By The Company
FULL-TIME EMPLOYEE BENEFITS
It is the Company's policy to provide its full-time employees with various benefits. A full-time employee is defined as an employee who works a minimum of 35 hours per week for 52 weeks of the year. As you read through this benefit summary, you will see that Little League Baseball, Incorporated has designed these benefit programs to assist you in your lifestyle. Any benefit listed below which allows employee plus eligible dependents to be enrolled in a plan includes all legal spouses including spouses in same sex marriages where the marriage is legally recognized, and all legal eligible dependents. The Company reserves the rights to modify, amend, terminate, or extend benefits on a case by case basis at its sole discretion. For more information regarding benefits programs, please refer to the company Summary Plan Descriptions (SPD), which were provided to employees upon hire, or contact Human Resources. The Human Resource Department is available to answer benefit plan questions and assist in enrollment as needed.
GROUP MEDICAL INSURANCE
The Little League Group Medical Insurance Program is offered to all eligible employees on the 1st day of the month after your date of hire. The coverage is provided through an insurance contract and is underwritten by an insurer selected by the Company in its sole discretion. Eligibility and benefits are governed solely by the terms of the applicable insurance contract. Employees should consult their Group Medical Insurance Benefits Booklet for complete details with respect to the Group Medical Insurance Program.
Under the Company's Group Medical Insurance Plan, the Company currently pays 80% of the cost of coverage for eligible participants and their eligible dependents. Eligible participants are responsible for 20% of the premium cost for this group medical insurance. Current cost to employees can be obtained from the Director of Human Resources. Employee contributions towards medical insurance are made on a pre-tax basis and are made by payroll deduction.
The Company may also offer HRA (Health Reimbursement Accounts) and FSA (Flexible Spending Accounts) if applicable. See Human Resources for details.