Black Contractors Association Inc.

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This handbook is designed to answer many of the questions that may arise in connection with your employment at the Black Contractors Association Incorporated. It sets forth general procedures and guidelines only. Neither the handbook nor any of its individual terms constitute or represent contractual comments between the Association and its employees. Should you have questions regarding information in the handbook, please ask your supervisor.

MISSION STATEMENT

EMPLOYEE HANDBOOK June 2008

Black Contractors Association Inc.

EMPLOYMENT PROCEDURES

The Board of Directors is responsible for hiring the Executive Director, who in turn is responsible for hiring, supervising and terminating all employees. The Executive Director may delegate employment and general supervision of employees as he or she deems necessary. Employment for all staff positions shall be on the basis of qualifications as stated in the written job description for each position listed. Employment policies shall comply with relevant federal, state and local laws and regulations. An Equal Employment and Affirmative Action Policy shall be carried out as follows: Black Contractors Association, Inc. (Association) does not discriminate in employment with regard to race, color, creed, age, political or union affiliation, handicap, marital status or sex. This policy of nondiscrimination applies to all terms, privileges and conditions of Employment. The Executive Director is responsible for implementing the Black Contractors Association, Inc.s Affirmative Action Policy. The Executive Director shall be responsible for providing equal opportunity employment to all employees of the Black Contractors Association, Inc. with regard to recruitment, employee benefits and promotions. In-house promotions shall be encouraged through the use of a job-posting program. Employees shall be eligible for in-house promotion following 12 months of continuous employment.

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Black Contractors Association Inc.

Notifications of vacancies together with written approved job description will posted in-house for one week. If the vacancies cannot be filled within, the announcement shall be distributed publicly. The positions may (based on financial ability of the Association) be advertised in local newspapers, in appropriate state circulation newspapers, professional journals and newsletters. In compliance with the Affirmative Action Program, recruitment advertisement and notifications, which identify the Black Contractors Associations, Inc., and will state that the Association is an Equal Opportunity/Affirmative Action Employer.

EMPLOYMENT SCREENING

The Executive Director, or a designee, will screen all applications for employment to determine if they are complete and presented according to instructions. In addition, applications will be review to determine if each applicant meets minimum qualifications for the position.

COMPENSATION AND WORK SCHEDULES

The recommended salary structure is developed to satisfy the two major criteria of being internally equitable and externally competitive. Pay periods are weekly. Employees will be paid on Friday of each week. Should a payday fall on a holiday, paychecks will be disbursed on the previous working day. Persons hired by the hour, day, week or month for a period not to exceed six months shall be classified as temporary

EMPLOYEE HANDBOOK June 2008

Black Contractors Association Inc. employees. Such employees shall not be eligible to participate in any benefit or leave program established by the Association.

Any person (s) employed on a continuous 40-hour week basis on a full year schedule, consisting of 32 hours per week more, shall be classified as a regular employee. Such employees shall be eligible for participation in all Association benefits and leave programs. Persons employed in an e executive, administrative or professional position shall be classified as an exempt employee. By definition, an e exempt employee may require work beyond the 40-hour week. Exempt employees are e expected to perform such work, as their positions require. In no case shall overtime compensation be paid to exempt employees.

TERMS AND CONDITIONS OF EMPLOYMENT

Employment Status Employment with the Black Contracts Association, Inc. is governed under the provisions of at will. Employment is terminable by wither party at any time, with or without cause, with or without explanation. Each employee confirms and acknowledges that any expression by the Association to the effect that the Association hopes for a long or continuing relationship between the Association and employee are merely expressions of an intent that the relationship between the Association and employee are merely expressions of an intent that the relationship be a beneficial one, and such expressions shall in no way be deemed a representation or assurance of continued employment. Each employee confirms and acknowledges that any positive comments or evaluations by the Association as to the employees performance, whether oral or written, shall in no way contradict the parties intent that employment is terminable at will. Each employee confirms and acknowledges that employment shall

EMPLOYEE HANDBOOK June 2008

Black Contractors Association Inc. always be terminable at will, regardless of the term of employment and regardless of any contrary representations of the Association, whether oral or written, expressed or implied.

Personnel Records The Association shall maintain under custody and supervision of the Executive Director a confidential personnel file, containing an individual folder for each employee. The employee upon request may review this file within a reasonable period of time from initiation of the request. The inspection will take place during regular business hours and in the presence of an appropriate member of management. Upon a reasonable request, employees may obtain copies of information from their files. The file must contain such pertinent information as (a) the employees job description; (b) personal history;( c) educational background; (d) experience background; (e) letters of recommendations, etc., and (f) evaluations and records of any other personnel actions. Health examination reports must be maintained in a separate file. Upon termination, employee records shall be maintained for a period of five years. Hours of Employment The basic work week is 40 hours. General office hours are from 8:00 a.m. to 5:00p.m. With a lunch period of one hour and 15minute break for each four-hour period of continuous work. The Executive Director may need to alter this schedule to meet specific program needs. All Black Contractors Associations, Inc. personnel will complete and submit, each pay period, a time sheet that reflects all time worked. All absences of any nature, authorized, shall be recorded. The weekly (or other) time sheets shall be delivered to a designated person/supervisor, by 4:00 p.m. on the last day of the payroll period. Separate files shall be maintained for staff weekly (or other) time sheets, overtime authorization, sick leave records and vacation requests. Overtime
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EMPLOYEE HANDBOOK June 2008

Black Contractors Association Inc. All job descriptions shall include the designation of exempt/non-exempt status, according to the Fair Labor Standards Act. Overtime for non-exempt employees requires prior approval by the Executive Director. Work assignments should be planned so that the overtime occurs rarely, if ever. Non-exempt staff members are compensated for authorized overtime as governed by the Labor Code Division 2, Section 510. Compensatory time off is governed by the Labor Code Division 2, Section 204.3 and is not added to vacation time except by special permission of the Executive Director. Compensatory time off does not apply to employees exempt from over time (executive, administrative and professional provisions of the California wage orders.

Physical Work Space The Association shall maintain facilities that include adequate lighting, heating, ventilation, sanitary and rest facilities. When appropriate, privacy will be provided for interviews. The smoking policy shall be determined by the Executive Director and existing State Legislation. Safety/Equipment/Facility The Association shall maintain a first aid kit in an accessible location to all employees. Emergency and Disaster Preparedness information shall be posted. Health Benefits In addition to the contributions for Social Security (matching FICA deductions), State Unemployment (SUI) and Workmans Compensation the Association shall offer health benefits to regular employees. The Association shall determine the amount paid by the Black Contractors Association Inc. towards health. Employees are encouraged to participate in an adequate medical and hospitalization plan.
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Job Related Expenses Guided by funding source limitations, the Executive Director, or his/her designee shall authorize and approve job-related expenses of Association personnel. Requests for job-related expenses must be in writing and approved by the Executive Director before expenses are incurred. Job-related expenses shall include transportation, meals (excluding alcoholic beverages), lodging, mileage, and other job expenses allowed by each employees funding source. Mileage will be reimbursed at the maximum allowable rate set by the Internal Revenue Service. Within the limitations of available finances, job-related expenses shall be reimbursed in a timely manner. Before jobrelated expenses are reimbursed, they must be verified by proof of original receipts. Reimbursement claims for job-related expenses must be submitted prior to any employees final date of employment. Performance Review The Executive Director shall establish, maintain and direct a written process for an annual performance review of all Association employees. This review shall assure compliance of the Affirmative Action Policy. The performance review is given to: Provided each employee with a greater understanding of his/her job and the expected standards of performance. Encourage the employee to improve his /her job performance.

Assure fair assessment of each employee when considered for promotion or to aid management when a retrenchment process is being followed.

Employees shall have the right to appeal evaluations that they feel are inaccurate or not reflective of their work
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Black Contractors Association Inc. performance. The employee has the right to present his/her appeal to the Personnel Committee. The Committee shall investigate the matter and render a judgement of the appeal. New employees must have at least two performance reviews during their first year of employment.

Salary Structure The Board of Directors shall annually approve a salary structure describing wage and salary grades or ranges for each job classification within the Association. Subject to approval of the Executive, Finance and Personnel Committees, the Executive Director shall establish individual compensation levels within the approved grades or ranges. To facilitate evaluation of the recommended salary structure, the Executive, Finance and Personnel Committees shall report the results of their reviews to the Board of Directors.

Outside Employment Approval for outside employment/consultation may be obtained if the outside employment/consultation presents no actual or potential conflict with full and proper discharge of official Association duties and responsibilities. Payroll Deductions All salary deductions are itemized on the paycheck stub. Any questions regarding the computation of these or other deductions should be directed to the Executive Director. Approved salary deductions include, but not limited to:

Federal and State Taxes Social Security (FICA) Voluntary Medical and Group Hospitalization Retirement Program, if applicable
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Black Contractors Association Inc.

Voluntary Savings or Charitable Deductions (i.e., US Savings Bonds, United Way, etc.) Salary Garnishments (court ordered) Any additional deductions authorized by the Executive Director are subject to the approval of the Board of Directors.

EMPLOYEE HANDBOOK June 2008

Black Contractors Association Inc.

EMPLOYEE BENEFITS Vacation Vacation can be taken after six months of continuous employment. Vacation shall be granted as having accrued from the date of employment. Regular employees shall earn vacation at the following rate:

Period of Employment 1 year 5 years 10 years 15 years

Total Accrued Per Year 5 days 10 days 30 days 45 days

All employees must be encouraged to exhaust vacation leave prior to the end of the fiscal year. If this is not possible, arrangement must be made with the Executive Director to exhaust accrued hours within thirty days of the end of the fiscal year or by the conclusion of the first full year of service.

Part-time employees who have been employed for six months or longer and who work on average of twenty hours per week shall be entitled to pro-rated vacation leave based on hours worked. Temporary employees are not eligible for vacation leave. When a holiday falls within a vacation period, it is not charged as vacation. If an employee becomes ill during the vacation period, medical leave may be charged instead, but verification of the illness by a physician is required. Vacation leave earned annually is not cumulative. Should an employee not be permitted vacation leave because of Association needs, the employee will be paid for the portion of accrued vacation that would otherwise have been forfeited. All employees shall be encouraged to exhaust vacation leave prior
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EMPLOYEE HANDBOOK June 2008

Black Contractors Association Inc. to the end of the fiscal year. If this is not possible, arrangements with the Executive Director will be made to exhaust accrued hours within 30 days of the end of the fiscal year. Up to eight hours of accrued vacation may be carried over into a subsequent fiscal year. The scheduling of vacations are subject to the convenience of the Association and are approved by the Executive Director. Upon leaving the Association, after giving due and proper notice, employees shall be compensated for unused vacation leave provided all eligible requirements are met. Upon birth or adoption of a child, either parent is eligible to receive up to four months time off. This time will be charged to annual leave or leave without pay (except as specified below). An employee may use medical leave when she is actually unable to perform the duties of her job as a result of pregnancy and or childbirth.

Eduational Leave Protracted educational leave for all employees with or without pay shall be considered by the Executive Director and must be approved by the Board of Directors. Educational leave is not to exceed five days per year. Bereavement Leave Bereavement leave with pay of up to three days for a death in the immediate family, and additional sick leave up to five days may be granted to allow for long distance travel, or other extenuating circumstances, may be granted by the Executive Director. Jury or Witness Duty Employees selected for jury or witness duty, are encouraged to serve their community in this manner, however, should jury duty cause a hardship to the Association, the employees and the Executive Director may attempt to obtain a deferment of service.
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Black Contractors Association Inc. Employees shall be entitled to receive full salary while performing jury or witness duty if funding is available. Any remuneration, other than for travel reimbursement, therefor shall be paid to the Association. If excused early from jury duty, employees are expected to return to return to their work assignments. The employees supervisor must receive a copy of the summons before the leave is taken. Miscellaneous Leave Employees shall be entitled to 16 hours of miscellaneous time off annually. This time is provided to allow for personal emergencies, appointments and other outside obligations and will not require 24-hour prior notice. Miscellanous time cannot be accrued and carried over to another year. Time is granted as scheduling permits. Upon termination, no compensation will be paid for unused miscellaneous leave.

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Black Contractors Association Inc.

EMPLOYEE CONDUCT The Black Contractors Association Inc. calls upon its employees to exercise dedication to the ideas and work of the Association. Employees are permitted to engage in other remunerative activities that do not affect their job performance in the Associations work and that does not adversely affect the public image of the Association. Such activities must be approved in advance by the Executive Director. If the Executive Director engages in other remunerative activity, he or she must have the approval of the Board of Directors. An employee of the Association shall not release information pertaining to the Association to the news media, unless he or she has first obtained permission from the Executive Director, or his or her designee. An employee of the Association shall not use his or her position or the Association to plan, promote or assist a partisan political activity, the fomenting of civil strife or picketing, protesting or any other forms of direct action which are unlawful. The Association shall terminate any employee who, on the basis of substantial and material evidence, has violated this policy. It is the duty of an employee of the Association to disclose a direct financial interest that may impair independence of judgement or action in the performance of professional and official duty. The Executive Director
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shall decide what constitutes a conflict of interest in such cases, subject to the advice or consent of the Board of Directors.

Any employee who fails to come to work without notification to the immediate supervisor is considered absent without leave. Such absences become a break in continuous service that then affects accrual of employee benefits or, after three days, grounds for termination. This policy also applies when an employee fails to report to work on the agreed day after vacation or authorized leave.

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Black Contractors Association Inc.

SEXUAL HARASSMENT
Statement of Commitment It is the policy of the Association to provide a work environment free from sexual harassment. Employees are expected to adhere to a standard of conduct that is respectful of all persons within the work environment. The Association will not tolerate any form of sexual harassment. Definition of Sexual Harassment Sexual harassment includes, but is not limited to: sexual advances, requests for sexual favors and other verbal, physical or visual conduct of a sexual nature occur under any of these circumstances: Submission is made either explicitly or implicitly as a term or condition of employment. Submission or rejection by an employee is used as a basis for employment decisions affecting the employee. Such conduct has the potential to affect an employees work performance negatively and or create an intimidating, hostile or otherwise offensive working environment. For the purpose of further clarification, sexual harassment includes, but is not limited to making deliberate, repeated and written, verbal physical or visual contact with sexual overtones. (Written examples: suggestive or obscene letters, notes or invitations. Verbal examples: derogatory comments, slurs, jokes, or epithets. Physical examples: assault, touching, impending or blocking movement. Vusal examples: pictures, cartoons or posters). Complaint Procedure

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Black Contractors Association Inc. Any employee who believes that he or she has been the victim of sexual harassment should notify the Personnel Committee. This complaint will be investigated in accordance with the Associations Personnel Policy Grievance Procedures. All complaints and investigations will be handled in the strictest confidential manner possible. The Association shall take prompt. Corrective action when it becomes aware of a sexual harassment situation. Such action may include discipline up to and including termination of the offering employee (s). Separation of staff should be conducted in a professional manner and shall assure fairness to both employee and the Association in the following manner: Resignation Supervisory and

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Black Contractors Association Inc.

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