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I. MISSION
Functioning as a social equity organization, we are speaking to health illiteracy among
Black people and addressing racism as a public health crisis in the Knoxville
community.
II. OVERVIEW
The Alliance House Community Coalition (AHCC) Employee Handbook (the
“Handbook”) has been developed to provide general guidelines about the Alliance
House Community Coalition (AHCC) policies and procedures for employees, staff
members and volunteers. It is a guide to assist you in becoming familiar with some of
the privileges and obligations of your employment, including the Alliance House
Community Coalition (AHCC) policy of voluntary at‐will employment. None of the
policies or guidelines in the Handbook is intended to give rise to contractual rights or
obligations, or to be construed as a guarantee of employment for any specific period of
time, or any specific type of work. Additionally, with the exception of the voluntary at‐will
employment policy, these guidelines are subject to modification, amendment or
revocation by the Alliance House Community Coalition (AHCC) at any time, without
advance notice.
The personnel policies of the Alliance House Community Coalition (AHCC) are
established by the Board of Directors, which has delegated authority and responsibility
for their administration to the Executive Director. The Executive Director may, in turn,
delegate authority for administering specific policies. Employees, staff members and
volunteers are encouraged to consult the Executive Director for additional information
regarding the policies, procedures, and privileges described in this Handbook.
Questions about personnel matters also may be reviewed with the Executive Director.
The Alliance House Community Coalition (AHCC) will provide each individual a copy of
this Handbook upon employment. All employees are expected to abide by it. The
highest standards of personal and professional ethics and behavior are expected of all
the Alliance House Community Coalition (AHCC) employee’s/staff and volunteers.
Further, the Alliance House Community Coalition (AHCC) expects each employee, staff
member and volunteers, staff members and volunteers to display good judgment,
diplomacy and courtesy in their professional relationships/appearance with members of
the Alliance House Community Coalition (AHCC) Board of Directors, committees,
membership, staff, and the general public.
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III. VOLUNTARY AT‐WILL EMPLOYMENT
Unless an employee has a written employment agreement with the Alliance House
Community Coalition (AHCC), which provides differently, all employment at the Alliance
House Community Coalition (AHCC) is “at‐will.” That means that employees, staff
members and volunteers may be terminated from employment with the Alliance House
Community Coalition (AHCC) or without cause, and employees are free to leave the
employment of the Alliance House Community Coalition (AHCC) with or without cause.
Any representation by any Alliance House Community Coalition (AHCC) officer or
employee, staff member, or volunteer contrary to this policy is not binding upon the
Alliance House Community Coalition (AHCC) unless it is in writing and is signed by the
Executive Director with the approval of the Board of Directors. EVERYONE
VOLUNTEERING MUST FILLOUT AND SIGN AN employee, staff member and
volunteer APPLICATION…
IV. EQUAL EMPLOYMENT OPPORTUNITY
The Alliance House Community Coalition (AHCC) shall follow the spirit and intent of all
federal, state and local employment law and is committed to equal employment
opportunity. To that end, the Board of Directors and Executive Director of the Alliance
House Community Coalition (AHCC) will not discriminate against any employee or
applicant in a manner that violates the law. The Alliance House Community Coalition
(AHCC) is committed to providing equal opportunity for all employees/staff/volunteers
and applicants without regard to race, color, religion, national origin, sex, age, marital
status, sexual orientation, disability, political affiliation, personal appearance, family
responsibilities, matriculation or any other characteristic protected under federal, state
or local law. Each person is evaluated on the basis of personal skill and merit. The
Alliance House Community Coalition (AHCC) policy regarding equal employment
opportunity applies to all aspects of employment, including recruitment, hiring, job
assignments, promotions, working conditions, scheduling, benefits, wage and salary
administration, disciplinary action, termination, social, educational, and organizational
programs.
The Executive Director shall act as the responsible agent in the full implementation of
the Equal Employment Opportunity policy. The Alliance House Community Coalition
(AHCC) will not tolerate any form of unlawful discrimination against employees, staff
members and volunteers. All employees, staff members and volunteers and board
members are expected to cooperate fully in implementing this policy. In particular, any
employee, staff member, or volunteer or board member who believes that any other
employee, staff member, or volunteer or board member of the Alliance House
Community Coalition (AHCC) may have violated the Equal Employment Opportunity
Policy should report the possible violation to the Executive Director and the Chairperson
of the board. If the Alliance House Community Coalition (AHCC) determines that a
violation of this policy has occurred, it will take appropriate disciplinary action against
the offending party, which can include counseling, warnings, suspensions, and
termination. Employees, staff members and volunteers or board member who reports in
good faith, violations of this policy and employees, staff members and volunteers or
board member who cooperate with investigations into alleged violations of this policy
will not be subject to retaliation. Upon completion of the investigation, the Alliance
House Community Coalition (AHCC) will inform the employee, staff member, or
volunteer or board member who made the complaint of the results of the investigation.
The Alliance House Community Coalition (AHCC) is also committed to complying fully
with applicable disability discrimination laws, and ensuring that equal opportunity in
employment exists at the Alliance House Community Coalition (AHCC) for qualified
persons with disabilities. All employment practices and activities are conducted on a
non‐discriminatory basis. Reasonable accommodations will be available to all qualified
disabled employees, staff members and volunteers, upon request, so long as the
potential accommodation does not create an undue hardship on the Alliance House
Community Coalition (AHCC). Employees, staff members and volunteers or board
members who believe that they may require an accommodation should discuss these
needs with the Executive Director. If you have any questions regarding this policy,
please contact the Executive Director.

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V. POLICY AGAINST WORKPLACE HARASSMENT
The Alliance House Community Coalition (AHCC) is committed to providing a work
environment for all employees, staff members and volunteers that is free from sexual
harassment and other types of discriminatory harassment. Employees, staff members
and volunteers or board members are expected to conduct themselves in a professional
manner and to show respect for their co‐workers. The Alliance House Community
Coalition (AHCC) commitment begins with the recognition and acknowledgment that
sexual harassment and other types of discriminatory harassment or harassment are, of
course, unlawful. To reinforce this commitment, The Alliance House Community
Coalition (AHCC) has developed a policy against harassment and a reporting procedure
for employees, staff members and volunteers or board members, who have been
subjected to or witnessed harassment. This policy applies to all work‐related settings
and activities, board meetings, etc., whether inside or outside the workplace, and
includes business trips and business‐related social events. The Alliance House
Community Coalition (AHCC) property (e.g. telephones, copy machines, facsimile
machines, computers, and computer applications such as e‐mail and Internet access)
may not be used to engage in conduct that violates this policy. The Alliance House
Community Coalition (AHCC) policy for harassment covers employees, staff members
and volunteers.
And other individuals who have a relationship with the Alliance House Community of
Knoxville; which enables the Alliance House Community Coalition (AHCC) to exercise
some control over the individual’s conduct in places and activities that relate to the
Alliance House Community Coalition (AHCC) work (e.g. directors, officers, contractors,
vendors, volunteers, etc.).
Prohibition of Sexual Harassment: The Alliance House Community Coalition
(AHCC)policy against sexual harassment prohibits sexual advances or requests for
sexual favors or other physical or verbal conduct of a sexual nature, when: (1)
submission to such conduct is made an express or implicit condition of employment; (2)
submission to or rejection of such conduct is used as a basis for employment decisions
affecting the individual who submits to or rejects such conduct; or (3) such conduct has
the purpose or effect of unreasonably interfering with an employee’s work performance
or creating an intimidating, hostile, humiliating, or offensive working environment. While
it is not possible to list all of the circumstances which would constitute sexual
harassment, the following are some examples: (1) unwelcome sexual advances ‐‐
whether they involve physical touching or not; (2) requests for sexual favors in
exchange for actual or (4) promised job benefits such as favorable reviews, salary
increases, promotions, increased benefits, or continued employment; or (3) coerced
sexual acts. Depending on the circumstances, the following conduct may also constitute
sexual harassment: (1) use of sexual epithets, jokes, written or oral references to sexual
conduct, gossip regarding one’s sex life; (2) sexually oriented comment on an
individual’s body, comment about an individual’s sexual activity, deficiencies, or
prowess; (3) displaying sexually suggestive objects, pictures, cartoons; (4) unwelcome
leering, whistling, deliberate brushing against the body in a suggestive manner; (5)
sexual gestures or sexually suggestive comments; (6) inquiries into one’s sexual
experiences; or (7) discussion of one’s sexual activities. While such behavior,
depending on the circumstances, may not be severe or pervasive enough to create a
sexually hostile work environment, it can nonetheless make co‐workers uncomfortable.
Accordingly, such behavior is inappropriate and may result in disciplinary action
regardless of whether it is unlawful.
It is also unlawful and expressly against the Alliance House Community Coalition
(AHCC) policy to retaliate against an employee, staff member, volunteer or board
member for filing a complaint of sexual harassment or for cooperating with an
investigation of a complaint of sexual harassment. Prohibition of Other Types of
Discriminatory Harassment: It is also against the Alliance House Community Coalition
(AHCC) policy to engage in verbal or physical conduct that denigrates or shows hostility
or aversion toward an individual because of his or her race, color, gender, religion,
sexual orientation, age, national origin, disability, or other protected category (or that of
the individual’s relatives, friends, or associates) that: (1) has the purpose or effect of
creating an intimidating, hostile, humiliating, or offensive working environment; (2) has
the purpose or effect of unreasonably interfering with an individual’s work performance;
or (3) otherwise adversely affects an individual’s employment opportunities. Depending
on the circumstances, the following conduct may constitute discriminatory harassment:
(1) epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or hostile
acts that relate to race, color, gender, religion, sexual orientation, age, national origin, or
disability; and (2) written or graphic material that denigrates or shows hostility toward an
individual or group because of race, color, gender, religion, sexual orientation, age,
national origin, or disability and that is circulated in the workplace, or placed anywhere
in the Alliance House Community Coalition (AHCC) premises such as on an employee’s
desk or workspace or on the Alliance House Community Coalition (AHCC) equipment or
bulletin boards. Other conduct may also constitute discriminatory harassment if it falls
within the definition of discriminatory harassment set forth in the above section of this
handbook. It is also against the Alliance House Community Coalition (AHCC) policy to
retaliate against an employee for filing a complaint of discriminatory harassment or for
cooperating in an investigation of a complaint of discriminatory harassment.
4.
Reporting of Harassment: If you believe that you have experienced or witnessed
sexual harassment or other discriminatory harassment by any employee, staff member,
volunteer or board member of the Alliance House Community Coalition (AHCC); you
should report the incident immediately to your supervisor or to the Executive Director.
Possible harassment by others with whom the Alliance House Community Coalition
(AHCC) has a business relationship, including customers and vendors, should also be
reported as soon as possible so that appropriate action can be taken. The Alliance
House Community Coalition (AHCC) will promptly and thoroughly investigate all reports
of harassment as discreetly and confidentially as practicable. The investigation would
generally include a private interview with the person making a report of harassment. It
would also generally be necessary to discuss allegations of harassment with the
accused individual and others who may have information relevant to the investigation.
The Alliance House Community Coalition (AHCC) goal is to conduct a thorough
investigation to determine whether harassment occurred and to determine what action
to take if it is determined that improper behavior occurred.
If the Alliance House Community Coalition (AHCC) determines that a violation of this
policy has occurred, it will take appropriate disciplinary action against the offending
party, which can include counseling, warnings, suspensions, and termination.
Employees, staff member, volunteers and board members who report violations of this
policy and employees who cooperate with investigations into alleged violations of this
policy will not be subject to retaliation. Upon completion of the investigation, the Alliance
House Community Coalition (AHCC) will inform the employee, staff member, or
volunteer and board member who made the complaint of the results of the investigation.
Compliance with this policy is a condition of each employee, staff member, volunteer
and board member service or employment. Employees, staff member, volunteers and
board members are encouraged to raise any questions or concerns about this policy or
about possible discriminatory harassment with the Executive Director. In the case where
the allegation of harassment is against the Executive Director, please notify the staff
member designated as grievance officer.
5.
VI. SOLICITATION
Employees, staff members, volunteers and board members are prohibited from
soliciting (personally or via electronic mail) for membership, pledges, subscriptions, the
collection of money or for any other unauthorized purpose anywhere on the Alliance
House Community Coalition (AHCC) property during work time, especially those of a
partisan or political nature. “Work time” includes time spent in actual performance of job
duties but does not include lunch periods or breaks. Non‐working employees, i.e.
volunteers may not solicit or distribute to working employees. Persons who are not
employed by the Alliance House Community Coalition (AHCC) may not solicit or
distribute literature on the Alliance House Community Coalition (AHCC) premises at any
time for any reason. Employee’s/staff/volunteer and board members are prohibited from
distributing, circulating or posting (on bulletin boards, refrigerators, walls, etc.) literature,
petitions or other materials at any time for any purpose without the prior approval of the
Executive Director, his/her designee or the board of directors.
VII. HOURS OF WORK, ATTENDANCE AND PUNCTUALITY
A. Hours of Work
The normal work week for the Alliance House Community Coalition (AHCC) normally
consists of five (5), seven (7) hour days. Ordinarily, work hours are from 9:00 a.m. ‐
4:00 p.m., Monday through Friday, including one hour (unpaid) for lunch. These times
and days do not include events that require employees, staff members, or volunteers to
work or be present. Employees, staff members, or volunteers may request the
opportunity to vary their work schedules (within employer‐defined limits) to better
accommodate personal responsibilities. Subject to the Alliance House Community
Coalition (AHCC) work assignments and Executive Director Approval, the employee’s
supervisor shall determine the hours of employment that best suits the needs of the
work to be done by the individual employee.
B. Attendance and Punctuality
Attendance is a key factor in your job performance. Punctuality and regular attendance
are expected of all employees, staff members, or volunteers. Employees, staff
members, or volunteers are expected to be at work at least 10 minutes to the start of
their work day. This is done so that the employee, staff member or volunteer may
adequately prepare for their work day. Excessive absences (whether excused or
unexcused), tardiness or leaving early is unacceptable. If you are absent for any reason
or plan to arrive late or leave early, you must notify your supervisor and the office
manager as far in advance as possible and no later than two hours before the start of
your scheduled work day. In the event of an emergency, you must notify your supervisor
as soon as possible. For all absences extending longer than one day, you must
telephone your immediate supervisor prior to the start of each scheduled workday.
When reporting an absence, you should indicate the nature of the problem causing your
absence and your expected return‐to work date. A physician’s statement may be
required as proof of the need for any illness‐related absence regardless of the length of
the absence. Except as provided in other policies, an employee who is absent from
work for three consecutive days without notification to his or her supervisor or the
Executive Director will be considered to have voluntarily terminated his or her
employment. The employee’s final paycheck; if applicable the employee or staff
member will be mailed to the last mailing address on file with the Alliance House
Community Coalition (AHCC). Excessive absences, tardiness or leaving early will be
grounds for discipline up to and including termination. Depending on the circumstances,
including the employee’s length of employment, the Alliance House Community
Coalition (AHCC) may counsel employees prior to termination for excessive absences,
tardiness or leaving early.
C. Overtime
Overtime pay, which is applicable only to Non‐Exempt Employees, is for any time
worked in excess of 40 hours in a work week. Only the Executive Director or his or her
designee, upon the request of an employee’s supervisor, may authorize overtime.
Overtime rate is one and one‐half time (1½) the employee’s straight time rate, except in
instances; if applicable, involving a Sunday or holidays when the rate is two times the
regular rate. Payment of overtime will be provided in the pay period following the period
in which it is earned.
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VIII. EMPLOYMENT POLICIES AND PRACTICES
A. Definition of Terms
1. Employer. The Alliance House Community Coalition (AHCC) is the employer of all
full‐time, part‐time, temporary and volunteer employees. An employee is hired or
accepted, provided compensation and applicable benefits, and has his or her work
directed and evaluated by the Alliance House Community Coalition (AHCC) 2. Full‐Time
Employee. A Full Time Employee regularly works at least 40 hours week 3. Part‐Time
Employee. A Part Time Employee regularly works at least 35 hours per week but no
fewer than 29 ½ hours per week. 4. Exempt Employee. An Exempt Employee is an
employee who is paid on a salary basis and meets the qualifications for exemption from
the overtime requirements of the Fair Labor Standards Act (“FLSA”). 5. Non‐Exempt
Employee. A Non‐Exempt Employee is an employee who is paid an hourly rate and
does not meet the qualifications for exemption from the overtime requirements of the
Fair Labor Standards Act (“FLSA”). For Non‐Exempt Employees, an accurate record of
hours worked must be maintained. The Alliance House Community Coalition (AHCC)
will compensate non‐exempt employees in accordance with applicable federal and state
law and regulations. 6. Temporary Employee. An individual employed, either on a
full‐time or part‐time basis, for a specific period of time less than six months. Temporary
employees are entitled only to those benefits required by statute or as otherwise stated
in the Alliance House Community Coalition (AHCC) Employee Handbook. Volunteers
are not allowed any benefit under this section for compensation. All employees are
classified as Exempt or Non‐Exempt in accordance with federal and state law and
regulations. Each employee is notified at the time of hire or acceptance of his or her
specific compensation category and exempt or non‐exempt status; if applicable.
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IX. POSITION DESCRIPTION AND SALARY ADMINISTRATION
Each position shall have a written job description. In general, the description will include
the: purpose of the position, areas of responsibilities, immediate supervisor(s),
qualifications required, salary range, and working conditions affecting the job, e.g.,
working hours, use of car, etc. The supervisor(s) or the Executive Director shall have
discretion to modify the job description to meet the needs of the Alliance House
Community Coalition (AHCC). Paychecks are distributed on the 15th and the last day of
each month, except when either of those days falls on a Saturday, Sunday or holiday, in
which case paychecks will be distributed on the preceding workday. Timesheets are
due to the Executive Director within two days of each pay period. All salary deductions
are itemized and presented to employees with the paycheck. Approved salary
deductions may include: federal and state income taxes; social security, Medicare, and
state disability insurance; voluntary medical and group hospitalization insurance
premiums (if in force and if paid by employee) and other benefits (e.g., life insurance,
retirement).
X. WORK REVIEW
The work of each employee is reviewed on an ongoing basis with the supervisor to
provide a systematic means of evaluating performance. The bi-annual and annual
performance review is a formal opportunity for the supervisor and employee to
exchange ideas that will strengthen their working relationship, review the past year, and
anticipate the Alliance House Community Coalition (AHCC) needs in the coming year.
The purpose of the review is to encourage the exchange of ideas in order to create
positive change within the Alliance House Community Coalition (AHCC). To that end, it
is incumbent upon both parties to have an open and honest discussion concerning the
employee’s performance. It is further incumbent upon the supervisor to clearly
communicate the needs of the Alliance House Community Coalition (AHCC) and what is
expected of the employee, staff member or volunteer in contributing to the success of
the Alliance House Community Coalition (AHCC) for the coming year. Both supervisor
and employee should attempt to arrive at an understanding regarding the objectives for
the coming year. This having been done, both parties should sign the performance
review form, which will be kept as part of the employees personnel record and used as
a guide during the course of the year to monitor employee progress relative to the
agreed upon objectives. The Executive Director reviews the work of all supervisors.
Work reviews for other employees, staff members or volunteers are the responsibility of
the appropriate supervisor, subject to confirmation by the Executive Director.

XI
The Alliance House Community Coalition (AHCC) does not provide ANY HEALTH,
LIFE INSURANCE, RETIREMENT PLANS, TAX DEFERRED ANNUITY PLANS, or
STOCKS
B. Social Security/Medicare/Medicaid
The Alliance House Community Coalition (AHCC) participates in the provisions of the
Social Security, Medicare and Medicaid programs. Employees’ contributions are
deducted from each paycheck and the Alliance House Community Coalition (AHCC)
contributes at the applicable wage base as established by federal law.
C. Workersʹ Compensation and Unemployment Insurance
Employees are covered for benefits under the Workersʹ Compensation Law. Absences
for which worker compensation benefits are provided are not charged against the
eligible employee sick leave. To assure proper protection for employees of the Alliance
House Community Coalition (AHCC), any accident that occurs on the job must be
reported, even if there are no injuries apparent at the time. Forms for this purpose are
available from the Alliance House Community Coalition (AHCC).
XII. LEAVE BENEFITS AND OTHER WORK POLICIES
A. Holidays
Full‐Time Employees are eligible for 11.5 holidays per year as follows:
New Year’s Day
Martin Luther King, Jr. Birthday
Presidents Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
The day after Thanksgiving Day
Christmas Eve (1/2 Day)
Christmas Day
Full‐time employees (employees who regularly work at least 40 hours per week) receive
one (1) paid day off for each full day of holiday time. Holiday benefits for part‐Time
employees will be pro‐rated in accordance with the hours regularly worked by the
employee. Employees wishing to take religious holidays may substitute a religious
holiday for one of those listed above, with advance approval from their supervisor and
the Executive Director. Temporary employees are ineligible for holiday leave benefits. In
those years when Independence Day, Christmas Eve and Christmas Day, and New
Yearʹs Day fall on Saturday or Sunday, the Executive Director will designate the work
day that will replace the weekend holiday. (SEE EMPLOYMENT POLICIES AND
PRACTICES A. Definition of Terms)
B. Vacation
During the first 120 days of employment full and part‐time employees will not earn
vacation benefits. During the remaining nine months of first year employment, a full‐time
employee will earn two weeks (5 days) of paid vacation. Full‐time employees will
continue to earn two weeks (5 days) of vacation during the second year of employment.
In their third year of employment, full‐time employees will earn three weeks (10 days) of
Vacation. During the fourth year and thereafter, full‐time employees will earn four weeks
(15 days) of Vacation per year. Temporary employees and volunteers are ineligible for
vacation benefits. Vacation benefits are prorated accordingly for part‐Time employees.
Use of vacation is subject to approval by the supervisor and Executive Director and
must be requested in hourly increments, using the appropriate leave request form...
Employees are expected to use vacation benefits in the fiscal year in which vacation is
earned. Employees may carry over unused vacation from one year to the next only with
the approval of the Executive Director. Employees may not accrue more than the
maximum leave they are allowed. Once an employee reaches his or her annual ceiling,
the employee ceases to accrue any additional vacation benefits. If an employee later
uses enough vacation benefits to fall below the ceiling, the employee starts to accrue
leave again from that date forward until he or she reaches his or her vacation ceiling.
Accordingly, employees are encouraged to use all vacation benefits in the fiscal year in
which they are earned in order to avoid reaching the ceiling limit.
C. Sick Leave
Sick leave benefits are earned on a prorated basis of one day (4.5 hours) per month for
full‐time employees beginning at the first day of employment. Part‐time employees
receive prorated sick leave benefits, (i.e., 2.5 hours per month if the Employee works 35
hours per week). Temporary or contracted employees are not eligible for paid sick leave
benefits. Use of sick leave is subject to approval by the supervisor and the Executive
Director and must be requested in hourly increments. Unused sick leave can
accumulate from year to year up to a maximum of 30 days (110hours) for full‐time
employees. This limitation on accrual of sick leave benefits is prorated accordingly for
part‐time employees. No sick leave benefits are paid upon separation of employment
from the Alliance House Community Coalition (AHCC) for any reason. If an employee’s
illness or injury requires a consecutive absence of three (3) days or more, physician
documentation will be required. The Alliance House Community Coalition (AHCC) also
may recommend that the employee apply for state disability insurance (SDI). If the
employee receives SDI and the compensation does not equal the Alliance House
Community Coalition (AHCC) may choose to make up the difference until all sick leave
benefits are used.
D. Personal Leave
The Alliance House Community Coalition (AHCC) provides three (3) days of personal
leave per calendar year to all Full‐Time and Part‐Time employees who have completed
six months of employment. Personal leave benefits are prorated accordingly for
part‐time employees. Temporary employees are not eligible for paid personal leave
benefits. Personal leave is accrued at the beginning of each year and cannot be carried
into the next year. Personal leave may not be taken in the first six (6) months of
employment. All personal leave is subject to prior approval by the supervisor and
Executive Director and must be requested in hourly increments. No personal leave
benefits are paid upon separation from employment with the Alliance House Community
Coalition (AHCC) for any reason.
E. Military Leave
Employees who are inducted into or enlist in the Armed Forces of the United States or
are called to duty as a member of a reserve unit may take an unpaid leave in
accordance with applicable law. The employee must provide advance notice of his or
her need for a military leave and the Alliance House Community Coalition (AHCC) will
request a copy of the employee’s orders, which will be kept on record by the Alliance
House Community Coalition (AHCC). The time an employee spends on military leave
will be counted as continuous service for the purpose of determining eligibility and
accrual for various benefit plans and policies.
F. Civic Responsibility
The Alliance House Community Coalition (AHCC) believes in the civic responsibility of
its employees and encourages this by allowing employees time off to serve jury duty
when required and to serve as nonpartisan Election Day poll workers when appropriate
and approved. 1. Jury Duty. For time served on jury duty, the Alliance House
Community Coalition (AHCC) will pay employees the difference between his or her
salary and any amount paid by the government, unless prohibited by law, up to a
maximum of ten days. If an employee is required to serve more than ten days of jury
duty, the Alliance House Community Coalition (AHCC) will provide the employee with
unpaid leave. Employees must provide the Alliance House Community Coalition
(AHCC) a copy of proof of service received by court in which they serve. 2. Election Day
Poll Workers. The Alliance House Community Coalition (AHCC) will not pay employees
the difference between his or her salary and any amount paid by the government or any
other source, unless prohibited by law for serving as an Election Day worker at the polls
on official election days (not to exceed two elections in one given calendar year). While
performing their official nonpartisan duties at the polls, Election Day workers may not
engage in political activity or campaign for or against any candidate or ballot measure.
The Alliance House Community Coalition (AHCC) requires that employees provide
proof of service for their time at the polls. Employees interested in using this benefit,
must have written approval from the Executive Director 30 days before the election. The
Executive Director will assure that the employee’s absence will not seriously interfere
with the Organization’s operations. NO EMPLOYEE, STAFF MEMBER, VOLUNTEER
or BOARD MEMBER MAY ENGAGE IN ANY POLITICAL ACTIVITY UNDER OR
MAKE USE OF THE NAME “ALLIANCE HOUSE COMMUNITY OF KNOXVILLE.”
F. Parental Leave will fall under the state and federal law for use of policy under
the Alliance House Community of Knoxville.
G. Bereavement Leave
Employees shall be entitled to bereavement leave with pay of three (3) days in the
event of a death in the employee’s immediate family (spouse/life partner, child or
parent) and three (2) days for grandparent, sister or brother, father‐in‐law,
mother‐in‐law, or grandchildren. If an employee wishes to take time off extended leave
due to the death of an immediate family member, the employee should notify the
Executive Director immediately. However, such bereavement leave WILL NOT be paid.
Approval of bereavement leave will occur in the absence of unusual operating
requirements. An employee may use, with the Executive Director’s approval, available
paid leave for additional time off as necessary and in accordance with operating needs.
H. Extended Personal Leave
Employees, staff members and volunteers who have been employed by the Alliance
House Community Coalition (AHCC) for at least one year may apply for personal leaves
of absence for up to eight weeks. Personal leaves are unpaid and are discretionary with
the Executive Director and the board of directors of the Alliance House Community
Coalition (AHCC). When considering a request for a personal leave, the Alliance House
Community Coalition (AHCC) will consider factors such as the employee’s position, the
employee’s length of service, the employee’s performance record including attendance,
the purpose of the leave, the needs of the department in which the employee works, the
effect of the leave on other employees, and the Alliance House Community Coalition
(AHCC) general business needs. Personal leaves generally are unpaid. However,
accrued vacation or personal time may be used to continue an employee’s salary during
the leave. Vacation and sick time will not be used or continue to accrue during the
leave of absence. The Alliance House Community Coalition (AHCC) cannot guarantee
reinstatement upon return from a personal leave. The Alliance House Community
Coalition (AHCC) will, however, make a reasonable effort to place the employee in an
available position for which he or she is qualified. If such a position is not available, then
the employee’s employment will terminate. Even in that event, the employee may later
apply for reemployment. Employees who fail to report to work after an approved leave
of absence are deemed to have voluntarily resigned. When an approved leave has
been exhausted, the employee may request additional leave. The Executive Director
must approve all unpaid leave.
I. Severe Weather Conditions
The Alliance House Community Coalition (AHCC) closes when local, state and federal
government offices in the area are closed due to severe weather conditions. The
Alliance House Community Coalition (AHCC) also will follow a liberal leave policy when
local, state and the federal government announces that liberal leave is applicable.
Under the Alliance House Community Coalition (AHCC) liberal leave policy, annual
and/or personal leave may be taken without prior scheduling and approval if the
employee is unable to reach the office due to severe weather conditions.
Meetings and Conferences
Staff may be given limited time off by the Executive Director with pay to participate in
educational opportunities related to the staff members current or anticipated work with
the Alliance House Community Coalition (AHCC) An employee serving as an official
representative of the Alliance House Community Coalition (AHCC) at a conference or
meeting is considered on official business and not on leave
III. REIMBURSEMENT OF EXPENSES
The Alliance House Community Coalition (AHCC) Reimbursement is authorized for
reasonable and necessary expenses incurred in carrying out job responsibilities.
EMPLOYEES ONLY… Volunteers will not be reimbursed. Mileage or transportation,
parking fees, business telephone calls, and meal costs when required to attend a
luncheon or banquet, are all illustrative of reasonable and necessary expenses.
Employees serving in an official capacity for the Alliance House Community Coalition
(AHCC) at conferences and meetings are reimbursed for actual and necessary
expenses incurred, such as travel expenses, meal costs, lodging, tips and registration
fees. When attending meetings that have been approved by the Executive Director,
employees are reimbursed for travel expenses, course fees, and costs of meals and
lodging at the current rates. Employees may also request a travel advance to cover
anticipated expenses approved travel. Employees also may be granted leave to attend
a conference or professional meeting related to their professional development, and/or
the Alliance House Community Coalition (AHCC) current and anticipated work.
Expenses for these purposes can be paid by the Alliance House Community Coalition
(AHCC) if funds are available, and the employee obtains prior written approval of such
expenses. Employees are responsible for transportation costs between the office and
home during normal work hours. Transportation costs are paid by the Alliance House
Community Coalition (AHCC) for work outside normal work hours if the employee is on
official business for the Alliance House Community Coalition (AHCC). Employees
authorized to use their personal cars for the Alliance House Community Coalition
(AHCC) businesses are reimbursed at the U.S. Internal Revenue Service approved
rate. Forms are provided to request reimbursement for actual expenses and advance
payment for travel. Receipts must be provided for all expenditures made in order to
claim reimbursement.
XIV. SEPARATION
The Alliance House Community Coalition (AHCC) or the employee, staff member, or
volunteer may initiate separation. The Alliance House Community Coalition (AHCC)
encourages employees to provide at least two weeks (10 days) written notice prior to
intended separation. After receiving such notice, an exit interview will be scheduled by
the Executive Director or his or her designee. The Executive Director has authority to
employ or separate all other employees. Circumstances under which separation may
occur include: 1. Resignation. Employees are encouraged to give at least 10 business
days of written notice. Since a longer period is desired, the intention to resign should be
made known as far in advance as possible. Employees who resign are entitled to
receive accrued, unused vacation benefits. 2. Termination or Lay‐off. Under certain
circumstances, the termination or lay‐off of an employee may be necessary. Employees
who are terminated or laid off are not entitled to receive accrued benefit(s) listed or
otherwise mentioned in or associated with the Alliance House Community Coalition
(AHCC). The Executive Director has authority to discharge an employee, staff member,
or volunteer from service or the employ of the Alliance House Community Coalition
(AHCC). As stated above, all employment or service related duties at the Alliance
House Community Coalition (AHCC) are “at‐will.” That means that employees may be
terminated from employment with the Alliance House Community Coalition (AHCC) with
or without cause, and employee, staff member, or volunteer are free to leave the
employment of the Alliance House Community Coalition (AHCC) with or without cause.
Reasons for discharge may include, but are not limited to: • Falsifying or withholding
information on your employment application that did or would have affected the Alliance
House Community Coalition (AHCC) decision to hire you (this conduct will result in your
immediate termination); • Falsifying or withholding information in other personnel
records including personnel questionnaires, performance evaluations or any other
records; • Performance at work below a level acceptable to the Alliance House
Community Coalition (AHCC) or the failure to perform assigned duties; • Failure to
complete required time records or falsification of such time records; •
Insubordination/hostile work environment; • Refusing to work reasonable overtime; •
Negligence in the performance of duties likely to cause or actually causing personal
injury or property damage; • Fighting, arguing or attempting to injure another; •
Destroying or willfully damaging the personal property of another, including the Alliance
House Community Coalition (AHCC) property; • Breach of confidentiality; • Using or
appearing to use for personal gain any information obtained on the job, which is not
readily available to the general public or disclosing such information that damages the
interests of the Alliance House Community Coalition (AHCC) or its customers or
vendors; • Placing oneself in a position in which personal interests and those of the
Alliance House Community Coalition (AHCC) } are or appear to be in conflict or might
interfere with the ability of the employee to perform the job as well as possible; • Using
the Alliance House Community Coalition (AHCC) property or services for personal gain
or taking, removing or disposing of the Alliance House Community Coalition (AHCC)
material, supplies or equipment without proper authority; • Gambling in any form on the
Alliance House Community Coalition (AHCC) property;• Dishonesty; • Theft; • The
possession, use, sale or being under the influence of drugs or other controlled
substances or alcoholic beverages during working hours or on the Alliance House
Community Coalition (AHCC) premises at any time in violation of the Alliance House
Community Coalition (AHCC) policies. • Carrying or possessing firearms or weapons on
the Alliance House Community Coalition (AHCC) property; • Excessive tardiness or
absenteeism whether excused or unexcused; • Unauthorized absence from work
without proper notice; and •Engaging in discriminatory or abusive behavior, including
sexual harassment, violation of dress code. At the sole discretion of the Executive
Director, the employee may be asked to leave immediately or be given a period of
notice.
XV. RETURN OF PROPERTY
Employees, staff members, or volunteers are responsible for the Alliance House
Community Coalition (AHCC) equipment, property and work products that may be
issued to them and/or are in their possession or control, including but not limited to:
•Telephone cards, •Credit cards, •Identification badges, • Office/building keys, •
Office/building security passes, • Computers, computerized diskettes, electronic/voice
mail codes, and • Intellectual property (e.g., written materials, work products). In the
event of separation from employment, or immediately upon request by the Executive
Director or his or her designee, Employees, staff members, or volunteers must return all
the Alliance House Community Coalition (AHCC) property that is in their possession or
control. Where permitted by applicable law(s), the Alliance House Community Coalition
(AHCC) may withhold from the employee's final paycheck the cost of any property,
including intellectual property, which is not returned when required. The Alliance House
Community Coalition (AHCC) also may take any action deemed appropriate to recover
or protect its property.
XVI. REVIEW OF PERSONNEL ACTION
Employees or staff members may request a review of a personnel action or an
unsatisfactory performance review. Employees are expected first to discuss their
concern with their immediate supervisor. If further discussion is desired, the employee
may then discuss the situation with the Executive Director. The decision of the
Executive Director is final.
XVII. PERSONNEL RECORDS
Personnel records are the property of the Alliance House Community Coalition (AHCC),
and access to the information they contain is restricted and confidential. A personnel file
shall be kept for each employee and should include the employee’s job application,
copy of the letter of employment and position description, performance reviews,
disciplinary records, records of salary increases and any other relevant personnel
information. It is the responsibility of each employee to promptly notify his/ or her
supervisor in writing of any changes in personnel data, including personal mailing
addresses, telephone numbers, names of dependents, and individuals to be contacted
in the event of an emergency. All employees must complete, within two days of the end
of each pay period, their time and attendance record for review and approval by the
Executive Director. Accurately recording time worked is the responsibility of every
employee. Tampering, altering, or falsifying time records or recording time on another
employee’s time record may result in disciplinary action, including separation from
employment with the Alliance House Community Coalition (AHCC).
XVIII. OUTSIDE EMPLOYMENT
Individuals employed by the Alliance House Community Coalition (AHCC) may hold
outside jobs as long as they meet the performance standards of their job with the
Alliance House Community Coalition (AHCC). Employees should consider the impact
that outside employment may have on their ability to perform their duties at the Alliance
House Community Coalition (AHCC). All employees will be evaluated by the same
performance standards and will be subject to the Alliance House Community Coalition
(AHCC) scheduling demands, regardless of any outside work requirements. If the
Alliance House Community Coalition (AHCC) determines that an employee’s outside
work interferes with their job performance or their ability to meet the requirements of the
Alliance House Community Coalition (AHCC), as they are modified from time to time,
the employee may be asked to terminate the outside employment if he or she wishes to
remain employed with the Alliance House Community Coalition (AHCC). Outside
employment that constitutes a conflict of interest is prohibited. Employees may not
receive any income or material gain from individuals or organizations for materials
produced or services rendered while performing their jobs with the Alliance House
Community Coalition (AHCC)

XIX. NON‐DISCLOSURE OF CONFIDENTIAL INFORMATION
Any information that an employee learns about the Alliance House Community Coalition
(AHCC), or its members or donors, as a result of working for the Alliance House
Community Coalition (AHCC) that is not otherwise publicly available constitutes
confidential information. Employees/staff/volunteers and board member may not
disclose confidential information to anyone who is not employed by the Alliance House
Community Coalition (AHCC) or to other persons employed by the Alliance House
Community Coalition (AHCC) who do not need to know such information to assist in
rendering services. The protection of privileged and confidential information, including
trade secrets, is vital to the interests and the success of the Alliance House Community
Coalition (AHCC). The disclosure, distribution, electronic transmission or copying of the
Alliance House Community Coalition (AHCC) confidential information is prohibited.
Such information includes, but is not limited to the following examples: • Compensation
data. • Program and financial information, including information related to donors, and
pending projects and proposals. Employees are required to sign a non‐disclosure
agreement as a condition of employment. Any employee who discloses confidential
Alliance House Community Coalition (AHCC) information will be subject to disciplinary
action (including possible separation), even if he or she does not actually benefit from
the disclosure of such information. Discussions involving sensitive information should
always be held in confidential settings to safeguard the confidentiality of the information.
Conversations regarding confidential information generally should not be conducted on
cellular phones, or in elevators, restrooms, restaurants, or other places where
conversations might be overheard.
XX. COMPUTER AND INFORMATION SECURITY
This section sets forth some important rules relating to the use of the Alliance House
Community Coalition (AHCC) computer and communications systems. These systems
include individual PCs provided to employees, staff members, volunteers and board
members centralized computer equipment, all associated software, and the Alliance
House Community Coalition (AHCC) telephone, voice mail and electronic mail systems.
The Alliance House Community Coalition (AHCC) has provided these systems to
support its mission.
Although limited personal use of the Alliance House Community Coalition (AHCC)
systems is allowed, subject to the restrictions outlined below, no use of these systems
should ever conflict with the primary purpose for which they have been provided, the
Alliance House Community Coalition (AHCC) ethical responsibilities or with applicable
laws and regulations. Each user is personally responsible to ensure that these
guidelines are followed. All data in the Alliance House Community Coalition (AHCC)
computer and communication systems (including documents, other electronic files,
e‐mail and recorded voicemail messages) are the property of the Alliance House
Community Coalition (AHCC). The Alliance House Community Coalition (AHCC) may
inspect and monitor such data at any time. No individual should have any expectation of
privacy for messages or other data recorded in the Alliance House Community Coalition
(AHCC) systems. This includes documents or messages marked “private,” which may
be inaccessible to most users but remain available to the Alliance House Community
Coalition (AHCC). Likewise, the deletion of a document or message may not prevent
access to the item or completely eliminate the item from the system. the Alliance House
Community Coalition (AHCC) systems must not be used to create or transmit material
that is derogatory, defamatory, obscene or offensive, such as slurs, epithets or anything
that might be construed as harassment or disparagement based on race, color, national
origin, sex, sexual orientation, age, physical or mental disability, medical condition,
marital status, or religious or political beliefs. Similarly, the Alliance House Community
Coalition (AHCC) systems must not be used to solicit or proselytize others for
commercial purposes, causes, outside organizations, chain messages or other
non‐job‐related purposes. Security procedures in the form of unique user sign‐on
identification and passwords have been provided to control access to the Alliance
House Community Coalition (AHCC) host computer system, networks and voice mail
system. In addition, security facilities have been provided to restrict access to certain
documents and files for the purpose of safeguarding information. The following
activities, which present security risks, should be avoided. • Attempts should not be
made to bypass, or render ineffective, security facilities provided by the company. •
Passwords should not be shared between users. If written down, passwords should be
kept in locked drawers or other places not easily accessible. • Document libraries of
other users should not be browsed unless there is a legitimate business reason to do
so. • Individual users should never make changes or modifications to the hardware
configuration of computer equipment. Requests for such changes should be directed to
computer support or the Executive Director. • Additions to or modifications of the
standard software configuration provided on the Alliance House Community Coalition
(AHCC) PCs should never be attempted by individual users (e.g., autoexec.bat and
config.sys files). Requests for such changes should be directed to computer support or
the Executive Director. • Individual users should never load personal software (including
outside email services) to company computers. This practice risks the introduction of a
computer virus into the system. Requests for loading such software should be directed
to computer support or the Executive Director. • Programs should never be downloaded
from bulletin board systems or copied from other computers outside the company on
company computers. Downloading or copying such programs also risks the introduction
of a computer virus. If there is a need for such programs, a request for assistance
should be directed to computer support or management. Downloading or copying
documents from outside the company may be performed not to present a security risk. •
Users should not attempt to boot PCs from floppy diskettes, CD or jump/thumb drive,
etc... This practice also risks the introduction of a computer virus. • the Alliance House
Community Coalition (AHCC) computer facilities should not be used to attempt
unauthorized access to or use of other organizations’ computer systems and data. •
Computer games should not be loaded on the Alliance House Community Coalition
(AHCC) PCs. • Unlicensed software should not be loaded or executed on the Alliance
House Community Coalition (AHCC) PCs. • Company software (whether developed
internally or licensed) should not be copied onto floppy diskettes or other media other
than for the purpose of backing up your hard drive. Software documentation for
programs developed and/or licensed by the company should not be removed from the
company’s offices. • Individual users should not change the location or installation of
computer equipment in offices and work areas. Requests for such changes should be
directed to computer support or management. There are a number of practices that
individual users should adopt that will foster a higher level of security. Among them are
the following: • Turn off your personal computer when you are leaving your work area or
office for an extended period of time. • Exercise judgment in assigning an appropriate
level of security to documents stored on the company’s networks, based on a realistic
appraisal of the need for confidentiality or privacy. • Remove previously written
information from floppy diskettes before copying documents on such diskettes for
delivery outside the Alliance House Community Coalition (AHCC). • Back up any
information stored locally on your personal computer (other than network based
software and documents) on a frequent and regular basis. Should you have any
questions about any of the above policy guidelines, please contact the Executive
Director.
XXI. INTERNET ACCEPTABLE USE POLICY
At this time, desktop access to the Internet is provided to employees when there is a
necessity and the access has been specifically approved. The Alliance House
Community Coalition (AHCC) has provided access to the Internet for authorized users
to support its mission. No use of the Internet should conflict with the primary purpose of
the Alliance House Community Coalition (AHCC), its ethical responsibilities or with
applicable laws and regulations. Each user is personally responsible to ensure that
these guidelines are followed. Serious repercussions, including termination, may result
if the guidelines are not followed. The Alliance House Community Coalition (AHCC) may
monitor usage of the Internet by employees, staff members, volunteers, or board
members including reviewing a list of sites accessed by an individual. No individual
should have any expectation of privacy in terms of his or her usage of the Internet. In
addition, the Alliance House Community Coalition (AHCC) may restrict access to certain
sites that it deems are not necessary for business purposes. The Alliance House
Community Coalition (AHCC) connection to the Internet may not be used for any of the
following activities: • The Internet must not be used to access, create, transmit, print or
download material that is derogatory, defamatory, obscene, or offensive, such as slurs,
epithets, or anything that may be construed as harassment or disparagement based on
race, color, national origin, sex, sexual orientation, age, disability, medical condition,
marital status, religious or political beliefs. • The Internet must not be used to access,
send, receive or solicit sexually‐oriented messages or images. • Downloading or
disseminating of copyrighted material that is available on the Internet is an infringement
of copyright law. Permission to copy the material must be obtained from the publisher.
For assistance with copyrighted material, contact computer support or the Executive
Director. • Without prior approval of the Executive Director, software should not be
downloaded from the Internet as the download could introduce a computer virus onto
the Alliance House Community Coalition (AHCC) computer equipment. In addition,
copyright laws may cover the software so the downloading could be an infringement of
copyright law. •Employees should safeguard against using the Internet to transmit
personal comments or statements through e‐mail or to post information to news groups
that may be mistaken as the position of the Alliance House Community Coalition
(AHCC). •Employees, staff members, volunteers and board members should guard
against the disclosure of confidential information through the use of Internet e‐mail or
newsgroup. •Employees should not download personal e‐mail or Instant Messaging
software to the Alliance House Community Coalition (AHCC) computers. •The Internet
should not be used to send or participate in chain letters, pyramid schemes or other
illegal schemes. •The Internet should not be used to solicit or proselytize others for
commercial purposes, causes, outside organizations, chain messages or other non‐job
related purposes. • The Internet should not be used to endorse political candidates or
campaigns. The Internet provides access to many sites that charge a subscription or
usage fee to access and use the information on the site. Requests for approval must be
submitted to your supervisor. If you have any questions regarding any of the policy
guidelines listed above, please contact your supervisor, or the Executive Director.
Revised {Date} Approved by the Executive Committee of the Alliance House
Community Coalition (AHCC) Board of Directors
Probation
The first three (3) months of employment are probationary, unless they are a contracted
employee, which their probationary period will be six (6) months. During this time both
parties may assess suitability for employment with the Employer. This also provides
management an opportunity to assess skill levels and address areas of potential
concern. During the first ninety (90) days of the probationary period, employment may
be terminated by either party for any reason whatsoever, with or without cause, and
without notice or payment in lieu of notice, except as may be minimally prescribed by
the Employment Standards Act (“ESA”), as may be amended from time to time. Upon
satisfaction of the requirements under the ESA, as amended, the Employer shall have
satisfied any and all obligations to the employee, whether under the ESA, as amended,
or at common law. At the completion of the probation period, the employee and
employer shall meet and review progress to date. At this time one of three things will
occur:
i. Probation will end
ii. Probation may be extended for an additional six
months
iii. Employment will end

Professionalism
When representing the Alliance House Community Coalition (AHCC), employees, staff
and volunteers should dress and behave appropriately. Each employee, staff, and
volunteer member should choose to dress in a manner which presents a professional
image to the public and is respectful of others. Use of personal time while working on
site or at any event held or hosted by AHCC will not be allowed. Excessive use of
profanity is neither professional nor respectful to co-workers and will not be tolerated.
Discipline
Discipline at the Alliance House Community Coalition (AHCC) shall be progressive,
depending on the nature of the problem. Its purpose is to identify unsatisfactory
performance and / or unacceptable behaviour.
The stages may be:
i. Verbal reprimand
ii. Written reprimand
iii. Dismissal
Some circumstances may be serious enough that all three steps are not used. Some
examples of these types of situations are theft, assault or wilful neglect of duty. In all
cases, documentation should be included in the employee's personnel file.
Smoke Free Environment
Effective Beginning October 1, 2007, Tennesseans were able to breathe smoke free at
numerous restaurants, hotels, and many other establishments as a result of the
Tennessee Non-Smokers Protection Act. On June 11, 2007, Governor Phil Bredesen
signed the Act into law, which makes it illegal to smoke in most places where people
work. As such, smoking in the offices of the Alliance House Community Coalition
(AHCC) or on the grounds is not permitted at any time. An ‘enclosed workplace’ is
defined as the inside of any place, building or structure or conveyance or a part of any
of them that a) is covered by a roof or b) employees work in or frequent during the
course of their employment whether or not they are acting in the course of their
employment at the time, and c) is not primarily a private dwelling.
DISPUTE RESOLUTION
Regrettably, conflict can occur in any working environment. In an effort to resolve
conflict in an expedient, yet fair manner, the Alliance House Community Coalition
(AHCC) recommends the following process for conflict or dispute resolution.
 Speak to the person you are having the dispute with. Many times disputes
arise due to misunderstandings and miscommunications.
 If speaking to the individual does not work, speak to the Executive Director.
The ED will arrange a meeting between those involved in the dispute, to
determine a resolution.
 If the ED is unable to resolve a workplace dispute, the parties may be referred
to mediation by an outside third party. The resolution of the mediator is binding
on both parties of the dispute.
Everyone employed or volunteering must read the AHCC
employee handbook and sign the last page of this
document acknowledging that you have read and
understand the rules and policies set here within this
document (handbook).
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EMPLOYEE, STAFF MEMBER, OR VOLUNTEER RECEIPT AND ACCEPTANCE
I hereby acknowledge receipt of the Alliance House Community Coalition (AHCC)
employee, staff member, or volunteer handbook. I understand that it is my continuing
responsibility to read and know its contents. I also understand and agree that the
Employee Handbook is not an employment contract for any specific period of
employment or for continuing or long‐term employment. Therefore, I acknowledge and
understand that unless I have a written employment agreement with the Alliance House
Community Coalition (AHCC) that provides otherwise, I have the right to resign from my
employment with the Alliance House Community Coalition (AHCC)at any time with or
without notice and with or without cause, and that the Alliance House Community
Coalition (AHCC) has the right to terminate my employment/volunteer position at any
time with or without notice and with or without cause.
I have read, understood and agreed to all of the above. I have also read and understand
the Alliance House Community Coalition (AHCC) employee, staff member, or volunteer
handbook
CONFIDENTIALITY POLICY
Any information that an employee/staff member/board member or volunteer learns
about the Alliance House Community Coalition (AHCC) or its members or donors, as a
result of working for the Alliance House Community Coalition (AHCC) that is not
otherwise publicly available constitutes confidential information. Employees may not
disclose confidential information to anyone who is not employed by the Alliance House
Community Coalition (AHCC) or to other persons employed by
The Alliance House Community Coalition (AHCC) who do not need to know such
information to assist in rendering services.
The disclosure, distribution, electronic transmission or copying of the Alliance House
Community Coalition (AHCC) confidential information is prohibited. Any employee/staff
member/board member or volunteer who discloses confidential information about the
Alliance House Community Coalition (AHCC)will be subject to disciplinary action
(including possible separation), even if he or she does not actually benefit from the
disclosure of such information.
I understand the above policy and pledge not to disclose confidential information.
Signature _____________________________________________
Print Name ____________________________________________
Date _____________