Siskiyou Central Credit Union
Policy #
Policy: Employee Handbook and Personnel Policies
Areas of Responsibility: CEO / EVP
Last Board Review: April, 2008
Last Revision:
April, 2008
________________________________________________________________
Employee Handbook and Personnel Policies
Function of This Manual

This Personnel Policy Manual is a compilation of personnel policies,
practices, and procedures, which have been developed in the Siskiyou
Central Credit Union.

Designed as a communication tool for management and staff, if offers a
general approach for the administration of personnel policies, and thereby is
intended to reduce difficulties, which might arise, from unwritten policy,
inconsistent policy, or lack of proper communications.

This Handbook is not intended to be a contract (express or implied), nor is it
intended to otherwise create any legally enforceable obligations on the part of
the Credit Union or its employees. Because employment at the Credit Union
is “at will,” you should not misconstrue anything in this Handbook as creating
a contract or guarantee of continued employment.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
Policy #
Handbook Revisions

This Handbook replaces all earlier Credit Union employee handbooks and
personnel manuals, and supersedes all memoranda and oral descriptions of
Credit Union personnel policies, practices, and procedures.

The Credit Union can change or eliminate anything in this Handbook, and any
employment policy, practice, work rule or benefit, at any time without prior
notice. However, any such change is effective only if it is in writing, and is
signed by the Board of Directors or President/CEO of the Credit Union. In
addition, if the change is to the Credit Union's at-will employment policy
(discussed below) the change must be signed by the President/CEO or
person designated by the President/CEO and the affected employee. No one
has the authority to make any promise or commitment contrary to what is in
this Handbook except the Board of Directors or President/CEO of the Credit
Union.

Employees are responsible for knowing about and understanding any
changes to the Handbook once the changes have been distributed.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Equal Employment Opportunity
General Policy

The Credit Union is committed to equal employment opportunity and to
providing a work environment free of unlawful discrimination and harassment.
The Credit Union will not unlawfully discriminate against qualified applicants
or employees because of the applicant's or employee's race, color, national
origin, ancestry, sex, sexual orientation, age, religion, creed, physical or
mental disability, medical condition, marital status, citizenship status, military
service status, or other basis protected by law.
Accommodation of Disabled Employees

Any employee who is disabled and needs an accommodation in order to
perform the essential functions of his or her position must advise their
supervisor. Upon verification of the disability and of the need for an
accommodation, the Credit Union will explore what accommodations may be
effective and reasonable.
(Rev 1/01/02)
Harassment Policy

The Credit Union intends to provide a work environment that is pleasant,
professional, and free from intimidation, hostility or other offenses that might
interfere with work performance. Harassment of any sort — verbal, physical,
or visual — will not be tolerated, particularly against employees in protected
classes. These classes include, but are not necessarily limited to race, color,
religion, sex, age, sexual orientation, national origin or ancestry, disability,
medical condition, marital status, veteran status, or any other protected status
defined by law.
This prohibition applies to all employment-related settings, including business
trips, business-related social events and recreational and entertainment
activities, and applies to all persons doing business with the Credit Union
including employees, members, clients, vendors, and contractors.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Responsibility

All the Credit Union employees, and particularly managers, have a
responsibility for keeping our work environment free of harassment. Any
employee who becomes aware of an incident of harassment whether by
witnessing the incident or being told of it must report it to their immediate
supervisor/manager or the designated management representative with
whom they feel comfortable. When management becomes aware of the
existence of harassment, it is obligated by law to take prompt and appropriate
action, whether or not the victim wants the company to do so.
Reporting

While the Credit Union encourages you to communicate directly with the
alleged harasser, and make it clear that the harasser's behavior is
unacceptable, offensive or inappropriate, it is not required that you do so. It is
essential, however, to notify your supervisor/manager immediately even if you
are not sure the offending behavior is considered harassment. Any incidents
of harassment must be immediately reported to a manager or other
management representative. Appropriate investigation and disciplinary action
will be taken. All reports will be promptly investigated with due regard for the
privacy of everyone involved. However, confidentiality cannot be guaranteed.
Any employee found to have engaged in, or condoned harassment of, or
harassed a fellow employee or subordinate will be subject to severe
disciplinary action up to and including termination. Similarly, any employee
who engages in unprofessional or inappropriate conduct inconsistent with this
policy is subject to discipline, regardless of whether the conduct rises to the
level of harassment. The Credit Union will also take any additional action
necessary to appropriately remedy the situation. Retaliation of any sort will
not be permitted. No adverse employment action will be taken for any
employee making a good faith report of alleged harassment or for cooperating
in any investigation into alleged unlawful harassment or discrimination.
The Credit Union accepts no liability for harassment of one employee by
another employee. The individual who makes unwelcome advances,
threatens or in any way harasses another employee is personally liable for
such actions and their consequences. The Credit Union may or may not
provide legal, financial or any other assistance to an individual accused of
harassment if a legal complaint is filed.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Policy Statement on Sexual Harassment
What Is Sexual Harassment?

Sexual harassment may include unwelcome sexual advances, requests for
sexual favors, or other verbal or physical contact of a sexual nature when
such conduct creates an offensive, hostile and intimidating working
environment and prevents an individual from effectively performing the duties
of their position. It also encompasses such conduct when it is made a term or
condition of employment or compensation, either implicitly or explicitly and
when an employment decision is based on an individual's acceptance or
rejection of such conduct.
It is important to note that sexual harassment crosses age and gender
boundaries and cannot be stereotyped. Among other perceived
unconventional situations, sexual harassment may even involve two women
or two men.

Impermissible harassment may take many forms, some of which may include
the following:
o Verbal conduct, such as epithets, jokes, slurs, or comments.
o Visual conduct, such as posters, photographs, cartoons, drawings, leering,
or gestures.
o Physical conduct, such as touching, assaulting, or impeding or blocking
movement.
o Unwanted sexual advances, invitations, or propositions.
o Offering employment benefits in exchange for sexual favors.
o Making or threatening reprisal after a negative response to a sexual
advance.
o Unlawful harassment in any form will not be tolerated.

It is also against the Credit Union policy to download inappropriate pictures or
materials from computer systems or to circulate derogatory or offensive jokes
or pictures in any manner including via e-mail.

The Credit Union prohibits any employee from retaliating in any way against
anyone who has raised any concern about sexual harassment or
discrimination against another individual.
The Credit Union will investigate any complaint of sexual harassment and will
take immediate and appropriate prompt and effective disciplinary action if
sexual harassment has been found within the workplace.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
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Employment

The President/CEO or person designated by the President/CEO is
responsible for hiring, terminating, and supervising staff in accordance with
policy of the board of directors and within budgetary guidelines and
limitations.

The Board of Directors is responsible for hiring and terminating the
President/CEO. The Executive Vice President is responsible for day-to-day
supervision of all personnel.

Prior to the time of initial employment, a credit check may be required, and
the previous employment record may be validated.

All employees must remain bondable.

Strict confidentiality of members' records shall be maintained and
emphasized. The business of this Credit Union involves the private financial
matters of members. It is extremely important you do not discuss the nature
of this information outside the Credit Union office, even with fellow
employees. Credit union business should never be discussed with family or
close friends.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Employment-At-Will

It is the policy of this Credit Union that all employees who do not have a
written employment agreement are employed at the will of the Credit Union
for an indefinite period. Employees may resign from the Credit Union and
may be terminated by the Credit Union at any time and for any lawful reason,
and with or without notice.
At the time of hiring, employees shall be required to sign a written statement
acknowledging their understanding that they are employed at the will of the
Credit Union and are subject to termination at any time, for any lawful reason,
with or without notice, and without cause.

Completion of a trial or introductory period or conferral of regular employment
shall not change an employee's status as an employee-at-will or in any way
restrict the Credit Union's right to terminate such an employee.

This Employment-At-Will policy may not be altered or amended except in a
clear writing expressing such intent and signed by both the Credit Union
President/CEO or personnel designated by the President/CEO and the
individual employee. Therefore, employees should not rely on any act or oral
statement as an implication, agreement, or guarantee of continued
employment.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Part-Time and Temporary Employees

A temporary employee is an individual who is hired full time or part time for a
limited period.

A part-time employee is a person who is hired for an indefinite period, but
who works less than a 30-hour week.
(Rev 1/01/02)
Introductory Period
It is the policy that all new employees and all present employees transferred or
promoted to a new job, shall have an introductory period of six months. Upon
successful completion of the introductory period, the employee will be given
regular employee status. Because employment at the Credit Union is always at
will, the transfer or promotion may be modified or reversed at any time before,
during or after the introductory period, without cause and without notice.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Anti-nepotism

A familial relationship among employees can create an actual or potential
conflict of interest in the employment setting, especially where one relative
supervises another relative. For business reasons such as supervision,
safety, security, or morale, the Credit Union may refuse to hire or place a
relative in a position where the individuals will work in a direct supervisory
capacity or in the same department or facility. If two employees marry,
become related, or enter into an intimate relationship, they may not remain in
a direct supervisory capacity or in the same department or facility if there are
business concerns of supervision, safety, security or morale. Credit Union
will attempt to identify other available positions. If no alternate position is
available, the employees will have the opportunity to decide which employee
will remain with the Credit Union. If this decision is not made within 90 days,
the Credit Union will make the decision. For the purposes of this policy, a
relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by
blood, marriage, in a domestic partner relationship, or who share the same
household. Examples: spouse, parents, in-laws, children, aunts, uncles,
nephews, nieces, grandparents, grandchildren, domestic partners, etc.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
Policy #
Staff and Office Hours

Siskiyou Central Credit Union's current business hours are 9:00 a.m. to 4:00
p.m. Monday through Thursday and 9:00 a.m. to 5:30 p.m. Friday. Your
supervisor will supply you with a work schedule showing your working days
and hours, your rest periods (break) and meal periods. An employee’s
normal workday is 7.5 hours. Some workdays may require employees to
work additional hours. The business hours, work hours, and particular
employee work schedules are subject to change at the sole discretion of the
Credit Union.

It is necessary that you take your designated meal period and rest periods
and that you not perform any work duties during such periods. Such meal
and rest periods are important and help to provide mental clarity and reduce
stress, injury, and errors. If for any reason and at anytime you feel that you
cannot take a meal period or rest period, you should discuss the matter with
your supervisor or a human resources representative. Your meal period and
rest periods will be based on the number of hours worked in a day as
mandated by the Labor Code. We provide a service to our membership and it
is necessary to assure coverage of your workstation at all times. A few
examples of reasons that your meal period or rest periods may be
rescheduled during a workday include but are not limited to:
o
o
o

Serving a member prevents you from going to break on schedule.
You're at break, but take a member's call or someone on staff visits with
you on a business matter.
Due to illness or other absences, your department is short handed
throwing everyone off schedule.
You should use the time clock to "clock out" during your meal period. You
may not work through your meal period in order to leave your shift earlier at
the end of the day and may not combine the rest periods or combine them
with the meal period. You should not "clock out" during your rest periods.
Because of the importance of such meal and rest periods, steps will be taken
to help ensure that such breaks are utilized.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
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Job Description

Job Descriptions shall be:
o Reviewed by an employee at the time of employment and signed by
the applicant to reflect understanding of some of the employee's
general duties and policies.
o Reviewed annually in conjunction with the annual performance
evaluation.
o Upgraded as may be necessary for the changing environment.

In the event that an employee feels that the written job description does not
accurately reflect his or her regular actual duties, the employee should
promptly discuss the matter with his or her supervisor or Executive Vice
President or President/CEO, and should provide a written description of the
employee's actual duties.

In addition, from time to time, employees' titles, responsibilities, or
performance standards may change and employees may be required to work
on projects or assist with tasks outside of their regular job responsibilities.
The Credit Union expects all employees to be flexible in this way and to give
their best effort to whatever duties are assigned.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Wage and Salary Administration

It is the policy of the Credit Union to pay wages and salaries, which are based
upon the nature of the job performed.
o A salary range will be established for each job classification. Increases
or decreases in wages or salary are determined in the Credit Union's
sole discretion and depend in part on the Credit Union's financial
performance, market conditions, and individual employee's overall
contribution to the Credit Union as determined by the Credit Union.
Generally, wages or salaries are reviewed after an employee's
completion of an introductory period (generally six months) and
approximately annually thereafter.
o Overtime work is paid as directed by current Labor Law.
o Work on declared holidays shall be paid as directed by current Labor
Law.
o All overtime work or holiday work must be authorized in advance by
management.
The above provisions shall not be deemed violated if the employer and at least
two-thirds of the employees have written agreement to work 10 hours for 4 days
a week.
o Release time for required service in the National Guard, Regular
Reserve or Jury Duty shall be provided with no charge against
vacation time.
o SCCU payroll periods for exempt and non-exempt employees are biweekly. They are on Wednesday. The cut off day for the pay period is
the Saturday prior to the Wednesday of payroll week.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Outside Employment

Staff - Any staff member may have outside employment as long as it is not a
conflict of interest or incompatible and does not interfere with his / her regular
duties at the Credit Union.

Management - The President/CEO and Managers are discouraged from
obtaining employment outside the Credit Union since Executive Management
is generally considered a full time occupation and because of the risk of a
conflict of interest or disclosure of confidential or trade secret information of
the Credit Union.

Prior to accepting or engaging in such outside employment, all employees are
encouraged to discuss such endeavors with their manager or Executive Vice
President or President/CEO Whether or not you will be permitted to remain
employed at the Credit Union in a situation where you’re outside employment
would potentially create a conflict of interest, or even the appearance of such
a conflict is in the sole discretion of the Credit Union.

Even for outside work that is permissible, however, you should consider
whether the demands of the work will interfere in any way with your
employment at the Credit Union. Outside work will not be considered an
excuse for poor job performance, absence, tardiness, leaving early, refusing
to travel, or refusing to work overtime or a changed schedule.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Personnel Records

The Credit Union maintains personnel files relating to each employee's
employment by the Credit Union. Upon written request, an employee shall
have the opportunity to review his/her personnel file within a reasonable
period after the request during regular business hours and on the Credit
Union premises. A supervisor shall be present during the review.

Employees are generally informed of any material placed in their personnel
file, which may affect their job performance appraisal, and such employees
are asked to sign an acknowledgement that they have seen and reviewed the
material.

Accurate employee records of vacation time, sick leave, and leave without
pay, and overtime work will be maintained by the Executive Vice President or
President/CEO. In the event a regulatory agency requests to examine the
personnel records, the employee will be notified.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Performance Appraisal

Some aspects of performance can be measured objectively, such as following
prescribed procedures, balancing accounts, and having reliable attendance.
Other aspects of performance are subjective, and must by definition be
measured subjectively at the discretion of management. Examples include
being professional and cooperative to other employees and to members,
being responsible about communicating disagreements or problems, taking
responsibility for resolving problems within your control, taking initiative, and
maintaining a positive attitude about the Credit Union and its goals and
programs.

The employee's supervisor and/or Executive Vice President and/or the
President/CEO shall complete the employee's evaluation and discuss it with
the employee privately. The intent of the evaluation is to assist the employee
in better understanding what is expected of him/her and how he/she is
measuring up to these expectations.

Performance evaluations can be conducted at any time, as the supervisor
deems necessary. Generally, they are conducted annually. during the first
quarter of the year. If employees are uncertain about how their performance
is perceived or whether their performance is acceptable, they are expected to
initiate a discussion with their supervisor about their concerns.

Generally, compensation is also reviewed at the time of an employee's
regular performance appraisal. The amount of compensation is based in part
on the Credit Union’s subjective evaluation of the merit of the employee's
service to the Credit Union; accordingly any increase or decrease in
compensation is wholly within the discretion of management of the Credit
Union.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Personal Conduct

It is the policy of the Credit Union to provide certain rules and regulations
regarding employee behavior for the efficient operation of the Credit Union
and for the benefit and protection of all.

All employees are expected to conduct themselves and behave in a manner
which is conducive to the efficient operation of and in the best interests of the
Credit Union. It is impossible to list all the behavior required of Credit Union
employee; however, here are some examples of such behavior :
o Reporting to work punctually as scheduled. (See Time Clock Policy)
o Notifying the supervisor when the employee will be absent from work, or is
unable to report for work on time.
o Complying with the "No Smoking in Credit Union Building" rule and all of
the Credit Union's health, safety, security and emergency requirements.
o Wearing clothing appropriate for the work being performed. (See "Dress
Guidelines for Employees" on subsequent page).
o Eating meals only during meal periods and only in designated areas.
o Limiting personal telephone calls to those which are absolutely necessary.
When necessity requires that a personal long distance call be made, it
shall be at employee’s expense.
o Maintaining work place and work area in a clean and orderly condition.
o Refraining from behavior or conduct deemed offensive or undesirable, or
which is subject to disciplinary action.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Disciplinary Action

The Credit Union may administer discipline when it believes that an employee
has engaged in misconduct, violation of company policy, inappropriate activity
or performance problems. The appropriate form of discipline is determined
on a case-by-case basis by the Credit Union in its best judgment. Employees
whose performance has become unsatisfactory are subject to appropriate
disciplinary action.

Guidelines:

Forms of disciplinary action shall generally fall into one of these categories:
o Counseling by supervisor regarding performance or attitude, this may
result in disciplinary action.
o Written notice of specific improvements in performance or attitude.
o Suspension from work without pay for a time not to exceed two weeks.
o Termination.

Documentation of action taken:
o Issues resulting in disciplinary action will be documented by the
employee's supervisor and will become part of the employee file.
o All subsequent steps taken will be documented, signed by both employee
and supervisor, and will become a part of the employee file.

The Credit Union uses its best judgment to determine the appropriate
discipline for particular circumstances. Discipline is not necessarily
administered in the order listed above and need not be applied progressively.
Accordingly, in some circumstances immediate termination may be warranted
or termination may follow any other type of discipline. Similarly, repeated oral
or written warnings may be appropriate in certain circumstances.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
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Discipline (con’t)

It is impossible to list every example of employee conduct or behavior that is
not acceptable at the Credit Union. Fundamentally, the Credit Union will not
tolerate behavior that is unethical, unprofessional, dishonest or unlawful, is
destructive of morale or the Credit Union's reputation, is unsafe, creates an
unnecessarily tense working environment, or is at cross-purposes with the
Credit Union's goals and values. Employees are expected to refrain from any
such behavior, and to conduct themselves with respect for the rights and
welfare of all Credit Union employees and in the best interest of the Credit
Union.

The Credit Union regards the following types of acts as extremely serious,
which may result in immediate termination:

Unacceptable Activities

Generally speaking, we expect each person to act in a mature and
responsible way at all times. If you have any questions concerning any work
or safety rule or any of the unacceptable activities listed below, please see
your manager/supervisor for an explanation.
o The following sample list of Unacceptable Activities can result in
disciplinary action, up to and including termination. (Please note that
this list is not considered all-inclusive. Other types of unacceptable
conduct could result in disciplinary action.) Nothing in this list alters
the at-will nature of your employment; either you or the Credit Union
may terminate the employment relationship with or without reason and
in the absence of any violation of these rules.
o Accessing, reviewing and/or observing documents or other
materials on or in the desk or other property assigned to another
employee without that employee's express authorization.
o Violation of any company rule or performing any action that is
detrimental to the Credit Union's efforts to operate profitably.
o Violation of security or safety rules or failure to observe safety rules or
the Credit Union safety practices; failure to wear required safety
equipment; tampering with the Credit Union equipment or safety
equipment.
o Negligence or any careless action that endangers the life or safety of
another person.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
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Discipline (con’t)
o Being intoxicated or under the influence of a controlled substance
while at work; use, possession or sale of a controlled substance in any
quantity while on company premises, except medications prescribed
by a physician which do not impair work performance.
o Unauthorized possession of dangerous or illegal firearms, weapons, or
explosives on company property or while on duty.
o Engaging in criminal conduct or acts of violence; making threats of
violence toward anyone; fighting; provoking a fight; or negligent
damage of the Credit Union’s property on or off company premises or
when representing the Credit Union.
o Insubordination or refusing to obey instructions pertaining to your work
that have been properly issued by your manager. Refusal to help out
on special assignments.
o Threatening, intimidating, or coercing fellow employees on or off the
premises at any time, for any purpose.
o Engaging in an act of sabotage; negligently causing the destruction or
damage of Credit Union property, or the property of fellow employees,
customers, suppliers, or visitors.
o Theft or unauthorized possession of Credit Union property or the
property of fellow employees; unauthorized possession or removal of
any company property, including documents, from the premises
without prior permission from management; unauthorized use of Credit
Union equipment or property for personal reasons; using Credit Union
equipment for personal profit.
o Dishonesty; falsification, or misrepresentation on your application for
employment or other work records; lying about sick or personal leave;
falsifying reason for a leave of absence or other data requested by the
Credit Union; alteration of Credit Union records or other Credit Union
documents.
o Violating the non-disclosure agreement; giving confidential or
proprietary Credit Union information to competitors or other
organizations or to unauthorized Credit Union employees or to former
employees; working for a competing business while a Credit Union
employee; breach of confidentiality of personnel information.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
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Discipline (con’t)
o Spreading malicious gossip and/or rumors; engaging in behavior which
creates discord and lack of harmony; interfering with another employee
on the job; restricting work output or encouraging others to do the
same.
o Immoral or indecent conduct on Credit Union property.
o Conducting a lottery or gambling on Credit Union premises.
o Unsatisfactory or careless work performance. Failure to meet the
production or quality standards that have been explained to you by
your supervisor/manager.
o Any act of harassment, sexual, racial or other; telling sexist or racist
jokes; or making racial or ethnic slurs.
o Leaving work before the end of a workday or not being ready to work
at the start of a workday without the approval of your
supervisor/manager; stopping work before the time specified.
o Sleeping or loitering during working hours.
o
Use of company telephone or e-mail for personal matters, although
use of company telephone or e-mail for emergency personal matters
may be permitted upon supervisors approval.
o Smoking in restricted areas or at non-designated times, as specified by
department rules.
o Creating or contributing to unsanitary or unsafe conditions.
o Posting, removing, or altering notices on any bulletin board on Credit
Union property without the permission of an officer of the Credit Union.
o Failure to report an absence or late arrival; excessive absence or
lateness. (I.e. "Excessive" means two or more unexcused absences
or tardies within a thirty day calendar period or four or more unexcused
absences or tardies within a ninety day calendar period.
o Buying Credit Union merchandise for resale.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
Policy #
Discipline (con’t)
o Using obscene or abusive language toward any manager, employee or
member. Showing indifference or rudeness towards a member or
fellow employee. Any disorderly or antagonistic conduct on Credit
Union premises.
o Failure to immediately report damage to, or an accident involving,
Credit Union equipment or on Credit Union premises.
o Soliciting during working hours and/or in working areas; selling
merchandise or collecting funds of any kind for charities or others
without authorization during business hours, or at a time or place that
interferes with the work of another employee on Credit Union
premises.
o Failure to use your timesheet and/or timecard; failure to get your
timesheet approved by your supervisor; alteration of your own
timesheet or records or attendance documents; punching or altering
another employee's timesheet or records; or causing someone to alter
your timesheet or records.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
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Conflicts of Interest

Employees are expected to devote their best efforts and attention to the
full-time performance of their jobs. Employees are expected to use good
judgment, to adhere to high ethical standards, and to avoid situations that
create an actual or potential conflict between their personal interests and the
interests of the Credit Union. A conflict of interest exists when the employee's
loyalties or actions are divided between the Credit Union's interests and those
of another, such as a competitor, supplier, or member. Both the fact and the
appearance of a conflict of interest should be avoided. Employees unsure as
to whether a certain transaction, activity, or relationship constitutes a conflict
of interest should discuss it with management or the Executive Vice President
or President/CEO for clarification. Any exceptions to this guideline must be
approved in writing by an authorized representative of the Credit Union.

While it is not feasible to describe all possible conflicts of interest that could
develop, some of the more common conflicts that employees should avoid
include the following:
o Gifts: Accepting a personal or business gift or entertainment from
competitors, members, suppliers, or potential members, potentially
creates a conflict of interest with the Credit Union. It is the express policy
of the Credit Union that you are prohibited from, either directly or
indirectly, asking, demanding, exacting, soliciting, seeking, or agreeing to
receive anything of value for yourself or any other person or entity (other
than from the Credit Union) in connection with any transaction or business
of the Credit Union. Violation of or impropriety with regard to this policy
may result in disciplinary action including termination of employment.
You may accept gifts of a minor nature, such as lunches, boxes of candy,
and flowers, as long as the value does not exceed $50.00 in any
consecutive 12-month period from the same person or vendor. Cash in
any amount or in any form may not be accepted under any circumstances.
o Activities/Working Outside of the Credit Union: Outside jobs or other
commitments which interfere with the ability to perform one's job, are not
necessarily a conflict of interest, but may create a conflict of obligation. An
employee may not hold other employment, which represents a potential
conflict of interest with the Credit Union. This includes any line of business
or endeavor competing with the Credit Union, including, but not limited to,
any work for lending or financial institutions. This also includes any work
for a person or entity with a business relationship with the Credit Union. If
job performance is affected, the substandard job performance then
becomes a disciplinary issue.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
22
Siskiyou Central Credit Union
Policy #
Conflicts of Interest (con’t)
o Using proprietary or confidential Credit Union information for personal gain
or to the Credit Union's detriment.
o Vendor Contracts: Having a direct or indirect financial interest in or
relationship with a competitor, member, or supplier/vendor,
potentially creates a conflict of interest with the Credit Union.
o Using Credit Union assets or labor for personal use.
o Committing the Credit Union to give its financial or other support to any
outside activity or organization: Employees are required to disclose any
investments in other entities, or other personal or professional
relationships, which potentially would involve the Credit Union's interests.
o Other Relationships: Developing a personal relationship with a
subordinate employee of the Credit Union or with an employee of a
competitor, supplier, or customer that might interfere with the exercise of
impartial judgment in decisions affecting the Credit Union or any
employees of the Credit Union. If an employee or someone with whom an
employee has a close relationship (a family member or close companion)
has a financial or employment relationship with a competitor, member,
supplier, or potential supplier, the employee must disclose this fact in
writing to the Executive Vice President or President/CEO.
o Power of Attorney: Entering into a power of attorney for any member
potentially creates a conflict of interest with the Credit Union.
o Part-time employees may engage in outside employment, provided that
they disclose such employment. Regular full-time employees are
encouraged to avoid outside employment which may interfere with the
ability to perform the essential job functions for which hired, and must
disclose the same to the Executive Vice President or President/CEO.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
23
Siskiyou Central Credit Union
Policy #
Conflicts of Interest (con’t)
o If it appears that the employee’s actions conflict with the interests of the
Credit Union, or are in conflict with the guidelines established by this
policy, the employee shall be required to disassociate herself/himself with
the conflict situation as a condition of continued employment. Failure to
adhere to this guideline, including failure to disclose any conflicts or to
seek an exception, will result in discipline, up to and including termination
of employment.
I agree to the above policy.
X_______________________________________ Date:_________________
Employee’s Signature
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
24
Siskiyou Central Credit Union
Policy #
Private Matters

The Credit Union's business is founded on the confidence and trust our
members place in us. To insure that trust, employees of the Credit Union
shall maintain a responsible posture in their personal matters, both financial
and non-financial. Conduct reflecting unfavorably upon the financial
competence or ethics of a Credit Union employee, damages the reputation of
the Credit Union. Such conduct may be grounds for disciplinary action.
Security

It is the policy of the Credit Union to provide security for its property, its
employees, and persons visiting the premises. Security is the responsibility
of all Credit Union employees.
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Date: April 2008
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Siskiyou Central Credit Union
Policy #
Violence in the Workplace Policy

The Credit Union has adopted a policy prohibiting workplace violence.
Consistent with this policy, acts or threats of physical violence, including
intimidation, harassment, and/or coercion, which involve or affect the Credit
Union or which occur on Credit Union property will not be tolerated.

Acts or threats of violence include conduct that are sufficiently severe,
offensive, or intimidating to alter the employment conditions at the Credit
Union, or to create a hostile, abusive, or intimidating work environment for
one or several employees. Examples of workplace violence include, but are
not limited to, the following:
o All threats or acts of violence occurring on the Credit Union’s premises,
regardless of the relationship between the Credit Union and the parties
involved.
o All threats or acts of violence occurring off the Credit Union’s premises
involving someone who is acting in the capacity of a representative of the
Credit Union.

Specific examples of conduct that may be considered threats or acts of
violence include, but are not limited to, the following:
o Hitting or shoving an individual.
o Threatening an individual or his/her family, friends, associates, or property
with harm.
o Intentional destruction or threatening to destroy The Credit Union’s
property.
o Making harassing or threatening phone calls.
o Harassing surveillance or stalking (following or watching someone).
o Unauthorized possession or inappropriate use of firearms or weapons.

The Credit Union prohibits threats and acts of violence applies to all persons
involved in the Credit Union’s operation, including but not limited to personnel,
contract, and temporary workers and anyone else on Credit Union property.
Violations of this policy by any individual on Company property will lead to
disciplinary action, up to and including termination and/or legal action as
appropriate.
 Every employee is encouraged to report incidents of threats or acts of physical
violence of which he/she is aware. The report should be made to your
manager/supervisor.

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Siskiyou Central Credit Union
Policy #
Drug Free Workplace

The Credit Union has a vital interest in maintaining safe, healthy, and efficient
working conditions for its employees, customers and visitors. Being under the
influence or use of an illegal drug or alcohol while on the job poses serious
safety and health risks not only to the user but to all those who work or come
into contact with the user. As a condition of employment, each employee
must comply with the Credit Union’s Drug-Free Workplace policy. All
locations at which business is conducted, including client facilities must be
drug-free. No employee may be under the influence of any illegal drug or
alcohol while at work, on duty, or while in or operating a vehicle or equipment
owned or leased by the Credit Union or while on Credit Union property
including parking lots and adjacent areas. The Credit Union requires the right
to conduct drug testing of an employee if “reasonable suspicion” exists.
Credit Union Drug-Free Workplace policy strictly prohibits any of the
following:
o The use, manufacture, sale, purchase, transfer, distribution or
possession of alcohol or illegal drugs while on Credit Union time or
performing Credit Union business, during working hours, or while in
Credit Union vehicles or while on Credit Union property is prohibited.
For the purpose of this handbook, “illegal drugs” means any drug listed
in 21 USC section 821 and other federal and state regulations,
including, but not limited to, heroin, marijuana, cocaine, PCP, and
crack. “Illegal drugs” also includes prescription medications, which
have not been properly prescribed by a doctor and non-prescription,
behavior-modifying drugs or hallucinogenics.
o Possession, consumption, distribution, sale, or purchase of illegal
drugs, controlled substances or alcohol off Credit Union premises that
adversely affects an employee’s work performance, his/her own or
others’ safety at work, or the Credit Union's reputation in the
community is also prohibited.
o The purchase, sale, manufacture, distribution, transportation,
dispensation or possession of any legal prescription drug in a manner
inconsistent with any State or Federal law while on Credit Union
property, during working hours or while performing Credit Union
business is prohibited.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
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Siskiyou Central Credit Union
Policy #
o Storing any illegal drug, drug paraphernalia, any unauthorized
controlled substance, or any alcohol in a desk, automobile or other
repository on Credit Union premises in prohibited.

To encourage early, voluntary identification of personal drug or alcohol
problems, the Credit Union will reasonably accommodate any employee who
wishes to voluntarily enter and participate in an alcohol or drug abuse
rehabilitation program, provided that this reasonable accommodation does
not impose an undue hardship on the Credit Union.

An employee who voluntarily advises his/her supervisor and/or seeks
treatment will not be subjected to disciplinary action for providing that
information or voluntarily participating in a treatment program; however,
employees should be aware, that providing information or participating in a
treatment program will not necessarily shield the employee from disciplinary
action for a violation of this policy or a violation of any other Credit Union
policy including poor performance, particularly if it occurred prior to the
notification of the need for treatment or the participation in a treatment
program. An employee may elect to use accrued sick leave for purposes of
attending a treatment program.
Prescribed Legal Drugs:

The Credit Union recognizes that an employee may, from time to time, be
prescribed legal drugs which, when taken as prescribed, result in the
employee's impairment. The legal use of controlled substances, such as
prescription drugs properly prescribed by a licensed physician, or over-thecounter medications, is allowed so long as any impairment caused by the use
of a legal drug will not (a) endanger your safety or the safety of any other
person; (b) pose a risk of significant damage to Credit Union property; or (c)
substantially interfere with your job performance or the efficient operation of
Credit Union's business.

However, if any of the foregoing will occur, the Credit Union may require the
employee to see a doctor, at the Credit Union’s expense, to confirm the
effects of such impairment. You may be required to take a leave of absence
until the duration of the prescribed medication has been completed or a
physician determines that you can return to work and do your job safely and
efficiently. Employees may use their accrued sick leave for absences
necessary due to impairment while using legal drugs taken as prescribed.

Nothing in this policy is intended to prohibit the customary and ordinary use of
over-the-counter drugs so long as such usage does not violate the law or
result in the employee's impairment as prohibited by this policy.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
28
Date: April 2008
Siskiyou Central Credit Union
Policy #
Appearance /Dress Code Policy

Siskiyou Central Credit Union is a financial institution and will project a secure
and professional image to all of its members. Dress in a manner that will not
offend others or draw inappropriate attention to yourself.

Employees are required to use good taste in grooming and dress.
Departures from professional appearance shall be brought to the employee’s
attention by his/her supervisor, and resolution shall be required. Appropriate
attire and appearance is a condition of employment and employees who do
not comply may be subject to discipline. Non-exempt employees who do not
adhere to grooming guidelines may be sent home, with the time away either
unpaid or taken as vacation time, to change clothing, hair, etc. Exempt
employees who do not adhere to grooming guidelines may be sent home to
change clothing, hair, etc.
o
Denim (dresses, skirts or pants) is not to be shabby, worn out, or faded.
Jeans are defined as: having double seams, five pockets and/or denim.
o
No shiny leather or vinyl skirts, pants or dresses; suede is acceptable.
o
No leggings or stirrup pants
o
No tops that expose the midriff
o
No tank tops, tank dresses, or spaghetti straps worn without a jacket.
o
Capri’s must be worn with a coordinating jacket or dressy top. Capri’s are
to be no shorter than mid calf.
o
Skirt length is to be no shorter than 2 inches above the knee.
o
Shirts and ties or shirts with collars should be worn by male employees.
o
Men are permitted to wear mustaches and beards, provided they are kept
neat, cleaned and trimmed.
o
Rubber thong type sandals and tennis shoes are not appropriate footwear.
There will be exceptions for medical reasons.
o
Body art must remain covered by clothing; any deviation should be
cleared through your supervisor.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
Policy #
Appearance /Dress Code Policy (con’t)
o
Earrings must be limited to no more than two per ear. It is not permitted
to wear any other pierced jewelry for any other visible body parts, i.e.,
anything on the head or face, including the nose, eyebrow and tongue.
Any deviation must be cleared through your supervisor.
o
Personal hygiene to include personal cleanliness and clean neatly
pressed clothing. Heavily scented colognes, perfumes and powders
should be avoided.
o
Credit Union t-shirts/sweatshirts and casual slacks or jeans are allowed for
“special promotions” and Fridays. Anything not covered in the above will
be left to the discretion of the supervisors. If an employee, after talking
with his/her supervisor, still cannot reach an agreement, he/she may raise
the issue with the Executive Vice President or President/CEO. The
Executive Vice President or the President/CEO will make the final
decision, if another cannot be reached.
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Date: April 2008
30
Siskiyou Central Credit Union
Policy #
Cell phone usage

In today's fast-moving business world, mobile telephones have become an
important and highly efficient means of transacting business. Research and
experience show, however, that the use of mobile phones while driving is
unsafe and significantly increases the risk of an accident. Although the Credit
Union supports the use of cellular telephones by employees who must
conduct business while out of the office, each employee is responsible for
observing and honoring any state-specific cell phone laws while driving in a
particular state. Any violation of this policy may lead to disciplinary action up
to and including termination. For current cell phone restrictions by state,
please visit the Governors Highway Safety Association’s website at
www.ghsa.org.
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Date: April 2008
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Siskiyou Central Credit Union
Policy #
Credit Union Property

Credit Union asks you to keep in mind that when you are using Credit Union’s
computers, furniture and equipment you are using Credit Union assets. Credit
Union monitors the performance, usage, and cost-effectiveness of its
resources and periodically gathers information such as the number,
frequency, time of day, and duration of calls or Internet/Web site visits or
inspects its furniture and equipment. Credit Union may, in its discretion,
review any employee's electronic files, messages desks, lockers or other
equipment, including opening all drawers and closets.

Employees have passwords to access computer and voice mail systems;
however, these technical resources are considered Credit Union property and
are to be accessible at all times by Credit Union. All Credit Union assets may
be subject to inspections by the Credit Union with or without notice. Credit
Union may override any applicable passwords or codes to inspect,
investigate, or search an employee's files and messages. You should not
provide a password to other employees or to anyone outside Credit Union
and should never access any technical resources using another employee's
password.
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Siskiyou Central Credit Union
Policy #
Use of Voicemail, Electronic Mail and the Internet

Company Access To Voice And Computer Communications
o

While the Credit Union voicemail and computer (e-mail) systems are
provided for business purposes, it recognizes that employees may make
incidental use of these systems for personal messages. These messages
will be treated no differently than written business messages, and may be
accessed by the Credit Union for a variety of reasons. Please be clear
that anything you send, receive, or store on any Credit Union-provided
system may be read, listened to, or copied. The best guideline is: if you
don’t want management to see it or hear it, don’t use the Credit Union
equipment to write it, receive it, send it, or store it.
Password Control
The System Manager/IT Specialist maintains a record of the following
passwords:
Internet
E-mail
Intranet
Telephone voicemail
Vacation calendar
Personnel evaluation program
Employee time clock program
Kelley Blue Book
You are not permitted to use any password except your own to gain
access to any password protected program.

Obligation To Protect Confidential Information
o In using all electronic communication systems, you are required to protect
the integrity of the Credit Union’s proprietary and confidential business
information and confidential information relating to the Credit Union
employees. Because electronic systems are not private and use of these
systems creates documents and recordings that may be easily distributed
to individuals other than the intended reader, you must exercise caution
when you use voicemail or e-mail to transmit Credit Union trade secrets or
other confidential information.

Restrictions On Use Of Electronic Systems
o Like other Company assets, the Credit Union’s voicemail, e-mail and
Internet systems may be used only in a responsible and lawful manner.
The following policies apply to all use of these systems:
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Siskiyou Central Credit Union
Policy #
Use of Voicemail, Electronic Mail and the Internet (con’t)
o These systems may not be used to send any communication that may
reasonably be perceived as discriminatory, harassing, offensive, or
disruptive.
o They may not be used to send communications or material that defames
or disparages an individual, Credit Union, or business.
o They may not be used to conduct personal business. Solicitations, offers
to buy and sell goods or services, and other personal messages to groups
are not an appropriate use of these systems.
o You must not make any copies of the Credit Union’s computer software or
computer files except for backup purposes. You must not give software to
any other person.
o Loading of any unauthorized personal software is not allowed..
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
34
Siskiyou Central Credit Union
Policy #
Separation of Employment

As an at will employee, employees or the Credit Union may end their
employment relationship at any time with or without reason. All terminating
employees are encouraged to meet privately with his/her supervisor for an
exit interview before their last day of work. The exit interview allows the
departing employee to communicate his or her views about the job and the
Credit Union and any reasons relating to the end of the employment
relationship. It also allows the Credit Union to collect its property from the
employee and remind employees of their continuing obligations to protect
Credit Union members' confidentiality and to protect the Credit Union's
confidential and trade secret information.

The employee's supervisor will complete an exit interview checklist form and
request that the employee sign and date it. The employee will receive their
last paycheck from the payroll department .

After an employee leaves the Credit Union, the employee's obligations to
preserve Credit Union confidentiality, Credit Union members' confidentiality,
and to preserve the Credit Union's trade secrets and proprietary information,
will remain intact.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
35
Siskiyou Central Credit Union
Policy #
Grievance Procedure

In an effort to foster a congenial, effective working environment and resolve
personnel problems quickly, the Credit Union expects employees to promptly
pursue resolution in the following manner. This process should be utilized by
employees for any situation an employee believes is detrimental to the
employee, the employee's job performance, the Credit Union or any of its
members, clients, vendors, contractors, or employees. However, this process
does not apply to terminations. In addition to the following procedure, The
Executive Vice President or President/CEO is available to discuss any such
issues and mechanisms for resolving such issues at any time:
o
Notice of the personnel problem, charge, or allegation of unfair treatment
is directed by the employee in written form to that employee's supervisor.
o
The supervisor shall meet with and deliver a written response to the
employee of personal receipt of the grievance.
o
If the employee is dissatisfied with the written decision of the supervisor,
he/she may deliver a written appeal to the Executive Vice President who
shall render a written decision.
o
If the employee is dissatisfied with the decision of the Executive Vice
President, a written request may be made to the President/CEO.
o
The final disposition of the grievance shall be with the President / CEO.
o
No employee shall be penalized for using, in good faith, the grievance
procedure.

If at any time an employee feels that she/he cannot discuss the matter with
the specified person, the employee should meet and talk candidly with the
Executive Vice President. The problem will be explored promptly and
objectively among those involved, and the employee will be informed of the
outcome.

All employees are expected to respect and support the Credit Union's effort to
provide a supportive working environment with candid, responsible
communications.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
36
Siskiyou Central Credit Union
Policy #
Use of Credit Union Services

All employees and their families are eligible for membership in the Siskiyou
Central Credit Union.

Employees shall not perform any types of transactions or maintenance to
their own accounts or to family member accounts.

For internal control purposes, employees and employee family member
accounts are subject to periodic review.

Employees with overdrawn share draft accounts may be processed as
follows:
o Verbal reprimand.
o Written reprimand.
o Close account and possible termination.

Loans to personnel
o Employee loan requests shall be reviewed by the Credit Manager.
o Employees' delinquent loans may be processed as follows:



Verbal reprimand.
Written reprimand.
Possible termination.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
37
Siskiyou Central Credit Union
Policy #
Volunteer, Managerial and Staff Development

It is the policy of the Credit Union to provide education opportunities for
Management, Staff, and elected volunteers within budget guidelines.
Attendees will be reimbursed for travel and expenses according to policy.

Educational Assistance
o
Qualifying requirements full time employee and employed by the Credit
Union for a minimum of 12 months.
o
The Credit Union will reimburse a full time employee for the cost of tuition,
books, or fees for course of instruction directly related to Credit Union
operations. Employee must get prior written approval of the course and
the reimbursement. Employees must not take such classes during their
regular business hours and must not perform any Credit Union work at the
class.
o
The employee will be reimbursed for such expenses upon satisfactory
completion of the course as evidenced by a grade report or certificate. A
person's expense cap is $300 annually for each employee. Employees
whose Credit Union employment ends for any reason prior to such
completion of the course will not be entitled to any portion of the tuition
reimbursement.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
38
Siskiyou Central Credit Union
Policy #
Insurance Benefits

The specific provisions of the various Credit Union-sponsored insurance
plans are too detailed to cover in this Handbook. However, the following
provisions summarize the benefits currently available to certain qualified
employees. Plan descriptions, claim forms, and other information are
available from Executive Vice President or President/CEO.

Full-time employees shall become eligible with benefits to begin the first of
the month, following 30 days of employment, that they came to work or
became a full-time employee. This includes introductory period of
employment.
Medical Insurance

Currently, the Credit Union pays the premium for medical, vision and dental
insurance plans for employee coverage of full-time employees who elect to
participate.

Additional coverage is available for family members at the employee's
expense.

Former employees, retired employees, and other employees who experience
certain "qualifying events" will be entitled to continue their insurance coverage
at their own expense under COBRA regulations.
Life Insurance

Currently, life Insurance is provided to all full time eligible employees only.
Life Insurance benefits will be re-negotiated each year and is part of the
employee packet.

Currently, this policy shall be effective for current employees and may be
transferred to a private pay if an employee terminates and wishes to continue
the coverage.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
39
Siskiyou Central Credit Union
Policy #
Reimbursable Expenses

Employees shall be reimbursed for all necessary expenses incurred as a
result of their participation in authorized Credit Union activities, which occur
away from the employee's regular Credit Union office or outside regular work
hours. An expense voucher shall be used to report reimbursable expenses.
SCCU employees must obtain authorization from their Supervisors prior to
traveling on official business or incurring reimbursable expenses.

If you are required to travel on company business using your own vehicle,
reimbursement will be at a rate set using IRS Reimbursable Expense Article
463 as our guide. The rate will be reviewed on an annual basis to remain
current with IRS guidelines. Travel between employee's home and regular
office location is not reimbursable. Car pools are advised when more than
one employee attends the same meeting.

Overnight accommodations are permitted and receipts are required when out
of the area.

Meals will be paid for by the credit union for officials or employees when away
from home attending authorized functions. The credit union will reimburse
either for the actual cost of meals (receipts required) or with a per diem
amount of $43 per day ( $10 breakfast; $13 lunch; $ 20 dinner). Excluding
banquets, dinners, luncheons provided at approved functions.
(Rev 5/22/06)
Spousal (immediate family member) reimbursement


Reimbursement for the expenses of the spouse or immediate family member
of a board member will be made under the following conditions:
o
Prior board approval has been obtained.
o
Receipts must be submitted for any expenses to be reimbursed.
o
Board members are aware the reimbursed amount may be taxable income
and not deductible by the credit union.
o
Limit of $600 for any one year per board member spouse.
o
If spouse or immediate family member participates in classes and/or
vendor shows they shall be responsible to collect written materials and/or
vendor information to bring back to the credit union.
This policy shall also apply to the Supervisory Committee members and the
Senior Management Staff.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
40
Siskiyou Central Credit Union
Policy #
Employee Loan Discounts

Currently, employees receive a discount from the current offered rate on
Signature/Line of Credit and VISA of 3%. Currently, an employee of SCCU is
allowed a discounted loan interest rate while employed. Upon the employees
termination or retirement from employment the interest rate will be adjusted to
the current rate offered the general membership. The full balance on the loan
will adjust to the new rate.

In order to be eligible for this benefit, the loan must be booked on the
employee's primary account only (limited to one account). There are no
discounts for other joint accounts.

Currently, a loan rate discount of 1% is allowed on all vehicle and RV loans
under the same conditions of this policy.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
41
Siskiyou Central Credit Union
Policy #
Retirement

Currently, Siskiyou Central Credit Union maintains a 401K /Defined
Contribution Plan for all qualified employees.

The current Plan contains the following requirements and provisions:
o
An employee must have twelve (12) continuous months of employment
plus 1,000 hours in that twelve months prior to anniversary date of the
plan to be eligible for retirement benefits contributions.
o
An employee must have attained at least the age of 21 to be eligible for
contributions.
o
An employee must have been employed a minimum of 15 years and
reached the mandatory age or 55 to be eligible for benefits.
o
An employee becomes fully vested in the retirement plan after completing
their 6th year of full-time employment with the Credit Union.
o
The annual contribution amount will be decided upon by the Board of
Directors normally during budget time for the upcoming year. The amount
is a percentage of the employee’s annual salary.
o
There is also available to qualifying employees a Deferred Compensation
Plan. Normally this is for highly compensated employees as defined by
the IRS.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
42
Siskiyou Central Credit Union
Policy #
Holidays

It is the policy of the Credit Union to observe statutory holiday’s each year as
established or that may be granted by the Board of Directors. Currently the
holiday’s observed are:
New Years Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Personal Holiday
Veteran's Day
Thanksgiving
Day After Thanksgiving
Day before Christmas
Christmas Day
Columbus Day

When holiday's such as Christmas Eve fall on a weekend, employees may be
given personal hours to be used after the holiday. The Credit Union will set
these hours each year as necessary to service our membership.

Full-time employees will receive their regular rate of pay for each holiday.

To receive holiday pay, an otherwise eligible employee must be at work, or on
authorized absence, on the workdays immediately preceding and immediately
following the day on which the holiday is observed.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
43
Siskiyou Central Credit Union
Policy #
Vacation

It is the policy of the Credit Union to grant annual vacations with pay to fulltime employees, at the rate of 10 days per year (6.25 hours per month).
Vacation begins earning with date of full-time employment. Employees must
work 6 months to use vacation.
FORMULA:
number of days (10)
divided by 12
multiplied by working day (7.5)
equals hours per month (6.25)

After five years of employment, employees earn vacation at the rate of 9.375
hours per month or 15 days per year.

After ten years of employment, employees earn vacation at the rate of 12.5
hours per month or 20 days per year.

Vacation accrual should not exceed allowable hours for number of years of
service. Accrual stops when those number of hours is reached.

Vacations are not to be scheduled during peak periods. (i.e. first or last of
month)

Employees not having time on the books must take five consecutive days
without pay.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
Policy #
Sick Leave/Bereavement Leave

It is the policy of the Credit Union to permit regular full-time employees to be
absent from work on a short-term basis for illness or injury.

Full time non-exempt employees shall earn 8 days each year for sick leave.
A maximum of 225 hours at which time accrual stops.

Full time exempt employees shall earn 8 days each year for sick leave up to a
maximum of 375 hours at which time accrual stops.

An employee must have been employed for 6 months to be eligible for sick
leave. Sick leave is accrued at 2.308 hours per pay period.

Each employee shall be responsible for notifying their Supervisor prior to their
starting time on the day of absence if unable to come to work due to illness.
Failure to notify the appropriate personnel may invalidate a request for sick
leave.
 An employee sick for more than 3 consecutive working days may be required
to have a physician's verification of the employee's inability to work. In
addition, a medical release to work may be required to return to work.

Sick leave may be used for "immediate family" illness or doctor’s
appointments. This time shall be deducted from the employee's accrued
annual sick leave. Immediate family is defined as spouse, child, parent,
brother, sister, grandparent, and grandchild of the employee, plus any relative
of the employee or the employee's spouse residing in the same household of
the employee.

If an employee terminates or is terminated, no sick leave is payable.

Extended employee sick leave up to 6 weeks for surgery, major illness, etc.
may be granted in the sole discretion of the Credit Union and, requires written
report from the doctor as to a reasonable expectation of when the employee
may return to work; another written report will be required if the employee is
still unable to return to work at the estimated release date. The Credit Union
requires employees to provide a written release by their health care provider
for the employee to return to work.

Bereavement leave shall be allowed to all full-time employees and shall be
deducted from the employee’s annual accrued sick leave. Normally
bereavement leave is limited to employee’s immediate family defined as a
spouse, child, parent, brother, sister, grandparent, and grandchild of the
employee; plus any relative of the employee or the employee’s spouse
residing in the same household of the employee. However in the event of a
funeral for a special friend of the employee, the employee may use
bereavement leave to attend the funeral.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
45
Siskiyou Central Credit Union
Policy #
Jury Duty

Paid time for jury duty shall be allowed with no charge against vacation time.

Employees shall make themselves available to work any day or portion
thereof that is not actually required for jury duty.

The employer will pay the employee's salary, less any compensation received
for jury duty service, mileage excepted.

Non-exempt employees are limited to 30 days paid jury leave annually.
Unpaid Leaves
Leave of Absence

A leave of absence is an authorized, unpaid absence from work, which is not
charged to sick leave or vacation time.

A sick leave of absence may be granted to an employee whose illness or
disability continues beyond the coverage afforded by the Credit Union, and
when all vacation time has been used.

A request for leave of absence must be made in writing to the Executive Vice
President or President/CEO and must include the anticipated duration of
absence.

The Executive Vice President or the President/CEO shall review and act upon
a request for leave of absence for personal reasons after considering the
following factors:
o
o
o
o
o
The purpose for which the leave is requested.
The length of time the employee will be away.
The effect the leave will have on the Credit Union.
The employee's length of service.
The employee's performance record.

Benefits will not accrue during a period of unpaid leave of absence.

An employee who returns to work after the conclusion of an approved leave
of absence in 6 weeks or less may be restored to their former position or to
another position for which the employee is qualified. Generally, such
employees will retain credit for prior service, accrued retirement, and
accumulated seniority.

Additional Types of Unpaid Leave:
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
46
Siskiyou Central Credit Union
Policy #
Military Duty

If you are in the United States military or National Guard, you must notify the
Executive Vice President or President/CEO, who will advise you of your rights
and obligations.
Volunteer Firefighter Duty

Volunteer firefighters are allowed to take time off business hours to perform
emergency firefighting duties and must request approval from their supervisor
prior to leaving. Because this is a service to the community the firefighters
are paid their regular salary while performing emergency firefighting duties
during normal business hours.
Witness Duty

If you are required to appear in court as a witness, you must notify your
supervisor as soon as you know of the situation. Your time away will be
unpaid.
School Activities

If you have a child or grandchild in day care or school through twelfth grade,
you may take time off up to 40 hours each school year, not exceeding 8 hours
in any calendar month, to participate of the activities of that child (or
children’s) school(s). In addition, you can take the necessary time off if you
are summoned to the school because your child was suspended for
misconduct. In either case, you must give your supervisor as much advance
notice as possible. You must use your accrued vacation or, if it is available,
your floating holiday, for these school visits. Otherwise, unless you are an
exempt, regular employee, the time is unpaid. The Credit Union may request
documentation of your actual participation in the school activity or visit to the
school.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
47
Siskiyou Central Credit Union
Policy #
Leave for Pregnancy Disability

Any employee who is medically unable to work due to a pregnancy-related
condition, including disability for childbirth and absence for severe morning
sickness or necessary pre-natal care, is eligible for a pregnancy disability
leave for the duration of the disability, up to a maximum combined total of 4
months per pregnancy. The Credit Union requires medical verification of the
employee’s inability to work or to perform one or more of the essential
functions of her job without endangering herself, her unborn child, or
someone else. The Credit Union will require medical clearance before the
employee will be permitted to return to work.

An employee on pregnancy disability leave is required to use her accrued sick
leave during the leave and may, at the employee’s option, use accrued
vacation during the leave, but receipt of vacation or sick leave pay does not
extend the length of the pregnancy disability leave. If the employee receives
State Disability Insurance (SDI) benefits, the Credit Union will integrate sick
leave and vacation pay with the SDI benefits so that the employee receives
full pay but no more. Otherwise, the leave is unpaid.

If, because of pregnancy, childbirth or related medical condition, an employee
needs a reasonable accommodation to perform the essential functions of her
job and the employee's health care provider determines that the reasonable
accommodation is medically advisable, the employee must advise the
Executive Vice President or President/CEO of the particular accommodation
needed. The Credit Union requires that the employee promptly provide
medical verification of the date on which the accommodation became
medically advisable, how long the accommodation will likely be needed, and
the medical advisability of the accommodation because of the employee's
pregnancy, childbirth or related medical condition.
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
48
Siskiyou Central Credit Union
Policy #
Fraud Policy

Siskiyou Central Credit Union considers any form of fraud or dishonesty on
the part of its employees as totally unacceptable conduct. Acts which are
considered to be either fraudulent or dishonest include, but are not limited to:
o
o
o
o
o
o
o
o
o
o
o

Manipulation of loan accounts, documents, computer records, shares or
share draft accounts.
Theft of any kind, including stealing from members' accounts,
overpayment of dividends and creating fictitious loans. Theft also includes
denying revenue that is rightfully owed to the credit union. Theft shall
include using member account information for personal use or solicitation
outside of the credit union.
Check/share draft/ATM kiting.
Forgeries of any kind.
Unauthorized or unapproved salary/overtime advances or reimbursement,
including unearned incentives.
Intentional violation of credit union rules, internal controls, regulations or
procedures.
Intentionally failing to secure collateral, to properly record a security
interest in collateral, or pledging a member's shares as collateral without
that member's permission.
Granting or requesting preferential treatment for anyone, without approval
from management.
Unauthorized use of computer time, office equipment or computer
software.
Transactions performed on your own account or for family members’
accounts.
Not reporting, to management, knowledge of any of the above being
committed by another employee.
I have read the above Fraud Policy. I understand that management will not
tolerate fraudulent or dishonest activities of any kind and that I am not to
engage in acts of fraud or dishonesty while employed at Siskiyou Central
Credit Union. I am also aware that engaging in any of the above acts could
result in immediate dismissal from my employment with Siskiyou Central
Credit Union and bondability.
Dated this __________ day of ____________________, 20___.
X______________________________
Employee signature
X_____________________________
Witness signature
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
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Siskiyou Central Credit Union
Policy #
ACKNOWLEDGMENT FORM
I acknowledge that I have received and read my copy of the Credit Union's
Employee Handbook dated March 2008 and understand the policies and
provisions in the Handbook. I understand that my employment is “at will” and
that this document does not create, nor is it intended to create, a promise or
representation of continued employment (express or implied); employment may
be terminated at any time at the will of either the Credit Union or myself. I
understand that no experience with the Credit Union, including but not limited to
oral statements, longevity of employment, performance reviews, promotions,
salary increases, or application of disciplinary measures, may be regarded as
implicitly changing the employment at-will policy. I further understand that except
for “employment at will” status, any and all policies and practices can be changed
at any time by the Credit Union.
___________________________________
Signature
________________________
Date
Siskiyou Central Credit Union Employee Handbook and Personnel Policies
Date: April 2008
50