Welcome to The Salvation Army Employee Handbook, designed to guide employees through policies, benefits, and workplace conduct, ensuring a productive and aligned work environment.
1.1 Purpose of the Handbook
This handbook serves as a comprehensive guide for Salvation Army employees, outlining policies, benefits, and expectations to ensure alignment with the organization’s mission and values. It provides clarity on workplace conduct, legal requirements, and employee responsibilities, fostering a productive and ethical work environment. The handbook aims to promote consistency, fairness, and transparency in all employment practices, supporting employees in their roles while upholding The Salvation Army’s commitment to serving communities effectively. It is a vital resource for understanding employment terms and contributing to the organization’s success.
1.2 How to Use the Handbook
This handbook is a key resource for understanding The Salvation Army’s policies, procedures, and expectations. Employees should review it thoroughly upon hiring and refer to it as needed. The handbook covers essential topics such as employment terms, benefits, workplace conduct, and legal obligations. It is updated regularly to reflect changes in policies or laws. Employees are encouraged to stay informed about updates and adhere to the guidelines outlined. If questions arise, employees should consult their supervisor or HR representative. This handbook is designed to promote clarity, consistency, and compliance, ensuring a positive and productive work environment for all.
1.3 Important Contacts
For questions or concerns, employees should contact their immediate supervisor or Human Resources. Key contacts include the HR department for policy clarification and employment matters. Employees can also reach out to their territorial headquarters for escalated issues. Contact information is available on The Salvation Army’s intranet or through internal communication channels. Employees are encouraged to familiarize themselves with these resources to ensure timely assistance and support. Reaching out to the appropriate contact ensures compliance and resolution of workplace matters efficiently.
Mission and Values
The Salvation Army’s mission is to serve humanity through compassion and faith. Core values include integrity, caring, humility, and excellence, guiding employees in upholding these principles daily.
2.1 The Salvation Army’s Mission
The Salvation Army’s mission is to serve humanity through compassion, faith, and service. Rooted in Christian faith, it aims to meet human needs without discrimination, addressing spiritual, physical, and emotional well-being. The organization focuses on disaster relief, rehabilitation, and community support, striving to bring hope and dignity to those in need. Employees are essential in fulfilling this mission, upholding values of integrity, caring, and humility. By adhering to these principles, The Salvation Army works tirelessly to create a better world for all, guided by love and service to others;
2.2 Core Values
The Salvation Army is guided by core values of integrity, caring, humility, respect, and stewardship. These principles shape every aspect of its operations and interactions. Integrity ensures transparency and trustworthiness in all actions. Caring reflects compassion and empathy toward those served. Humility emphasizes modesty and a commitment to serving others without seeking recognition. Respect is upheld through inclusivity and valuing diversity. Stewardship ensures responsible management of resources to maximize impact. Employees are expected to embody these values, fostering a culture of trust, accountability, and compassion. Together, they inspire hope and dignity in the communities served.
2.3 Employees’ Role in Upholding Values
Employees play a vital role in upholding The Salvation Army’s core values through their daily actions and decisions. By modeling integrity, caring, humility, respect, and stewardship, staff foster trust and compassion. Each employee is expected to adhere to ethical standards, promoting inclusivity and dignity in all interactions. They are responsible for maintaining a work environment that reflects these values, ensuring accountability and transparency. Employees are encouraged to report concerns and contribute to a culture of integrity. By embodying these principles, staff inspire hope and support the organization’s mission to serve others effectively and with grace.
Employment Policies
This section outlines The Salvation Army’s guidelines on eligibility, probationary periods, and work schedules, ensuring compliance with legal requirements and fostering a fair work environment for all employees.
3.1 Eligibility to Work
To be eligible for employment with The Salvation Army, candidates must provide valid identification and Social Security documentation. All employees must legally authorize to work in their respective countries. The organization adheres to equal opportunity principles, ensuring nondiscrimination based on race, gender, or other protected characteristics. A probationary period of 90 days applies to new hires, during which employment may be terminated without cause. Employees must comply with all legal and organizational requirements, including background checks and drug testing where applicable. Specific roles may require additional certifications or credentials, as outlined in the Salvation Army Employee Handbook.
3.2 Probationary Period
New employees serve a 90-day probationary period to assess their suitability for the role. During this time, employment may be terminated without cause. The probationary period allows for evaluation of performance, adherence to policies, and integration into The Salvation Army’s culture. No employee is required to complete more than one probationary period. Specific conditions or exceptions may apply based on local regulations or organizational needs, as detailed in the Salvation Army Employee Handbook. This period is crucial for ensuring alignment with the organization’s mission and values.
3.3 Work Schedules
Work schedules vary based on role and location to meet operational needs. Employees are typically paid on the 15th and 30th of each month. Contracted programming follows a bimonthly payment schedule. The Salvation Army aligns its payment structure to ensure consistent cash flow for staff. Specific details are outlined in the Salvation Army Employee Handbook. For questions or concerns, employees should contact their supervisor or Human Resources for guidance, ensuring a productive work environment.
Employee Benefits
The Salvation Army offers comprehensive benefits, including health insurance, paid time off, and retirement plans, supporting employees’ well-being and financial security in alignment with its mission.
4.1 Health Insurance
The Salvation Army provides health insurance to eligible employees, offering comprehensive medical, dental, and vision coverage. Plans vary by location and employment status, with details outlined in the handbook. Employees become eligible after a specified waiting period, typically following the probationary period. Dependents may be added during open enrollment or with qualifying life events. Premiums are shared between the organization and employees, with costs detailed in the benefits section. For specific plan details, employees should consult the handbook or contact Human Resources.
4;2 Paid Time Off
The Salvation Army provides paid time off to employees, including vacation, sick leave, and holidays, to support work-life balance and well-being. Accrual rates vary based on employment status and tenure. Employees earn a specified number of days per month, with carryover limits outlined in the handbook. Requests for time off must be approved in advance, following the organization’s procedures. Details on eligibility, accrual, and usage are provided in the handbook, ensuring transparency and fairness. For specific policies, employees should consult the handbook or contact their supervisor or HR representative for clarification and guidance.
4.3 Retirement Plans
The Salvation Army offers a 403(b) retirement plan to eligible employees, providing a secure path for long-term financial planning. Employer matching contributions are available, with a vesting schedule outlined in the handbook. Employees can contribute pre-tax or Roth dollars, with options to adjust contributions annually. Enrollment is typically available during benefits open enrollment or upon meeting eligibility criteria. The plan includes diverse investment options to align with individual financial goals. Detailed plan documents, including fund options and retirement resources, are accessible through the organization’s HR portal or by contacting the Benefits Department for personalized assistance and guidance.
Workplace Conduct
Employees are expected to maintain professionalism, respect, and integrity in all interactions. Adherence to the code of conduct ensures a positive and ethical work environment, upholding organizational values.
5.1 Code of Conduct
The Salvation Army requires all employees to adhere to a strict code of conduct, ensuring ethical behavior, respect, and integrity in all interactions. This includes maintaining confidentiality, avoiding conflicts of interest, and complying with all applicable laws. Employees are expected to uphold the organization’s mission and values while performing their duties. Any violation of the code may result in disciplinary action, up to and including termination. The code is designed to foster a positive work environment and ensure that all actions align with the organization’s Christian principles and commitment to serving others.
5.2 Harassment Policies
The Salvation Army maintains a zero-tolerance policy toward harassment of any kind, including sexual, racial, or other discriminatory behavior. Employees are expected to treat colleagues, clients, and volunteers with respect and dignity. Harassment is defined as any unwelcome conduct that creates a hostile work environment or interferes with an individual’s ability to perform their job. Reporting procedures are outlined in the handbook, ensuring confidentiality and prompt investigation. Retaliation against those who report harassment is strictly prohibited. Violations of this policy may result in disciplinary action, up to and including termination of employment.
5.3 Social Media Usage
Employees are expected to maintain professionalism on social media, upholding The Salvation Army’s values. Personal accounts should avoid content that could harm the organization’s reputation. Official communications require approval from the Communications Department. Report any inappropriate content or misconduct promptly to your supervisor. Violations may result in disciplinary action, including termination. Adherence ensures a positive online presence, aligning with our mission and fostering a respectful, diverse, and inclusive environment for all. Confidentiality and respect are paramount in all interactions.
Performance Management
Regular performance reviews ensure employees align with organizational goals. Constructive feedback fosters growth, while clear expectations guide professional development, supporting The Salvation Army’s mission and values.
6.1 Performance Reviews
Performance reviews at The Salvation Army are conducted semi-annually to evaluate employee progress and align goals with organizational objectives. Supervisors provide constructive feedback, fostering professional growth and accountability. Employees are encouraged to share insights and discuss career development opportunities. Reviews are documented and include actionable steps for improvement. This process ensures employees are supported in their roles while contributing to the organization’s mission. Regular check-ins and transparent communication are integral to fostering a productive and aligned work environment, reflecting The Salvation Army’s commitment to employee development and excellence.
6.2 Promotions and Transfers
Promotions and transfers at The Salvation Army are based on merit, performance, and organizational needs. Eligibility requires completion of the probationary period and meeting established performance standards. Employees must demonstrate readiness for new responsibilities and align with the mission. Opportunities are communicated internally to ensure fairness and transparency. Applications and interviews are part of the selection process, with final approvals from HR. Decisions are made to support both employee growth and organizational objectives, ensuring the best fit for roles. This process fosters career development while maintaining operational excellence and mission alignment.
6.3 Training and Development
The Salvation Army prioritizes employee growth through comprehensive training and development programs. Employees gain access to workshops, online courses, and leadership development opportunities to enhance skills and adapt to evolving challenges. The organization fosters a culture of continuous learning, ensuring employees are equipped to meet mission demands. Collaborative efforts with institutions, like Swinburne’s Social Innovation Research Institute, further enrich training initiatives. Development plans are tailored to individual career goals, promoting professional advancement. This commitment to growth empowers employees to serve effectively, aligning with The Salvation Army’s mission of service and excellence.
Health and Safety
The Salvation Army is committed to maintaining a safe and healthy work environment. Employees are expected to follow safety protocols and report hazards promptly to management.
7.1 Workplace Safety
The Salvation Army prioritizes workplace safety to protect employees and visitors. All employees must adhere to established safety protocols, including proper equipment usage and hazard reporting. Regular safety training sessions are mandatory to ensure compliance with health and safety regulations. Immediate reporting of incidents or unsafe conditions is required to prevent accidents. Supervisors and HR enforce these policies, ensuring a secure environment. Compliance with safety standards is non-negotiable, fostering a culture of responsibility and care.
7.2 Emergency Procedures
The Salvation Army has established emergency procedures to ensure safety during incidents like fires, earthquakes, or medical emergencies. Employees must familiarize themselves with evacuation routes, emergency exits, and alarm systems. In case of an emergency, remain calm, follow evacuation procedures, and assemble at designated points. First aid kits are available, and trained responders will assist. Severe injuries require immediate medical attention. Report all incidents to supervisors and HR. Regular drills are conducted to prepare employees. Know emergency contact numbers, including local emergency services. Stay informed and follow procedures to minimize risks and ensure safety for all. Preparedness is everyone’s responsibility.
7.3 Wellness Programs
The Salvation Army offers wellness programs to promote employees’ physical, mental, and emotional health. These include fitness initiatives, stress management workshops, and access to counseling services. Programs aim to create a supportive work environment and encourage a healthy lifestyle. Employees are encouraged to participate actively, fostering overall well-being and job satisfaction.
Termination of Employment
This section outlines the policies and procedures for ending employment, ensuring fairness and compliance with legal standards. It covers resignation, termination, and post-employment guidelines.
8.1 Resignation Process
Employees resigning must submit a formal resignation letter to their supervisor and HR, providing at least two weeks’ notice. The letter should include the effective resignation date and job title; Final pay, including accrued benefits, will be issued according to organizational policies. Employees must return all company property, such as equipment or documents, before their last day. An exit interview may be conducted to gather feedback. Resignation processes are handled fairly and respectfully, ensuring a smooth transition for both the employee and The Salvation Army.
8.2 Termination by Employer
Termination by The Salvation Army may occur due to performance issues, misconduct, or organizational needs. Employees will receive written notice, outlining reasons and effective dates. Final pay, including accrued benefits, is issued promptly. Employees must return all company property, such as equipment or documents, upon termination. The process ensures compliance with legal standards and organizational policies, maintaining fairness and respect. Support is provided to assist with the transition, reflecting The Salvation Army’s commitment to ethical practices and employee welfare.
8;3 Post-Employment Policies
Post-employment policies ensure a smooth transition and uphold The Salvation Army’s ethical standards. Confidentiality agreements remain in effect, protecting sensitive information. Former employees must return all company property, including documents and equipment. Non-solicitation of staff or clients is prohibited for a specified period. Employees are expected to maintain professionalism and cooperation, including participation in investigations or legal matters. Transition assistance may be provided to support departing employees. These policies reflect The Salvation Army’s commitment to integrity, accountability, and maintaining positive relationships with former team members, ensuring alignment with organizational values and legal requirements.
Legal and Ethical Considerations
The Salvation Army adheres to all applicable laws and ethical standards, ensuring compliance, confidentiality, and transparency in all operations and employee conduct.
9.1 Compliance with Laws
The Salvation Army requires strict adherence to all federal, state, and local laws. Employees must comply with legal standards, including labor, anti-discrimination, and privacy regulations. Key laws include the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), and Fair Labor Standards Act (FLSA). Employees are expected to uphold ethical practices and report any legal violations; Failure to comply may result in disciplinary action.
Additional guidance on legal obligations is detailed in the handbook and through HR resources. Understanding and adhering to these laws ensures a lawful and respectful workplace environment.
9.2 Confidentiality
Employees of The Salvation Army are entrusted with sensitive information, including client, donor, and employee data. Maintaining confidentiality is a critical responsibility. All employees must adhere to privacy policies and protect personal, financial, and operational information from unauthorized access or disclosure.
This obligation extends beyond employment, ensuring confidentiality is upheld even after leaving the organization. Breaches of confidentiality may result in disciplinary action, up to and including termination. Confidentiality agreements are a standard part of employment and must be respected to maintain trust and integrity in all Salvation Army operations and relationships.
9.3 Reporting Misconduct
Employees are required to report any observed or suspected misconduct, including unethical behavior, illegal activities, or violations of Salvation Army policies. Reports should be made promptly to a supervisor, HR representative, or through designated reporting channels.
The Salvation Army is committed to protecting employees from retaliation when reporting misconduct in good faith. All reports will be investigated confidentially and appropriate action taken to address concerns. Employees play a vital role in upholding the organization’s integrity and ethical standards by speaking up and ensuring compliance with legal and moral obligations. Failure to report misconduct may result in disciplinary action.
Employee Resources
The Salvation Army provides various resources to support employee well-being, including access to counseling services, internal communication platforms, and feedback mechanisms to enhance workplace satisfaction and productivity.
10.1 Support Services
The Salvation Army offers comprehensive support services to ensure employee well-being and success. These include access to counseling services, wellness programs, and resources for work-life balance. Employees can utilize internal communication platforms for updates and feedback. Additional support includes training opportunities, mentoring programs, and access to HR guidance. These resources aim to foster a supportive work environment, promoting employee engagement and productivity while addressing personal and professional needs. By leveraging these services, employees can thrive in their roles, contributing effectively to The Salvation Army’s mission.
10.2 Internal Communication
The Salvation Army utilizes various internal communication channels to ensure transparency and efficiency. Employees receive regular updates through newsletters, intranet portals, and departmental meetings. Digital platforms are used to share policies, announcements, and resources. Internal communication fosters collaboration, aligns employees with organizational goals, and ensures access to essential information. This approach promotes a connected and informed workforce, enabling employees to stay engaged and contribute effectively to the mission. Open lines of communication are encouraged to maintain a cohesive and supportive work environment across all levels of the organization.
10.3 Feedback Mechanisms
The Salvation Army encourages open dialogue through structured feedback mechanisms. Employees can submit suggestions via designated boxes or online portals. Regular surveys and focus groups provide insights into workplace experiences. Supervisors and HR representatives are accessible for confidential discussions. Feedback is reviewed to identify areas for improvement and implement positive changes. This process fosters a culture of transparency, allowing employees to contribute to organizational growth. All submissions are handled with confidentiality, ensuring a safe and respectful environment for sharing concerns and ideas.
Continuous Improvement
The Salvation Army is committed to ongoing growth and development. Regular handbook updates ensure alignment with best practices, fostering accountability and progress across all levels of the organization.
11.1 Handbook Updates
The Salvation Army regularly updates its employee handbook to reflect changes in policies, laws, and organizational goals. Updates are reviewed annually and approved by leadership. Employees are notified of revisions through internal communications. The handbook remains a dynamic document, ensuring alignment with best practices and legal requirements. It addresses evolving workplace needs, such as technological advancements and diversity initiatives. All updates aim to enhance clarity, transparency, and compliance. Employees are responsible for reviewing and acknowledging changes. Hard copies are replaced, and digital versions are updated promptly. This process ensures everyone remains informed and aligned with organizational standards and expectations. HR supports this process to maintain accuracy and accessibility.
11.2 Employee Suggestions
The Salvation Army encourages employees to contribute to continuous improvement by submitting suggestions. Feedback is valued and helps shape policies and practices. Employees can submit ideas through designated digital forms or directly to their supervisors. Suggestions are reviewed by relevant departments, with prioritization based on impact and feasibility. This process fosters innovation and collaboration. Employees are encouraged to think critically about workplace improvements. All submissions are acknowledged, and contributors are informed of outcomes. This open channel strengthens engagement and aligns with the organization’s mission to create a positive and productive work environment. Employee suggestions are a key driver of progress and innovation within the organization.
11.3 Accountability Measures
The Salvation Army maintains high standards of accountability to ensure ethical practices and compliance with policies. Regular audits, performance reviews, and transparent reporting mechanisms are implemented. Employees are expected to adhere to all policies and report any misconduct. Training programs emphasize ethical behavior and legal compliance. Accountability measures extend to all levels, ensuring fairness and justice. Clear guidelines and consequences for non-compliance are outlined. This framework supports a culture of integrity, aligning with the organization’s mission and values. Accountability is a shared responsibility, fostering trust and professionalism within the organization.