Post Employee Handbook Amvets Dept Of Florida

Summary

Post Employee
Handbook
June 2020
TABLE OF CONTENTS
1. INTRODUCTION…………………………………………………………………………… 2
2. VOLUNTEER VERSUS EMPLOYEE.…………………………………….…………...… 2
3. VOLUNTEER AT-WILL EMPLOYMENT.……………………….…….…………….…… 2
4. EQUAL EMPLOYMENT OPPORTUNITY.…………………………………….………… 2
5. POLICY AGAINST WORKPLACE HARASSMENT………………………………….… 3
6. SOLICITATION…………………………………………………………………………….. 5
7. PERSONAL RELATIONSHIPS IN THE WORKPLACE.............................................. 5
8. EMPLOYMENT OF RELATIVES................................................................................ 6
9. HOURS OF WORK, ATTENDANCE AND PUNCTUALITY ........................................ 7
10. EMPLOYMENT POLICIES AND PRACTICES ......................................................... 8
11. POSITION DESCRIPTION AND SALARY ADMINISTRATION……………………. 9
12. WORK REVIEW ....................................................................................................... 9
13. LEAVE BENEFITS AND OTHER WORK POLICIES.............................................. 10
14. REIMBURSEMENT OF EXPENSES...................................................................... 12
15. DISCIPLINARY ACTION AND DISCHARGE ......................................................... 12
16. SEPARATION ........................................................................................................ 15
17. RETURN OF PROPERTY ...................................................................................... 17
18. REVIEW OF PERSONNEL ACTION...................................................................... 17
19. PERSONNEL RECORDS ...................................................................................... 17
20. OUTSIDE EMPLOYMENT ..................................................................................... 18
21. NON‐DISCLOSURE OF CONFIDENTIAL INFORMATION .................................... 18
22. COMPUTER AND INFORMATION SECURITY ..................................................... 19
23. INTERNET ACCEPTABLE USE POLICY .............................................................. 21
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1. INTRODUCTION
AMVETS is a Veteran’s Membership Organization with the ability to bring veterans and
guests together in a social environment. Our mission is we are veterans serving veterans

While we survive on volunteers within our organization, often times we need to augment our
volunteer force with employees

Employees and volunteers are protected through a variety of Federal laws and State
Statutes. These rights begin when you post a job posting for a position, accept applications,
perform interviews, send offer letters, and have the employee begin. It continues with the
employer’s responsibility to establish a personnel file, maintain payroll records, track any
vacation, sick time, and other time off records. Employees have the right to know the discipline
policy and appeals process. Employees have a responsibility to conduct themselves in a
professional manner, treating everyone they come into contact within a professional manner

This Handbook will provide that information and our expectations

2. VOLUNTEER VERSUS EMPLOYEE
Nonprofit organizations frequently depend on the service and commitment of volunteers as
well as the labor of employees. The skills and talents of both types of workers bring nonprofit
missions to life. The simple difference between these two types of workers is that employees
get paid and volunteers don’t

3. VOLUNTARY AT-WILL EMPLOYMENT
Unless an employee has a written employment agreement with the Post, which provides
differently, all employment within AMVETS Department of Florida is “at‐will.” That means
employees may be terminated from employment with or without cause, and employees are free
to leave the employment of AMVETS with or without cause. Any representation by any officer,
trustee or employee contrary to this policy is not binding upon AMVETS Department of Florida
or the Post unless it is in writing and is signed by the Executive Director with the approval of the
DEB or the Post Commander with approval of the Executive Board

4. EQUAL EMPLOYMENT OPPORTUNITY
The Post shall follow the spirit and intent of all federal, state and local employment law and
is committed to equal employment opportunity. To that end, no Officer, Trustee, Employee, Post
Member, Board of Trustees or Executive Board will discriminate against any employee or
applicant in a manner that violates the law

AMVETS Posts are committed to providing equal opportunity for all employees and
applicants without regard to race, color, religion, national origin, sex, age, marital status,
sexual orientation, disability, political affiliation, personal appearance, family responsibilities,
matriculation or any other characteristic protected under federal, state or local law. Each
person is evaluated based on personal skill and merit. AMVETS Post policy regarding equal
employment opportunity applies to all aspects of employment, including recruitment, hiring,
job assignments, promotions, working conditions, scheduling, benefits, wage and salary
administration, disciplinary action, termination, and social, educational and recreational
P a g e 2 | 24
programs

AMVETS will not tolerate any form of unlawful discrimination. All employees are
expected to cooperate fully in implementing this policy. In particular, any employee who
believes that any other employee of AMVETS Department of Florida may have violated the
Equal Employment Opportunity Laws should report the possible violation to the Post
Commander or Chairman of the Board of Trustees if a Canteen issue

If it is determined that a violation of this policy has occurred, appropriate disciplinary
action against the offending party, which can include verbal counseling, written warnings,
suspensions, and termination. Employees who report, in good faith, violations of this policy
and employees who cooperate with investigations into alleged violations of this policy will not
be subject to retaliation. Upon completion of the investigation, the Post will inform the
employee who made the complaint that the issue is resolved

AMVETS is also committed to complying fully with applicable disability discrimination
laws and ensuring that equal opportunity in employment exists for qualified persons with
disabilities. All employment practices and activities are conducted on a non‐
discriminatory basis. Reasonable accommodations will be available to all qualified
disabled employees, upon request, so long as the potential accommodation does not
create an undue hardship on AMVETS Department of Florida. Employees who believe
that they may require an accommodation should discuss these needs with the Personnel
Committee during the initial interview

If there are any questions regarding this policy, please contact your immediate supervisor

5. POLICY AGAINST WORKPLACE HARASSMENT
AMVETS Post’s are committed to providing a work environment for all employees
that is free from sexual harassment and other types of discriminatory harassment

Employees are expected to conduct themselves in a professional manner and to show
respect for their co‐workers

AMVETS Post’s commitment begins with the recognition and acknowledgment that
sexual harassment and other types of discriminatory harassment are, of course, unlawful. To
reinforce this commitment, AMVETS Department of Florida has developed a policy against
harassment and a reporting procedure for employees who have been subjected to or
witnessed harassment. This policy applies to all work‐related settings and activities, whether
inside or outside the workplace, and includes business trips and business‐related social
events

AMVETS Post’s property (e.g. telephones, copy machines, facsimile machines,
computers, and computer applications such as e‐mail and Internet access) may not be
used to engage in conduct that violates this policy. AMVETS Post’s policy against
harassment covers employees and other individuals who have a relationship with
AMVETS Department of Florida which enables AMVETS Department of Florida to
exercise some control over the individual’s conduct in places and activities that relate to
AMVETS Department of Florida’s work (e.g. directors, officers, contractors, vendors,
volunteers, etc.)

Prohibition of Sexual Harassment: AMVETS Post’s policy against sexual harassment
P a g e 3 | 24
prohibits sexual advances or requests for sexual favors or other physical or verbal conduct of
a sexual nature, when: (1) submission to such conduct is made an express or implicit
condition of employment; (2) submission to or rejection of such conduct is used as a basis for
employment decisions affecting the individual who submits to or rejects such conduct; or (3)
such conduct has the purpose or effect of unreasonably interfering with an employee’s work
performance or creating an intimidating, hostile, humiliating, or offensive working
environment

While it is not possible to list all of the circumstances which would constitute sexual
harassment, the following are some examples: (1) unwelcome sexual advances ‐‐ whether they
involve physical touching or not; (2) requests for sexual favors in exchange for actual or
promised job benefits such as favorable reviews, salary increases, promotions,
increased benefits, or continued employment; or (3) coerced sexual acts

Depending on the circumstances, the following conduct may also constitute sexual
harassment: (1) use of sexual epithets, jokes, written or oral references to sexual conduct,
gossip regarding one’s sex life; (2) sexually oriented comment on an individual’s body,
comment about an individual’s sexual activity, deficiencies, or prowess; (3) displaying
sexually suggestive objects, pictures, cartoons; (4) unwelcome leering, whistling, deliberate
brushing against the body in a suggestive manner; (5) sexual gestures or sexually suggestive
comments; (6) inquiries into one’s sexual experiences; or (7) discussion of one’s sexual
activities

While such behavior, depending on the circumstances, may not be severe or
pervasive enough to create a sexually hostile work environment, it can nonetheless make
co‐workers uncomfortable. Accordingly, such behavior is inappropriate and may result in
disciplinary action regardless of whether it is unlawful

It is also unlawful and expressly against AMVETS Post’s policy to retaliate against
an employee for filing a complaint of sexual harassment or for cooperating with an
investigation of a complaint of sexual harassment

Prohibition of Other Types of Discriminatory Harassment: It is also against
AMVETS Post’s policy to engage in verbal or physical conduct that denigrates or shows
hostility or aversion toward an individual because of his or her race, color, gender, religion,
sexual orientation, age, national origin, disability, or other protected category (or that of the
individual’s relatives, friends, or associates) that: (1) has the purpose or effect of creating an
intimidating, hostile, humiliating, or offensive working environment; (2) has the purpose or
effect of unreasonably interfering with an individual’s work performance; or (3) otherwise
adversely affects an individual’s employment opportunities

Depending on the circumstances, the following conduct may constitute discriminatory
harassment: (1) epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or
hostile acts that relate to race, color, gender, religion, sexual orientation, age, national origin,
or disability; and (2) written or graphic material that denigrates or shows hostility toward an
individual or group because of race, color, gender, religion, sexual orientation, age, national
origin, or disability and that is circulated in the workplace, or placed anywhere in AMVETS
Posts’ premises such as on an employee’s desk or workspace or on AMVETS Posts’
equipment or bulletin boards. Other conduct may also constitute discriminatory harassment if
it falls within the definition of discriminatory harassment set forth above

It is also against AMVETS Posts’ policy to retaliate against an employee for filing a
P a g e 4 | 24
complaint of discriminatory harassment or for cooperating in an investigation of a complaint of
discriminatory harassment

Reporting of Harassment: If you believe that you have experienced or witnessed
sexual harassment or other discriminatory harassment by any employee of AMVETS Post,
you should report the incident immediately to your supervisor or to the Executive Director

Possible harassment by others with whom AMVETS Post has a business relationship,
including customers and vendors, should also be reported as soon as possible so that
appropriate action can be taken

AMVETS Posts will promptly and thoroughly investigate all reports of harassment as
discreetly and confidentially as practicable. The investigation would generally include a
private interview with the person making a report of harassment. It would also generally be
necessary to discuss allegations of harassment with the accused individual and others who
may have information relevant to the investigation. AMVETS Post’s goal is to conduct a
thorough investigation, to determine whether harassment occurred, and to determine what
action to take if it is determined that improper behavior occurred

If AMVETS Post determines that a violation of this policy has occurred, it will take
appropriate disciplinary action against the offending party, which can include counseling,
warnings, suspensions, and termination. Employees who report violations of this policy and
employees who cooperate with investigations into alleged violations of this policy will not be
subject to retaliation. Upon completion of the investigation, AMVETS Post will inform the
employee who made the complaint has been resolved

Compliance with this policy is a condition of each employee’s employment

Employees are encouraged to raise any questions or concerns about this policy or about
possible discriminatory harassment with the Post Commander or Chairman of the Board of
Trustees in case a canteen issue. In the case where the allegation of harassment is against
the Post Commander notify the Department Commander if the Chairman of the Trustees ,
please notify the Post Commander

6. SOLICITATION
Employees are prohibited from soliciting (personally or via electronic mail) for
membership, pledges, subscriptions, the collection of money or for any other unauthorized
purpose anywhere on AMVETS Post property during work time, especially those of a partisan
or political nature. “Work time” includes time spent in actual performance of job duties but
does not include lunch periods or breaks. Non‐working employees may not solicit or distribute
to working employees. Persons who are not employed by AMVETS Post may not solicit or
distribute literature on AMVETS Post’s premises at any time for any reason

Employees are prohibited from distributing, circulating or posting (on bulletin boards,
refrigerators, walls, etc.) literature, petitions or other materials at any time for any purpose
without the prior approval of the Post Commander or the Chairman of the Board of Trustees

7. PERSONAL RELATIONSHIPS IN THE WORKPLACE
Relationships of an intimate/personal nature comprise the integrity of
management/employee relationships whenever one employee has a professional,
P a g e 5 | 24
supervisory responsibility for another employee. Such transgressions not only violate
professional ethics, but also potentially render both the AMVETS organization and the
supervisor vulnerable to claims of sexual harassment

This policy will be applied to both males and females and applies to employees in
a romantic relationship, marriage or registered domestic partner arrangement

Employees must report relationships with applicants, subordinates, supervisors, and co-
workers to the Post Commander or Chairman of the Trustees (if a canteen issue)

AMVETS will take steps to avoid the conflict or appearance of a conflict of interest,
although all parties should recognize that easy accommodation of the situation may not
always be possible

For purposes of this policy, “supervisory employee” or “supervisor” means any
employee, regardless of job description or title, having authority in the interest of the
employer to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward, or
discipline other employees, or responsibility to direct them or to adjust their grievances,
or effectively to recommend this action, if, in the connection with the foregoing, the
exercise of this authority is not of a merely routine or clerical nature, but requires the
use of independent judgment

If an individual in a position of authority over another individual engages in a
personal relationship of a romantic nature and voluntarily divulges this information to a
supervisor, the Post will give consideration to transferring the individual in authority. If,
however, the determination of the relationship is discovered by a third party, The Post
reserves the right to take disciplinary action up to and including termination of the
individual in the position of authority

Regardless of how the relationship is communicated, if unfair or preferential treatment
has been accorded the employee or other employees because of the relationship,
disciplinary action, up to, and including termination may be taken

8. EMPLOYMENT OF RELATIVES
It is the policy of AMVETS Posts to avoid the hiring, transfer, or promotion of
relatives of employees into situations where the possibility of favoritism or conflicts of
interest might exist. Therefore, applicants will not be hired, or employees promoted or
transferred into the same department at a location where a relative is already employed

In addition, applicants will not be hired, or employees promoted or transferred into a
position where a relative occupies a position in the supervisory chain under which the
individual applicant or employee would work (no matter how far removed
geographically.) Also, employment will not be offered anywhere in the AMVETS Post to
relatives of Board of Trustees or officers, or employees who have access to confidential
information (such as wages or salaries, employees benefits, personnel records, etc.) or
employees who are in a position to influence or appear to influence employment or
personnel decisions that might be made on behalf of the related applicant

For the purposes of this policy, relatives are defined as: father, mother, son, daughter,
P a g e 6 | 24
wife, husband, registered domestic partner, brother-in-law, sister-in-law, father-in-law,
mother-in-law uncle, aunt, nephew, niece, son-in-law, or daughter-in-law. Employees
hired into positions contrary to this policy prior to September 1, 2018 are considered
exempt or “grandfathered”. Any future changes in their job descriptions will, however,
be subject to the policies stated in Paragraph XI

9. HOURS OF WORK, ATTENDANCE AND PUNCTUALITY
A. Hours of Work
The normal work week for the Post shall consist of 35-40 productive hours. If
employees work from their home, they can set their schedule to fit the work requirement

Employees may request the opportunity to vary their work schedules (within employer‐
defined limits) to better accommodate personal responsibilities. Subject to the Post work
assignments

B. Attendance and Punctuality
In an office environment, attendance is a key factor in your job performance

Punctuality and regular attendance are expected of all employees. Excessive absences
(whether excused or unexcused), tardiness or leaving early is unacceptable. If working out
of your home, it is more about completed productivity rather than actual hours worked. If
you are absent or not available to work for any reason you must advise the Canteen
Manager, Chairman of the Board of Trustees or the Commander. In the event of an
emergency, you must notify one of them or the as soon as possible

For all absences extending longer than one day, the Employees must notify the
Canteen Manager, Chairman of The Board of Trustees or the Commander. When reporting
an absence, you should indicate the nature of the problem causing your absence and your
expected return‐to‐ work date. A physician’s statement may be required as proof of the
need for any illness‐related absence regardless of the length of the absence

Except as provided in other policies, an employee who is absent from work for three
consecutive days without notification to the Canteen Manager, Chairman of the Board of
Trustees or the Commander will be considered to have voluntarily terminated his or her
employment. The employee’s final paycheck will be mailed to the last mailing address on file
with the Post

Excessive absences, tardiness or leaving early will be grounds for discipline up to
and including termination. Depending on the circumstances, including the employee’s
length of employment, the Post may counsel employees prior to termination for excessive
absences, tardiness or leaving early

C. Overtime
Overtime pay, which is applicable only to Non‐Exempt Employees, is for any time
worked in excess of 40 hours in a work week. Every opportunity for compensatory time
should be used. Only the Canteen Manager, Chairman of the Board of Trustees or the
Commander may authorize overtime. Overtime rate is one and one‐half time (1½) the
employee’s straight time rate

P a g e 7 | 24
10. EMPLOYMENT POLICIES AND PRACTICES
A. Definition of Terms
1. Employer. The AMVETS Department of Florida is the employer of all full‐
time, part‐time and temporary employees. An employee is hired, provided
compensation and applicable benefits, and has his or her work directed
and evaluated by AMVETS Department of Florida

2. Full‐Time Employee. A Full Time Employee regularly works at least 40
hours per week
3. Part‐Time Employee. A Part Time Employee regularly works less than 35
hours per week but no less than 17 ½ hours per week

4. Exempt Employee. An Exempt Employee is an employee who is paid on a
salary basis and meets the qualifications for exemption from the overtime
requirements of the Fair Labor Standards Act (“FLSA”)

5. Non‐Exempt Employee. A Non‐Exempt Employee is an employee who is paid
an hourly rate and does not meet the qualifications for exemption from the
overtime requirements of the Fair Labor Standards Act (“FLSA”). For Non‐
Exempt Employees, an accurate record of hours worked must be maintained

AMVETS Department of Florida will compensate non‐exempt employees in
accordance with applicable federal and state law and regulations

6. Temporary Employee. An individual employed, either on a full‐time or part‐
time basis, for a specific period of time less than six months

7. Volunteer. A member of AMVETS volunteering to work without a salary,
wage or compensation. Volunteers will be reimbursed for expenses
properly submitted on approved vouchers and approved by the Bar
Manager, Chairman of the Board of Trustees or Commander. Volunteers
are not employees, however they may have job titles

All employees are classified as Exempt or Non‐Exempt in accordance with federal
and state law and regulations. Each employee is notified at the time of hire of his or her
specific compensation category and exempt or non‐exempt status

B. Hiring and Recruitment
The purpose of the Post recruitment activities is to find the best-qualified person to fill
each available position. It is our policy to treat all applicants fairly and to base all hiring
decisions on individual qualifications and past performance. However, it is Post practice to give
preference to veterans and their spouses when considering candidates for employment. The
hiring process will consist of advertising the vacant position. The advertisement will go out for a
minimum of 30 days. The format for the position descriptions will be:
Position Title
Job Duties and Performance Expectations
P a g e 8 | 24
Essential Functions
Experience and Educational Requirements
Decisions Making Authority
Core Competencies
Total Wage Package
Applicant Instructions
Potential applicants will submit a CV showing work history, copies of diplomas, and certificates
and any other documentation that qualifies them for the position

11. POSITION DESCRIPTION AND SALARY ADMINISTRATION
Each employee position shall have a written job description. In general, the
description will include the: purpose of the position, areas of responsibilities,
immediate supervisor(s), qualifications required, salary range, and working
conditions affecting the job, e.g., working hours, use of car, etc. The Bar Manager,
Chairman of the Board of Trustees or Commander shall have discretion to modify
the job description to meet the needs of the Post

Paychecks are distributed monthly on the last day of each month, except when
either of those days falls on a Saturday, Sunday or holiday, in which case paychecks will be
distributed on the preceding workday. Timesheets are due to the Finance Officer within two
days of the pay period. All salary deductions are itemized and presented to employees with
the paycheck. Approved salary deductions may include federal and state income taxes,
social security, Medicare, and state disability insurance; voluntary medical and group
hospitalization insurance premiums (if in force and if paid by employee) and other benefits
(e.g., life insurance, retirement)

12. WORK REVIEW
The work of each employee is reviewed on an ongoing basis with the
immediate supervisor depending on who is being reviewed to provide a systematic
means of evaluating performance

The annual performance review is a formal opportunity for the supervisor and
employee to exchange ideas that will strengthen their working relationship, review the past
year, and anticipate the Post’s needs in the coming year. The purpose of the review is to
encourage the exchange of ideas in order to create positive change within the Post. To that
end, it is incumbent upon both parties to have an open, and honest discussion concerning
the employee’s performance. It is further incumbent upon the supervisor to clearly
communicate the needs of the Post and what is expected of the employee in contributing to
the success of the Post for the coming year

Both supervisor and employee should attempt to arrive at an understanding
regarding the objectives for the coming year. This having been done, both parties should
sign the performance review form, which will be kept as part of the employee’s personnel
record and used as a guide during the course of the year to monitor employee progress
relative to the agreed upon objectives

The Chairman of the Trustees (Canteen) or the Post Commander reviews the work
P a g e 9 | 24
of all Post employees. Work reviews for other staff are the responsibility of the appropriate
supervisor

13. LEAVE BENEFITS AND OTHER WORK POLICIES
A. Holidays
Full‐Time Employees may be eligible for holidays per year as follows:
New Yearʹs Day
Martin Luther King, Jr.ʹs Birthday
Memorial Day
Independence Day
Labor Day
Veteranʹs Day
Thanksgiving Day
Christmas Day
Full‐time employees (employees who regularly work at least 40 hours per week)
receive one (1) paid day off for each full day of holiday time. Holiday benefits for Part‐Time
employees will be pro‐rated in accordance with the hours regularly worked by the employee

Employees wishing to take religious holidays may substitute a religious holiday for one of
those listed above, with advance approval from their supervisor. Temporary employees are
ineligible for holiday leave benefits. In those years when Independence Day, Christmas Eve
and Christmas Day, and New Year’s Day fall on Saturday or Sunday, the Commander will
designate the workday that will replace the weekend holiday

B. Vacation
During the first 90 days of employment employees will not earn Vacation benefits

During the remaining nine months of first year employment, a full‐time employee will earn one
week (5 days) of paid Vacation

Full‐time employees will continue to earn one week (5 days) of Vacation during the
second and third year of employment. In their fourth year of employment, full‐time
employees will earn two weeks (10 days) of Vacation. During the seventh year, full‐time
employees will earn three weeks (15 days) of Vacation per year. During the 10th year and
thereafter full-time employees will earn four weeks (20 days) of vacation. Temporary
employees are ineligible for Vacation benefits

Employees are expected to use Vacation benefits in the fiscal year in which Vacation is
earned. Employees may not carry over unused Vacation

C. Personal Leave
AMVETS Department of Florida provides three (3) days of personal leave per calendar
year to all Full‐Time and Part‐Time employees who have completed six months of
employment. Personal leave benefits are prorated accordingly for part‐time employees

Temporary employees are not eligible for paid personal leave benefits. Personal leave is
accrued at the beginning of each year and cannot be carried into the next year. Personal leave
P a g e 10 | 24
may not be taken in the first six (6) months of employment. All personal leave is subject to prior
approval by the supervisor and must be requested in hourly increments. No personal leave
benefits are paid upon separation from employment with the Post for any reason

D. Military Leave
Employees who are inducted into or enlist in the Armed Forces of the United States or
are called to duty as a member of a reserve unit may take an unpaid leave in accordance with
applicable law. The employee must provide advance notice of his or her need for a military
leave and AMVETS Department of Florida will request a copy of the employee’s orders, which
will be kept on record by the Post

Upon return from military leave, employees will be reinstated as required by law and
benefits will be reinstated with no waiting periods

E. Civic Responsibility
The Post believes in the civic responsibility of its employees and encourages this by
allowing employees time off to serve jury duty when required and to serve as nonpartisan
Election Day poll workers when appropriate and approved

F. Jury Duty

For time served on jury duty, the Post will pay employees the difference between his or
her salary and any amount paid by the government, unless prohibited by law, up to a maximum
of three days. If an employee is required to serve more than ten days of jury duty, the Post will
provide the employee with unpaid leave. Employees must provide the Post a copy of proof of
service received by court in which they serve

G. Bereavement Leave
Employees shall be entitled to bereavement leave with pay of three (3) days in the
event of a death in the employee’s immediate family (spouse/life partner, child or parent) and
grandparent, sister or brother, father‐in‐law, mother‐in‐law, or grandchildren. If an employee
wishes to take time off due to the death of an immediate family member, the employee should
notify their supervisor immediately. Approval of bereavement leave will occur in the absence of
unusual operating requirements. An employee may use, with the Supervisor’s approval,
available paid leave for additional time off as necessary and in accordance with operating
needs

H. Severe Weather Conditions
The Post closes when federal government offices are closed due to severe weather
conditions. The Post also will follow a liberal leave policy when the federal government
announces that liberal leave is applicable. Under the Post’s liberal leave policy, annual and/or
personal leave without pay may be taken without prior scheduling and approval if the employee
is unable to reach the office due to severe weather conditions

I. Meetings and Conferences
Staff may be given limited time off by their Supervisor with pay to participate in
educational opportunities related to the staff member’s current or anticipated work with
P a g e 11 | 24

That is free from sexual harassment and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to show respect for their …

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Frequently Asked Questions

How do i add or correct my amvets post or department?

In the list below, click the city closest to you to find the corresponding AMVETS Posts and/or Departments. To add or to correct your listing, please contact our membership department at membersupport -at- amvets -dot- org.

Can amvets present claims against the department of veterans affairs?

Under authority of Public Law 844, Section 200, the Department of Veterans Affairs has recognized and granted authority to AMVETS to present claims and assist veterans in the prosecution of their claims against the department.

How do i suspend or expel a member of amvets?

Guidelines for the suspension or expulsion of a member are identified in the Uniform Code of Procedure of the AMVETS National Bylaws, Appendix B. A post can suspend or expel any member showing just cause, such as disloyalty, neglect of duty, dishonesty, or conduct unbecoming a member of AMVETS.