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Post Employee Handbook June 2020 TABLE OF CONTENTS1. INTRODUCTION…………………………………………………………………………… 22. VOLUNTEER VERSUS EMPLOYEE.…………………………………….…………...… 23. VOLUNTEER AT-WILL EMPLOYMENT.……………………….…….…………….…… 24. EQUAL EMPLOYMENT OPPORTUNITY.…………………………………….………… 25. POLICY AGAINST WORKPLACE HARASSMENT………………………………….… 36. SOLICITATION…………………………………………………………………………….. 57. PERSONAL RELATIONSHIPS IN THE WORKPLACE.............................................. 58. EMPLOYMENT OF RELATIVES................................................................................ 69. HOURS OF WORK, ATTENDANCE AND PUNCTUALITY ........................................ 710. EMPLOYMENT POLICIES AND PRACTICES ......................................................... 811. POSITION DESCRIPTION AND SALARY ADMINISTRATION……………………. 912. WORK REVIEW ....................................................................................................... 913. LEAVE BENEFITS AND OTHER WORK POLICIES.............................................. 1014. REIMBURSEMENT OF EXPENSES...................................................................... 1215. DISCIPLINARY ACTION AND DISCHARGE ......................................................... 1216. SEPARATION ........................................................................................................ 1517. RETURN OF PROPERTY ...................................................................................... 1718. REVIEW OF PERSONNEL ACTION...................................................................... 1719. PERSONNEL RECORDS ...................................................................................... 1720. OUTSIDE EMPLOYMENT ..................................................................................... 1821. NON‐DISCLOSURE OF CONFIDENTIAL INFORMATION .................................... 1822. COMPUTER AND INFORMATION SECURITY ..................................................... 1923. INTERNET ACCEPTABLE USE POLICY .............................................................. 21 P a g e 1 | 24 1. INTRODUCTION AMVETS is a Veteran’s Membership Organization with the ability to bring veterans andguests 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 ourvolunteer force with employees
Employees and volunteers are protected through a variety of Federal laws and StateStatutes. 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 theemployer’s responsibility to establish a personnel file, maintain payroll records, track anyvacation, sick time, and other time off records. Employees have the right to know the disciplinepolicy and appeals process. Employees have a responsibility to conduct themselves in aprofessional 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 aswell as the labor of employees. The skills and talents of both types of workers bring nonprofitmissions to life. The simple difference between these two types of workers is that employeesget paid and volunteers don’t
3. VOLUNTARY AT-WILL EMPLOYMENT Unless an employee has a written employment agreement with the Post, which providesdifferently, all employment within AMVETS Department of Florida is “at‐will.” That meansemployees may be terminated from employment with or without cause, and employees are freeto 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 Floridaor the Post unless it is in writing and is signed by the Executive Director with the approval of theDEB 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 andis committed to equal employment opportunity. To that end, no Officer, Trustee, Employee, PostMember, Board of Trustees or Executive Board will discriminate against any employee orapplicant in a manner that violates the law
AMVETS Posts are committed to providing equal opportunity for all employees andapplicants 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. Eachperson is evaluated based on personal skill and merit. AMVETS Post policy regarding equalemployment opportunity applies to all aspects of employment, including recruitment, hiring,job assignments, promotions, working conditions, scheduling, benefits, wage and salaryadministration, 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 areexpected to cooperate fully in implementing this policy. In particular, any employee whobelieves that any other employee of AMVETS Department of Florida may have violated theEqual Employment Opportunity Laws should report the possible violation to the PostCommander or Chairman of the Board of Trustees if a Canteen issue
If it is determined that a violation of this policy has occurred, appropriate disciplinaryaction against the offending party, which can include verbal counseling, written warnings,suspensions, and termination. Employees who report, in good faith, violations of this policyand employees who cooperate with investigations into alleged violations of this policy will notbe subject to retaliation. Upon completion of the investigation, the Post will inform theemployee who made the complaint that the issue is resolved
AMVETS is also committed to complying fully with applicable disability discriminationlaws and ensuring that equal opportunity in employment exists for qualified persons withdisabilities. All employment practices and activities are conducted on a non‐discriminatory basis. Reasonable accommodations will be available to all qualifieddisabled employees, upon request, so long as the potential accommodation does notcreate an undue hardship on AMVETS Department of Florida. Employees who believethat they may require an accommodation should discuss these needs with the PersonnelCommittee 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 ofa sexual nature, when: (1) submission to such conduct is made an express or implicitcondition of employment; (2) submission to or rejection of such conduct is used as a basis foremployment 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 workperformance or creating an intimidating, hostile, humiliating, or offensive workingenvironment
While it is not possible to list all of the circumstances which would constitute sexualharassment, the following are some examples: (1) unwelcome sexual advances ‐‐ whether theyinvolve physical touching or not; (2) requests for sexual favors in exchange for actual orpromised 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 sexualharassment: (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) displayingsexually suggestive objects, pictures, cartoons; (4) unwelcome leering, whistling, deliberatebrushing against the body in a suggestive manner; (5) sexual gestures or sexually suggestivecomments; (6) inquiries into one’s sexual experiences; or (7) discussion of one’s sexualactivities
While such behavior, depending on the circumstances, may not be severe orpervasive enough to create a sexually hostile work environment, it can nonetheless makeco‐workers uncomfortable. Accordingly, such behavior is inappropriate and may result indisciplinary action regardless of whether it is unlawful
It is also unlawful and expressly against AMVETS Post’s policy to retaliate againstan employee for filing a complaint of sexual harassment or for cooperating with aninvestigation of a complaint of sexual harassment
Prohibition of Other Types of Discriminatory Harassment: It is also againstAMVETS Post’s policy to engage in verbal or physical conduct that denigrates or showshostility 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 theindividual’s relatives, friends, or associates) that: (1) has the purpose or effect of creating anintimidating, hostile, humiliating, or offensive working environment; (2) has the purpose oreffect of unreasonably interfering with an individual’s work performance; or (3) otherwiseadversely affects an individual’s employment opportunities
Depending on the circumstances, the following conduct may constitute discriminatoryharassment: (1) epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, orhostile 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 anindividual or group because of race, color, gender, religion, sexual orientation, age, nationalorigin, or disability and that is circulated in the workplace, or placed anywhere in AMVETSPosts’ 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 ifit 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 ofdiscriminatory harassment
Reporting of Harassment: If you believe that you have experienced or witnessedsexual 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 thatappropriate action can be taken
AMVETS Posts will promptly and thoroughly investigate all reports of harassment asdiscreetly and confidentially as practicable. The investigation would generally include aprivate interview with the person making a report of harassment. It would also generally benecessary to discuss allegations of harassment with the accused individual and others whomay have information relevant to the investigation. AMVETS Post’s goal is to conduct athorough investigation, to determine whether harassment occurred, and to determine whataction to take if it is determined that improper behavior occurred
If AMVETS Post determines that a violation of this policy has occurred, it will takeappropriate disciplinary action against the offending party, which can include counseling,warnings, suspensions, and termination. Employees who report violations of this policy andemployees who cooperate with investigations into alleged violations of this policy will not besubject to retaliation. Upon completion of the investigation, AMVETS Post will inform theemployee 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 aboutpossible discriminatory harassment with the Post Commander or Chairman of the Board ofTrustees in case a canteen issue. In the case where the allegation of harassment is againstthe 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) formembership, pledges, subscriptions, the collection of money or for any other unauthorizedpurpose anywhere on AMVETS Post property during work time, especially those of a partisanor political nature. “Work time” includes time spent in actual performance of job duties butdoes not include lunch periods or breaks. Non‐working employees may not solicit or distributeto working employees. Persons who are not employed by AMVETS Post may not solicit ordistribute 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 purposewithout 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 ofmanagement/employee relationships whenever one employee has a professional, P a g e 5 | 24 supervisory responsibility for another employee. Such transgressions not only violateprofessional ethics, but also potentially render both the AMVETS organization and thesupervisor vulnerable to claims of sexual harassment
This policy will be applied to both males and females and applies to employees ina 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 notalways be possible
For purposes of this policy, “supervisory employee” or “supervisor” means anyemployee, regardless of job description or title, having authority in the interest of theemployer to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward, ordiscipline 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, theexercise of this authority is not of a merely routine or clerical nature, but requires theuse of independent judgment
If an individual in a position of authority over another individual engages in apersonal relationship of a romantic nature and voluntarily divulges this information to asupervisor, 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 Postreserves the right to take disciplinary action up to and including termination of theindividual in the position of authority
Regardless of how the relationship is communicated, if unfair or preferential treatmenthas 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 ofrelatives of employees into situations where the possibility of favoritism or conflicts ofinterest might exist. Therefore, applicants will not be hired, or employees promoted ortransferred 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 aposition where a relative occupies a position in the supervisory chain under which theindividual applicant or employee would work (no matter how far removedgeographically.) Also, employment will not be offered anywhere in the AMVETS Post torelatives of Board of Trustees or officers, or employees who have access to confidentialinformation (such as wages or salaries, employees benefits, personnel records, etc.) oremployees who are in a position to influence or appear to influence employment orpersonnel 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. Employeeshired into positions contrary to this policy prior to September 1, 2018 are consideredexempt 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 filleach available position. It is our policy to treat all applicants fairly and to base all hiringdecisions on individual qualifications and past performance. However, it is Post practice to givepreference to veterans and their spouses when considering candidates for employment. Thehiring process will consist of advertising the vacant position. The advertisement will go out for aminimum 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 InstructionsPotential applicants will submit a CV showing work history, copies of diplomas, and certificatesand 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 appropriatesupervisor
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‐Timeemployees 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 ofthose listed above, with advance approval from their supervisor. Temporary employees areineligible for holiday leave benefits. In those years when Independence Day, Christmas Eveand Christmas Day, and New Year’s Day fall on Saturday or Sunday, the Commander willdesignate 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 oneweek (5 days) of paid Vacation
Full‐time employees will continue to earn one week (5 days) of Vacation during thesecond and third year of employment. In their fourth year of employment, full‐timeemployees will earn two weeks (10 days) of Vacation. During the seventh year, full‐timeemployees will earn three weeks (15 days) of Vacation per year. During the 10th year andthereafter full-time employees will earn four weeks (20 days) of vacation. Temporaryemployees are ineligible for Vacation benefits
Employees are expected to use Vacation benefits in the fiscal year in which Vacation isearned. Employees may not carry over unused Vacation
C. Personal Leave AMVETS Department of Florida provides three (3) days of personal leave per calendaryear to all Full‐Time and Part‐Time employees who have completed six months ofemployment. Personal leave benefits are prorated accordingly for part‐time employees
Temporary employees are not eligible for paid personal leave benefits. Personal leave isaccrued 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 orare called to duty as a member of a reserve unit may take an unpaid leave in accordance withapplicable law. The employee must provide advance notice of his or her need for a militaryleave and AMVETS Department of Florida will request a copy of the employee’s orders, whichwill be kept on record by the Post
Upon return from military leave, employees will be reinstated as required by law andbenefits will be reinstated with no waiting periods
E. Civic Responsibility The Post believes in the civic responsibility of its employees and encourages this byallowing employees time off to serve jury duty when required and to serve as nonpartisanElection 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 orher salary and any amount paid by the government, unless prohibited by law, up to a maximumof three days. If an employee is required to serve more than ten days of jury duty, the Post willprovide the employee with unpaid leave. Employees must provide the Post a copy of proof ofservice received by court in which they serve
G. Bereavement Leave Employees shall be entitled to bereavement leave with pay of three (3) days in theevent of a death in the employee’s immediate family (spouse/life partner, child or parent) andgrandparent, sister or brother, father‐in‐law, mother‐in‐law, or grandchildren. If an employeewishes to take time off due to the death of an immediate family member, the employee shouldnotify their supervisor immediately. Approval of bereavement leave will occur in the absence ofunusual operating requirements. An employee may use, with the Supervisor’s approval,available paid leave for additional time off as necessary and in accordance with operatingneeds
H. Severe Weather Conditions The Post closes when federal government offices are closed due to severe weatherconditions. The Post also will follow a liberal leave policy when the federal governmentannounces that liberal leave is applicable. Under the Post’s liberal leave policy, annual and/orpersonal leave without pay may be taken without prior scheduling and approval if the employeeis 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 ineducational 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 …
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.
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.
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.