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Employee Policies 

A. EQUAL EMPLOYMENT OPPORTUNITY 


REBOOT Recovery shall follow the spirit and intent of all federal, state and local employment law and is committed to equal employment opportunity. To that end, the Board of Directors and Executive Director of REBOOT Recovery will not discriminate against any employee or applicant in a manner that violates the law, and is committed to providing equal opportunity for all employees and applicants. Each person is evaluated on the basis of personal skill and merit. 


All employees are expected to cooperate fully in implementing this policy. In particular, any employee who believes that any other employee of REBOOT Recovery may have violated the Equal Employment Opportunity Policy should report the possible violation to the Executive Director. 


If REBOOT Recovery 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, 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, REBOOT Recovery will inform the employee who made the complaint of the results of the investigation. 


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 REBOOT Recovery. Employees who believe that they may require an accommodation should discuss these needs with the Operations Director. 


B. OPEN DOOR POLICY


REBOOT Recovery encourages employees to bring questions, suggestions, and complaints to the attention of leadership. REBOOT Recovery will carefully consider each of these in our continuing effort to improve operations.  We believe it is when we work together, greatness can occur.


However, if any employee feels they have a problem, they should present the situation to their supervisor or the Human Resources representative so the problem can be settled by examination and discussion of the facts. It is the hope of REBOOT Recovery that the supervisor will be able to satisfactorily resolve most matters.


If a problem has not been fairly or fully addressed after going to the supervisor, the employee may request a meeting with the Human Resources Representative, Operations Director, Executive Director or other Leadership.  REBOOT Recovery encourages employees to take every opportunity to discuss specific details with leadership. In accordance with Retaliation policy, no employee will be adversely impacted because of bringing forward legitimate concerns. Additionally, if an employee does not feel comfortable discussing the matter with their direct supervisor or next level manager, the employee should address their concern with any member of leadership with whom they feel comfortable.


In accordance with Retaliation policy, no employee will be adversely impacted because of bringing forward legitimate concerns. 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. 


C. SELECTION 


Employees are selected on the basis of work history, professional and other skills, knowledge, judgment, education, experience, character, motivation, and other work related individual qualities demonstrated in written applications and interviews. The REBOOT Recovery strives to recruit and hire the best possible candidates for each position. In the event that the best possible candidate is a relative of a current staff or Board member, his or her candidacy must be fully disclosed to the Board and any subsequent offer of employment must be approved by the Board. All other Employment Policies stated in this document will also be applied. 


D. CODE OF CONDUCT


Employees will adhere to an ethical and moral code of conduct that is in alignment with biblical teachings. If issues arise it will be dealt with by the Executive Director and Operations Director. 


At REBOOT, we recognize that our team all come from unique backgrounds. As such, we empower team members to share personal opinions on social media platforms. However, since our staff represents our larger organizational values, posts must follow our basic social media guidelines. Posts by REBOOT staff members and affiliates should: (1) Be Kind, (2) Be Helpful, (3) Be Christ-like, and (4) Be Truthful. These terms are purposefully vague and expansive. If something we are about to post feels like it may violate one of these values, it may be best to not post that item. 


E. DEFINITION OF EMPLOYEE CATEGORIES 


When you are hired, you are designated as Regular Full-time, Regular Part-time, or Temporary (Contract Labor); If you are uncertain of your designation, clarify this with the Operations Director. 


Regular Full-time Employee: an employee designated to work at full-time status (an average of 40+ hours per week). 


Regular Part-time Employee: an employee designated to work less than full-time (40 hours per week). 


Temporary Employee (Contract Labor): an employee hired for a specific period of time or as needed for the completion of a specific project. The job assignment, work schedule and duration of the position will be determined on an individual basis. Whether part-time or full-time, a temporary employee is not eligible for benefits except where required by state or federal laws. 


All employees of REBOOT Recovery, regardless of designation, are “exempt” from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) and any applicable state laws. 


Hazard pay will not be provided due to most work is considered clerical and done in an office setting. 


Each employee is notified at the time of hire of his or her specific compensation category and exempt or non-exempt status.

F. WORKPLACE HARASSMENT 


Unwelcome sexual advances, request for sexual favors, and other verbal, written, or physical conduct of sexual nature constitute sexual harassment when one or two of the following is present:

  1. Submission to or rejection of such conduct by an individual is used as the basis for or made a term or condition of any decision affecting that individual’s participation in REBOOT Recovery activities or operations.
  2. Such conduct has the purpose or effect of unreasonably interfering with an individual’s participation in REBOOT Recovery activities or operations, or creating an intimidating, hostile, or offensive working environment.

Sexual harassment may involve individuals of the same or different gender. Sexual harassment often is associated with those situations in which a power differential exits between the persons involved. But it is by no means limited to those situations.

Complaint Process 

Due to the profoundly serious nature of harassment, abusive conduct, discrimination, and retaliation, any employee that becomes aware of a possible or perceived violation by anyone has a duty to immediately report the concern. If an employee does not feel comfortable to discuss the matter with their direct supervisor, the employee should address their concern with the Human Resources Representative, Operations Director, Executive Director, or any member of leadership with whom they feel comfortable. All complaints will be treated in a confidential manner. Complaints will be taken seriously and thoroughly investigated. If the findings of the investigation determine that disciplinary action needs to be taken, appropriate action will be taken. If the complaint concerns the employee’s supervisor or a member of the leadership team, such a person will not participate in the investigation.

  • Employees:  

If you feel you have been subjected to abusive conduct as defined above, you have a duty to immediately report the matter to a supervisor, or other trusted member of leadership. Employees should not feel obligated to report their complaints to their immediate supervisor first before bringing the matter to the attention of one of the other representatives.

Any employee seeking to file a complaint should ensure the complaint consists of precise details of each incident of abusive conduct including dates, times, locations, and any witnesses. Formal complaints should be documented in writing. 

  • Witnesses:  

Any employee who witnesses or is made aware of behavior that may satisfy the definition of prohibited abusive conduct should immediately report any and all incidents to a supervisor or member of leadership. 

  • Supervisors:  

Supervisors must immediately report known incidents involving harassment, workplace abuse, intimidation, retaliation, or violence to his or her manager, or member of the leadership team. Supervisors are required to take reasonable steps to protect the employee who complained, including, but not limited to, separation of employees involved. 

The person accused of harassment, bullying, abusive conduct, or retaliation will be notified that an allegation has been made and informed of the investigative procedure. 


G. RETALIATION


We absolutely prohibit retaliation, which includes threatening an individual or taking any adverse action against an individual for (1) reporting a possible violation of a policy, or (2) participating in an investigation conducted under a policy.

All employees and members of leadership are covered by this policy and are prohibited from engaging in any form of abusive, harassing, discriminatory, or retaliatory conduct. No employee or member of leadership has the authority to suggest to any applicant or employee that employment or advancement will be affected by the individual entering into (or refusing to enter into) a personal relationship with any member of leadership, or for tolerating (or refusing to tolerate) conduct or communication that might violate this policy. Such conduct is a direct violation of this policy.

We prohibit harassment, discrimination, abusive conduct, or retaliation of our employees in connection with their work by non-employees. Immediately report any harassing, discriminating behavior, or abusive conduct by non-employees, including vendors, customers, and employees of contractors or subcontractors.


H. SEXUAL ABUSE AND MOLESTATION


REBOOT Recovery prohibits and has a zero tolerance for any sexual abuse or molestation. This organization takes all allegations of sexual abuse and molestation seriously, will promptly investigate and if necessary contact the appropriate local law enforcement agency.