A Gift Acceptance Policy may deal with gifts of money, but more typically it’s to address in-kind gifts. In-kind gifts are non-cash gifts like land, buildings, vehicles, food, clothing, jewelry, etc., the acceptance of which might be great…or could be more hassle than their worth. Sometimes there are legal ramifications to accepting an in-kind gift such as taxes or licensing. The types of records to be retained include board meeting minutes, tax documents and other regulatory filings, donation records, records of receipts and disbursements, contracts, etc. The list could go much further. Whether you are talking about a commercial business or a nonprofit, every organization runs more smoothly when it has solid operating policies. Way too often, however, these are an afterthought, and you find yourself needing to refer to a policy you don’t already have in place.
With over two decades of experience as a nonprofit fundraiser, executive director, and designer, Andrea combines creative expertise with a deep understanding of the unique challenges nonprofits face. She’s passionate about designing websites that not only look great, but also work as effective tools for engagement and growth. For example, if you have a board member who works for a local financial institution where your nonprofit also happens to have a banking relationship, that conflict of interest must be disclosed. This does not (usually) mean that board member cannot serve – simply that the conflict must be made known to the entire board of directors.
What are the benefits of having a nonprofit polices and procedures manual?
This policy provides guidance for development staff when a prospective donor offers a gift. Nonprofits must adhere to many different local, state, and federal regulations that, if violated, could result in a nonprofit being shut down or losing its tax-exempt status. The company reserves the right to require reasonable proof of illness or temporary disability. Excessive absences or tardiness will result in disciplinary action up to and including termination. We do recognize that there are times when absences and tardiness cannot be avoided.
Employment Basics: Classification, Background Checks, Reviews, etc.
Start with your state nonprofit association, they often offer free guides, webinars, and legal updates specific to your area. National groups like the National Council of Nonprofits and SHRM (Society for Human Resource Management) also have nonprofit-specific advice and templates. People do their best work when they feel safe, physically, emotionally, and mentally.
They’re an important part of any employee handbook and should be a part of every company’s culture. Make sure you state clearly that employees have a duty to report unsafe conditions, damaged equipment, etc. In order to obtain employment, all employees provide the company with personal information such as their address and telephone number. This information is saved in the employee’s personnel records. Please inform the Human Resources Manager of any changes to personal employment information, including emergency contact. Changes to your address, marital status, etc. can affect your withholding tax and benefit coverage.
Document Retention and Destruction Policy
This is where you establish expectations around reporting hours worked and overtime policies (if applicable). Many companies choose to have an introductory period for new employees. This gives the company (and the employee) a chance to determine whether the job is a good fit for them. Define your company norms and practices including payroll, timekeeping, schedules, and the nuts and bolts of day-to-day operations. Taking another job while on family or medical leave or any other authorized leave may lead to disciplinary action, up to and including discharge.
NATIONAL ARTS ADMINISTRATION AND POLICY PUBLICATIONS DATABASE (NAAPPD)
Background checks should be conducted in a uniform and consistent way, and nonprofits must follow applicable laws with respect to background checks of prospective employees. Recognizing these nuances allows nonprofit leaders to create HR policies that not only attract talent but also retain and motivate individuals who are deeply committed to the organization’s mission. For instance, recruitment strategies may focus more on an individual’s passion for the cause rather than solely on their professional qualifications. Additionally, nonprofits often need to foster a sense of belonging and commitment among their staff and volunteers, which can be achieved through tailored onboarding processes and ongoing engagement initiatives. Each organization should carefully consider what policies it requires and how they should be worded.
- This gives the company (and the employee) a chance to determine whether the job is a good fit for them.
- Nonprofits need a Confidentiality and Privacy Policy to protect sensitive information about their clients, donors, and operations.
- What if those donations turn out to be a piece of real estate with strings attached?
- This is where you set the stage for the employee relationship.
Benefits Overview Policy
- Conducting annual reviews of existing policies allows organizations to identify areas for improvement or necessary adjustments based on feedback from staff or changes in legal requirements.
- In order to be effective in our mission, the policy has been established to provide clear guidelines for interactions between the board of directors and the staff to ensure effective governance and operational efficiency.
- In fact, many fail to meet even basic standards of accountability and transparency.
- Or, if you’ve never created these nine policies, it’s time to begin.
- If a donor, supporter, volunteer, or community member loses trust in your nonprofit, it could have a significant impact on your fundraising efforts and even your reputation.
Although Company name plans to maintain these employee benefits, it reserves the right to modify, amend or terminate these benefits at any time and for any reason. This mission statement reflects Patagonia’s commitment to creating high-quality outdoor gear while minimizing its environmental impact. It emphasizes the company’s core values of sustainability, social responsibility, and innovation, and its goal of using its business to make a positive difference in the world. With the exception of employment-at-will, the terms and conditions of employment with Company name may be modified at the sole discretion of the company, with or without cause or notice, at any time. No implied contract concerning any employment-related decision or term or condition of employment can be established by any other statement, conduct, policy, or practice.
By fostering an ethical workplace culture, nonprofits can build trust with their stakeholders, including donors, clients, and the communities they serve. Ultimately, ensuring compliance with both legal and ethical standards not only protects the organization but also enhances its credibility and effectiveness in achieving its mission. This alignment can enhance job satisfaction and reduce turnover, which is especially important in a sector where resources are often stretched thin. In addition to recruitment, nonprofits should develop comprehensive onboarding procedures that help new hires acclimate to the organization’s culture and values.
Think of your employee handbook as your organization’s “how we do things here” guide. This is where you set expectations, explain how your team works, and give people something solid to turn to when they sample personnel policies for nonprofits have questions. If you’re like most nonprofit leaders, you probably started with passion, not paperwork.
It serves as a reference guide for staff, volunteers, and board members and helps to ensure that the organization operates in a consistent and effective manner. The manual typically covers a wide range of topics, including financial management, personnel policies, fundraising, and program delivery. If you have all of the policies listed below and place them together in one cohesive document, you have a policies and procedures manual. Navigating the legal landscape is a critical aspect of human resource management in nonprofit organizations. Compliance with federal, state, and local employment laws is essential to avoid potential legal issues that could jeopardize the organization’s reputation and financial stability. Nonprofits must be aware of regulations related to wage and hour laws, workplace safety, anti-discrimination policies, and employee rights.
The ability of an organization to make the best use of the energy, time, and talents of its employees is essential to accomplish the organization’s mission. Nonprofit organizations should place a high priority on exercising fair and equitable practices that attract, retain, and actively engage qualified employees. A properly compliant Conflict-of-Interest policy is the first among equals when it comes to essential policies to have and to follow.
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