The Able Trust Board of Directors Meeting Materials - June 2023

BOARD Meeting Agenda – June 1, 10:00 AM - NOON

Virtual Meeting

Zoom Link: https://us02web.zoom.us/j/88230112986?pwd=RnZXVEE4QktuOEJMSjhWdjZPdE93QT09

Meeting Call-In Number: 1 929 205 6099 Meeting ID: 882 3011 2986 Passcode: 258218

Directors are reminded that all Able Trust Board and Committee meetings are open and publicly noticed. Under Florida Sunshine Law, any meeting of 2 or more Able Trust Directors must be publicly noticed. Directors are prohibited from discussing Able Trust business outside of official meetings of the organization. Directors are reminded of conflict-of-interest provisions. In declaring a conflict, please refrain from voting or discussion and declare the following information: 1) Your name and position on the Board, 2) The nature of the conflict, and 3) Who will gain or lose as a result of the conflict.

I.

II.

III.

Call to Order Roll Call and Establishment of Quorum Approval of Agenda – Action

IV. Consent Agenda - Action

a. Acceptance of March Meeting Minutes

b. Acceptance of FY23 3rd Quarter P&L Statement

c. Acceptance of FY23 3rd Quarter Balance Sheet

d. Committee Reports

e. FY 2024 – FY 2025 Committee Assignments

f. FY 2024 – Board & Committee Dates

V. The Able Trust Mission Moment (10 Minutes)

a. 2023 Project Venture Video

b. 2023 DEAM Campaign

VI. Action Items (30 Minutes)

a. FY 2024 Recommended Budget - Action

b. Policy Updates – Action

i. Bylaws

ii. Employee Handbook

iii. Financial Policies

iv. Grant Policy

v. Investment Policy

c. Officer & Committee Elections – Action

VII. Discussion Items – Full Board (45 Minutes)

a. 2023 Legislative Session Recap

b. FY 2024 – Collective Impact Pilot Project & Grant Approval – Action

c. The Able Trust – DSO Engagement Plan

VIII. Report from VR Director (15 Minutes)

a. Comments from Director

b. Q & A

IX. New Business

Public Comment

Next Board Meeting: September 21, 2023, 10:00 AM –Noon - Virtual

Adjourn

Laurie Sallarulo, Chair

Chip Byers, Secretary

Laurie Sallarulo, Chair

Laurie Sallarulo, Chair

Coleen Agner, HSHT Director

Donna Wright, Vice President M&D

Doug Hilliard, Treasurer

Allison Chase, President & CEO

Laurie Sallarulo, Chair

Todd Jennings & Tony Carvajal

Mavara Agrawal & Joey D’Souza

Allison Chase & Brent McNeal

Brent McNeal, VR Director

Laurie Sallarulo, Chair

Please Note: Agenda subject to revisions and additions per the discretion of the Chair of the Board of Directors. Notification will be sent of any such revisions or changes.

Members of the Public: Please notify Arnaldo Ramos at Arnaldo@AbleTrust.org if you wish to make public comment on particular agenda items no later than 1-hour prior to beginning of the meeting.

Florida Endowment Foundation for Vocational Rehabilitation, dba The Able Trust

DRAFT - Meeting Minutes

Board of Directors Meeting – March 1, 2023 11:30 p.m. to 2:30 p.m.

In Person Meeting

Members in Attendance

Allison Chase, Dr. Alexis Doyle, Brent McNeal, Chip Byers, Doug Hillard, Lauri Sallarulo, Dr. Mavra Agrawal, Todd Jennings, Lori Fahey, Bethany SwansonMcAlister, and Stephanie Westerman

Members Absent N/A

Staff in Attendance Allison Chase, President; Arnaldo Ramos, Office Administrator and Executive Assistant to the President; Donna Wright, Vice President of Development & Marketing; Joseph D’Souza, Vice President, External Engagement; Justin Adams, Communications Manager; Leanne Rexford, Director of Partner Relations

Others in Attendance Greg Burchell, Finance Adv. Morgan Stanley

Item Action/Discussion

Call to Order Laurie Sallarulo, called meeting to order at 11:33 p.m.

Roll Call and Establishment of Quorum Secretary Chip Byers completed roll call and a quorum was established at 11:34a.m.

Approval of Agenda

a. Acceptance of December Meeting Minutes

b. Acceptance of FY23 2nd Quarter P&L Statement

c. Acceptance of FY23 2nd Quarter Balance Sheet

d. Committee Reports

a. Executive & Finance

b. Marketing & Development

c. Grants

d. Legislative

Action Items

First motion to approve by Alexis Doyle, second motion to approve by Todd Jennings, motion carried.

Motion to approve consent agenda, first by Brent McNeil, and second by Doug Hillard, motion unanimously carried.

Page 1 of 3

Discussion Items – Full Board

a. Board Ambassador & fundraising Discussion

Donna Wright, Vice President of Marketing & Development, emphasized to the board what it means to be an ambassador for The Able Trust as a board member and The Able Trust’s goal for fundraising. There was a request to each board member regarding evaluating their connections and who within their network The Able Trust could or should connect with to establish more relationships throughout the state to further support The Dept. of Vocational Rehab in their mission as their direct support organization.

b. Direct Support Organization Engagement Plan (Final Thoughts)

Allison Chase, President & CEO, opened the discussion to engage the board on the DSO Engagement Plan to field ideas and feedback in supporting The Dept. of Vocational Rehabilitation in the following 3 areas:

• Recruitment and Retention

• Public Outreach

• Process Streamlining

c. Morgan Stanley Smith Barney Investment Presentation – Greg Burchell Sr. Institutional Consultant, MSSB

d. Sunshine Law Review

e. FDOE Office of Inspector General Report & Response

f. Grant Committee Recommendations

Greg Burchell, Sr. Institutional Consultant, shared a brief overview of the organization’s investments.

Brent McNeil, Director of the Dept. of Vocational Rehabilitation, reviewed and reminded the board of the Sunshine Law requirements.

Dr. Mavara Agrawal reviewed the FDOE IG Report and Response with the board of directors along with the findings and remedies being put in place to further review, evaluate and update grants.

A timeline was established for grant information that will be presented during the May Grant Committee meeting and presented at the Board meeting on June 1st The Able Trust has developed a grant called “Collective Impact” totaling $70,000, to foster relationships among employment providers and service providers, education institutions and the Dept. of Vocational Rehabilitation to create a system that is responsive to the needs of employers.

• Jacksonville - $35,000

• Tampa - $35,000

Vote to approve Collective Impact Grant budget, first by Todd Jennings, and second by Doug Hillard, motion unanimously carried.

g. Legislative Session/Reauthorization Updates

Information Items

Alan Suskey, Lobbyist, provided an update regarding legislative committee week and legislative session in as it relates to The Able Trust’s reauthorization. Bills have been filed – Senate Bill 936 and House Bill 969.

Page 2 of 3

Next Board Meeting

Adjourn

The Able Trust Board of Directors next meeting will be in person at the board retreat scheduled for Thursday, June 1, 2023, 10:00a.m. – 12:00p.m.

There being no further business, Doug Hillard adjourned the meeting at 2:36p.m.

Respectfully submitted,

James “Chip” William Byers IV, Secretary

The Able Trust Balance Sheet

The Able Trust Balance Sheet

Board of Directors

FY2023, 4th Quarter Committee Reports

Executive Committee and Finance Committee, 5/16/2023

• Accepted FY23 2nd Quarter financial reports.

• Approved DRAFT FY24 Proposed Budget; forwarded to full board review and approval.

• Approved update to Investment Policy inserting statement that The Able Trust and its advisors are prohibited from using environmental, social, and corporate governance as an investment strategy (per recent legislation governing all state affiliated funding).

• Allison provided an update on extension of our reauthorization date to October 1, 2027 and adding statutory language requiring a new research report due to the Legislature on December 1, 2023 (details in Legislative Committee report below)

Legislative Committee, 5/24/2023

• The Legislature voted to extend our reauthorization through October 1, 2027, and the Governor signed the bill on May 15th. A four-year extension is typical for most direct support organizations.

• In addition to reauthorization, the bill requires that The Able Trust conduct research on the following:

o Identify the current systems for service delivery to persons with disabilities, including operations, services, coordination of activities, and structures.

o Identify barriers and obstacles in transportation for persons with disabilities living in the home or receiving community-based services for jobs, medical appointments, and peer-to-peer groups.

o Identify workforce issues related to direct support professionals, behavioral or mental health specialists, health care practitioners, and other individuals who assist with the provision of services to persons with disabilities.

o Examine the best practices for uniform and efficient service delivery and the coordination of and transition among systems, including transitioning our of high school.

o Examine federal and state laws and rules that impact or limit supports or services for persons with disabilities.

o Identify systemwide incongruence and inefficiencies in service delivery.

o Identify opportunities for job coaching and community participation supports, including those opportunities for individuals who cannot, or choose not to, enter the community because of underlying issues.

• A final report on these elements and recommendations for potential strategies is expected to be presented to the Legislature by December 1, 2023.

• We have engaged consultant, Tony Carvajal, to assist with the research and report.

• We have engaged with FDOE/VR leadership for input and guidance on the report and plan to meet with legislative staff in late June.

Grant Committee, 5/17/2023

• Chair Agarwal and Staff D’Souza provided an overview of the High School High Tech programs for FY23. The overview included staff recommendations for contract renewal or cancellation for each of the programs. It was recommended by staff that contract HSHT 2302, Alachua Rural be cancelled for FY24 due to three years of low enrollment. The members voted to approve staff recommendations for HSHT program renewal or cancellation.

• Chair Agrawal and Staff D’Souza provided an update to the RFP for the Collective Impact grant. Staff recommended the Committee approve one grant, in Tampa. Staff felt that one grant would allow for better learning and results. Tampa was the recommendation due to the reception the project received during preliminary discussions with local stakeholders. Committee member Fahey and Chair Agrawal had questions about the credentials of the local partner staff involved in the project and requested additional information. The Committee voted to table the approval until Monday, May 20, 2023, for time to gather additional information.

• Staff D’Souza provided information on a pilot career experience program for High School High Tech students in partnership with the USF College of Nursing. The experience would be a two-day, hands-on camp allowing for in-depth experiences with nursing careers.

• Staff D’Souza laid out the tentative plan for expanding HSHT over the next three fiscal year, which is two programs a year totaling six new programs by the start of FY27. This expansion is possible due to an increase in legislative funding to support the program.

Marketing and Development Committee

5/30/23

• The Marketing and Development Committee meets 5/30/23

• In this meeting Chair Doyle and Staff Wright cover fundraising and development updates and needs with the committee including:

o Progress towards fundraising goal for FY23 (We surpassed out goal).

o Fundraising goals for FY 24 including opportunities already our pipeline.

o Recap of fundraising prospects from Board members. Staff Wright reviews progress and needs of the committee.

o Staff Wright reviews development goals for FY 24

• Staff Wright updates committee on communications and marketing including

o Social Media projects

o Google ad grants

o Board engagement

o NEW board resources webpage and access

• Fundraising Goal for FY 23: $600,000 Received/committed to date: $1,001,569.70

• Grants: $192,449.61

• Project Based Revenue: $57,000

• Sponsorships and Unrestricted Gifts: $256,570.15

• Inclusive Florida LBR: $250,000.00

• Income from family endowments: $235,388.00

• Earnings from Funds Managed: $10,162.00

Website Traffic

Marketing Update

Board of Directors Meeting - June 1, 2023

New retargeting ads are in place to support brand awareness. These ads help locate new website visitors and keep them coming back. The platform advertises across 500+ online ad networks, connecting with over a billion potential viewers, and seeks to find ideal ad viewers with AI-powered predictions.

These ads are random ad sizes and when clicked, each ad will take the viewer to the www.abletrust.org website. The program will measure the number of ad impressions and the click-through rate.

Website Stats for Last 90 Days

• Over the last three months, top search terms visitors use to find The Able Trust include “able trust” and “high school high tech.”

• Webpages on abletrust.org that get the most views are the main landing webpage (www.abletrust.org) and high-school-high-tech.

• Social media platforms that generate the highest referrals to our website are Facebook and LinkedIn

Website Highlights

• The Community Foundation of North Florida’s conducted a Share Your Story Video Challenge. The Able Trust was one of 10 recipients of a $1,000 grant. Use the link below to check out our winning video. https://www.abletrust.org/shareyour-story-video-challenge/

• Project Venture promotional video: https://www.abletrust.org/2023projectventure/

• New webpage for Board Members: includes materials that can be downloaded along with links to presentations used in recent meetings: https://www.abletrust.org/boardresources/

THE ABLE TRUST SOCIAL MEDIA ANALYTICS –

FOLLOWER TRENDS

MARCH 1 TO MAY 19, 2023

All platforms saw an increase in followers this quarter. Numbers below show total followers as of May 19, 2023, with the change in number of followers since March 1, 2023, in parentheses.

• Facebook fans: 528 (+27)

• Instagram followers: 497 (+38)

• LinkedIn followers: 1,129 (+71)

• Twitter followers: 542 (+11)

• Aggregate social media followers: 2,696 (+147)

CAMPAIGN SPOTLIGHT

CareSource Florida Northwest Grant Challenge campaign engagement (March 1-15):

• 60 total posts between all platforms, seen a total of over 10,000 times

• Facebook engagement highlights:

o Nearly 3,500 unique impressions

o 100+ reactions

o 175+ clicks

• Instagram engagement highlights:

o 850+ unique impressions

o 100+ likes

o 50+ new accounts reached

• LinkedIn engagement highlights:

o 1,700+ unique impressions

o 100+ reactions

o 80+ clicks

• Nearly 4,000 Twitter views

• 100+ total re-shares of posts created by The Able Trust

• 20+ original external posts mentioning The Able Trust and linking to voting page

FY 2024 – FY 2025 Committee Assignments

Executive & Finance Committee (Pending Board Elections)

• Laurie Sallarulo, Chair

• Mavara Agrawal, Vice Chair

• Doug Hilliard, Treasurer

• Chip Byers, Secretary

Grant Committee

• Mavara Agrawal, Committee Chair

• Alexis Doyle

• Lori Fahey

• Brent McNeal

• Stephanie Westerman

• Laurie Sallarulo

Marketing & Development Committee

• Alexis Doyle, Committee Chair

• Todd Jennings

• Bethany Swanson

• Chip Byers

• Laurie Sallarulo

Legislative Committee

• Todd Jennings, Committee Chair

• Lori Fahey

• Brent McNeal

• Bethany Swanson

• Laurie Sallarulo

Bylaws, Ethics, and Policy Committee (Pending BOD Elections)

• Doug Hilliard

• Lori Fahey

• Todd Jennings

• Laurie Sallarulo (alternate)

Nominating Committee (Pending BOD Elections)

• Alexis Doyle

• Todd Jennings

• Stephanie Westerman

Audit Committee

• Doug Hilliard, Committee Chair

• Bethany Swanson

• Stephanie Westerman

• Laurie Sallarulo

Full list of Able Trust Committee and Board Meetings (FY 2024)

Members of the Public: Please notify Arnaldo Ramos at arnaldo@abletrust.org if you wish to attend or make public comment no later than 1-hour prior to beginning of the meeting

2023 Sponsorship Opportunities

The Able Trust's theme for the 2023 Disability Employment Awareness Month is "A Cup of Ambition."

While October is the month we celebrate DEAM, Disability Employment Awareness is our mission all year long. As such, DEAM Sponsors will receive value from their sponsorship throughout the year. Your support of DEAM shows your company’s commitment to disability inclusion in Florida’s workforce.

Everyone should have the opportunity to go to work each day with a cup of coffee.

But recent data shows only 20.4% of working-age (20-64) Floridians with a disability are employed, compared to 63% of Floridians who do not have a disability Florida's employment percentage of residents with a disability is the thirdlowest of any state in the United States of America

Whether you can give a cup, a pot, a carafe or more, every drop of your sponsorship will go toward fulfilling The Able Trust's vision of making Florida the most disability-inclusive state in the country.

Become our exclusive Head Barista with your sponsorship of at least $20,000!

Benefits include:

The Presenting Sponsor Title for all The Able Trust DEAM events around the state both live and virtual

Opportunity to host an exclusive DEAM event at your organization/community planned by The Able Trust

Keynote Speaker option at DEAM event of your choosing (Jacksonville and Orlando are our targets)

Exclusive Q&A interview to be featured in The Able Trust CEO Newsletter, website, and social media

Swag of your choosing distributed at DEAM events

Table for display area at all DEAM events if desired Mentioned in all DEAM communications

Continued social media engagement and collaboration with The Able Trust quarterly for one year

Opportunity to provide subject matter expert content quarterly in Able Trust Newsletters

Visual/Video commercial on our website four times during the yearOp/Ed opportunity

Letter to the Editor written for your local newspaper or media market of your choosing

Presence on The Able Trust website for one year

Be provided with registration list from DEAM events

Your name/logo on all DEAM collateral material and signage

Invite to speak or present at a futurewebinar of The Able Trust

Opportunity to contribute to guest list of all DEAM events

Mentioned in all media releases and press opportunities for DEAM

Company logo featured on all DEAM event registrations

Option to host a virtual industry tour

Early Riser Sponsorship Opportunities

Lock in your DEAM sponsorship today and take advantage of the Early Riser rate. Receive 10% off the Standard Sponsorship Rates when you commit before June 30, 2023. Don't delay!

Standard Sponsorship Rates

$ 20,000 - Head Barista (one exclusive opportunity)

$ 7,500 - Espresso Enthusiast

$ 5,000 - Tea Trailblazer

$ 2,500 - Cold Brew Believer

$ 1,000 - Latte Leader Scan

June 2023 Board of Directors Meeting

Action Item Notes

FY2023 – 2024 Draft Budget

• Line 13, Project Based Revenue major increase from VR ArtCIE Federal Grant. TAT acting as subcontract/grant manager

• Line 15, State Appropriations, increased by $450k for full state funding of HSHT

• Line 24, ArtCIE Grant Project includes subcontracts and our expense for grant management

• Line 25, Tampa Collective Impact Grant & industry-specific training projects (example: USF College of Nursing summer immersion experience for HSHT students)

• Line 38, Research/Data Analysis, $60k for new legislative statewide assessment & report

• Line 39, Innovation Grants & Projects now funded under Line 25, Grants & Capacity Building Support

• Line 52, Marketing and Support Materials increase of $13k to consolidate expenses that have been spread across program and more accurately track (i.e. HSHT, Project Venture, DEAM, etc.)

• Line 81, Salaries, 5% across the board increase with small cushion for additional merit increases

Bylaws

• Brought into compliance with 413.615 Florida Statutes

• Eliminated language which enable the board with authority contradictory to statutes

• Added evaluation oversight of funded projects to the Grant Committee

• Removed outdated date references

• Updated in-person and virtual meeting requirements

• Added 413.615 Florida Statutes, Florida Open Government Law, and rules as promulgated by FDOE/VR as governing authorities

Employee Handbook

• Worked with a Tallahassee employment law firm, The Krizner Group, to update policies related to state and federal employment law including medical marijuana, FMLA, harassment, social media, biometric information, etc.

• Incorporated existing Able Trust travel policy

• Revised leave policy, eliminating banked leave, opting for unlimited leave and no leave buyout upon separation

• General clean-up of outdated language

Grant Policies

• Added statutory authority for types of programs and services which may be funded

• Added statutory requirement of board annual monitoring, review, and evaluation of funded programs

Financial Policies & Procedures

• Added Statutory Authority and references to 413.615 FS

• Changed authorities in absence of the CEO from Senior Vice President to VP of External Engagement

• Added reference to The Able Trust Competitive Bidding and Procurement Policy

• Removed Procedures for Governmental Accounting for programs which are no longer managed by The Able Trust (i.e., James Patrick Memorial Program, Civil Penalty Deposits, and Motorcycle License Plate Program)

• Added reference to FDOE/VR annual budget approval authority

Investment Policy

• Added language to prohibit using ESG strategies by staff, board, advisors, and consultants when making investment decisions

Reauthorization & New Legislative Reporting Requirement

• Both houses have voted to extend our reauthorization period through October 1, 2027

• Both houses have adopted language that requires The Able Trust to conduct research on the following:

o Identify the current systems for service delivery to persons with disabilities, including operations, services, coordination of activities, and structures.

o Identify barriers and obstacles in transportation for persons with disabilities living in the home or receiving community-based services for jobs, medical appointments, and peer-to-peer groups.

o Identify workforce issues related to direct support professionals, behavioral or mental health specialists, health care practitioners, and other individuals who assist with the provision of services to persons with disabilities.

o Examine the best practices for uniform and efficient service delivery and the coordination of and transition among systems, including transitioning our of high school.

o Examine federal and state laws and rules that impact or limit supports or services for persons with disabilities.

o Identify systemwide incongruence and inefficiencies in service delivery.

o Identify opportunities for job coaching and community participation supports, including those opportunities for individuals who cannot, or choose not to, enter the community because of underlying issues.

A final report on these elements and recommendations for potential strategies is expected to be presented to the Legislature by December 1, 2023.

Collective Impact Projects & Industry Specific Trainings/Events

• Staff is recommending to the Grant Committee that we reduce the number of collective impact projects for FY2023-2024 from 2 to 1, in the Tampa Bay area. This will allow for more focused testing and resources in Tampa, and more staff time to devote to the new legislative research study/report. The committee will vote next week on a recommendation to the full board on June 1st .

• The remaining $150,000 that would have been allocated for a second collective impact project will be used for industry specific trainings and events to attract high school and college students into in-demand careers. (Example: USF College of Nursing summer 2023 program)

Assumptions

1) SB 240 (signed 5.15.23) requires report due 12/1, with following conditions: Research on the systems in the state which provide services to persons with disabilities, including autism and intellectual and developmental disabilities. The board shall submit to the Legislature a report by December 1, 2023. The report must:

a. Identify the current systems for service delivery to persons with disabilities, including operations, services, coordination activities, and structures.

b. Identify barriers and obstacles in transportation for persons with disabilities living in the home or receiving community-based services for jobs, medical appointments, and peer-to-peer groups.

c. Identify workforce issues related to direct-support professionals, behavioral or mental health specialists, health care practitioners, and other individuals who assist with the provision of services to persons with disabilities.

d. Examine the best practices for uniform and efficient service delivery and the coordination of and transition among systems, including transitioning out of high school.

e. Examine federal and state law and rules that impact or limit supports or services for persons with disabilities.

f. Identify systemwide incongruence and inefficiencies in service delivery.

g. Identify opportunities for job coaching and community participation supports, including those opportunities for individuals who cannot, or choose not to, enter the community because of underlying issues.

2) After review with DOE & DVR (5.12.23), it is presumed that based on canons of legislative structure, since this report is placed in a section specifically relating to vocational rehabilitation, unless otherwise specified in the statute, the paper should focus on how the questions relate to the employment of persons with disability. NOTE: when we review the proposed outline with legislative staff, we will confirm this focus and also ask if there were any other relevant questions that could or should be considered as we prepare report.

3) The final report is due to the legislature by December 1, 2023 but in order to allow time for review and updates before submission, the internal completion date for “final draft” should be on or about mid-October

4) The report building process is broken down into two phases, with the following DRAFT milestones:

Phase 1: Planning

Milestone 1: Clarify expectations and parameters of proposed research

• w/ Able Trust, DOE, DVR

o 5.12 DVR/DOE call – “limit to VR unless otherwise specified”

o 6/1 Able Trust Board call

• w/ Legislature

o TBD, target is mid-June

• Outline for report

o Target is by June 30

Milestone 2: Review existing laws, rules, research, reports related to services and needs of persons with disabilities (PWD)

• Compile list of laws & rules

• Compile list of public reports

• Compile list of private reports and resources

Milestone 3: Strategy for outreach and input

• Lists of stakeholders, especially those referenced in SB 240

o PWD and/or caregivers

o Direct support professionals and providers

o Entities that support transportation or coordinate services for PWD

o Behavioral and mental health specialists, healthcare practitioners, and other professionals that assist with services to PWD

o Peer-to-Peer groups and organizations that support PWD

• Determine and design data collection tools, for example:

o Survey(s)

o Online data collection portal

Milestone 4: Framework for stakeholder input

• Implementation plan for data collection

• Marketing plan to support data collection

DRAFT - Phase 2: Data Collection & Report Writing

Milestone 1: Data Collection (based on Phase 1 strategy)

Milestone 2: Analyze data and summarize stakeholder input

Milestone 3: Recommendations and Potential Action Strategies

Milestone 4: Produce Final Report

• Outline (see DRAFT from Phase 1)

• Initial draft of Report to Able Trust – approximately 10.9 23

• Comment period - DVR/DOE & other stakeholders (TBD) – 10 9 to 10 27

• Updates based on input during comment period – 10 27 to 11 17

• Final Report to Able Trust – 11.17.23

• Final Report to Legislature – by 12.1.23

DRAFT REPORT OUTLINE

1. Introduction, Overview, Purpose of Report

1.1. About PWD

1.1.1. Overview, describe and quantify

1.1.2. Any special references needed for autism or intellectual or development disabilities?

1.1.2.1. Discuss % increase of these populations in VR annual caseload

1.2. About VR, DVR, & The Able Trust

1.3. Overview of SB 240 (as relates to report)

1.4. Review data collection process

1.5. Executive Summary of recommendations

2. Research Questions (adapted from SB 240)

2.1. What issues or concerns need to be addressed to help PWDs achieve successful employment?

2.1.1. As identified by research

2.1.2. As identified by PWD, caregivers, and advocates

2.1.3. As identified by direct support professionals

2.1.4. As identified by healthcare and mental and/or behavioral health practitioners

2.2. What laws and rules impact, support, and/or provide services for PWD?

2.2.1. Federal laws and rules

2.2.2. State laws and rules

2.2.3. Other laws and rules

2.3. What are the current systems in Florida that provide persons with disabilities support in accessing vocational rehabilitation services?

2.3.1. Per SB 240, specifically consider job coaching and community participation support

2.3.1.1. Per SB 240, specifically consider opportunities for individuals who cannot, or choose not to, enter the community because of underlying issues

2.4. Which laws, rules, regulations, or practices seem to limit support or services for PWD?

2.4.1. Problems with laws, rules, regulations

2.4.2. Systemwide incongruences or inefficiencies in service delivery

2.4.2.1. Per SB 240: assess “Operations, Services, Coordination Activities, Structures”

2.4.2.2. Refer to REACH Act “No Wrong Door”

2.5. What transportation barriers and obstacles exist for persons with disabilities?

2.5.1. To access jobs

2.5.2. To access medical appointments

2.5.3. To access peer-to-peer groups

2.5.4. To access other community-based services

2.5.5. Are there any differences based on living arrangements?

3. Research Questions (adapted from SB 240)

3.1. What are some best practices related to supporting transition among and between systems that support PWD?

3.1.1. Recommendations to facilitate Transition to work

3.1.1.1. From stakeholders

3.1.1.2. From other states (CSAVR)

3.1.2. Per SB 240, specific focus on transition out of high school

3.1.3. Other transitions between or across systems

3.1.3.1. Within VR

3.1.3.2. Outside of VR (e.g., APD)

3.2. “Recommendations and Potential Action Strategies” Florida should consider

3.2.1. Changes to further investigate or consider changing

3.2.1.1. Across state agencies

3.2.1.2. Federal : State issues

3.2.1.3. State : Local

3.2.1.4. With or across providers

3.2.1.5. Collective Impact Theory

3.2.2. Laws & Rules

3.2.3. Funding Issues

4. Citations & Tables

The Able Trust Budget - Proposed FY2023 - 2024

The Able Trust

Florida Endowment Foundation for Vocational Rehabilitation, Inc.

BY-LAWS

Amended June 1, 2023

Amended September 21, 2017

Amended March 13, 2015

Amended June 15, 2012

Amended March 4, 2011

Amended June 11, 2010

Amended June 12, 2009

Amended June 28, 2008

Amended September 13, 2003

Amended October 2, 1999

Amended September 20, 1997

Amended September 29, 1996

Amended March 19, 1995

Adopted February 21, 1991

Article One-Organization

1. Name. The name of the organization shall be the Florida Endowment Foundation for Vocational Rehabilitation, Inc. The organization shall also operate under the name of The Able Trust.

2. Corporate Seal. The organization shall have a corporate seal indicating the name of the organization and the date founded (1991).

3. Fiscal Year. The fiscal year of the corporation shall commence on the first day of July and end on the thirtieth day of June.

4. Organization, Power, and Duties. In accordance with 413.615 FS, the board shall hold meetings as are necessary to fulfill its statutory duties and shall conduct its business in accordance with rules promulgated by the Florida Department of Education, Division of Vocational Rehabilitation (FDOE/VR).

The Board may solicit and receive bequests, gifts, grants, donations, goods, and services. Where gifts are restricted as to purpose, they may be used only for the purpose or purposes stated by the donor. The Board may enter into contracts with the Federal Government, state or local agencies, private entities, or individuals to carry out the purposes in 413.615 FS.

The Foundation is organized and operated exclusively to raise funds; to submit requests and receive grants from the Federal Government, the state, private foundations, and individuals; to receive, hold, and administer property; and to make expenditures to or for the benefits of the rehabilitation programs approved by the board of directors.

The board shall submit an annual budget of the foundation for approval of FDOE/VR. The annual budget must comply with 413.615 (9)(j) FS.

The Board may identify, initiate, and fund new and creative programs to carry out the purposes of 413.615 FS, utilizing existing organizations, associations, and agencies to carry out such rehabilitation programs and purposes whenever possible.

The board may make grants and gifts subject to the requirements of 413.615 FS and the Board approved Grant and Financial Policies of the Foundation.

The Board of Directors shall hire, annually evaluate, and compensate a chief executive officer to manage daily business operations and otherwise serve to fulfill the mission of the Foundation. The chief executive officer shall be one of the individuals authorized to sign checks, drafts and contracts on behalf of the organization, provided those checks, drafts, and contracts are within the established budget for the fiscal year. The CEO shall be a non-voting member of the Board of Directors and all Committees.

Article Two - Mission

1. Mission Statement. To be a key leader in providing Floridians with disabilities opportunities for successful employment.

Article Three – Purpose

1. Purpose. The Board of Directors shall adhere to the purposes of enabling legislation 413.615 Florida Statute in setting forth policies and objectives pursuant to its mission. The Foundation operates within a contract signed by the Director, Division of Vocational Rehabilitation and the Foundation Chair, and within rules promulgated specifically for the Foundation, which are approved by FDOE/VR.

The endowment fund of the Foundation is created as a long-term, stable, and growing source of revenue to be administered, in accordance with rules promulgated by FDOE/VR.

2. Policies. The Board of Directors shall set policies on grantmaking, financial management, and other operations which adhere to the requirements in 413.615 FS. To amend or change policies, proposed amendments or changes in policies must be submitted to the Board of Directors at least thirty (30) days prior to a scheduled meeting at which time the proposed amendments or policies are to be approved. A majority vote of the Board of Directors is required to amend or change grantmaking policies.

Article Four - Board of Directors

1. Vacancies. In any event of a vacancy of the Board caused by other than the expiration of a term the Chair will inform the Governor for appointment a new member to fulfill the term.

2. Performance of Duties. Each Board member is accountable to the Governor for the proper performance of the duties of the office as set forth in 413.615 FS.

3. Removable for Cause. The Governor may remove any Board member from office for malfeasance, misfeasance, neglect of duty, incompetence, or permanent inability to perform official duties or for pleading nolo contendere to, or being found guilty of, a crime.

4. Statement of Ethics. The Board of Directors shall adopt a statement of ethics to guide the Directors with regard to acceptance of charitable gifts, conflict of interest and other matters. Ethical issues are addressed in the organization’s adopted Conflict of Interest Policy and its adopted Ethics Policy, which shall be maintained and reviewed by the Board on a regular basis, with any future changes accepted as a part of these Bylaws.

5. Compensation. No Director or Officer shall be compensated monetarily or in any form for serving on the Board of Directors except that reasonable expenses incurred on behalf of the organization shall be reimbursed upon submission of proper documentation.

Article Five – Officers and Executive Committee

1. Composition. The Board of Directors shall consist of ten Directors appointed by the Governor of Florida as set forth in Statute 413.615 FS. The preference of the Trust is that no employee, contractor or consultant of The Able Trust nor any relative of The Able Trust staff or Board, serve as a Director.

2. Executive Officers and Committee. The Officers of the organization shall be: Chair, Vice Chair, Secretary and Treasurer. The Executive Committee shall consist of the Chair, Vice Chair, Secretary and Treasurer. The Executive Committee shall act upon organizational business between regular or special Board meetings and shall elect a Director to fulfill the unexpired term of any officer.

Article Six - Duties of Officers

1. Chair of the Board of Directors. The Chair shall perform the following duties:

A. Chair and preside over all regular and special meetings and shall report on activities of the Foundation.

B. Appoint standing committee assignments, temporary or permanent and adhoc committee appointments.

C. Serve as a member of all committees except the Nominating Committee.

D. Shall be one of the officers authorized to sign checks, drafts and contracts on behalf of the organization.

2. Vice Chair. The Vice Chair shall perform the following duties:

A. Chair and preside over meetings in the event of the absence or inability of the Chair to be present for such meetings, with all the rights, privileges and powers as the duly elected Chair of the Board.

B. Becomes Acting Chair in the event of the resignation, demise or inability of the elected Chair to exercise the duties of his/her office until a new Chair is elected.

C. Shall be one of the officers authorized to sign checks, drafts and contracts on behalf of the organization.

3. Treasurer. The Treasurer shall perform the following duties:

A. Has care and custody of all monies belonging to the organization and is responsible for such monies or securities of the organization.

B. Ensures that regular and timely deposits are made in operating accounts of the organization and that invoices and bills are paid in a timely manner.

C. Ensures that all Directors and staff are bonded.

D. Serves as the Chair of the Finance Committee.

E. Renders written reports of the finances of the organization to the Board of Directors at regularly scheduled Board meetings or as requested by the Chair, such report shall be physically affixed to the minutes of such meetings.

F. Recommends to the Board of Directors an auditor to perform an annual audit; the Board of Directors may utilize its discretion in the selection of an auditor.

G. Shall be one of the officers authorized to sign checks, drafts and contracts on behalf of the organization.

H. The Treasurer shall exercise all duties incident to the office of Treasurer.

I. No special fund may be set aside that shall make it unnecessary for the Treasurer to sign checks issued upon it.

4. Secretary. The Secretary shall perform the following duties.

A. Records the minutes of all meetings.

B. Ensures that all books, reports, documents and certificates as required by law are properly filed, maintained or secured, including the annual report submitted as required by statute.

C. Maintains the corporate seal and records of the organization, serving as official custodian.

D. Gives and serves all notices to Directors and members of the organization.

E. May be one of the officers authorized to sign checks, drafts and contracts of the organization.

F. Attends to correspondence of the organization and exercises all duties incident to the office as Secretary.

Article Seven – Elections

1. Election of Officers. Officers shall be elected every two years at the annual meeting of the Board of Directors.

2. Terms of Office. The term of office for each Officer shall be two (2) years and shall begin on the first day of the next fiscal yearafter the annual meeting. No Officer shall serve more than three (3) consecutive terms in the same office. Officers are eligible to serve for office again pursuant to other terms of office included herein.

Article Eight – Meetings

1. Board Meetings. The Board of Directors shall meet at least twice each year All decisions shall be by majority vote, except amendments to the by-laws, which require a two-thirds majority vote, as provided in Article 13.1. Meetings may occur in-person, by video conference and/or telephone.

2. Executive Committee Meetings. The Chair may schedule Executive Committee meetings at any time with a minimum of three (3) business days notice.

3. Special Board Meetings. Special meetings of the Board of Directors may be called by the Chair or upon request of a majority of the Board of Directors, providing a minimum of fifteen (15) days written notice prior to the meeting is given. The notice of the meeting must include the purpose for which the meeting is called and the meeting must be dedicated only to the special purpose for which the meeting is called, unless by unanimous vote, other issues are included on the agenda.

5. Quorum. A quorum shall consist of a majority of Directors. That majority shall be present by in person, by video conference and/or telephone.

6. Notice of Meetings. The Chair shall ensure that all Directors are notified of regular Board meetings at least sixty (60) days in advance of the scheduled regular meeting and at least fifteen (15) days in advance of a special meeting and shall ensure that appropriate materials are distributed at least seven (7) days in advance of any meeting.

7. Absences. Each Director is expected to attend regular and special meetings. Directors should inform the President if they will be unable to attend meetings.

Article Nine - Indemnification of Directors, Officers and Employees

1. The Foundation shall indemnify each person who is a Director or Officer against all liability and reasonable expense that may be incurred in connection with or resulting from any claim, action, suit or proceeding (whether actual or threatened, and whether civil, criminal, administrative, investigative, or in connection with an appeal relating thereof) in which such person may be involved by reason of having been a Director or Officer of the Foundation. Such

persons may be indemnified for any past or future act or omission of such person in the person's capacity as a Director or Officer, if such person acted in good faith,

A. In the case of conduct in such person's official capacity, that his/her conduct was in the best interest of the Foundation, as the case may be.

B. In all other cases, that his/her conduct was at least not opposed to the Foundation's best interests; in any criminal action or proceeding, such person must have no reasonable cause to believe that his/her conduct was unlawful.

2. The Foundation indemnifies any person who is or was an employee or agent of the Foundation to the same extent as provided for Directors and Officers.

3. Outside legal counsel may be engaged by the Foundation (who may be regular counsel of the Foundation) to deliver a written opinion that the conduct of such person's met the Foundation's Policy (or Statement) of Ethics and otherwise meets the indemnification criteria

4. The term "liability" shall mean an obligation to pay in settlement or in satisfaction of claims, judgments, fines or penalties and, with respect to employee benefit plans, excise taxes and the term "expenses” shall include, but is not limited to, attorney’s fees and disbursements incurred in connection with the claim, action, suit or proceeding.

5. There shall be no indemnification when a person is adjudicated guilty of a crime or is determined to have acted intentionally and maliciously in actions involving the Trust.

Article Ten - Advisory Board

1. Composition. The Able Trust may have one or more advisory boards, the number, composition and responsibilities of which may change from time to time.

2. Duties of Advisory Board. Members of any Advisory Board are appointed to contribute expertise, wisdom and knowledge to assist the Foundation in its mission or to serve in an honorary capacity. Advisory Board Members may have experience in vocational rehabilitation, finance, management, policymaking, public relations, business or other areas.

Advisory Board Members are invited to attend all regular meetings of the Board of Directors and may serve on standing or ad hoc committees as appointed by the Chair.

3. Terms of Office. Members of any Advisory Board shall serve for a one (1) year term and can be re-appointed.

4. Appointments. Members of the Advisory Board shall be approved by majority vote of the Board of Directors. Resumes for nominees recommended by the Executive Committee as potential Advisory Board Members shall be distributed to the Board of Directors not less than fifteen (15) days prior to the meeting scheduled to approve appointments.

Article Eleven – Committees

1. Standing Committees. The Chair shall appoint the following standing committees and may appoint ad hoc committees as necessary. The Chair is a voting member of all committees except

the Nominating Committee. Ambassadors who serve on a committee serve as non-voting members.

A. Development and Marketing Committee. Reviews and advises on fundraising, endowment, public relations and promotional activities and makes recommendations to the Board of Directors.

B. Finance and Endowment Committee. Regularly reviews organizational finances and endowment funds and makes recommendations to the Board of Directors. The Treasurer shall be the chair of this Committee.

C. Grant Committees. Review grant applications; make recommendations for grant awards based upon criteria developed by the Board of Directors; and monitor, review, and annually evaluated funded programs to determine whether funding should be continued, terminated, reduced, or increased.

D. Legislative Committee. Monitors state and federal legislation and policies and makes recommendations to the Board of Directors on potential and actual legislation that may affect the Foundation, its mission, policies or operating procedures.

2. Elected Committees. The following Committees are elected by majority vote.

A. Nominating Committee. During election years, The Board of Directors shall elect a Nominating Committee consisting of three Directors at the Board meeting held during the third quarter of its fiscal year. The Nominating Committee shall elect a Chair of the Committee and shall present a slate of Officers to the Board of Directors at least thirty (30) days prior to a scheduled election meeting. At the meeting to elect officers, additional nominations may be made from the floor.

B. Ethics, Bylaws and Policies Committee. At each election the Board of Directors shall elect three Directors and one alternate to serve on the Ethics, Bylaws and Policies Committee, which shall address ethical, conflict of interest questions and issues, amendments to the Bylaws, and issues related to governance policies. The Committee shall make recommendations to the Board of Directors. All amendments must be in accordance and not conflict with the governing authority of 413.615 FS and Florida Sunshine Law.

Article Twelve – Amendments

1. These by-laws may be altered, amended, repealed or added to by an affirmative vote of not less than three-fourths (3/4) of the Board of Directors. The Ethics, By-laws and Policies Committee shall submit proposed amendments to the Board of Directors not less than thirty (30) days prior to a meeting scheduled for vote on amendments or changes to the by-laws. Notice of Amendments may be made electronically.

Article Thirteen – Dissolution

1. Dissolution of the Florida Endowment Foundation for Vocational Rehabilitation shall be determined by the Florida Legislature and FDOE/VR.

2. Upon dissolution of the Foundation, the Board of Directors shall work with FDOE/VR to ensure the orderly cessation of the Foundation’s operations in compliance with the memorandum of understanding between the Foundation and FDOE/VR.,

Article Fourteen - Governing Authority

1 413.615 Florida Statutes, rules promulgated by the Florida Department of Education, Division of Vocational Rehabilitation, the Memorandum of Understanding with FDOE/VR, and Florida’s open government laws are the governing authorities of the Florida Endowment Foundation for Vocational Rehabilitation.

2. Robert’s Rules of Order (Newly Revised) shall be the parliamentary authority of the Board, subject to these by-laws and to such rules as may be adopted by the Board of Directors.

EMPLOYEE HANDBOOK

PERSONNEL POLICIES AND GUIDELINES

Revised June 2023

Revised March 2016

Revised July 2013

Revised December 2010

Revised March, June & September 2008

January 1, 2008

PURPOSE OF HANDBOOK

Welcome! The Able Trust recognizes that human resources are the most valuable assets of any organization. The following personnel policies and guidelines have been devised and approved by The Able Trust Board of Directors with the goal of providing a safe and productive environment for all employees.

The Able Trust is an Equal Employment Opportunity Organization that complies with ADA regulations. The Able Trust fosters a policy of equal opportunity to ensure that the hiring and promotion of staff is based on ability and job performance, ensuring that: (a) position openings are advertised to the public; (b) discrimination is prohibited in all facets of employment on the basis of race, color, ethnic or national origin, gender, age, religion, marital status, pregnancy, veteran status, transgender, sexual orientation, sexual identification, genetic information, or disability status.

This material will provide important information and guidance and will answer many questions about your job. It covers employee benefits and general procedures. This handbook, however, is not an employment contract and the policies set forth are not to be construed to, and do not, create contractual obligations of any kind. This handbook does not alter the “at-will” nature of your employment. You have the right to terminate your employment at any time, with or without cause or notice, and the organization has the same right. Your status as an “at-will” employee may not be changed, except in writing, signed by the president of the organization.

The Able Trust reserves the right to change, revise, eliminate or supplement any of the policies and/or benefits described in this handbook and to take any action which management deems necessary to the effective operation of The Able Trust. No one other than the Board of Directors has authority to change, revise, eliminate or supplement the contents of this handbook and you are not to rely upon any representation to the contrary. At the discretion of the President, an exception to a policy may be provided when it is deemed to be in the best interest of The Able Trust. No one else is authorized to grant exceptions to any policies contained within this handbook.

If you have questions, please ask your manager. Your questions and your ideas are important to us. All employees are invited to discuss any topic or issue contained in this handbook with the President, should any question arise.

INTRODUCTION

Statement of Purpose

The Able Trust, legally incorporated as the “Florida Endowment Foundation for Vocational Rehabilitation” is 501(c) (3) not-for-profit public charity with a purpose to effectively manage, raise and distribute funds in order to provide persons with disabilities who reside in the State of Florida (“Floridians”) with opportunities for successful employment, in order to become independent, productive, and self-supporting members of society.

Mission Statement

To be the key leader in providing Floridians with disabilities opportunities for successful employment.

Organization

The Able Trust is an organization comprised of an elected chair, executive committee, and various other committees. It has a paid professional staff. All personnel, management, financial and programmatic policies are approved by the Board of Directors.

Originally created by the Florida Legislature in 1990 as the “Florida Endowment Foundation for Vocational Rehabilitation by F.S. 413.615. The organization is commonly known as “The Able Trust.”

All members of the Board of Directors of The Able Trust are appointed by the Governor and serve at the Governor’s pleasure. The Board is responsible for financial oversight and strategic governance of the organization. The Able Trust hires a President and CEO who is responsible for the operations of the organization and the management of staff and consultants.

Concerns and Questions

Employees are encouraged to discuss work problems and concerns with their manager or supervisor. If employees have concerns that they are not comfortable discussing with the supervisor or if the concern is related to the supervisor, they should address the issue with the President. If the concern is related to the President, it should be addressed to the Chair of the Board.

ORIENTATION

An orientation session will take place, between each new employee and the supervisor during the first two weeks of employment. This introduction will help the employee to become more acquainted with The Able Trust. New employees will receive an employment packet and will be requested to complete the appropriate personnel forms. The orientation will include a discussion of responsibilities as outlined in the employee’s position description, procedures and techniques, utilized documentation procedures, and other helpful information.

EMPLOYMENT STATUS

Each employee will be classified in the following categories:

Exempt Employees

As defined by the Fair Labor Standards Act, some of our positions are classified as exempt. This classification means the employee is paid on a salary basis and is “exempt” from overtime pay regardless of the number of hours worked in a week. Throughout this handbook, there are references to exempt employees and policies are applicable to this employee classification.

Non-exempt Employees

Salaried or hourly employees who are not exempt from overtime pay provisions of the Fair Labor Standards Act (FLSA) will be paid 1 ½ time their hourly rate for all hours worked in excess of 40 hours in any workweek. Such employees, however, must receive written approval from the supervisor or President before incurring overtime. However, any overtime incurred without approval will be paid at the rate of 1 ½ times the hourly rate but the employee may be subject to disciplinary action for violations of this policy.

Full-time Employees

Regular, full-time employees are those who are assigned a work schedule of thirty seven and a half (37.5) hours a week. Full time employees are eligible for benefits. Even though the workweek is 37.5 hours, for non-exempt employees, overtime pay does not apply until after 40 hours per week are worked.)

Part-time Employees

Part-time employees are those who are assigned a work schedule of less than thirty-seven and a half (37.5) hours a week. Part-time employees are ineligible for benefits.

Independent Contractors

Occasionally, the organization may use contractors for special projects or short-term assignments. These individuals work independently under a contract to accomplish specific objectives. Independent contractors and are ineligible for benefits.

IMMIGRATION LAW COMPLIANCE

In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 for The Able Trust within the past three (3) years, or if their previous I-9 is no longer valid.

Employees must keep their status current. If their visa to work and/or residence in the United States expires and they cannot present legal authorization to continue working pending re-issuance, they will be dismissed. It is the employee’s responsibility to apply for any such papers in a timely manner.

Employees must notify their supervisor immediately if they are no longer legally authorized to work in the United States.

PERSONNEL POLICIES AND PROCEDURES Employment

at Will

Employees are employed on an “at will” basis. This means that you are free to leave your employment with The Able Trust at any time, and for any reason, or no reason. Further, your employment may be

terminated by The Able Trust at any time for any reason or no reason and with or without notice, consistent with the law.

No one, other than the Board of Directors has authority to make any agreement contrary to this policy. Any such agreement must be in writing and signed by the President. Furthermore, you may not rely upon any oral or written statement, promise or other representation that is made or may be made at any time which contradicts the foregoing. Any and all policies, procedures and other terms and conditions of employment are subject to change or deletion with or without notice.

Probationary Period

All employees are hired subject to a 3-month probation period. The probation period has been implemented to comply with Florida unemployment compensation regulations.

In accordance with its “at will” policy The Able Trust reserves the right to dismiss an employee during or after the probationary period at any time, with or without notice, and for any reason or no reason, in accordance with the law.

Work Schedule

The normal working hours are 8:30 A.M. until 5:00 P.M. Monday through Friday, unless otherwise approved in advance by the President, or approved specifically for part-time employees. All full-time employees are expected to work a five-day week of thirty-seven and one-half (37.5) hours.

Work Week

Our work week consists of seven days. It begins at midnight on Saturday and ends at midnight Friday. This work week is used when calculating overtime hours worked.

TIMEKEEPING PROCEDURES

Exempt employees are not required to keep records of hours worked, except as requested by the President/CEO for audit control purposes or to manage time off requests.

Non-exempt and part-time employees must accurately record the actual time they begin and end their work, as well as the beginning and ending time of each meal period. The beginning and ending time must be recorded for any break from work for more than 20 minutes or including the departure from the workplace.

If non-exempt employees are not on duty, scheduled for work, or engaged in authorized work assignments, they are prohibited from being on The Able Trust premises.

All recorded time must reflect the actual time to the closest quarter hour. Example: 8:07 is recorded as 8:00; 8:08 is recorded as 8:15.

Overtime work must always be approved before it is performed. Failure to obtain approval will not result in denial of the overtime pay but violations will result in disciplinary actions.

Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment.

Employees must sign their time records to certify the accuracy of all time recorded. If corrections or modifications are made to the time records, both the employee and the supervisor must initial the change.

Lunch Breaks

A period of sixty (60) minutes is provided for the lunch period, normally taken between 12:00 noon and 2:00 P.M. If an earlier or later lunch period is desired, it must be approved by the employee’s supervisor. This is required to assure that employees are available to assist other staff members on as normal and dependable a schedule as possible.

Non-exempt employees are relieved of all duty during their lunch period. They are encouraged to eat their lunch away from their work station to discourage interruptions of their break time.

Overtime

All employees are hired with the understanding that they will work overtime hours as scheduled. All overtime work must be approved by the immediate supervisor in advance of any work being performed. Employees may not work overtime without authorization.

When necessary, overtime work, including work on weekends and holidays, is required even if advance notice is unable to be given. At times, when the operation of The Able Trust so requires, employees may be requested to report to work during their non-scheduled periods. In those circumstances, employees must report to work in accordance with the instructions of his or her supervisor or his or her designee.

Overtime compensation is paid to all non-exempt employees in accordance with the law. Overtime pay is based on actual hours worked. Time off for vacation, holidays, paid time off (PTO), or other leave will not be considered hours worked for overtime pay calculation. Overtime pay commences when the employee has worked in excess of forty (40) hours in a single work week. Overtime pay will be calculated at the rate of one and one-half (1 ½) times the employee’s regular hourly rate, or as otherwise defined in law.

The Able Trust may use flextime arrangements with the approval of the President.

WEATHER RELATED CLOSINGS

It is our policy to consider the safety of our employees when making decisions regarding remaining open during periods of inclement weather. Where extraordinary circumstances warrant, we will close the office. During periods of adverse weather, employees are encouraged to listen to news broadcasts and/or contact their managerto find out if the office is closed on a given day. Our decision to close will be made by 7:00 a.m. on the day of the closing. If the office remains open, but you are unable to report to work, you should follow our standard procedures for notification of an unscheduled absence.

Even if our office is closed, there may be key positions that will need to report to work. Individuals in those positions will be notified by management with the details of the assignment. Employees who are required to work when a facility is closed will receive their normal pay for the hours worked.

Both exempt and non-exempt employees will be paid for days when the office is closed for weatherrelated conditions.

JOB DUTIES

A written description is maintained for each position. This description outlines the essential functions, other important duties and responsibilities of the position, and the requirements for entry into the position. The written job description shall be kept in the organization’s personnel files. Upon hire and upon request by an employee, the organization shall provide the employee with a copy of his/her specific written job description.

In addition to regular assignments, there may be occasions when employees are asked to help with other work assignments or projects not included in their position description. Assistance is expected for any work necessary.

EMPLOYMENT REQUIREMENTS

Driver’s License

If an employee accepts a position which requires a valid Florida driver’s permit, the employee must maintain the proper vehicle operator’s license. At the time of employment, the driving record of the employee must be clear of any significant violation. It is incumbent upon the employee to notify the employer of any moving violation citation received during the course of employment. If an infraction is serous (i.e., recklessness or total negligence), it may result in termination of employment at the discretion of The Able Trust.

Use of Vehicles

If an employee has an accident or gets a ticket while on The Able Trust business and while using a private or rental vehicle, the employee will be responsible for paying any fine or penalty. If vehicle damage occurs, the employee is responsible for reporting the damage immediately and may be responsible for paying the deductible amount toward repair.

Any employees whose duties include the operation of a private or rental vehicle who is cited for a D.U.I. or D.W.I. or for any other serious moving violation will be considered to have an unacceptable driving record and will be subject to termination. Employees are expected to advise their supervisor immediately of such citations, as well of such situations on their records whenever their duties include utilizing a private or rental vehicle.

Using Your Vehicle for Work

If employees use their own vehicle for work assignments, the vehicle must be in good repair and the employee must have mandatory Florida insurance coverage. Proof of current insurance must be kept inside the vehicle at all times when the vehicle is used for work assignments. If these conditions are not met, the employee’s supervisor must be informed immediately. The supervisor or the President may request proof of insurance at any time during an employee’s tenure.

If a position requires the employee to provide a vehicle, it is the employee’s responsibility to make arrangements if their personal vehicle or car cannot be used.

Outside Employment

The Able Trust does not object to employees holding other jobs provided that there is no conflict of interest and that the position at The Able Trust is primary. Outside employment that interferes with the employee’s obligations to The Able Trust is prohibited.

Before accepting any supplementary position, it is required that the employee notify the President and CEO. This is to determine if there is a conflict of interest or if it would adversely affect his/her job or the reputation of The Able Trust.

If the position at The Able Trust should suffer due to the additional employment, The Able Trust reserves the right to request the employee resign from the supplemental employment. If resignation is refused, such action may subject the employee to possible termination of employment.

Employees shall refer to the Conflict of Interest Policy for additional information on outside employment.

Inspections

The Able Trust respects the privacy of its employees. However, for security purposes, it maintains the right to inspect all personal belongings brought onto our premises or used in conjunction with performing a job.

Each employee agrees to allow management to inspect personal property, such as briefcases, cell phones, all other electronic devices used for communication, and purses used in performing a job or brought on The Able Trust premises. Any package brought into or taken out of the premises may be inspected. The Able Trust premises and equipment, including vehicles, desks, computer files, and equipment, are subject to inspection at any time.

Where possible, wallets, purses, and briefcases will only be inspected in the employee’s presence. Refusal to cooperate with an inspection or search will be considered a violation of the terms of hire as well as an act of insubordination and will subject the employee to possible termination of employment.

REQUIRED TRAVEL

The Able Trust recognizes that board members, officers, and employees (collectively “Personnel”) may be required to travel or incur other expenses to conduct company business and to further the mission of The Able Trust. The purpose of this Policy is to ensure that adequate cost controls are in place; travel and other expenditures are appropriate; and to provide a uniform and consistent approach for the

timely reimbursement of authorized expenses. It is the policy of The Able Trust to reimburse only reasonable and necessary expenses actually incurred.

When incurring business expenses, The Able Trust expects Personnel to:

• Exercise discretion and good business judgment with respect to those expenses.

• Be cost conscious and spend The Able Trust ’s money carefully and judiciously.

• Report expenses, supported by required documentation, as they were actually spent.

Expense Report

Expenses will not be reimbursed unless the individual requesting reimbursement submits a written report using The Able Trust Travel and Expense Reimbursement Request form. The expense report, which shall be submitted at least monthly or within two weeks of the completion of travel, must include:

• Date, origin, destination, and purpose of the trip.

• An itemized list of all expenses for which reimbursement is requested.

Receipts

Receipts are required for all expenditures billed directly to The Able Trust such as airfare and hotel charges. No expense in excess of $25.00 will be reimbursed unless the individual requesting reimbursement submits written receipts from each vendor showing the vendor’s name, a description of the services provided (if not otherwise obvious), the date, and the total expenses, including tips (if applicable).

Necessity of Travel

In determining the reasonableness and necessity of travel expenses, the person authorizing the travel shall consider the ways in which The Able Trust will benefit from the travel and weigh those benefits against the anticipated costs of the travel. The same considerations shall be taken into account in deciding whether a particular individual’s presence on a trip is necessary. In determining whether the benefits to The Able Trust outweigh the costs, less expensive alternatives, such as participation by telephone or video conferencing, or the availability of local programs or training opportunities, shall be considered.

Personal and Spousal Travel Expenses

Individuals traveling on behalf of The Able Trust may incorporate personal travel or business with their company-related trips; however, personnel shall not arrange company travel at a time that is less advantageous to The Able Trust or involving greater expense to The Able Trust to accommodate personal travel plans. Any additional expenses incurred as a result of personal travel, including but not limited to extra hotel nights, additional stopovers, meals or transportation, are the sole responsibility of the individual and will not be reimbursed by The Able Trust. Expenses associated with travel of an individual’s spouse, family, or friends will not be reimbursed by The Able Trust.

Air Travel

Air travel reservations should be made as far in advance as possible in order to take advantage of reduced fares. The Able Trust will reimburse or pay only the cost of the lowest coach class fare actually

available for direct, non-stop flights from the airport nearest the individual’s home or office to the airport nearest the destination.

Frequent Flyer Miles and Compensation for Denied Boarding

Personnel traveling on behalf of The Able Trust may accept and retain frequent flyer miles and compensation for denied boarding for their personal use. Individuals may not deliberately patronize a single airline to accumulate frequent flyer miles if less expensive comparable tickets are available on another airline.

Lodging

Personnel traveling on behalf of The Able Trust may be reimbursed at the single room rate for the reasonable cost of hotel accommodations. Convenience, the cost of staying in the city in which the hotel is located, and proximity to other venues on the individual’s itinerary shall be considered in determining reasonableness. Personnel shall make use of available corporate and discount rates for hotels.

Housekeeper gratuities are reimbursable up to $2 per day, receipts are not required for such gratuities. Personal items such as video rentals, massages, haircuts, bar, and snack items, etc., will not be reimbursed. Portage gratuities should not exceed $3.00 per bag on the day of departure and $3.00 upon the arrival day, for a total per trip, per bag of $6.00.

Out-Of-Town Meals

Due to the variance in meal costs from city to city, there are no maximum per meal reimbursements, but common sense should prevail. Receipts must accompany all meals in excess of the following costs; otherwise, the following costs, which include gratuity and taxes, will be reimbursed:

Breakfast $12.00

Lunch $17.00

Dinner $30.00

Ground Transportation

Employees are expected to use the most economical ground transportation appropriate under the circumstances and should generally use the following:

Rental Cars

If rental vehicles are used, they should be mid-size class unless a different class is required to accommodate special needs. Larger vehicles are authorized only if several persons are traveling together or if large quantities of material are transported. Receipts must be submitted for reimbursement including fuel receipts. Rental cars are only to be used for The Able Trust business, and only driven by the staff member(s) leasing the vehicles.

Personal Cars

Personnel are compensated for use of their personal cars when used for The Able Trust business. When individuals use their personal car for business travel, including travel to and from the airport, mileage

will be allowed at the currently approved IRS rate per mile. Mileage must be documented on the travel reimbursement form using map miles obtained from customary applications such as Google Maps, Mapquest, etc. Vicinity miles may be reimbursed for mileage driven within the local area of destination for business purposes.

Taxis/Uber/Lyft

Personnel are reimbursed for taxi/Uber/Lyft service when used for The Able Trust business. Receipts must be submitted for reimbursement.

Parking/Tolls

Parking and toll expenses, including charges for hotel parking, incurred on company business will be reimbursed. The costs of parking tickets and/or fines are the responsibility of the employee and will not be reimbursed. Valet service/parking is not a reimbursable expense unless self-parking is unavailable at the location of business or valet is needed as a reasonable accommodation.

Business Meetings

Reasonable expenses incurred for business meetings will be reimbursed only if the expenditures are approved in advance by senior management of The Able Trust. Detailed documentation for any such expense must be provided, including:

• Date and location of business meeting.

• Nature of expense.

• A complete description of the business purpose for the meeting.

• Vendor receipts showing the vendor’s name, a description of the services provided, the date, and the total expenses, including tips (if applicable).

Non-Reimbursable Expenditures

The Able Trust maintains a strict policy that expenses in any category that could be perceived as lavish or excessive will not be reimbursed, as such expenses are inappropriate for reimbursement by a nonprofit, charitable organization. Expenses that are not reimbursable include, but are not limited to:

• Travel insurance (The Able Trust maintains insurance for rental car use by all employees).

• First class tickets or upgrades.

• When lodging accommodations have been arranged by The Able Trust and the individual elects to stay elsewhere, reimbursement is made at the amount no higher than the rate negotiated by The Able Trust. Reimbursement shall not be made for transportation between the alternate lodging and the meeting site.

• Limousine travel.

• Entertainment, liquor, or bar costs.

• Valet service unless self-parking is unavailable at the location of business or valet is needed as a reasonable accommodation.

• Expenses for spouses, friends, or relatives. If a spouse, friend or relative accompanies Personnel on a trip, it is the responsibility of the Personnel to determine any added cost for double occupancy and related.

PAYMENT POLICIES

Pay Procedures

Wages are paid semi-monthly on the 15th and the last day of the month. If the 15th falls on a holiday or a Saturday the payroll is done on the prior business day. If the 15th falls on a Sunday, the payroll is done on the 16th or the next banking business day. If the last day of the month falls on a holiday or a Saturday, the payroll is done on the prior banking business day. If the last day of the month falls on a Sunday, the payroll is done on the next banking business day.

New employees whose beginning date of employment falls within the pay cycle will be paid for the total number of days worked during the pay cycle. Deductions from gross pay include: required federal and social security taxes; 401(k) plan deduction, if employee participates; and any other elective deductions. All employees are required to complete a W-4 Form for federal withholding taxes. Any changes in the form should be reported to the supervisor.

The Able Trust encourages direct deposit of paychecks for security purposes. However, if employees elect to receive a paper check, the check will be delivered to the employee’s home address or other employee-designated address. Paychecks are only released to employees, unless The Able Trust is directed otherwise by law.

Any questions or concerns regarding pay or deductions or about the hours upon which pay is based should be brought to the attention of the President or the Director of Finance immediately.

Advances

The Able Trust will not make salary advances or loans to employees. Cash advances may be made for travel purposes upon the timely submission and approval of a travel cash voucher on an appropriate form provided by The Able Trust.

DRUG AND ALCOHOL ABUSE POLICY

The Able Trust is committed to a drug-free work environment. The following will not be tolerated:

• Manufacture, distribution, sale or attempt to sell, dispensation, use or possession of illicit drugs at any time on or off The Able Trust premises.

• Use of or possession of an illicit drug on The Able Trust premises or on The Able Trust business.

• Being under the influence of drugs or alcohol while driving an Able Trust vehicle or using Able Trust equipment.

The Able Trust, at its expense may require an employee to be tested for drugs or alcohol at any time. Those who are found to be in violation of this policy or who refuse to be tested, will be subject to possible termination of employment.

For the purpose of this policy “company premises” includes not only the business location and surrounding area of The Able Trust, but also vehicles, equipment and job sites. “An illicit drug” includes drugs: a) which are not legal; b) legal but not legally obtained; or c) used in a manner or for a purpose which is not legal or medically prescribed.

MEDICAL MARIJUANA

If an applicant or employee with a legal referral for marijuana (for the treatment of a medical condition) tests positive based on the substance limits for the drug test, it will be reported by the lab as a “positive drug test” and will be treated in accordance with all other positive drug tests.

Employees and applicants shall be given an opportunity to provide any information relevant to the test, including identification of currently or recently used prescription or non-prescription medications as well as any legal referral for marijuana use for the treatment of a medical condition. There are no additional exceptions for applicants or employees with legal referrals for marijuana.

EMPLOYEE BENEFITS

The benefits set forth below are available to regular, full-time employees who work a minimum of 37.5 or more hours each week throughout the year. Part-time and special employees should check with their supervisor to see what benefits apply.

These benefits are provided at management’s discretion and they do not constitute a contract of employment expressed or implied. Benefits may change or be discontinued at the employer’s discretion and without previous notice. Where there is a discrepancy between what is presented in this handbook and the benefit plan document, the benefit plan document will prevail.

HOLIDAYS

The following holidays will be observed by The Able Trust, subject to the operating needs of the organization:

New Year’s Day

Martin Luther King’s Birthday

Good Friday

Memorial Day

Independence Day

Labor Day

New Year’s Eve

Veteran’s Day

Day Before Thanksgiving Day

Thanksgiving Day

Day After Thanksgiving

Christmas Eve

Christmas Day

Holiday pay will be calculated based on the employee’s straight time pay rate or salary and will not include any other forms of compensation. If a holiday falls on a Saturday, it will be observed on the preceding Friday and if a holiday falls on a Sunday, it is observed on the following Monday.

UNLIMITED LEAVE POLICY – FULL-TIME, EXEMPT EMPLOYEES ONLY

The Able Trust hires exceptional, professional adults to perform a wide variety of important functions that contribute to the success of our company. It is The Able Trust’s intent to provide its exceptional employees the freedom they require to balance the responsibilities of both their work and home lives, thereby maximizing their value to the organization.

Unlimited Paid Leave

It is the policy of The Able Trust to forego implementation of a leave accrual or bank system of any sort. Eligible employees will be free to take leave when they require it and when it is approved by their manager and/or the President. At The Able Trust’s discretion, leave may be tracked for business purposes.

Eligibility

All full-time exempt-level employees with 90 days of continuous service are considered eligible for unlimited paid leave.

Expectations

Under this policy, exempt-level employees are expected to:

• Recognize that at The Able Trust, we value all employees’ contributions and are committed to communicating with our team members in advance when scheduling an absence or notifying the appropriate team member before the start of the workday when an unscheduled absence occurs.

• Understand that due to staffing needs, sometimes, not all leave requests can be honored. Requests for leave are still subject to the approval of your immediate supervisor and/or President.

• Meet all established work goals despite the absences.

• Take a minimum of 15 days of leave per calendar year. This requirement is in place to ensure employees take advantage of leave and strive for a healthy work-life balance.

• Limit leave to 5 consecutive working days unless approved by your immediate supervisor and/or the President or when on protected leave (see Employee Handbook section on Family Medical Leave Act).

Except for those on protected leave (see Employee Handbook sections on Military Leave and Family Medical Leave Act), if an eligible employee is unable to meet the expectations outlined above, The Able

Trust reserves the right to temporarily revoke unlimited leave. Further, if gross abuse of this leave is observed, disciplinary action may be taken, which may include termination of employment.

Verification

Managers and/or the President also reserve the right to request verification of absences (such as a doctor’s note) when legal and appropriate to do so.

Leave of Absence

This policy does not apply to eligible employees requesting military leave or sabbaticals. For more information on these types of leave, please see the corresponding policies located in your handbook.

Prohibition of Leave Pay-Out

Because The Able Trust does not track or bank leave of any kind, employees are not eligible for pay out of leave upon separation from the organization. There are no exceptions to this policy.

Family and Medical Leave Act Policy

Although The Able Trust does not meet the threshold of 50 employers for required federal compliance, The Able Trust complies with the Family and Medical Leave Act (FMLA) and will grant up to 12 weeks of leave during a 12-month period to eligible employees (or up to 26 week of military care leave).

The purpose of this policy is to provide employees with a general description of the allowances under FMLA. For more detailed information, employees should refer to https://www.dol.gov/agencies/whd/fmla

The FMLA entitles eligible employees of covered employers to take job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

Twelve workweeks of leave in a 12-month period for:

• The birth of a child and to care for the newborn child within one year of birth.

• The placement of a child for adoption or foster care and to care for the newly placed child within one year of placement.

• To care for the employee’s spouse, child, or parent who has a serious health condition.

• A serious health condition that makes the employee unable to perform the essential functions of his or her job.

• Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

• Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Employees are eligible for FMLA when they have worked with The Able Trust for at least 12 months and have worked at least 1,250 hours in the last 12 months.

The Able Trust will pay your full salary for up to 12 weeks of FMLA. If you return to work at or before the end of the allowed leave, you will return to your former position or one that is equivalent in terms of benefits, pay and status.

Military Duty

The Able Trust provides military leaves of absence in accordance with the requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA).

INSURANCE & OTHER BENEFITS

Worker’s Compensation Insurance

The Able Trust provides worker’s compensation insurance for all employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment.

Employees who sustain work-related injuries or illnesses must inform their supervisor immediately, no matter how minor an on-the-job injury may appear.

Health Insurance and COBRA

The Able Trust will provide group health plan coverage for each employee beginning the first of the first day of full-time employment.

The benefits provided under the group health plan may be altered, amended or modified from time to time by the President in his or her discretion without further notice. Before relying upon any benefit or its terms, employees should check with the health plan customer service center or the President.

Dependent coverage is not included in the plan; should employees desire to include dependents on the group plan, they may do so at their own expense. The cost of the premium for dependent coverage will be deducted from the employee’s pay.

Dental Insurance

The Able Trust will provide a group dental plan at no cost to the employee beginning the first of the month after the three (3) month probationary period of full-time employment. Dependent coverage is not included in the plan; however dependent coverage may be available at the employee’s expense paid via payroll deduction.

Life Insurance

The Able Trust will provide basic group term life insurance at no cost to the employee. The amount of such life insurance may change from time to time, as approved by the President, beginning the first of the month after the three (3) month probationary period of employment. The amount of life insurance may vary from employee to employee, based upon actuarial data; employees may utilize payroll deduction to purchase additional coverage, whenever that option is available from the group insurance company.

Retirement Plan

Full-time employees are eligible to participate in the 401(k) retirement plan on the 1st day of the calendar month following 3 full months of employment.

The Able Trust will contribute up to 1.6667% of the participating employee’s annual gross salary, for each 1% of elective contributions by the participating employee. The Able Trust shall not make matching contributions with respect to elective contributions in excess of 5% of a participant’s compensation. The maximum amount employees may contribute must be in compliance with federal regulations concerning the retirement plan. The Able Trust Board of Directors may change the Foundation’s matching percentage at its discretion and as allowed by the Plan Document.

Other features include:

• Employee may elect to participate or not to participate.

• Contributions for the retirement plan are made at each pay period.

• Participating employees may elect to discontinue their elective contributions at any time and may elect to change their contribution the first of each quarter, or more frequently if the plan allows.

• The vesting schedule is:

Employees are encouraged to consult the President for additional information and benefits of the retirement plan. The retirement plan terms may be modified, altered or amended, from time to time, as may be required by law, by the Plan Administrator or by the Board of Directors in its sole discretion.

EQUAL EMPLOYMENT OPPORTUNITY

The Able Trust is an equal opportunity employer. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. All employment decisions are made on the basis of individual skills, regardless of such factors as race, color, religion, national original, sex, age, marital status, pregnancy, sexual orientation, sexual identification, transgender, disability, genetic information, veteran status or any other protected status. The Able Trust will make reasonable accommodations, consistent with applicable laws, to the known disabilities of an otherwise qualified applicant or employee who is able to perform the essential functions of the position.

It is our policy not to tolerate discrimination or harassment (including sexual harassment). We comply with all applicable federal, state and local laws on employment and employment practices. We support and abide by the laws prohibiting discrimination.

Any employee with questions or concerns about any type of discrimination in the workplace is encouraged to bring these issues to the attention of his or her immediate supervisor or to the President. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

PROHIBITION OF SEXUAL AND OTHER UNLAWFUL HARASSMENT

Policy

The Able Trust is committed to maintaining a work environment free of sexual harassment. It is also committed to maintaining a work environment free of harassment on the basis of race, color, religion, sex, national origin, age, marital status, pregnancy, sexual orientation, sexual identification, transgender, disability, genetic information, veteran status or any other protected status.

The Able Trust will not tolerate the sexual or other unlawful harassment of any employee(s), by any manager(s), supervisor(s), co-workers(s), vendor(s), client(s), or anyone else. All personnel are responsible for maintaining a workplace that is free of sexual and other unlawful harassment and intimidation.

Definitions and Examples

Unwelcome sexual advances, requests for sexual favors and any other physical, verbal or visual conduct of a sexual nature constitute sexual harassment when:

• Submission to the conduct is an explicit or implicit term or condition of employment or continued employment; or

• Submission to or rejection of the conduct is used as a basis for employment decisions affecting an employee, such as promotion, demotion or evaluation; or

• The conduct has the purpose or effect of interfering with an employee’s work performance or creating an intimidating, hostile or offensive work environment.

Sexual harassment may include, but is not limited to:

• Unwelcome sexual proposition;

• Sexual innuendo;

• Sexually suggestive remarks;

• Vulgar or sexually explicit comments, gestures or conduct;

• Sexually oriented kidding, teasing or practical jokes;

• Physical contact such as brushing against another’s body, pinching or patting;

• The publication, to any one, of documents (including pictures and text) in the workplace that contain any material that is of a sexual nature; and

• Using the computer to access any website, newsgroup, CD, floppy disk or any other resources that contains material that is of a sexual nature.

Sexual harassment may occur when the intended target of the conduct is not offended, but others reasonable find the conduct to be intimidating, hostile or abusive.

Other unlawful harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, color, religion, gender, national origin, age, marital status, sexual orientation, disability or other protected status when it:

• Has the purpose or effect of creating an intimidating, hostile, or offensive working environment;

• Has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive environment;

• Otherwise adversely affects an individual’s employment opportunities.

Unlawful harassment includes, but is not limited to, the following:

• Epithets, slurs, negative stereotyping, threatening, intimidating or hostile acts that relate to race, color, religion, gender, national origin, age, marital status, sexual orientation, disability or other protected status;

• Written or graphic material that denigrates or shows hostility toward an individual or group because of race, color, religion, gender, national origin, age, marital status, sexual orientation, disability or other protected status and that is placed on walls, bulletin boards, or elsewhere on The Able Trust premises, or circulated in the workplace.

This also includes acts that purport to, or are meant to be, “jokes” or “pranks,” but are hostile or demeaning, such as hate mail, threats, defaced photographs or other such conduct.

Employees’ Responsibility

The Able Trust is committed to promptly and thoroughly investigating all complaints of sexual and other unlawful harassment. All personnel are responsible for making management aware of any reports that sexual or other unlawful harassment or intimidation is occurring in the workplace. If any employee becomes aware or suspects that sexual or other unlawful harassment in the workplace is occurring, they have an affirmative obligation to report such a complaint to the President. If after an investigation is conducted, it is determined that sexual or other unlawful harassment has occurred, and it is determined that any employee(s) failed to fulfill their affirmative obligation to report such a complaint, such a failure may be grounds for discipline, up to and including termination.

Supervisors’ Responsibility

In addition to the aforementioned responsibility, supervisors are also responsible for taking the following steps to prevent sexual and other unlawful harassment:

• Assure that all subordinates and new hires have received a copy of The Able Trust’s sexual and other unlawful harassment policy and have signed the acknowledgement that they have received and read the policy;

• Discuss the policy with employees and assure that all of them are aware that they are to work in an environment free of harassment.

• Assure employees that they should not tolerate denigrating or hostile treatment that is of a sexual nature.

• Inform all employees of the sexual harassment complaint process, including employees’ right to by-pass an offending staff member.

• Immediately report any complaints, observations or concerns of unlawful harassment. When receiving a complaint of sexual harassment, supervisors should instruct the complaining employee that anything they say might be reported to the investigating officials. If an employee refuses to discuss unless it is kept confidential, the supervisor should not guarantee such confidentiality. If an employee refuses to discuss it further, the supervisor must report it to any officer of The Able Trust.

Failure to follow and to implement any of the foregoing may be grounds for discipline up to and including discharge.

UNLAWFUL HARASSMENT – COMPLAINT AND INVESTIGATION PROCEDURE Initial Complaint

Any employee who believes he or she has been the subject of sexual or other harassment should report the alleged act, immediately, to any supervisor or officer of The Able Trust.

Employees are not expected to report harassment to the person they believe is harassing them. Anonymous complaints of sexual harassment will be taken seriously.

Confidentiality and Timeliness

All complaints will be handled in a timely and confidential manner. Anyone involved in a complaint will be instructed not to discuss the subject outside the investigation. Personnel violating confidentiality are subject to immediate discipline. Communications will be made to others only on a “need to know” basis. The purpose of this provision is to protect the confidentiality of the employee who files the complaint, to encourage the reporting of any incidents of sexual harassment, and to protect the reputation of any employee wrongfully charged with sexual or other unlawful harassment. All investigations will be completed promptly.

Nature of Investigation

Investigation of a complaint will, normally, include conferring with the parties involved and any named or apparent witnesses. All persons who participate in such an investigation shall be protected from coercion, intimidation, retaliation, interference or discrimination for filing a complaint or participating in an investigation.

Conclusion of Investigation

If, after a thorough investigation, it is determined that sexual or other harassment has occurred, immediate and appropriate disciplinary action, up to and including discharge will be taken. Follow-up steps will be taken to ensure that the harassment has stopped or as otherwise appropriate.

Retaliation Prohibited

Retaliation is strictly prohibited against anyone who complains or reports unlawful harassment or who participates in any investigation. Retaliation is defined as any direct or indirect action, comment or failure to take any action or make any comment or any other action, comment or failure that is averse to their interest.

CONSENSUAL ROMANTIC RELATIONSHIPS

The Organization prohibits romantic or sexual relationships between a management or other supervisory employee and his or her staff (an employee who reports directly or indirectly to that person) because such relationships tend to create compromising conflicts of interest or the appearance of such conflicts. In addition, such a relationship may give rise to the perception by others that there is favoritism or bias in employment decisions affecting the staff employee. Moreover, given the uneven balance of power within such relationships, consent by the staff member is suspect and may be viewed by others or, at a later date, by the staff member him/herself as having been given as the result of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation or coercion or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work environment.

Additionally, the Organization discourages romantic or sexual relationships between all employees. Such relationships can complicate working associations with other employees, limit an employee’s eligibility for transfer or promotion and personal conflicts from outside the work environment can be carried over into day-to-day working relationships. Employees in a close personal relationship should refrain from public workplace displays of affection or excessive personal conversation.

If any supervisory or management employee enters into a consensual relationship that is romantic or sexual in nature with a member of his or her staff (an employee who reports directly or indirectly to him or her), or if one of the parties is in a supervisory capacity in the same department in which the other party works, the parties must notify the manager. Although the parties may feel that what they do during non-working hours is their business and not the business of the office, because of potential issues regarding "quid pro quo" harassment, this is a mandatory requirement. This requirement does not apply to employees who do not work in the same department or parties who do not supervise or otherwise have management responsibilities over others.

Once the relationship is made known to the company, the company will review the situation in light of all the facts (reporting relationship between the parties, effect on co-workers, job titles of the parties, etc.) and will determine whether one or both parties need to be moved to another job or department. That decision will be based on which move will be least disruptive to the Organization as a whole.

If it is determined that one or both parties must be moved, but no other jobs are available for either party, one or both parties may be terminated.

This policy applies to all employees without regard to the gender of the individuals involved.

CONDUCT AT WORK

The success of The Able Trust mission depends on its reputation and relationships.

Much organizational contact is by telephone or through electronic means. Professional telephone and electronic communication manners create a positive image for The Able Trust. It is very important that the telephone is answered promptly and in a courteous manner. All incoming calls which require a response must be returned or acknowledged within twenty-four (24) hours during the normal workweek. Messages communicated electronically using Able Trust equipment and email service must be professionally drafted and related to the business of The Able Trust.

Employees are expected to use good judgment in their work habits, in both their interaction with customers and with their colleagues.

WORKPLACE CONFLICT POLICY

The Organization recognizes that employees may disagree on occasion about how to accomplish assignments, job tasks, or the services provided to our customers. We may also disagree about personal philosophies and values. Such disagreements are to be expected, particularly with a diverse workforce. However, it is absolutely necessary that, regardless of what we disagree about, that we treat each other and our customers with respect and courtesy at all times. This is expected of each and every employee at all times and failure to meet this requirement will result in discipline. Where possible, it is important for employees to work together to resolve such disagreements.

The Organization also understands that some disagreements may require assistance for the employees to reach an appropriate resolution. If a dispute cannot be cooperatively resolved between employees, management requests that the employees bring the matter to the attention of the employees’ immediate supervisor. The supervisor will receive information from the employees involved and is provided with the authority to attempt to resolve the matter, if possible. If not, the supervisor will notify the human resources department to determine what other actions should be taken.

SOCIAL EVENTS WITHIN THE WORKPLACE POLICY

Our culture seeks to be inclusive and permit all employees to participate in any and all social gatherings that occur within the workplace. Events such as birthday parties, retirement celebrations, and other like events represent opportunities to fellowship and further develop the culture of the Organization. As such, no employee is allowed to initiate or organize a social gathering or function without inviting all employees to attend. Simultaneously, no employee should ever feel pressured to participate in such an activity and simply needs to express his or her lack of interest in such participation to those organizing such an event.

EMPLOYMENT REFERENCE PROHIBITION

The Organization prohibits employees alike from providing employment reference information to third parties, including prospective employers. Any and all solicitations for reference information should be immediately directed to the President for appropriate management. It is the policy of The Able Trust to only provide a former employee’s position title, dates of employment, and whether such employee is eligible to be rehired absent court mandate or a contractual agreement to the contrary. Such policy has been designed to protect both employees and the Organization from liability.

GIFT REPORTING

Organization employees are prohibited from soliciting or accepting cash or gratuities of any amount from any person or entity doing business with the Organization. Additionally, unless specifically permitted by this policy, Organization employees are also prohibited from accepting any and all noncash gifts, including materials, meals, services, travel, entertainment, attendance at a charitable or similar event as a guest at no cost or at unreasonably discounted prices from person or entities proposing to do or actually doing business with the Organization. The only exceptions to this policy are as follows:

• Holiday business gifts of value totaling less than twenty-five dollars ($25) in any single year that are for shared organizational use or consumption.

• Occasional meals in connection with actual business.

• Awards or gifts provided by The Able Trust in express and open recognition of an employee’s contributions.

All unpermitted gifts must be immediately declined, returned or discarded. Employees must immediately report to the President all gifts provided or attempted to be provided. Employees found in violation of this policy will be subjected to disciplinary action.

PROMISSORY NOTE POLICY

By executing the acknowledgment form attached to this Handbook, the employee accepts and understands that it may be utilized as an enforceable promissory note. If the employee fails to return any equipment, money, credit cards, or other property assigned to the employee during employment, the Organization may first withhold the value of such amount from any final compensation due to the employee including paychecks, paid time off accrual, or any other such earned benefit. If such compensation does not exist or is insufficient to offset the value of the property due, the employee understands and agrees that the Organization has legal entitlement to such property and will be responsible for such value and the cost of all attorney fees and costs expended in pursuing such property.

APPEARANCE

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image of The Able Trust to associates and visitors. Work dress and appearance should always reflect a professional image. During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions.

SAFETY

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees must immediately notify the President.

When bending, lifting, climbing, or moving objects use the proper technique and equipment. If an item is too heavy to handle alone, ask for assistance. Do not use equipment in a manner for which it is not designed. Do not climb on items which are not specifically designed for climbing, or which are broken or not secure.

The following is a summary of some important safety requirements:

• Immediately report any hazardous conditions to your supervisor.

• Fighting, horseplay, practical jokes and other dangerous activities will

• not be tolerated.

• No violent or illegal activity will be tolerated. No weapons are allowed in or on The Able Trust property.

• When riding in a vehicle on The Able Trust business, you must wear your seat belt.

• All employees will be knowledgeable regarding the location of exits, fire extinguisher and fire alarms. Fire exit procedures will be reviewed during orientation of new employees.

• The Able Trust will not pay tickets for non-moving (including parking) and moving violations incurred by employees while on The Able Trust business.

• Any children transported for official Able Trust business must be in approved safety seats as is appropriate under Florida law.

• Observe all danger and warning signs.

It is important for employees to comply with these requirements, as well as all government safety requirements and safety instructions. If injured on the job because of non-compliance with safety requirements, workers’ compensation benefits may be reduced, or may not be available.

BREASTFEEDING

We recognize the needs of new mothers and provide reasonable break time for employees needed to express breast milk for their nursing child. We provide private office space that will shield the employee from view and will be wholly free from coworker or public intrusion. If such need arises, simply contact your supervisor and necessary breaks and corresponding office space will be provided.

WEAPONS IN THE WORKPLACE POLICY

It is our policy to strictly prohibit any employee, vendor, or customer from carrying any sort of weapon into our offices. Employees are permitted to bring weapons in their vehicles into our parking lots if they remain locked within such vehicle and the employee maintains a current and legal permit to carry the weapon. Such weapons may not be used for any inappropriate or illegal use. Any violation of this policy will result in immediate termination of such employee.

WORKPLACE VIOLENCE

The Able Trust is committed to preventing workplace violence and to maintaining a safe work environment. All employees, including supervisors and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of The Able Trust. Conduct that threatens, intimidates, or coerces another employee, an associate, or a member of the public at any time, including off-duty periods, will not be tolerated.

All threats of (or actual) violence, including threats or actual violence by employees, associates, vendors, solicitors, or other members of the public, should be reported, as soon as possible, to the immediate supervisor or any other member of management. When reporting a threat of violence or actual violence, the employee should be as specific and detailed as possible.

All suspicious individuals or activities must also be reported, as soon as possible, to a supervisor.

The Able Trust will, promptly and thoroughly, investigate all reports of threats of (or actual) violence and of suspicious individuals or activities.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action, up to and including termination of employment.

HEALTH/SANITATION

Employees are expected to clear their own lunch area and to maintain cleanliness in the rest rooms. Use trash containers for debris. The Able Trust provides a kitchen and break area for the storage of food necessary to the employee’s comfort.

SMOKING/USE OF TOBACCO PRODUCTS

In accordance with the Florida Clean Indoor Air Act, The Able Trust has designated its offices and buildings as a tobacco-free environment and smoking and use of tobacco products is prohibited. In addition, smoking and use of tobacco products is not permitted by staff at official Able Trust events.

SOLICITATION

Employees are prohibited from soliciting for any cause or organization on their working time or during the working time of the employee being solicited. Employees shall not distribute marketing literature on The Able Trust property, or in working areas at any time.

Non-employees are not permitted to solicit, distribute literature, or use sound devices on The Able Trust premises. This includes a prohibition on accepting and displaying marketing materials from any

businesses whose sole purpose in visiting The Able Trust is to promote and market their own products or services.

CONTAGIOUS ILLNESS

The Organization owes an obligation to the entire workforce to prohibit employees who have an infectious condition, illness, or injury from working until such time that an infected employee is able to produce written verification from a licensed physician that the condition is no longer contagious. The Organization shall work with immense diligence to protect the private health information of the infected employee; however, all employees must also recognize the need to alert other employees of infectious conditions that may have impacted others, particularly those with sensitive medical conditions including pregnancy, immune deficiency conditions, etc. Records of employee medical examinations shall be kept in a separate and confidential file.

Employees with contagious conditions that may pose health risks to others agree that they will report such conditions to the human resource department for appropriate guidance and management immediately upon learning of the condition. An employee who reports for duty with a suspected infectious condition shall be sent home and referred to their personal physician for further evaluation. Following the medical evaluation the employee may return to work with a physician’s statement that indicates the employee is free of an infectious condition.

When reporting for duty after recovering from an infectious condition, the employee shall present the physician's statement to human resources that states the employee is free of the infectious condition before being allowed to return to work. No employee shall return to work who has a temperature elevation, draining skin lesions, a communicable rash, or a communicable disease. Such employees may pose a direct threat to the health and safety of the other employees and our customers.

CONFLICT OF INTEREST

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative or close friend as a result of The Able Trust’s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

Personal gain may result, not only in cases when an employee or relative has a significant ownership in a firm with which The Able Trust does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration, as a result of any transaction or business dealings involving The Able Trust.

These guidelines do not attempt to describe all possible conflicts of interest that could develop. Some of the more common conflicts from which employees must refrain, however, include the following:

• Accepting personal gifts or entertainment from suppliers or potential Suppliers.

• Using proprietary or confidential information for personal gain or to The Able Trust’s detriment.

• Having a direct or indirect financial interest in or a relationship with a supplier.

• Using assets of The Able Trust for personal use.

• Acquiring any interest in property or assets of any kind for the purpose of selling or leasing it to The Able Trust.

• Committing The Able Trust to give its financial or other support to any outside activity or organization.

If an employee or someone with whom an employee has a close relationship (a family member or close companion) has a financial or employment relationship with a supplier or potential supplier, the employee must disclose this fact in writing to the President.

Employees should be aware that if they enter into a personal relationship with a subordinate or supplier, a conflict of interest might exist that requires full disclosure to The Able Trust.

Failure to adhere to these guidelines, including failure to disclose any conflicts or to seek any necessary exceptions will result in disciplinary action, up to and including termination of employment.

Employees may not offer any incentives or gifts to potential customers, nor may they accept any gifts in order to gain business.

As a condition of employment, employees will be required to sign a Conflict of Interest policy statement as adopted by the Board of Directors, and such policy shall be the controlling document regarding Conflict of Interest issues.

CODE OF ETHICS

Employees are expected to observe the following as a general code of ethics:

• Respect the mission and purpose of The Able Trust.

• Do not represent The Able Trust in any official capacity off-site unless requested to do so by the President.

• Avoid any conflict of interest.

• All employees should treat other employees with respect and cooperate in a professional manner.

• Romantic relationships between employees is strongly discouraged.

• Avoid unbecoming conduct related to political activity.

• Employees are encouraged to utilize their right to participate in political campaigns provided it is on their own personal time. Employees may not engage in political activities while wearing, displaying or otherwise depicting by way of clothing labels, badges or other items, in association with The Able Trust; Under no circumstances shall employees display any

materials, posters, buttons or other evidence of political issue or candidate support while in The Able Trust offices or on official Able Trust business.

• Utilize good judgment, diplomacy and courtesy when dealing with the general public and the disability network in particular.

• Maintain discretion at all times and refrain from discussing The Able Trust internal matters, particularly donor information and grant applications, outside the professional confines of the office except in the discharge of official duties.

Employees shall not at any time, directly or indirectly divulge, disclose or communicate to any person or entity any information or materials or about the business of The Able Trust, its manner of operation, processes, protocols, manuals, materials, forms or other data except as provided by the Florida Sunshine Act.

All documents and materials prepared by employees or confidential information that might be given to or obtained by staff are the exclusive property of The Able Trust and shall not otherwise be used by staff or provided to others except as provided by the Florida Sunshine Act.

Non-employees requesting Able Trust information or documents must submit a formal, written request for such materials to The Able Trust, and freedom of information laws will apply in accommodating such requests.

USE OF EMPLOYEE PHOTO, LIKENESS, AND VOICE

The Organization may take pictures or make recordings of its activities, including specific work tasks or company events to be used in educational, recruiting, or promotional materials. Such materials may be in different media, including the internet. It is incumbent on the employee to ensure that the Organization is informed if the employee wishes his or her photo, likeness or voice not be used in such manner.

EQUIPMENT AND PROPERTY ASSIGNED TO YOU

We have made a tremendous investment in our facilities and equipment in order to better serve our clients and to make your job easier. Equipment such as laptop, cell phone, PowerPoint projectors, MIFI, etc., may be assigned to you to facilitate our service to our clients.

Except for the property/equipment specifically assigned to you for such purposes, no other property or equipment may be removed from the premises without the express permission of the CEO/Executive Director/President.

Your computer may be the most valuable item assigned to you. As well as being expensive to replace physically, your computer may contain valuable and sensitive data.

Equipment assigned to you is subject to monitoring. You should have no expectation of privacy with respect to the use of such equipment. Additionally, you may be asked to surrender the equipment with no notice for a variety of reasons including routine maintenance.

Requirements for safeguarding the equipment assigned to you include protecting it from theft. Always remove equipment from a vehicle when the vehicle is parked in a public location such as a restaurant or hotel. Never leave equipment in a vehicle overnight.

Do not remove any inventory or property marking tags. Do not remove or disable any protective software.

Additional safeguards include:

• Use strong passwords to protect the information stored on your computer.

• Use an uninterruptible power supply, when possible, so that blackouts, brown-outs and electricity spikes don’t harm your equipment.

• Do not place liquids, magnets or hot items near your equipment.

If equipment assigned to you is in need of repair, report it to your supervisor immediately. You are responsible for the safekeeping of any Organization-owned equipment or property that is in your possession. Careless disregard for proper care and safekeeping could subject you to disciplinary action.

COMPUTER, E-MAIL AND INTERNET USAGE

Employees shall not install freeware, shareware or unlicensed software or equipment within the offices of The Able Trust or on any equipment used to conduct business on behalf of The Able Trust. Although shareware or freeware may not be licensed, it is the policy of The Able Trust not to allow the installation of these software products on The Able Trust equipment or any equipment used to conduct business on behalf of The Able Trust. The issue is one of protection against viruses rather than licensing. Employees who install shareware software on equipment will be subject to appropriate discipline.

COMPUTER MATERIAL

The information, data and other materials found on any of The Able Trust’s computers and equipment is the property of The Able Trust. Employees should have no expectation of confidentiality, privacy or privilege with regard to any such information, data or material.

As with all other equipment and property, The Able Trust computer equipment and computer records are to be used only for The Able Trust business purposes and as authorized by management. Since these are considered property of The Able Trust, no employee may expect the information contained therein, including e-mail, to remain private, even if a password is used. Passwords are issued for convenience, and they are to be used only by the employee to whom they have been assigned. Therefore, at least one management official must be apprised of and know all password(s) used by employees, generally the President. Due to the backup system, documents generated in the computers will create a record in The Able Trust files even though deleted on individual computers or the main server. E-mails, as well as all other computer records, will be inspected by management from time to time to ensure they are being used for business and/or authorized purposes only.

Employees may only use the equipment they have been trained and authorized to use. Employees may access only those records which they are required to use to perform their work. If an employee gains access to a record which is confidential, or which they are not authorized to view, they must exit from it immediately and inform their supervisor.

To avoid the risk of damage to Able Trust equipment and records, employees may not introduce into the computer system any programs which have not been approved by the supervisor or President.

The Able Trust strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, the use of computers and the e-mail system in ways that are disruptive, offensive to others or harmful to morale is prohibited.

The display or transmission of sexually explicit images, messages, and cartoons is strictly prohibited. Other such misuses include, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be constructed as harassment or showing disrespect for others.

E-mail may not be used to solicit others for commercial, religious, or political causes, outside organizations, or any non-business matters.

Employees may only use software on local area networks or on multiple machines according to the software license agreement. The Able Trust prohibits the illegal duplication of software and its related documentation.

Employees should notify their immediate supervisor or any member of management upon learning of violations of this policy. Employees who violate this policy will be subject to disciplinary action.

All internet data that is composed, transmitted, or received via The Able Trust computer communications systems is considered to be part of the official records of The Able Trust and, as such, is subject to disciplinary action, disclosure to law enforcement or other third parties. Employees must ensure that the business information contained in Internet e-mail messages and other transmissions are acute, appropriate, ethical and lawful. The Able Trust has the right to monitor the use of the internet and as noted above, employees should have no expectation of privacy in any matter used or generated in the course of performing their duties or on The Able Trust’s property.

SOCIAL MEDIA POLICY

We recognize that employees will use social media and other online communication tools as a growing way to connect with others. As an initial point, the same principles and guidelines that apply to your activities as an employee in general, as found throughout the Handbook and your job description, apply to your activities online. This includes any form of electronic communication, such as online publishing and discussion, including blogs, wikis, file-sharing, user-generated video and audio, virtual worlds, and social networks whether or not associated or affiliated with our organization. The Organization trusts and expects employees to exercise personal responsibility whenever they participate in social media. This includes not violating the trust of those with whom they are engaging. We expect that employees utilizing social media will recognize and follow the guidelines included within this policy. You are solely responsible for what you post online. Any of your conduct that adversely affects members, customers,

clients, suppliers, employees or our business interests will result in disciplinary action, up to and including termination.

Please abide by the following expectations:

• You may not make negative or disparaging remarks about other employees.

• Always consider the power of your comments and contemplate the impact of your post on your reputation and that of the Organization before you publish it.

• Respect all confidential and proprietary information that you possess as a result of your relationship with the Organization. Secure written permission to publish or report on conversations that are meant to be private or internal to the Organization. Examples of confidential information include, but are not limited to, client/customer information, confidential academic information, proprietary data, development of systems, products, processes and/or technology, internal policies and memorandums, and all proposed and executed organizational strategies. Do not post internal reports, policies, procedures or other internal business-related communications.

• When disagreeing with other opinions, be appropriate and professional in doing so when posting such disagreement on social media sites.

• When posting about your work at the Organization use your real name, identify that you work for the Organization and the position that you hold. Be aware of your association with the Organization in online social networks. If you identify yourself as an employee of the Organization, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients.

• Anytime you publish content on an external website regarding anything to do with work you do, or any subjects associated with the Organization, use the following disclaimer: "The postings on this site are my own and don't necessarily represent the Organization's positions, strategies or opinions."

• Respect financial disclosure laws. It is illegal to communicate or give a "tip" on inside information to others so that they may buy or sell stocks or securities.

• Respect your audience. Don't use slurs, personal insults, obscenity, or engage in any conduct that would not be acceptable in our workplace. You should also show proper consideration for others' privacy and for topics that may be considered objectionable or inflammatory.

• The Organization respects its employees' interest and willingness to convey group complaints regarding existing working conditions. While it wholly respects employees' right to discuss such concerns utilizing social media, it encourages any such concerns to be brought to the Organization's administration.

• Do not use your organizational email address to register on social networks, blogs or other online tools utilized for personal use.

• Vulgar, obscene, threatening, intimidating, harassing, discriminatory, or unlawful behaviors on social media sites may result in an employee's immediate termination.

FOUNDATION RECORDS

The protection of proprietary business information is vital to the interest and success of The Able Trust. Except for promotional material, Able Trust records may not be reviewed, copied, or disclosed without

authorization from management. Such proprietary information includes, but is not limited to, the following examples:

• Computer programs and codes

• Endowment donor data

• Financial information

• Marketing strategies

• Grant proposals and information

• General mailing lists

• Events lists (names and addresses)

• Program lists (names and addresses of participants, including donors and companies), including respective contacts’ names and addresses.

All policies concerning records are subject to the Florida Sunshine Act and legislation, which stipulates that in any case, donor information may not be disclosed and is considered confidential.

Employees who improperly use or disclose donor information or otherwise violate this policy will be subject to disciplinary action.

Falsification of The Able Trust reports or records will not be tolerated. This includes documents completed as part of the hiring process, as well as documents completed after employment begins. If you make any error or omission on any employment or work-related document, notify management immediately. Employees are responsible for ensuring that the information they present is complete and accurate.

Original Able Trust documents, legal documents and financial records may not be removed from The Able Trust premises without permission of the President. Permission to remove such records will not be granted except in extraordinary circumstances, as determined by the President or Board Chair.

Personnel Records

Personnel and payroll records are the property of The Able Trust and are maintained on all employees. Access to the information they contain is restricted. Official personnel records are maintained in locked files in the office of the President and CEO.

Change of Status Notification

Staff members must notify their supervisor promptly upon any of the following changes in personal status:

• Change of name.

• Change of address.

• Change of primary telephone number.

• Change of marital status.

• Emergency contact information.

• W-4 exemptions.

• Voluntary separation of employment.

Safe Harbor Compliance/Improper Deductions

It is The Able Trust’s policy to comply with the salary basis requirements of the FLSA. Therefore, all Able Trust managers are prohibited from making any improper deductions from the salaries of exempt employees.

If an employee believes that an improper deduction has been made to his or her salary, it should immediately be reported to the direct supervisor or to the President. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, the employee will be promptly reimbursed for any improper deduction made.

Correction of Payroll Error

The Able Trust takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Assistant Director of Finance or the President, so that corrections can be made as quickly as possible.

VIOLATION OF LOCAL, STATE AND/OR FEDERAL LAWS AND SELF-REPORTING OF ARRESTS AND CONVICTIONS POLICY

Anyone known to be violating a local, state, and/or federal law on Organization property or at an Organization-supported function will be subject to referral for prosecution to the appropriate law enforcement agency.

All employees are required to self-report the following information to their immediate supervisor or the Human Resources office within forty-eight (48) hours:

• Any arrests/charges that are considered a felony.

• Any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering of a plea of guilty or Nolo Contendere for any criminal offense other than a minor traffic violation.

For purposes of this policy a minor traffic violation is defined as a non-criminal violation that may require community service hours but is not punishable by incarceration and for which there is no right to trial by jury. Criminal traffic violations, including driving under the influence of alcohol and/or drugs, are not minor and must be reported.

Any employee in violation of the reporting requirements of this policy may be subject to disciplinary action up to or including dismissal.

WARNINGS, DISCIPLINES AND SEPARATION

All employees are expected and required to meet acceptable performance standards and to adhere to the highest standards of conduct at all times in dealing with co-workers, members of the public and all

other individuals. The Able Trust retains the right to discipline and/or discharge anyone for violation of these standards or for any reason deemed to be detrimental to the effective and efficient operation of The Able Trust. As at-will employees, employees may be terminated with or without notice and for any reason, consistent with the law.

The Able Trust is not bound to follow any specific disciplinary procedures and recognizes that each disciplinary situation is unique. Therefore, management retains the right to treat each incident on an individual basis at its discretion. However, in considering the discipline to be utilized in a particular case, management may consider the severity of the event, the cost involved to The Able Trust, the interval between violations of a similar nature by the same employee, other violations, the employee’s overall work record, the employee’s length of service, and other factors that may bear upon the efficient and harmonious operation of the Able Trust.

The following are listed as examples of violations of standards of conduct and offenses which could subject an employee to immediate termination. These examples are not meant to be all-inclusive:

• Physical altercations.

• Theft of property.

• Removal of Able Trust original documents of a legal or financial nature without written permission.

• Deliberate destruction, abuse, damage, or defacing of The Able Trust property, supplies or equipment.

• Unauthorized use of or damage to property belonging to The Able Trust’s staff or management.

• Falsification of the Able Trust reports or records, including timecards and employment applications.

• Possession of illegal substances on The Able Trust premises.

• Reporting to work under the influence of drugs or alcohol.

• Conduct which violates common decency or ethics, including abusive, insulting, threatening, offensive or harassing language or conduct.

• Possession of firearms, explosives or other dangerous weapons on The Able Trust premises.

• Unauthorized duplication of or use of keys or any other device for locking or securing The Able Trust’s property or premises.

• Excessive absenteeism/tardiness.

• Accepting a gratuity, tip or gift from a guest or vendor and engaging in any other action considered to be a conflict of interest.

• Refusal to agree to an inspection of wallets, briefcases or other items in accordance with The Able Trust policy.

• Engaging in harassment in violation of the Sexual Harassment or Anti-Harassment Policy.

• Other unacceptable conduct, as determined by The Able Trust management.

When disciplinary action is taken The Able Trust may request the employee’s signature to show the problem has been discussed with him or her. A signature does not indicate agreement with the charge or the disciplinary action. Even if a signature is not requested, compliance is required.

BIOMETRIC INFORMATION

Our Organization may use biometric information (facial recognition, fingerprint, voiceprint, or scan of hand) for building access, office access, work time data collection or attendance data collection.

The Organization does not store your biometric information and collects it solely for legitimate workrelated purposes. Once the need for the biometric data has been satisfied, such as when employment ends, the data is permanently destroyed.

Employees are free to decline to use the provided biometric scanners without any adverse employment action and the Organization will use alternative means of access and information collection. Additionally, at any time during employment, employees may revoke their consent to use biometric scanners by providing written notice to the human resources department.

By executing the handbook acknowledgement and using the biometric scanners in place at our Organization, you are providing your consent and authorization for the Organization to use your biometric data for the specific purposes stated above.

RESIGNATION OF EMPLOYMENT

If you decide to leave employment with The Able Trust, a minimum of two weeks’ notice is requested. Employees who leave without giving proper notice may not be eligible for rehire.

An employee leaving The Able Trust may have an Exit Interview with the President, or a designated representative before receipt of a final paycheck. The purpose of the interview is to discuss all matters related to the separation, compensation, reasons for separation, The Able Trust property and any constructive feedback related to your job. You will be asked to sign the Exit Interview form.

REMOTE WORK POLICY

Remote work can improve productivity, reduce office space, enhance work/life balance, and protect the health and safety of employees during COVID-19.

Eligibility Requirements

All employees are permitted to work remotely, but may be required at times to work in the office based on the needs of the organization. Employees must reside in the state of Florida, but may request temporary remote work from outside of the state. To request approval for remote work outside of Florida, eligible employees must submit a written request to their direct supervisor.

Work Expectations and Schedule

• Remote employees are expected to be available and communicative during scheduled work hours (i.e. Monday – Friday, 8:30 AM – 5:00 PM).

• The Able Trust work rules and other policies continue to apply to offsite work locations.

• Employees should seek a quiet and distraction-free working space, to the extent possible.

• Employees are expected to maintain their workspace in a safe manner, free from safety hazards.

In accordance with the Fair Labor Standards Act (FLSA), non-exempt employees who work remotely are required to strictly adhere to required rest and lunch breaks, and to accurately track and report their time worked using The Able Trust time-tracking system.

Equipment and Supplies

The Able Trust will provide remote employees with VPN access, laptops, printers, and other office supplies that are essential to their job duties. Equipment supplied by The Able Trust is to be used for business purposes only. Employees are also eligible for a monthly cell phone stipend as stipulated in The Able Trust Employee Handbook.

The Able Trust is not responsible for expenses associated with working at home, including heat, electricity, or internet.

Technical Support

Remote employees experiencing technical difficulties should submit a request for tech support through the Executive Assistant to the President & CEO.

Workspace Safety Guidelines

Employees are expected to maintain their workspace in a safe manner, free from safety hazards. In the event of a work-related illness or injury, remote employees should follow normal incident reporting procedures.

Security and Confidentiality

Remote employees are expected to take proper measures to ensure the protection of company data, proprietary information, and assets. Employees must:

• Use the provided VPN for access to The Able Trust network.

• Password-protect all equipment.

• Not take confidential files out of The Able Trust office without permission of the President & CEO. When an employee has possession of confidential files outside of the office, they must be kept in a locked filing cabinet when not in use.

Travel Requirements

There may be times that remote employees are required to attend staff and board meetings, site visits, and other company business in-person. Travel expenses for trips outside of Tallahassee will be reimbursed as outlined in The Able Trust Employee Handbook. Travel expenses to The Able Trust office will not be reimbursed unless an employee has been approved to work from a location outside of Tallahassee.

Compensation

No changes will be made to an employee’s base compensation if they work remotely, regardless of their location. Remote employees will be eligible for merit raises and promotions based on company policy and performance reviews.

Consequences

Failure to fulfill work requirements or adhere to policies and procedures while working remotely may result in termination.

THE ABLE TRUST EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM

(All employees must sign this form to be eligible for employment with The Able Trust)

The employee handbook describes important information about The Able Trust and I understand that I should consult with my supervisor regarding any questions not answered in the handbook or policies that I do not understand. I have entered into my employment relationship with The Able Trust voluntarily and I acknowledge that there is no specified length of employment. Accordingly, either, I or The Able Trust can terminate the relationship at-will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to The Able Trust’s policy of employment-at-will. Any changes that are made will be communicated through official notices disseminated by written notice and/or e-mail, and I understand that revised information may supersede, modify, or eliminate policies. Only the Board of Directors and President of The Able Trust have the ability to adopt any revisions to the policies in this handbook.

Please read the following statements and sign below to indicate your receipt and acknowledgement of The Able Trust Employee Handbook.

EMPLOYMENT-AT-WILL: I further understand that my employment is terminable at-will, either by myself or The Able Trust, regardless of the length of my employment or the granting of benefits of any kind, including, but not limited to, retirement benefits which provide for vesting based upon length of services.

POLICY CHANGES: I understand that the policies, rules and benefits described in the employee handbook are subject to change at the sole discretion of The Able Trust at any time. I understand that this handbook replaces all other previous handbooks for The Able Trust.

DISCRIMINATION: I understand that The Able Trust is an equal employment opportunity employer and that discriminatory practices and harassment of any kind, including sexual harassment, will not be tolerated.

DRUG FREE WORKPLACE: I understand that The Able Trust has a Drug Free Workplace policy and program and I agree to abide by the terms of the policy.

TOBACCO FREE WORKPLACE: I understand that The Able Trust has a Tobacco Free Workplace policy and use of tobacco products is prohibited.

SAFE DRIVING PRACTICES: I pledge to adhere to The Able Trust’s policy and applicable laws with respect to driving while on business for The Able Trust.

SAFETY: I pledge to be safe at all times and to immediately report any safety violations or perceived safety problems that I observe. I understand that I must report such potential safety problems to my supervisor.

PROMISSORY NOTE: I hereby acknowledge that the value of any unreturned equipment, money, credit cards, or other property assigned to me during my employment may be withheld from any final compensation due to me, including paychecks, paid time off accrual, or any other such earned benefit.

ACKNOWLEDGEMENT OF RECEIPT OF POLICIES: I understand that my signature below indicates that I have read and understand the above statements and I have received a copy of The Able Trust Employee Handbook. I, further, understand that I am expected to read and understand all of The Able Trust’s policies and, if I require clarification on any policy issues, I must seek assistance from my supervisor. _______________________________________

Employee’s Printed Name Position

Employee’s Signature Date

THE ABLE TRUST

Financial Policies and Procedures

Revised 3/16/2009: Updated 5/1/2010: Updated 3/31/2012

STATUTORY AUTHORITY – 413.615 FLORIDA STATUTES

The Board of Directors of The Able Trust (Foundation) shall establish the operating account. Funds received from state sourcesshall be accounted for separately from bequests, gifts, grants, and donations whichmay be solicited by the Foundation from public or private earnings.

The Board will use the fundsin the operating account to provide for:

a) Planning, research, and policydevelopmentfor issues related to the employment and training of disabled citizens,and publication and dissemination of such information.

b) Promotion of initiativesfor disabled citizens.

c) Funding of programs which engage in, contract for, foster, finance, or aid job training and counseling for disabled citizensor research, education, demonstration, orother activities.

d) Funding of programs which engage in, contract for, finance, or aid in activities designed to advance better public understanding and appreciation of the field of vocational rehabilitation.

e) Funding of programs,property, or facilities which aid, strengthen, and extend in any proper and useful manner the objectives, work, services, and physical facilities of the Division of VocationalRehabilitation.

Any funds for research, advertising, or consulting is subject to a competitive solicitation process.

State funds may not be used to fund events for private sector donors or potentialdonors or to honorsupporters.

The Board will provide for an annual financial audit of the Foundation in accordance with 215.981 FS. The identities of donors and prospective donorswho desire to remain anonymous will be protected, and that anonymity will be maintained in the auditor’s report.

SEGREGATION OF DUTIES – Incoming Revenue

To ensure a documented trail of incoming checks or cash, check recordation and deposits, the following procedures shall be followed:

 Administrative Assistant/Receptionist or otherstaff as designated by the CEO opens mail daily, stamps “for deposit” on checks (endorses),copies all checks and supporting letters or documentation forthe Financial Managerand others as appropriate or as requested.

Formatted: Font: Not Bold

Administrative Assistant logs each onto a list and hasthe CEO or in the CEO’s absence, the Senior VP of External Engagement (VPEE) initial the log; the check/cashand accompanying materials are physically given to the CEO or, if unavailable, the Senior VPEE Funds are never put on desks or in mailboxes, etc.

In the event neither the CEO nor Senior VPEE is available within 2 business days, the Administrative Assistant secures the funds in a locked desk or area and gives the CEOor Senior VPEE the fundsas soon as available.

 The signorassures that the check log is accurate, indicating the funding source, amount and purpose of the funds.

 The CEO deposits each check/cash and gives the Financial Manager and Assistant to the CEO a copy of the deposit receipt.

*Note: in the event of the CEO’s absence, the Senior Vice President may be authorized to log checks/cash and make deposits.

Disbursements andCheck Procedures

Blank checks are stored in a locked locationthe safe bythe CEO. Blank checks are given to the Financial Manager upon request, generally twice monthly; the CEO notes the beginning and ending number of the check series to confirm anyvoided checks.

 The Administrative Assistant stamps each invoice received with thedate and with a box for approval, date of check written and check number and forwards it to the CEO, who reviews and forwards to the FinancialManager, who may verify the invoice.

 The Financial Managernormally prepares accounts payable checks twice monthly to correspond with the organization’s payroll periods - e.g., the 15th and the end of each month. However, there are occasions when checks may be written at other times, as approved by the CEO.

The Financial Managerarranges each check for CEO’s signature along with the matching invoice and other supporting documentation, for CEO’s verification and personally delivers the material to the CEO or the CEO’s assistant. The CEO initials the invoice, noting approval, signs checks and delivers checksto designated staff (not the Financial Manager) fordistribution. Documentation is returned to the FinancialManager for filing, after the checks are mailed.

 Distribution of executed checksvia mail orothermethod shalloccur within 48 hours of signing.

 Transfer of funds between the organization’s financial accounts shall be managed by the CEO or others at the discretion of the CEO. In no event shall a transfer of funds between accounts bya staff memberother than the CEO occur for more than $25,000 without the written approval of the CEO.

Expense Reimbursements

Staff, membersof the Board of Directors, or others seeking expense reimbursement must complete an expense form and attach documentation of expenses incurred for payment; amounts and items authorized are included in The Able Trust Employee Handbook. Supervisors authorize each expense request; the CEO reviews each when presented for signature, under same procedures noted above.

Note: Per policies, the CEO is authorized to sign checks not to exceed $25,000; checks over $25,000 must be signed by two authorized Officers or one Officer and the CEO. All the Able Trust employees are bonded for $25,000.

MONTHLY STATEMENT PROCEDURES

Balanced monthly financial statementsare normally due by the 20th of the month following the previous month. To balance and complete monthly statements, which may be reviewed by the Board of Directors on a quarterly basis, the FinancialManager:

 Makes journal entries on a weekly basis, under the accrual method of accounting;

 Verifies validity of costs by having program staff verify expenditures, as authorized;

 Reviews endowment account balancesand consults with the CEO or Chief Development Director on any issue appearing out of place;

 Provides the CEO with monthlyand interim financial reports as requested.

SPECIAL ENDOWMENT ACCOUNTING

The CEO, FinancialManager, and others designated by the CEO review monthly endowment statements. The Financial Managerenters gains/losses, affiliate account information, etc., asappropriate. A CPA firm may be occasionally consulted with regard to any statement item and how to record.

PAYROLL AND BENEFIT ADMINISTRATION

Payrollmay be administered internally or by a vendor, as selected by the CEO. Payroll is due by the 15th and end of each month. The Able Trust 401(k) retirement plan payments are paid to American Funds as withheld, or as allowed by the Plan Document.

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 The CEO or FinancialManagerinforms payroll administrator of any payroll changes at least 3 days before payrollis due.

 Payroll that is direct-deposited shall be so deposited on the designated payday, with a copy of the paycheck information distributed by the Financial Manager to each staff member no later than the day afterpayday. Paychecks not directdeposited shall be received in a confidential envelope, and are distributed bythe CEO; in the absence of the CEO, the Financial Manager may distribute payroll checks in sealed envelopes.

 The Able Trust prepares all W-2, 1099 forms or other IRS payroll information forms, plusquarterly state and federal reports as required. Copiesof all such forms to be filed shallbe delivered to the CEO five businessdaysprior to filing, for review and approval.

 The Financial Managerreviews changes in the monthly 401(k) plan and forwards the changes as appropriate for approval to the CEO (reflecting new participants, changes in amounts, etc.)at least 3 days before the Financial Manager reports withholding to the payroll vendor.

PURCHASING PROCEDURE:

 A budget is approved by The Board of Directors on an annualbasis, and purchases are made in compliance with the budget. Expenditures are a function of revenue, and the payment of expenses may be delayed according to revenue received. The CEOhas limited authorization to exceed budgeted amounts, but must receive Board approval forallexcept minorbudget adjustments.

 The CEO must approve all purchased itemsbefore payment: in the case of major purchases, the CEO must approve before the item or items are ordered.

 Paymentsfor goods and services in advance of receipt of same are generally not authorized, butmay be approved by the CEO on a case-by-case basis.

 Whenever feasible, purchases for services or items that exceed $5,000 shall be competitively bid.

 Purchases of goods and services must comply with The Able Trust Procurement & Competitive Solicitation Policy.

 It is the policy of The Able Trust to do business with organizations that employ citizens with disabilities, whenever possible.

PROCEDURES FOR GOVERNMENTAL ACCOUNTING

Civil Penalty Deposits - Monthly deposits from the State of Florida Department of Revenue (DOR) are normally wired to the primary reserve account the first week of

each month. The DOR usually emails the CEO with the totalamount wired, on a monthly basis.

The primary contact between the DOR and The Able Trust is the CEO.

Personal Care Attendant– James Patrick Memorial Program – Incoming checks from the State of Florida, Department of Financial Services, and Department of Revenue are erratic. A record of incoming checks follows the above procedure. The Financial Manager maintains a separate spreadsheet on these funds, which includes a separate recording of interest and principle.

Disbursement of funds, per enabling legislation, is made on a quarterly basis or more frequently as contracted with partnering organizations, during the month following a calendar yearquarter.

Motorcycle License Plate Program – Incoming checks or wires from the State of Florida, Department of Financial Services, Departmentof Highway Safety, are erratic. Recordation of incoming funds follows the above procedure. The Financial Manager maintains a separate spreadsheet on these funds.

Disbursement of funds (after deducting any contracted amounts for The Able Trust)is made monthly, perenabling legislation.

ANNUAL AUDIT -

The CEO, Audit Committee, and otherstaff as assigned by the CEO work with a CPA firm to conduct an annual audit, which is to presented to the Finance Committee by the Audit Committee immediately before the November Finance Committee meeting. The Finance Committee reviews the audit and discusses such with the Board of Directors at its December Board meeting. The AuditCommittee reviews the pre-audit process and the audit, and presents a report to the Finance Committee for the Board of Directors.

The CEO ensures that all staff complete a weekly time sheet at least three four times each fiscal year, the time to be randomly selected by the CEO, to record staff time dedicated to program or general administrative areas. The Auditoruses this data, as well as other data, to determine annual allocations for program areas and overhead.

The Board of Directors utilizes this data as a management toolto determine shifts in funding and staff needs.

The Able Trust fiscal year is July 1 – June 30.

ANNUAL IRS 990

The CEO and other staff asassigned willwork with a CPA firm to complete an annual IRS 990 information return. Aftercompletion, the 990 is distributed to the Finance Committee and Board for final approval and submission.

A copy of the current IRS 990 form and the previous year 990 form is always maintained in the office and an Administrative Assistant is instructed to give either or both forms to anyperson who may request the documents.

BUDGETING PROCEDURES

The annual budget is prepared forapproval by the Board of Directors at its June meeting; the budget issubmitted to the Finance Committee for discussion and preliminary finalization prior to submission to the full Boardfor approval at the June meeting. A copyof the Board approved, final budget is submitted to the Director, VocationalRehabilitation Services, and Florida Department of Education, forfinal review and approval as required by enabling legislation413.615 FS

Basic Procedures to prepare the budget include:

 Unaudited end of yearincome and disbursementfigures are analyzed by the CEO with the assistance of staff as requested, and is adjusted to reflect any projected increases ordecreases in fixed and variable costs for the coming year.

 CEO consults with relevant staff re: programsand operating resources needed or what may be terminated the coming year.

 CEO consults with The Able Trust Chair and Committees as applicable regarding projected committee meetings and travel costs.

 The Board discusses the budget as submitted by the Finance Committee, may amend the proposed final budget and approves a final operating budget at the June Board meeting.

The Board may amend the budget throughout the year, which will be recorded in the regular Board meetingminutes and reflected appropriately in a revised budget document, if requested. All budget amendments must be submitted for finalreviewand approval to FDOE/VR.

The Able Trust

GrantPolicies, May 2021June 2023

Eligibility

A.Applicants:TheAbleTrustwillacceptforreviewcompleteproposalsfrom organizationsthatareeithergovernmentalagenciesorarecurrentlyqualifiedastax exemptunderInternalRevenueCodeSection501(c}3andarenotprivatefoundations orsupportingorganizations,whichdemonstrateaninteresttoservetheemployment needsofindividualswithdisabilitiesinthestateofFlorida.

B.TypesofGrants:TheAbleTrustmakesthefollowingtypesofGrants:

1.PartnershipforEmploymentGrants:fororganizationsthatareeither governmentalagenciesorarecurrentlyqualifiedastaxexemptunderInternal RevenueCodeSection501(c}3andarenotprivatefoundationsorsupporting organizations,whichdemonstrateacapacityandplantoservetheemployment needsofindividualswithdisabilitiesinthestateofFlorida.Grantsconsidered forfundingwilladdresstheorganization'splanandfinancialneedforassistance inprovidingequipment,materialsorstaffingforanemploymentplacement programduringaone-yeartimeframe.Theaveragegrantawardforthis programis$5,000-$25,000.

2.HighSchoolHighTech(HSHT):thisgrantopportunityisavailableonaninvitation basisandsupportsprojectsincommunityorganizationsandinschoolbased settingsforstudents14-22withdisabilitiesandundertheguidelinesofthe FloridaHighSchoolHighTechprogram.

3. Request for Proposals:these grant opportunities will be definedby the Board of Directorsfor a focus area specific to the goals of The Able Trust Strategic plan withannouncedeligibility,guidelinesandduedatesforsubmittingaproposal. Per413.615(10)FS,Ttheserequestsforproposalmayprovidefor:

a.Planning,research,andpolicydevelopmentforissuesrelatedtothe employmentandtrainingofdisabledcitizens,andthepublicationand disseminationofsuchinformation.

b.Promotionofinitiativesfordisabledcitizens.

c. Programs which engage in, contract for, foster, finance, or aid in job training and counseling for disabled citizens or research, education, demonstration,orotherrelatedactivities.

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d.Programswhichengagein,contractforfoster,finance,oraidein activitiesdesignedtoadvancebetterpublicunderstandingand appreciationofthefieldofvocationalrehabilitation.

e.Programs,property,orfacilitieswhichaid,strengthen,andextendinany properandusefulmannertheobjectives,workservices,andphysical facilitiestotheDivisionofVocationalRehabilitation.

4. Ability Fund Grants:thesegrant awards are made possible by the generosity of donorswithdefinedopportunitiesrelatedtotheirendowmentinstruments.

C.LimitationsandGeneralEvaluations

1.Onlyonegrantproposalfromaneligibleorganizationmaybesubmittedfor considerationatatime.Ifawarded,theorganizationisnoteligibletosubmit anothergrantconsiderationuntilthecurrentopengrantiscompleted.

2.Proposalsshouldidentifyagapinfundingfromexistingresourceswhere possiblefundingfromTheAbleTrustcouldmakeadifferenceincreating employmentoutcomesforindividualswithdisabilities.

3.Proposalsshouldincludeclearandmeasurableperformanceoutcomeswhichare alignedwithTheAbleTrustGrantPerformanceMeasures(Attachment).

i.ProposalsforPartnershipEmploymentGrantsmustincludeperformance measureswhicharealignedwithTheAbleTrustdefinitionofSuccessful EmploymentincludingEmploymentRate,CredentialRate,and MeasurableSkillGains.

ii.ProposalsforHighSchoolHighTechGrantsmustadheretothe establishedperformancemeasuresoftheHSHTprogram.

iii.ProposalsrespondingtoAbleTrustRequestsforProposalsmustinclude performancemeasureswhicharealignedwithspecificfocusarea identifiedintheRFPwhichmayincludeprograms,projects,research,and promotionsasoutlinedaboveinSection8,3,a-e

4.Inthereviewprocess,thegeographyservedoftheprogramistakeninto considerationasTheAbleTruststrivestoberesponsiveaspossibletoall67 countiesinFlorida.

5.Inthereviewprocess,thedisabilitypopulationsproposedtobeservedaretaken intoconsiderationasTheAbleTruststrivestoprovidegrantfundingthatreaches diversepopulationsofdisabilitiesinanygivenyear.

6.Proposalswithmultiplesourcesoffundingareencouraged

D. Exclusions: The AbleTrust will not consider for funding:

1.Anyindividualgrantforasmallbusinessstart-uporcontinuationofbusiness,

2.Proposalsfromindividualsfortuitionandrelatedcosts,

May2021

3.Proposalsthatdonotdemonstrateotherfundersorplanstogainotherfundersfor support,

4.ProposalsthatprovideservicesoutsideofthestateofFlorida,

5.Proposalswhichincluderequestsforfellowships,scholarshipsortravelgrants,

6.Proposalsthatincludearequestforthepurchaseofvehicles,realestateorfor buildingconstruction,

7.ProposalswhererequestedfundingfromTheAbleTrustrepresents51%ormoreof theorganizationalbudget.

8.Proposalsforcapitalorendowmentcampaigns

9.Incompleteproposals.

E.Non-Discrimination:TheAbleTrustmakesgrantawardsforallabilities,race,color, creed,sex,sexualorientationorreligion.Allawardedorganizationsareexpectedto maintainADAaccessibleenvironmentsandpositivelypromotethehiringofindividuals withdisabilities.

F. ApplicationProcess:

1.TheGrantapplicationprocessandassociateddeadlinesareavailableonthe websiteofTheAbleTrust.

2.TheGrantCommitteerecommendsandtheBoardofDirectorsapproves proposalsforfundinginconjunctionwiththeregularlyscheduledAbleTrust BoardofDirectormeetings.

3.AlldecisionsoftheGrantCommitteeandBoardofDirectorsarefinal.

G. Grant Award AdministrationandMonitoring

1. Schedule of distribution of grant funds are defined in the grant award contract.

2. Progress reports will be completed on a quarterly basis unless otherwise defined inthegrantawardcontract.Reportswillincludeprogressonachieving performancemeasuresasdefinedinthegrantawardcontractandalignedwith The Able Trust Grant Performance Measures (Attachment) including:

i.SuccessfulEmploymentOutcomes,EmploymentRate,CredentialRate, andMeasurableSkillGainsforPartnershipforEmploymentGrants;

ii.StudentEnrollmentandReferraltoVocationalRehabilitation,Career ExperienceOutcomes,andGraduationRateforHighSchoolHighTech Grants;

iii.Performancemeasureswhichaddressthespecifictopicincludedin GeneralRFPswhichmayincludeoutcomesofplanning,research,and policydevelopmentforissuesrelatedtoemploymentandtrainingof disabledcitizens.

iv. Performance measures for Ability Grants will comply with the defined opportunitiesofthedonorsandfamilyendowments.

3.Financereportswillbecompletedonaquarterlybasis,andwillverifythatgrant fundsarebeingappliedinthespecificmannerandforthespecificexpensesas approvedbyTheAbleTrustleadershipandGrantCommittee.Failuretouse fundsasspecifiedinthegrantcontractmayresultincontractcancellation.

4.SitevisitsbyAbleTruststafftofundedorganizationscanbeconductedatany time,butwillbeconductedannuallyataminimum.

4.5.TheAbleTrustBoardwillmonitor,review,andannuallyevaluatefunded programstodeterminewhetherfundingshouldbecontinued,terminated, reduced,orincreased(413.615(9)(g)FS)

5.6.ComplianceAuditsmaybeconductedonanygrantfundedprojectthatthe President&CEOdeemsnecessary.

ThisdocumentconstitutestheGrantMakingpoliciesandproceduresofTheAbleTrustwhich aresubjecttoperiodicreviewandmodificationbyTheAbleTrust.

Approved by the Board of Directors, May 20, 2021June 1, 2023

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FLORIDA ENDOWMENT FOUNDATION FOR VOCATIONAL REHABILITATION INVESTMENT POLICY STATEMENT

November 17, 2021

PURPOSE

The Florida Endowment Foundation for Vocational Rehabilitation (dba The Able Trust) is created by the Florida legislature as a direct-support organization of the Division of Vocational Rehabilitation, to encourage public and private support and as a long-term, stable, and growing source of revenue for the purpose of enhancing vocational rehabilitation and employment of Floridians who are disabled. It is the mission of The Able Trust to be a key leader in providing successful employment opportunities for Floridians with disabilities.

SCOPE OF THIS INVESTMENT POLICY

This investment policy has been established by The Able Trust Board of Directors to govern the investment management of the endowment fund created by public and private support. The intent of the Investment Policy Statement is to comply with the requirements of FS 413.615 and the Florida Uniform Management of Institutional Funds Act, FS 617.2104, to ensure prudent management of the assets to serve the best interests of Floridians with disabilities in their pursuit of successful employment.

Exceptions to this policy may only be made when adhering to specific requirements of donor advised funds.

BOARD DIRECTORS’ ROLE

a. The Board of Directors is appointed by the Governor and shall consist of nine members who have an interest in service to persons with disabilities and who:

i. Have skills in foundation work or other fundraising activities, financial consulting, or investment banking or other related experience; or

ii. Have experience in policymaking or management-level positions or have otherwise distinguished themselves in the field of business, industry, or rehabilitation.

b. The Board will determine the Foundation’s risk tolerance and investment horizon.

c. The Board will establish reasonable and consistent investment objectives, policies, and guidelines that will direct the investment of the Foundation’s assets.

d. The Board will prudently appoint, evaluate and remove other service providers, such as investment management consultant(s), investment managers, custodian(s) and other specialist such as attorneys and auditors that it deems necessary for The Able Trust.

e. The Board will review this Investment Policy Statement at least once per year. Changes to this Investment Policy Statement can be made by affirmation of a majority of the Board.

PRESIDENT & CEO ROLE

a. Negotiate compensation arrangements with all service providers; control and account for all investment expenses.

b. Receive, review, and retain reports of the investment consultant(s), and the custodian and other reports on the financial condition of The Able Trust investment funds.

c. Manage and monitor all defined risks in the portfolio with assistance of the Investment Consultant(s).

d. Authorize rebalancing between existing investment managers within the guidelines established by the board based upon recommendations from the consultant(s).

e. Report recommendations and conclusions to the Board.

INVESTMENT MANAGEMENT CONSULTANT(S)

The Investment Management Consultant's role is that of a non-discretionary advisor to The Able Trust. Investment advice concerning the investment management of Fund assets will be offered by the Investment Management Consultant, and will be consistent with the investment objectives, policies, guidelines and constraints as established in this statement. Responsibilities include:

a. Manage the Fund’s assets in compliance with the standards according to Uniform Prudent Management of Institutional Fund’s Act (UPMIFA).

b. Assist in the development and periodic review of investment policy and objectives.

c. Assist in the development and periodic review of asset allocation strategy. Recommend strategic and tactical asset allocation changes within the guidelines of the policy.

d. Review the capital markets in light of the Fund’s investment objectives.

e. Assist in the management and tracking of all defined risks in the portfolio.

f. Implement portfolio rebalancing upon direction of the President and CEO within the guidelines of the policy.

g. Assist in compensation negotiations with investment managers, custodians and other service providers. Assist the President and CEO in the determination, understanding, negotiation and accountability of all Fund investment costs.

h. Conduct investment manager searches, make recommendations, provide “due diligence” or research on Investment Managers.

i. Provide the performance of the total Fund and Investment Manager(s) to assist the Board of Directors with the ability to determine the progress toward the investment objectives.

j. Communicate matters of policy, manager research, and manager performance to the Board of Directors

k. Review Fund investment history, historical capital markets performance and the contents of this investment policy statement with any newly appointed board members.

l. The Investment Management Consultant must operate without any undisclosed conflict of interest.

INVESTMENT MANAGER(S)

Each Investment Manager will have full discretion to make all investment decisions for the assets placed under its jurisdiction and within guidelines of their stated investment methodology. Responsibilities include:

a. Investment managers are required to maintain prudent diversification and manage the risk of their portfolios.

b. Discretionary investment management including decisions to buy, sell, or hold individual securities, and to alter asset allocation within the guidelines of their stated methodology.

c. Report, on a timely basis, quarterly investment performance results.

d. Communicate any major changes to economic outlook, investment strategy, or any other factors that affect implementation of investment process, or the investment objective progress of the Fund's investment management.

e. Inform the Investment Management Consultant regarding any qualitative change to investment management organization: Examples include changes in portfolio management personnel, ownership structure, investment philosophy, etc.

f. Meet with the Investment Management Consultant and/or Board of Directors as needed.

g. The Investment Manager must operate without any undisclosed conflicts of interest.

CUSTODIAN(s)

The custodian(s) will physically (or through agreement with a sub-custodian) maintain possession of securities owned by the Fund, collect dividend and interest payments, redeem maturing securities, and effect receipt and delivery following purchases and sales. The custodian(s) may also perform regular accounting of all assets owned, purchased, or sold, as well as movement of assets into and out of the Fund accounts.

INVESTMENT OBJECTIVE

a. The funds are to be invested with the objective of preserving a long-term, stable, and growing source of revenue. Funds should provide a predictable and growing stream of quarterly distributions in support of successful employment opportunities for Floridians with disabilities.

b. Investments will earn an average annual rate of return over 7 years which exceeds the average rate of inflation (CPI) by 3.5% net of all investment management expenses.

c. For the purpose of making distributions, the Board will refer to FS 413.61;, the contract between the Foundation and the Division of Vocational Rehabilitation; and The Able Trust Grants Policies.

d. As of July 1, 2021, no amount of interest and earnings from the state investment funds may be used for administrative expenses as defined in FS 413.615 Section (8)(j).

INVESTMENT PRINCIPLES

a. Investments will be made solely in the interest of the beneficiaries of the endowment as defined in FS 413.615.

b. The endowment funds will be invested with care, skill, prudence, and diligence.

c. The Able Trust recognizes that some risk is present in all types of securities and investments and recognizes that some risk is necessary to produce long-term investment results that are sufficient to meet investment objectives. However, the investment managers are to make reasonable efforts to control risk and will be evaluated to ensure that all risk assumed is commensurate with the given investment style and objectives.

INVESTMENT POLICIES

a. Asset Allocation Policies

i. The Board recognizes that the strategic allocation of portfolio assets across broadly defined financial asset and sub-asset categories with varying degrees of risk, return, and return correlation will be the most significant determinant of long-term investment returns and asset value stability.

ii. The Board recognizes that actual returns and return volatility may vary from expectations and return objectives across short periods of time.

iii. The investment manager(s) shall make reasonable efforts to preserve the endowment corpus, understanding that losses may occur in individual securities. However, the investment manager(s) shall make reasonable efforts to control risk.

iv. Endowment fund assets will be managed as a balanced portfolio composed of three major components: an equity portion, a fixed income portion, and an alternatives portion. The equity investments will be to maximize the long-term real growth of portfolio assets; the fixed income investments will be to generate current income, provide for a stable periodic return, and provide some protection against a prolonged decline in the market value of portfolio equity investments.; and the alternative funds will be for diversification and downside protection.

v. Cash investments, under normal circumstances, will only be considered as temporary portfolio holdings, and will be used for fund liquidity needs or to facilitate a planned program of dollar-cost averaging into investments in either or both equity and fixed income asset classes.

b. Asset Allocation

i. Assets will, under normal circumstances, be allocated across broad asset and sub-asset classes in accordance with the following guidelines with a fluctuation up to 10 percent:

c. Rebalancing

i. The investment portfolio will be reviewed quarterly and rebalanced, within guidelines, when any asset class is outside the minimum or maximum policy allocation. Rebalancing to Alternative Asset Classes will take into consideration the liquidity of those investment programs. Cash flows into or out of the Fund will be utilized to rebalance the portfolio as close to the strategic asset allocation as possible or toward a tactical allocation provided by the Investment Management Consultant. Tactical allocations must be within the maximum allocation limits provided.

EVALUATION OF PERFORMANCE

a. Performance Guidelines for the Total Fund: The Board will monitor the investment performance against the portfolio stated investment objectives and as set forth below. Performance reports generated by the Investment Consultant(s) will be compiled quarterly and communicated to the Committee for review. Performance measurement will focus on:

i. Comparing the portfolios total net return to CPI +3.5%.

ii. Comparing the portfolios total gross return to blended return of the following indexes.

40% Russell 3000 Index

20% MSCI AC World Ex US net Index

30% Barclays Aggregate Index

10% HFRI FOF Diversified

100% Total

b. Performance Guidelines for Investment Managers hired on behalf of the portfolio will be judged, over the investment horizon, against the following standards:

i. Meet or exceed the market index, or blended market index, selected and agreed upon by the Board that most closely corresponds to the style of investment management

ii. Display an overall level of risk in the portfolio that is consistent with the risk associated with the benchmark specified above. Risk will be measured by the standard deviation of quarterly returns, the portfolio beta, alpha, capture ratios, and other forms of risk management

c. Investment reports shall be provided by the investment consultant(s) on at least a quarterly basis or as more frequently requested by the Board. Quarterly reports will include, at a minimum, portfolio performance, current value of the portfolio, management fees, and any changes in investment philosophy or strategy. Each investment consultant is expected to meet with the Board at least once per year to review the portfolio structure, strategy, and investment performance.

SPENDING POLICY

a. Disbursements from the endowment will be distributed on a quarterly basis and in accordance with FS 413.615 and the stated Investment Objectives.

b. The value of the endowment includes dividends, realized and unrealized gains. This spending plan will be reviewed annually and recommendations for changes shall be considered by the Board.

PROHIBITIONS

The Able Trust Board, investment managers, and investment management consultants are prohibited from using environmental, social, and corporate governance (ESG) as an investment strategy.

ADOPTION

The Board adopted this Investment Policy Statement on the 17th day of November, 2021.

FY 2024 & FY 2025 Slate of Executive Officers

• Laurie Sallarulo, Board Chair

• Mavara Agrawal, Vice Chair

• Doug Hilliard, Treasurer

• Chip Byers, Secretary

FY 2024 & FY 2025 Slate for Nominating Committee

• Alexis Doyle

• Todd Jennings

• Stephanie Westerman

FY 2024 & FY 2025 Bylaws, Ethics, and Policy Committee

• Doug Hilliard

• Lori Fahey

• Todd Jennings

• Laurie Sallarulo (alternate)

June 2023 Board of Directors Meeting

Discussion Item Notes

Reauthorization & New Legislative Reporting Requirements

• Reauthorization period extended through October 1, 2027

• New statute language that requires The Able Trust to conduct research on the following:

o Identify the current systems for service delivery to persons with disabilities, including operations, services, coordination of activities, and structures.

o Identify barriers and obstacles in transportation for persons with disabilities living in the home or receiving community-based services for jobs, medical appointments, and peer-to-peer groups.

o Identify workforce issues related to direct support professionals, behavioral or mental health specialists, health care practitioners, and other individuals who assist with the provision of services to persons with disabilities.

o Examine the best practices for uniform and efficient service delivery and the coordination of and transition among systems, including transitioning our of high school.

o Examine federal and state laws and rules that impact or limit supports or services for persons with disabilities.

o Identify systemwide incongruence and inefficiencies in service delivery.

o Identify opportunities for job coaching and community participation supports, including those opportunities for individuals who cannot, or choose not to, enter the community because of underlying issues.

A final report on these elements and recommendations for potential strategies will be presented to the Legislature by December 1, 2023.

Collective Impact Projects & Industry Specific Trainings/Events

• The Grant Committee has recommended that we reduce the number of collective impact projects for FY2023-2024 from 2 to 1, in the Tampa Bay area. This will allow for more focused testing and resources in Tampa, and more staff time to devote to the new legislative research study/report.

• The committee has recommended that we provide a $25,000 grant to The Grow Group to act as the community-based partner for the collective impact project in Tampa.

• The remaining $150,000 that would have been allocated for a second collective impact project will be used for industry specific trainings and events to attract high school and college students into in-demand careers. (Example: USF College of Nursing summer 2023 program)

DSO Engagement Plan

The Able Trust (TAT) has realigned our work to provide maximum support to the Division of Vocational Rehabilitation (VR) and increase the number and quality of VR employment

outcomes throughout Florida. With the guidance of VR leadership, we have identified four areas of priority for our support and developed specific targets for the next three fiscal years which can be seen in more detail in the accompanying plan.

• Collective Impact Grants to Increase the Number and Quality of VR Employment Outcomes

• Funding for VR Staff Retention Initiatives

• Assistance to VR with Public Outreach and Partnership Development

• High School High Tech & Project Venture

The Able Trust Grant Application Cover Page

Organization Name: The Grow Group, Inc.

State of Florida Charitable Registration#: N/A

Employer Identification#: 27-3549225

Mailing Address: 412 E Madison St. Suite 1104 Tampa, FL 33602

Executive Director/CEO/President Name: Devin O’Connor

Phone Number: 813-402-4018

Email: admin@thegrowgroup.org

Primary Project Contact Name: Devin O’Connor

Phone Number Email: 813-843-1324 devin@thegrowgroup.org

Statement of Need: describe why your local area needs a collective impact project to improve collaboration and system as a whole to achieve more and higher quality VR employment outcomes.

Within the Greater Tampa Bay area there are 50+ community resource providers that offer employment-focused services to Florida’s Division of Vocational Rehabilitation and the individuals with disabilities it serves. Organizations often develop their own relationships, programs, and practices without sharing resources or best practices. The field is fragmented and practitioners spend most of their resources creating relationships with employers that result in one-off or limited job placements. Additionally, the performance-based payment structure, with no option for interagency communication, has created a competitive and individualized environment for providers. Ultimately, this impacts job seekers with disabilities and VR outcomes. These conditions also present a challenge for employers who may be in contact with multiple agencies providing similar services with no clear message about how they can receive support when hiring individuals with disabilities.

With the employment rate for people with disabilities at 21% in 2022, according to the Bureau of Labor Statistics, and an increased desire for employers to hire them as part of their overall DEI efforts, VR providers are in a perfect position to bridge this gap through a unified and collective effort. Provider collaboration has been explored and successfully implemented in a handful of other states which can maximize efficiency around job placement and provide clarity for employers who are working with a network of providers who offer a shared message. Grant-funded projects and technical assistance centers are the driving force for resource sharing and raising awareness about evidence-based practices with universities and colleges leading

much of the training, certifications, and professional development opportunities. A similar model could be introduced within the state of Florida, in partnership with The ABLE Trust, which is naturally positioned as both a partner to the state's Vocational Rehabilitation program and its community resource providers.

Describe how your organization will provide oversight and coordination of the project (i.e., act as the backbone of the project).

The Grow Group will interview leaders and participants of existing provider networks across the county to learn about their struggles, outcomes, and best practices. The organization will interview local providers to hear their ideas about how the network could support their needs while considering any concerns they may have about the collaboration. The Grow Group will assist with drafting participation or interagency agreements, share best practices, and coordinate regional meetings with participating organizations. The Grow Group will also lead employer focus groups, conduct research, and survey local employers to learn how the network of providers can streamline communication, meet their needs and support their efforts in hiring more individuals with disabilities.

Describe how other VR employment service providers and community partners will be recruited for the project. www.abletrust.org

The Grow Group has existing relationships with local providers in VR Area 4 and will invite these organizations to participate in the pilot. Additionally, with The ABLE Trust's help, The Grow Group will reach out to organizations it is not currently working with to invite them to participate. The goal will be to have providers of all sizes, experience levels, and areas of expertise represented in this network so that similar projects can be implemented in other areas across the state.

Initially, lunch-and-learn sessions could be used to bring providers together to share initial information about the network, answer questions and begin to establish shared trust. Once providers have joined the pilot, The Grow Group could host in-person and virtual meetings to share strategies, business leads, and best practices in addition to any training The ABLE Trust would provide.

Provide a description of the project (i.e., 4-month planning period) and how it will meet the required project deliverables and outcomes. o Include in your description the capacity building needs of project participants and how The Able Trust’s technical assistance and support will be used.

During the four-month planning period, The Grow Group will work with The Able Trust team, as well we the organization piloting the program in Area 2, to gather and share information with stakeholders. The Grow Group will partner with The ABLE Trust to host interviews, focus groups and information sessions with these stakeholders while communicating objectives and desired outcomes.

Provide a timeline for Project Implementation.

Month 1- Interview Groups- interview provider networks in other states, post-secondary institutions, national organizations, and other groups to learn about existing best practices.

Month 2- Interview Employers- interview local employers and conduct research to learn more about employer preferences and needs to identify how a network of providers could best support them in hiring, training, and retaining individuals with disabilities.

Month 3- Interview Providers- to information sessions to discuss findings, introduce the pilot, gauge interest, and listen to concerns. Communicate with providers about any updates to the pilot based on their feedback and offer

Month 4- Invite Providers- Share final pilot details, best practices, participation agreement, training schedule, etc.

Provide a Project Budget for the $25,000 allocated for this grant. Note: we encourage using a portion of the grant funds as financial incentives to partners. Project

Direct Support Organization – Grant/Project Funding & Engagement Plan

The Able Trust (TAT) intends to realign our work to provide maximum support to the Division of Vocational Rehabilitation (VR) and increase the number and quality of VR employment outcomes throughout Florida. With the guidance of VR leadership, we have identified four areas of priority for our support:

1. Collective Impact Grants to Increase the Number and Quality of VR Employment Outcomes

Information that we have gleaned from localized listening sessions, research we have commissioned, and data/research that we have studied, indicates that the scale and complexity of the issues and challenges facing the VR system with regard to increasing and improving employment outcomes for people with disabilities cannot be addressed simply by increasing funding for the existing employment service delivery system. Specifically, we have found several root causes of employment outcomes of lesser quantity and quality (i.e., low-wage, low-skill, limited career pathways):

• VR employment service providers rarely work together to leverage employer relationships. Job opportunities are being lost when employers only have access to a small portion of VR consumers being served by one local employment service provider (i.e., Able Trust grantee).

• Providers, VR staff (counselors, business reps, provider liaisons) and other community stakeholders have loose, at best, working relationships focused on employment outcomes.

• Employment service providers have limited skills in building long-term, trust-based relationships with employers. Rather relationships are often transactional resulting in limited employment outcomes and are not focused on long-term goals for job placements.

As evidenced by our history of grant making, focusing on one aspect of the VR employment outcome system - increasing funds through grant making – doesn’t make much difference. We believe that multiple parts of the system must be improved at the same time. No single organization, however innovative or powerful, can accomplish this alone. It requires a collective impact approach which we intend to fund and lead in partnership with FDOE/VR.

Also, in partnership with FDOE/VR, we are exploring the creation of business-focused grants modeled after the Veterans Employment and Training Services Program 295.22 Florida Statutes, which is created to link veterans in search of employment with businesses seeking to hire dedicated, well-trained workers. We believe a similar program for individuals with disabilities can be of value to Florida businesses, and an important part of a collective impact initiative.

Timeline and Funding for Collective Impact Grants

• FY 2022 - 2023, 4th Quarter

o Issue RFP for collective impact grants in Tampa Bay and Jacksonville areas. Each grant will be for a 3–4-month period of partnership development, planning, defining outcome metrics, and budgeting for 2–3-year pilot initiative.

o TAT Grant/Project Funding: $70,000(approximately $7,500 more than historical funding)

• FY 2023 - 2024

o Execution of Collective Impact Plans in Tampa Bay and Jacksonville area.

o Training, technical assistance, and support provided by The Able Trust and VR.

o TAT Grant/Project Funding: $300,000 (approximately $50,000 more than historical funding)

• FY 2024 – 2025

o Continued execution and iteration of collective impact plans in two targeted areas

o Pilot evaluation for learning, iteration, and scaling purposes

o Issue RFP to expand collective impact in two additional targeted areas

o TAT Grant Funding/Project: $600,000 (approximately $350,000 more than historical funding)

• FY 2025 – 2026

o Continued execution and iteration of existing collective impact plans

o Ongoing evaluation for learning, iteration, and scaling purposes

o Issue RFP to expand collective impact in two additional targeted areas

o TAT Grant/Project Funding: $900,000 (approximately $650,000 more than historical funding)

2. Funding for VR Staff Retention Initiatives

FDOE/VR and the VR system nationally has identified a critical need to reduce staff turnover and retain highly qualified and productive staff. Beginning in the 4th quarter of FY 20222023, The Able Trust will work with VR leadership to develop a plan to support VR staff retention initiatives. These initiatives will be funded through grant making to the division and could include new/emerging leadership programs; incentive programs; recognition programs; scholarships/grants for professional development; staff on-boarding; increased/improved staff resources; and other staff engagement programs.

o FY 2023 – 2024 Funding: $225,000 (approximately $95,000 more than historical funding)

o FY 2024 – 2025 Funding: $337,500 (approximately $200,000 more than historical funding)

o FY 2025 – 2026 Funding: $506,250 (approximately $375,000 more than historical funding)

3. Assistance to VR with Public Outreach and Partnership Development

FDOE/VR and the VR system nationally has identified the need to improve public outreach and partnership development for the purposes of increasing the number and quality of VR referrals; increasing state and local partnerships for improving VR outcomes; and increasing awareness of and partnerships with Florida businesses and employers. Beginning in the 4th

quarter of FY 2022- 2023, The Able Trust will work with VR leadership to develop a plan to support VR public outreach and partnership development. Plans may include funding of positions focused on outreach and partnership development; funding of public outreach campaigns; collaborative messaging and outreach campaigns.

• FY 2023 – 2024 Funding: $75,000(not funded historically)

• FY 2024 – 2025 Funding: $112,500 (not funded historically)

• FY 2025 – 2026 Funding: $168,750 (not funded historically)

4. High School High Tech (HSHT) and Project Venture

The Able Trust will continue administering and expanding HSHT while ensuring the program remains robust and successful. This program is also utilized to introduce students with disabilities to VR and receive Pre-ETS services or become eligible for full services. The Able Trust will also continue the entrepreneur program, Project Venture. This program introduces basic business concepts and develops workplace readiness skills.

• FY 2023 – 2024 Grant Funding: $1,073,000 (approx. $99,000 more than historical funding)

• FY 2024 – 2025 Grant Funding: $1,117,000 (approx. $140,000 more than historical funding)

• FY 2025 – 2026 Grant Funding: $1,139,000 (approx. $165,000 more than historical funding)

Total Grant & Direct Support Funding from The Able Trust

• FY 2023 – 2024 $1,673,000 (approximately $450,000 more than historical funding)

• FY 2024 – 2025 $2,167,000 (approximately $950,000 more than historical funding)

• FY 2025 – 2026 $2,714,000 (approximately $1,500,000 more than historical funding)

Success and Impact Measurement & Evaluation

Measures of success and impact will be developed for each grant and initiative described here, and at the very minimum will reflect VR state and federally required outcomes including:

A. Successful Employment means work that is performed on a full-time or part-time basis (including self-employment) and meets three essential criteria of employment:

1. Income- the individual is compensated at or above the minimum wage and the individual's wage and level of benefits are not less than that customarily paid by the employer for the same or similar work performed by individuals without disabilities.

2. Integration-the individual is employed at a location where the employee interacts with other persons who are not individuals with disabilities (not including supervisory personnel or individuals who are providing services to such employee) to the same extent that individuals who are not individuals with disabilities and who are in comparable positions interact with other persons.

3. Advancement- the employment, as appropriate, presents opportunities for advancement that are similar to those for other employees who are not individuals with disabilities and who have similar positions.

To be considered a successful employment outcome, a program participant must have achieved and maintained a suitable employment outcome for at least 90 days or, for Supported Employment completes an additional 60 days of stabilized employment. The grantee must verify and document suitable employment through contact with the participant including:

1. The employment outcome is consistent with the individual's unique strengths, resources, priorities, concerns, abilities, capabilities, interests, and informed choice, and

2. The individual and grantee consider the employment outcome to be satisfactory and agree that the individual is performing well on the job.

B. Employment Rate means that a minimum of 70% of individuals achieving successful employment remain employed in the second quarter after program exit.

C. Credential Attainment measures the percentage of program participants who receive a recognized post-secondary or workforce credential as a result of the grant program. If appropriate to the grant program, the rate of credential attainment will be negotiated and approved by The Able Trust leadership and Grant Committee.

D. Measurable Skills Attainment measures the percentage of participants who achieve measurable skills gains, defined as documented academic, technical, occupational, or other forms of progress towards such a recognized credential or employment. If appropriate to the grant program, the rate of credential attainment will be negotiated and approved by The Able Trust leadership and Grant Committee.

E. Staff Retention Rate a target for this measure will be developed by FDOE/VR and include impact on reduced organizational costs, increased employee productivity; employee engagement; and improved VR outcomes.

High School High Tech Grant Measures

A. Recruitment and Orientation of a minimum of fifteen (15) students.

B. Graduation Rate of 80% of all active, enrolled seniors

C. Career Experience for a minimum of 50% of active, enrolled students. A Career Experience is considered one or more of the following which totals a minimum of 30 hours during a 12month period:

1. Job Shadowing (exclusive of HSHT group industry tours)

2. Volunteer Experience

3. School-Based Enterprise Career Experience

4. Career-Based Exploration Program (i.e. Teen Court, Sheriff’s Explorers Club)

5. Summer or Seasonal Camp Employment or Volunteer Experience

6. Career Certifications

7. Paid Internship

8. Paid Employment

D. VR Referrals will be made for all HSHT student participants. The requirements of a VR referral are as follows, students must:

1. Be known to VR or have an Individual Plan for Employment (IPE).

2. Be between the ages of 14-21

3. Have documentation that indicates they are a Student with a Disability, as defined in 34 CFR § 361.5(c)(51), which requires the Student:

a. Be in a secondary, postsecondary, or other recognized educational program; and

b. Be at least 14, but not older than 21 years of age; and

c. Is eligible for, and receiving, special education or related services under part B of the Individuals with Disabilities Education Act (IDEA); or

d. Is an individual with a disability receiving services from a Florida secondary, postsecondary, or other recognized educational program under a 504 plan or for purposes of Section 504 of the Rehabilitation Act.

4. Have written consent from the parent or guardian, if under the age of 18.