INTRODUCTION

Working Together at Wallace: A Guide for Staff

INTRODUCTION

In this Staff Guide we share our policies and practices, grounded in our Core Values, that guide how we work together to create the kind of workplace where we all can thrive and contribute in support of our mission. Clearly-articulated policies also help to ensure we are in compliance with the applicable regulations and legislation governing our workplace.

We each have a personal responsibility to be familiar with the policies in the Staff Guide and to practice them every day, so please carefully read and review this guide and other relevant materials on the intranet. If you have questions or wish to share your thoughts about any of our policies or practices, please reach out to human resources.

Please note:  The Staff Guide is not intended to be all-inclusive, however it does supersede any previous employee handbook.  In the event there is a conflict between these policies and federal, state or local law, the applicable law will control.  Descriptions of benefit plans and programs are merely brief summaries; in all cases the plan provisions as contained in the plan documents and insurance contracts govern eligibility to participate and specific coverage under the plan or program.

With respect to the policies, practices, guidelines and procedures in the Staff Guide:  The Wallace Foundation (“Wallace”) expressly reserves the right to revise, change or terminate any or all provisions from time to time, with or without notice, and to deviate from them totally or partially at any time.  They are not intended to form, nor shall they be deemed to form, any binding or contractual obligations, express or implied, upon Wallace.  They do not constitute a contract or terms of employment between Wallace and its employees.

Wallace employees are at-will employees who may terminate their employment, or whose employment may be terminated, at any time for any reason. Employees should not rely on the non-binding information in this guide when making decisions related to employment.  The chief human resources officer has the primary responsibility for interpretation of all policies, practices, guidelines and procedures outlined in this guide.

January 2021