2026 YMCA of the EV Employee Handbook - Finalized 12.31.2025

2026 EMPLOYEE HANDBOOK WELCOME TO THE YMCA

YMCA OF THE EAST VALLEY

500 E. CITRUS AVE, REDLANDS, CA 92373 | YMCAEASTVALLEY.ORG

WELCOME & INTRODUCTION Welcome to the YMCA of the East Valley!

As a member of our staff team, you will not just find a job with our Y, but you have now joined an organization committed to service and the strengthening and betterment of our communities. I am confident that you will find your work with our Y fulfilling and rewarding as you see the direct impact your work has in the lives of the people you touch through Y programs and services.

I am a grown-up Y Kid myself, participating in a variety of Y programs and services as a youngster. I can still remember the impact every Y staff person had on me personally, through my growth, and development, so I can personally attest to the impact you will have on those you touch through your role at our Y. This trust is a great privilege, and with great privilege comes great responsibility. Take that responsibility seriously as you represent our Y by demonstrating our Four Core Values of Caring, Honesty, Respect, and Responsibility.

This handbook is a tool and resource to lay out our rules and regulations, as well as help guide you in determining the appropriate actions to take in certain circumstances. As you will receive additional trainings and guidelines from your branch and department, consider this a piece of your playbook to be one of our best and brightest Y leaders!

If you have any questions, your supervisor is always your first resource. But your branch leadership, Executive Director, and our Human Resources Department are here for you as well.

When we work together in service to our communities, I truly believe your impact will make miracles happen in the lives of the people we touch!

Sincerely,

Brandi Collato President & CEO YMCA of the East Valley

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TABLE OF CONTENTS 1. YMCA OF THE EAST VALLEY INTRODUCTION A. Mission B. Goals C. History of the YMCA D. YMCA of the East Valley Key Events 2. YMCA BUSINESS PRACTICES A. Employment At-Will B. Employment Process C. Culture of Inclusion D. Equal Employment Opportunity E. Employment Authority F. Open Application/Hiring from Within G. Accommodation for Disabilities H. Employment of Relatives I. Conflict of Interest J. Privacy Rights K. Confirming Arrests or Convictions L. Child Abuse Prevention and Criminal Record Check Policies M. Reference Checks and Verification of Employment 3. EMPLOYMENT COMPENSATION, CATEGORIES, AND DEFINITIONS A. Except and Non-Except Employees B. Regular Scheduled Hours/Classification: Employee Status C. Pay and Compensation 4. EMPLOYEE RESPONSIBILITY A. Drug-Free Workplace B. Clothing/Standards of Appearance C. Telephones D. Guidelines for Electronic Devices E. YMCA of the East Valley Property F. E-mail/Instant Messaging/Collaboration Apps G. Information Security Practices H. Computer Software and Data Use I. Internet J. Misconduct K. Discipline L. Copyrights 5. YMCA TRAINING AND ADVANCEMENT A. Employee Roster Categories B. Training Opportunities C. External Employee Education 6. BENEFITS A. Benefits Information B. Eligibility for Benefits C. Vacation Pay YMCA of the East Valley Employee Handbook – 2026

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D. Holiday Pay E. Floating Holiday F. Paid Sick Leave G. Health Insurance H. YMCA Retirement Fund I. Use of the YMCA Facilities/YMCA Membership Privilege 7. SAFETY IN THE WORKPLACE A. Bloodborne Pathogens B. Heat Policy C. Exercising at Work D. Workplace Accidents E. Workers’ Compensation F. Driver Safety Regulations 8. DISABILITY INSURANCE A. State Disability Insurance B. Pregnancy Disability Leave and Accommodation C. Reasonable Accommodation for Pregnancy-Related Disabilities D. Lactation Accommodation E. Advance Notice and Medical Certification F. Duration G. Reinstatement H. Integration with Other Benefits I. Benefits 9. LEAVES OF ABSENCE (LOA) A. Family Medical Leave/California Family Rights Leave B. Notice of Certification C. Extended Medical Leave D. Personal Leave E. Bereavement Leave F. Reproductive Loss Leave G. Catastrophic Paid Time-Off Donation H. Jury Duty and Witness Leave I. Crime of Abuse Victims’ Leave and Accommodation J. Crime of Abuse Victims’ Leave for Treatment K. Military Treatment L. Military Spouse Leave M. Civil Air Patrol Leave N. Organ and Bone Marrow Donor Leave O. School and Child Care Leave P. School Appearances Involving Suspension Q. Time Off for Voting R. Criminal Judicial Proceedings and Victim’s Rights Leave S. Volunteer Civil Service Personnel 10. MANAGEMENT A. Performance Evaluations B. Employment Records Inspection Policy C. Conducting Personal Business D. Other Employment YMCA of the East Valley Employee Handbook – 2026

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E. News Media Contracts F. YMCA Property G. Bulletin Boards H. Solicitation and Distribution of Literature I. Housekeeping J. Parking K. Smoking 11 EMPLOYEE CONDUCT A. Member Relations B. Drug and Alcohol Abuse 12. RESOLVING CONFLICT A. Corrective Action Guidelines B. Open-Door Policy C. Whistleblowing Policy 13. YMCA OF THE EAST VALLEY STANDARDS OF CONDUCT 14. HARASSMENT AND SEXUAL HARASSMENT PREVENTION A. Compliance with the Law B. Sexual Harassment C. Abusive Conduct Prevention D. Compliant Procedure E. Supervisors’ and Managers Responsibility 15. CHILD ABUSE PREVENTION AND INTERVENTION A. Definition of Child Abuse B. Lewd or Lascivious Acts C. Inappropriate Communication with Minors D. Preventing Child Abuse E. Education of Staff F. Preliminary Investigation G. The Reporting Law H. Staff/Volunteers Accused of Abuse I. Handling an Incident/Staff and Parents J. Handing an Incident/Reporting K. Babysitting Policy 16. WORKPLACE VIOLENCE A. Workplace Violence Prevention Policy B. Threats of Violence C. Handing and Incident/Reporting D. Complaint Procedure E. Policy Violations F. When You Need Help 17. LEAVING THE YMCA A. Separations and Transfers B. Layoff 18. ARBITRATION AGREEMENT 19. MANUAL ACKNOWLEDGMENT AND AT-WILL AGREEMENT 20. AT-WILL EMPLOYMENT ACKNOWLEDGEMENT

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1. YMCA OF THE EAST VALLEY INTRODUCTION Welcome to the YMCA of the East Valley – We are delighted to have you on board!

This handbook has been carefully crafted to serve as a comprehensive resource for all staff members, offering essential information about the YMCA of the East Valley, often referred to as your Association. The contents of this handbook take precedence over any previous handbooks and employment policy statements.

The information provided here outlines general employment policies, benefits, and rules. It is important to note that this content is not exhaustive and may undergo changes without prior notice. Employment with the YMCA is on an at-will basis, allowing either the YMCA of the East Valley (YMCA) or you to terminate the relationship at any time, with or without cause or notice. Any modification to this at-will employment relationship can only be made through a written agreement signed by you and the President & CEO. It is essential to understand that this Employee Handbook is not intended to establish a contractual relationship. Rather, its purpose is to describe the YMCA and its existing policies and procedures. These policies and procedures, which supersede any previous versions, may be revised as deemed appropriate by the YMCA. Additionally, the YMCA reserves the right to terminate your employment and compensation, with or without cause and with or without notice, at its discretion.

Sole authority to enter into any employment agreement, whether oral or written, for any specified period of time rests with the President & CEO of the YMCA. Any such agreement with the President & CEO must be an individual, written agreement signed by both you and the President & CEO. No one, including the President & CEO, possesses the authority to make verbally binding statements on behalf of the YMCA. For most employment-related inquiries, your immediate supervisor is your primary point of contact. Additionally, we encourage you to reach out to the Human Resources Department for further assistance.

A. Mission The YMCA of the East Valley is an association of people of all ages, ethnic groups, and religious affiliations founded on Christian principles and dedicated to building strong kids, strong families, and strong communities through programs that develop spirit, mind, and body.

B. Goals •

The YMCA will respond to population changes throughout the area and reflect the diversity of the community in its people, programs, and services.

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• • • • •

The YMCA will provide programs that reinforce our core values of caring, honesty, respect, and responsibility, and improve the physical, social, and spiritual well-being for people of all ages within the community.

The YMCA will expand its membership base and increase awareness of the benefits of YMCA membership in the community.

The YMCA will commit to continually caring for and improving its facilities by providing safe, functional, and comfortable facilities that are attractive to the community.

The YMCA will engage, develop, and retain an enthusiastic and energetic group of staff and volunteers that is representative of a diverse community.

The YMCA will expand its financial resources, ensuring the organization’s financial viability, and create opportunities for the community to participate in supporting its charitable work.

C. History of the YMCA Established in 1844, the YMCA Movement emerged with the mission to cater to young Christian men relocating to urban areas, providing them a refuge for spiritual development, social engagement, and recreational pursuits. Rooted in Christian principles of self-worth, respect for others, and community service, the YMCA's core values were thus established.

The inaugural YMCA in the United States took root in Boston, Massachusetts on December 29, 1851, with its first facility opening its doors in May of the following year. Dr. Lyman Beecher, a prominent Presbyterian clergyman, invoked God's blessing for this venture.

The meeting and reading rooms were adorned with gas lighting to exude an ambiance of comfort and neatness, as per contemporary accounts. The facility offered a well-lit library, regular prayer meetings, Bible classes, evangelistic gatherings, lectures, job assistance, a list of reputable Boston boarding houses, and an active social program to attract young men seeking employment in the city.

Today, the YMCA has burgeoned into over 2,000 branches, organizations, and camps, impacting over 12 million people in the U.S. Its presence extends across every state, major city, and crucial centers and towns throughout the continent.

Globally, YMCAs are established in over 100 countries, serving nearly 30 million people.

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D. YMCA of the East Valley Key Events 1885 1887

The San Bernardino YMCA was formed (independent from Redlands or the YMCA of the East Valley).

The Redlands YMCA was founded on October 9, 1887.

The original Redlands Y building was the first facility owned by a Y association in Southern California.

1894 1926 1929 1948 1959 1975 1984 1992 1992

1997 1998 2001 2003 2007 2007 2013 2016

2017 2017

The Redlands YMCA moved into its second home.

A building campaign set a goal of $215,000. Land was purchased at the current location, and a new Redlands YMCA opened in 1927.

Roy Coble joins the Redlands YMCA staff. He introduced coeducational programs, including the YMCA Circus.

Camp Edwards was expanded with proceeds from a bequest, including the construction of a new lodge building.

A women’s locker room was added at the Redlands YMCA. The Redlands Y launched “Up,” a fitness program for women.

The Roy Coble Gymnasium was dedicated on December 15 at the Redlands Y. Teen and Fitness Center renovation at the Redlands Y. A Redlands capital campaign raised over $1 million to fund a new outdoor pool, roller hockey rink, basketball court, and other community improvements.

A second Redlands capital campaign raised $200,000 to complete the outdoor pool and hockey rinks, which opened in summer 1997.

Redlands YWCA and Redlands YMCA joined forces to create the Y Alliance Center at 16 E. Olive Avenue.

The YMCA of Redlands and the YMCA of San Bernardino Valley merged to create the YMCA of the East Valley.

The Highland Family YMCA opened.

The Y Alliance Building was sold.

The Highland Y opened its new pool in April.

New aquatics center opened at the Redlands Family YMCA. Lobby and meeting space renovation completed.

A $15 million capital campaign at the Redlands Y funded new community rooms, Studio B, a spin studio, and the refurbishment of the Fireplace Room, Chapel, and business offices.

The Safety Around Water (SAW) program was launched.

The Y celebrated the 50th Anniversary of the Home Tour.

2. YMCA BUSINESS PRACTICES A. Employment At-Will Employment with the YMCA of the East Valley depends on the mutual consent of both employees and the YMCA; either may terminate the employment relationship at-will, at any time, with or without cause or advance notice.

Nothing in this handbook or in any other document limits the right to terminate employment at-will. This at-will employment relationship may be altered only in a written agreement signed by the President & CEO in a document expressly for that purpose.

B. Employment Process The following are employment guidelines related to the employment process, except for the employment at-will policy. These guidelines do not constitute an employment contract, but rather serve as a guide that is not meant to bind the YMCA of the East Valley to any specific course of action in any instance. The YMCA of the East Valley’s employment relationship is at-will, and the employee or the YMCA of the East Valley may terminate the employment relationship at any time, with or without cause, except as set forth above.

During your first few days of employment with the YMCA of the East Valley, you will receive important information regarding the performance requirements of your position; YMCA's policies, compensation, and benefits programs; as well as other information necessary to acquaint you with your job and YMCA. You will also be asked to complete all necessary paperwork at this time, either by form or online, such as medical benefits plan enrollment forms, beneficiary designation forms, and appropriate federal, state, and local tax forms.

At this time, you will also be required to present YMCA with information establishing your identity and your eligibility to work in the United States, in accordance with applicable federal law. All new employees' Social Security numbers will be verified with the Social Security Administration. Presenting an invalid Social Security number or using another individual’s Social Security number is grounds for termination.

Please use this orientation period to familiarize yourself with YMCA and our policies and benefits. We encourage you to ask any questions you may have during your orientation period so that you will understand all the guidelines that affect and govern your employment relationship with us.

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C. Culture of Inclusion The YMCA of the East Valley staff and volunteers thrive in a culturally diverse and vibrant work community. The YMCA of the East Valley values all individuals and families and is inclusive and welcoming to all. Our staff and volunteers are members of the communities we serve and are integral to ensuring that the YMCA of the East Valley remains a vital resource to our members.

D. Equal Employment Opportunity The YMCA of the East Valley is an equal opportunity employer and applicants will be selected for employment solely on the basis of their qualifications for a given position and without regard to race, color, ancestry, religious creed, national origin, gender, sexual orientation, gender identity and gender expression, sex, pregnancy, childbirth and related medical conditions, marital status, domestic partnership status, veteran status, age (40 and above), physical disability (including HIV/AIDS), mental disability, medical condition, genetic characteristics, information or testing or any other consideration made unlawful by federal, state or local laws. The YMCA of the East Valley also does not discriminate based on the perception that a person has any of these characteristics. We comply with the Genetic Information Nondiscrimination Act (GINA).

To comply with applicable laws ensuring equal employment opportunities to a qualified individual with a disability, the YMCA of the East Valley will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result.

Any applicant or employee who requires accommodations to perform their essential job functions should contact the Vice President of Human Resources and specify the accommodations they need. The individual with the disability should specify in writing what barriers or limitations make it difficult for them to perform the job. The YMCA of the East Valley will also investigate to help identify the barriers that make it difficult for the applicant or employee to have an equal opportunity to perform their job. The YMCA of the East Valley will identify possible accommodations, if any, that will help eliminate limitations or barriers. If the accommodations are reasonable and will not impose an undue hardship and/or a direct threat to the health and/or safety of the individual or others, the YMCA of the East Valley will make the accommodations. The YMCA of the East Valley may also suggest alternative accommodations.

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requested with the advice of the employee’s health care provider, as required by law.

If you believe you have been subjected to or witnessed any form of unlawful discrimination, report it to your supervisor or the Vice President of Human Resources. Employees are not required to make a complaint directly to their immediate supervisor. When possible, please provide the report in writing.

Your complaint should be specific and should include the names of the individuals involved and the names of any witnesses. The YMCA of the East Valley will immediately undertake an effective, thorough, and objective investigation and attempt to resolve the situation. Upon completion of the investigation, the YMCA of the East Valley will communicate its conclusion as soon as practical.

If the YMCA of the East Valley determines that unlawful discrimination has occurred, disciplinary action up to and including termination will be taken.

Appropriate action will also be taken to deter any future discrimination. The YMCA of the East Valley will not retaliate against employees for making a complaint or report or participating in an investigation and will not permit retaliation by management employees or co-workers.

E. Employment Authority All employed personnel of the YMCA of the East Valley are legal employees of the YMCA of the East Valley, a non-profit corporation, incorporated under the laws of California, whether employed directly by the Board of Directors upon recommendation of the President or under grants of authority to other designees for employing personnel. The Board of Directors employs the Chief Executive Officer of the YMCA of The East Valley, the President & CEO. The President & CEO is responsible to the Board of Directors for the employment and dismissal of all employees.

F. Open Application/Hiring From Within The YMCA of the East Valley will promote from within whenever possible in selecting the best possible applicant. However, better-qualified external candidates may be selected. Notifications of most open positions within the YMCA of the East Valley will normally be posted for at least one (1) week.

For regular employees who transfer from one branch to another within the YMCA of the East Valley and/or who change classification, such as nonexempt to exempt status, the original date of regular YMCA of the East Valley employment will be used for the calculation of years of service.

Exempt and full-time non-exempt employees who have been employed by another YMCA and transfer to the YMCA of the East Valley will be credited for their years of continuous regular employment.

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For the purposes of vacation and sick time accrual, the original date of continuous YMCA employment will be honored.

Posted Job Openings The YMCA transfers and promotes qualified staff from within wherever possible, keeping in mind it is the YMCA’s intention to select the most qualified person for the job. Open positions are posted on the Association website at www.ymcaeastvalley.org whenever openings are available. Staff may apply for open positions by submitting a completed job application and, as a courtesy, staff should notify their present supervisor of their application.

Job Applications The YMCA will keep all solicited applications on file for a period of three (3) months, and retain them for a period of 2 years after the receipt of the job application. Within the period of 3 months after initial receipt of the application, the YMCA will consider the applicant for any other position(s) that the candidate may be eligible for.

Applications will not be accepted unless a specific position is referenced as being applied for.

G. Accommodations for Disabilities In compliance with the Americans with Disabilities Act Amendment Act, 2008 (ADAAA), the YMCA will make reasonable accommodations for disabled people. If you need an accommodation(s) to perform the essential functions of your job, please see your Supervisor or contact the Human Resources Department.

H. Employment of Relatives The YMCA of the East Valley will allow relatives of employees to be employed.

To avoid conflicts of interest, relatives of employees may not be employed within the same work unit (Branch or department) or in a reporting relationship. “Relatives” are defined as spouses, domestic partners, children, children of domestic partners, siblings, parents, in-laws, step-relatives, and cohabiting staff.

The employment of close relatives or domestic partners within the same work unit or in a reporting relationship may create real or perceived conflicts of interest and problems with decision-making. Perceptions of favoritism or partiality may undermine morale. Therefore, the YMCA of the East Valley will not hire relatives where actual or potential problems may arise regarding supervision, security, safety, morale, or where actual or potential conflicts of interest exist.

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Relatives will not be employed without at least one, if not two levels of supervision between anyone that has any relationship or perceived relationship. The Vice President of Human Resources needs to approve any relatives employed under the Executive Director of a Branch.

If two employees marry, become domestic partners, become related or cohabitate as a couple or individuals, creating a position that reflects one of the above conditions, the employees must notify the Vice President of Human Resources. The Vice President of Human Resources will try to find an alternative employment arrangement within the YMCA of the East Valley.

Exceptions to this policy may be approved only by the President & CEO and are subject to annual review.

I. Conflict of Interest The YMCA of the East Valley is a charitable non-profit organization exemplifying certain principles. Unless given advance written approval from the President, no full-time employee will directly or indirectly maintain any outside business or financial interest or engage in any outside employment, business or financial activity that conflicts with the employee's work schedule, duties and responsibilities or creates an actual conflict of interest; impairs or has a detrimental effect on the employee's work performance with the YMCA of the East Valley; or requires employees to conduct work or related activities during working times or using any of the YMCA of the East Valley’s tools, materials or equipment.

A conflict of interest may also be considered to exist when an employee’s actions or activities on behalf of the YMCA of the East Valley involve the obtaining (by an employee or a third party) of an improper personal gain or advantage.

Employees should make full disclosure of any situation in doubt to allow an impartial and objective determination.

Disclosure should be made in writing to the President as soon as knowledge of the potential conflict arises. The disclosure should relate to the employee as well as their immediate family and should include the significant facts and circumstances of the potential conflict and any other information that could assist the YMCA of the East Valley in making a determination.

J. Privacy Rights Fair Credit Reporting Act The Fair Credit Reporting Act (FCRA) is the federal law that governs the acquisition and use of most background information on applicants and employees.

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Although it is lawful for employers to obtain and use background information on applicants and employees, they must follow several important procedures when obtaining and using these materials. The title of the FCRA is confusing as it refers to “credit reporting” and is commonly misinterpreted to mean that only credit reports are covered.

The FCRA’s provisions, however, are much broader and apply to both “consumer reports” and “investigative consumer reports” for employment purposes, such as hiring, termination, reassignment, or promotion. Common examples of investigative consumer reports are employment verifications and interviews with former employers and coworkers, where these are performed by a consumer reporting agency. The YMCA of the East Valley complies with the FCRA and all applicable laws governing consumer reports and background checks.

Background Checks The YMCA recognizes the importance of maintaining a safe workplace for employees who are honest, trustworthy, qualified, reliable, nonviolent, and do not present a risk of harm to their co-workers, members, or others. For purposes of furthering these concerns and interests, the YMCA reserves the right to investigate an individual's prior employment history, personal references, and educational background, as well as other relevant information that is reasonably available to it. The YMCA may review an offeree's or an employee's background, only to the extent possible under the law, including postcontingent-offer. In the event that a background check is conducted, the YMCA will comply with the federal Fair Credit Reporting Act and applicable state laws, including providing the job applicant or employee with any required notices, forms and opportunity to respond.

Consistent with these practices, job applicants or employees may be asked to sign certain authorization and release forms. Consistent with legal requirements, the YMCA reserves the right to require job applicants or employees to sign the forms as requested as a condition of employment.

The YMCA of the East Valley may request consumer reports or investigative consumer reports in connection with an employee’s application for employment, or at any time during the course of employment, for purposes of evaluating the employee’s suitability for employment, promotion, reassignment, or retention. The YMCA of the East Valley may also gather reports, during and after employment, for purposes of evaluating, investigating, or enforcing compliance with the YMCA of the East Valley policies or in connection with responding to grievances or complaints, whether or not the employee still works for the YMCA of the East Valley at the time the report is requested.

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investigators during the course of investigations. Failure to do so or attempting to interfere with the YMCA of the East Valley’s implementation of this policy or its efforts to obtain information may result in discipline, up to and including termination from employment.

K. Confirming Arrests or Convictions California Labor Code Section 432.7 prohibits employers from asking applicants about arrests or detentions that did not result in a conviction, as well as sealed or expunged convictions. Employers are also restricted from using such information as a factor in hiring or employment decisions.

Non-Discrimination The YMCA of the East Valley shall not discriminate against any applicant or employee on the basis of an arrest or detention that did not result in conviction, or a conviction that has been judicially dismissed or ordered sealed.

Adverse Action Protocol Before taking any adverse action based on a criminal record, the individual must be provided with a copy of the report and a reasonable opportunity to respond or dispute the accuracy of the information.

Decisions should be made considering the nature and gravity of the offense, the time that has passed since the offense or completion of the sentence, and the nature of the job held or sought.

Rehabilitation and Fair Chance The YMCA of the East Valley supports the rehabilitation of individuals with criminal records and will provide fair opportunities for employment to qualified individuals.

Consideration will be given to evidence of rehabilitation and good conduct when making employment decisions. This policy is subject to review and may be updated to ensure compliance with applicable laws and regulations.

L. Child Abuse Prevention and Criminal Record Check Policies All employees over the age of eighteen are required to have their fingerprints taken prior to working.

All employees working at or visiting a facility where minors are present are considered to have a supervisory or disciplinary relationship over minors. All new hires and returning program employees with a supervisory or disciplinary relationship with minors will be screened for criminal history. All YMCA of the East Valley Employee Handbook – 2026

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staff will be asked to get fingerprinted through Live Scan and cleared through DOJ and FBI. All employees will be asked to disclose felony and misdemeanor conviction after being given a conditional offer of employment. All staff working directly with children must be fingerprinted through Live Scan and cleared through DOJ and FBI prior to working. A copy of the Live Scan form must be submitted to the YMCA of the East Valley Office. All staff working in licensed program sites must be Live Scanned through DOJ and FBI and cleared by community care licensing guidelines prior to working.

The Vice President of Human Resources will receive a report from the DOJ and FBI of the employee’s criminal record history, including misdemeanors or felonies involving sex-related crimes, drug-related crimes, and violent or aggressive crimes. The Vice President of Human Resources will consult with branch management and determine if the employee is eligible to work based upon their criminal history and will advise the employee as required by applicable law. The nature of the crime, the number of years since the crime, rehabilitation, and character references will all be considered in the final employment decision.

M. Reference Checks and Verification of Employment Employees, former employees, and supervisors should refer all requests for verification of employment regarding current and former employees to the Human Resources Department. It is the policy of YMCA of the East Valley to confirm only dates of employment, position held, and full or part-time status unless further information is requested and authorized in writing by the employee. Only Human Resources employees are authorized to release on behalf of the YMCA of the East Valley information about current or former employees. However, the YMCA will cooperate with requests from authorized law enforcement, local, state, or federal agencies conducting official investigations, and as otherwise legally required.

3. EMPLOYMENT COMPENSATION, CATEGORIES, AND DEFINITIONS A. Exempt and Non-Exempt Legal Definition Under the federal Fair Labor Standards Act (FLSA) and applicable state laws, employees are classified as exempt or non-exempt and categorized as: 1. Non-exempt hourly 2. Salaried exempt

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Comp Time The YMCA of the East Valley does not offer Comp Time (e.g., paid time off in lieu of overtime pay) because of the extremely strict federal and state laws governing this practice.

B. Regular Scheduled Hours/Classification: Employee Status Definition of Regular Full-time Employment A full-time employee is an employee who is classified as full-time and is regularly scheduled to work forty (40) or more hours a week on a continuing basis. Any reference to full-time employment uses this as the official definition unless otherwise stated.

Definition of Part-Time Benefited Employment A part-time benefited employee is an employee who is classified as part-time and is regularly scheduled to work thirty (30) hours or more a week up to 39 hours a week on a continuing basis. Any reference to part-time benefited employment uses this as the official definition unless otherwise stated.

Definition of Part-Time Employment A part-time employee is an employee who is classified as part-time and is regularly scheduled to work less than 30 hours a week on a continuing basis. Any reference to part-time employment uses this as the official definition unless otherwise stated.

If a classified, part-time employee works more than fifty-nine (59) hours a pay period during six (6) consecutive pay periods, the employee will be considered for re-classification to full-time status.

Definition of Seasonal Employment A seasonal employee is an employee who is classified as seasonal and is not usually expected to continue working beyond three (3) months.

Working more than three (3) months does not automatically convert a seasonal employee to any other category of employment.

Seasonal employees are not eligible for employee benefits except as specifically provided by this policy, by the Vice President of Human Resources, or provided by applicable law.

Seasonal employees who are promoted to regular status will keep their original hire date for purposes of all benefit accruals and evaluations.

Definition of On-Call Employment An employee who does not have regularly scheduled hours but rather works a flexible work schedule without regularly scheduled hours is an YMCA of the East Valley Employee Handbook – 2026

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on-call employee. The flexible work schedule is determined by department workload, as well as by the employee's availability for work. An active on-call staff person is required to work at least six days within a three (3) month period and work at least one (1) day each month.

On-call employees are not eligible for employee benefits except as specifically provided by this policy, by the Vice President of Human Resources, or provided by applicable law.

Definition of Resident Camp Counselor Resident camp counselors are scheduled to work the entire duration of the program for which they are hired. Resident camp counselors are usually paid on a weekly basis. They are not eligible for employee benefits except as specifically provided in this policy or under applicable law or as specifically approved by the Vice President of Human Resources.

The California Legislature has established special minimum wage rules for individuals who work for an “organized camp” as defined in Section 18897 of the California Health and Safety Code. Labor Code Section 1182.4 exempts students, employees, camp counselors, and program counselors from the state minimum wage and maximum hour rules, provided they receive a weekly salary of at least eighty-five percent (85%) of the minimum wage for a forty (40) hour week. It does not matter that the employee may work more or less than forty (40) hours a week for camp.

Definition of Government Funded Project/Program Employees The YMCA of the East Valley operates a variety of programs that are contracted for a specific period of time. People employed by these programs will be considered YMCA of the East Valley employees, will be listed on payroll, and will receive pay and benefits relative to the conditions of the specific contract, as well as other applicable employment guidelines.

Definition of Independent Contractor Independent contractors are engaged for specific services with established fees, contract expenses, and written agreements.

Independent contractors are not considered YMCA of the East Valley employees and must meet all applicable legal requirements to be classified as independent contractors.

C. Pay and Compensation YMCA staff members are compensated according to a salary administration plan that takes into account job know-how, problem-solving, and YMCA of the East Valley Employee Handbook – 2026

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accountability, individual job performance, the performance of the YMCA, and the external labor market.

Pay Increases & Reviews Staff members generally receive one performance review per year.

Depending on your level of performance, you may or may not receive a merit increase. If you have received a raise within the previous 6 months from the date of the review, you may not be eligible for a merit increase.

Employees are not generally given pay increases outside of annual merit increases or a position change with increased responsibilities.

Work Hours Unless otherwise specified, the work week begins at 12:01 a.m.

Monday and ends at midnight Sunday.

Meal Periods and Rest Breaks Policy The YMCA of the East Valley complies with federal and state legal requirements concerning meal periods and rest breaks.

The YMCA of the East Valley recognizes that employees perform at their best when they have the rest and nourishment they need. This policy explains when the YMCA of the East Valley expects non-exempt employees to take meal periods and rest breaks.

1.

Meal Periods The YMCA of the East Valley provides employees who work more than five (5) hours in a day a minimum thirty (30) minute unpaid meal period unless they work (6) six or fewer hours total and elect in writing to waive the first meal period.

The YMCA of the East Valley provides a second thirty (30) minute unpaid meal period to employees who work more than ten (10) hours in a workday, unless they work (12) twelve or fewer hours total, did not waive the first meal period, and elect in writing to waive the second meal period.

Employees should take their first unpaid meal period before the end of the fifth hour of work.

Employees should take their second unpaid meal period before the end of the tenth hour of work.

Meal periods cannot be taken at the beginning or end of shifts.

Employees will be relieved of all of their duties during meal periods and are allowed to leave the premises.

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Employees working more than five (5) hours but no more than six (6) hours can waive their unpaid meal period if they do so in writing.

See Appendix A for California Meal Period and Rest Break Policy Acknowledgement The YMCA of the East Valley does not pay non-exempt employees for meal periods, and consequently, non-exempt employees must record the start and stop times of their meal periods.

See Appendix B for detailed information about Meal Periods 2.

Rest Breaks Employees are authorized and permitted to take a 10-minute paid rest break for every four hours worked, or a major fraction thereof. The YMCA of the East Valley authorizes and permits rest breaks. Employees are relieved of all of their duties during rest periods and are allowed to leave the premises. See Appendix C for detailed information.

Whenever practicable, employees should take their ten (10) minute paid break near the middle of each four-hour work period.

Rest breaks may not be accumulated, added to meal breaks, or used as a basis for starting work late or used to leave work early.

Because you are expected to observe your assigned working hours and the time allowed for rest breaks are paid, non-exempt employees should not clock out for rest breaks.

See Appendix C for detailed information about Rest Breaks

Responsibilities Employees are expected to take their meal breaks and rest breaks in accordance with the applicable guidelines set forth in this policy.

Management is expected to make meal breaks and rest breaks available to their employees in accordance with this policy. Supervisors can schedule meal breaks and rest breaks for their employees, taking into account their department’s operational requirements, and employees’ needs. Supervisors may stagger employees’ meal breaks so ongoing operational responsibilities are not compromised, so long as the applicable guidelines in this policy are met.

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Supervisors are responsible for administering their department’s meal breaks and rest breaks in a fair and uniform manner. Supervisors may not pressure or coerce employees to skip their meal breaks or rest breaks.

• Any non-exempt employee who is not provided a timely meal period, is required to work through some or all of a 30-minute meal break, is required to take a late meal break (i.e., is required to begin the first meal break after the end of the fifth hour of work or is required to begin a second meal break after the end of the tenth hour of work), or is not authorized and permitted to take a rest break pursuant to the terms of this policy should let their manager know, and document on ADP (timecard) by no later than the end of the pay period. Supervisors will be responsible for authorizing meal or rest break premiums. Any supervisor who knows or should reasonably know that a meal or rest period was not provided in accordance with this policy should arrange for a premium to be issued to the employee, and unless otherwise stated, the premium should be paid.

• The YMCA of the East Valley will assume that an employee was authorized and permitted to take all applicable rest breaks and that any non-exempt employee who fails to record a meal break, records a less-than-30-minute meal break, or takes and/or records a late meal break, did so voluntarily.

• Any employee who feels that they are owed a premium as a result of this policy, but has not received the premium, should report the missing premium immediately to their supervisor.

Discipline Any employee, supervisor, or manager who fails to observe meal period and rest break policies will be subject to discipline, up to and including termination of employment. Violations of this policy should be reported to any manager or the Human Resources Department.

Every report will be fully investigated, and corrective action will be taken where appropriate.

In addition, the YMCA of the East Valley will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the YMCA of the East Valley’s investigation of such reports. Any form of retaliation in violation of this policy will result in disciplinary action, up to and including termination.

Paychecks Paychecks are distributed via ADP system semi-monthly on the 10th and 26th of each month. When payday falls on a YMCA-paid holiday, checks will be issued by 5:00 p.m. on the last business day preceding the holiday. When payday falls on a weekend, checks will be issued on the Friday before the weekend.

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Paychecks will not be issued to anyone other than the employee without written consent from the employee to cover each occasion.

Automatic Payroll Deposit The YMCA highly encourages the use of automatic payroll deposit; your paycheck will be automatically deposited into your account at virtually any financial institution. You may start or stop enrollment in automatic payroll deposit at any time. Please allow three weeks after you turn in your authorization form before your automatic deposits begin.

Employees must notify the payroll department immediately regarding all changes in bank account information. Failure to do so could result in a delay in receiving your paycheck.

The YMCA of the East Valley uses the ADP payroll system that allows employees swift and convenient access to their personal and pay information, as well as up-to-date company information.

On our ADP portal, you can: • View your personal information such as address and phone numbers. You can also view your emergency contacts and dependent information.

• View your pay statements and 3 years of annual statements (W2s).

• View your attendance and paid time off information.

You can also download the ADP app for your smartphone for access to pay and time off information!

To enroll in the system, please go to https://workforcenow.adp.com and register today!

If you have any questions about the portal and what information is available or how to use it, please contact your supervisor or the Human Resources Department for assistance.

Expense and Mileage Reimbursement All employees eligible for expense reimbursement shall keep a record of expenses incurred on behalf of the YMCA. Expenses will be reported at such time, and in such manner, as required by this policy. The following items are recognized as proper expenses, if provided for in the budget: 1.

2.

Transportation fare (except to and from work) and cost of communication for YMCA business.

The reasonable cost of meals while traveling on YMCA business or at which the employee's attendance is required.

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3.

4.

5.

6.

Traveling expenses, including fares and hotel bills, on approved business trips.

Attendance at conferences, seminars, and conventions, including travel expenses, room and board, and registration fees with prior approval from their Executive Director.

Membership dues and meals in a service club, professional society or community organization where the membership in such a group is deemed advantageous to the YMCA’s interests, and approved by their Executive Director.

Other expenditures pre-approved in writing by the YMCA.

Staff Cell Phone Use and Reimbursement Employees may be required to use their cell phone in the course of their job duties. Where cell phone use is required, the employee will be eligible to receive a monthly cell phone reimbursement. Approval from the Executive Director is required for a cell phone reimbursement, and adherence to the procedures set forth by the accounting department are expected to be complied with for any employee receiving a cell phone reimbursement. If the employee is non-exempt, the employee must report any cell phone usage time outside of their recorded work shift to their manager to ensure that the time spent on the required communication is properly compensated as time worked. The use of cellphones to communicate absences, etc. to a supervisor is not considered a business use and is not eligible for reimbursement.

Attendance Every employee is expected to be at their work areas and ready to work at their regular start time on their scheduled workdays. Repeated and frequent absenteeism, tardiness, and/or early departures from work negatively impact an employee’s job performance and may result in corrective action, up to and including termination of employment.

The YMCA of the East Valley recognizes that employees may occasionally need to take time off from work without scheduling it in advance. This policy describes the guidelines for unscheduled absences and tardiness that exceed the Y’s attendance expectations and may result in corrective action.

Absences, Tardiness, or Early Departure For purposes of this policy, the following definitions apply: • Scheduled absence – occurs when an associate requests time off and has obtained management approval prior to the absence.

• Unscheduled absence – occurs when an associate is absent from work and has not scheduled this time off in advance with approval from their supervisor or manager. Additionally, associates are expected to attend all scheduled meetings.

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•

•

do not include approved and scheduled Time Off (TO) (a “scheduled absence”), jury duty, Y-recognized holidays, bereavement leave, paid sick leave that is protected by local approved state and federal leaves of absence, including but not limited to jury duty leave, military leave, leave protected under the Family and Medical Leave Act (FMLA) or similar state laws, and unpaid time off or leave specifically approved by the Y as an accommodation under the Americans with Disabilities Act (ADA) or similar state laws; and/or time off due to a work-related injury that is covered by workers’ compensation.

Tardiness – occurs when the associate is not at their work area and ready to work until after the start of the scheduled start time at the beginning of the day or after the end of a rest or meal period without the supervisor’s or manager’s prior approval.

Early departure – occurs when an associate leaves their work shift prior to the end of the employee’s regularly scheduled end time without the supervisor’s or the manager’s prior approval.

Each situation of absenteeism, tardiness, or early departure will be evaluated on a case-by-case basis. Even one unexcused absence or tardiness may be considered excessive, depending upon the circumstances. However, the YMCA of the East Valley will not subject employees to disciplinary action or retaliation for an absence, tardiness, or early departure for which discipline may not be imposed under applicable law. If the employee believes that their absence, tardiness, or early departure is (or should be) excused pursuant to applicable law, the employee should notify their manager of this fact as soon as possible, but no later than at the time of the absence, tardiness, or early departure. (For the required timing of an employee’s notice of the need for a foreseeable leave of absence, see the applicable leave policy). If an employee believes they has been mistakenly subject to disciplinary action for an absence, tardiness, or early departure that the employee believes should be excused/approved, the employee should promptly discuss the matter with their manager or Human Resources. The Y will investigate the situation, and any error(s) will be corrected.

Written Verification Unscheduled absences due to an illness or injury for more than three (3) consecutive scheduled workdays, or a pattern of absenteeism, may require satisfactory evidence of such illness, injury, or disability in the form of written verification from the associate’s healthcare provider or other qualified provider or personnel, as permitted by applicable law or regulations.

Employees are expected to provide any requested supporting documentation to the Human Resources Department. Approved and YMCA of the East Valley Employee Handbook – 2026

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scheduled leaves and absences that are protected by local, state, or federal law, as well as those that are approved, may also require written verification from the associate’s healthcare provider.

An employee who was hospitalized, even for one (1) day, may also need to provide a healthcare provider’s note stating they are able to return to work and with or without accommodations and listing restrictions, if any. Failure to provide written verification immediately upon return to work may prevent the employee from being able to return to work until a medical release can be obtained.

In addition, to the extent allowed by law, written verification of an illness by the employee’s healthcare provider may be required sooner in cases of repeated absence (i.e., an employee who has begun to demonstrate a pattern of missing scheduled weekend days, scheduled holidays, scheduled workdays adjacent to scheduled days off, or any other pattern of habitual or excessive absenteeism).

Employees are required to provide adequate advance notice of an unscheduled absence, late arrival to work, or early departure from work, in accordance with the “call-in” procedures established by their department or site. Employees must provide their supervisor with the reason for the unscheduled absence (e.g., personal or family illness, emergency) and the expected duration of the time away from work.

Unscheduled Absence Call-In Procedures Employees are expected to follow the guidelines set up by their branch regarding calling in an absence. Based on the role, employees may need to notify not only their supervisor, but also other staff members of an unscheduled absence. At a minimum, employees are expected to call in two (2) hours prior to their scheduled start time on the first day of the unscheduled absence and each subsequent day thereafter, unless they have advised their supervisor or manager of the anticipated duration of the absence. Failure to follow the call-in procedures for their area may subject the employee to corrective action.

No Call / No Show If an employee does not report to work and does not contact a supervisor or manager to report an absence, this is considered a “no call/no show.”

• Any incident of a “no call/no show” will result in an appropriate corrective plan.

• Any no call/no show for two (2) scheduled workdays will be considered job abandonment and will be considered a voluntary separation from employment with the Y, with no eligibility for rehire.

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Guidelines for Counting Occurrences Instances of unscheduled absences, tardiness, and early departures may be counted as occurrences for the purpose of measuring performance, except where the reason for the occurrence is protected under an approved and scheduled leave of absence, FMLA, or any other leave of absence protected by local, state, and federal laws and regulations. In all instances, supervisors and managers may exercise discretion and consider each situation on its own merits: • Unscheduled absence — the first day and subsequent consecutive days of the unscheduled absence may be considered as one (1) occurrence (i.e., someone is absent on January 3, 4, and 5 would count as one occurrence, not three (3) occurrences).

• Unscheduled tardiness or early departure — each incident may be considered as one (1) occurrence.

Absences, tardiness, and early departures are counted over a rolling 6month period, looking backward from the date of the current occurrence.

A series of occurrences in a rolling 6-month period may be grounds for corrective action, up to and including termination of employment, depending on the nature and number of occurrences. Each situation will be considered on its own merits, and management may use its discretion in applying attendance standards.

The chart below shows how occurrences may be counted: INCIDENT

NUMBER OF OCCURRENCES

1 Unscheduled Absence 1 Unscheduled Tardy 1 Unscheduled Early Departure

1 Occurrence 1 Occurrence 1 Occurrence

When an employee exhibits attendance, tardiness, and/or early departure patterns, the employee and the supervisor or manager will engage in a problem-solving conversation to determine the cause of the decline in attendance. In each case, the frequency of incidents, unacceptable patterns, and/or the level of impact the performance issues have on business operations may accelerate the corrective action process.

The following grid is designed to provide suggested guidelines for management when addressing the total number of occurrences in a rolling 6-month period, provided that the reason for the occurrence is not protected under an approved and scheduled leave of absence, FMLA, or any other leave of absence protected by local, state, and federal laws and regulations.

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Guidelines for Corrective Action Level of Corrective Action Number of occurrences in a rolling 6-month period (looking backwards)

Verbal Warning

Written Warning

Final Written Warning

3

5

7

Termination of Employment 9

Specific performance concerns that may accelerate actions under the guidelines of the Attendance and Punctuality policy include, but are not limited to, the following: 1. Arriving late without prior supervisory approval 2. Leaving early without prior supervisory approval 3. Being unavailable to work, including instances where the employee is unable to be located during scheduled work hours 4. Attending to personal business during the scheduled work shift to the extent that such activity impacts business operations 5. Failing to adhere to timekeeping procedures when arriving to start a shift, leaving for or returning from a meal period, leaving at the end of the shift, and other actions that inhibit the accurate recording of actual time worked 6. Taking unscheduled time away from work in conjunction with other time away, such as weekends, holidays, or scheduled PTO or PSL not otherwise governed by applicable sick leave laws or regulations 7. Failing to adhere to the departmental notification procedures 8. Frequently missing Mondays and/or Fridays 9. Absences following a denied request for PTO or PSL for the same day requested Management’s Responsibility Managers and supervisors are expected to maintain accurate documentation of all employee attendance and punctuality records and to review these records as needed with associates as soon as an unacceptable pattern of performance is identified. Managers and supervisors should meet with employees and provide feedback and counseling to employees with exhibited attendance issues. These sessions should be conducted as soon as attendance, tardiness, or early departures are evident and should be documented.

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Managers and supervisors will discuss issues, patterns, misuse, and other attendance concerns with the employee directly to support the employee in solving attendance issues. Ultimately, however, it is the employee’s responsibility to solve any attendance issues.

Managers and supervisors will consult with Human Resources to clarify the level of corrective action necessary before meeting with the associate and may initiate corrective action in accordance with the guidelines established in this policy.

The YMCA of the East Valley reserves the right to use its sole discretion in applying the attendance and punctuality policy guidelines based on special or unique circumstances required to meet business needs and may deem it appropriate to provide corrective action at any level, up to and including termination of employment, at any time during the process. *The rolling 6-month period is a continuously moving 6-month calendar starting from today’s date or acknowledgment of the most recent incident and counting back to 6 months ago. Any absences or tardiness that occurred within that 6-month period are counted in the occurrence total.

Overtime The YMCA of the East Valley pays overtime as obligated by federal and state law. The YMCA of the East Valley pays non-exempt employees overtime at one and one-half times their regular rate of pay for the following: 1. All hours worked in excess of forty (40) hours per work week.

2. All hours worked in excess of eight (8) hours per workday, but no more than twelve (12).

3. The first eight (8) hours of work on the seventh consecutive workday in a work week.

The YMCA of the East Valley pays non-exempt employees’ overtime at the rate of double time for the following: 1. All hours worked in excess of twelve (12) in a workday; 2. All hours worked in excess of the first eight (8) hours of work on the seventh consecutive workday in a workweek.

Overtime is calculated on actual hours worked.

Overtime work is subject to the same rules and policies as regular work hours (for example, attendance, tardiness, rules of conduct, performance).

The supervisor must authorize all overtime work in advance. The branch executive must approve work on a holiday in advance. Any non-exempt employee working unauthorized overtime will be subject to discipline. The YMCA of the East Valley does not provide comp time off.

All non-exempt employees are entitled to at least one day of rest every seven days in a workweek unless certain exceptions apply as described in the YMCA of the East Valley Employee Handbook – 2026

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Day of Rest Policy. An employee may independently and voluntarily choose not to take a day of rest and confirm such choice in writing.

Timecards It is essential that staff follow proper timecard procedures to ensure that payroll is correct and on time. Failure to submit a properly completed timecard may result in a delay in payment. Repeated failure(s) to turn in a timecard or intentional misreporting on a timecard may result in disciplinary action, up to and including termination.

Volunteering for the YMCA Volunteers are the backbone of the YMCA. Volunteers not only founded the YMCA but also operated it in its entirety in the early days. The involvement of thousands of talented, committed individuals greatly extends the range, quality, and variety of YMCA programs; thus, every staff member’s job is to promote YMCA volunteer opportunities. All staff should work to ensure that volunteers have a positive and rewarding experience at the YMCA. Staff may volunteer for the YMCA of the East Valley only for services that are completely different from the job functions for which they are compensated.

For instance, a member of the office staff may volunteer their time to coach a youth sports team. There can be no promise, expectation, or receipt of compensation for any volunteer services.

Medical Examinations Due to certain state licensing requirements, some YMCA staff (such as transportation drivers, childcare employees, etc.) may be required to undergo a medical examination(s). The YMCA pays the cost of such required medical examinations.

4. EMPLOYEE RESPONSIBILITY A. Drug-Free Workplace Substance abuse in the workplace is detrimental to the health and safety of not only our employees, but also to all other staff/volunteers, programs, activities, and other members. It also contributes to increased absenteeism, tardiness, medical costs, and decreased productivity. Therefore, the YMCA of the East Valley maintains a workplace that is free of illegal drugs and alcohol.

The YMCA of the East Valley’s Drug & Alcohol policies cover all YMCA staff/volunteers during all working hours, including lunch and break periods, while conducting YMCA business, or on YMCA premises at any time.

The Association is committed to maintaining a safe and healthy workplace free from these influences (as defined in the United States Controlled Substances Act, 21 U.SIC.B811) on YMCA premises. It is expected that all YMCA of the East Valley Employee Handbook – 2026

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employees will be committed to achieving the goal of a safe and productive drug-free workplace (including drugs that are federally illegal, if not illegal in the state of California).

Also, please note that in accordance with the federal Drug & Alcohol Free Workplace policy, all employees must report any criminal convictions for manufacturing, distributing, dispensing, possessing, or using controlled substances in the workplace to the employer within five days.

When there is reason to believe that a staff member or volunteer has violated the policy, the YMCA may require a drug test and/or may conduct a legal search of persons, their personal belongings, and workspaces for drugs, alcohol, and related paraphernalia. Any illegal material (drugs, weapons, etc.) will be confiscated and turned over to the appropriate authorities. An employee’s refusal to comply with testing will be considered a violation of this policy and, therefore subject to disciplinary action up to and including termination.

Violations of this Drug-Free Workplace policy may result in disciplinary action up to and including termination, even for a first offense. In addition, there may be legal consequences. Those employees who are allowed to continue employment after a “positive” screening may be required to submit to regular, random drug screening and/or relevant treatment as a condition of continued employment.

Any future positive screenings would result in immediate termination of employment.

Getting Help Voluntarily The YMCA encourages staff members who are dealing with drug abuse or dependency to seek assistance through their medical insurance plans or through other agencies. The Human Resources Department will provide confidential assistance to locate suitable help.

B. Clothing/Standards of Appearance For the YMCA of the East Valley staff to be known and visible at all times to the communities that we serve, we require Y staff to wear visible Y name tags and a branded Y uniform top. Clearly identifying and differentiating Y staff from Y members will help protect the youth that we serve and help our constituents know who to go to for help and support.

The YMCA welcomes, involves, supports, and employs people of all ages from diverse cultures and backgrounds. We allow for individual expression, but clothing and appearance still need to be within appropriate business standards. YMCA staff members should exercise sound business judgment about personal appearance, dress, and grooming, enabling them to effectively and safely perform their job duties. Individual expression in YMCA of the East Valley Employee Handbook – 2026

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personal appearance, when offensive to others, is inappropriate for YMCA staff members while on duty or on the YMCA premises.

Due to the nature of the work in the YMCA of the East Valley, appropriate, clean, neat, and safe dress is expected of all employees. Each employee should discuss dress standards with their supervisor and must dress within branch and department standards, such as standardized Y gear and name tags in alignment with the YMCA of the East Valley Dress Code StandardsProfessional Appearance.

C. Telephones Telephone courtesy is a necessity for incoming and outgoing calls. YMCA of the East Valley phones must be kept free for business calls. Except for emergencies, personal phone calls are strongly discouraged during working time. The use of electronic devices and cellular phones is strongly discouraged unless they are being reimbursed by the Y and specifically used for business purposes.

Cell Phones and Electronic Devices Cell phone use should be limited to conducting business for the YMCA. Cell phones may not be used to conduct personal business during working time. Texting, emailing, or taking pictures that are not workrelated with cell phones is prohibited during working time. Taking pictures during working time with regular cameras for any purpose other than YMCA use is prohibited.

Business Use of Mobile Phones: Policy and Procedures Employees in positions requiring regular business-related needs of mobile devices in and out of office may be qualified for monthly reimbursement to be approved by their supervisors/branch executives at the expense of the branch operating budget. This allowance is a reimbursement for the business use of a smartphone and therefore, not taxable to the employees.

Smartphone passwords or other security measures are required for any network-connected device and are not optional.

D. Guidelines for Electronic Media Social Media Policy The YMCA of the East Valley recognizes the value of social media and other online communication tools for business purposes. The goal of the YMCA of the East Valley’s participation in social media is to enhance member relations, educate the general public about the variety of YMCA programming, showcase the organization as a nonprofit worthy of

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support, increase engagement, and direct traffic to the YMCA of the East Valley website.

To protect the Y from miscommunications and slander, and to protect the brand and messaging of the Y, all employees and volunteers are expected to behave in a manner consistent with the Y’s values of caring, honesty, respect, and responsibility, and to abide by this policy when using social media or other online communication tools for work or personal purposes.

Many Y employees maintain individual pages on social media sites and/or use other online communication tools to connect and communicate for personal purposes. This policy is not meant to restrict expression and communication, but to manage the potential risks and protect you and the organization. The Y recognizes that publicly observable communications, actions, or words are not private. Individuals’ online activities are accessible to the community at large.

Accordingly, the following policy and set of guidelines for appropriate online conduct must be followed and should serve as a tool to reference for the best and most appropriate use of online communications.

Using Social Media for Personal Purposes Employees are personally responsible for the content they publish on social media sites. Additionally, an employee can be disciplined for commentary, content, or images that are inappropriate or inconsistent with YMCA values. As a general reminder, be conscientious if you choose to mix your YMCA and personal presence on social media. If you are in touch with someone because of your role with the Y, your actions may represent the Y. If you are posting content about YMCA-related business on a personal social media account or site, make it clear you are only speaking for yourself and not on behalf of the YMCA. There shall not be any social media or text interactions with minors (who you did not know prior to the YMCA outside of YMCA activities and programs or after normal YMCA hours, and never on personal matters (including casual conversation, or for reasons unrelated to job responsibilities).

Any personal websites that identify you as a YMCA employee should not undermine the YMCA mission, cause, voice, values, and areas of focus.

Personal social media sites must be registered using a personal email address, not a YMCA email address. Do not use the trademarked YMCA logo as a profile or cover photo on your personal channels. This gives the impression that it is an official organization social media account.

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with minors, who you did not know prior to the YMCA. This policy applies to all media outlets, including but not limited to Instagram followers, Facebook friends, Twitter followers, etc., with children and teens on social networking sites. You may interact with children and teens through official YMCA groups, but you may not initiate any type of communication with children under the age of 18 without the permission of a parent.

Responses to children-and teen-initiated communications should be limited to those that are YMCA-related. One-on-one communications with minors (i.e., posting a comment to a child’s Facebook page) are prohibited at all times.

Political Activism As a tax-exempt charitable organization, the YMCA is prohibited from engaging in political activism. This means the YMCA must not endorse candidates for political office or become involved in any way in a political campaign or in endorsing a political position or issue. Doing so could cause the YMCA’s tax-exempt status to be revoked. As an individual citizen, you are free to participate in political activity, but you must not speak on behalf of the YMCA for any purpose. You should avoid even the appearance or presumption of this in your online media activity and interactions. For example, do not post links to political campaign websites in the same area where you would discuss your YMCA employment.

Liability Be aware that libel, copyright, and data protection laws apply. Respect proprietary information and confidentiality. Do not comment on workrelated matters unless you are the YMCA’s authorized location/Association spokesperson.

Other people's information belongs to them (be it intellectual property or personal information). It is their choice whether to share their material with the world, not yours. Before posting someone else's material, check with the owner for permission to do so.

Respect brand, trademark, copyright, fair use, trade secrets (including our processes and methodologies), confidentiality, and financial disclosure laws. If you have any questions about this policy, they should be addressed to the Vice President of Human Resources.

Discipline for Violations of Policy Any person who discovers misuse of internet access should immediately contact the Vice President of Human Resources. Any user who violates any part of this policy will be subject to discipline up to and including immediate termination.

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The pace of technological change and growth in electronic communications is rapid. This policy applies to all present and future electronic communications systems and devices, to improvements and innovations to existing systems and devices, and to completely new technologies, devices, and systems. The YMCA reserves the right to amend this policy at any time through an authorized writing from an authorized YMCA representative.

E. YMCA of the East Valley Property The YMCA of the East Valley’s electronic media includes, but is not limited to the following: smartphones, electronic devices, personal digital assistants (PDA), tablets such as iPad and Chromebooks, wearable devices, portable storage, host computers, file servers, workstations, standalone computers, laptops, software, e-mail, voicemail, text messages, instant messages, internet access, fax machines, and any other internal or external communication networks. These resources enable employees to efficiently access and exchange information. All data sent or stored on the YMCA of the East Valley’s electronic media is the property of the YMCA of the East Valley.

For security reasons, special care needs to be taken when using personal devices to access the YMCA of the East Valley’s e-mail, data, and documents.

Upon separation from the Association, employee must remove all YMCA email/data from such devices. Please reference separate agreement (Use of Personal Electronic Devices).

The YMCA of the East Valley, including Branch Executive Directors, has the right and ability to monitor the use of the computers and the information contained within them, including e-mails, internet usage, and all files stored on YMCA of the East Valley computers, as well as telephone voice mail, at any time, with or without employee’s consent or notice for business purposes. This examination helps to ensure compliance with internal policies, supports the performance of internal investigations, and assists with the management of the YMCA of the East Valley information systems. Use of email, voicemail, and YMCA of the East Valley computer systems constitutes acceptance of such monitoring. There can be no expectation of privacy using these systems. Please note that even when a message is deleted, it is still possible to recreate the message. Therefore, privacy of messages cannot be guaranteed to anyone.

F. E-Mail / Instant Messaging / Collaboration Apps E-mail, instant messaging, and collaboration apps are valuable tools and, when properly used, they can be an effective and efficient means of communication. However, when used carelessly, it can be the cause of miscommunication and damaged relationships. How you approach topics on e-mail, instant messaging, and collaboration apps can have unintended YMCA of the East Valley Employee Handbook – 2026

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consequences. To maintain professionalism and good working relationships when using these tools, all employees should observe the following guidelines: • Be very careful with wording, internet acronyms, and use of emojis. Since e-mail, instant messaging, and collaboration app messages have neither body language nor tone of voice, misunderstandings can occur. Keep this in mind when interpreting messages from others and use restraint and courtesy when writing messages.

• Avoid excessive e-mail. Do not send e-mail to all Outlook addresses without prior approval from the YMCA of the East Valley IT department. As a general rule, do not “reply to all.” Do not forward junk mail, “virus warnings”, chain letters, jokes, or executable files.

• Do not send fraudulent messages or e-mails that mask your identity or email that indicates that someone else sent it.

• Do not use the YMCA name on any type of e-mail address other than the approved accounts.

While e-mail, instant messaging, and collaboration apps may accommodate the use of passwords for security, the reliability of such passwords for maintaining confidentiality cannot be guaranteed. You must assume that someone other than the intended recipient may read any and all messages.

Except in accordance with the YMCA of the East Valley’s Inspection Policy, all messages sent via e-mail, instant messaging, and collaboration apps are considered confidential and, as such may be accessed only by the addressed recipient. The Vice President of Human Resources must approve any exception to this policy. When a manager needs to access their departed staff’s messages, the Vice President of Human Resources and/or CFO may approve such access with written notice from manager, preferably as a Help Desk ticket. However, emails are not private, and employees have no right to privacy in their use of YMCA equipment.

Employees learning of any misuse of e-mail systems or violation of this policy need to notify the Vice President of Human Resources and/or CFO.

G. Information Security Practice Confidentiality of all YMCA of the East Valley records and data must be strictly maintained, and access is restricted to authorized employees only. All users must use their assigned user identification and password. YMCA of the East Valley records and data may not be used for non-YMCA business.

Employees may not disclose confidential YMCA of the East Valley business information to any party not entitled to that information. Such disclosure is prohibited through e-mail or any other media.

Users are responsible for safeguarding their passwords for the system. Users are to follow password best practices as defined by IT. Passwords should not be printed, stored online, or given to others. Users are held accountable for YMCA of the East Valley Employee Handbook – 2026

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all transactions made using their passwords. In exceptional cases, such as employee absence, if a password is given out, the password should be changed after the employee returns. Employees with an anticipated absence should make passwords available in a sealed envelope to a supervisor or department head, because the system may need to be accessed by the YMCA of the East Valley when your absence.

Confidential YMCA of the East Valley data should not be stored on electronic media sharing devices that cannot be encrypted or physically secured. It is the obligation of every employee to minimize any need to input, store, or transport any protected member information anywhere other than in a secure YMCA records system. Protected member information may include, but is not limited to, the member’s first and last name, address, date of birth, or social security number. (Mental health and case management staff may also have access to protected health information, which is subject to additional protection and policies.) For staff who work remotely (primarily at school sites), there are limited circumstances in which protected member information can be created and transported on a portable device outside of secure YMCA records systems, such as exigency contact information for children. Portable computer devices include laptops, notebooks, and associated peripherals such as flash drives.

Users are to immediately notify the IT department if a breach of security on YMCA of the East Valley data and/or information systems is suspected.

H. Computer Software and Data Use Laws about the installation and use of software are very strict. Employees may not make or use additional copies of any software that has been purchased by the YMCA of the East Valley. This includes copying the software for use on other YMCA of the East Valley computers. Copyright laws require the purchase of separate copies of software for each workstation/machine or network, where applicable. Employees may not bring a copy of software from other sources, including home or another place of business and place the software on an YMCA of the East Valley machine. Any software additions, upgrades or Internet downloads must have prior approval of the YMCA of the East Valley Information Technology department.

Confidentiality of all YMCA of the East Valley records and data must be strictly maintained, and access is restricted to authorized employees only. All users must use their assigned user identification and password. YMCA of the East Valley records and data may not be used for non-YMCA business.

Employees may not disclose confidential YMCA of the East Valley business information to any party not entitled to that information. Such disclosure is prohibited through e-mail or any other media.

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I. Internet Use of the internet is restricted to the following: • to communicate with employees, volunteers, vendors, or clients regarding matters within a staff person’s job duties and responsibilities; • to acquire information related to an employee’s duties and responsibilities; and • to facilitate the performance of any task or project in a manner approved by an employee’s supervisor.

Employees may not use instant messaging on the internet nor any audio or video streaming for their entertainment.

J. Misconduct Misuse or abuse of the YMCA of the East Valley’s electronic media may result in corrective and disciplinary action, up to and including termination of employment. Use of electronic media should be consistent with all other YMCA of the East Valley policies and standards of conduct. This includes but is not limited to policies prohibiting harassment, discrimination, and inappropriate communications with minors.

Electronic media may not be used for pornography, threats, violence, gambling, discrimination, harassment, conduct that violates any other YMCA of the East Valley policy, or any illegal activity. Sending and/or forwarding any e-mail that violates these policies is itself a violation of YMCA of the East Valley policy.

Employees may not use YMCA of the East Valley e-mail or internet access for any other business or profit-making activities. This includes non-business information such as soliciting for commercial ventures, religious or political causes, or other outside organizations and concerns.

K. Discipline Violation of computer usage policies may result in disciplinary action up to and including termination. In addition, the YMCA of the East Valley may advise appropriate civil authorities of any illegal actions.

Employees and volunteers requiring access to YMCA of the East Valley systems and network, will be given access after they sign a copy of Computer Usage Policy based on this guideline and the signed copy is received by the IT Department.

This policy in no way prohibits employees from engaging in activities that are protected under applicable state and federal laws, including but not limited to any activity that is protected under Section 7 of the National Labor Relations Act, which includes the right of employees to speak with others, engage in YMCA of the East Valley Employee Handbook – 2026

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workplace debates, and protest about their terms and conditions of employment.

Misuse or abuse of the YMCA of the East Valley’s electronic media may result in corrective and disciplinary action, up to and including termination of employment. Use of electronic media should be consistent with all other YMCA of the East Valley policies and standards of conduct. This includes but is not limited to policies prohibiting harassment, discrimination, and inappropriate communications with minors.

L. Copyrights All patents and copyrights granted to YMCA employees as a result of jobrelated work, and materials created while employed and under the supervision of the YMCA, must be in the name of the YMCA and remain the property of the YMCA of the East Valley.

Violation of computer usage policies may result in disciplinary action up to and including termination. In addition, the YMCA of the East Valley may advise appropriate civil authorities of any illegal actions.

5. YMCA TRAINING AND ADVANCEMENT A. Employee Roster Categories For purposes of the National YMCA roster listing, the YMCA of the East Valley recognizes the following classifications of employees as established by the YMCA of the USA: • General Employees - Staff members related to operations such as clerical, maintenance, food service, etc.

• Leader – Staff members who are full-time employees in program and administrative positions but who do not meet the qualifications for certifications as Team Leaders or who may be in the process of obtaining such certifications.

• Team Leader – Staff members who are full-time in administrative or program positions who have met the qualifications for the certification.

These include completion of Principles & Practices, Intro to Volunteerism, Intro to Leading Others, and Intro to Fiscal Management. Additional requirements include completion of the Leadership Competency SelfAssessment, Completion of the Team Leader Certification Test, and Supervisor approval.

• Multi-Team Leader (replaces Senior Director) – Staff members who are full-time in administrative or program positions who have met the qualifications for Team Leader and completed the additional requirements.

These include completion of a Project Management course, the Evaluating & Communicating Impact course, the Leading & Coaching Others course, the Advanced Fiscal Management course, and 5 elective credits. Additional YMCA of the East Valley Employee Handbook – 2026

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•

•

requirements include completion of the Multi-Team Certification Test and supervisor approval. Recertification is required every 5 years which requires completion of 20 continuing education credits and completion of the online Leadership Competency Assessment.

Branch Leader (replaces Senior Director) - Staff members who are fulltime in administrative or program positions who have met the qualifications for Team Leader and completed the additional requirements.

These include completion of the New Branch Executive Institute, the Executive Fundraising course, and 2 elective credits. Additional requirements include completion of the Multi-Team Certification Test and supervisor approval. Recertification is required every 5 years, which requires completion of 20 continuing education credits and completion of the online Leadership Competency Assessment.

YMCA Organizational Leader - Staff members who are full-time in administrative or program positions who have met the qualifications for Multi-Team or Branch Leader and completed the additional requirements.

These include completing either Track One or Track Two Requirements.

Track One requires completion of the Leading Change course and 2 additional courses. Track Two requires completion of the Organizational Leadership Institute. Additional requirements include completion of a certification assessment, including a project and presentation and holding or acquiring a 4-year college degree. Recertification is required every 5 years which requires completion of 20 continuing education credits and completion of the online Leadership Competency Self-Assessment.

B. Training Opportunities The YMCA of the USA offers a wide variety of training opportunities, which include: Principles and Practices (P & P) - a three-day residential training experience designed to provide full-time staff in their first year of YMCA employment with the background and skills essential to job success. Delivered by the YMCA of the USA, this course is offered multiple times per year throughout the country, with 1-2 of those sessions generally being offered in California.

• Leadership Competency Modules - Various skill-focused training modules designed to complement P&P and develop in-depth competencies in specific skill areas such as: Volunteerism, Leading Others, & Fiscal Management.

• New Branch Executive Development Program - EDP is an intensive training program for Senior Directors and Professional Directors wishing to explore and develop problem-solving, management, and leadership skills that prepare them for YMCA Branch and Corporate Executive positions.

Regional Training Events - Local opportunities offered throughout the country, focused on the needs of that region, that offer both Leadership Competency Module courses and coursework that can lead to certification in areas such as: YMCA of the East Valley Employee Handbook – 2026

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• • • • • • • • • •

General Programs Active Older Adults Aquatics Camping Child Care Community Development Family Programs Health and Fitness Sports Teen Leadership

Regional Training Event courses are classified by one of five levels: • Basic - Certifies staff to work with members/participants • Instructor - Certifies staff to teach members/participants • Director - Certifies staff to administer a program and train staff/volunteers in the YMCA of the East Valley • Trainer - Certifies staff to train and certify staff/volunteers from any YMCA in a specific basic, instructor, or director level course • Faculty - Certifies staff to train and certify staff/volunteers from any YMCA in a specific trainer-level course

C. External Employee Education Some employees may need to attend training programs, seminars, conferences, lectures, meetings, or other outside activities for the benefit of YMCA of the East Valley or the individual employees. Attendance at such activities, whether required by the YMCA or requested by individual employees, requires the written approval of the Vice President of Human Resources. To obtain approval, any employee wishing to attend an activity must submit a written request detailing all relevant information, including date, hours, location, cost, expenses, and the nature, purpose, and justification for attendance.

Attendance at any such event is subject to the following policies on reimbursement and compensation. For attendance at events required or authorized by the YMCA, customary and reasonable expenses will be reimbursed upon submission of proper receipts. Acceptable expenses generally include registration fees, materials, meals, transportation, and parking. Reimbursement policies regarding these expenses should be discussed with the Vice President of Human Resources in advance.

Employee attendance at authorized outside activities will be considered hours worked for non-exempt employees and will be compensated in accordance with normal payroll practices.

This policy does not apply to an employee's voluntary attendance, outside of normal working hours, at formal or informal educational sessions, even if such sessions generally may lead to improved job performance. While YMCA YMCA of the East Valley Employee Handbook – 2026

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of the East Valley generally encourages all employees to improve their knowledge, job skills, and promotional qualifications, such activities do not qualify for reimbursement or compensation under this policy unless prior written approval is obtained as described previously.

6. BENEFITS A. Benefits Information Your Human Resources Department can answer questions and provide more information about all of our benefits program.

Benefits make up an important part of our overall compensation package.

Our benefits are reviewed annually, and the YMCA reserves the right to modify in any way or terminate any of its benefit plans at any time. The following benefit information is a summary only: if there is a discrepancy between this information and the official policy, documents, and/or contracts, the official documents will prevail.

B. Eligibility for Benefits Regular full-time staff (people hired to work 40 hours per week or hold a salaried-exempt status) are eligible to participate in all the YMCA’s benefit programs and receive a full-time staff Y facility usage comparable to membership. Failure to maintain a regular schedule of 40 hours per week may result in a reduction in status to part-time.

Regular part-time benefits staff (people hired to work 30 hours or more but less than 40 hours per week) are eligible to participate in medical/dental benefits, receive employer-paid life insurance, part-time sick leave, may participate in the YMCA Retirement Program (if and when eligible), and will receive a part-time staff facility usage comparable to a Y membership.

Regular part-time staff (people hired to work less than 30 hours per week) are eligible for part-time sick leave, may participate in the YMCA Retirement Program (if eligible), and will receive a part-time facility usage comparable to a Y membership.

Changing from Part-Time to Full-Time Participation in medical/dental insurance plans begins on the first of the month following the change. Vacation and floating holiday accrual rates are based on your full-time date of hire.

Changing from Full-Time to Part-Time Participation in medical/dental plans ends on the last day of the month in which the change is made. Coverage may be continued at the employee’s expense through COBRA provisions. Accrued vacation time YMCA of the East Valley Employee Handbook – 2026

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and unused floating holidays will be paid out on the day of the change.

Accrued sick time will not be paid out but will be transferred to your part-time sick leave accrual balance up to the maximum accrual balance of 48 hours.

Re-Hired YMCA Staff It is the individual employee’s responsibility to notify the Human Resources Department in writing of previous YMCA experience.

Employees must note their previous service both on the job application, as well as supply a memo to the Human Resources Department detailing their dates of service at all other YMCA’s on or before their initial date of hire.

Staff members with prior YMCA experience receive the following adjustments to their Vacation, Retirement, and Service Awards: • Vacation: Accrual rate is based on total continuous years of fulltime service within the YMCA. It is not limited to service within the YMCA of the East Valley.

• Retirement Plan: Rehired employees who were enrolled in the Retirement Plan previously are re-enrolled according to the terms and conditions of the Plan.

• Sick Leave: Accrued balances unspent are transferred from your previous YMCA and carried forward as your beginning balance with the YMCA of the East Valley if the YMCA work is continuous.

C. Vacation Pay Regular full-time staff will accrue vacation time based on their total continuous full-time service within the YMCA. Vacation begins to accrue on the first day of employment.

To receive pay for vacation time, employees must request the time off in the Time & Attendance System and obtain approval from their supervisor.

Vacation may be used in partial (hourly for non-exempt or half-day for exempt) or full-day increments, and is approved as business needs permit.

Staff may use vacation time as soon as it has been accrued, but may not "borrow" vacation time or use it before it has accrued. Payment in lieu of vacation is not permitted except at termination of full-time employment, at which time the individual will be paid for all unused accrued vacation time.

Maximum vacation accrual depends on years of service (see chart). Staff members who reach their maximum vacation accrual stop accruing vacation hours until a portion of the accrued vacation is used and accrual is below max cap.

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Full-Time Employees Years of Service

Vacation Accrual Rate

Maximum Accrual Rate

Hours Accrued each Semi-Monthly Period

0-3 3+ - 5 5+ - 10 10+

12 days/year 15 days/year 20 days/year 23 days/year

18 days 22.5 days 30 days 34.5 days

4.00 5.00 6.67 7.67

D. Holiday Pay Holiday pay was established to ensure that all active, regular, full-time employees are able to enjoy the holidays with their friends and family without suffering undue financial hardship. As such, all active, regular, fulltime non-exempt employees may be eligible to receive one of the following options on any YMCA of the East Valley designated holiday: 1. The holiday off with pay; or 2. The holiday will be paid at the regular rate of pay, plus up to eight hours of holiday pay, depending on the length of the shift and the eligibility of the employee to receive the holiday premium.

Under no circumstances would an employee benefit from both options.

A holiday that falls on a Saturday will be recognized on the preceding Friday.

If it falls on a Sunday, it will be recognized on the following Monday. A holiday that occurs during Vacation or paid Sick Time will be counted as a holiday, not as vacation or sick Time. Staff members on a leave of absence are not eligible for holiday pay.

YMCA Holidays • New Year’s Day • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Christmas Day

E. Floating Holidays The YMCA of the East Valley understands that not everyone observes the same holidays and therefore, in addition to the established six (6) holidays, we have developed three (3) additional holidays that eligible employees can use for their own personal observances. Full-time employees will accrue three (3) floating holidays in a twelve (12) month period.

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Eligible employees can use up to three (3) floating holiday(s) anytime during the calendar year (January 1st to December 31st).

• Floating Holidays must be taken in full-day increments.

• Floating Holidays will start accruing upon hire, but may not be used until successful completion of 90 days of employment with the YMCA of the East Valley.

Employees need to schedule their floating holidays with their supervisor in advance and are subject to their supervisor’s approval.

Floating holidays are prorated based upon the number of hours scheduled to work regularly.

An employee can never have more than four and one-half (4 ½) floating holidays. Floating holidays are capped at four and one-half (4 ½), which is one and one-half (1 ½) times the annual maximum.

Floating holidays will be paid out at the time of termination and should be used prior to taking unpaid time off (leave of absence), unless otherwise prohibited by applicable law.

F. Paid Sick Leave Paid Sick Leave for Full-Time Employees A sick day is defined as the greater of either the actual number of hours an employee works in a day or the average number of hours that an employee works in a week, up to 8 hours a day.

The YMCA of the East Valley complies with the California sick leave laws.

Sick leave is to be used in a minimum increment of no less than one (1) hour and is paid at the rate of pay required by law. The YMCA’s Paid Sick Leave Benefit year for the purposes of accrual and caps is January through December. An employee cannot be required to find a replacement worker as a condition of using paid sick leave.

Paid Sick Leave Accrual Eligible full-time exempt and full-time non-exempt employees will accrue sick leave based on hours worked, on the following schedule: Years of Eligibility

Annual Paid Sick Leave Accrual

Annual Sick Leave Max Accrual

0 to 5 10 days* (80 hours) 15 days* (120 hours) 5 to 15 20 days* (160 hours) 30 days* (240 hours) 15+ 40 days* (320 hours) 60 days* (400 hours) *Days refers to working days, not calendar days

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Eligible full-time employees do not get a fixed amount of time per year, rather they accrue at a certain rate and will receive the annual maximum in the year if they work the entire year. Employees may accrue up to a maximum cap of 1 ½ times their annual accrual rate. Once the cap on accrual has been reached, no further paid sick leave will accrue until previously-accrued paid sick leave is used. Employees will not accrue paid sick leave during unpaid leaves of absence. Paid sick leave carries over from year to year.

PAID SICK TIME FOR ALL EMPLOYEES WHO ARE NOT FULL-TIME All employees who are not receiving accrued Paid Time Off (PTO) are eligible to receive sick time as defined by California law.

However, employees are not eligible to take paid sick time until they have worked for the YMCA of the East Valley for 90 days from their date of hire.

California Paid Sick Leave California provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "Act"). All employees who have worked in California for the same employer for 30 or more days within a year from the start of their employment are eligible for protected paid sick time under the Act. You cannot be discriminated against or retaliated against for requesting or using Paid Time Off (PTO) for qualifying reasons protected by the Act. Sick Pay Amount All employees who are not full-time will receive sick leave as follows: • YMCA of the East Valley will provide all non-full-time employees, including part-time and temporary with sick time based upon an accrual rate of 1 hour of sick leave for every 30 hours of work. You will need to meet the 90-day employment requirement before taking any sick leave.

• During the first year of employment at YMCA of the East Valley, new employees receive a prorated amount of sick time based on the remaining months in the year.

• Accrued and unused sick time will carry over from year to year, but it will never have a higher balance than 10 days or 80 hours whichever is greater. No matter how much sick leave an employee has accrued they cannot use more than their annual maximum (5 days or 40 hours, whichever is more) in one year.

The YMCA of the East Valley does not pay employees for unused paid sick time. Sick leave does not accrue during leave periods, extended sick leave, or other prolonged absences (usually thirty [30] days or more). Sick leave only accrues while the employee is working or being paid for time earned. Sick leave accrues on all hours worked, including YMCA of the East Valley Employee Handbook – 2026

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overtime hours, at a rate of no less than 1 hour of paid sick leave for every 30 hours worked.

Notice Requirements Newly hired employees may begin using paid sick leave on their 90th day of employment. If foreseeable, an employee must provide reasonable advance notification to their supervisor or other YMCA of the East Valley representative of any absence from work for which the employee intends to use paid sick leave. If the use of paid sick leave is unforeseeable, an employee must provide the notice to their supervisor or other YMCA of the East Valley representative of the need to use paid sick leave as soon as possible. The supervisor is responsible for recording on the payroll transmittal forms all absences occurring during the payroll period.

Employees are not compensated for unused sick leave at the end of employment. Employees who terminate employment with YMCA of the East Valley and are re-hired by YMCA East Valley within one year will have their accrued but unused paid sick leave bank reinstated and be allowed immediate use.

Use of Paid Sick Leave Use of paid sick time may run concurrently with other leaves under local, state or federal law. Paid sick leave can be used in two hours hour increments.

We understand that not all illnesses/injuries will necessitate a visit to a doctor, and employees are not required to provide a doctor’s note as a condition of using accrued paid sick leave. However, the Association may request reasonable documentation when an employee is absent for more than three (3) consecutive workdays due to illness or injury, or when required to comply with other state or federal leave laws (e.g., FMLA/CFRA).

The Association may also review and address patterns of sick leave use, such as repeated absences adjacent to weekends, holidays, or scheduled time off, when such patterns suggest possible misuse. In these situations, the Association may meet with the employee to discuss attendance concerns and may request appropriate documentation for future absences, provided such requests do not interfere with the employee’s right to use protected paid sick leave.

Sick Leave Use for Self or Dependent Care The YMCA of the East Valley will permit an employee to use their annual accrued sick leave due to their own or a family member’s (1) diagnosis, care, or treatment of an existing health condition; or (2) preventative care. For purposes of this policy, “family member” includes a biological, adopted, or foster child, stepchild, or legal ward, YMCA of the East Valley Employee Handbook – 2026

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or a child to whom the employee stands in loco parentis; a biological, adoptive, or foster parent, stepparent, or legal guardian of any employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor; a spouse or registered domestic partner; a grandparent; a grandchild; and a sibling.

• Preventive care may include self-quarantine as a result of potential exposure to COVID-19 if quarantine is recommended by civil authorities, or other situations, such as where there has been exposure to COVID-19 or where an employee has traveled to a high-risk area.

Other Uses of Paid Sick Leave and “Safe Time” Paid sick leave can also be used when the employee or a family member is a victim of domestic violence, sexual assault, or stalking, and is required to attend judicial proceedings, including but not limited to court hearings, meetings with law enforcement, protective order hearings, or other legal processes related to the crime. Employees should provide reasonable advance notice of the need for leave when feasible. Acceptable certifications may include: • Police report • Court documentation • A written statement from an attorney, law-enforcement agency, or victim advocate • A written statement from the employee confirming the need for leave.

Paid sick leave may also be used in order to donate bone marrow or an organ to another person, or to assist a family member to donate bone marrow or an organ to another person.

Integration with Other Benefits It is an employee’s responsibility to apply for any applicable benefits for which they may be eligible as a result of the illness or disability, including California State Disability Insurance, workers' compensation insurance, Paid Family Leave benefits, and/or any other disability insurance benefits. Sick leave benefits may be fully integrated with other benefits available. At no time will an employee be paid more than their regular compensation.

G. Health Insurance Medical Insurance Regular full-time and regular part-time benefits staff who have a 30+ hour schedule will be eligible to participate in our group medical plan(s) after 30 days of employment, with enrollment starting the first of the month following the date of employment. The YMCA offers to pay a set amount per month to help subsidize the cost(s) of medical or dental plans YMCA of the East Valley Employee Handbook – 2026

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(the allowance may not be used toward other supplemental policies).

Employee contributions are required for the balance and can be made by pre-tax payroll deduction provided the individual requests this method (Sec. 125 Pretax). Otherwise, deductions for insurance coverage are made after taxes.

The medical insurance benefit can be used to cover the employee, the employee plus-1 dependent, or the employee plus family.

Dental Insurance Dental insurance is also available to all regular full-time and regular parttime benefits staff who are regularly scheduled for 30+ hours a week after completing thirty (30) days of employment, with coverage taking effect the first day of the month following the date of hire.

Employees are expected to pay for the coverage through semi-monthly payroll deductions for the amount that is not covered by the aforementioned monthly credit given to each employee participating in the plan(s) and can also be made on a pre-tax basis.

Changes and Additions You have the option to change your Medical/Dental coverage and/or your Medical plan provider during the annual open enrollment period. Please note that adding or deleting dependents to coverage outside of Open Enrollment (e.g., marriage, newborns, adoptions, etc.) requires notifying Human Resources within 30 days of the change. If you miss this 30-day add-on period, you must wait until the next open enrollment period, and you may be required to provide proof of insurability prior to receiving coverage and/or may have restrictions on your Medical/ Dental benefits.

H. YMCA Retirement Fund The YMCA of the East Valley contributes 10% of all qualified employees’ base salary to the YMCA Retirement Fund. All YMCAs operate under a “2 - 2” schedule. Once an employee completes 1,000 hours in each of two years (and are 21 years of age or older), they will be 100% vested in the plan.

Additionally: • Participants in the Retirement Plan may make additional voluntary contributions to their retirement fund. These contributions can be made as a tax-deferred contribution with proper enrollment.

• All employees (regardless of age, number of hours worked, or term of employment) may participate in the plan immediately on a preeligible basis! Those employees who choose to do so will not only lower their taxes, but also gain access to the YMCA Retirement resources (mailings, online information, customer service, etc.) and begin saving with one of the best plans in the country! See your Human Resources Department on how to start now!

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I. Use of YMCA Facilities/YMCA Membership Privileges During the time of their employment and upon request, full-time employees will have receive a complimentary facility Nationwide YMCA Membership for themselves and their immediate family members. Immediate family is defined as spouse, registered domestic partner, and dependent children under 19 years of age, or children who are full-time students up to age 24 living in the same household.

All part-time employees will be granted a complimentary individual Nationwide Membership, during the time of their employment. Part-time employees will have the option of upgrading their membership to include their immediate family members who reside in the same household, by paying the difference between their individual membership and the regular price of the category to which they upgrade.

Nationwide Membership members have access to all YMCA of the East Valley branches as well as all Y’s participating in “Nationwide Membership” across the country.

• Both full-time and part-time employees receive a 20% discount from the eligible rate for YMCA programs and activities. Employees of the YMCA are entitled to the discount at any YMCA of the East Valley branch. Programs with third-party vendor costs, such as Youth and Government, may be excluded from eligibility for employee discounts.

• Participation is to be based upon sign-up procedures consistent with that of member registration procedures, enrollment deadlines, sign-up days, waiting lists or the branch may establish other criteria from time to time.

• Employees and their dependents are required to be enrolled under normal branch procedures.

• Employees whose income level qualifies for branch financial assistance are eligible for consideration like anyone else under the normal financial assistance program. Financial assistance may not be combined with an employee discount.

• Employees choosing to have their children in childcare or day camp are to be reminded of their potential eligibility for IRS childcare tax credits.

• Human Resources will be responsible for informing employees of membership opportunities during their New Hire Orientation.

• Human Resources will provide employees with a signed authorization form once the employee has been fully onboarded for employment. This form can be used to register for membership at the selected YMCA of the East Valley facility of their choice.

• The employee is responsible for returning the completed authorization form to Human Resources. Human Resources will provide to member services to activate the membership.

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7. SAFETY IN THE WORKPLACE The YMCA of the East Valley’s policy is to achieve the greatest practical degree of freedom from accidents and to ensure that every employee is provided safe and healthful working conditions free from recognized hazards. A safe, healthy and environmentally sound workplace is accomplished through activities such as safety education, training on the use of equipment, job instruction, and the provision of an employee wellness program.

The YMCA of the East Valley has a loss prevention program that provides safe, healthful, and pleasant conditions. In order to provide a safe workplace for every employee and participant, everyone should be safety-conscious. Please report any unsafe or hazardous conditions to your supervisor as soon as you become aware of such hazards. Every effort will be made to remedy problems as quickly as possible.

YMCA of the East Valley policy prohibits retaliation or discrimination against any employee who refuses to perform work that would violate any health and safety standard, where such a violation would create a real and apparent hazard to the employee or other employees. YMCA of the East Valley policy also prohibits discrimination against any employee for making safety complaints.

All staff members are required to attend new employee orientation that has a safety orientation incorporated within 30 days of their date of hire with the YMCA. Some staff members are required to be CPR and First Aid certified as part of their position and must be certified within 30 days of their YMCA hire date and must maintain that certification for the duration of their employment.

In the case of a work-related injury or illness, employees should report the injury or illness immediately to their supervisor or branch ASD. Supervisors are responsible for their direct work areas. In the event of a job-related injury, the care and safety of the injured employee come first. The supervisor must make sure that care is administered. The supervisor must notify the Human Resources Department and provide the employee with an “Employee Report of Injury” form within twenty-four hours.

Employees are responsible for using protective gear where needed, observing safe work practices, and notifying the YMCA of the East Valley immediately (through any manager or supervisor) of any observed or perceived unsafe condition. Failure to observe safety rules, regulations, and/or posted directions or to wear protective gear may result in discipline up to and including termination.

A. Bloodborne Pathogens The YMCA of the East Valley complies with all OSHA requirements for the training of staff on bloodborne pathogen standards. If an employee is exposed to blood or another potentially infectious material, the YMCA of the East Valley will make an exposure determination, prepare an exposure plan, YMCA of the East Valley Employee Handbook – 2026

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train employees, make available the Hepatitis B vaccine if necessary, and take other appropriate actions regarding labeling, disposing of waste, and following up.

B. Heat Policy Heat Illness Prevention Plan (Indoor and Outdoor Workers) YMCA of the East Valley’s Heat Illness Prevention Plan for Indoor Workers (plan) is intended to provide effective instruction, education and procedures for the prevention and mitigation of heat illness for work performed indoors in accordance with California Code of Regulations, Title 8, Section 3395 and Section 3396.

The Vice President of Human Resources is responsible for the development and implementation of this plan. In addition, managers and supervisors are responsible for implementing and maintaining the procedures identified in this plan as they pertain to the work areas they manage or supervise. You may direct any questions about this plan to your supervisor, manager, or the Vice President of Human Resources.

This plan is in English and can be translated into Spanish if needed. This plan is maintained at our Human Resources Office.

A copy of this plan will be made available to workers or their representatives upon request.

Procedures for the Provision of Water Water is an important aspect for the prevention of heat illness, and the YMCA of the East Valley is committed to the provision of continuous, free, fresh, pure, and suitably cool drinking water to its employees. YMCA of the East Valley does this by: • Providing water by providing access to tap water from sinks, water fountains and free bottled water as needed.

• Water will be located at all designated cool-down areas of the airconditioned offices. If necessary to ensure close access to water, personal bottled water or water containers will be provided to employees and labeled to avoid cross-contamination.

• During hot indoor conditions, the water can be refrigerated and cooler than the ambient temperature, but not so cool as to cause discomfort.

• Workers will be encouraged to frequently consume water throughout the work shift in small quantities, up to four cups per hour. Workers will be encouraged to drink water even if they aren’t thirsty. Water breaks will be encouraged.

Procedures for Access to Cool-Down Areas The ability to cool down your body while working in hot conditions is an important aspect of preventing and mitigating against heat illness.

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YMCA of the East Valley is committed to providing appropriate opportunities to cool down while working in hot conditions by utilizing the following procedures: 1. Offices are air conditioned, and indoor and outdoor employees have easy access to indoor air-conditioning, if needed. YMCA of the East Valley has running water, a water fountain, and a refrigerator to keep water cool if needed. The offices and, therefore, the cooldown areas will always be maintained below 82 degrees Fahrenheit.

2. All indoor and outdoor employees are allowed and encouraged to take preventative cool-down rests in the cool-down areas whenever they feel the need to do so to protect against overheating. When taking a cool-down rest, employees will be monitored and investigated for heat illness symptoms, encouraged to remain in the cool-down areas until any signs or symptoms of heat illness have abated, and in all cases, employees will remain in the cooldown areas for at least five minutes before returning to work.

3. Any employee experiencing heat illness signs or symptoms will be provided appropriate first aid or an emergency response as described in this plan’s Emergency Response Procedures.

C. Exercising At Work Wellness is a major emphasis of the YMCA of the East Valley. Staff is encouraged to participate in wellness activities, including physical recreation before and after work. Staff must adhere to safe practices during wellness activities at work.

Exercising during work hours must be done in accordance with the YMCA of the East Valley's safety policies. During breaks from work, we recommend that staff relax and/or use the time for their personal health and wellness, versus engaging in competitive activities such as basketball. Your branch may prohibit you from using the Y’s facilities for fitness or sports activities during your work time or paid breaks. Injuries or accidents incurred during break time or off-duty are not considered work-related injuries and will not be covered by workers' compensation insurance.

D. Workplace Accidents Workplace accidents may require the injured employee to submit to an immediate, mandatory drug test. Exceptions may be made only when an employee’s medical condition physically prohibits them from doing so (e.g., going directly to the hospital ER). All others must report the injury to their immediate supervisor and the Human Resources Department.

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E. Workers' Compensation YMCA of the East Valley, in accordance with state law, provides insurance coverage for employees in case of work-related injury. The workers' compensation benefits provided to injured employees may include: • Medical care; • Cash benefits, tax-free, to replace lost wages; and • Assistance to help qualified injured employees return to suitable employment.

To ensure that you receive any workers' compensation benefits to which you may be entitled, you need to: 1. Immediately report any work-related injury to your supervisor; 2. Seek medical treatment and follow-up care if required; 3. Complete a written Employee's Claim for Workers' Compensation Benefits (DWC Form 1) and return it to VP of Human Resources; and 4. Provide the YMCA with a certification from your health care provider regarding the need for workers' compensation disability leave, as well as your eventual ability to return to work from the leave.

Upon submission of a medical certification that an employee is able to return to work after a workers' compensation leave, the employee under most circumstances will be reinstated to their same position held at the time the leave began, or to an equivalent position, if available. An employee returning from a workers' compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave.

An employee's return depends on their qualifications for any existing openings. If, after returning from a workers' compensation disability leave, an employee is unable to perform the essential functions of their job because of a physical or mental disability, the YMCA's obligations to the employee may include reasonable accommodation, as governed by the Americans with Disabilities Act (ADA) or the California Fair Employment and Housing Act (FEHA).

The law requires YMCA of the East Valley to notify the workers' compensation insurance YMCA of any concerns of false or fraudulent claims.

Workers' Compensation and CFRA/FMLA Employees who are ill or injured as a result of a work-related incident, and who are eligible for family and medical leave under state and/or federal law California Family Rights Act (CFRA) and/or Family Medical Leave Act (FMLA), will be placed on CFRA and/or FMLA during the time they are disabled and not released to return to work. The leave under these laws will generally run concurrently.

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Work-related injury/illness leave is an absence due to a work-related injury or illness that is longer than three (3) calendar days and considered a medical workers' compensation claim. The initial three calendar days are treated as Sick Leave or unpaid absence. After the third day out, the individual is eligible to receive Worker's Compensation Insurance (WCI) payments.

F. Driver Safety Regulations The following rules apply to employees who must drive a vehicle on the job as part of their work duties.

The driver and all occupants must wear safety belts when the vehicle is in operation or while riding in a vehicle. Drivers must abide by federal, state, and local motor vehicle laws, regulations, and ordinances.

The driver must not operate a vehicle at any time when their ability to do so is impaired, affected, or influenced by alcohol, illegal drugs, marijuana, prescribed or over-the-counter medication, illness, fatigue, or injury.

Drivers are responsible for ensuring the vehicle is maintained in safe driving condition. Drivers of rented vehicles should check for obvious defects before leaving the rental office/lot and, if necessary, request another vehicle if the employee deems the first vehicle unsafe. Drivers are encouraged to rent vehicles equipped with air bags and ABS brakes.

The YMCA of the East Valley prohibits all use of cellular phones and electronic devices in vehicles while driving for work purposes. All drivers must refrain from making calls or responding to calls while the vehicle is moving when driving for work purposes.

If your job requires you keep your cell phone or other wireless communication device turned on while you are driving, you must use a hands-free, voice-operated device at all times. Under no circumstances should employees place phone calls while operating a motor vehicle while driving on YMCA business and/or YMCA time. Violating this policy is a violation of law and a violation of YMCA rules.

All employees who are driving while performing Y business must abide by federal, state, and local motor vehicle laws, regulations and ordinances including use of hands-free devices.

Those employees will also be eligible for mileage compensation at a rate set by the Association.

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8. DISABILITY INSURANCE (SDI) A. State Disability Insurance Employees participate in California State Disability Insurance in the manner and to the extent provided by California State provisions. The YMCA is registered under the California Unemployment Insurance Code and complies with all legal requirements under that law.

When an employee is unable to work because of non-work-related sickness or injury, they may be eligible to receive state disability insurance benefits.

Information is available at https://www.edd.ca.gov.

The State of California requires all employees to pay into the SDI fund through payroll taxes for SDI Insurance. The YMCA of the East Valley also posts notices to allow employees to review these requirements. Claim information and forms are available from the California Employment Development Department (EDD) or the YMCA Human Resources Office.

B. Pregnancy Disability Leave and Accommodation Any employee who is disabled by pregnancy, childbirth, or a related medical condition is eligible for a Pregnancy Disability Leave of Absence. There is no length of service requirement. If an employee is also eligible for leave under the federal Family and Medical Leave Act (Fed-FMLA), the Fed-FMLA leave and the pregnancy disability leave will run concurrently.

For purposes of this policy, you are disabled when, in the opinion of your healthcare provider, you cannot work at all or are unable to perform any one or more of the essential functions of your job or to perform them without undue risk to yourself, the successful completion of your pregnancy, or to other persons as determined by a health care provider. This term also applies to certain pregnancy-related conditions, such as severe morning sickness or if you need to take time off for prenatal or postnatal care, bed rest, postpartum depression, and the loss or end of pregnancy (among other pregnancy-related conditions that are considered to be disabling).

C. Reasonable Accommodation for Pregnancy-Related Disabilities Any employee who is affected by pregnancy may also be eligible for a temporary transfer or another accommodation. There is no length of service requirement.

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You are affected by pregnancy if you are pregnant or have a related medical condition, and because of pregnancy, your health care provider has certified that it is medically advisable for you to temporarily transfer or to receive some other accommodation.

The YMCA of the East Valley will provide a temporary transfer to a less strenuous or hazardous position or duties or other accommodation to an employee affected by pregnancy if: • They request a transfer or other accommodation.

• The request is based upon the certification of their health care provider as “medically advisable”; and • The transfer or other requested accommodation can be reasonably accommodated pursuant to applicable law.

Reasonable accommodation for pregnancy and related medical issues is expanded to include specific types of accommodation such as modifying work schedules to provide earlier or later hours, providing stools, and providing additional break time for lactation or trips to the restroom.

D. Lactation Accommodation The YMCA will provide a reasonable amount of break time to accommodate a female employee’s need to express breast milk for the employee’s infant child. The break time should, if possible, be taken concurrently with other break periods already provided. Non-exempt employees should clock out for any time taken that does not run concurrently with normally scheduled rest periods, and such time generally will be unpaid. The YMCA will also provide the employee with the use of a room or other location in close proximity to the employee’s work area, for the employee to express milk in private, other than a bathroom or toilet stall.

Employees should notify their immediate supervisor or a Human Resource representative to request time and a place to express breast milk under this policy. An employee may do so in person or via email. Supervisors will work with their employees to respond to such requests.

Employees who wish to discuss this matter may do so by contacting their supervisor or Association HR representative. Employees who believe that they have been unlawfully treated may file a complaint with the local office of the California Labor Commissioner. The website is https://www.dir.ca.gov.

Complaints should be reported as soon as possible after the incident to allow the YMCA to fully investigate.

E. Advance Notice and Medical Certification To be approved for a pregnancy disability leave of absence, a temporary transfer or other reasonable accommodation, you must:

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• • •

•

Provide 30 days’ advance notice before the leave of absence, transfer or reasonable accommodation is to begin, if the need is foreseeable; Provide as much notice as is practicable before the leave, transfer or reasonable accommodation when 30 days’ notice is not foreseeable; and Provide a signed medical certification from your health care provider that states that you are disabled due to pregnancy or that it is medically advisable for you to be temporarily transferred or to receive some other requested accommodation.

The YMCA of the East Valley may require you to provide a new certification if you request an extension time for your leave, transfer or other requested accommodation.

F. Duration The YMCA of the East Valley will provide you with a Pregnancy Disability Leave of Absence for the duration of your pregnancy-related disability for up to four (4) months. This leave may be taken intermittently or on a continuous basis, as certified by your health care provider. The four months of leave available to an employee due to her pregnancy-related disability is defined as the number of days (and hours) the employee would normally work within four calendar months or 17.33 workweeks.

Any temporary transfer or other reasonable accommodation provided to an employee affected by pregnancy will not reduce the amount of Pregnancy Disability Leave time the employee has available to her unless the temporary transfer or other reasonable accommodation involves a reduced work schedule or intermittent absences from work.

G. Reinstatement If you and the YMCA of the East Valley have agreed upon a definite date of return from your leave of absence or transfer, you will be reinstated on that date if you notify the YMCA of the East Valley that you are able to return on that date. If the length of the leave of absence or transfer has not been established, or if it differs from the original agreement, you will be returned to work within two (2) business days, where feasible, after you notify the YMCA of the East Valley of your readiness to return.

Before you will be allowed to return to work in your regular job following a leave of absence or transfer, you must provide Human Resources with a certification from your health care provider that you can perform safely all of the essential duties of your position, with or without reasonable accommodation. If you do not provide such a release prior to or upon reporting for work, you will be sent home until a release is provided. This time before the release is provided will be unpaid.

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You will be returned to the same position upon the conclusion of your leave of absence or transfer. If the same position is not available on your scheduled return date, The YMCA of the East Valley will provide you a comparable position on your scheduled return date or within 60 calendar days of that return date. However, you will not be entitled to any greater right to reinstatement than if you had not taken the leave. For example, you would have been laid off regardless of the leave, or you would have been offered a comparable position then the employee will not be entitled to reinstatement.

Failure to return to work at the conclusion of the leave of absence may result in termination of employment, unless you are taking additional leave provided by applicable law or the YMCA of the East Valley policy has otherwise approved you to take additional time off.

H. Integration with Other Benefits Pregnancy Disability Leaves of Absence and accommodation that require you to work a reduced work schedule or to take time off from work intermittently are unpaid. You may elect to use accrued sick leave and/or accrued vacation benefits during the unpaid leave of absence. However, use of paid time off will not extend the available leave of absence time. Vacation and sick leave hours will not accrue during any unpaid portion of the leave of absence, and you will not receive pay for official holidays that are observed during your leave of absence except during those periods when you are substituting vacation or sick leave for unpaid leave.

Employees should apply for California State Disability Insurance (“SDI”) benefits. SDI forms are available from the YMCA of the East Valley or your healthcare provider. Any SDI for which you are eligible may be integrated with accrued vacation, sick leave, or other paid time off benefits so that you do not receive more than 100% of your regular pay.

I. Benefits The YMCA of the East Valley will maintain an employee’s health insurance benefits during an employee’s Pregnancy Disability Leave for a period of up to four months (as defined above) on the same terms as they were provided prior to the leave time. The employee will be required to continue to pay all required premiums and must make these payments in compliance with YMCA of the East Valley policy on a monthly basis during leave time (except during any periods of time when the employee is taking sick time/vacation and premiums are automatically deducted). In some instances, the YMCA of the East Valley may recover premiums it paid to maintain health insurance benefits if you fail to return to work following a Pregnancy Disability Leave for reasons other than taking additional leave afforded by applicable law or YMCA of the East Valley policy or not returning due to circumstances beyond your control.

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9. LEAVES OF ABSENCE (LOA) Please notify your supervisor as soon as you are aware of your need for a Leave of Absence. With all types of leave, the YMCA of the East Valley aims to be consistent, fair and flexible while protecting the needs of the YMCA. Rules Governing All LOAs: 1. Vacation, sick leave, and seniority do not accrue during unpaid LOA’s.

2. Those on LOA’s are not eligible to receive YMCA Holiday pay.

3. Requests for LOA and notification of return to work should be made in writing and approved by the Vice President of Human Resources as far in advance as possible.

4. If an employee accepts or performs other employment while on LOA, the YMCA will assume the individual has voluntarily resigned from the YMCA effectively on the last day worked for the YMCA. 5. Staff must provide certification from a physician before work-related accident/illness, Family/Medical, or Pregnancy Disability leave is granted, and a physician’s certification of fitness upon release before returning to work.

A. Family Medical Leave/California Family Rights Leave (FMLA/CFRA) The YMCA of the East Valley will grant family and medical leave in accordance with the requirements of applicable state and federal law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, the YMCA of the East Valley refers to these types of leaves collectively as “FMLA Leave.” No greater or lesser leave benefits will be granted than those set forth in such state or federal laws. In certain situations, the federal law requires that provisions of state law apply. In any case, employees will be eligible for the most generous benefits available under applicable federal and state law.

Please contact your supervisor as soon as you become aware of the need for a FMLA Leave. Employees are expected to provide prompt notice to the YMCA of the East Valley of any change(s) to an employee’s return to work date.

Accepting other employment that conflicts with the reason for your leave, continuing to work in another job that conflicts with the reason for your leave, or filing for unemployment insurance benefits while on leave may be treated as a voluntary resignation from employment.

Employer Notification When an employee requests FMLA Leave, or when the YMCA of the East Valley acquires knowledge that an employee’s leave may be for an FMLA-qualifying reason, the YMCA of the East Valley will notify the YMCA of the East Valley Employee Handbook – 2026

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employee of their right to take FMLA Leave within (5) five business days, absent extenuating circumstances.

Employee Eligibility To be eligible for FMLA Leave benefits, you must: (1) have worked for The YMCA of the East Valley for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) work at a location where at least 50 employees are employed by the YMCA of the East Valley within 75 miles, as of the date the leave is requested.

Reasons for Leave State and federal laws allow FMLA Leave for various reasons. Because an employee’s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 1. the birth, adoption, or foster care of an employee’s child within 12 months following birth or placement of the child (“Bonding Leave”); 2. to care for an immediate family member (spouse, registered domestic partner, child, child of a registered domestic partner or parent with a serious health condition (“Family Care Leave”); 3. an employee’s inability to work because of a serious health condition (“Serious Health Condition Leave”); 4. a “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard or Armed forces (“Military Exigency Leave”);or 5. to care for a spouse, child, parent or next of kin (nearest blood relative) who is a “Covered Servicemember,” as defined below (“Military Caregiver Leave”).

Definitions • “Child,” for purposes of Bonding Leave and Family Care Leave, means a biological, adopted, foster child, stepchild, legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a mental or physical disability at the time that Family and Medical Leave is to commence.

• “Child,” for purposes of Military Exigency Leave and Military Caregiver Leave, means a biological, adopted, foster child, stepchild, legal ward, or a child for whom the person stood in loco parentis, and who is of any age.

• “Parent,” for purposes of this policy, means a biological, adoptive, step or foster father or foster mother, or any other individual who stood in loco parentis to the person. This term does not include parents “in law.” For Military Exigency leave taken to provide care YMCA of the East Valley Employee Handbook – 2026

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•

•

to a parent of a military member, the parent must be incapable of self-care, as defined by the FMLA. “Covered Active Duty” means (1) in the case of a member of a regular component of the armed forces, duty during the deployment of the member with the armed forces to a foreign country; and (2) in the case of a member of a reserve component of the armed forces, duty during the deployment of the member with the armed forces to a foreign country under a call or order to active duty (or notification of an impending call or order to active duty) in support of a contingency operation as defined by applicable law.

“Covered Servicemember” means (1) a member of the armed forces, including a member of a reserve component of the armed forces, who undergoing medical treatment, recuperation, or therapy, is otherwise in an outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred or aggravated in the line of duty while on active duty that may render the individual medically unfit to perform their military duties or (b) a person who, during the five (5) years prior to the treatment necessitating the leave, served in the active military, naval, or air service, and who was discharged or released under conditions other than dishonorable (a “veteran” as defined by the Department of Veteran Affairs), and who has a qualifying injury or illness incurred or aggravated in the line of duty while on active duty that manifested itself before or after the member became a veteran. For purposes of determining the five-year period for covered veteran status, the period between Oct 28, 2009 and March 8, 2013 is excluded.

Length of Leave If the reason for leave is common to both Fed-FMLA and CFRA and, therefore, running concurrently, the maximum amount of FMLA Leave will be 12 workweeks in any 12-month period when the leave is taken for: (1) Bonding Leave; (2) Family Care Leave; and (3) Serious Health Condition Leave. If the reason for leave is not common to both FedFMLA and CFRA and, therefore, not running concurrently, then an eligible employee may be entitled to additional leave under applicable law. When the reason for leave is Bonding Leave under the CFRA or Fed-FMLA and both spouses (Fed-FMLA) or parents (CFRA) work for YMCA East Valley and are eligible for leave under this policy, the spouses or parents, as applicable, will be limited to a total of 12 workweeks off between the two of them. However, YMCA of the East Valley will not limit their entitlement to CFRA for any qualifying reason other than Bonding Leave. When the reason for leave is Family Care Leave and if both spouses work for YMCA of the East Valley and are eligible for leave under this policy, the policy, the spouses will be limited to a total of 12 workweeks off between the two of them under Fed-FMLA. A 12-month period begins on the date of the employee’s YMCA of the East Valley Employee Handbook – 2026

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first use of FMLA Leave. Successive 12-month periods commence on the date of the employee’s first use of such leave after the preceding 12-month period has ended.

The maximum amount of FMLA Leave for an employee wishing to take Military Caregiver Leave will be a combined leave total of twenty-six (26) workweeks in a single 12-month period. A “single 12-month period” begins on the date of your first use of such leave and ends 12 months after that date.

If both spouses work for the YMCA of the East Valley and are eligible for leave under this policy, the spouses will be limited to a total of 26 workweeks off between the two when the leave is for Military Caregiver Leave only or is for a combination of Military Caregiver Leave, Military Exigency Leave, Bonding Leave and/or Family Care Leave taken to care for a parent.

Under some circumstances, you may take FMLA Leave intermittently, which means taking leave in blocks of time, or by reducing your normal weekly or daily work schedule. Leave taken intermittently may be taken in increments of no less than one hour.

To the extent required by applicable law, additional leave time following the completion of FMLA may be granted when the leave is necessitated by an employee’s work-related injury/illness, a pregnancy related disability, or a “disability” as defined under the Americans with Disabilities Act, the ADA and/or applicable state or local law. In addition, in some circumstances and in accordance with applicable law, additional leave may be granted when the leave is taken to care for a registered domestic partner and/or a registered domestic partner’s child. Certain restrictions on these benefits may apply.

B. Notice and Certification Bonding, Family Care, Serious Health Condition, and Military Caregiver Leave requirements employees are required to provide: 1. When the need for the leave is foreseeable, 30 days’ advance notice or such notice as is both possible and practical if the leave must begin in less than 30 days (normally this should be the same day the employee becomes aware of the need for leave or the next business day); 2. When the need for leave is not foreseeable, notice within the time prescribed by the YMCA’s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical; 3. When the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver YMCA of the East Valley Employee Handbook – 2026

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Leave, an invitational travel order or invitation travel authorization may be submitted in lieu of a Certification of Health-Care Provider form); 4. Periodic recertification (as allowed by law); and 5. Periodic reports during the leave.

Certification forms are available from the Human Resources Department. At the YMCA of the East Valley’s expense, the Y may also require a second or third medical opinion regarding your own serious health condition for FedFMLA purposes and, for CFRA purposes, the employee's own serious health condition or the serious health condition of an employee's family member. In some very limited cases, the YMCA of the East Valley may require a second or third opinion regarding the injury or illness of a “Covered Servicemember.”

Employees are expected to cooperate with the YMCA of the East Valley in obtaining additional medical opinions that the YMCA of the East Valley may require.

When leave is for planned medical treatment, you must try to schedule treatment so as not to unduly disrupt the YMCA’s operation. Please contact the Human Resources Department prior to scheduling planned medical treatment.

C. Extended Medical Leave On occasion, an employee may need a medical leave of absence that extends beyond the limits under any state or federal mandatory leave law. In addition, there may be circumstances when an employee needs medical leave allowed under disability laws and in accordance with this policy.

In these situations, an extended medical leave of absence may be granted for medical disabilities (other than pregnancy, childbirth, and related medical conditions) with a doctor's written certificate of disability. Extended disability leaves will also be considered on a case-by-case basis, consistent with the YMCA of the East Valley's obligations under federal and state disability laws.

Employees should request any leave in writing and as far in advance as possible.

A medical leave begins on the first day your doctor certifies that you are unable to work and ends when your doctor certifies that you are able to return to work. Your supervisor will provide you with a form for your doctor to complete, showing the date you were disabled and the estimated date you will be able to return to work. When returning from a medical disability leave, you must present a doctor's certificate declaring fitness to return to work.

Upon return from medical leave, you will be offered the same position you held at the time your leave began, if available. If your former position is not available, a comparable position will be offered. If neither the same nor a comparable position is available, your return to work will depend on job openings existing at the time of your scheduled return. YMCA of the East YMCA of the East Valley Employee Handbook – 2026

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Valley makes no guarantees of reinstatement, and your return will depend on your qualifications for existing openings. YMCA of East Valley will comply with any reinstatement obligations under state or federal law.

California workers' compensation laws govern work-related injuries and illnesses. California pregnancy disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions.

An employee that needs reasonable accommodation should contact the Vice President of Human Resources and discuss the need for an accommodation.

D. Personal Leave A personal leave of absence without pay may be granted at the discretion of the YMCA of the East Valley. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than six weeks.

Approved personal absences of shorter duration are not normally treated as leaves, but rather as excused absences without pay.

E. Bereavement Leave All regular employees who wish to take time off due to the death of an immediate family member may be granted up to five (5) days of unpaid Bereavement Leave. Full-time regular employees may get up to three (3) paid days off for Bereavement Leave. “Immediate family member” is defined as the employee’s spouse, registered domestic partner (or child or parent thereof), child, stepchild, foster child, grandchild, parent, stepparent, stepparent-in-law, mother/father-in-law, sister, brother, sister/ brother-inlaw, stepsister, stepbrother, niece, nephew or grandparent. (Documentation for bereavement leave is mandatory).

Full-time employees who wish to take time off due to the death of other close family members, such as aunts, uncles, cousins, godparents, godchildren, or grandparents-in-law, may be granted up to one (1) day of paid Bereavement Leave.

Additional time off without pay may be granted, or paid vacation time may be used for Bereavement Leave under certain circumstances, with the approval of the Branch Executive Director.

All time off, with or without pay, must be approved in advance by the employee’s supervisor, and proof of death and relationship may be required.

F. Reproductive Loss Leave YMCA of the East Valley grants time off to eligible employees in the event you suffer a qualifying reproductive loss event as defined in this policy.

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To be eligible for reproductive loss leave, you must be employed for at least 30 days prior to starting leave.

If you are eligible and experience a reproductive loss event, you may take up to five days of reproductive loss leave.

For purposes of this policy, a reproductive loss event is the day, or the final day for a multiple day event, of one of the following: • Failed adoption: The dissolution or breach of an adoption agreement with the birth mother, legal guardian, or an adoption that is not finalized because it is contested by another party, if you would have been a parent of the adoptee if the adoption had been completed.

• Failed surrogacy: The dissolution or breach of a surrogacy agreement, or a failed embryo transfer to the surrogate, if you would have been a parent of a child born as a result of the surrogacy.

• Miscarriage: May be a miscarriage by you, your current spouse or domestic partner, or by another individual if you would have been a parent of a child born as a result of the pregnancy.

• Stillbirth: May be a stillbirth resulting from your pregnancy, the pregnancy of your current spouse or domestic partner, or another individual if you would have been a parent of a child born as a result of the pregnancy.

• Unsuccessful assisted reproduction: An unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure (i.e., artificial insemination or an embryo transfer, including gamete and embryo donation). Assisted reproduction does not include reproduction through sexual intercourse. This event applies to you, your current spouse or domestic partner, or another individual, if you would have been a parent of a child born as a result of the pregnancy.

The days of Reproductive Loss Leave do not need to be taken consecutively, however, you must complete your reproductive loss leave within three months of your reproductive loss event, or, if prior to or immediately following your reproductive loss event, you are on or choose to go on leave under California’s pregnancy disability law, the California Family Rights Act, or any other leave provided by state or federal law, then you may complete your reproductive loss leave within three months of the end of the other leave, at which time any remaining unused Reproductive Loss Leave will expire.

Reproductive Loss Leave is unpaid; however, you may choose to use previously accrued paid leave time available to you.

If you experience more than one reproductive loss event within a 12-month period, you can receive another five days of reproductive loss leave. You are limited to a total of 20 days of Reproductive Loss Leave within a 12-month period.

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Any information provided to related to this leave will be maintained as confidential and will not be disclosed except to internal personnel or counsel, as necessary, or as required by law.

G. Catastrophic Paid Time-Off Donation Catastrophic Leave is designed to assist employees who have exhausted paid time-off credits due to their own or a dependent’s serious or catastrophic illness or injury. A serious or catastrophic illness or injury is defined as immediately life-threatening. Individuals who qualify for catastrophic donations have been hospitalized or are on full disability and unable to work.

Other employees may make grants of time (which will be assigned a cash value based on the donating employee’s hourly rate) so that the employee on leave can remain in a paid status for a longer period of time, thus partially alleviating the financial impact of the illness or injury.

Upon request of an employee and upon approval of the Vice President of Human Resources, leave credits (vacation only) may be transferred from one or more employees to another employee under the following criteria: • The receiving employee has exhausted all paid time-off.

• Vacation time may be transferred. Sick leave time cannot be transferred.

• The Human Resources Department will calculate the value of the vacation hours contributed by multiplying the donating employee's hourly pay rate times the number of hours contributed. This value will be converted into sick time by dividing the receiving employee's hourly pay rate into the total calculated above.

• The donations must be a minimum of eight (8) hours and thereafter, in whole hour increments.

• The total leave credit that can be donated by any employee will not exceed forty (40) hours per individual within the calendar year.

• Donations approved will be made on a Catastrophic Leave Time Grant form signed by the donating employee. These donations are irrevocable.

• If the donated hours are not used for whatever reason they will be credited back to the donating employee unless previously approved for cash out to employee.

• Catastrophic leave will be capped at three (3) months. Any extension to this cap has to be approved by the Vice President of Human Resources and President & CEO. This is a voluntary non-coerced donation. Donation of time for catastrophic leave is entirely voluntary upon the donating employee’s part and will be kept as confidential as possible.

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H. Jury Duty and Witness Leave YMCA of the East Valley encourages employees to serve on jury duty when called. Exempt full-time employees will receive full salary unless they are absent for a full week and perform no work. All regular employees who have worked at least 90 days will be paid one (1) regular scheduled workday.

Employees who have accrued vacation or floating holidays may use their accrued vacation or floating holidays while serving on jury duty. You should notify your supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of performance of jury service. If work time remains after any day of jury selection or jury duty, you will be expected to return to work for the remainder of your work schedule.

You may retain any mileage allowance or other fee paid by the court for jury services.

I. Crime or Abuse Victims' Leave and Accommodation If you are the victim of a crime or abuse, you are eligible for unpaid leave.

While the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces, Healthy Families Act for the purposes described below.

You are considered a victim of crime or abuse who is eligible for unpaid leave if you are: • A victim of stalking, domestic violence, or sexual assault; • A victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury; • A person whose immediate family member is deceased as a result of a crime. "Immediate family member" includes: o Regardless of age, your biological, adoptive, foster child, stepchild, or legal ward, a child of a registered domestic partner, a child to whom you stand in loco parentis, or a person to whom you stood in loco parentis when the person was a minor; o Your biological, adoptive, foster parent, stepparent, legal guardian, or that of your spouse or registered domestic partner, or a person who stood in loco parentis when you or your spouse or registered domestic partner was a minor child; o Your legal spouse or registered domestic partner; o Your biological, foster, adoptive sibling, a stepsibling, or halfsibling; or o Any other individual whose close association with you is the equivalent of a family relationship described in any of the bullets above.

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o

Any person against whom any crime has been committed (only for purposes of taking time off to appear in court to comply with a subpoena or other court order as a witness in any judicial proceeding).

You may request leave if you are involved in a legal action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure your or your child's health, safety, or welfare.

Please provide reasonable advance notice to the Vice President of Human Resources of the need for leave, unless advance notice is not feasible.

If you need a reasonable accommodation for your safety at work, contact the Vice President of Human Resources. If you are requesting a reasonable accommodation, you will need to submit a written statement signed by you, or by an individual acting on your behalf, certifying that the accommodation is for the purpose of your safety at work.

For reasonable accommodation requests, the YMCA of the East Valley will also require certification demonstrating that you are the victim of a crime or abuse. The YMCA of the East Valley may request recertification every six months.

Please notify the YMCA of the East Valley if an approved accommodation is no longer needed.

The YMCA of the East Valley will engage in an interactive process with you to identify possible accommodations, if any, that are effective, and will make reasonable accommodations unless an undue hardship will result.

YMCA of the East Valley will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave or accommodation under these provisions.

J. Crime or Abuse Victims' Leave for Treatment If you are the victim of crime or abuse, you are eligible for unpaid leave.

While the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces, Healthy Families Act for the purposes described below.

You are considered a victim of crime or abuse who is eligible for unpaid leave if you are: • A victim of stalking, domestic violence, or sexual assault; • A victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury; or • A person whose immediate family member is deceased as a result of a crime. "Immediate family member" includes: YMCA of the East Valley Employee Handbook – 2026

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o

o

o o o

Regardless of age, your biological, adoptive, or foster child, stepchild, or legal ward, a child of a registered domestic partner, a child to whom you stand in loco parentis, or a person to whom you stood in loco parentis when the person was a minor; Your biological, adoptive, or foster parent, stepparent, or legal guardian or that of your spouse or registered domestic partner, or a person who stood in loco parentis when you or your spouse or registered domestic partner was a minor child; Your legal spouse or registered domestic partner; Your biological, foster, or adoptive sibling, a stepsibling, or halfsibling; or Any other individual whose close association with you is the equivalent of a family relationship described in any of the bullets above.

You may request leave for any of the following purposes: • To seek medical attention for injuries caused by crime or abuse; • To obtain services from a domestic violence shelter, program, rape crisis center, or victim services organization or agency as a result of the crime or abuse; • To obtain psychological counseling or mental health services related to experiencing crime or abuse; • To participate in safety planning and take other actions to increase safety from future crime or abuse, including temporary or permanent relocation.

Please provide reasonable advance notice of the need for leave unless advance notice is not feasible. Contact VP of Human Resources.

The YMCA of the East Valley will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision.

K. Military Leave Employees who wish to serve in the military and take military leave should contact the Vice President of Human Resources for information about their rights before and after such leave. You are entitled to reinstatement upon completion of military service, provided you return or apply for reinstatement within the time allowed by law.

L. Military Spouse Leave Employees who work more than 20 hours per week and have a spouse or registered domestic partner in the armed forces, National Guard, or Reserves, who has been deployed during a period of military conflict, are eligible for up to 10 unpaid days off when their spouse is on leave from (not returning from) military deployment.

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You must request this leave in writing to Vice President of Human Resources within two business days of receiving official notice that your spouse will be on leave. You must attach to the leave request written documentation certifying that your spouse will be on leave from deployment.

M. Civil Air Patrol Leave No employee with more than 90 days of service shall be disciplined for taking time off to perform emergency duty as a volunteer in the California Civil Air Patrol. If you are a Civil Air Patrol volunteer, please alert your supervisor that you may have to take time off for emergency duty.

When taking time off for emergency duty, please alert your supervisor before doing so, giving as much advance notice as possible.

Up to 10 days of leave for duty may be taken each year. However, leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and the extension of leave is approved by the YMCA of the East Valley.

N. Organ and Bone Marrow Donor Leave Employees who are donors for organ or bone marrow may take time off as follows: • You must be employed for at least a 90-day period immediately before the beginning of leave.

• You may take up to 30 business days of paid leave, and up to an additional 30 business days of unpaid leave in any one year for the purpose of donating an organ to another person. The one-year period is calculated from the date the employee begins their leave.

• You may take up to five (5) business days of leave in any one-year period for the purpose of donating bone marrow to another person.

The one-year period is calculated from the date the employee's leave begins.

• During the leave for organ/bone marrow donors, YMCA of the East Valley will continue to provide and pay for any group health plan benefits the employee was enrolled in prior to the leave of absence.

• Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of family medical leave under the federal Family and Medical Leave Act or the State of California Family Rights Act. Employees who wish to take a leave of absence to donate bone marrow or an organ will be required to provide written verification of the need for leave, including confirmation that the employee is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow.

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YMCA of the East Valley requires that employees taking leave for organ donation use two weeks of accrued but unused sick leave, PTO and/or vacation time.

YMCA of the East Valley requires that employees taking leave for bone marrow donation use five (5) days of accrued but unused sick leave, PTO and/or vacation. Once a donor has exhausted the required paid sick, PTO and/or vacation leave, the employee will be paid for the remaining leave of absence, if additional leave is needed, up to the maximum allowed by law.

O. School and Child Care Activities Leave Employees are encouraged to participate in the school or childcare activities of their child(ren).

The absence is subject to all of the following conditions: • Time off under this policy can only be used by parents, guardians, grandparents, stepparents, foster parents or a person who stands in loco parentis to one or more children of the age to attend kindergarten through grade 12 or who are with a licensed childcare provider; • The amount of time off for school or childcare activities described below cannot exceed a total of 40 hours each year; • You can use the time off to find, enroll, or re-enroll a child in a school or with a licensed childcare provider or to participate in activities of the child's school or licensed childcare provider. The time off for these purposes cannot exceed eight hours in any calendar month. You must provide reasonable advance notice to your supervisor before taking the time off; • You can also use time off to address a "childcare provider or school emergency" if you give notice to the YMCA of the East Valley. A "childcare provider or school emergency" means that your child cannot remain in a school or with a childcare provider due to one of the following: o The school or childcare provider has requested that your child be picked up, or has an attendance policy (excluding planned holidays) that prohibits your child from attending or requires your child to be picked up from the school or childcare provider; o Behavioral or discipline problems; o Closure or unexpected unavailability of the school or childcare provider, excluding planned holidays; or o A natural disaster, including, but not limited to, fire, earthquake or flood.

• If more than one parent is employed by YMCA of the East Valley, the first employee to request such leave will receive the time off. Another parent will receive the time off only if the leave is approved by their supervisor; • You must use PTO leave in order to receive compensation for this time off; and YMCA of the East Valley Employee Handbook – 2026

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•

If you do not have paid time off available, you will take the time off without pay.

P. School Appearances Involving Suspension If you are the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, you should alert your supervisor as soon as possible before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose.

Q. Time Off for Voting If you do not have sufficient time outside of working hours to vote in an official statewide election, you may take off enough working time to vote, including up to two hours off without loss of pay. This time should be taken at the beginning or the end of the regular working shift, whichever allows for more free time for voting and the least time off work. If you know or have reason to believe that time off will be necessary to be able to vote on election day, you must give your supervisor at least two working days' notice.

R. Criminal Judicial Proceedings and Victims' Rights Leave If you are the victim or the family member of a victim of certain serious crimes, you may take time off from work to attend judicial proceedings related to the crime or to attend proceedings involving rights of the victim.

If you are a family member of a crime victim, you may be eligible to take this leave if you are the crime victim's spouse, parent, child, or sibling. Other family members may also be covered, depending on the purpose of the leave.

The absence from work must be in order to attend judicial proceedings or proceedings involving the rights of the victim. Only certain crimes are covered. You must provide reasonable advance notice of your need for leave, and documentation related to the proceeding may be required. If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence.

Any absences from work to attend judicial proceedings or proceedings involving victim rights are unpaid, unless you choose to use accrued and unused paid time off.

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paid time off can be used), please contact a YMCA of the East Valley Human Resources Department with day-to-day payroll responsibilities.

S. Volunteer Civil Service Personnel No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, peace officer, or emergency rescue personnel.

Employees who perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel may also take up to a total of fourteen days unpaid leave time per calendar year to engage in required fire, law enforcement or emergency rescue training. Please alert your supervisor that you may have to take time off for emergency duty or emergency duty training. When taking time off for emergency duty, please alert your supervisor before doing so when possible.

10. MANAGEMENT A. Performance Evaluations Most employees will receive periodic performance reviews conducted by their supervisor. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems.

Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance. Favorable performance evaluations do not guarantee increases in salary or promotions.

Salary increases and promotions are solely within the discretion of YMCA of the East Valley and depend upon many factors in addition to performance.

After the review, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you, that you have discussed it with your supervisor, and that you are aware of its contents.

B. Employment Records Inspection Policy You have a right to inspect or receive a copy of the employment records that YMCA of the East Valley maintains relating to your performance or to any grievance concerning you. Certain documents may be excluded or redacted from your employment file by law, and there are legal limitations on the number of requests that can be made.

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Any request to inspect or copy employment records must be made in writing to the Vice President of Human Resources. You can obtain a form for making such a written request from the Vice President of Human Resources.

You may designate a representative to conduct the inspection of the records or receive a copy of the records. However, any designated representative must be authorized by you in writing to inspect or receive a copy of the records. YMCA of the East Valley may take reasonable steps to verify the identity of any representative you have designated in writing to inspect or receive a copy of your employment records.

The employment records may be made available to you either at the place where you work or at a mutually agreeable location (with no loss of compensation for going to that location to inspect or copy the records). The records will be made available no later than 30 calendar days from the date YMCA of the East Valley receives your written request to inspect or copy your employment records (unless you/your representative and YMCA of the East Valley mutually agree in writing to a date beyond 30 calendar days but no later than 35 calendar days from receipt of the written request).

If you request a copy of the contents of your file, you will be charged the actual cost of copying.

Disclosure of employment information to outside sources, other than your designated representative, will be limited. However, YMCA of the East Valley will cooperate with request from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required.

C. Conducting Personal Business Employees are to conduct only YMCA of the East Valley business while at work. Employees may not conduct personal business or business for another employer during their scheduled working hours. Employees have no restrictions on their outside activities during approved meal and rest breaks.

This policy is not intended to limit the ability of employees to engage in protected activities under the NLRA.

D. Other Employment While employed by YMCA of the East Valley, employees are expected to devote their energies to their jobs with the YMCA. Employment that directly conflicts with the YMCA's essential business interests and disrupts business operations is strictly prohibited.

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If you wish to engage in additional employment that may create a real conflict of interest, you must submit a written request to YMCA of the East Valley explaining the details of the additional employment. If the additional employment is authorized, YMCA of the East Valley assumes no responsibility for it. YMCA of the East Valley shall not provide workers' compensation coverage or any other benefit for injuries occurring from or arising out of additional employment. Authorization to engage in additional employment can be revoked at any time.

E. News Media Contacts Employees may be approached for interviews or comments by the news media. Only contact people designated by the President & CEO may comment to news reporters on YMCA of the East Valley policy or events relevant to YMCA of the East Valley.

This policy does not limit your right to discuss the terms and conditions of his or her employment, or to try and improve these conditions.

F. YMCA Property Lockers, furniture, desks, computers, and vehicles are YMCA of the East Valley property and must be maintained according to YMCA rules and regulations. They must be kept clean and are to be used only for workrelated purposes.

An employee's personal property, including but not limited to lockers, packages, briefcases, purses, messenger bags, and backpacks, may be inspected upon reasonable suspicion of unauthorized possession of YMCA of the East Valley property, possession of dangerous weapons or firearms, or abuse of the YMCA's drug and alcohol policy.

YMCA of the East Valley reserves the right to inspect all YMCA property, including computer or phone data, or messages, to ensure compliance with its rules and regulations, without notice to the employee and at any time, not necessarily in the employee's presence. Prior authorization must be obtained before any YMCA property may be removed from the premises.

No personal locks may be used on YMCA-provided lockers unless the employee furnishes a copy of the key or the combination to the lock.

Unauthorized use of a personal lock by an employee may result in the loss of the right to use a YMCA locker.

For security reasons, employees should not leave personal belongings of value in the workplace. Terminated employees should remove any personal items at the time they leave YMCA of the East Valley. Personal items left in

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the workplace are subject to disposal if not claimed at the time of an employee's termination.

G. Bulletin Boards YMCA of the East Valley maintains bulletin boards located in the employee break area or time clock area.

Bulletin boards are used to provide information to employees concerning only YMCA of the East Valley information.

Employees may not post items on YMCA bulletin boards unless the following conditions are met, however, this policy is not intended to limit the ability of employees to engage in protected activities under the NLRA. • Postings may be made by YMCA employees only; • The information to be posted must first be approved by the Executive Director; • Postings are limited to 8.5" x 11" in size; • Bulletin boards will be updated every two weeks, and • Posted items will be dated and will be removed after one month.

H. Solicitation and Distribution of Literature In order to ensure efficient operation of the YMCA's business and to prevent disruption to employees, we have established control of solicitations and distribution of literature on YMCA property during working time. YMCA of the East Valley has enacted rules applicable to all employees governing solicitation, distribution of written material, and entry onto the premises and work areas. All employees are expected to comply strictly with these rules.

Any employee who is in doubt concerning the application of these rules should consult with their supervisor.

No employee shall solicit or promote support for any cause or organization during their working time or during the working time of the employee or employees at whom such activity is directed. Working time does not include rest and meal break periods. No employee shall distribute or circulate any written or printed material in work areas at any time, or during their working time or during the working time of the employee or employees at whom such activity is directed. This policy is not intended to limit the ability of employees to engage in protected activities under the NLRA. Under no circumstances will non-employees be permitted to solicit or to distribute written material for any purpose on YMCA property.

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I. Housekeeping All employees are expected to keep their work areas clean and organized.

People using common areas such as lunch rooms, locker rooms, and restrooms are expected to keep them sanitary. Please clean up after meals and dispose of trash properly.

J. Parking Employees may park their vehicles in designated areas, if space permits. If space is unavailable, employees must park in permissible public areas in the vicinity of YMCA of the East Valley property. Employees may not use parking areas specifically designated for members or YMCA vehicles. YMCA of the East Valley is not responsible for any loss or damage to employee vehicles or contents while parked on YMCA property.

Parking areas may be monitored with video or other surveillance for purposes of protecting YMCA property only. This surveillance system is in no way intended to provide employees with personal security.

K. Smoking Smoking is prohibited at this workplace except in designated areas, away from members and member areas. The smoking prohibition applies to all smoking devices, including, but not limited to, the use of electronic smoking devices, such as electronic cigarettes, pipes, hookahs, and vaping devices.

11. EMPLOYEE CONDUCT A. Member Relations Employees are expected to be polite, courteous, prompt, and attentive to every member. When an employee encounters an uncomfortable situation that they do not feel capable of handling, their supervisor and or the Executive Director should be called immediately.

Ours is a service business and all of us must remember that the member always comes first. Our members ultimately pay all of our wages. Remember, while the member is not always right, the member is never wrong.

Members are to be treated courteously and given proper attention at all times. Never regard a member's question or concern as an interruption or an annoyance. You must respond to inquiries from members, whether in person or by telephone, promptly and professionally.

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Never place a telephone caller on hold for an extended period. Direct incoming calls to the appropriate person and make sure the call is received.

Through your conduct, show your desire to assist the member in obtaining the help they need. If you are unable to help a member, find someone who can.

All correspondence and documents, whether to members or others, must be neatly prepared and error-free. Attention to accuracy and detail in all paperwork demonstrates your commitment to those with whom we do business.

Never argue with a member. If a problem develops or if a member remains dissatisfied, ask your supervisor or the Vice President of Human Resources to intervene.

B. Drug and Alcohol Abuse YMCA of the East Valley is concerned about the use of alcohol, marijuana, illegal drugs or controlled substances as it affects the workplace. Use of these substances, whether on or off the job can detract from an employee's work performance, efficiency, safety, and health, and seriously impair YMCA operations. In addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other employees and exposes the YMCA to the risks of property loss or damage, or injury to other persons.

The following rules and standards of conduct apply to all employees while on YMCA property, at work, or working on YMCA business. The following are strictly prohibited by YMCA policy: • Being under the influence of, or impaired by, an illegal or controlled substance, alcohol or marijuana while on the job.

• Using or possessing illegal or controlled substances, alcohol or marijuana while on the job (including the illegal use of prescription drugs and possessing drug paraphernalia) • Distributing, selling, or purchasing of legal or illegal or controlled substance, including alcohol or marijuana while on the job.

Violation of these rules and standards of conduct will not be tolerated, and will include disciplinary action up to and including termination. YMCA of the East Valley also may bring the matter to the attention of appropriate law enforcement authorities.

In order to enforce this policy, YMCA of the East Valley reserves the right to conduct searches of YMCA property or employees and/or their personal property, and to implement other measures necessary to deter and detect abuse of this policy.

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An employee's conviction on a charge of illegal sale or possession of any controlled substance while off YMCA property will not be tolerated because such conduct, even though off duty, reflects adversely on YMCA of the East Valley. In addition, the YMCA must keep people who sell or possess controlled substances off YMCA premises in order to keep the controlled substances themselves off the premises.

YMCA of the East Valley will encourage and reasonably accommodate employees with alcohol, marijuana or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The YMCA is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug, alcohol or marijuana use. Additionally, employees who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be reemployed or be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the YMCA's treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.

12. RESOLVING CONFLICT We work hard to make everyone feel at home and an integral part of our team at the YMCA of the East Valley. Our supervisors and managers practice an "open door" policy that welcomes open, informal communication and constructive input.

Nevertheless, occasional misunderstandings and strong differences of opinion may occur. If you are in this situation, following these steps may help to resolve the issue.

Remember that the YMCA of the East Valley's managers cannot act on matters of which they are not aware. If you are concerned about something, please talk to your Supervisor. YMCA Supervisors/Managers are eager to listen and do what they can within YMCA policies to swiftly resolve your concerns.

YMCA staff members who have complaints or problems should resolve their concerns using these steps. Each complaint will be thoroughly reviewed and evaluated on its merits. Results of the review will be communicated to the parties involved. Retaliation will not be tolerated. Employees are encouraged to bring forward concerns and use the following problem-solving procedures: • In the event of differences, which cannot be resolved by the employee and immediate supervisor, the employee shall have the right to document the conflict and submit a written summary within thirty (30) days to the next appropriate supervisor in the employee’s line of authority.

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• • •

• •

If the issue still cannot be resolved, the employee may then present the concern to the next level of management, your supervisors supervisor in writing within one week of the results of the initial complaint.

If the issue still cannot be resolved, the employee may then present the concern to the Vice President of Human Resources in writing to help guide and facilitate the next level of resolution.

If this does not resolve the issue it may be appealed to the President/President & CEO or his or her delegate. The employee shall document the conflict and submit the written summary to the next level of supervision at each stage of this process.

If the matter is still unresolved then you can forward your complaint in writing to the Board secretary for final review.

If the matter is still not resolved, the President/President & CEO ultimately will make the final decision based upon all information received during the resolution process.

Retaliation will not be tolerated. Employees are encouraged to bring forward concerns and use the following problem-solving procedures and we expect all employees to conduct themselves in an honorable fashion, remembering that honesty is a YMCA core value. Therefore, any misrepresentation of facts or falsification of records, including employment records, leaves of absence documentation or the like, will not be tolerated. The same honesty standard applies to Association investigations. Any violations will result in disciplinary action, up to and including termination.

A. Corrective Action Guidelines The most desirable situation is that everyone exercises good judgment and personal discipline so that no form of discipline is necessary.

When an individual's performance or behavior is unacceptable, disciplinary action may be taken. This action will consist of any one or combination of the following as the Vice President of Human Resources or President & CEO, in their discretion, determines is appropriate under the circumstances: verbal counseling, verbal warning (which may be documented in your employment file), written warning, final written warning, suspension without pay, or termination of employment. The YMCA may, but is not required to, follow any system of progressive discipline, and may terminate an employee without having assessed any prior disciplinary action towards that employee.

B. Open-Door Policy Suggestions for improving YMCA of the East Valley are always welcome. At some time, you may have a complaint, suggestion, or question about your job, your working conditions, or the treatment you are receiving. Your complaints, questions, and suggestions are important to us.

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If you have a complaint, suggestion or question, speak with your immediate supervisors as soon as possible. If you are not comfortable speaking to your immediate supervisor, please bring the issue to the Vice President of Human Resources or any other member of management.

C. Whistleblowing Policy Employees, volunteers, board members, and officers of the YMCA of the East Valley are strongly encouraged to report any dishonest, illegal, unethical, or undisclosed conflict of interest conduct in connection with the YMCA’s operations, resources, or finances, to the Vice President of Human Resources or the Board Secretary. Such reports may be made in writing, in person, or through e-mail.

Reports may be made anonymously. Hotline reports can be made online at www.ymcaeastvalley.ethicspoint.com or by calling the toll-free line 1-833479-4909. The Hotline is completely confidential, and the reporter can remain anonymous.

The YMCA expects employees to first attempt to resolve disputes through communication with supervisors within their chain of command. In the event of differences that cannot be resolved through this communication channel, employees are expected to follow dispute resolution, as outlined in this Manual.

There will be no retaliation against any employee or their family members who in good faith reports a suspected violation under this policy. Any individual who deliberately or maliciously provides false information may be subject to disciplinary action and/or prosecution.

Contact Information for Making Reports: Internal Reports Vice President of Human Resources YMCA of the East Valley 500 E Citrus Ave Redlands, CA 92374 909-798-9622

Board Secretary c/o YMCA of the East Valley 500 E Citrus Ave Redlands, CA 92374

To assist the YMCA of the East Valley in the response to or investigation of a complaint, the complaint should be factual rather than speculative and contain as much specific information as possible to allow for proper assessment of the nature, extent and urgency of the matter that is the subject of the complaint. It is less likely that the YMCA will be able to conduct an investigation based on a Complaint that contains unspecified wrongdoing or broad allegations without verifiable evidentiary support.

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13. YMCA OF THE EAST VALLEY STANDARDS OF CONDUCT The YMCA of the East Valley Employee Standards of Conduct is designed to foster a harmonious and safe workplace, ensuring the proper treatment and service of our members and guests. All employees are obligated to adhere to these standards consistently while on the premises, encompassing both working and non-working hours. Other types of conduct that threaten security, personal safety, employee welfare and YMCA's operations also may be prohibited and will result in disciplinary action up to and including termination. Failure to comply with these terms, policies, standards, and/or any other YMCA of the East Valley policies, procedures, or rules may lead to disciplinary action.

It is important to note that the outlined terms are not exhaustive, and the YMCA of the East Valley reserves the right to make changes or additions as necessary. If you have any feedback or questions concerning these standards, please feel free to engage in discussions with any representatives from the Human Resources Department. We appreciate your cooperation.

Employees are expected to conduct themselves in a manner to further the YMCA's objectives. The following conduct is prohibited and will not be tolerated by YMCA of the East Valley. This list of prohibited conduct is illustrative only; Poor work performance, incompetence, inefficiency, refusal to maintain YMCA work standards, and not performing job duties satisfactorily.

• Falsifying employment records, employment information, or other YMCA records; • Recording the work time of another employee or allowing any other employee to record your work time, or falsifying any time card, either your own or another employee's; • Theft and deliberate or careless damage or destruction of any YMCA property, or the property of any employee or member; • Harassment or Abuse (sexual, physical, and/or emotional); • Removing or borrowing YMCA property without prior authorization; • Unauthorized use or misuse of YMCA equipment, time, materials, or facilities; • Theft, including stealing or removing any property not owned by the employee without express (not assumed or inferred) permission; • Physical fighting, abusive or profane language in the presence of members or guests, harassment, physical intimidation, or physical coercion of co-workers.

Any mistreatment or un-businesslike behavior towards coworkers, members, or the visiting public violates this rule. Employees may be required as part of their jobs to apologize to members or coworkers; • Participating in horseplay or practical jokes on YMCA time or on YMCA premises; • Possession of weapons, or any other dangerous materials such as explosives, toxic substances, or flammable substances including ammunition at the YMCA; YMCA of the East Valley Employee Handbook – 2026

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Causing, creating or participating in a disruption of any kind during working hours on YMCA property; Damage to YMCA, member, co-worker or guest property; Insubordination, including but not limited to failure or refusal to obey the orders or instructions of a supervisor or member of management, or the use of abusive or threatening language toward a supervisor or member of management; Using abusive, threatening or intimidating language towards coworkers, members or management at any time on YMCA premises; Violation of YMCA punctuality and attendance policies. Absences protected by state or federal law do not count as violations of this policy. Protected paid sick time under California law does not count as a violation of this policy; Excessive absence from work, including repeated tardiness, absence without notice to the supervisor, or failure to report at the end of a leave of absence, unless the reason for the absence or tardiness is legally protected; Failing to obtain permission to leave work for any reason during normal working hours, not including meal periods; Failing to observe working schedules, including rest and meal periods; Sleeping or giving the appearance of sleeping or malingering on the job; Making or accepting personal telephone calls, including cell phone calls, of more than three minutes in duration during working hours, except in cases of emergency or extreme circumstances; Insubordination and or refusing work assignments, including meeting with supervisor; Working overtime without authorization or refusing to work assigned overtime; Violation of appropriate dress and dress standards; Failure to correct inappropriate personal appearance, grooming, or personal hygiene if it affects the job; Violation of any safety, health, security, or YMCA policy, rule, or procedure; Abuse of the YMCA's computer policies or any misuse of the YMCA's computers; Unprofessional conduct on social media during work hours or on work computers or while representing the YMCA in any way.

Violation of the YMCA's drug and alcohol policy; Manufacture, possession, use, distribution, sale, purchase, or dispensation of illegal drugs (including marijuana) or alcohol on YMCA property or worksites or during working hours, or working while under the influence of illegal drugs or alcohol.

Possession of illegal drugs, marijuana or alcohol on premises; Coming to work or returning from a break after drinking alcohol or taking illegal drugs, including marijuana; Dishonesty in providing information to the YMCA or members. This includes falsification of any records, including time records, whether an employee's own or someone else's. Only the employee and the supervisor may record the employee's work time; Committing a fraudulent act or a breach of trust under any circumstances; Violating ethics, conflict of interest, or integrity policies;

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Dating of members, staff, or volunteers resulting in a conflict of interest or in violation of the harassment policy; Having a sexual relationship with a minor who is a member, volunteer, or employee; Violating the YMCA's anti-harassment or equal employment opportunity policies; and Failing to promptly report work-related injury or illness.

This statement of prohibited conduct does not alter the YMCA's policy of at-will employment. Either you or YMCA of the East Valley remain free to terminate the employment relationship at any time, with or without reason or advance notice.

14.HARASSMENT AND SEXUAL HARASSMENT PREVENTION All employees have the right to work in an environment free from harassment.

YMCA of the East Valley policy prohibits sexual harassment and harassment based on race, color, ancestry, religious creed, national origin, gender, sexual orientation, gender identity and gender expression (including transgender individuals who are transitioning, have transitioned, or are perceived to be transitioning to the gender with which they identify), sex, pregnancy, childbirth and related medical conditions, marital status, domestic partnership status, veteran status, age (40 and above), physical disability (including HIV/AIDS), or mental disability, medical condition, (including genetic characteristics), information or testing or any other consideration protected under applicable federal, state or local laws, ordinances or regulations. All such harassment is prohibited. This policy applies to all persons involved in our operations, including coworkers, supervisors, managers, temporary or seasonal workers, agents, clients, vendors, members, or any other third party interacting with the YMCA of the East Valley (“third parties”) and prohibits proscribed harassing conduct by any employee or third party of YMCA the East Valley, including nonsupervisory employees, supervisors and managers. This policy also protects employees from prohibited harassment by third parties, such as customers, vendors, clients, visitors, or temporary or seasonal workers. If such harassment occurs in the workplace by someone not employed by the YMCA, the procedures in this policy should be followed. The workplace includes: actual worksites, any setting in which work-related business is being conducted (whether during or after normal business hours), YMCA-sponsored events, or YMCA-owned/controlled property.

In addition to the complaint procedures set forth in the Harassment Policy in the YMCA of the East Valley’s Employment Guidelines and Practices, employees should also be aware that the US Equal Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH) investigate and prosecute complaints of harassment, discrimination, and retaliation in employment.

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resolve disputes voluntarily. For more information, please contact the VP of Human Resources. You also may contact the local offices of the EEOC or DFEH, as listed the government section of the white pages in the telephone directory.

A. Compliance with the Law Unlawful harassment in employment violates state and federal law, including the California Fair Employment and Housing Act. The YMCA of the East Valley complies fully with federal and state law against harassment, as follows.

Examples of Harassment Prohibited unlawful harassment includes, but is not limited to, the following behavior: • Unwanted sexual advances, invitations, propositions, comments, or sexual flirtation.

• Offering employment benefits in exchange for sexual favors.

• Making or threatening reprisals after a negative response to sexual advances.

• Visual conduct: derogatory and/or sexually oriented posters, photography, cartoons, drawings or gestures; leering or making sexual gestures.

• Verbal conduct: making or using derogatory comments, epithets, slurs, or jokes.

• Verbal abuse of a sexual nature: sexual innuendo, sexual jokes, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual; suggestive or obscene letters, notes or invitations.

• Verbal abuse based on any other protected basis, such as race, age, religion, national origin, or sexual orientation (see the introduction to this section for a complete list); innuendo; jokes; graphic commentaries; degrading words; offensive letters or notes.

• Physical conduct: unwanted touching, assault, impeding, or blocking normal movements.

• Retaliation for having reported or threatened to report harassment.

• Any verbal, visual, or physical conduct with a minor that is unwelcome or illegal.

B. Sexual Harassment Unwelcome sexual advances (verbal, physical, written, or visual), requests for favors, and other verbal, physical, written, or visual conduct of a sexual nature constitute sexual harassment when: • A submission to the advance is a term or condition of employment (e.g., promotion, training, overtime assignments, etc.).

• Submission to or rejection of the advance is used as the basis for making employment decisions (e.g., promotion, training, etc.).

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Such conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive working environment.

Sexual harassment, whether committed by supervisory or non-supervisory personnel, volunteers, vendors, or members, is specifically prohibited by this policy.

It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females.

C. Abusive Conduct Prevention It is expected that the YMCA of the East Valley and persons in the workplace perform their jobs productively as assigned, and in a manner that meets all of managements’ expectations, during working times, and that they and refrain from any malicious, patently offensive or abusive conduct including but not limited to conduct that a reasonable person would find offensive based on any of the protected characteristics described above. Examples of abusive conduct include repeated infliction of verbal abuse, such as the use of malicious, derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the intentional sabotage or undermining of a person's work performance.

D. Complaint Procedure Any employee who feels that a violation of this policy has occurred should contact their immediate supervisor, their supervisor’s supervisor, or the Human Resources department. Employees may also call the Code of Conduct Hotline at 1-833-479-4909. Employees are not required to make a complaint directly to their immediate supervisor. Each allegation will be timely and discreetly investigated. Retaliation against someone for making or assisting with a complaint will not be tolerated.

Supervisors who learn of possible harassment of any employee, whether created by employees or non-employees, must immediately notify the Vice President of Human Resources. Failure to do so will subject the supervisor to disciplinary action, up to and including termination.

The YMCA expects all employees to fully cooperate with any investigation conducted by the YMCA into a complaint of proscribed harassment, discrimination, or retaliation, or regarding the alleged violation of any other YMCA policies. The YMCA will maintain confidentiality surrounding the investigation to the extent possible and to the extent permitted under applicable federal and state law.

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Upon completion of the investigation, the YMCA will communicate its conclusion as soon as practical. If the YMCA determines that this policy has been violated, remedial action will be taken, commensurate with the severity of the offense, up to and including termination of employment. Appropriate action will also be taken to deter any such conduct in the future. If a complaint cannot be substantiated, the YMCA may take appropriate action to reinforce its commitment to providing a work environment free from harassment. Retaliation is prohibited against any person by another employee or by the YMCA of the East Valley for using the YMCA’s complaint procedure, reporting proscribed discrimination or harassment or filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Individuals who believe they have been subjected to retaliation, or believe that another individual has been subjected to retaliation, should make a report using this complaint procedure.

E. Supervisors’ and Managers’ Responsibility All supervisors and managers are responsible for: • Implementing this policy, which includes, but is not limited to, taking steps to prevent harassment and retaliation; • Ensuring that all employees under their supervision have knowledge of and understand this policy; • Promptly reporting any complaints to the designated Human Resources Representative so they may be investigated and resolved in timely manner; • Taking and/or assisting in prompt and appropriate corrective action when necessary to ensure compliance with this policy; and • Conducting themselves, at all times, in a manner consistent with this policy.

Failure to meet these responsibilities may lead to disciplinary action, up to and including termination.

15. CHILD ABUSE PREVENTION AND INTERVENTION This section defines child abuse, explains relevant laws, suggests how to prevent incidents, and establishes guidelines for handling cases. Branches are required to distribute copies of this policy statement to all staff and retain a signed acknowledgment by each staff person of the receipt and understanding of this policy.

The YMCA provides a healthy atmosphere for the growth and development of children. Any suspected or reported child abuse will be treated in accordance with applicable laws and approved policies. All employees must read and sign the Child Abuse Prevention Policy prior to employment.

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All new hires and returning program employees working directly with children must be fingerprinted through Live Scan and cleared through DOJ and FBI prior to working. A hardcopy of the Live Scan application must be submitted to the YMCA of the East Valley Office. All staff working in school district, licensed childcare and ASES sites must be Live Scanned through DOJ and FBI and cleared prior to working.

All employees working at or visiting a facility where minors are present are considered to have a supervisory or disciplinary relationship over minors.

Fingerprints will be taken immediately after contingent offer of position, prior to being hired or working. Criminal record statement and self-disclosure form must be completed and signed after contingent offer of employment has been made and then turned into Human Resources Department. New hires must be cleared to work by the Human Resources Department prior to their first day.

All employees working in Community Care Licensed programs are required by law to be fingerprinted and cleared through Community Care Licensing prior to working at the licensed site. Additionally, all licensed employees working with minors are required to clear the child abuse index check which further investigates any sex crimes prior to working.

All current employees will be subject to random criminal record checks. Child abuse reports will be handled initially at branch level with "witness" reporting (verbally or in writing) to the supervisor. If abuse occurs within the family, Child Protective Services (CPS) should be contacted. If abuse occurs outside of the family, the branch designee will contact the police or CPS. The Vice President of Human Resources should be informed immediately if staff members have been accused or are involved in the incident. A written report should be mailed by the reporter to CPS or licensing and sent to the Vice President of Human Resources and to the VP, General Counsel. A copy of this report should also be retained at the branch. It is strongly suggested that the Branch Executive Director sign the report.

All employees are prohibited from working one-on-one in an outside capacity (for example, babysitting, swim lessons) with any youth member or youth program participant of the YMCA, including other staff’s children. (See the “Babysitting Policy” for more details about babysitting).

Employees should not have contact with YMCA youth members or youth program participants outside of a YMCA program without the permission of the employee’s Branch Executive Director, the Vice President of Human Resources, and the youth’s parents. Outside contact includes communication with youth by electronic means.

All staff will be informed about the YMCA of the East Valley’s child abuse policy, including basic child abuse prevention, recognition, and report training.

New staff will receive a child abuse prevention overview within ninety (90) days of employment as part of the new hire orientation. Current staff will annually receive child abuse training.

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All employees are considered mandated child abuse reporters. Information on mandatory reporting will be issued to employees in the new hire packet.

A. Definition of Child Abuse Child abuse includes such acts as sexually molesting a child; willfully causing or permitting a child to suffer; inflicting on a child unjustifiable physical pain or mental suffering; and, with respect to persons having care or custody of the child, willfully causing or permitting the health of a child to be injured or willfully causing or permitting the child to be placed in a situation where the person or health of the child is endangered.

Under state law, children in licensed child care and family day care have the right “to be free from corporal or unusual punishment, infliction of pain, humiliation, intimidation, ridicule, coercion, threat, mental abuse or other actions of a punitive nature including but not limited to: interference with functions of daily living including eating, sleeping or toileting; or withholding of shelter, clothing, medication or aids to physical functioning.” 22 Cal. Code Regs. §§ 101223, 102423. Any form of discipline or punishment that violates these rights is prohibited. Id. at § 101223.2.

B. Lewd or Lascivious Acts A lewd or lascivious act is broadly defined to include statutory rape and oral sex with a minor. Statutory rape is sexual intercourse with a minor, regardless of consent of the minor and regardless of the age of the perpetrator. In California a minor is anyone under the age of 18.

The YMCA of the East Valley will discipline, up to and including termination, any staff person who sexually exploits a minor. Additionally, it is a public offense to commit a lewd or lascivious act on a child of age 14 or 15 if the perpetrator is at least 10 years older than the child, and it is punishable by imprisonment for up to three years. Anyone guilty of participating in oral sex with a minor can be punished with imprisonment for up to a year.

C. Inappropriate Communication with Minors The YMCA will discipline, up to and including termination, any staff person who is communicating inappropriately with the intent of seducing a minor.

Additionally, it is a public offense punishable by imprisonment in the county jail or state prison to communicate inappropriately with a minor with the intent of seducing a minor. This offense requires that the perpetrator know the person is a minor or that the perpetrator failed to exercise reasonable care to determine whether the person is a minor. This includes communication with minors via telephone, e-mail, instant or text messages, or the Internet.

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D. Preventing Child Abuse The YMCA of the East Valley is committed to the prevention of child abuse.

The YMCA of the East Valley is helping to prevent child abuse by screening all staff who have or could have a supervisory or disciplinary relationship over minors according to employment policies and guidelines. All staff may be randomly criminal record checked through DOJ and/or FBI. All new hires must have at least three professional references and one personal reference checked prior to being hired. Completion of reference checks will be reviewed at branch level before being submitted to the Human Resources department. The Human Resources Department will not approve new hire packets without four references, unless authorized by the Vice President of Human Resources.

E. Education of Staff All employees will receive a copy of the child abuse prevention policy, the child abuse information sheet and the mandated child abuse reporter information upon hire. All new staff will attend a new staff orientation and child abuse prevention training, within ninety (90) days of hire.

F. Preliminary Investigation If a child reports abuse, you should give them emotional support while obtaining information about the incident. Use the following procedure as a guide.

• Believe the child; don't deny the problem.

• Stay calm, listen and underreact if possible. Do not blame, punish, or embarrass the child.

• Reassure the child that they are not to blame and that it was right to tell about the incident. Let the child know that the YMCA will support them and that no harm should come in reporting information. Let the child ask questions and answer them in understandable terms.

• Get details about the events leading to the act of abuse. If a stranger was involved, get a description.

• Do not lead with questions or make suggestions or comments about the incident.

• Report the incident immediately to your supervisor or appointed branch representative and/or authorities, including police, sheriff’s department, probation, CPS, or licensing, depending on circumstances.

• Document the incident. Write up the incident, including investigation, and give the write-up to your supervisor. Give a written report to the police if the incident occurred outside the home or family. You must report the incident in writing within 36 hours.

• Do not promise confidentiality.

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Report to your supervisor immediately and only tell other staff on a need-to-know basis.

Involve outside resources, including YMCA of the East Valley Office staff as appropriate and with the direction of your supervisor.

G. The Reporting Law Child abuse is considered a reportable offense and can be either a felony or a misdemeanor. The California Penal Code, Section 11166. states that if persons in certain child-contacting professions, such as teaching, medicine, social work, etc. suspect a child, 18 years or younger, has received physical injuries or injury which appear to have been inflicted upon them by other than accidental means by any person, or that they have been sexually abused, such fact will be reported by the observer by telephone immediately and in writing within thirty-six (36) hours to CPS or the police department in the city of the incident. Failure to report includes penalties up to $1,000.00 or six (6) months in jail, or both.

H. Staff/Volunteers Accused of Abuse Normally, staff or volunteers accused of child abuse will be suspended pending investigation. This protects the staff or volunteers in case of a false accusation. Additionally, it facilitates an effective investigatory process.

All staff will be required to inform their supervisor or branch executive if they learn that a fellow employee has a prior history of sexual abuse convictions.

I. Handling an Incident/Staff and Parents You must respect the privacy rights of all concerned. All accusations of abuse are highly confidential, and information should be given out on a need to know basis only. (Remember too that often incidents and occurrences can be interpreted in more than one way.)

J. Handling an Incident / Reporting Follow the procedures listed above, including but not limited to reporting the incident to your supervisor and the appropriate authorities.

Each YMCA employee has the responsibility to report the incident to their direct supervisor, who in turn should immediately inform the appropriate executive director or designee. Executives should also inform the YMCA of the East Valley association office; contact the Vice President of Human Resources (if staff are involved) and/or the Vice President of Operations.

Send them to the association office for an official incident report within thirty-six (36) hours if the incident involved staff or volunteers.

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The internal reporting process is not intended to hinder the efficiency of reporting to outside agencies. Reporting internally and externally is required and should be done as appropriate and determined by law.

If you directly observe child abuse, you must immediately report it orally to the police or CPS and to your supervisor. You must then follow up in writing.

If a child directly reports to you that they are being abused then you must report it orally to your supervisor and to the police after internal assessment.

If you suspect child abuse based upon behaviors, physical symptoms or signs, you need to report it immediately to your supervisor, monitor and assess the situation and report to authorities as appropriate.

K. Babysitting Policy Employees may not babysit any youth member or youth program participant of the YMCA, including other employees’ children. Exceptions may be made when a pre-existing babysitting relationship already exists. Employees must get upper management’s pre-approval for such exceptions.

Staff may not be alone with children they meet in YMCA programs outside of the YMCA. This includes babysitting, sleepovers, and inviting children to their home. Any exceptions require a written explanation before the fact and are subject to President & CEO approval.

The YMCA of the East Valley does not sanction, encourage, or endorse the use of YMCA employees for non-YMCA childcare activities. Such childcare activities are performed outside the course of employment.

The YMCA of the East Valley assumes no responsibility for outside childcare, including legal liability. The YMCA of the East Valley will not provide workers’ compensation or other coverage for non-YMCA childcare employment.

16. WORKPLACE VIOLENCE YMCA of the East Valley has adopted the following workplace violence policy to ensure a safe working environment for all employees.

YMCA of the East Valley has zero tolerance for acts of violence and threats of violence. Without exception, acts and threats of violence are not permitted. All such acts and threats, even those made in apparent jest, will be taken seriously, and will lead to discipline up to and including termination.

Possession of weapons on premises and at YMCA-sponsored events shall constitute a threat of violence.

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Employees are expected to conduct themselves in keeping with the YMCA mission, YMCA values (respect, responsibility, honesty, and caring). Workplace violence is considered to be misconduct, and the YMCA of the East Valley will take appropriate actions in response to workplace violence, up to and including termination of employment. The YMCA of the East Valley may contact the police and other authorities for assistance. Due to the nature of the YMCA, violent actions by employees that occur off YMCA premises may be considered work-related, and the YMCA of the East Valley will take appropriate steps, up to and including termination of employment.

In order to achieve its goal of providing a workplace that is secure and free from violence, the YMCA of the East Valley must enlist the support of all employees.

Compliance with this policy and the YMCA of the East Valley’s commitment to a “zero tolerance” policy with respect to workplace violence is every employee’s responsibility.

The YMCA of the East Valley believes that employees may be better prepared to avoid or prevent violence if they are able to recognize early warning signs and follow appropriate response procedures. Employees will therefore play a crucial role in the administration of this violence prevention policy.

It is every employee's responsibility to assist in establishing and maintaining a violence-free work environment. Therefore, each employee is expected and encouraged to report any incident which may be threatening to you or your coworkers or any event which you reasonably believe is threatening or violent. You may report an incident to the President & CEO.

A. Workplace Violence Prevention Policy Early Warning Signs Certain risk factors and behavior patterns may offer early warning signs of violent conduct. Examples of such warning signs include the following: • A history of threatening or violent behavior • Paranoia or easily panicked behavior • A fascination or preoccupation with weapons, particularly weapons or explosives that could cause mass destruction, such as semi-automatic guns • Extreme stress from personal problems or life crises • Events affecting workplace conditions and/or generating stress • Identifying with incidents of workplace violence reported in the media and condoning or sympathizing with the actions of the perpetrator • Being a loner with little or no involvement with other employees • Engaging in frequent disputes with supervisors or co-workers • Routine violation of YMCA of the East Valley policy • Obsessive involvement with one’s job, particularly where it occurs with no apparent outside interests

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If a staff person becomes aware of risk factors and behavior patterns of the type described above, the staff person should contact their supervisor or the Vice President of Human Resources. The supervisor should contact the Vice President of Human Resources at 909.798.9622 ext. 7122. The Vice President of Human Resources will evaluate the matter and provide the supervisor with direction and assistance to deal with the situation. If necessary, the Vice President of Human Resources will contact outside consultants or experts.

B. Threats of Violence A threat includes, but is not limited to, any indication of intent to harm a person or damage District property. Threats may be direct or indirect, and they may be communicated verbally or nonverbally. The following are examples of threats and acts that shall be considered violent - this list is in no way all-inclusive: Example

Type of Threat

Saying, "Do you want to see your next birthday?"

Indirect

Writing, "Employees who kill their supervisors have the right idea."

Saying, 'Tm going to punch your lights out."

Making a hitting motion or obscene gesture Displaying weapons Stalking or otherwise forcing undue attention on someone, whether romantic or hostile Taking actions likely to cause bodily harm or property damage

Indirect Direct Nonverbal Extreme Extreme Acts of violence

Every threat of violence is serious and must be treated as such. Threatening behavior can include such actions as the following: • Throwing objects • Making a verbal threat to harm another individual or destroy property • Making menacing gestures • Expressing significant grudges against co-workers • Displaying an intense or obsessive romantic interest that exceeds the normal bounds of interpersonal interest • Attempting to intimidate or harass other individuals • Behavior indicating that the individual is significantly out of touch with reality and that they may pose a danger either to themselves or to others • Having weapons at work Employees who become aware of any threats of workplace violence must immediately report the threats to their supervisor or the Vice President of Human Resources.

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C. Handling an Incident / Reporting Every employee has the responsibility to immediately report any incident involving a threat of violence or act of violence to their direct supervisor, who in turn should immediately inform the branch executive. Executives should also inform the YMCA of the East Valley Human Resources Department in writing by contacting the Vice President of Human Resources.

The Vice President of Human Resources or their designee will investigate the matter and take appropriate corrective action, including disciplinary action, up to and including termination, against the employee who violates this policy.

If employees become aware of workplace security hazards or identify methods of increasing security in the workplace, they should also report that information to their supervisor or the Vice President of Human Resources or the Vice President of Operations. Employees are required to report violations of this policy, including any incidents involving actual or threatened violence. They may do so without fear of retaliation of any kind.

Reporting Imminent Risks of Violence and Acts of Violence If an employee becomes aware of any actual violence, imminent violence, or threat of imminent violence, obtaining exigency assistance must be a matter of first priority. The employee should immediately contact the Vice President of Human Resources and/or Vice President of Operations and, if appropriate, contact local law enforcement authorities by dialing 911. The employee must report the incident to their supervisor immediately after contacting the authorities. The supervisor must then immediately notify the Vice President of Human Resources and/or the Risk Management department. If the supervisor is not available, the employee should immediately contact the Vice President of Human Resources and/or the Risk Management department directly. Employees may report any incidents of violence or threats of violence without fear of reprisal of any kind.

D. Complaint Procedure An employer should take immediate and appropriate action when they know, or should have known, that a violent act has occurred. An employer must take effective action to stop any further violence. To those ends, our policy includes provisions to: • Fully and effectively investigate.

• Interviews may take place.

• If inappropriate conduct is found, the perpetrator will be subject to disciplinary action, up to and including termination.

• Supervisors who learn of possible violent acts against any employee, whether created by employees or non-employees, must immediately notify their branch executive and the Vice President of Human

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Resources. Failure to do so will subject the supervisor to corrective action, up to and including termination.

Staff accused of a violent act may be suspended, pending investigation.

E. Policy Violations When it is determined that an employee has violated this policy by threatening another individual with violence or engaging in violent behavior, the Vice President of Human Resources will determine the appropriate corrective action, if any, including whether disciplinary action is warranted. If it is determined that a threat of violence or actual violence has occurred, disciplinary action will be imposed, up to and including termination. An individual who violates this policy may be required to undergo education or obtain other assistance as a condition of continued employment.

F. When You Need Help Life is not easy. Everyone has times -- personal and professional -- when they feel burdened and overwhelmed. In such times, please remember that the Vice President of Human Resources or your Supervisor can lend you a hand. Either can confidentially put you in touch with a wide variety of community resources and assistance programs.

17. LEAVING THE YMCA A. Separations and Transfers Staff members who voluntarily quit or who transfer to another YMCA are requested to provide their Supervisor as much notice as possible and usually prefer two weeks.

All staff who separate/terminate employment with the YMCA must return all YMCA property, including but not limited to keys, equipment, staff shirts, ID badges and membership cards.

Part-time employees, who are not available for work and/or do not receive a paycheck within a consecutive 45-day period, may be considered to have voluntarily separated from employment.

B. Layoff Layoff refers to separation of employment initiated by the YMCA due to business conditions. Should a layoff become necessary, employment decisions will be based primarily on business needs of the YMCA and the individual staff person’s job performance. Job performance includes: ability to YMCA of the East Valley Employee Handbook – 2026

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perform the required work at the required standards, performance appraisals, and disciplinary status. If the Supervisor considers two or more people in the same job classification to be approximately equal in job performance, seniority will be the deciding factor.

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18. ARBITRATION AGREEMENT At the YMCA of the East Valley, we are committed to providing a positive and fair working environment for all employees. To address disputes that may arise, we have established an Arbitration Policy. This policy serves as acknowledgment that arbitration agreements are in place for resolving conflicts through a legally binding and final method under California law.

The purpose of this Arbitration Policy is to ensure that any disputes or claims arising out of, or related to, employment with the YMCA are resolved in a fair, timely, and cost-effective manner. This policy aims to maintain a harmonious workplace environment and avoid the lengthy and expensive process of litigation.

This policy applies to all employees of the YMCA and covers any employmentrelated disputes, including but not limited to: • Claims related to wages, hours, and terms and conditions of employment • Discrimination, harassment, or retaliation claims Breach of contract or wrongful termination claims • Any other employment-related disputes as permissible by law While this policy is included in the Employee Handbook for informational and acknowledgement purposes, employees will receive a separate Arbitration Agreement. This separate agreement acknowledges the employee's understanding and acceptance that arbitration is the exclusive means of resolving employment disputes.

Legally Binding and Final By agreeing to arbitration, both the employee and the YMCA waive their rights to a trial by jury or to participate in a court action regarding covered disputes.

Arbitration decisions are legally binding and final, with limited rights to appeal under California law.

Confidentiality All arbitration proceedings will be confidential and will not be disclosed to any third party, except as required by law.

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19. MANUAL ACKNOWLEDGEMENT Employee Handbook Acknowledgement ALL EMPLOYEES MUST READ THIS Employee Handbook, FILL OUT AND RETURN THIS PORTION TO THE YMCA OF THE EAST VALLEY HUMAN RESOURCES DEPARTMENT WITHIN ONE WEEK OF RECEIPT. I have received a copy of the YMCA of the East Valley (“the Association”) Employee Handbook. I have carefully read and understand its contents and agree to follow the policies stated. I further understand that transfers, demotions, suspensions, employee discipline and changes in the terms and conditions of employment may be affected or administered at the sole and absolute discretion of the Association. I understand I am an “at-will” employee. I understand these conditions of my employment may not be modified orally and may only be modified in writing signed by the President/President & CEO of the Association and me.

I acknowledge that The Association may revise, delete, or add to any policies, procedures, work rules, or benefits stated in this handbook at any time, without prior notice.

Employee Signature: ______________________ Date: ______________________ Print: ______________________

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20. AT-WILL EMPLOYMENT ACKNOWLEDGEMENT At-Will Employment Acknowledgement I understand that my employment with the YMCA of the East Valley is at-will. This means that either I or The Association can terminate the employment relationship at any time, with or without cause or notice.

I understand nothing in the Employee Handbook is intended to be, and nothing in it should be construed to be, a limitation of my right and the Association’s right to terminate the employment relationship at any time, with or without notice, for any reason or no reason.

I understand nothing in the Employee Handbook is intended to, and nothing in the Employee Handbook should be construed to create an implied or express contract of employment I acknowledge that no manager, supervisor, or representative of the YMCA of the East Valley, other than the President, has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the at-will employment relationship.

Employee Signature: ______________________ Date: ______________________ Print:______________________________

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