YCVA Employee Handbook 2025

ABOUT THIS HANDBOOK

The YMCA of Central Virginia is an independent, non-profit, 501(c)(3) corporation. Under the auspices of the YMCA of the USA, the YMCA of Central Virginia works to accomplish the shared national cause where, working side-by-side with our neighbors, the Y makes sure that everyone, regardless of race, age, sex or gender, religion, (dis)ability, cultural identity, sexual orientation, income or background, has the opportunity to learn, grow and thrive.

This Employee Handbook uses the terms “Association” and “YMCA” and “The Interchangeably to refer to the YMCA of Central Virginia.

The contents of this Employee Handbook are not a contract for continued employment but rather represent a general outline of Human Resources policies, benefits and expectations that apply to the YMCA of Central Virginia.

Nothing contained in this Employee Handbook, or in other handbooks, or employment applications, shall create an expressed or implied contract concerning length of employment. As explained elsewhere in this Employee Handbook, employment at the YMCA is at-will. No one except the President/CEO of the YMCA, or the President/CEO’s authorized representative, is authorized to make binding employment contracts, and only if such contracts are in writing and signed by the President/CEO of the YMCA or the President/CEO’s authorized representative.

This Employee Handbook supersedes all previously issued Employee Handbooks, and any inconsistent verbal or written policy statements made or issued before this Employee Handbook. Except for the policy of at-will employment, YMCA of the Central Virginia reserves the right to revise, delete, and add to the provisions of this Employee Handbook. All such revisions, deletions, or additions must be in writing. No oral statements or representations can change the provisions of this Employee Handbook

Nothing in this Handbook or in any other document or policy is intended to violate any local, state or federal law. Nothing in this Handbook or in any other document or policy is intended to prohibit protected conduct or communications relating to employee wages, hours or working conditions, or any other conduct protected by the National Labor Relations Act. Furthermore, nothing in this Handbook prohibits an employee from reporting concerns, making lawful disclosures, or communicating with any governmental authority about conduct the employee believes violates any laws or regulations.

LETTER FROM OUR CEO

Welcome to the YMCA of Central Virginia!

We’re thrilled to have you join our team. As you embark on this journey with us, you’ll quickly discover that the Y is more than just a place to work it’s a vibrant community dedicated to a greater purpose. For over 160 years, our commitment to nurturing the potential of kids, promoting healthy living, and fostering a sense of social responsibility has been at the heart of everything we do.

Rooted in our mission to put Christian Principles into practice, we offer programs that build a healthy spirit, mind, and body for all who walk through our doors. Our legacy speaks volumes: for over a century and a half, we've created a supportive environment while advocating for inclusivity and openness to all.

Every day, we collaborate with our neighbors in communities across the country to ensure everyone, regardless of age, income, or background, has the opportunity to thrive. Here in Central Virginia, over 64,000 individuals rely on the Y for the support they need. Now, you’re a part of that mission.

Whether you’re guiding a new member, teaching someone to swim, or inspiring a young person, you play a crucial role in our community. We are delighted to welcome you to the YMCA family in Central Virginia, and we look forward to the positive impact we will create together. Should you have any questions or need assistance along the way, please do not hesitate to reach out.

Welcome to the Y!

Mike Cassidy| Chief Executive Officer

A. OVERVIEW

At the Y, strengthening community is our cause. We believe lasting personal and social change happens when we work together. Every day, we ensure that people of all ages, backgrounds, and income levels have the opportunity to learn, grow, and thrive, guided by our core values of caring, honesty, respect, and responsibility.

A. OUR H ISTORY

For over 168 years, the YMCA of Central Virginia has been a vital part of Lynchburg and Central Virginia, evolving to meet the unique needs of our community while staying true to our mission of putting Christian principles into action through programs that build healthy spirit, mind, and body for all. Established in 1856, the YMCA of Central Virginia was among the earliest YMCAs founded in the United States, predating even the Civil War. In the 1940s, we expanded our focus to include recreational programs for youth and families, introducing swim lessons, summer camps, and fitness initiatives that would become hallmarks of our legacy.

In the 1970s, we opened new facilities to meet the growing demand for fitness and wellness, and April 2002, our programs expanded further with the construction of the Jamerson Family YMCA, serving as a hub for families and individuals in Lynchburg. To better serve the evolving wellness needs of our community, we opened the YMCA on Old Forest Road, providing 24/7 access, innovative fitness technology, and specialized programs that cater to busy lifestyles while maintaining our welcoming, family-centered approach.

Most recently, we’ve introduced initiatives like LIVESTRONG® at the YMCA for cancer survivors, Rock Steady Boxing for Parkinson’s Disease, Memory Café, Safety Around Water, Little Scholars Academy Preschool, and our summer learning loss program called Power Scholars Academy to further solidifying our role as a leader in community health. From equipping children with essential water safety skills to fostering education and social responsibility, the YMCA continues to serve as a beacon of hope and strength,

B. CORE VALUES

connecting generations of Central Virginians to opportunities for growth, health, and community.

B. OUR IMPACT

We live our mission: “to put Christian principles into practice through programs that build healthy spirit, mind, and body for all.” Our impact is felt when individuals make healthy choices, mentors inspire, and communities unite for the common good.

C. COMMITMENT TO OUR COMMUNITY

As a 501(c)(3) tax-exempt organization, the Y strives to provide programs and services to everyone, regardless of financial ability. We bring people together across all walks of life to ensure everyone can live life to the fullest.

D.

DIVERSITY AND INCLUSION

The Y embraces diversity and inclusion, welcoming individuals of all genders, incomes, faiths, races, sexual orientations, and cultural backgrounds. We are inspired by our Christian mission and believe that keeping our doors open to all strengthens our community. Our core values shape everything we do, as we foster an inclusive environment free from bias, discrimination, and harassment.

E. OUR COMMITMENT

Welcoming all individuals into our programs and facilities. Developing programs that meet the needs of our members and community. Ensuring fair and unbiased hiring practices. Maintaining a safe, inclusive environment for everyone

At the YMCA of Central Virginia, our core values guide everything we do. These values shape how we serve our community and support each other every day.

A. MISSION - DRIVEN

The Y’s mission is to Christian principles into practice through programs that build a healthy spirit, mind, and for all.

B. GENUINE/AUTHENTIC

We value authenticity and strive to create a welcoming environment where everyone feels safe to be themselves. We prioritize diversity, equity, and inclusion, and approach our work with honesty and sincerity.

C. RELIABLE

We follow through on our commitments.

D. PROFESSIONAL

We maintain professionalism, ensuring everyone feels safe, included, and respected. We are attentive, responsive, and proactive in our work.

E. POSITIVE

We foster a positive atmosphere, understanding that it uplifts everyone. A positive outlook is contagious and leads to shared success.

F. HUMBLY CONFIDENT

We are confident in our abilities but lead with humility, valuing the contributions of our team and acting with poise rather than ego.

C. BUSINESS PRACTICES

A. INTRODUCTION

The Board of Directors of the YMCA of Central Virginia appoints the Chief Executive Officer (CEO) to oversee all personnel matters in accordance with established policies. While the CEO holds the primary responsibility for implementing these policies and supervising staff, they may delegate authority and responsibilities to other leaders as needed.

The policies in this handbook serve to:

• Deliver the highest level of service to our members and community

• Foster a positive and supportive work environment at the YMCA

• Maintain strict safety standards for all staff

• Clearly outline the YMCA’s expectations and what employees can anticipate in return

• Prevent misunderstandings by providing clear guidance on addressing issues

• Ensure compliance with legal requirements

Any questions or concerns regarding the interpretation of these policies should be referred to Senior Leadership.

B. EMPLOYMENT PHILOSOPHY

At the Y, we are dedicated to hiring individuals who exemplify the highest standards of character and fully embrace our mission, purpose, and goals. Our staff members are the foundation of our organization and are expected to embody our core values of caring, honesty, respect, and responsibility in all that they do. We seek individuals who bring exceptional skills, specialized aptitudes, and the capabilities required for their roles. Equally important, we value those with a genuine commitment to continuous learning, professional growth, and a desire to contribute meaningfully to the success of our team and the communities we serve.

All employment practices at the Y are guided by integrity and fairness. We adhere strictly to applicable laws, regulations, and ethical standards, ensuring that our policies foster an inclusive, equitable, and compliant work environment.

C. A T - WILL EMPLOYMENT RELATIONSHIP

Employment with the YMCA of Central Virginia, is at-will, meaning either the employee or the employer may terminate the relationship at any time, with or without cause or notice, as permitted by law. This at-will status cannot be altered except through a written agreement signed by both the employee and an authorized representative of the YMCA of Central Virginia.

Virginia law upholds the at-will employment doctrine, and this relationship remains subject to all applicable federal and state laws prohibiting discrimination, retaliation, or other unlawful practices.

D. HIRING PROCESS

The Y maintains an open application process, advertising vacancies both internally and externally, with a commitment to selecting the most qualified candidates. Current employees are encouraged to apply for open positions. Hiring includes completion of an employment application, criminal history and reference checks, a drug test, and other role-specific requirements.

Conditional Start

In some cases, employees may begin work on a conditional basis while awaiting the results of certain screenings. Initial employment is strictly contingent on satisfactory results, and the Association reserves the right to modify or terminate employment if results do not meet required standards.

New Hire Orientation

To help new employees establish a strong connection with the YMCA of Central Virginia, we provide a comprehensive orientation program. On their first day, each new hire participates in a branch-specific orientation tailored to their role and work environment. Additionally, all new staff members are required to complete an association-wide orientation within their first 90 days of employment.

Supervisors will guide employees through the process and provide assistance in accessing and completing the necessary orientation programs. This dual-orientation approach ensures new employees are well-prepared, informed, and aligned with the YMCA’s mission and values.

E. EMPLOYMENT OF RELATIVES

The Y allows employees' relatives to be employed but prohibits reporting relationships between them to avoid conflicts of interest. Relatives include spouses, domestic partners, children, siblings, parents, in-laws, step-relatives, and cohabitating partners (e.g., dating).

Employees cannot be in a dating relationship with their direct supervisor. Hiring or employment of relatives in reporting relationships or roles that create actual or perceived conflicts of interest (e.g., favoritism, morale issues) is not permitted. Employees must notify Human Resources of any family members hired or personal relationships that may result in a conflict of interest. Relatives cannot supervise, evaluate, or work in positions where they directly report to each other or the same supervisor.

If employees marry, become domestic partners, or establish relationships that conflict with this policy, they must notify Human Resources immediately. Human Resources will seek alternative arrangements to resolve the conflict.

All exceptions require CEO approval and are subject to annual review.

Adverse Findings or Non - Compliance:

• If a candidate fails to meet the standards outlined during the screening process or does not comply with the requirements, the conditional offer may be rescinded.

• For employees who begin work conditionally, unsatisfactory results may lead to immediate termination.

L egal Compliance:

• All conditional hiring practices comply with federal, state, and local laws, including the Fair Credit Reporting Act (FCRA), Virginia’s "Ban the Box" law, and anti-discrimination laws.

• Background check and screening information is handled with the highest level of confidentiality and used only as permitted by applicable law.

Notification and Transparency: Candidates are informed of their conditional status, the nature of required screenings, and the timeline for completion. The Association will notify candidates promptly if an adverse action is taken based on screening results.

This conditional hiring process ensures a fair and transparent approach to employment while upholding the safety and integrity of our workplace and the communities we serve.

F. BACKGROUND SCREENING (S)

For Employees and Volunteers: The Association is committed to maintaining a safe, trustworthy, and reliable workplace. To support this commitment, we implement comprehensive background checks in compliance with federal and Virginia state laws, with additional requirements for Youth Development staff.

Background Checks May Include

• National Fingerprint Background Check: For Youth Development staff, this federal-level check conducted by the FBI ensures thorough criminal history screening.

• Criminal Records: A review of criminal conviction records in accordance with applicable laws.

• Virginia Child Abuse and Neglect Central Registry Check: The Central Registry , mandated by the Virginia Child Protective Law, includes individuals identified as abusers or neglectors in founded child abuse or neglect investigations conducted in Virginia.

• Rapid Drug Testing: Includes instant drug testing where required.

• Tuberculosis (TB) Questionnaire/Testing: Required for Youth Development staff in alignment with health and safety standards.

• Verification Reports: Includes identity, previous employment, education, and Social Security Number (SSN).

• Driving Records: Required for roles involving driving on behalf of the Y.

• Reference Checks: A minimum of two professional references must be completed.

Background checks assess employment history, references, educational background, and other relevant information to ensure employees meet the Y’s high standards of safety and integrity.

Youth Development Staff Requirements: To ensure the safety and well-being of children, Youth Development staff are subject to the most stringent checks, including national fingerprint background checks, TB testing, and instant drug testing.

Legal Compliance : All background checks are conducted in adherence to the federal Fair Credit Reporting Act (FCRA), state fair credit reporting laws, and anti-discrimination and privacy laws.

The Association complies with Virginia’s "Ban the Box" law, which prohibits inquiries into criminal history on initial job applications. Criminal background checks are only conducted after a conditional job offer is made.

Rehiring Procedures: All former or returning staff members/volunteers are required to complete a criminal background check upon rehire.

Use of Information

Criminal history, child abuse registry information, and other background data will be reviewed only to the extent permissible under applicable law. Pending criminal matters may be considered in appropriate business-related circumstances.

Commitment to Safety and Equity

The Association is an equal opportunity employer and complies with all federal, state, and local laws related to the use of background checks for employment purposes. These measures ensure a safe, equitable, and professional work environment while prioritizing the protection of children and communities we serve.

G. EQUAL EMPLOYMENT OPPORT UNITY

YMCA is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances.

YMCA of Central Virginia's leadership team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the CEO and/or Human Resources.

The YMCA of Central Virginia will not allow any form of retaliation against employees who raise issues of equal employment opportunity. If employees feel they have been subjected to any such retaliation, they should contact the CEO and/or Human Resources.

To ensure the workplace is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including termination. All employees must cooperate with all investigations conducted pursuant to this policy.

H. COMPENSATION PHILOSOPHY

Compensation Strategy

Our strategy to attract, retain, and reward talented individuals committed to the YMCA's mission and values aims to:

• Align with the YMCA's mission and support long-term goals.

• Enhance program quality by offering competitive total compensation (salaries and benefits).

• Benchmark compensation to regional standards and comply with all federal and state laws, including FLSA.

Compensation Objectives

• Salary Ranges : Maintain updated job descriptions and evaluate roles within salary guidelines. Ensure pay aligns with ranges, correcting discrepancies as needed.

• Competitive Compensation: Benchmark salaries through surveys and ensure equity.

• Performance- Based Adjustments : Link merit increases to performance appraisals within a structured system.

• Benefits : Review and adjust benefits annually based on feedback and market trends.

• Compliance & Communication: Follow labor laws, provide pay/benefits details in onboarding, and update staff annually.

I. SALARY ADMINISTRATION PLAN

If you have questions about the interpretation of wage and salary administration, you are encouraged to discuss them with management or the Human Resources Department.

Each position has a defined salary range, supported by two distinct wage and salary administration plans: one for exempt employees and one for non-exempt employees. These plans include the development of comprehensive written job descriptions, followed by the evaluation and assignment of a point value and grade for each role.

New employees are generally hired at a salary within the range of the minimum to mid-point of their position’s salary range. New employees may not be hired below the required state minimum wage. Exceptions to these guidelines are subject to review and approval by Human Resources.

The salary structure is reviewed annually, and adjustments may be made at the YMCA’s discretion, typically based on market trends and financial conditions. Salary reviews and potential increases are determined by various factors, including the established pay range for the position, individual performance, branch budgets, and other relevant considerations.

Salary Increases

The table below provides an overview of the types of salary increases and their descriptions. This list is not exhaustive. For additional details or clarification regarding a specific type not listed here, please consult the Human Resources Department.

Category Description

Merit

Promotion

A salary increase that recognizes a staff member’s performance level.

A salary increase that compensates a staff member for being promoted to a new position with greater responsibility.

Administrative An increase resulting from a range or market adjustment.

Annual

General Policy

A pre-determined increase based on budget constraints, which is subject to annual review and change.

In all cases, salary increases are made at the discretion of the Association and are not guaranteed.

J. REASONABLE ACCOMMODATIONS & INTERACTIVE DIALOGUE

YMCA of Central Virginia is committed to complying with applicable federal, state, and local laws governing reasonable accommodations of individuals, including, but not limited to, the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA).

To that end, YMCA of Central Virginia will endeavor to make a reasonable accommodation to applicants and employees who have requested an accommodation or for whom YMCA of Central Virginia

has notice may require such an accommodation, related to an individual's:

• Disability, meaning any physical, medical, mental, or psychological impairment, or a history or record of such impairment.

• Sincerely held religious beliefs and practices.

• Needs as a victim of domestic violence, sex offenses, or stalking.

• Needs related to pregnancy, childbirth, or related medical conditions; and/or

• Any other reason required by applicable law, unless the accommodation would impose an undue hardship on the operation of our business.

Reasonable accommodation can take many forms. For example reasonable accommodations for pregnancy, childbirth, or related medical conditions include but are not limited to things such as the ability to carry or keep water near and drink, as needed; allowing the employee additional restroom breaks; allowing the employee whose work requires standing to sit and whose work requires sitting to stand; allowing the employee breaks, as needed, to eat and drink; accommodations related to lactation; time off to recover from childbirth; modification of equipment; appropriate seating; temporary transfer to a different position that the employee is able to perform; restructuring job duties; light duty; or a modified work schedule.

The YMCA of Central Virginia will work with the employee to determine what accommodation is appropriate for the employee, given the employee's unique circumstances, that does not impose an undue hardship on The YMCA of Central Virginia.

Any employee who would like to request accommodation based on any of the reasons set forth above should contact the CEO and/or Human Resources.

Accommodation requests can be made in writing using a form which can be obtained from the CEO and/or Human Resources. If the employee who has requested accommodation has not received an initial response within five (5) business days, they should contact the CEO and/or Human Resources.

Unless otherwise required by law, The YMCA of Central Virginia may request that the employee provide supporting documentation. Cooperating with YMCA of Central Virginia by returning requested information in a timely fashion is required.

After receiving a request for accommodation or learning indirectly that the employee may require such accommodation, YMCA of Central Virginia will engage in an interactive dialogue with the employee.

Even if employee has not formally requested an accommodation, YMCA of Central Virginia may initiate an interactive dialogue under certain circumstances, such as when YMCA of Central Virginia has knowledge that employee's performance at work has been negatively affected and a reasonable basis to believe that the issue is related to any of the protected classifications set forth above, in compliance with applicable law. In the event YMCA of Central Virginia initiates an interactive dialogue, it should not be construed as YMCA of Central Virginia's belief the employee requires an accommodation but will serve as an invitation for the employee to share with YMCA of Central Virginia any information the employee desires to share, or to request an accommodation.

The interactive dialogue may take place in person, by telephone, or by electronic means. As part of the interactive dialogue, the YMCA of Central Virginia will communicate openly and in good faith with the employee in a timely manner to determine whether and how YMCA of Central Virginia may be able to provide reasonable accommodation. To the extent necessary and appropriate based on the request, YMCA of Central Virginia will attempt to explore the existence and feasibility of alternative accommodations as well as alternative positions for the employee. The YMCA of Central Virginia is not required to provide the specific accommodation sought by the employee, provided the alternatives are reasonable and either meet the specific needs of the employee or specifically address the employee's limitations.

The YMCA of Central Virginia will endeavor to keep confidential all communications regarding requests for reasonable accommodations and all circumstances surrounding the employee's underlying reason for needing accommodation.

YMCA of Central Virginia will not allow any form of retaliation against employees who have requested an accommodation, for whom YMCA of Central Virginia has notice may require such an accommodation, or who otherwise engage in the interactive dialogue process. Employees with questions regarding this policy should contact the CEO and/or Human Resources.

K. PREGNANCY ACCOMMODATIONS

In compliance with Virginia law, YMCA of Central Virginia will provide reasonable accommodation to the known limitations of a person related to pregnancy, childbirth, or related medical conditions, unless YMCA of Central Virginia can demonstrate that the accommodation would impose an undue hardship on YMCA of Central Virginia.

YMCA of Central Virginia will not:

• Take adverse action against individuals who request or use a reasonable accommodation pursuant to this policy, including failure to reinstate any such employee to their previous position or an equivalent position with equivalent pay, seniority, and other benefits when the need for a reasonable accommodation ceases.

• Deny employment or promotion opportunities to an otherwise qualified individual because YMCA of Central Virginia will be required to make reasonable accommodation to the known limitations of such individual related to pregnancy, childbirth, or related medical conditions; or

• Require employees to take leave if another reasonable accommodation can be provided to the known limitations related to the pregnancy, childbirth, or related medical conditions.

YMCA of Central Virginia will endeavor to engage in a timely, good faith interactive process with employees who request an accommodation pursuant to this section to determine if the requested accommodation is reasonable and, if such accommodation is determined not to be reasonable, discuss alternative accommodations that may be provided.

Reasonable accommodations may include, but are not limited to:

1. More frequent or longer bathroom breaks.

2. Breaks to express breast milk.

3. Access to a private location other than a bathroom for the expression of breast milk.

4. Acquisition or modification of equipment or access to or modification of employee's seating.

5. A temporary transfer to a less strenuous or hazardous position.

6. Assistance with manual labor.

7. Job restructuring.

8. A modified work schedule.

9. Light duty assignments; and

10. Leave to recover from childbirth.

Any questions about or requests for reasonable accommodation pursuant to this policy should be directed to Human Resources.

L. REASONABLE AC COMODATIONS

F or Person with Disabilities : In accordance with the Virginia Human Rights Act (the “Act”), employees have the right to reasonable accommodations for disabilities and to be free from unlawful discriminatory practices based on disability.

Under the Act, YMCA of Central Virginia may not:

• refuse to make reasonable accommodation to the known physical and mental impairments of an otherwise qualified person with a disability, if necessary to assist such person in performing a particular job, unless YMCA of Central Virginia can demonstrate that the accommodation would impose an undue hardship on YMCA of Central Virginia.

• take adverse action against an employee who requests or uses a reasonable accommodation pursuant to this section.

• deny employment or promotion opportunities to an otherwise qualified applicant or employee because YMCA of Central Virginia will be required to make reasonable accommodation for a person with a disability.

• require an employee to take leave if another reasonable accommodation can be provided to the known limitations related to the disability; or

• fail to engage in a timely, good faith interactive process with an employee who has requested an accommodation pursuant to this section to determine if the requested accommodation is reasonable and, if such accommodation is determined not to be reasonable, discuss alternative accommodations that may be provided.

In determining whether an accommodation would constitute an undue hardship upon YMCA of Central Virginia, the following will be considered:

• hardship on the conduct of YMCA of Central Virginia’s business, considering the nature of YMCA of Central Virginia’s operation, including composition and structure of YMCA of Central Virginia’s workforce.

• size of the facility where employment occurs.

• the nature and cost of the accommodations needed, considering alternative sources of funding or technical assistance available by way of the vocational services offered by the state Department for Aging and Rehabilitative Services.

• the possibility that the same accommodations may be used by other prospective employees; and

• safety and health considerations of the person with a disability, other employees and the public.

If employees have any questions about or would like to request reasonable accommodation pursuant to this policy, they should contact the CEO and/or Human Resources.

M. NON - HARASSMENT

It is YMCA of Central Virginia's policy to prohibit intentional and unintentional harassment of or against job applicants, contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information or any other characteristic protected by applicable federal, state or local laws (referred to as “protected characteristics”). Such conduct will not be tolerated by the YMCA of Central Virginia.

The purpose of this policy is not to regulate our employees' personal morality, but to ensure that no one harasses another individual in the workplace, including while on YMCA of Central Virginia premises, while on YMCA of Central Virginia business (whether or not on YMCA of Central Virginia premises) or while representing YMCA of Central Virginia. In addition to being a violation of this policy, harassment or retaliation based on any protected characteristic as defined by applicable federal, state, or local laws also is unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment as defined by applicable federal, state, or local laws are unlawful.

Harassment Defined

Harassment generally is defined in this policy as unwelcome verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual because of any actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state or local laws. Because it is difficult to define unlawful harassment, employees are expected to always behave in a manner consistent with the intended purpose of this policy.

N. SEXUAL HARASSMENT DEFINED

Sexual harassment is any unwelcome sexual advance, request for sexual favors, or other verbal, physical, or visual conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment. It includes, but is not limited to:

Quid Pro Quo Harassment : When submission to or rejection of sexual advances is used as the basis for employment decisions, such as promotions, raises, or continued employment.

Hostile Work Environment : When unwelcome conduct of a sexual nature interferes with an employee's ability to perform their job or creates an intimidating, hostile, or abusive work environment.

Examples of conduct that violate this policy include:

1. unwelcome flirtations, leering, whistling, touching, pinching, assault, blocking normal movement.

2. requests for sexual favors or demands for sexual favors in exchange for favorable treatment;

3. obscene or vulgar gestures, posters or comments;

4. sexual jokes or comments about a person’s body, sexual prowess or sexual deficiencies;

5. propositions or suggestive or insulting comments of a sexual nature;

6. derogatory cartoons, posters and drawings;

7. sexually explicit e-mails, text messages or voicemails;

8. uninvited touching of a sexual nature;

9. unwelcome sexually related comments;

10. conversation about one’s own or someone else’s sex life;

11. conduct or comments consistently targeted at only one gender, even if the content is not sexual; and

12. teasing or other conduct directed toward a person because of the person’s gender.

Reporting Procedures

If the employee has been subjected to or witnessed conduct which violates this policy, the employee should immediately report the matter to the Employee's direct Supervisor. If the employee is unable for any reason to contact this person, or if the employee has not received an initial response within five (5) business days after reporting any incident of what the employee perceives to be harassment, the employee should contact Human Resources. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higherlevel manager in the reporting hierarchy.

Investigation Procedures

Every report of perceived harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. All employees must cooperate with all investigations conducted pursuant to this policy.

Retaliation Prohibited

In addition, the YMCA of Central Virginia will not allow any form of retaliation against individuals who report unwelcome conduct to leadership or who cooperate in the investigations of such reports in accordance with this policy. If the employee has been subjected to any such retaliation, the employee should report it in the same manner in which the employee would report a claim of perceived harassment under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including termination.

O. SUBSTANCE FREE WORKPLACE

To help ensure a safe, healthy and productive work environment for our employees and others, to protect YMCA of Central Virginia property, and to ensure efficient operations, YMCA of Central Virginia has adopted a policy of maintaining a workplace free of drugs and alcohol. This policy applies to all employees and other individuals who perform work for YMCA of Central Virginia.

The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale, or distribution of controlled substances (including medical marijuana), drug paraphernalia, or alcohol by an individual anywhere on YMCA of Central Virginia premises, while on YMCA of Central Virginia business (whether or not on YMCA of Central Virginia premises) or while representing YMCA of Central Virginia, is strictly prohibited.

Employees and other individuals who work for YMCA of Central Virginia also are prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances, which may impact the employee's ability to perform their job or otherwise pose safety concerns, except when the use is pursuant to a licensed medical practitioner's instructions and the licensed medical practitioner authorized the employee or individual to report to work. However, this exception does not extend any right to report to work under the influence of lawful recreational or medical marijuana or to use such as a defense to a positive drug test, to the extent the employee is subject to any drug testing requirement, except as permitted by and in accordance with applicable law. This restriction does not apply to responsible drinking of alcohol at business meetings and related social outings.

Prescription Drugs and Over - The- Counter Drugs

Employees must use prescription and over the counter (OTC) medications responsibly and in compliance with Virginia law. Prescription drugs must be used only by the individual for whom they are prescribed, kept in original labeled containers, and taken as directed. Sharing, selling, or misusing prescription drugs is strictly prohibited and may result in disciplinary action. OTC drugs must be used as instructed on the label. Impairment from any medication that affects job performance or safety is not permitted. Employees are responsible for ensuring compliance with workplace policies and Virginia laws regarding proper possession and usage.

Reasonable Accommodations

YMCA of Central Virginia maintains a policy of non-discrimination and will endeavor to make reasonable accommodations to assist individuals recovering from substance and alcohol dependencies, and those who have a medical history which reflects treatment for substance abuse conditions. However, employees may not request accommodation to avoid discipline for a policy violation.

We encourage employees to seek assistance before their substance abuse or alcohol misuse renders them unable to perform the essential functions of their jobs or jeopardizes the health and safety of any YMCA of Central Virginia employee, including themselves.

Notice of Criminal Violations

Employees must notify YMCA of Central Virginia within five (5) calendar days if they are convicted of a criminal drug/alcohol violation that affects his/her ability to work. Within ten (10) days of such notification or other actual notice, YMCA of Central Virginia will determine the next steps for employment.

All employees are hereby advised that full compliance with the foregoing policy shall be a condition of employment at YMCA of Central Virginia. Any employee who violates the foregoing drug-free workplace policy described above shall be subject to discipline up to and including immediate termination

The YMCA of Central Virginia strictly prohibits the distribution, dispensing, possession, or use of any alcoholic beverages or medications containing alcohol while at work or on duty. Employees are also prohibited from entering YMCA premises, reporting to work, or performing job duties with alcohol in their system. While lawful off-duty alcohol use is generally not restricted, it must not interfere with an employee's job performance or workplace responsibilities.

Occasionally, the YMCA may host or participate in special events where alcohol is served. Alcohol may only be served at such events with prior approval from a corporate officer. During these events, attendees are expected to consume alcohol moderately, remain responsible and professional, and comply with all applicable laws and YMCA policies.

Failure to adhere to this policy may result in disciplinary action, up to and including termination.

Drug Testing

Conducts drug testing in compliance with Virginia law to ensure a safe and productive workplace. Testing may include preemployment, reasonable suspicion, post-accident, or other lawful testing. Employees must comply with testing procedures, and refusal or a confirmed positive result may lead to disciplinary action, up to termination. All testing is conducted in accordance with applicable laws and confidentiality standards.

P. S MOKING

Smoking, including the use of e-cigarettes, is prohibited on YMCA of Central Virginia premises and in all YMCA of Central Virginia vehicles.

Q. WORKPLACE VIOLENCE

YMCA of Central Virginia is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of personal injury to employees and damage to YMCA of Central Virginia and personal property

The YMCA of Central Virginia does not expect employees to become experts in psychology or to physically subdue a threatening or violent individual.

Indeed, the YMCA of Central Virginia specifically discourages employees from engaging in any physical confrontation with a violent or potentially violent individual. However, the YMCA of Central Virginia does expect and encourage employees to exercise reasonable judgment in identifying potentially dangerous situations. Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit one or more of the following behaviors or signs:

• over-resentment, anger and hostility;

• extreme agitation;

• making ominous threats such as bad things will happen to a particular person, or a catastrophic event will occur;

• sudden and significant decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior;

• reacting to questions with an antagonistic or overtly negative attitude;

• discussing weapons and their use, and/or brandishing weapons in the workplace;

• overreacting or reacting harshly to changes in YMCA of Central Virginia policies and procedures;

• personality conflicts with co-workers; obsession or preoccupation with a co-worker or supervisor;

• attempts to sabotage the work or equipment of a co-worker; blaming others for mistakes and circumstances; or demonstrating a propensity to behave and react irrationally.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by any YMCA of Central Virginia employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or intimidation. To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto the YMCA of Central Virginia premises.

Procedures for Reporting a Threat

All potentially dangerous situations, including threats by co-workers, should be reported immediately to any member of leadership with whom the employee feels comfortable.

Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede YMCA of Central Virginia's ability to investigate and respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy.

If the YMCA of Central Virginia determines, after an appropriate good faith investigation, that someone has violated this policy, the YMCA of Central Virginia will take swift and appropriate corrective action.

If the employee is the recipient of a threat made by an outside party, that employee should follow the steps detailed in this section. It is important for the YMCA of Central Virginia to be aware of any potential danger in its offices. Indeed, the YMCA of Central Virginia wants to take effective measures to protect everyone from the threat of a violent act by employees or by anyone else.

R. CHILD ABUSE PREVENTION

We are dedicated to providing high-quality childcare, camps, and youth programs in a safe and nurturing environment. As advocates for children and their rights, we place the highest priority on preventing child abuse. This commitment reflects our responsibility to foster the growth and development of children in our care.

To ensure the safety and well-being of every child in our programs, we uphold strict standards and procedures. These include mandatory reporting protocols, a comprehensive child abuse prevention code of conduct, and carefully designed policies. All staff and volunteers are required to adhere to these guidelines at all times, reinforcing our unwavering commitment to maintaining a safe, abuse-free environment.

S. CHILD ABUSE PREVENTION CODE OF CONDUCT

The YMCA is committed to providing a safe, nurturing, and supportive environment for all children in our care. As part of our

responsibility to prevent child abuse, we require all staff and volunteers to adhere to strict guidelines designed to protect children and maintain the integrity of our programs. Our goal is to create an atmosphere where children can grow and thrive while remaining free from harm.

Staff and Volunteers will not abuse children/youth in anyways including (but not limited to) the following:

• Physical abuse: hitting, spanking, shaking, slapping, unnecessary restraints

• Verbal abuse: degrading, threatening, cursing

• Sexual abuse: inappropriate touching, exposing oneself, sexually oriented conversations

• Mental abuse: shaming, humiliation, cruelty

• Neglect: withholding food, water, shelter

Our Association will not tolerate the mistreatment or abuse of one child/youth by another child/youth. Failure to adhere to this guideline will result in immediate dismissal.

Mandated Reporters

All YMCA staff and volunteers are mandated reporters, meaning they are legally required to report any known or suspected instances of child abuse or neglect. If any staff member reasonably suspects that a child has been abused or neglected, they must immediately report the situation to Child Protective Services (CPS) by phone. A written report must also be submitted within 36 hours. The YMCA takes all reports seriously, and any allegations of abuse will be fully investigated and addressed in cooperation with the appropriate authorities. The safety of the children in our care is our highest priority, and failure to comply with these reporting requirements may result in immediate termination.

Supervision

The YMCA maintains strict supervision policies to ensure that children are never left alone in situations where they are not visible to others. Staff should always be positioned so that they can be observed by other staff members. Children should never be in private areas with one adult without another adult present. For activities involving bathrooms or locker rooms, staff will ensure that the area is safe, and children will be escorted in groups to maintain sight and sound supervision. Staff should never help children with undressing or dressing, and no child should ever be left unsupervised in these areas.

Physical Contact

Physical contact with children is a sensitive matter and must always be approached with care. The YMCA has clear guidelines on what constitutes appropriate and inappropriate physical contact. Appropriate physical touch includes side hugs, pats on the back or shoulders, handshakes, high-fives, and verbal praise. These gestures are acceptable when they are done in public areas and can be observed by others. On the other hand, inappropriate physical contact includes full-frontal hugs, kissing, lap sitting, wrestling, tickling, and any form of touch that is unwanted by the child or could be interpreted as sexually suggestive. Staff and volunteers are prohibited from engaging in any type of physical contact that may make a child feel uncomfortable, such as touching sensitive areas of the body, including the chest, bottom, or genital regions.

Verbal Interactions

Verbal interactions with children should also adhere to high standards of conduct. Appropriate verbal interactions include

1

positive reinforcement, encouragement, and praise. Staff should avoid using harsh language, belittling remarks, or any verbal interaction that could humiliate or frighten a child. Any sexually suggestive language or jokes, or discussions about personal problems or sexual encounters, are strictly prohibited. It is crucial to foster an atmosphere where children feel safe, respected, and valued at all times.

Bullying

The YMCA also maintains a zero-tolerance policy toward bullying, which is defined as aggressive behavior that is intentional, repeated, and involves an imbalance of power. Bullying can take on physical, verbal, or nonverbal forms, including cyberbullying and hazing, all of which are strictly forbidden. Any behavior that targets another child or youth through aggression, intimidation, or manipulation will not be tolerated. Staff and volunteers are expected to intervene immediately and report any incidents of bullying to ensure that all children are treated with dignity and respect.

St andards

To further safeguard the children under our care, staff and volunteers must comply with several standards regarding their personal conduct. All staff members must appear neat and appropriate for their role. They are expected to be positive role models, demonstrating respect, patience, and courtesy at all times. Staff are prohibited from being alone with children outside of YMCA programs or transporting them in their personal vehicles. Additionally, staff and volunteers may not date children or youth participants under the age of eighteen, and they must not engage in any inappropriate electronic communication with children, such as using social media or texting. Any violations of the YMCA’s child abuse prevention policies, including failure to report suspected abuse, may result in immediate termination.

The YMCA of Central Virginia is committed to providing the safest environment possible for all children in our programs. All staff are required to adhere to strict standards of supervision, physical and verbal interactions, and reporting procedures to ensure that abuse of any kind is prevented. Staff and volunteers are required to always uphold these guidelines to maintain the integrity of our programs and ensure that every child has a safe and positive experience. Staff must participate in annual training. All staff are required to read in its entirety the YMCA of Virginia - Child Abuse Prevention Code of Conduct and acknowledge upon completion. 1

T. MANDATED REPORTING

Every YMCA of Central Virginia staff member and volunteer is a mandated reporter for child abuse. Mandated reporters are required by law to report any known or reasonably suspected instances of child abuse or neglect encountered in their professional capacity or within the scope of their YMCA responsibilities.

Reporting Requirements

Immediate Action: If you know or reasonably suspect a child has been abused or neglected, you must immediately report it to a child protective agency (Child Protective Services, CPS) by telephone or as soon as practically possible.

Written Report: A report must be prepared and sent to CPS within 36 hours of the initial report. Forms for the written report can be obtained from CPS and/or use the Virginia DSS Mandated Reporter.

Emergency Situations: If a child is in immediate physical danger, call 911 or the local police department immediately, followed by a report to CPS.

Contact Information

Virginia CPS Hotline: 1-800-552-7096

National Child Abuse Hotline: 1-800-4-A-CHILD (1-800-422-4453)

Additional Guidance :

For more information about recognizing and responding to suspected child abuse, review the YMCA of Central Virginia’s Child Abuse Prevention Code of Conduct and related policies. All staff and volunteers must remain vigilant and act promptly to protect the safety and well-being of children in our care.

U. EMPLOYMENT/PROMOTION WITHIN

The YMCA of Central Virginia is dedicated to assisting employees in managing their careers and reaching their professional goals through promotion and transfer opportunities. This policy outlines the online job posting program which is in place for all employees. To be eligible to apply for an open position, the employee must meet the following requirements:

• Be a current, regular, full-time or part-time employee;

• Have been in current position for at least six (6) months;

• Maintain a performance rating of satisfactory or above;

• Not be on conduct/performance-related probation or warning;

• Meet the job qualifications listed on the job posting; and

• Provide their current manager with notice prior to applying for the position.

Protocols for Internal Job Postings

If employees find a position of interest on the job posting website and they meet the eligibility requirements, an online job posting application via Kronos must be completed to be considered for the position. Not all positions are guaranteed to be posted. YMCA of Central Virginia reserves the right to seek applicants solely from outside sources or to post positions internally and externally simultaneously. For more specific information about the program, please contact the Human Resources Department.

V. EMPLOYMENT RECORDS

Application Forms

All applicants and employees are required to complete necessary application forms, data tracking forms, and other records as mandated by law and for payroll purposes.

Personnel Files

• Access to personnel files is limited to Human Resources and Finance staff for business purposes.

• Medical or sensitive information is stored separately in a confidential file accessible to Human Resources only on a needto-know basis.

• Applicants may complete a “Voluntary Self - Identification ” form for Equal Employment Opportunity Commission (EEOC) recordkeeping purposes; responses are optional and not used in employment decisions.

Updates to Personal Information

Employees must notify direct supervisor (if applicable) and Human Resources of changes to:

• Address (update in both payroll and membership systems)

• Phone number

• Marital status (if relevant for tax or benefit purposes)

• W-4 deductions

Personnel File Access

• Employees may inspect their personnel file upon written request to Human Resources, with access provided within 30 calendar days.

• Payroll records are available electronically via the Y’s human capital management system (HCM); Workforce Ready application hosted by Kronos Incorporated.

• Inspections occur in the presence of an Association representative. Employees may add their version of disputed items to the file.

Supervisor Access

Supervisors may review personnel files for employees within their department or candidates for open positions under their supervision.

Release of Information

Employees must authorize in writing the release of salary or employment-related information. Only HR staff may release personnel information.

The Y complies with legal requests for access (e.g., subpoenas, law enforcement).

Note: The Y uses human capital management system (HCM); Workforce Ready application hosted by Kronos Incorporated. Electronic personnel files for each employee, which stores all employment-related documents such as applications, performance evaluations, disciplinary actions, and training records. Employees can access their electronic personnel file through Workforce Ready and should contact Human Resources if they have any questions regarding the information contained within their file.

Employment Verifications

All official employment verifications are handled through Human Resources. Managers and supervisors are not authorized to provide references on behalf of the Association.

References

The YMCA of Central Virginia will respond to reference requests through the Human Resources Department. The Y will provide general information concerning the employee such as date of hire, date of termination, and positions held. Requests for reference information must be in writing, and responses will be in writing. Please refer to all requests for references in the Human Resources Department.

Only Human Resources is authorized to provide references.

W. RECORD RETENTION

The YMCA of Central Virginia acknowledges its responsibility to preserve information relating to litigation, audits and investigations.

Failure on the part of employees to follow this policy can result in possible civil and criminal sanctions against YMCA of Central Virginia and its employees and possible disciplinary action against responsible individuals (up to and including termination of the employee). Each employee has an obligation to contact the Human Resources Department to inform them of potential or actual litigation, external audit, investigation or similar proceeding involving YMCA of Central Virginia that may have an impact on record retention protocols.

X. CONFIDENTIAL INFORMATION

Employees and volunteers of the YMCA of Central Virginia may have access to confidential information, which must be safeguarded at all times. Confidential information includes, but is not limited to:

• Member, donor, and volunteer lists and personal information.

• Association financial information.

• Vendor information (e.g., price sheets, bids).

• Personal medical information.

• Business methods, strategies, and nonpublic information related to operations.

Definition of Confidential Information

Confidential information includes any nonpublic information about the YMCA’s business, operations, or individuals associated with it. Examples include, but are not limited to, financial data, marketing plans, proprietary systems, intellectual property, employee health records, and customer sources.

Employees must not disclose confidential information within or outside the organization without proper authorization, unless required for job duties or legally mandated. Unauthorized disclosure may result in disciplinary action, up to and including termination.

Legal Protections and Whistleblower Rights

This policy does not restrict employees from: Discussing wages, hours, or terms of employment as protected by Section 7 of the National Labor Relations Act. Reporting violations of law in good faith to governmental authorities. Disclosing trade secrets under the 2016 Defend Trade Secrets Act (DTSA) for lawful purposes, including whistleblower protections, provided such disclosures follow proper legal channels (e.g., filings under seal).

Consequences of Breach

Unauthorized disclosure of confidential information, even if no personal gain is involved, may lead to disciplinary action, up to and including termination of employment or volunteer status.

This policy ensures compliance with labor laws and whistleblower protections while maintaining the integrity of the YMCA's operations and safeguarding the privacy of members, donors, volunteers, and employees.

Y. COMPLIANCE AND ACCOUNTABILITY IN NON - PROFIT OPERATIONS

As a non-profit organization, the YMCA of Central Virginia operates under strict financial and operational guidelines to ensure transparency, accountability, and compliance with regulatory standards. Adhering to these standards protects our mission, maintains public trust, and ensures readiness for annual audits.

Why Compliance Matters

• Regulatory Requirements – Compliance with financial and legal regulations ensures our continued tax-exempt status and credibility.

• Financial Stewardship – Proper use of funds protects donor contributions and grant allocations, ensuring resources are used effectively.

• Audit Readiness – Accurate and complete financial records support a smooth audit process and demonstrate fiscal responsibility.

• Public Trust – Transparent practices reinforce our integrity and strengthen our reputation within the community.

Employee Responsibilities

All employees play a role in maintaining compliance by:

• Following Policies – Adhering to accounting, procurement, and operational procedures.

• Maintaining Accurate Records – Proper documentation of transactions, expenses, and funding allocations.

• Upholding Ethical Conduct – Avoiding conflicts of interest and safeguarding confidential financial information.

• Reporting Concerns – Promptly addressing financial discrepancies and ethical issues.

• Protecting Organizational Assets – Ensuring proper use and allocation of funds and resources

Consequences of Non - Compliance

Failure to follow these guidelines may result in financial penalties, reputational harm, or disciplinary action, including termination.

Commitment to Improvement

The YMCA of Central Virginia is dedicated to continuous improvement through ongoing training, policy updates, and adherence to best practices in financial stewardship and accountability.

Z. CONFLICT OF INTEREST AND BUSINESS ETHICS

It is the YMCA of Central Virginia's policy that all employees avoid any conflict between their personal interests and those of the YMCA of Central Virginia. The purpose of this policy is to ensure that the YMCA of Central Virginia's honesty and integrity, and therefore its reputation, are not compromised.

The fundamental principle guiding this policy is that no employee should have, or appears to have, personal interests or relationships that actually or potentially conflict with the best interests of the YMCA of Central Virginia.

It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations that would constitute a conflict in most cases include but are not limited to:

• Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do, business with YMCA of Central Virginia, by any employee who is in a position to directly or indirectly influence either YMCA of Central Virginia's decision to do business, or the terms upon which business would be done with such organization;

• Holding any interest in an organization that competes with YMCA of Central Virginia;

• Being employed by (including as a consultant) or serving on the board of any organization which does, or is seeking to do, business with YMCA of Central Virginia or which competes with YMCA of Central Virginia; and/or

• Profiting personally, e.g., through commissions, loans, expense reimbursements, or other payments, from any organization seeking to do business with the YMCA of Central Virginia.

A conflict of interest would also exist when a member of the employee's immediate family is involved in situations such as those above.

This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual business amenities, for example, occasional business-related meals or promotional items of nominal or minor value. It is the employee's responsibility to report any actual or potential conflict that may exist between the employee (and the employee's immediate family) and the YMCA of Central Virginia.

AA. WHISTLEBLOWER POLICY

Effective July 1, 2020, Virginia's whistleblower protection law prohibits employers from retaliating against employees who report legal violations, participate in investigations, or refuse to engage in illegal activities, to include non-compliance with state, federal and local statutes. Contact direct supervisor, Human Resources or the CEO if more details are needed.

D. WORKING AT THE Y

A. CODE OF CONDUCT

The YMCA of Central Virginia endeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense, and fair play. Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including termination, in YMCA of Central Virginia's sole discretion. The following are examples of some, but not all, conduct which can be considered unacceptable:

• Obtaining employment based on false or misleading information.

• Stealing, removing, or defacing YMCA of Central Virginia property or a co-worker's property, and/or disclosure of confidential information.

• Completing another employee's time records.

• Violation of safety rules and policies.

• Violation of YMCA of Central Virginia's Drug and Alcohol-Free Workplace Policy.

• Fighting, threatening, or disrupting the work of others or other violations of YMCA of Central Virginia's Workplace Violence Policy.

• Failure to follow lawful instructions of a supervisor.

• Failure to perform assigned job duties.

• Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual lateness, or unexcused absences.

• Gambling on YMCA of Central Virginia property.

• Willful or careless destruction or damage to YMCA of Central Virginia assets or to the equipment or possessions of another employee.

• Wasting work materials.

• Performing work of a personal nature during working time.

• Violation of the Solicitation and Distribution Policy.

• Violation of YMCA of Central Virginia's Harassment or Equal Employment Opportunity Policies.

• Violation of the Communication and Computer Systems Policy.

• Unsatisfactory job performance.

• Any other violation of YMCA of Central Virginia policy.

Not every type of misconduct can be anticipated or listed. All employees are employed at will, and the YMCA of Central Virginia reserves the right to determine appropriate disciplinary action, including immediate termination, at its sole discretion. Each situation will be addressed individually, and this handbook does not guarantee specific disciplinary measures in any circumstance.

While the YMCA strives to apply progressive discipline whenever appropriate, it retains the right to terminate employment at any time and for any reason. Adhering to these guidelines helps maintain a safe and respectful workplace for everyone.

B. OPEN DOOR POLICY

All employees have the opportunity to express ideas and opinions to leadership. The YMCA of Central Virginia believes that open communication is essential to a successful work environment, as well as to the YMCA of Central Virginia's success. All employees may express ideas and opinions directly to the YMCA of Central Virginia leadership. Employees who would like to bring an idea or suggestion to YMCA of Central Virginia's attention, or just simply wish to discuss an issue not covered by a separate reporting procedure, are always welcome to send an email or make a call to Human Resources.

C. TRIAL PERIOD

The first three months of employees' employment is an introductory period. This is an opportunity for the YMCA of Central Virginia to evaluate the employees' performance. It also is an opportunity for employees to decide whether they are happy being employed by the YMCA of Central Virginia. The YMCA of Central Virginia may extend the introductory period if it desires. Completion of the introductory period does not alter the employee's at-will status. The YMCA of Central Virginia will conduct a formal performance review at the end of the introductory period.

D. EMPLOYEE DISCIPLINE

The Association is committed to maintaining a positive and productive work environment while addressing employee performance and conducting issues in a fair, consistent, and constructive manner. To achieve this, we have implemented a Progressive Discipline Policy which includes structured performance improvement plans (PIP) and 30/60/90-day reviews to support employee success and to provide employees with opportunities to improve while ensuring accountability.

Steps in Progressive Discipline

• Verbal Warning: To address minor infractions or initial performance concerns. A record of the verbal warning may be noted in the employee's personnel file for reference.

• Written Warning: To address repeated issues or more serious concerns following a verbal warning. The written warning will be signed by the employee and supervisor to acknowledge receipt and placed/uploaded in the personnel file.

• Final Written Warning: To address ongoing issues that have not improved following previous warnings or significant misconduct. The final written warning will be placed in the employee's personnel file.

• Suspension (if applicable): To address serious infractions requiring immediate action or to allow time for investigation of misconduct. A formal record of the suspension will be included in the personnel file.

• Termination: To address severe misconduct or failure to improve after progressive disciplinary steps. Termination will be documented in the employee's file, and the employee will receive a written explanation if required.

Performance Improvement Plan (PIP)

To provide structured guidance for employees who need targeted support in addressing performance issues. A PIP outlines specific, measurable goals for improvement, a clear timeline (typically 30, 60, or 90 days), and the resources or training that will be provided. Supervisors will conduct regular check-ins (e.g., weekly or biweekly) to monitor progress and provide feedback. At the end of the PIP period, the employee will either demonstrate sufficient improvement, leading to continued employment, or face further disciplinary actions, up to and including termination.

30/60/90- Day Reviews

30/60/90- Day Reviews, are structured reviews that are conducted during probationary periods or after performance concerns are identified to provide feedback and monitor progress. 30-Day Review: Initial feedback on strengths, areas for improvement, and progress toward goals. 60-Day Review: Midpoint evaluation to assess improvement and make any necessary adjustments to goals or expectations. 90-Day Review: Final assessment to determine if the employee has met expectations or if additional steps, such as a PIP or further discipline, are required. Review outcomes are documented and discussed with the employee to ensure transparency.

Guidelines for Implementation: Supervisors are expected to apply the policy consistently across all employees. While the progressive steps are designed to be sequential, the Association reserves the right to skip steps or proceed directly to suspension or termination in cases of severe misconduct (e.g., violence, theft, harassment). All disciplinary actions will be documented to ensure transparency and accountability.

Employee Rights: Employees have the right to be informed of the specific behavior or performance issues, respond to disciplinary actions and request clarification on expectations and corrective steps.

E. CLASSIFICATION OF EMPLOYEES

The YMCA of Central Virginia recognizes the following

classifications of employees for payroll and benefit purposes. More than one of the following classifications may apply to you. The YMCA recognizes that employees are subject to schedule fluctuation, yet for benefit eligibility purposes, official documentation must be initiated by department heads to change employee classification.

A change in an employee’s classification for purposes of benefits eligibility must be approved by Human Resources.

Employee Classification

• Regular : An employee in a scheduled on-going position.

• Seasonal : An employee hired to work for a finite period, or an employee hired to work on a seasonal basis, such as in day camp.

• Substitute : An employee hired on an unscheduled basis, to work when needed.

• Retiree : An employee who is eligible to collect a YMCA retirement annuity payment at the time they separate from all YMCA employment.

Work Schedule /Total Hours Worked

• Full - time : An employee is generally scheduled to work 30 or more hours per week on a regular, on-going basis. This includes some on-going positions of more than 12 months’ duration if hired for continued employment, such as childcare positions.

• Part - time : An employee is generally scheduled to work under the same conditions as described under full time employment for 0–29 hours per week. To include anyone under eighteen (18) years of age, unless a high school graduate, must have a work permit and abide by the state and federal work regulations.

Fair Labor Standards Act Classification

• Exempt: Employees who are paid on a salary basis and do not receive pay for overtime in accordance with Virginia law and the Federal Fair Labor Standards Act (FLSA). Exempt employees include personnel in executive (supervisory), administrative, and professional positions, and some additional positions as tested.

• Non- exempt : Employees who are paid on an hourly basis and receive payment for overtime in accordance with the FLSA and state law. Non-exempt employees include, but are not limited to clerical staff, welcome center staff, maintenance workers, custodians, childcare staff, and program instructors.

Human Resources must approve all exempt and non-exempt classifications prior to notifying the employee.

F. EMPLOYEE SERVICE RECOGNITION

"Length of service" refers to the length of time that employees spend as active full-time or part-time employees with YMCA of Central Virginia. Service begins on the day they become full-time or parttime employees.

Length of service may be used in determining certain employee benefits, such as time-off benefits. Employees will not lose credit for service with YMCA of Central Virginia provided their last day of

service was within time frame per the policy- Anniversary Recognition . Human Resources will discuss this issue with any rehired employees upon hire.

G. WORKING HOUR AND SCHEDULE

YMCA of Central Virginia normally is open for business as follows:

Day From: To:

Monday 5:30 am 9:00 pm

Tuesday 5:30 am 9:00 pm

Wednesday 5:30 am 9:00 pm

Thursday 5:30 am 9:00 pm

Friday 5:30 am 8:00 pm

Saturday 7:00 am 6:00 pm

Sunday Noon 6:00 pm

Please check for holiday hours at your local branch.

Employees will be assigned a work schedule and will be expected to begin and end work according to the schedule. To accommodate the needs of the business, at some point the YMCA may need to change individual work schedules on either a short-term or long-term basis.

Employees will be provided with meals and rest periods as required by law. A supervisor will provide further details. 2

H. EMPLOYEE DRESS & PERSONAL APPEARANCE

Employees are expected to report to work well groomed, clean, and dressed according to the requirements of their position. Some employees may be required to wear uniforms or safety equipment/clothing. Employees should contact their supervisor for specific information regarding acceptable attire for their position. If employees report to work dressed or groomed inappropriately, they may be prevented from working until they return to work wellgroomed and wearing the proper attire.

I. OUTSIDE EMPLOYMENT

You may not engage in any outside employment or business activity that creates a conflict of interest or interfere with your Association duties without the prior approval of the branch Executive Director and Human Resources Officer or CEO. Outside business activities may not be conducted during work time nor using the equipment or resources of the YMCA.

J. ATTENDANCE

Supervisors are responsible for preparing and communicating work schedules in advance of the workweek. Employees must submit any schedule modification requests as early as possible. The YMCA reserves the right to adjust schedules to meet operational needs.

Regular attendance and punctuality are essential to job performance at the YMCA. Employees are expected to be at their workstations, prepared to work at the start of their scheduled hours, and to remain at work until the end of their shift, except during approved breaks. Attendance is monitored regularly and will be considered during performance evaluations.

2 Reference Section: I.

Time worked must be accurately recorded using time clocks available at branch’s kiosk, (where available), Workforce Ready phone application, or through properly completed timesheets in areas without time clocks. Paper time sheets should only be used in rare cases.

Providing false time records is grounds for termination.

In the event of an unavoidable absence, employees must notify their supervisor (not coworkers or Welcome Center Staff) as soon as possible and no later than two hours before the start of their shift.

Supervisors may require employees to find a substitute to cover their responsibilities.

Repeated unexcused absences, tardiness, or failure to follow proper notification procedures may result in disciplinary action, up to and including termination. Absences of three consecutive workdays without notifying a supervisor will be treated as voluntary resignation.

The YMCA ensures that payroll and time records are maintained in compliance with federal and state regulations as well as organizational policies.

Work Schedule

• Staff must report to work on time as scheduled and return promptly after breaks.

• Failure to adhere to scheduled hours can reduce productivity and unfairly burden coworkers.

Notification of Absences

• Staff unable to work due to illness must notify their supervisor at least 4 hours before the scheduled shift.

• In emergencies, staff should notify their supervisor as soon as possible.

• Messages left with co-workers or other staff are not acceptable.

Expectations for Absences

Excessive absenteeism, tardiness, or unexcused early departures may result in disciplinary action, up to termination.

In some cases, staff may need to arrange for qualified substitutes, as required by their position and applicable laws.

• Exceptions to Discipline: Absences or tardiness will not result in disciplinary action if they are: Approved paid time off (PTO)., Leave protected by mandatory sick and safe time laws., Approved state and federal leaves (e.g., jury duty, military leave, FMLA, ADA accommodations). Time off due to work-related injuries covered by workers’ compensation.

• Case- by - Case Evaluation: Each instance of absenteeism or tardiness will be evaluated individually. Disciplinary action will not be taken for legally protected absences or tardiness.

Employee Responsibility

Employees should notify their manager if absence or tardiness is legally protected. If an error occurs, employees can address concerns with their manager or Human Resources for review and correction.

K. TIME REPORTING3

Employees must record their actual time worked for payroll and benefit purposes. Non-exempt employees must record the time work begins and ends, as well as the beginning and ending time of any departure from work for any non-work-related reason, on forms as prescribed by leadership.

• Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline, up to and including termination.

• Employees are to clock in only when in the branch/site.

• Non-exempt employees may not start work until their scheduled starting time.

• Exempt employees are required to report full days of absence from work for reasons such as vacation, personal days, sick leave or personal business.

It is the employee's responsibility to ensure that his/her time records are accurate. Any errors in the time record should be reported immediately to a supervisor, who will attempt to correct legitimate errors.

Supervisors may correct timesheets only to fix errors, such as missed punches or inaccuracies, and must ensure changes are accurate, documented, and compliant with labor laws. Employees must be informed of any changes, and their acknowledgment is preferred Altering timesheets to underreport hours or deny overtime is prohibited. Always consult HR for guidance on timekeeping policies.

L. OVERTIME

When the YMCA of Central Virginia experiences periods of extremely high activity, additional work may be required. Supervisors are responsible for monitoring business activity and requesting overtime work if necessary.

Effort will be made to provide employees with adequate advance notice in such situations. Employees may work overtime only with prior director's authorization. Any non-exempt employee who works overtime without authorization may be subject to disciplinary action, up to and including termination.

Any non-exempt employee who works overtime will be compensated at the rate of one and one-half times (1.5) their regular hourly wage for all time worked more than 40 hours each workweek, unless otherwise required by applicable law.

Overtime pay is calculated based on actual hours worked. Paid time off, holidays, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations. For purposes of calculating overtime for non-exempt employees, the workweek begins at 12 p.m. on Sunday and ends 168 hours later at 12 p.m. on the following Sunday.

M. COMP TIME

At the YMCA of Central Virgi nia, we do not utilize or track compensatory time as part of our employee time management system. Instead, we focus on alternative strategies to ensure fair compensation and compliance with labor laws while supporting a

3 Kronos: Workforce Readyhttps://secure.entertimeonline.com/ta/21100YCV.login?rnd=BAM&%40rtm=1

work-life balance. (Note: The YMCA’s pay period runs from Sunday to Saturday.)

Definition of Comp Time:

Compensatory time, or "comp time," is paid time off granted to employees in lieu of overtime pay for hours worked beyond their regular schedule. Typically, comp time is accrued on an hour-forhour basis or based on overtime rules, depending on organizational policies and applicable labor laws.

Exempt Employees and Work Hours:

Exempt employees, as defined by the Fair Labor Standards Act (FLSA), are not eligible for overtime pay and are instead compensated on a salary basis for fulfilling their job responsibilities, regardless of the hours worked. While exempt employees are expected to manage their workloads effectively, the YMCA recognizes that additional hours may occasionally be required. To ensure balance your direct supervisor should recognize extra efforts appropriately when additional hours are worked.

Non- Exempt and Work Hours:

For non-exempt employees, the YMCA may utilize the following alternatives to address additional hours worked. Any alternatives outside of this list must be approved by Human Resources:

• Flexible Scheduling: Adjust work schedules within the same pay period to offset extra hours.

• Overtime Pay: Compensate eligible non-exempt employees for overtime worked, in accordance with labor laws.

• Shift Redistribution: Reassign tasks or adjust team workloads to ensure balance and prevent excessive overtime.

• Recovery Time: Provide shorter workdays or additional time off after periods of intensive work. While the YMCA does not allow comp time, the Y prioritize the wellbeing and fairness of all employees. Expectations should be clearly communicated when available options to support staff during periods of increased work demands. Supervisors are encouraged to work closely with Human Resources to ensure compliance and consistency when managing work schedules and recognizing employee efforts

N. MEAL BREAK (S) AND REST BREAK (S)

At the YMCA, we believe rest is essential for health and wellness, and we are committed to fostering a supportive work environment. The Y complies with all federal and state regulations regarding meal and rest breaks.

While Virginia law does not mandate meal or rest breaks for adult employees, the Y encourages breaks to ensure employees are rested and perform at their best. For employees under 16, a 30-minute meal break is required for every five consecutive hours worked. This policy ensures compliance with legal requirements while prioritizing employee well-being and productivity.

Meal Breaks

• Employees are encouraged to take meal periods, typically 30 minutes or more, where they are completely relieved of duties. These breaks are unpaid if no work is performed.

• If the employee is required to perform any job-related duties during the meal break, the time must be paid as part of their work hours.

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

The Y does not pay non-exempt employees for meal breaks, so non-exempt employees must record the start and stop times of their meal break.

Meal Break Waiver

A meal break waiver is a formal agreement between the YMCA of Central Virginia and an employee in which the employee voluntarily gives up their right without coercion to take a legally mandated meal break. This waiver is governed by labor laws: The employee may have the right to revoke the waiver at any time. Waiver of meal break must be documented via the Meal Period Waiver Form. See Supervisor for more details.

The Y provides meal breaks according to the following Meal Break Schedule:

4 Non-Exempt employees who work more than 12 hours in a workday may be entitled to additional rest breaks.

> 4.0 to < 8.0 1

An employee who does not work more than 4 hours in a workday is not provided with a meal break.

An employee who works more than 4 hours who does not work more than 8 hours in a workday, is provided with a 30-minute meal break that is available before working more than four hours, subject to any meal period waiver* in effect

>8.0 2

Any employee who works more than 8 hours is provided with a second 30minute meal break that is available before working more than 8 hours, subject to any meal period waiver* in effect4

* Meal period waiver is will not be valid if the employee works more than 10 hours

Rest Breaks

Short breaks (5–20 minutes) are considered part of work hours and are compensated.

Lactation Accommodation

Nursing mothers are provided reasonable break time and a private space to express milk for up to one year after childbirth.

Responsibilities for Meal and Rest Breaks

Supervisors are responsible for ensuring non-exempt employees receive meal and rest breaks as required by this policy. If a break is missed, supervisors must ensure that employees are fairly compensated for the missed break. Supervisors who are aware or should reasonably be aware of a missed break must ensure the premium is issued. Employees are responsible for notifying their supervisor of any missed meal or rest breaks. If an employee believes they are owed a premium but have not received it, they must report the issue to their supervisor immediately.

O. TIME REPORTING - NON - EXEMPT EMPLOYEES

Overnight, Out - of - Town Trips

Non-exempt employees will be compensated for time spent traveling (except for meal periods) during their normal working hours, on days they are scheduled to work and on unscheduled workdays (such as weekends). Non-exempt employees also will be paid for any time spent performing job duties during otherwise non-compensable travel time; however, such work should be limited absent advance leadership authorization.

Out - of - Town Trips for One Day

Non-exempt employees who travel out of town for a one-day assignment will be paid for all travel time, except for, among other things: time spent traveling between the employee's home and the local railroad, bus or plane terminal; and meal periods.

Local Travel

Non-exempt employees will be compensated for time spent traveling from one job site to another job site during a workday. The trip home, however, is non-compensable when the employee goes directly home from the final job site, unless it is much longer than the regular commute home from the regular worksite. In such a case, the portion of the trip home more than the regular commute is compensable.

Commuting Time 5

Per the Fair Labor Stand Act (FLSA), travel from home to work and from work to home is generally non-compensable. However, if a nonexempt employee regularly reports to a worksite near their home but is required to report to a worksite farther away than the regular worksite, the additional time spent traveling is compensable. If compensable travel time results in more than 40 hours worked by a non-exempt employee, the employee will be compensated at an overtime rate of one and one-half (1.5) times the regular rate. To the extent that applicable state law provides greater benefits, state law applies.

Q. PAY DATES & PAY PERIODS

Employees will be paid semi - monthly for all the time worked during the past pay period. The YMCA’s pay period runs from Sunday to Saturday . All hours worked during this timeframe are recorded and processed for payroll.

• 8th to the 22nd of each month, paid on the 15th

• 23rd to the 7th of the following month, paid on the last day of the month.

If a scheduled payday falls on a Saturday, Sunday or holiday observed by the YMCA of Central Virginia, paychecks will be distributed on the preceding weekday. There are 24 pay days per

P. COMPENSATION AND DEDUCTIONS

Exempt Employees

YMCA of Central Virginia is committed to accurately compensating employees in compliance with state and federal laws. Employees must promptly review their pay stubs to identify and report any errors. Salary - Exempt employees receive a predetermined salary intended to cover all hours worked, established at hire or classification. Salaries may be reviewed or adjusted but are not reduced based on work quality or quantity. Under federal and state law, salaries may only be reduced in specific situations, including:

• Full-day absences for personal reasons.

• Full-day absences for sickness/disability under a wage replacement plan or policy.

• Full-day disciplinary suspension for policy violations.

• Family and Medical Leave Act (FMLA) absences.

• Offsets for court fees, jury duty, military pay, or similar payments.

• The first or last week of employment if less than a full week is worked.

• Weeks where no work is performed.

• Salary deductions may also cover health, dental, or life insurance premiums; taxes; social security; and voluntary contributions (e.g., 401(k) or pension plans).

Prohibited Deductions In weeks where any work is performed, salary cannot be reduced for:

• Partial-day absences for personal reasons, sickness, or disability.

• Facility closures on scheduled workdays.

• Jury duty, witness attendance, or military leave (with applicable offsets).

• Any other deductions prohibited by law.

• Accrued leave may be deducted for full- or partial-day absences for personal reasons, sickness, or disability unless state law prohibits it.

Reporting Improper Deductions

Employees suspecting improper deductions should report the issue to their supervisor. If the supervisor is unavailable or the matter remains unresolved, employees may contact Finance or any trusted YMCA supervisor.

year. Your supervisor can provide you with a copy of the scheduled paydays for the current year. Paychecks will be given only to the employee, unless the employee requests that they be mailed or authorizes in writing that another person may accept the check. Pay schedules are subject to change. Any change will be communicated to staff and posted. Payroll statement itemizes deductions made from gross earnings.

R. PAYROLL DEDUCTIONS AND CORRECTIONS

The Y is required by law to deduct Social Security, federal income tax, and other applicable taxes, including court-ordered garnishments.

Authorized voluntary deductions may also be withheld. Payroll statements will clearly differentiate between regular and overtime pay. If an error is found in your pay, notify your supervisor immediately to ensure a prompt and amicable resolution.

S. USE OF PERSONAL PROPERTY IN Y PROGRAMS

Employees may occasionally wish to voluntarily donate personal property for use in YMCA programs. In such cases, employees must obtain prior authorization from their supervisor before proceeding. It is important to note that the YMCA does not provide reimbursement or issue donation receipts for tax deduction purposes. Additionally, employees are discouraged from bringing personal items from home (e.g., furniture) for use in YMCA facilities or programs without explicit approval.

T. REIMBURSEMENT ( S )

Reimbursement policies ensure fairness, transparency, and compliance with laws. They standardize procedures, control costs, and minimize misuse while providing clear guidelines to employees. These policies streamline processes, protect organizational finances, and promote accountability and trust. All reimbursements are processed through accounts payable, issued separately from payroll, and paid by the 15th of each month if submitted correctly and on time.

Mileage Reimbursement

Employees who use their personal vehicles for work-related travel are eligible for mileage reimbursement at a rate set by the Y, updated periodically. Work-related travel includes trips between Y facilities and other approved destinations but excludes commuting to or from home and the regular worksite. Employees must maintain accurate mileage records and submit reimbursement requests using the Mileage Reimbursement Form. Mileage reimbursements are processed through accounts payable, issued separately from payroll, and paid by the 15th of each month, provided proper documentation is submitted on time.

Parking Reimbursement

Employees may be reimbursed for parking expenses incurred while on Y business away from their regular worksite. Tickets, fines, or penalties are considered personal expenses and are not reimbursable. Parking reimbursement requests must be submitted.

using the Check Request Form and approved by the employee's immediate supervisor prior to submission.

Cell Phone Reimbursement

If an employee is required to use their personal cell phone for work purposes, they must notify their supervisor. The Y will provide reimbursement in accordance with applicable laws and organizational policies. Reimbursement must be pre-approved by the supervisor and requested using the Check Request Form.

E. Y MEMBERSHIP & PROGRAMS

A.

MEMBERSHIP TYPES

At the YMCA of Central Virginia, employees are encouraged to participate in YMCA programs and to use facilities and equipment. However, the YMCA prioritizes providing quality service to members. As a courtesy, employees are expected to be sensitive to waiting members, such as relinquishing a weight machine or lap swim lane if

Other Business Reimbursement

Employees will be reimbursed for reasonable approved expenses incurred during business. These expenses must be approved by the employee's supervisor, and may include air travel, hotels, motels, meals, cab fare, rental vehicles, or gas and car mileage for personal vehicles. All expenses incurred should be submitted to Finance along with the receipts in by the 10th of the following month of incurred expense. Proper documentation must be submitted using the Check Request Form, except for mileage, which requires the Mileage Reimbursement Form.

Employees are expected to exercise restraint and good judgment when incurring expenses. Employees should contact their supervisor in advance if they have any questions about whether an expense will be reimbursed.

Failure to use the appropriate forms or obtain prior approval may result in delays or denial of reimbursement.

U. DIRECT DEPOSIT

The YMCA of Central Virginia strongly encourages employees to use direct deposits. Payments are electronically deposited into one or multiple designated bank accounts. Employees can manage direct deposit settings, including updates, changes, or cancellations, through Workforce Ready. If unable to access the system, contact Human Resources or Finance for assistance. For added convenience, staff can opt for paperless payroll via the payroll system. All direct deposit changes must go through your bank’s prenote process , which can take up to 2 weeks for approval and verification. NonDirect Deposit: Employees not enrolled will receive payroll checks by mail or through the branch payroll coordinator. (Log in to Workforce Ready, Go to My Profile > My Pay > Direct Deposit)

V. SALARY ADVANCES

The YMCA of Central Virginia does not permit advances on paychecks or against accrued paid time off.

W. WORK PERFORMANCE REVIEW (WPR)

Depending on the employee's position and classification, YMCA of Central Virginia endeavors to review performance annually. However, a positive performance evaluation does not guarantee an increase in salary, a promotion or continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of leadership. In addition to these formal performance evaluations, YMCA of Central Virginia encourages employees and supervisors to discuss job performance on a frequent and ongoing basis,

members are waiting. Individual branches may implement limits on staff facility usage during prime time. Employees should check with the branch they are using for any specific limitations.

• Full-Time Staff: Full-time staff and their families are eligible for full access to the YMCA of Central Virginia.

• Part-Time Staff: Part-time staff are eligible for full access to the YMCA. Part-time staff members aged 18 and older may upgrade their membership to include their family by providing a billing method to cover the difference in dues.

• Teen Employees (Under 18): Teen employees will receive a staff individual membership, with their parent or guardian listed as the primary member. Each teen employee’s membership must be noted under the branch where they are employed.

B. MEMBERSHIP GUIDELINES

Memberships for both full-time and part-time staff must adhere to the established membership guidelines, including the number of members allowed per unit and household residence. Memberships with additional adults require payment of the additional adult fee(s) and proof of residence.

Nationwide Access : Full-time and part-time staff will be granted facility membership at the YMCA of Central Virginia and have access to any YMCA participating in the Nationwide Membership program.

C. PROGRAMS

Staff and their families qualify for discounted rates on programs, except where otherwise specified. Eligibility for discounts is determined as follows:

• Full-Time: Staff- 50% discount.

• Part-Time: Staff- 25% discount. Exceptions: Staff discounts do not apply to personal training sessions or private swim lessons.

D. EMPLOYEES TERMINATED FOR CAUSE

Employees who are terminated for cause will be permanently ineligible for membership or participation in any branch or program of the YMCA of Central Virginia.

F. CHILD WATCH & KIDZ GYM

To support the relationship between children and parents, the YMCA provides Child Watch and Kidz Gym services to staff with ageappropriate dependent children when capacity allows. Child Watch & Kidz Gym offers a safe and engaging environment where children can enjoy positive social experiences while their parents are at the Y. This service is available at health and fitness branches during designated hours, which vary by location. Please refer to your branch’s policy for specific details.

E. IMPORTANT GUIDELINES

• Member Priority: While staff may use Child Watch and Kidz Gym, priority is given to members' children, meaning space is not guaranteed for staff children.

• Personal Use of Facilities: Staff using Child Watch/Kidz Gym for personal facility use during non-work hours must follow all branch rules and scheduling guidelines.

• On-Premises Requirement: When staff children are in Child Watch/Kidz Gym, the staff member must remain on the premises

• Time Limit: Staff children may not exceed three (3) hours per day per child in Child Watch/Kidz Gym.

• Health & Safety Compliance: Staff must follow all health and safety guidelines outlined for members in their branch’s policies.

F. LICENSING EXEMPTION

Per § 22.1-289.030 of the Code of Virginia, YMCA of Central Virginia’s Child Watch program is exempt from state licensure as a “short duration” program because: Services are provided for no more than three hours per day per child. A parent or guardian must be reachable and able to resume supervision within 30 minutes if needed.

G. STAFF RECOGNITION & DEVELOPMENT

The YMCA values the connection between the quality of work and the training and development of its staff. Training is viewed as an ongoing process that extends throughout a staff member’s career. The YMCA encourages all staff to actively discuss their professional development needs with their supervisor. While individual staff members are primarily responsible for their own professional growth, the YMCA is committed to supporting this effort by providing timely and effective training opportunities. These opportunities are designed to align with both the YMCA’s organizational goals and the specific developmental needs of each staff member.

TYPE S OF TRAINING & DEVELOPMENT

Description

BRANCH STAFF TRAINING

SUPERVISORY ASSOCIATION TRAINING

EXTERNAL TRAINING

Y- USA LEADERSHIP/MANAGEMENT TRAININGS

Includes on-the-job training, meetings, consultations, supervision, and appraisals. Responsibility for these trainings lies with the employee’s supervisor and the branch executive director.

Supervisors are expected to attend trainings offered throughout the year to enhance their skills and leadership capabilities.

Employees may attend regional, national, or other organizational trainings and conferences that align with their job and training plan. Financial assistance may be provided for workshops, seminars, conferences, and degree classes lasting a few days. Authorized expenses (e.g., travel, hotel, meals, registration) are covered by the employee's home branch with prior written approval from the branch executive director.

The YMCA of Central Virginia supports participation in Y-USA’s Leadership Training Programs. Staff are encouraged to explore and participate in these opportunities as appropriate. Training options can be found on Y LINK6 . 7 Learning Career Development Center 8 (LCDC)

6 Link at a Quick Glance Video: https://link.ymca.net/mlink/file/MTYxOTg3?type=video

7 Register for access to Y Link: https://link.ymca.net

8 Learning and Career Development Center (LCDC)- https://lcdc.yexchange.org

H. SAFETY

A. HEALTH & SAFETY

The health and safety of employees and others on YMCA of Central Virginia property are of critical concern to YMCA of Central Virginia. The YMCA of Central Virginia intends to comply with all health and safety laws applicable to our business. To this end, YMCA of Central Virginia must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to leadership immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger presents on YMCA of Central Virginia's premises, or in a product, facility, piece of equipment, process, or business practice for which YMCA of Central Virginia is responsible should be brought to the attention of leadership immediately.

Periodically, YMCA of Central Virginia may issue rules and guidelines governing workplace safety and health. The YMCA of Central Virginia may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should familiarize themselves with these rules and guidelines as strict compliance will be expected.

Any workplace injury, accident, or illness must be reported to the employee's supervisor as soon as possible, regardless of the severity of the injury or accident.

B. INSPECTIONS

To the maximum extent permitted by applicable law, YMCA of Central Virginia reserves the right to require employees while on YMCA of Central Virginia property, or on client property, to agree to the inspection of their persons, personal possessions and property, personal vehicles parked on YMCA of Central Virginia or client property, and work areas. This includes lockers, vehicles, desks, cabinets, workstations, packages, handbags, briefcases and other personal possessions or places of concealment, as well as personal mail sent to YMCA of Central Virginia or to its clients. Employees are expected to cooperate in the conduct of any search or inspection.

C. USE OF FACILITIES, EQUIPMENT & PROPERTY

For safety and to ensure proper supervision, staff are not allowed to use the facility for workouts unless accompanied by another staff member or during approved times. Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards and guidelines. Employees should notify their supervisor if any equipment, machines, or tools appear to be damaged, defective or in need of repair. Prompt reporting of loss, damage, defects and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. Supervisors can answer any questions about the employees' responsibility for maintenance and care of equipment used on the job.

D. OPERATIONS OF VEHICLES

All employees authorized to drive YMCA of Central Virginia-owned or leased vehicles or personal vehicles in conducting YMCA of Central Virginia business must possess a current, valid driver's license and an acceptable driving record. Any change in license status or driving record must be reported to a direct supervisor and HR immediately.

Employees must have a valid driver's license in their possession while operating a vehicle off or on YMCA of Central Virginia property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must always demonstrate safe driving habits.

YMCA of Central Virginia-owned or leased vehicles may be used only as authorized by leadership.

Portable Communication Device Use While Driving

Employees who drive on YMCA of Central Virginia business must abide by all state and federal laws, prohibiting or limiting portable communication device (PCD) use, including cell phones or personal digital assistants, while driving. Further, even if use is permitted, employees may choose to refrain from using any PCD while driving. "Use" includes, but is not limited to, talking or listening to another person or sending an electronic or text message via the PCD. Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while driving, employees should proceed to a safe location off the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call is absolutely necessary while the employees are driving, and permitted by law, they must use a hands-free option and advise the caller that they are unable to speak at that time and will return the call shortly.

Under no circumstances should employees feel that they need to place themselves at risk to fulfill business needs. Since this policy does not require any employee to use a PCD while driving, employees who are charged with traffic violations resulting from the use of their PCDs while driving will be solely responsible for all liabilities that result from such actions. Texting and e- mailing while driving is prohibited in all circumstances

E. WORKPLACE VIOLENCE

YMCA of Central Virginia is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of personal injury to employees and damage to YMCA of Central Virginia and personal property

The YMCA of Central Virginia does not expect employees to become experts in psychology or to physically subdue a threatening or violent individual.

Indeed, the YMCA of Central Virginia specifically discourages employees from engaging in any physical confrontation with a violent or potentially violent individual. However, the YMCA of Central Virginia does expect and encourage employees to exercise reasonable judgment in identifying potentially dangerous situations.

Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit one or more of the following behaviors or signs:

• over-resentment, anger and hostility;

• extreme agitation;

• making ominous threats such as bad things will happen to a particular person, or a catastrophic event will occur;

• sudden and significant decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior;

• reacting to questions with an antagonistic or overtly negative attitude;

• discussing weapons and their use, and/or brandishing weapons in the workplace;

• overreacting or reacting harshly to changes in YMCA of Central Virginia policies and procedures;

• personality conflicts with co-workers; obsession or preoccupation with a co-worker or supervisor;

F. CONCUSSIONS 9

The YMCA of Central Virginia is committed to ensuring the safety and well-being of all youth athletes. Following the CDC's "Heads Up" guidelines10 , we prioritize the prevention, recognition, and proper management of concussions in youth sports.

Prevention Measures

The YMCA emphasizes education, proper equipment, and safe play practices to reduce the risk of concussions:

• Education and Awareness: Coaches, parents, and athletes are trained to recognize concussion symptoms and understand the importance of reporting injuries.

• Proper Equipment: Athletes are required to use appropriate, well-fitted protective gear, though it’s important to note that helmets cannot fully prevent concussions.

• Safe Play Practices: Coaches encourage proper techniques, enforce safety rules, and discourage risky or aggressive play behaviors.

Recognizing Concussion Symptoms Concussions can present differently for each athlete.

• Signs Observed by Others:

• Appears dazed or confused

• Moves clumsily or unsteadily

• Slow responses to questions

• Personality or behavior changes

• Loss of consciousness, even briefly

Symptoms Reported by the Athlete

• Headache or pressure in the head

• Nausea or vomiting

• Dizziness or balance issues

• Sensitivity to light or noise

• Difficulty concentrating or remembering

• Feeling sluggish or groggy

Immediate Action After a Suspected Concussion

• Remove From Play: The athlete should be taken out of the game or practice immediately. "When in doubt, sit them out."

• Do Not Allow Return: The athlete cannot resume play until cleared by a healthcare provider trained in concussion management.

• Seek Medical Attention: Prompt evaluation by a qualified healthcare professional is essential.

Returning to Play

9 Online CDC Training: https://www.cdc.gov/headsup/training/sports-officials.html

The YMCA adheres to a step-by-step return-to-play process guided by a healthcare provider. Athletes must be symptom-free and progress through each stage, with at least 24 hours between steps:

1. Rest and limit physical or mental activities.

2. Engage in light aerobic exercise, such as walking or cycling.

3. Begin sport-specific exercises with no contact.

4. Participate in non-contact training drills.

5. Resume full-contact practice under supervision.

6. Return to full play once medically cleared.

Monitoring Post - Injury

Staff and parents should closely monitor athletes for worsening or persistent symptoms. Emergency care should be sought for severe symptoms such as intense headaches, repeated vomiting, unusual drowsiness, or seizures.

Legal and Policy Requirements

The YMCA complies with state concussion laws, which include:

• Annual concussion training for coaches and parents.

• Written medical clearance before returning to play.

• Clear protocols for tracking and managing concussion incidents.

By following these CDC guidelines, the YMCA of Central Virginia fosters a safe environment where young athletes can thrive while minimizing the risks associated with concussions.

I. COMMUNICATION, SOCIAL MEDIA, AND TECHNOLOGY GUIDELINES

A. USE OF COM MUNICATION AND COMPUTER SYSTEMS

The YMCA provides communication tools, computers, and related technology to support work-related activities. Employees are expected to use these resources responsibly, ethically, and in alignment with the organization’s mission and policies.

Appropriate Use : Communication tools (e.g., email, messaging platforms, phones) and computers should primarily be used for workrelated purposes. Limited personal use is allowed, provided it does not interfere with work responsibilities, violate policies, or incur additional costs to the organization.

Prohibited Activities : Accessing, sending, or storing inappropriate, offensive, or illegal content. Using organization resources for personal gain, political activities, or unauthorized business ventures. Sharing confidential or proprietary information without proper authorization.

Social Media and Online Behavior : Employees must represent the organization positively when engaging in social media or online

10 “Heads Up”: https://www.cdc.gov/headsup/about/index.html

platforms. Posting sensitive, confidential, or defamatory information about the YMCA, colleagues, or members is strictly prohibited.

Monitoring : The YMCA reserves the right to monitor the use of communication tools and computers to ensure compliance with policies and legal requirements.

Failure to adhere to these guidelines may result in disciplinary action, up to and including termination of employment.

B. USE OF SOCIAL MEDIA

YMCA of Central Virginia respects the right of any employee to maintain a blog or web page or to participate in a social networking on or through websites or services such as X (formerly Twitter), Facebook, Threads, LinkedIn, YouTube, Instagram, TikTok, Snapchat, or similar sites/services (collectively "social media"). However, to protect YMCA of Central Virginia interests and ensure employees focus on their job duties, employees must adhere to the following rules:

• Employees may not use personal social media during work time or at any time with YMCA of Central Virginia equipment or property.

• All rules regarding confidential and proprietary business information apply in full to social media. Any information that cannot be disclosed through a conversation, a note, or an e-mail also cannot be disclosed through social media.

• Employees who mention the YMCA on social media and express political opinions or viewpoints that could conflict with the organization's interests must include a disclaimer stating that the views are personal and not representative of the YMCA or YMCA of Central Virginia . This practice helps maintain the organization's goodwill in the community.

• Employees may not use YMCA logos or trademarks for commercial purposes or to endorse any product or service.

Any conduct that is unlawful or violates YMCA policies in any form or forum is equally impermissible when expressed through social media. For instance, posting content that is discriminatory, obscene, defamatory, libelous, or violent is strictly prohibited. YMCA policies apply fully to employees’ social media usage, ensuring standards of professionalism and respect are upheld.

Employees with questions are encouraged to review the guidelines above, consult the complete YMCA of Central Virginia Social Media Policy , or seek guidance from their supervisor or executive director. Failure to adhere to these guidelines may result in disciplinary action, up to and including termination of employment.

C. PERSONAL & COMPANY PROVIDED PORTABLE DEVICES

The YMCA of Central Virginia provides portable communication devices (PCDs), such as cell phones and personal digital assistants, for business purposes. Employees using these devices should understand that there is no reasonable expectation of privacy, and all usage may be monitored to the maximum extent permitted by applicable law, including personal communications when necessary.

YMCA-issued PCDs are intended primarily for business purposes. Personal use of YMCA-issued devices is prohibited except in emergencies, and all communications, including calls, texts, and

emails, must be professional. Employees must adhere to YMCA policies on sexual harassment, discrimination, conduct, confidentiality, and vehicle operation while using these devices.

Employees authorized to use their personal PCDs for YMCA business must work with Human Resources to configure the device for secure use. Communications sent via personal devices using YMCA networks or systems may be subject to monitoring. Upon resignation or termination, employees must submit their personal devices to the Human Resources for resetting and removal of YMCA information. While efforts will be made to preserve personal data, some or all data may be lost during this process. Employees must agree to these terms before using personal devices for business purposes.

Virginia law prohibits employers from requiring employees to provide social media account access or passwords or retaliating against employees who refuse to disclose such information. However, employees must ensure that their social media use aligns with YMCA policies, particularly regarding confidentiality, harassment, and professional conduct. Employees using YMCA-issued or personal PCDs for business purposes are expected to maintain the highest standards of professionalism in all communications, including those on social media platforms.

Employees must comply with Virginia law, which prohibits texting and emailing while driving and restricts other forms of PCD use unless hands-free options are utilized. If PCD use is necessary for YMCA business, employees should pull over to a safe location before making or answering calls. Hands-free options may be used for urgent business communication but should be kept to a minimum. Employees are solely responsible for any traffic violations or liabilities resulting from PCD use while driving.

The YMCA prioritizes safety and requires employees to avoid any actions that could place themselves or others at risk while using PCDs. Texting, emailing, or engaging in other electronic communications while driving is strictly prohibited. Furthermore, YMCA policies on electronic communications, including proper use of communications systems and confidentiality, apply to all PCD usage, whether on YMCA-issued or personal devices.

This policy ensures compliance with legal requirements and reinforces the YMCA’s commitment to maintaining a safe, professional, and secure environment for employees and program participants.

D. CAMERAS /CAMERA PHONES & RECORDING DEVICES

To maintain privacy, ensure workplace professionalism, and protect confidential information, employees are prohibited from using cameras/camera phone functions on any device while on YMCA of Central Virginia property or while performing work-related tasks. This prohibition helps prevent potential issues such as invasion of privacy, sexual harassment, loss of productivity, and the inappropriate disclosure of confidential information.

Similarly, the use of audio recording devices, such as tape recorders, Dictaphones, or any other voice recording devices, is strictly prohibited on YMCA of Central Virginia property. This includes recording conversations or activities involving other employees, leadership, or any work-related events. The only exception to this policy is when a recording device is provided by the YMCA of Central Virginia for legitimate business purposes and used exclusively in accordance with its intended function.

This policy is in alignment with Virginia law, which generally permits employers to regulate the use of recording devices in the workplace, provided such policies are applied consistently and do not infringe upon legally protected activities, such as employees’ rights under the National Labor Relations Act (NLRA). Employees should be aware that unauthorized recordings may violate privacy laws and confidentiality agreements and could result in disciplinary action, up to and including termination.

E. PERSONAL VISITS & TELEPHONE CALLS

To minimize disruptions during work hours and maintain efficiency, personal telephone calls should be limited to essential matters and only made or received during designated break periods or lunch times. Non-work-related calls during active work hours can lead to errors, delays, and decreased productivity and are therefore discouraged.

For safety and security reasons, employees are not permitted to have personal guests accompany them or visit any areas of YMCA of Central Virginia facilities, except for designated areas. This policy ensures the safety of all employees, members, and guests while maintaining a professional and secure workplace environment.

Employees are reminded to comply with all YMCA policies regarding professional behavior and the use of personal devices during work hours. Non-compliance with these guidelines may result in disciplinary action.

F. SOLICITATION & DISTRIBUTION

To maintain a productive and distraction-free workplace, employees are prohibited from soliciting other employees during work time. "Work time" includes periods when either employee is engaged or should be engaged in work tasks. Solicitation during non-work time, such as breaks or lunch, is permitted as long as it does not disrupt others.

The distribution of materials, including advertisements, handbills, or written literature, is prohibited in working areas at all times. Nonemployees are strictly prohibited from soliciting or distributing materials on YMCA of Central Virginia premises. This policy complies with Virginia and federal laws, which allow restrictions on solicitation and distribution during work hours or in work areas while respecting employee rights during non-work time.

G. USE OF FACILITIES, EQUIPMENT & PROPERTY

Employees also are prohibited from any unauthorized use of YMCA of Central Virginia's intellectual property, such as audio and video tapes, print materials and software.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and including termination. Further, YMCA of Central Virginia is not responsible for any damage to employees' personal belongings unless the employee's supervisor provided advance approval for the employee to bring the personal property to work.

H. PUBLICITY & STATEMENT

Employees are not permitted to make statements, comments, or representations to the media on behalf of the organization unless specifically authorized in writing by the Association Director of Marketing or the CEO.

Employees wishing to write, publish, or distribute articles, papers, or other publications that represent or reference the YMCA of Central Virginia must receive prior written approval from the Association Director of Marketing or the CEO. This ensures that all public communications align with the organization's mission, values, and strategic messaging.

This policy complies with Virginia and federal laws, including protections under the National Labor Relations Act (NLRA), which allow employees to speak publicly about terms and conditions of their employment. However, such activities must clearly reflect the employee's personal capacity and not imply an official stance by the YMCA of Central Virginia.

Unauthorized public statements or publications that misrepresent or compromise the YMCA’s position, reputation, or confidentiality may result in disciplinary action, up to and including termination

J. VOLUNTEERING FOR THE Y11

Volunteers are the backbone of the YMCA. From its inception, the YMCA was founded, operated, and sustained by dedicated volunteers. The involvement of countless talented and committed individuals continues to enhance the scope, quality, and variety of YMCA programs. In alignment with this legacy, every staff member is responsible for promoting volunteer opportunities and fostering a positive, rewarding experience for YMCA volunteers.

Definition of Volunteers

Volunteers are individuals who contribute their time or services, typically on a part-time basis, to support public service or humanitarian objectives. Volunteers are not considered employees, do not receive compensation, and are not eligible for YMCA compensation or employee benefit programs.

Volunteer Requirements

Adult Volunteers: Adult volunteers must complete a volunteer application and undergo a background screening before beginning any volunteer services.

Minor Volunteers: Volunteers under the age of 18 must: Be directly supervised by a trained staff member who has completed all mandatory YMCA and child safety training. Never be left unsupervised or allowed to volunteer alone. Be properly trained for their duties. Have written consent from a parent or guardian. A volunteer application and parental/guardian consent must be completed for minors before they begin their service.

11 *In compliance with applicable law, all individuals serving as volunteers will be appropriately categorized and managed.

Volunteers must be at least 18 years old to perform mechanical work or engage in high-risk duties, such as outdoor education programs, operating mechanical equipment, or tasks involving heavy lifting.

Employee Volunteers 12

YMCA employees may volunteer their time only for services that are distinctly different from their paid job responsibilities. For example, an office staff member may volunteer to coach a youth sports team. Employees cannot receive compensation or benefits for volunteer services, and no promises or expectations of payment may be made. If there is any ambiguity regarding the distinction between compensated and volunteer duties, the staff member and their supervisor must document the volunteer responsibilities and seek prior approval from the Human Resources Department. Employees are not permitted to perform their regular job duties without compensation.

High- Risk Volunteer Activities

Volunteers, including employees serving in a volunteer capacity, must meet all legal and safety standards. Volunteers engaged in high-risk activities must be appropriately trained, supervised, and cleared through applicable screenings.

Approval Process for Employee Volunteers

Employees wishing to volunteer must obtain prior approval from their direct supervisor. The volunteer activities must align with YMCA guidelines and be documented as required.

12 The employee must obtain approval from their direct Supervisor before to any committing to any YMCA of Central Virginia activities.

K. BENEFITS

A. BENEFITS OVERVIEW

In addition to good working conditions and competitive pay, it is YMCA of Central Virginia's policy to provide a combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been carefully devised. These benefits include time-off benefits, such as vacations and holidays, and insurance and other plan benefits. We are constantly studying and evaluating our benefits programs and policies to better meet present and future requirements. These policies have been developed over the years and continue to be refined to keep up with changing times and needs.

The next few pages contain a brief outline of the benefits programs YMCA of Central Virginia provides employees and their families. Of course, the information presented here is intended to serve only as guidelines.

The descriptions of the insurance and other plan benefits merely highlight certain aspects of the applicable plans for general information only. The details of those plans are spelled out in the official plan documents, which are available for review upon request from Human Resources. Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the summary plan descriptions ("SPDs") for the plans (which may be revised from time to time). In the determination of benefits and all other matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of the plans, including the SPDs and this handbook.

Further, YMCA of Central Virginia (including the officers and administrators who are responsible for administering the plans) retains full discretionary authority to interpret the terms of the plans, as well as full discretionary authority regarding administrative matters arising in connection with the plans and all issues concerning benefit terms, eligibility and entitlement.

While the YMCA of Central Virginia intends to maintain these employee benefits, it reserves the absolute right to modify, amend or terminate these benefits at any time and for any reason.

If employees have any questions regarding benefits, they should contact Human Resources.

B. BENEFITS ELIGIBILITY

Eligibility

All regular full-time employees, both exempt and non-exempt, are generally eligible to enroll in benefits at the time of employment, following the designated waiting period. Any changes to an employee’s classification that affect benefits eligibility must be approved by the Human Resources Department. Employees who have already qualified for benefits are not required to requalify unless there is a break in employment.

Years of Service for Benefits

For benefits based on years of service, continuous full-time employment with any YMCA (local, regional, or national) will be counted. Years of service are calculated from the original employment date and continue to accrue as long as the employee

maintains full-time status. Part employees and temporary are not eligible for benefits unless specifically noted in this handbook.

C. DEPENDENT BENEFITS

Eligible employees may purchase medical, dental, and life insurance for their dependents if they themselves are enrolled in the corresponding benefit. Dependents include: spouse, registered domestic partner (see below), dependent children (biological, adopted, or IRS-qualifying dependents) and children of domestic partners. While the YMCA provides access to these benefits, the cost of dependent coverage is the responsibility of the employee.

Domestic Partners

The YMCA of Central Virginia offers benefits to registered domestic partners and their dependent children on the same terms as married spouses and their children. Initial enrollment must occur within 30 days of hire, during open enrollment, or within 30 days of a qualifying event.

Job Status Changes

F rom Full - Time to Part - Time : Participation in health and life insurance plans ends on the last day of the month in which the status change occurs unless COBRA coverage is elected. Any accrued vacation up to 80 hours (10 days) be paid out on the next scheduled payday. Non-exempt employees with at least two weeks’ notice and exempt employees with at least four weeks’ notice of change will be paid out 10% of their remaining sick leave before status change date.

From Part - Time to Full - Time: Benefits begin on the first of the month following the status change, PTO accrual rates and floating holidays are based on the most recent full-time hire date. If an employee moves out of a medically benefited position, their benefit eligibility will end on the last day of the month in which the change occurs. COBRA provisions allow employees to continue coverage at their own expense.

Leave of Absence (Non- Medical)

If a program is shut down for more than one month, full-time staff will be laid off. Medical and dental benefits will continue until the last day of the month in which the leave begins. Employees may continue benefits at their own expense through COBRA. Upon returning to a full-time position after a leave of absence, benefits will be reinstated starting the first day of the following calendar month. A new benefit enrollment form must be completed upon return to work.

D. LEGALLY MANDATED BENEFITS

The Y complies with all applicable laws regarding staff member benefits, including:

Social Security (FICA) : All employees participate in the Social Security system. The YMCA of Central Virginia matches your contributions to Social Security and Medicare.

Workers’ Compensation Program: YMCA of Central Virginia provides workers’ compensation insurance coverage, as required by law, to protect eligible employees who suffer work-related injuries or illness. This insurance protects staff members from hazards of occupational accidents and illness sustained on the job. If you are injured while working, please report it immediately to your supervisor, regardless of how minor the injury may be.

Unemployment Compensation : Staff members who become unemployed may be eligible for unemployment insurance compensation in the manner and to the extent provided by the State of Virginia law. Contact Virginia Employment Commission to file a claim. Please know that the determination of whether or not unemployment compensation is awarded is determined by the VEC, however, the YMCA of Central Virginia may protest. Involuntary terminations will be protested.

State Disability Law: Virginia does not have a state-mandated disability insurance program. Employees can access disability coverage through employer-sponsored plans, private insurance, or federal programs like Social Security Disability Insurance (SSDI). State employees in the Virginia Retirement System (VRS) may have additional options.

E. RETIREMENT FUND

The Y participates in the National YMCA Retirement Fund for the benefit of eligible staff.

401 (a) Retirement Plan

The Y covers 100% of the cost of participation, currently contributing 12% of each eligible staff member’s salary (subject to change).

Contributions are independent of employee contributions. Eligibility Requirement : Employees are fully vested by being employed with the YMCA for 2 years with at least 1,000 hours worked in each year (years need not be consecutive and may include work at another YMCA). Minimum age of 21.

403(b) Savings Plan

Employees who do not yet qualify for the retirement plan can make voluntary contributions through the Tax-Deferred Savings Account –YMCA Retirement Fund 403(b) Smart Account. Contributions can be made pre-tax via payroll deductions or as a lump sum rollover from another qualified retirement account. These contributions earn the same interest rate as other participant accounts.

For any discrepancies, the terms of the 403(b) plan shall control. For more information, visit www.yretirement.org. In case of any discrepancies, the terms of the retirement plan take precedence.

F. CURRENT YMCA HOLIDAYS

Full-time employees are eligible to be paid for the following holidays:

• New Year's Day

• Memorial Day

• Independence Day

• Labor Day

• Thanksgiving Day

• Floating Holiday

• ½ Day Christmas Eve

• Christmas Day

• ½ New Year's Eve

When holidays fall or are celebrated on what otherwise would be a regular workday for the eligible employee, eligible employees will receive one (1) day's pay at their regular straight-time rate. Eligible employees who are called in to work on a holiday will receive one (1) day's pay at their regular straight-time rate and an additional payment of straight-time for the actual time they work that day unless otherwise required by applicable law.

Full-time staff whose designated holiday falls on a weekend in which they must work, based on business needs and with authorization

from their direct supervisor, may observe the holiday on the preceding Friday or the following Monday. Supervisors must ensure that timesheets are updated to accurately reflect the adjusted holiday schedule.

If an employee is unable to take the designated holiday due to business needs, the holiday hours must be used within 30 days of the designated holiday. Supervisors are responsible for coordinating the scheduling of holiday hours to ensure operational needs are met while allowing employees to utilize their earned time off.

L. PAID TIME OFF

A. PAID VACATIONS

The YMCA of Central Virginia appreciates how hard employees work and recognizes the importance of providing time for rest and relaxation. The YMCA of Central Virginia fully encourages employees to get this rest by taking vacation time.

Full-time employees (ONLY) are eligible for paid vacation time, which must be scheduled with prior approval from their supervisor to align with job requirements.

Employee Eligibility Criter ia

EXEMPT Criteria and Accrual Guidelines

NON- EXEMPT Criteria and Accrual Guidelines

Guidelines

Accrual s:

• Vacation accrues monthly until the maximum is reached. Employees may use vacation in advance but must repay unearned time if employment ends.

• Accrual pauses at the maximum until vacation is taken.

• Service Anniversary: Employees move to higher vacation accrual on their service anniversary.

• Vacation can be taken in 4-hour (half-day) increments.

• Employees may use vacation time before it is fully accrued, resulting in a negative balance, provided prior approval is obtained from their direct supervisor and an executive. A signed reimbursement form is required. If employment ends with a negative vacation balance, the amount owed will be deducted from the final paycheck.

Separation Pay: Accrued vacation is paid upon separation, up to 80 hours/ 10 days.

B. PAID PERSONAL DAYS

Full-time employees are granted 24 hours (three days) of paid personal time off annually. Personal time must be scheduled in advance and approved by the employee's supervisor.

Carryover and Separation:

• Personal time does not roll over to the next year.

• Unused personal time is not paid out upon termination of employment.

New Employees:

• Hired January–June: Eligible for three days of personal leave

• Hired July–December: Eligible for one day of personal leave.

C. SICK DAYS

Sick leave is a benefit for full-time employees and can be used for their own illness or to care for an immediate family member. All sick leave benefits are integrated with Family Medical Leave (FMLA) and other types of leave, such as Workers’ Compensation.

Accrual and Carryover:

• Full-time employees earn one sick day per month.

• Up to 30 unused sick days may be carried over year to year.

Usage Guidelines:

• Employees must notify their supervisor or designated contact of their absence before their regular reporting time (24 hours to 2 hours prior)

• Sick leave can be used to care for a sick child, spouse, parent, or guardian.

• Sick leave may be taken in hourly increments by nonexempt employees when necessary.

Extended Leave and FMLA:

• Absences exceeding three days (for self or family care) must be reported to Human Resources and may qualify for FMLA.

• Sick leave must be used to receive 100% pay during FMLA leave.

• A physician’s certificate may be required to validate the illness, care needs, or readiness to return to work.

Separation and Sick Leave:

Unused sick leave is not paid upon termination. Non-exempt employees with at least two weeks’ notice and exempt employees with at least four weeks’ notice can use up to 10% of their remaining sick leave before their termination date.

D. BEREAVEMENT LEAVE

The death of a family member is a time when employees wish to be with their families. If the employee is full-time and loses a close relative, the employee will be allowed paid time off up to three (3) workdays to assist in attending to obligations and commitments. For the purposes of this policy, a close relative includes a spouse, domestic/civil union partner, parent, sibling, Immediate Family, or any other relation required by applicable law. Paid leave days may be taken only on regularly scheduled, consecutive workdays following the day of death. Employees must inform their supervisor prior to commencing bereavement leave. In administering this policy, YMCA of Central Virginia may require verification of death.

E. JURY DUTY

YMCA of Central Virginia realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. Employees are expected, however, to provide proper notice of a request to perform jury duty and verification of their service. Employees also are expected to keep supervisors informed of the expected length of jury duty service and to report to work for the major portion of the day if excused by the court. Employees on jury duty leave will be paid for their jury duty service in accordance with state law; however, exempt employees will be paid their full salary for any week in which time is missed due to jury duty if work is performed for YMCA of Central Virginia during such week.

F. VOTING LEAVE

In the event employees do not have sufficient time outside of working hours to vote in a statewide election, it is not required by state law, for the YMCA of Central Virginia to allow time off. However, the Y is prohibited from discharging or taking adverse actions against employees serving as election officers due to their absence for such service, provided the employee gives reasonable notice.

G. LACTATION ACCOMODATIONS

The YMCA of Central Virginia will provide a reasonable amount of break time to accommodate employees desiring to express breast milk for their child, in accordance with and to the extent required by applicable law. The break time, if possible and permitted by applicable law, must run concurrently with rest and meal periods already provided. If the break time cannot run concurrently with rest and meal periods already provided, the break time will be unpaid, subject to applicable law.

The YMCA of Central Virginia will make reasonable efforts to provide employees with the use of a room or location near the employee's work area, other than a bathroom, to express milk in private. This location may be the employee's private office, if applicable. Please consult Human Resources with questions regarding this policy. Employees should advise leadership if they need break time and an area for this purpose. Employees will not be discriminated against or retaliated against for exercising their rights under this policy.

H. WORKERS’ COMPENSATION

On-the-job injuries are covered by YMCA of Central Virginia's Workers' Compensation Insurance Policy, which is provided at no

cost. If employees are injured on the job, no matter how slightly, they should report the incident immediately to their supervisor. Failure to follow YMCA of Central Virginia procedures may affect the ability of employees to receive Workers Compensation benefits.

This is solely a monetary benefit and not a leave of absence entitlement. Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.

I. INSURANCE PROGRAMS

Full-time employees may participate in YMCA of Central Virginia's insurance programs. Under these plans, eligible employees will receive comprehensive health and other insurance coverage for themselves and their families, as well as other benefits. Upon becoming eligible to participate in these plans, employees will receive summary plan descriptions (SPDs) describing the benefits in greater detail. Please refer to the SPDs for detailed plan information. Of course, feel free to contact Human Resources with any further questions.

J. SHORT TERM AND LONG TERM DISABILITY

Full-time employees are eligible to participate in the Long-Term Disability plan, subject to all terms and conditions of the agreement between YMCA of Central Virginia and the insurance carrier. This is solely a monetary benefit and not a leave of absence. Employees who will be out of work must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.

K. SALARY CONTINUATION

The YMCA of Central Virginia provides enhanced monetary shortterm disability benefits to full-time employees. These enhanced monetary benefits are inclusive of any monetary workers' compensation or statutory short-term disability benefits. This is not a leave of absence provision. Employees who will be out of work must request a leave of absence. See the Leave of Absence sections of this handbook for more information. Employees will be required to submit medical certification as requested by YMCA of Central Virginia. Required medical certification under this policy may differ from the medical certification required for any leave of absence requested.

L. EMPLOYEE ASSISTANCE PROGRAM13

YMCA of Central Virginia provides the Employee Assistance Program, which offers qualified counselors to help employees cope with personal problems they may be facing. The Y pays 100% for this additional benefit that assists full time and part time staff and their household family members. Our Assistance Program offers a wide range of benefits to help improve mental health, reduce stress and make life easier. Further details can be obtained through Human Resources.

M. RETIREMENT PLAN

Eligible employees can participate in YMCA of Central Virginia's retirement plan. Plan participants may make pre-tax contributions to a retirement account. Upon becoming eligible to participate in this plan, employees will receive an SPD describing the plan in greater detail. Please refer to the SPD for detailed plan information. Of course, feel free to speak to Human Resources if there are any further questions. 13 www.allonehealth.com/support , code: ymcava

M.LEAVES OF ABSENCE

A. PERSONAL LEAVEE

If employees are ineligible for any other YMCA of Central Virginia leave of absence, YMCA of Central Virginia, under certain circumstances, may grant a personal leave of absence without pay. A written request for personal leave should be presented to YMCA leadership at least two (2) weeks before the anticipated start of the leave. If the leave is requested for medical reasons and employees are not eligible for leave under the federal Family and Medical Leave Act (FMLA) or any state leave law, medical certification also must be submitted. The request will be considered based on staffing requirements and the reasons for the requested leave, as well as performance and attendance records. In the event that a leave of absence is granted, and needs to be extended, prior to the end of leave, employees must submit a written request for an extension to leadership for approval. During the leave, employees will not earn vacation, personal days, or sick days. YMCA of Central Virginia will continue health insurance coverage during the leave if employees submit their share of the monthly premium payments to YMCA of Central Virginia in a timely manner, subject to the terms of the plan documents.

When the employees anticipate returning to work, they should notify leadership of the expected return date. This notification should be made at least one (1) week before the end of the leave.

Upon completion of the personal leave of absence, YMCA of Central Virginia will attempt to return employees to their original job or a similar position, subject to prevailing business considerations. Reinstatement, however, is not guaranteed. Failure to advise leadership of availability to return to work, failure to return to work when notified or a continued absence from work beyond the time approved by YMCA of Central Virginia will be considered a voluntary resignation of employment.

Personal leave runs concurrently with any YMCA of Central Virginiaprovided Short-Term Disability Leave of Absence.

B. MILITARY LEAVE

If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an unpaid military leave of absence. To be eligible for military leave, employees must provide leadership with advance notice of service obligations unless they are prevented from providing such notice by military necessity or it is otherwise impossible or unreasonable to provide such notice. Provided the absence does not exceed applicable statutory limitations, employees will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. Employees should ask leadership for further information about eligibility for Military Leave.

If employees are required to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military leave of absence not to exceed the number of days allowed by law (including travel). They should give leadership as much advance notice of their need for military leave as possible so that the YMCA of Central Virginia can maintain proper coverage while employees are away.

C. FAMILY AND MEADICAL LEAVE ACT

Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides employees with information concerning FMLA entitlements and obligations employees may have during such leaves. If employees have any questions concerning FMLA leave, they should contact Human Resources.

Eligibility

FMLA leave is available to "eligible employees." To be an "eligible employee," the employee must: 1) have been employed by YMCA of Central Virginia for at least 12 months (which need not be consecutive); 2) have been employed by YMCA of Central Virginia for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave; and 3) be employed at a worksite where 50 or more employees are located within 75 miles of the worksite.

Special hours of service eligibility requirements apply to airline flight crew employees.

As described below, the FMLA provides eligible employees with a right to leave, health insurance benefits and, with some limited exceptions, job restoration.

Basic FMLA Leave Entitlement

The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12-month period. The 12-month period is determined based on a rolling 12month period measured backward from the date the employee uses their FMLA leave. Leave may be taken for anyone (1), or for a combination, of the following reasons:

• To care for the employee's child after birth or placement for adoption or foster care;

• To care for the employee's spouse, son, daughter or parent (but not in-law) who has a serious health condition;

• For the employee's own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one (1) or more of the essential functions of the employee's job; and/or

• Because of any qualifying exigency arising out of the fact that the employee's spouse, son, daughter or parent is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty) in the Reserves component of the Armed Forces for deployment to a foreign country in support of contingency operation or Regular Armed Forces for deployment to a foreign country.

A serious health condition is an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents employees from performing the functions of their job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider or one (1) visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on covered active duty and attending post-deployment reintegration briefings.

Additional Military Family Leave Entitlement (Injured Servicemember Leave)

In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered servicemember is entitled to take up to 26 weeks of leave during a single 12-month period to care for the servicemember with a serious injury or illness. Leave to care for a service member shall only be available during a single 12-month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured service member.

A "covered servicemember " is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status or is on the temporary retired list, for a serious injury or illness. These individuals are referred to in this policy as "current members of the Armed Forces." Covered servicemembers also include a veteran who is termination or released from military services under condition other than dishonorable at any time during the five (5) years preceding the date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. These individuals are referred to in this policy as "covered veterans."

The FMLA definitions of a "serious injury or illness" for current Armed Forces members and covered veterans are distinct from the FMLA definition of "serious health condition" applicable to FMLA leave to care for a covered family member.

Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks, or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered servicemember. Qualifying exigencies leave also may be taken on an intermittent basis.

No Work While on Leave

The taking of another job while on family/medical leave or any other authorized leave of absence is grounds for immediate termination, to the extent permitted by law.

Protection of Group Health Insurance Benefits

During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same terms and conditions as if they had continued to work.

Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job restoration of "key employees" will cause YMCA of Central Virginia substantial and grievous economic injury,

employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. The YMCA of Central Virginia will notify employees if they qualify as "key employees," if it intends to deny reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible employee's FMLA leave.

Notice of Eligibility for, and Designation of, FMLA Leave Employees requesting FMLA leave are entitled to receive written notice from YMCA of Central Virginia telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of: 1) their rights and responsibilities in connection with such leave; 2) YMCA of Central Virginia's designation of leave as FMLA-qualifying or non-qualifying, and if not FMLAqualifying, the reasons why; and 3) the amount of leave, if known, that will be counted against the employee's leave entitlement. YMCA of Central Virginia may retroactively designate leave as FMLA leave with appropriate written notice to employees provided YMCA of Central Virginia's failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee. In all cases where leaves qualify for FMLA protection, YMCA of Central Virginia and employee can mutually agree that leave be retroactively designated as FMLA leave.

D. EMPLOYEE LEAVE OBLIGATIONS

Provide Notice of the Need for Leave Employees who take FMLA leave must timely notify YMCA of Central Virginia of their need for FMLA leave. The following describes the content and timing of such employee notices.

Content of Employee Notice

To trigger FMLA leave protections, employees must inform their supervisor and/or Human Resources of the need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically or explaining the reasons for leave to allow YMCA of Central Virginia to determine that the leave is FMLA-qualifying. For example, employees might explain that:

• a medical condition renders them unable to perform the functions of their job;

• they are pregnant or have been hospitalized overnight;

• they or a covered family member are under the continuing care of a health care provider;

• they leave is due to a qualifying exigency caused by a military member being on covered active duty or called to covered active-duty status to a foreign country; or

• if the leave is for a family member, that the condition renders the family member unable to perform daily activities or that the family member is a covered service member with a serious injury or illness. Calling in "sick," without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to YMCA of Central Virginia's questions to determine if absences are potentially FMLA-qualifying. If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to FMLA-qualifying reasons for which YMCA of Central Virginia has previously provided FMLA-protected leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.

Timing of Employee Notice

Employees must provide 30 days' advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days' notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide YMCA of Central Virginia notice of the need for leave as soon as practicable under the facts and circumstances of the case. Employees who fail to give 30 days' notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.

Cooperate

in the Scheduling of Planned Medical Treatment (Including Accepting Transfers to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, employees must consult with YMCA of Central Virginia and make a reasonable effort to schedule treatment so as not to unduly disrupt YMCA of Central Virginia's operations, subject to the approval of the employee's health care provider. Employees must consult with YMCA of Central Virginia prior to the scheduling of treatment to work out a treatment schedule that best suits the needs of both YMCA of Central Virginia and the employees, subject to the approval of the employee's health care provider. If employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect to fulfill this obligation, YMCA of Central Virginia may require employees to attempt to make such arrangements, subject to the approval of the employee's health care provider.

When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employee or a family member, including during a period of recovery from a serious health condition or to care for a covered servicemember, YMCA of Central Virginia may temporarily transfer employees, during the period that the intermittent or reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees are qualified and which better accommodate recurring periods of leave.

When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, employees must advise YMCA of Central Virginia of the reason why such leave is medically necessary. In such instances, YMCA of Central Virginia and employee shall attempt to work out a leave schedule that meets the employee's needs without unduly disrupting YMCA of Central Virginia's operations, subject to the approval of the employee's health care provider.

Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA-qualifying leave. As described below, there generally are three (3) types of FMLA medical certifications: an initial certification, a recertification and a return to work/fitness for duty certification It is the employee's responsibility to provide YMCA of Central Virginia with timely, complete and sufficient medical certifications. Whenever YMCA of Central Virginia requests employees to provide FMLA medical certifications, employees must provide the requested certifications within 15 calendar days after YMCA of Central Virginia's request, unless it is not practicable to do so despite the employee's diligent, good faith efforts. The YMCA of Central Virginia

will inform employees if submitted medical certifications are incomplete or insufficient and provide employees at least seven (7) calendar days to cure deficiencies. The YMCA of Central Virginia will deny FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical certifications. With the employee's permission, YMCA of Central Virginia (through individuals other than the employee's direct supervisor) may contact the employee's health care provider to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide YMCA of Central Virginia with authorization allowing it to clarify or authenticate certifications with health care providers, YMCA of Central Virginia may deny FMLA leave if certifications are unclear.

Whenever the YMCA of Central Virginia deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient FMLA medical certifications.

Initial Medical Certifications

Employees requesting leave because of their own, or a covered relation's, serious health condition, or to care for a covered servicemember, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days' notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year. If the YMCA of Central Virginia has reason to doubt initial medical certifications, it may require employees to obtain a second opinion at the YMCA of Central Virginia's expense. If the opinions of the initial and second health care providers differ, the YMCA may, at its expense, require employees to obtain a third, final and binding certification from a health care provider designated or approved jointly by YMCA of Central Virginia and the employee.

Medical Recertifications

Depending on the circumstances and duration of FMLA leave, YMCA of Central Virginia may require employees to provide recertification of medical conditions giving rise to the need for leave. The YMCA of Central Virginia will notify employees if recertification is required and will give employees at least 15 calendar days to provide medical recertification.

Return to Work/Fitness for Duty Medical Certifications

Unless notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that were taken because of their own serious health conditions that made them unable to perform their jobs must provide YMCA of Central Virginia

with medical certification confirming they are able to return to work and the employees' ability to perform the essential functions of the employees' position, with or without reasonable accommodation. YMCA of Central Virginia may delay and/or deny job restoration until employees provide return to work/fitness for duty certifications.

Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of the covered active duty or call to covered active duty status of a military member, YMCA of Central Virginia may require employees to provide:

• a copy of the military member's active duty orders or other documentation issued by the military indicating the military member is on covered active duty or call to covered active duty status and the dates of the military member's covered active duty service; and

• a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall provide a copy of new active-duty orders or other documentation issued by the military for leaves arising out of qualifying exigencies arising out of a different covered active duty or call to covered active-duty status of the same or a different military member.

When leave is taken to care for a covered service member with a serious injury or illness, YMCA of Central Virginia may require employees to obtain certifications completed by an authorized health care provider of the covered service member. In addition, and in accordance with the FMLA regulations, YMCA of Central Virginia may request that the certification submitted by employees set forth additional information provided by the employee and/or the covered servicemember confirming entitlement to such leave.

Substitute Paid Leave for Unpaid FMLA Leave

Employees must use any accrued paid time while taking unpaid FMLA leave. The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leave and the paid time will run concurrently with the employee's FMLA entitlement. Leaves of absence taken in connection with a disability leave plan or workers' compensation injury/illness shall run concurrently with any FMLA leave entitlement. Upon written request, the YMCA of Central Virginia will allow employees to use accrued paid time to supplement any paid disability benefits.

Pay Employee's Share of Health Insurance Premiums

During FMLA leave, employees are entitled to continued group health plan coverage under the same conditions as if they had continued to work. Unless YMCA of Central Virginia notifies employees of other arrangements, whenever employees are receiving pay from YMCA of Central Virginia during FMLA leave, the YMCA will deduct the employee portion of the group health plan premium from the employee's paycheck in the same manner as if the employee was actively working.

If FMLA leave is unpaid, employees must pay their portion of the group health premium through a method determined by YMCA of Central Virginia upon leave.

YMCA of Central Virginia's obligation to maintain health care coverage ceases if the employee's premium payment is more than 30 days late. If the employee's payment is more than 15 days late, YMCA of Central Virginia will send a letter notifying the employee that coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because of a serious health condition or other circumstances beyond their control), they will be required to reimburse the YMCA of Central Virginia for the cost of the premiums YMCA paid for maintaining coverage during their unpaid FMLA leave.

Exemption for Highly Compensated Employees

YMCA of Central Virginia may choose not to return highly compensated employees (highest paid 10% of employees at a worksite or within 75 miles of that worksite) to their former or equivalent positions following a leave if restoration of employment will cause substantial economic injury to YMCA of Central Virginia.

(This fact-specific determination will be made by the YMCA on a case-by-case basis.) The YMCA will notify employees if they qualify as "highly compensated", if the YMCA intends to deny reinstatement, and of the employee's rights in such instances.

Questions and/or Complaints about FMLA Leave

If you have questions regarding this FMLA policy, please contact Human Resources. YMCA of Central Virginia is committed to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a manner consistent with the FMLA.

The FMLA makes it unlawful for employers to

• interfere with, restrain, or deny the exercise of any right provided under FMLA; or

• termination or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA.

If employees believe their FMLA rights have been violated, they should contact Human Resources immediately. The YMCA of Central Virginia will investigate any FMLA complaints and take prompt and appropriate remedial action to address and/or remedy any FMLA violation. Employees also may file FMLA complaints with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.

Coordination of FMLA Leave with Other Leave Policies

The FMLA does not affect any federal, state, or local law prohibiting discrimination, or supersede any State or local law that provides. greater family or medical leave rights. For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhausted, please consult the YMCA of Central Virginia's other leave policies in this handbook or contact Human Resources.

N. CONFLICT RESOLUTION

At the YMCA of Central Virginia, every staff member is a valued part of our team. Supervisors and managers maintain an open-door policy, encouraging open, informal communication and constructive feedback. If you have a concern, you are encouraged to report it to your supervisor. YMCA supervisors and managers are committed to listening and addressing concerns promptly and within organizational policies.

The YMCA strictly prohibits retaliation against employees for reporting concerns, filing complaints, testifying, assisting, or participating in any investigation, proceeding, or hearing conducted by the YMCA or any federal or state enforcement agency. Likewise, no employee will face retaliation for reporting conduct they reasonably believe violates YMCA policies or applicable laws.

Employees are encouraged to promptly report any perceived violations to their Branch Executive Manager or the Human Resources Department. If you believe you have experienced retaliation, please report the matter to your Branch Executive

Despite these efforts, occasional misunderstandings or differences of opinion may arise. If you feel you have been treated unfairly or in a manner that violates YMCA policies, you are welcome to escalate the issue. You may contact your supervisor, another member of management, or the Human Resources Department to discuss your concerns. If your issue involves harassment or discrimination, please refer to the specific procedures outlined in the Harassment section of the employee handbook.

No Retaliation Policy

Director using the problem-solving procedure. If the concern involves the Branch Executive Director, you may report directly to the Human Resources.

Reports of retaliation will be thoroughly and objectively investigated in a timely manner in accordance with YMCA investigation procedures. If an investigation substantiates claims of retaliation, appropriate disciplinary action, up to and including termination, will be taken. Similarly, if discrimination, harassment, or other policy violations are confirmed, the YMCA will issue disciplinary action up to and including termination. Steps will also be taken to deter future instances of such conduct.

The YMCA is committed to fostering a safe, fair, and inclusive work environment where all employees feel empowered to raise concerns without fear of retaliation or reprisal.

O. IF YOU MUST LEAVE US

Should any employees decide to leave the YMCA of Central Virginia, we ask that they provide a supervisor with at least two (2) weeks advance notice of departure. Thoughtfulness will be appreciated, whether voluntarily or involuntarily. All YMCA of Central Virginia, property including, but not limited to, keys, security cards, laptop computers, uniforms, etc., must be returned at separation. Employees also must return all the YMCA of Central Virginia's Confidential Information upon separation. To the extent permitted by law, employees will be required to repay the YMCA (through payroll deduction, if lawful) for any lost or damaged YMCA property and/or outstanding accruals. As noted previously, all employees are employed at-will and nothing in this handbook changes that status.

A. EMPLOYEE SEPARATION & OFFBOARDING

• Employees who choose to resign must submit a written resignation at least two weeks in advance. Supervisors will coordinate the transition of duties, and HR may conduct an exit interview to gather feedback. The final paycheck, including any applicable PTO payout, will be issued on the next regular payroll date.

• In cases of involuntary termination, employees will receive written notice, and all access to YMCA systems, facilities, and programs will be revoked immediately. Terminations may occur due to performance issues, policy violations, or Association needs.

• Before departure, employees must return all YMCA property, including laptops, mobile devices, uniforms, keys, and any confidential documents. Failure to return these items may result in payroll deductions or legal action.

• Final wages, including any PTO payout where applicable, will be processed in accordance with state law. Employees enrolled in YMCA benefits will receive information on COBRA health coverage and 403(b) retirement plan options (below). Former employees can request W-2 forms, pay records, or employment verification through HR.

• YMCA membership and facility access will be revoked for employees terminated for cause. Employees who resign in good standing may continue their membership if they were enrolled as paying members.

• All former employees must uphold confidentiality agreements and are prohibited from sharing, using, or retaining YMCA proprietary information. Violations may result in legal action.

For questions regarding final pay, benefits, or employment verification, employees may contact HR

B. REDUCTION IN WORKFORCE

In cases of workforce reductions or adjustments to employee hours due to budgetary or operational constraints, the YMCA of Central Virginia will notify affected employees as soon as possible, providing a minimum of two weeks’ notice when feasible. Final wages, including accrued but unused paid leave, will be issued per Virginia labor laws. Severance pay, benefits continuation, or career transition assistance may be offered based on organizational resources and eligibility. Employees impacted are eligible to reapply for future positions. The YMCA will comply with all applicable federal and state laws, including the Fair Labor Standards Act (FLSA) and Virginia labor regulations, while offering support such as unemployment resources and healthcare continuation (COBRA, if applicable). For further details, employees may contact Human Resources.

C. RETIREMENT PLAN

Once employment ends and is reported to the YMCA Retirement Fund, the employee's account will be deactivated. Upon notification of departure, the fund will mail a letter outlining account options. Employees with an active loan must repay the outstanding balance; failure to do so within 90 days will result in the loan being deemed in default. A defaulted loan is treated as a taxable distribution, including the unpaid balance and accrued interest. For more information, contact Y Retirement at 800-738-9622 or visit www.yretirement.org.

D. A FEW CLOSING WORDS

This handbook is intended to give employees a broad summary of things they should know about the YMCA of Central Virginia. The information in this handbook is general in nature and, should questions arise, any member of the YMCA Leadership Team should be consulted for complete details. While we intend to continue the policies, rules and benefits described in this handbook, YMCA of Central Virginia, in its sole discretion, may always amend, add to, delete from or modify the provisions of this handbook and/or change its interpretation of any provision set forth in this handbook. Employees should not hesitate to speak to leadership if they have any questions about the YMCA of Central Virginia or its personnel policies and practices.

YMCA OF CENTRAL VIRGINIA EMPLOYEE ACKNOWLEDGEMENT

This Employee Handbook is an important document intended to help employees become acquainted with the YMCA of Central Virginia. This document is intended to provide guidelines and general descriptions only; it is not the final word in all cases. Individual circumstances may call for individual attention. Because the YMCA's operations may change, the contents of this Handbook may be changed at any time, with or without notice, in an individual case or generally, at the sole discretion of leadership.

Please read the following statements and sign below to indicate your receipt and acknowledgment of this Handbook.

• I have received and read a copy of the YMCA of Central Virginia's Employees Handbook. I understand that the policies, rules and benefits described in it are subject to change at the sole discretion of the YMCA at any time.

• I further understand that my employment is terminable at will, either by myself or YMCA of Central Virginia, with or without cause or notice, regardless of the length of my employment or the granting of benefits of any kind.

• I understand that no representative of the YMCA of Central Virginia other than the CEO may alter "at will" status and any such modification must be in a signed writing.

in addition, the following policies and procedures have been reviewed and explained to me:

• I understand that a 90-day introductory period is required. During this time, my supervisor will evaluate my performance to determine whether I am meeting the expectations outlined in my job description.

• I have received my job description and am aware of the duties and responsibilities of my position.

• My employee classification and pay rate have been reviewed with me.

• I understand that I will be paid semi-monthly, on the 15th and the last day of each month.

• I acknowledge that I am familiar with Workforce Ready/Kronos and understand how to use it for timekeeping and payroll purposes.

• The guidelines for acceptable attire in my position have been explained to me.

• I acknowledge and understand that, as a condition of employment with the YMCA of Central Virginia, background checks will be conducted semi-annually (every six months) from my date of hire and will continue until my employment ends. I further understand that this process supports the YMCA’s liability insurance requirements and its commitment to maintaining a safe and secure environment for members, participants, volunteers, and staff.

I understand that my signature below indicates that I have read and understand the above statements and that I have received a copy of the YMCA of Central Virginia's Employee Handbook.

Employee’s Printed Name:

Employee’s Signature: Date:

The signed original copy of this acknowledgment should be given to your supervisor - it will be filed in your personnel file.

VIRGINIA RECEIPT OF NON-HARASSMENT GUIDELINES

It is the YMCA of Central Virginia's policy to prohibit intentional and unintentional harassment of or against job applicants, contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual o rientation, marital status, military service and veteran status, physical or mental disability, genetic information or any other characteristic protected by applicable federal, state or local laws (referred to as “protected characteristics”). Such conduct will not be tolerated by the YMCA.

The purpose of this policy is not to regulate our employees' personal morality, but to ensure that no one harasses another individual in the workplace, including while on YMCA of Central Virginia premises, while on YMCA business (whether on YMCA of Central Virginia premises) or while representing the YMCA of Central Virginia. In addition to being a violation of this policy, harassment or retaliation based on any protected characteristic as defined by applicable federal, state, or local laws also is unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment as defined by applicable federal, state, or local laws are unlawful.

Harassment Defined

Harassment generally is defined in this policy as unwelcome verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual because of any actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state or local laws. Because it is difficult to define unlawful harassment, employees are expected to behave in a manner consistent with the intended purpose of this policy.

Sexual Harassment Defined

Sexual harassment can include all the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal, visual or physical conduct of a sexual nature when:

• submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual's employment; or

• submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or

the conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Examples of conduct that violate this policy include:

• unwelcome flirtations, leering, whistling, touching, pinching, assault, blocking normal movement;

• requests for sexual favors or demands for sexual favors in exchange for favorable treatment;

• obscene or vulgar gestures, posters or comments;

• sexual jokes or comments about a person’s body, sexual prowess or sexual deficiencies;

• propositions or suggestive or insulting comments of a sexual nature;

• derogatory cartoons, posters and drawings;

• sexually explicit e-mails, text messages or voicemails;

• uninvited touching of a sexual nature;

• unwelcome sexually related comments;

• conversation about one’s own or someone else’s sex life;

• conduct or comments consistently targeted at only one gender, even if the content is not sexual; and

• teasing or other conduct directed toward a person because of the person’s gender.

Reporting Procedures

If the employee has been subjected to or witnessed conduct which violates this policy, the employee should immediately report the matter to the Employee's Supervisor. If the employee is unable for any reason to contact this person, or if the employee has not received an initial response within five (5) business days after reporting any incident of what the employee perceives to be harassment, the employee should contact Human Resources. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in the reporting hierarchy.

Investigation Procedures

Every report of perceived harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. All employees must cooperate with all investigations conducted pursuant to this policy.

Retaliation Prohibited

In addition, the YMCA of Central Virginia will not allow any form of retaliation against individuals who report unwelcome conduct to leadership or who cooperate in the investigations of such reports in accordance with this policy. If the employee has been subjected to any such retaliation, the employee should report it in the same manner in which the employee would report a claim of perceived harassment under this policy.

Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including t ermination. I have read and I understand the YMCA of Central Virginia's Non-Harassment Policy.

HELPFUL RESOURCES

A. BENEFITS AT A GLANCE

Thefollowingchartismerelyasummaryofbenefitsforquickreference.Pleaseseeformalpoliciesfordetailsonwhichbenefitsareavailableforfull-timeandforpart-timeemployees.

COMPENSATION

Y RETIREMENT

TRAVEL ALLOWANCE/MILEAGE

CELL PHONE

CORPORATE PURCHASING CARD

LAPTOP

VACATION

HOLIDAYS

PERSONAL LEAVE

SICK TIME

JURY DUTY

DESCRIPTION

Pay is based on role responsibilities, experience, and market benchmarks, with regular reviews to ensure equity and consistency. Opportunities for merit increases and promotional growth are evaluated through performance and organizational need.

• 403(b) Smart Account: Eligibility: Upon Date of Hire - Tax Differed & Roth Accounts available, may begin making contributions immediately.

• 401(a) Retirement Plan: once qualified, the YMCA contributes 12% of the employee's gross compensation. Eligibility: Employee must be age 21 or older. YMCA contributions begin after: Completing two years of employment in which the employee works 1,000 hours or more per year. The year is measured starting from the date of hire or the anniversary of your hire date.

Travel allowances are determined based on an individual’s position and scope of responsibilities. Mileage reimbursement is provided at a rate of $0.535 per mile. Eligibility: Upon Date of Hire

A cell phone reimbursement of $45.00 per month is available. YMCA-owned cell phones and numbers may be issued upon request, based on Association needs and approval Eligibility: Upon Date of Hire

For all Y Related Expenses Eligibility: Upon Date of Hire

YMCA laptop provided, must use multifactor authentication to access server. Eligibility: Upon Date of Hire

Employees designated as full-time will be granted time away, with pay, at such times that best suit the requirements of their jobs and upon prior approval of the supervisor.

Eligibility: Only full-time employees are eligible to receive paid vacation time, accrue based on accrual guidelines

All full-time employees will receive nine (9) paid holidays each year, as follows: Eligibility: Upon Date of Hire

• New Years Day

• Easter

• Memorial Day

• Independence Day

• Labor Day

• Thanksgiving Day

• ½ day Christmas Eve

• Christmas Day

• ½ day New Years Eve

• 1 other holiday of the employee's choice, e.g., Martin Luther King Day

All full-time employees are granted three (3) days per year (24 hours) of paid personal time off. The time must be scheduled in advance and approved by the employee's supervisor. Personal time does not carry-over from year to year and is not paid out when the employee terminates employment.

Eligibility: Upon Date of Hire

All full-time employees earn one (1) sick day per month. Sick leave is a benefit for the full-time employee and is to be used only for an employee and/or the care of an immediate family member. All benefits of this section are integrated with Family Medical Leave and other types of leave. Eligibility: Upon Date of Hire

Employees who are called for Jury Duty will receive full pay for their regular hours of work during the period of jury service up to ten days (or at the discretion of their supervisor) and retain the fees paid for such service. Special consideration will be given for unusual cases. Eligibility: Upon Date of Hire

All full-time employees will receive up to three days with pay in the case of the death of a family member. Family is defined as parents, siblings, child, spouse, in-laws, grandparents, or other family members living in the employee's household.

Eligibility: Upon Date of Hire

Medical, Dental, Vision & Pet Insurance: Based on coverage, Y pays 70%+ of premium

Full-time employees may participate in the IRS Section 125 program. The plan allows participants to pay their portion of monthly health insurance premiums on a pre-tax basis. Eligibility: First of the month following 30 days of employment. Changes in medical & dental plans can be made after a qualifying event or during open enrollment, which generally occurs in January, with an effective date of February 1st (Medical) and March 1st (Dental).

100% paid for by the Y Eligibility: First of the month following 30 days of employment

• Full-Time Staff: Full-time staff and their families are eligible for full access to the YMCA of Central Virginia.

• Part-Time Staff: Part-time staff are eligible for full access to the YMCA. Part-time staff members aged 18 and older may upgrade their membership to include their family by providing a billing method to cover the difference in dues.

• Teen Employees (Under 18): Teen employees will receive a staff individual membership, with their parent or guardian listed as the primary member. Each teen employee’s membership must be noted under the branch where they are employed.

Eligibility: Upon Date of Hire

Staff and their families qualify for discounted rates on programs, except where otherwise specified. Eligibility for discounts is determined as follows: Eligibility: Upon Date of Hire

• Full-Time: Staff- 50% discount.

• Part-Time: Staff- 25% discount. Exceptions: Staff discounts do not apply to personal training sessions or private swim lessons.

Employee may receive financial assistance, if appropriate paperwork is submitted.

All employees may only use Stay & Play/Kidz Gym for a maximum of two hours while on duty and for an additional hour off duty.

Eligibility: Upon Date of Hire

RECOGNITION OF PRIOR YEARS OF SERVICE: EMPLOYEES TRANSFERRING FROM ANOTHER Y WILL BE GIVEN CREDIT FOR PRIOR YEARS OF YMCA SERVICE FOR PURPOSES OF CALCULATING SERVICE, AWARDS, RETIREMENT, AND VACATION.

YMCA MEMBERSHIP + 24/7 ACCESS

YMCA EMPLOYEE PROGRAM BENEFITS

STAY & PLAY: CHILD WATCH/ KIDZ GYM

Your Assistance Program offers a wide range of benefits to help improve mental health, reduce stress and make life easier—all easily accessible through your member portal and app.

Video, Chat and Telephonic Access

24/7/365 access to request mental health sessions and life management referrals

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Explore videos, provider resource locators, personal assessments, calculators and tools

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Getting Started Is Easy

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2. Register to create a new account using your company code: ymcava

3. A confirmation email will be sent to complete the process.

Contact: AllOne Health Call: 866-216-1996

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YMCA of Central VA

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Step 1. Go to the app store on your Android or Apple device and download the “UKG Ready” app.

Step 2. Select “North America” and enter your Company Shortname (21100YCV).

A KNOWLEDGE-SHARING and SOCIAL-NETWORKING PLATFORM

Designed for the Y Movement

Link is a knowledge-sharing and socialnetworking platform designed to help the Y’s tens of thousands of staff and volunteers share knowledge and connect with one another in real time.

Link quickly and easily provides you with access to personalized communities of Y colleagues and resources— anytime and anywhere. On Link you’ll fnd news, information and resources from YMCA of the USA as well as tips, tools and samples shared by Ys.

By more effectively tapping into the knowledge and experience of staff and volunteers at our 2,700 YMCAs, we can better leverage our collective strength as a Movement and create a more seamless network of Ys positioned to deliver on our promise to strengthen community.

Getting Started Is Easy:

1. Go to https://link.ymca.net.

2. Find one community related to your job in the left navigation.

3. Click Join to start receiving updates in your News Feed.

4. Comment on existing feeds or click Compose to start your own.

5. Take a tour: click the Help menu in the top navigation.

LINK IS EASY.

With an optimized search function, streamlined navigation and personalization options, you’ll fnd what you need when you need it.

LINK IS SOCIAL.

Social-networking features help you connect with YMCA peers across the country in real time.

LINK IS MOBILE.

Wherever your day takes you, you can access Link on iOS and Android devices. Search for YMCA’s Link in your app store.

E. HOW TO RESPOND WHEN A REPORT OF ABUSE IS MADE