From the Executive Director

Welcome to our team! The Center for the Arts is a truly remarkable organization. As our county's largest arts nonprofit, we provide crucial access to arts and cultural experiences that elevate and enrich our community. We approach our work with joy, respect, and a commitment to excellence and we are delighted to have you as part of the Center. We believe that each employee contributes directly to the successful delivery of our mission, and we hope you will take pride in being a member of our team.

Equal Employment Opportunity and Unlawful Harassment

CFTA is dedicated to the principles of Equal Employment Opportunity ("EEO"). We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, race (including traits historically associated with race, such as hair texture and length, protective hairstyles), sex, sexual orientation, gender identity, gender expression, color, religion, national origin, disability, military status, genetic information, or any other status protected by applicable state or local law.

ADA and Religious and Accommodation

CFTA will make reasonable accommodation for qualified individuals with known disabilities unless doing so would result in an undue hardship to CFTA or cause a direct threat to health or safety. CFTA will make reasonable accommodation for employees whose work requirements interfere with a religious belief, unless doing so poses undue hardship on CFTA.

Pregnancy Accommodation

Employees have the right to be free from discriminatory or unfair employment practices because of pregnancy, a health condition related to pregnancy, or the physical recovery from childbirth.

Employees who are otherwise qualified for a position may request a reasonable accommodation related to pregnancy, a health condition related to pregnancy, or the physical recovery from childbirth. If an employee requests an accommodation, CFTA will engage in a timely, good-faith, and interactive process with the employee to determine whether there is an effective, reasonable accommodation that will enable the employee to perform the essential functions of their position. A reasonable accommodation will be provided unless it imposes an undue hardship on CFTA's business operations.

CFTA may require that an employee provide a note from their healthcare provider detailing the medical advisability of the reasonable accommodation. Employees who have questions about this policy or who wish to request a reasonable accommodation under this policy should contact their supervisor, the Chief Business Officer, or the Executive Director.

CFTA will not deny employment opportunities or retaliate against an employee because of an employee's request for a reasonable accommodation related to pregnancy, a health condition related to pregnancy, or the physical recovery from childbirth. An employee will not be required to take leave or accept an accommodation that is unnecessary for the employee to perform the essential functions of the job.

Lactation Accommodation

A private space will be provided, and reasonable time will be permitted, for nursing parents to express milk during the workday for up to two years following the birth of a child. Should an employee desire to express milk during the workday for longer than two years following the birth of their child, CFTA will make a reasonable effort to continue to provide space and time for the employee to do so. The time permitted typically will run concurrently with the time already provided for meal and rest breaks. If the breaks cannot run concurrently and/or additional time is needed, the employee and their supervisor will agree upon a schedule which might include the employee using unpaid leave (if non-exempt), annual leave/vacation time, arriving at work earlier, or leaving later. In the event unpaid leave is used, the employee will be relieved of all work-related duties during any unpaid break.

Employees will be provided with the use of a room, office, or other private area, other than a bathroom or toilet stall, that is shielded from view and free from intrusion from co-workers and the public. CFTA will make a reasonable effort to identify a location within close proximity to the work area for the employee to express milk.

Employees may store expressed breast milk in designated CFTA refrigerators. The employee must clearly label each container with their name and the date the milk was collected. Unlabeled containers, and containers left for more than three days, may be disposed of without warning. Alternatively, nursing parents may bring in their own small refrigerator or cooler for the temporary storage of breast milk.

Nursing parents are responsible for using antimicrobial wipes or cleaner to clean milk expression areas, and for keeping the general lactation space clean for the next user. This responsibility extends to other areas where expressing milk is permitted or equipment is cleaned, and milk storage areas.

CFTA reserves the right to not provide additional break time or a private location for expressing breast milk if doing so would substantially disrupt CFTA operations.

CFTA will not demote, terminate, or otherwise take adverse action against an employee who requests or makes use of the accommodations and break time described in this policy.

Equal Employment Opportunity (EEO) Harassment

CFTA strives to maintain a work environment free of unlawful harassment. Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment. Prohibited behavior may include but is not limited to the following:

• Written/visual form such as cartoons, e-mails, posters, drawings, or photographs;

• Verbal conduct such as epithets, derogatory comments, slurs, or jokes; and/or

• Physical conduct such as assault, intimidation, or blocking an individual's movements.

This policy applies to all employees including managers, supervisors, and co-workers, as well as non-employees, such as customers, clients, vendors, consultants, volunteers, etc.

Sexual Harassment

Because sexual harassment raises issues that are to some extent unique in comparison to other types of harassment, CFTA believes it warrants separate emphasis.

CFTA strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when:

• Submission to such conduct is made explicitly or implicitly a term or condition of employment;

• Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment; and/or

• Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

All employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:

• Written/visual form, such as cartoons, posters, calendars, notes, letters, or emails;

• Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions about another's sex life, or repeated unwanted requests for dates; and/or

• Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, or brushing up against another's body.

Use of Pronouns

In order to ensure CFTA is reflective of the values, policies, and models of best practice within both our artistic disciplines and our national associations, we are committed to a preferred pronoun policy.

CFTA is committed to fostering an environment of inclusiveness and to supporting staff, artist, and patrons' rights to self-expression and self-identification. By including our own preferred pronouns in our email signatures and name badges, we are signaling to our patrons, donors, colleagues, artists, and the public that we are welcoming, inclusive, and supportive, and that all forms of self-identification and gender expression are welcomed within our institution.

CFTA policies align with models of best practice in our industries and our artistic disciplines. As stated above, we do not tolerate discrimination or harassment in any form, including with respect to use of pronouns and gender expression. Discrimination is the unjust or prejudicial treatment of others based on human difference. Harassment includes, but is not limited to:

• Comments or actions that minimize a person's lived experiences, identity, or safety;

• Deliberate mis-gendering or use of "dead" or rejected names; and/or

• Deliberate "outing" of any person's lived experiences or identity without their consent.

Complaint Procedure

If you believe there has been a violation of the EEO policy or harassment based on a protected class, including sexual harassment, please use the following complaint procedure. CFTA expects employees to make a timely complaint to enable CFTA to investigate and correct any behavior that may be in violation of this policy.

Report the incident to the Executive Director, the Chief Business Officer, or any member of the Board of Directors, who will investigate the matter and take corrective action. Your complaint will be kept as confidential as practicable. If you prefer not to go to any of these individuals with your complaint, you should report the incident to the Human Resources consultant.

CFTA prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or your participation in the investigation, please follow the complaint procedure outlined above. The situation will be investigated.

If CFTA determines that an employee's behavior is in violation of this policy, disciplinary action will be taken, up to and including termination of employment.

Code of Ethics

CFTA is committed to the highest levels of ethics and conduct in all of our operations. Our reputation for integrity is one of our most valuable assets and is directly related to the conduct of our employees. Our ability to attract customers, donors, and quality employees depends on this reputation. Your actions may enhance, maintain, or damage the standing that we have achieved. Therefore, we expect you to exercise the highest standard of ethics in all of your decisions that may impact CFTA.

No workplace conduct statement can possibly cover every circumstance that may arise. Use good common sense. Ask yourself if you would like to read about your behavior in the Crested Butte News. If there is any question about a course of action, it is your responsibility to get clarification from your supervisor or the Executive Director.

Conflicts of Interest and Participation in Outside Activities

Employees must never use their positions with CFTA for private gain, to advance their own personal interests, or to obtain favors or benefits for themselves or any other persons, corporations, or business entities. CFTA adheres to the highest legal, ethical, and business standards and our activities should be conducted in strict observance of the law.

As such, CFTA respects and supports the rights of employees to engage in social, community, political, and religious activities as private citizens. However, CFTA employees may not act as representatives of CFTA in any such activities. It is essential that all CFTA representatives avoid influence from outside business and personal relationships on decisions or activities affecting CFTA. In all transactions, whether for themselves or on behalf of CFTA, employees must not allow themselves to be placed in conflicts between their own self-interests and the interests of CFTA. Employees must not only avoid situations that could give rise to such conflicts of interest, but also situations that create the appearance of a conflict of interest.

If employees have any question whether a situation is a conflict of interest, employees should discuss the matter with their supervisor. If it remains unresolved, refer the matter to the Executive Director or the Board President for a final determination.

Whistleblower Policy

As stated above, CFTA wants to maintain the highest standards of conduct and ethics. As representatives of CFTA, all employees must practice honesty and integrity in fulfilling their responsibilities and must comply with all applicable laws and regulations. In order to achieve this goal, CFTA asks for the cooperation from all employees in notifying management of any suspected fraudulent or dishonest use or misuses of resources or property or any violation of any applicable law or regulation by any staff, board member, consultant, volunteer, or client.

If an employee reasonably believes that some policy, practice, or activity of the organization is in violation of law, or if funds or property are being used inappropriately, a written complaint should be filed by that employee with the Executive Director. If the Executive Director is involved in the complaint, then the employee is authorized to contact the President of the Board.

Reports will be investigated and kept confidential to the extent possible, consistent with the need to conduct an investigation.

CFTA will not retaliate against an employee who in good faith makes any reports under this policy.

Confidentiality and the Treatment of Proprietary Information

The protection of confidential, proprietary, or sensitive information is vital to the interests and success of CFTA. The internal business affairs of the organization represent corporate assets that each employee has an ongoing obligation to protect, both during and after employment. Such confidential information includes, but is not limited to:

• Patron or vendor lists, locations, preferences, and financial information;

• Organization-related correspondence;

• Internal documentation including memoranda, reports, spreadsheets, charts, presentations, forms, or other types of compiled data;

• Study procedures and data;

• Pending projects and proposals;

• Contracts and other binding or non-binding agreements (including letters);

• Proprietary processes;

• Marketing and research strategies;

• Resumes of current or past employees and applicants; and/or

• Competitive business information or analysis.

All data and material, whether physical or intellectual, are to be considered proprietary organization property and off-limits to others. At no time are employees allowed to remove, distribute, or duplicate such property or materials and take them off-site without the permission of CFTA management. Likewise, CFTA employees should not discuss confidential business with anyone who does not work for the organization or have a legitimate "need to know" it. Employees who improperly use or disclose confidential/sensitive/proprietary information will be subject to disciplinary action, up to and including termination of employment and possible legal action.

At-Will Employment

Employment with CFTA is considered "at-will," meaning that it may be terminated by the employee or by CFTA at any time, for any reason or for no reason, provided there is no violation of applicable federal, state, or local law. The at-will nature of the employment relationship with CFTA cannot be modified except by an express written agreement with specified terms as executed by both the employee and Board President or the Executive Director (or their authorized representative).

Employment Status

Employees of CFTA are classified as either exempt or non-exempt under federal and state wage and hour laws, and are further classified for administrative purposes, such as the administration of fringe benefits like paid vacation or holidays. These classifications do not determine eligibility for participation in CFTA group health plan. Eligibility for participation in CFTA's group health plan is governed by the terms of the plan documents as well as applicable law. To obtain a copy of the Summary Plan Description or to discuss whether you are eligible to participate in CFTA's group health plan, please contact the Chief Business Officer.

The following classifications are used throughout this handbook.

Exempt. Exempt employees are employees whose job assignments meet specific tests established by the federal Fair Labor Standards Act (FLSA) and state law and who are exempt from minimum wage and/or overtime pay requirements.

Non-Exempt. Non-exempt employees are employees whose job positions do not meet FLSA or applicable state exemption tests, and who are not exempt from minimum wage and/or overtime pay requirements. Non-exempt employees shall be paid time and one-half of their regular rate of pay for any work in excess of: (1) forty hours per workweek; (2) twelve hours per workday, or (3) twelve consecutive hours without regard to the starting and ending time of the workday (excluding duty-free meal periods), whichever calculation results in the greater payment of wages.

Full-Time Employees.

Full-time employees are those who are normally scheduled to work 40 hours per week. "Normally scheduled" means that the employee is scheduled to work an average of 40 hours per week, as calculated on a monthly basis, year-round.

Part-Time Employees.

Part-time employees are those who are normally scheduled to work fewer than 40 hours per week. Part-time employees may be assigned a work schedule on a weekly basis ("regular part-time employee") or may work on an as-needed basis ("on-call part-time employee").

Temporary Employees.

Temporary employees are those who are employed for short-term assignments. Temporary employees are generally hired to temporarily supplement the workforce or assist in the completion of a specific project. These temporary employment assignments are of limited duration. Temporary employees may be classified as exempt or non-exempt on the basis of job duties and compensation.

Performance Reviews

Evaluating employee job performance and providing feedback is an important factor in making employment-related decisions. More information regarding our review process can be found in the separate Performance Review Policy document.

Professional Development

CFTA believes in supporting the individual growth of its employees and currently offers a professional development program to eligible employees who attend job-related seminars and other educational events. CFTA may cover the costs of a portion of the event, none of the event, or the entire cost at its discretion.

To participate in this program, employees must be classified as a full-time or regular part-time employee who has successfully completed 90 days of employment. Approval from a supervisor must also be received prior to registration.

Arts Professional Development Stipend

In addition to the program outlined above, all CFTA employees, regardless of classification or length of employment, are eligible for the CFTA Arts Professional Development Stipend, which provides up to $100 per employee per fiscal year for reimbursable arts-related visits outside of Gunnison County (such as museum entry, concert or live performance tickets, or other eligible arts activities). Employees must submit receipts for reimbursement and share learnings with their peers following the visit. See the full Arts Professional Development Stipend Policy for details.

Outside Employment

Employees may hold a job or jobs with another company or companies as long as the employee satisfactorily performs their responsibilities with CFTA. Supplemental jobs must not create any actual conflict of interest or the appearance of a conflict of interest with CFTA and must not affect an employee's ability to meet job requirements, perform competently, or accept overtime hours. Full-time and regular part-time employees must disclose outside employment to their direct supervisor on an annual basis each January or at the time of accepting a new outside job.

Separation of Employment

If you desire to end your employment relationship with CFTA, we request that you notify us as soon as possible of the intended separation. Notice generally allows sufficient time to transfer work, cover shifts, return CFTA property, review eligibility for continuation of insurance, and make arrangements for your final pay.

Employees who plan to retire are asked to provide sufficient advance notice to CFTA so we can timely process any pension forms or other retirement benefits to which an employee may be entitled.

Employees in good standing who retire or resign from their positions may be eligible for rehire.

All organization property must be returned upon termination of employment on or before the employee's last day at work.

Please notify CFTA if your mailing address changes during the calendar year in which you depart so that your tax information will be sent to the proper address.

Standard Work Hours

Normally, at CFTA, our workday begins at 9:00 a.m. and ends at 5:00 p.m., Monday through Friday. Because of the nature of our business, each employee's work schedule may vary depending on their position within the organization. Employees should work with their supervisor to confirm their work schedules or to request any adjustments.

From time to time, you may be required to work overtime. Please see below for more details regarding overtime compensation for non-exempt employees and recovery time for exempt employees.

Reporting of Time Worked

Non-exempt employees are required to clock in and out using QuickBooks Workforce for each shift worked. At the conclusion of each pay period, supervisors will approve each employee's hours worked for that pay period. It is necessary for employees to indicate whether the recorded hours are for time worked, or for time off.

Non-exempt employees are entitled to a full 30-minute uncompensated, duty-free lunch period. Non-exempt employees should clock out during their lunch break. If your lunch is interrupted by work, please adjust your timecard accordingly.

Exempt employees are required to report time off from their regular work schedule to their supervisor at the end of each pay period.

Time records are used by CFTA to calculate employee pay and paid time off balances. It is very important that they are accurate and complete. Non-exempt employees are expected to submit accurate and complete time records reflecting all hours worked.

Employees who also choose to keep their own personal time records must provide them to CFTA if they find a discrepancy between CFTA's records and their records. Employees should contact their supervisors with any questions about how their pay is calculated. Employees must promptly notify their supervisors of any mistakes in their time records or pay.

Employees also must notify the Chief Business Officer or the Executive Director if they perceive that anyone is interfering with their ability to record their time worked accurately and completely. All reports will be investigated and appropriate corrective action will be taken. CFTA will not tolerate retaliation against employees for making a report or participating in an investigation.

Overtime Compensation and Recovery Time

Due to the nature of our work at CFTA, there will be times when working during lunch breaks, on weekends, early mornings, or evenings will be necessary. As such, there will be times when employees may be required to work overtime in order to meet business needs. In these instances, you are given as much advance notice as is practicable.

Non-Exempt Employees

In accordance with applicable federal and state wage and hour regulations, overtime compensation is paid to all non-exempt employees. For non-exempt employees, hours worked in excess of 12 hours in a day; 12 consecutive hours without regard to the starting and ending time of the workday; or 40 hours per workweek (excluding duty-free meal breaks), whichever results in the greater payment of wages, are paid at one and one-half (1½) times the employee's regular rate. When a non-exempt employee has daily overtime and weekly overtime hours, the payment of daily overtime counts toward the payment of the weekly overtime. For purposes of calculating overtime, the established workday begins at 12:00 a.m. midnight until 11:59 p.m., and the workweek begins at 12:00 a.m. midnight on Monday and ends at 11:59 p.m. on Sunday. For purposes of calculating overtime payments, only hours actually worked are counted. Consequently, hours paid but not worked, e.g., paid vacation, are not counted.

Exempt Employees

Exempt employees are not eligible for overtime pay, but in certain circumstances, exempt employees may request recovery time following extended periods of work outside of their normal working hours. Recovery time is time off granted to an exempt employee to allow for recuperation after the employee has worked extensive hours in addition to their normal working hours. Recovery time is granted by the exempt employee's supervisor or the Executive Director and is not a right of employment. Exempt employees must follow the same procedure for requesting vacation time when requesting use of recovery time, and must complete a Request for Leave or Approved Absence form. Such time off is not guaranteed to exempt employees, and no supervisor is required to grant recovery time off to exempt employees. Please refer to the Recovery Time Policy for more information.

The Fair Labor Standards Act (FLSA) prohibits employers from allowing non-exempt employees from taking recovery time or "comp time" in lieu of overtime pay. Adjustments of a non-exempt employee's work schedule within a single workweek (Monday to Sunday) may be possible, but if a non-exempt employee works overtime (as defined above), they must be paid accordingly (see above).

Paydays and Paychecks

CFTA salaried employees are paid on the first (1st) and sixteenth (16th) days of the month, and hourly employees are paid on the fifth (5th) and twentieth (20th) of the month, unless the payday occurs on a holiday or weekend day, in which case employees will be paid the preceding workday. In general, when a payday falls on a holiday, employees are paid on the last working day before the holiday.

Employees have the option of receiving pay in the form of a payroll check or direct deposit program, though CFTA requests that all employees enroll in the direct deposit program if practicable for the employee. Employees should review their paychecks for errors. If a mistake is found, employees should report it to their supervisor immediately so the necessary steps can be taken to correct the error.

Pay for Exempt Employees

Exempt employees must be paid on a salary basis. This means exempt employees will regularly receive a predetermined amount of compensation each pay period. CFTA is committed to complying with salary basis requirements which allows properly authorized deductions.

If you believe an improper deduction has been made to your salary, you should immediately report this information to the Chief Business Officer. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed.

Meal and Break Periods

Non-exempt employees who work five or more consecutive hours will be provided at least one unpaid 30-minute meal break. During the break, employees will be relieved of all duties and permitted to pursue personal activities. If the nature of the business activity or other circumstances exist that makes an uninterrupted meal break impracticable, the employee will be allowed to consume an on-duty meal without any loss of time or compensation.

Employees should take a compensated ten-minute rest period for every four hours of work. The chart below indicates the required rest periods. Rest periods should be as close to the middle of an employee's shift as is practical.

[Work Hours Rest Periods Required]{.underline}

2 or fewer 0

Over 2, and up to 6 1

Over 6, and up to 10 2

Over 10, and up to 14 3

Over 14, and up to 18 4

Over 18, and up to 22 5

Over 22 6

There is some flexibility for the length and timing of rest breaks. Employees are allowed to take two five-minute breaks in certain circumstances with a written waiver. Failure to authorize and permit rest breaks as required by Colorado law will be treated as if an employee was required to work an extra ten minutes without pay.

Employees must comply with all applicable timekeeping requirements, including recording the beginning and end time of their meal breaks. Employees who are unable to take a meal or rest break to which they are entitled in accordance with this policy, or who have been prevented or discouraged from taking a break to which they are entitled under this policy, should immediately notify the Chief Business Officer or the Executive Director.

Paycheck Deductions and Wage Garnishments

CFTA is required by law to make certain deductions from your paycheck each pay period. Such deductions typically include federal, state, local, and Social Security/FICA taxes and those deductions related to participation in relevant benefit programs (such as medical insurance). All deductions are listed on the pay statements and totaled each year on the employee's Form W-2, Wage and Tax Statement.

When employees' wages are garnished by court order -- such as in the instance of child support, tax payments to the IRS, or other payments subject to law -- CFTA is legally bound to withhold the amount indicated in the garnishment order from their paychecks. Questions about paycheck deductions or garnishments should be directed to the Chief Business Officer.

Travel and Business Expense Reimbursement

CFTA will reimburse employees for reasonable business expenses (such as those related to airfare, meals, mileage, and lodging) incurred through pre-approved travel or off-site meetings. Any cash advances must be accounted for and receipts are required for reimbursement. All travel must be pre-approved by the Executive Director and no expenses should be incurred without first verifying the method of payment with the Executive Director as CFTA may require use of its own credit cards and/or cash in connection with such expenses. Good faith efforts must be made to keep CFTA costs as low as reasonably possible. Employees are free to pay for their own desired upgrades at will. Examples include but are not limited to first-class airfare, rental car upgrades, and upgraded hotel rooms. When in doubt, get prior approval.

To obtain reimbursement, employees must complete a check request form and attach the original invoices, receipts, or other proof of payment. No expense will be reimbursed without supporting documentation. Claims should be submitted as soon as possible, but must be submitted within 30 days of returning from the trip.

Maintenance and Protection of Personnel Records

Employee personnel records are the property of CFTA and contain important information that the organization is required to retain in order to respond appropriately in the case of emergency, benefits changes, and other work-related matters. These records are considered confidential and are afforded proper protection and control. It is the employee's responsibility for keeping their personnel record up to date. Employees should notify their supervisor, in writing, of any changes.

If you want to look at your file or discuss it with someone, contact the Chief Business Officer or Executive Director. The review will take place in the presence of a CFTA representative at a time arranged between the employee and CFTA. Employees are permitted to obtain a copy of their personnel files but may be required to pay the reasonable cost of the duplication of the documents.

Data Disposal Policy and Document Retention

During the course of your employment, CFTA will collect certain information that is classified as "personal identifying information," or PII, under applicable laws. Such information may include, but is not limited to:

• Your first and last name or initials;

• Username(s) and password(s);

• Social security number;

• Driver license or other identification card number; and/or

• Medical documentation.

CFTA may keep these records in paper and/or electronic format. When such documentation is no longer needed, pursuant to records retention requirements and best practices, CFTA will either (a) destroy the records or (b) arrange for their destruction; e.g. by shredding, erasing, or otherwise modifying the personal identifying information in such a manner as to render it unreadable or indecipherable through any means.

Vacation Leave

Full-time employees are eligible to begin accruing paid vacation time after working 90 days in a full-time position. Vacation is calculated according to calendar year based on the employee's length of service as follows:

+----------------------------+----------------------------+ | Length of Continuous | Annual Vacation | | Service | Accrual | +----------------------------+----------------------------+ | 90 days into full-time | 10 days (80 hours) | | employment through 4 full | | | years | Monthly accrual: 6.67 | | | hours | +----------------------------+----------------------------+ | Start of 5th year through | 15 days (120 hours)\ | | 9 full years | Monthly accrual: 10 hours | +----------------------------+----------------------------+ | Start of 10th year and | 20 days (160 hours) | | beyond | | | | Monthly accrual: 13.34 | | | hours | +============================+============================+

Employees should submit a Request for Leave or Approved Absence form with as much advance notice as is possible, preferably at least 60 days in advance, but at least two weeks prior to the absence, to their supervisor for approval. Vacation requests may be granted or denied in consideration of business, staffing, and other operating requirements.

Advance vacation pay is not provided, nor will vacation pay be granted in lieu of taking the actual time off. However, vacation time can be carried over into the next calendar year, up to a maximum of five days, or 40 hours, subject to limitations identified further below.

When a paid holiday falls within the employee's vacation period, an additional day of vacation may be granted. Vacation time will not be counted in the computation of overtime.

Upon termination of employment with CFTA, eligible employees will be paid for earned-but-unused vacation.

We encourage employees to use all of their earned vacation each year. Employees may carry over unused vacation into the next year. However, the maximum vacation that employees may accumulate is 40 hours over their annual vacation allotment. At no point can the carry over, plus the new vacation, exceed this cap. As a result, the amount of vacation that employees may be granted each year might be limited by the amount carried over. Vacation can be used as it is earned, in increments of four or eight hours.

Sick Leave

All employees accumulate sick time at the rate of 1 hour per 30 hours worked, up to 48 hours in a year. Paid sick leave may be used if:

• An employee has a mental or physical illness, injury, or health condition that prevents them from working;

• An employee needs to get preventive medical care, or to get a medical diagnosis, care, or treatment, of any mental or physical illness, injury, or health condition;

• An employee needs to care for a family member who has a mental or physical illness, injury, or health condition, or who needs the sort of care listed in the prior category;

• The employee or the employee's family member, having been a victim of domestic abuse, sexual assault, or criminal harassment, needs leave for related medical attention, mental health care or other counseling, victim services (including legal services), or relocation;

• Due to a public health emergency, a public official has closed either the employee's place of business, or the school or place of care of the employee's child, requiring the employee to be absent from work to care for the child;

• An employee needs to care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or other unexpected occurrence or event that results in the closure of the family member's school or place of care;

• An employee needs to grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member (see also Bereavement Leave, below); or

• An employee needs to evacuate their place of residence due to inclement weather, loss of power, loss of heating, loss of water, or other unexpected occurrence or event that results in the need to evacuate the employee's residence.

Paid sick leave may be used in one-hour increments. Employees begin accruing sick time upon hire. It is your responsibility to notify your manager as soon as possible, but preferably no later than each day at the beginning of your shift when you cannot come to work because of an illness, injury, medical care, or domestic violence. Also, let your supervisor know when you expect to return to work. Sick leave may only be used if one of the above situations occurs during an employee's scheduled shift.

In the event you are absent for four or more consecutive workdays, medical or legal certification may be required. This certification should indicate that you were unable to work due to medical reasons or any of the reasons listed above, and the length of time this restriction lasted. If you have an extended illness, accumulated sick time currently provides pay while you are away from work. Unused sick hours currently are carried over from year to year up to 48 hours so they can be accumulated and used when needed. Employees will not accrue additional sick time until the balance falls below 48 hours. Hours can roll over but employees may not accrue more than 48 hours nor use more than 48 hours in a single year.

Because paid sick time can be accumulated to be used if you are personally sick or injured, or one of the above reasons, you will not receive extra pay or extra time off for your unused sick time. Paid sick time will not be used in the calculation of overtime. Also, you are not paid for unused sick time upon separation of employment with CFTA. Additional rules will apply in the case of a public health emergency.

April Break Paid Time Off

In gratitude to CFTA staff for their hard work during the winter season and to provide a time of rest before the busy summer season, the CFTA closes each year during the week of the Crested Butte Community School April break (typically in mid-April). Additionally, Center employees who are eligible to contribute to the SIMPLE IRA are eligible to receive paid time off (PTO) during that week.

Eligible employees may take the week of April Break as PTO, compensated at their average hourly rate for the first quarter of the current fiscal year (November 1-January 31), for the average number of weekly hours worked during that same period. For employees who work multiple positions or have multiple pay rates, this averaging method ensures equitable compensation. This PTO is in addition to other paid leaves outlined in this handbook and the Benefits Guide. Please refer to the Benefits Guide or contact the Chief Business Officer for IRA eligibility guidelines.

April Break PTO may not be taken another time of year, unless the eligible employee is required by their supervisor to work during the week of April Break. In that case, the eligible employee may request permission from their direct supervisor to schedule their PTO for a different spring off-season week (typically the second week of April through the second week of May).

Paid Holidays

Holiday pay is determined by employment status and paid according to a typical workday. Full-time employees are compensated for a full workday (8 hours).

CFTA currently observes the following 12 holidays during the year:

• New Year's Day (January 1)

• Martin Luther King Jr. Day (third Monday in January)

• President's Day/Washington's Birthday (third Monday in February)

• Memorial Day (last Monday in May)

• Juneteenth (June 19)

• Independence Day (July 4)

• Labor Day (first Monday in September)

• Indigenous Peoples' Day (second Monday in October)

• Thanksgiving Day and the day after (fourth Thursday and Friday in November)

• Christmas Day and the day after Christmas (December 25 and 26)

Generally, if one of the above holidays falls on Saturday, it is observed on the preceding Friday. If a holiday falls on Sunday, it is normally observed on the following Monday. Unpaid leave or vacation leave may be granted for religious observances that do not fall on official holidays.

If a full-time employee is scheduled to work on a designated holiday, they will be compensated at their regular rate of pay and will receive another paid floating holiday to be scheduled with their supervisor's approval within two weeks of the designated holiday.

Employees are not eligible for holiday pay during an unpaid leave of absence. Paid holidays that fall during other paid leave (such as Vacation) will be charged to Holiday Pay and not to the other paid leave.

Volunteer Leave

CFTA recognizes that participation in volunteer activities enhances and serves our community, and enriches the lives of our staff. As part of the Employee Volunteer Program, eligible employees are allowed up to two days paid volunteer leave annually to volunteer with another nonprofit organization. All full-time CFTA employees are eligible for paid volunteer leave after 90 days of employment. Employees must be in good standing and should submit a Request for Leave or Approved Absence form with as much advance notice as is possible to their supervisor for approval. Volunteer requests are granted in consideration of business, staffing, and other operating requirements. Volunteer leave can be taken in four-hour increments. Volunteer leave is awarded annually and does not accumulate or roll over.

Jury Duty/Witness Leave

CFTA recognizes jury duty as everyone's civic responsibility. When summoned for jury duty, an employee will be granted leave to perform his or her duty as a juror. If the employee is excused from jury duty during his or her regular work hours, he or she is expected to report to work promptly.

Employees receive regular pay for the first three days of jury duty if they were scheduled to work and they provide confirmation of juror service.

Beginning the fourth day and thereafter, employees, as jurors, are paid $50.00 per day by the State of Colorado for state district or county court jury duty. For jury duty in excess of three days, employees receive the difference between jury duty pay and their regular pay up to a maximum of ten days (80 hours). Jury duty leave beyond this time is without pay from CFTA.

Voting Leave

CFTA believes that every employee should have the opportunity to vote in any state or federal election, general primary, or special primary. Under most circumstances, it is possible for employees to vote either before or after work. If it is necessary for employees to arrive late or leave work early to vote in any election, employees should make arrangements with their supervisor no later than the day prior to Election Day.

Military Leave

Employees granted a military leave of absence are reinstated and paid in accordance with the laws governing veterans' reemployment rights.

Bereavement

Up to six days of paid bereavement leave, as needed to grieve, attend funeral services or a memorial, or deal with financial and legal matters that arise after the death of a family member, may be granted in the event of death of an immediate member of the family. CFTA defines immediate family as spouse or significant other, children, parents, grandparents, siblings, aunts, uncles, and cousins, as well as corresponding relations by marriage. One day of paid bereavement leave may be granted in the event of death of any other family member or loved one. Additional unpaid bereavement leave may be granted at the discretion of the Executive Director. Requests for bereavement leave should be made to your supervisor as soon as possible. Sick leave may also be used for bereavement (see above).

Leave Without Pay

Normally, personal leaves of absence are not granted. If, on rare occasions, management deems the circumstances warrant approval, an unpaid leave of not more than 30 days may be granted for reasons other than illness, disability, vacation, or a leave of absence otherwise protected under federal or state law. Vacation Time does not accrue during Leave Without Pay, and an employee may be responsible for the full cost of any insurances.

FAMLI Participation

Colorado voters approved Proposition 118 in November of 2020, paving the way for a state-run Paid Family and Medical Leave Insurance (FAMLI) program.

FAMLI benefits provide partial income protection for eligible employees who are temporarily unable to work due to their or a family member's qualifying medical or legal reason, specifically, for the care of a newborn, adopted child, or fostered child; to care for a family member with a serious health condition; for the employee's own serious health condition; for qualifying military exigency leave; or to address safety needs or the impact of domestic violence and/or sexual assault. FAMLI provides up to 12 weeks of partially paid leave or up to 16 weeks under certain circumstances related to pregnancy and childbirth. Additionally, if an employee's newborn requires NICU care, the employee may take up to an additional 12 weeks of leave.

Contributions to the FAMLI fund are a shared responsibility between the employer and the employee. Therefore, as a participating company, CFTA remits the full 0.88% of your wages to the FAMLI fund in accordance with the law and regulations, half of which is a payroll deduction of 0.44% from your earned wages taken from each paycheck, with CFTA contributing the other half (0.44% of your wage) on your behalf. For more information about this important state-facilitated program, including eligibility, required documentation, and process, please see famli.colorado.gov.

Most Colorado employees become eligible to take paid FAMLI leave after they have earned at least $2,500 in wages within the State within the last 4 calendar quarters. Upon return from FAMLI leave, most employees who have worked for CFTA for 180 days prior to taking FAMLI leave, are restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Certain highly compensated employees (key employees) may have limited reinstatement rights.

It is CFTA policy to allow employees to "substitute" (run concurrently) an employee's accrued paid leave (e.g., sick or vacation) while on paid FAMLI leave to get the employee to 100% of wages if the employee elects to do so. For more information about this piece of FAMLI leave, please contact the Chief Business Officer or Executive Director.

Family and Medical Leave Policy

Should the need arise, CFTA provides eligible employees with a leave of absence from work for certain family and medical reasons as provided below. Unless federal, state, or local law provide otherwise, in order to be eligible for the leave, an employee must have been employed by CFTA for at least 12 months and have worked at least 40 hours per week during the course of their employment.

An eligible employee may take up to 60 days of unpaid family and medical leave ("FML") for illness, injury, disability, or pregnancy, or to care for a parent, child, or spouse/partner with a serious health condition as those terms are defined under the Family and Medical Leave Act ("FMLA"). Employees should consult the Chief Business Officer or Executive Director to determine how the leave may impact eligibility for benefits and to make arrangements for the payment of any required premiums. Requests for leave should be submitted to the Executive Director as soon as the need for the leave is foreseeable. Leave requests will be considered on a case-by-case basis.

Unless otherwise required by law, the following applies to family and medical leaves of absence:

Employees who are on approved family and medical leave may be reinstated to a position of like status and pay if such position is available and they are qualified. However, there is no job guarantee.

All earned vacation and sick leave will be used according to the separate, written agreement between the employer and employee in accordance with Colorado's FAMLI law.

Employees returning from FML may be required to provide their supervisor with a medical provider's statement attesting to the employee's fitness for work; at its option, CFTA may require an examination by a CFTA-appointed medical provider.

Employees who fail to return at the expiration of their authorized leave may be terminated. If the employee's failure to return is due to pregnancy, childbirth, or the physical recovery from childbirth and/or a disability under the Americans with Disabilities Act or other similar laws, additional accommodations may be provided. Employees must supply sufficient information from their medical provider specifying the basis for the additional leave and when they can return to work with or without reasonable accommodation. Accommodations must not cause undue hardship to the employer. Potential accommodations will be determined in an interactive process between the employee and CFTA.

Part-time employees are not eligible for FML except as required under the law as an accommodation.

Please contact the Executive Director if you have any questions.

Benefits Overview

CFTA maintains a comprehensive set of employee benefit programs to supplement eligible employees' regular wages. These benefits represent a valuable addition to employees' total compensation. CFTA strives to provide reasonable benefits for employees in recognition of the influence employment benefits have on the economic and personal welfare of each employee. Employees should likewise recognize that the total cost to provide the benefit program is a significant supplement to each employee's total pay.

Employment benefits vary according to the position and status of the employee. To receive certain benefits, eligible employees may be required to meet participation requirements and pay required premiums and other contributions. CFTA complies with all applicable federal and state laws regarding the provision of benefits to same-sex spouses, domestic partners, and couples in a civil union.

Benefit plans offered by CFTA are defined in legal documents such as insurance contracts and summary plan descriptions. In the event information in this Handbook or other employee communication conflicts with the actual terms and conditions of coverage, the plan documents will control. Benefits described in this Handbook, including the types of benefits offered and/or the requirements for eligibility of coverage, may be modified or discontinued from time to time at CFTA's discretion as permitted by law. CFTA and its designated benefit plan administrators reserve the right to determine eligibility, interpretation, and administration of issues related to benefits offered by CFTA.

Employees will have an opportunity to make changes to their benefit selections during CFTA's annual open enrollment period. Employees who experience a qualifying life event such as marriage, divorce, or the birth of a child will also be allowed to make a change in their benefit selection when that event occurs, in accordance with the terms of the plan document.

In the event you take a personal or other leave of absence, please consult the Chief Business Officer or Executive Director to determine the impact the leave may have upon your benefits, including eligibility, and/or making any required premium payments.

CFTA currently offers these plans:

Medical Insurance Plan. Helps pay covered medical expenses for you and eligible family members.

SIMPLE IRA. Allows employees to invest pre-tax dollars for retirement. Additional contributions from the organization are made to the SIMPLE Plan for eligible employees.

For more information about these plans, including the terms, conditions, or eligibility requirements, please contact the Chief Business Officer to obtain a copy of the Summary Plan Document and Benefits Guide.

For information about other benefits the Center offers, please refer to the Benefits Guide.

Our Employee Relations Philosophy and Problem Resolution

If you have a work-related problem or concern, you are encouraged to use the following procedure. If you have a problem, normally it should be discussed immediately with your supervisor, if it is appropriate.

If you and your supervisor were not able to resolve the issue, or if you do not feel comfortable discussing the issue with your supervisor, request an opportunity to discuss the matter with the Executive Director and/or the on-call Human Resources consultant. This normally should be done within 10 working days. Usually, the problem is satisfactorily resolved at the department level.

However, if the problem is not resolved to your satisfaction at this level, you may appeal the matter within 10 working days to the CFTA Board President or Vice President. Such an appeal should be presented in writing stating the nature of the problem. The President or Vice President's decision is final.

Personal Appearance and Hygiene

It is the policy of CFTA that each employee's dress, grooming, and personal hygiene should be appropriate to the work situation so as to present a consistent and professional image to patrons, the general public, and other CFTA staff. CFTA permits employees' observation of religious dress and/or grooming practices. CTFA also celebrates natural hair styles and does not ban, limit or otherwise restrict natural hair, facial hair or hairstyles associated with any community, religion, or ethnicity.

Attendance and Punctuality

Regular and prompt attendance is one of CFTA's basic requirements. Your presence on the job is an essential function of your position; our work as a team is only possible when each person is dependable and punctual. However, CFTA recognizes that there are times when a person must be absent due to illness or other reasons. Notify your supervisor if you are unable to report for work on time or if you must be absent for any reason. If you cannot reach your immediate supervisor, notify the Executive Director.

Absenteeism or tardiness that is excessive in the judgment of CFTA will not be tolerated. Employees who are absent for two consecutive workdays without notifying their supervisor may face disciplinary action up to and including termination.

All employees may be required to work outside of normal business hours and are expected to accommodate these exceptions as requested. If you have any conflicts or concerns when these occasions arise, please discuss them with your supervisor so we may attempt to accommodate your needs.

Inclement Weather

In the event of inclement weather, our practice is to keep CFTA open for business as usual. Each employee should decide whether it is safe to travel to work. We expect all employees to make a determined effort to reach the office, even if they are late. In the event that it is not possible for an employee to report to the office due to inclement weather, the employee should contact their supervisor as soon as possible and, if appropriate to the employee's position and approved by their supervisor, work remotely.

Solicitations and Distributions

In the interest of maintaining a productive working environment with minimal distractions, employees may not distribute literature or other materials of any kind or solicit for any cause during work hours. This applies to both employees and non-employees of CFTA.

Remote Work

Remote Work is a work arrangement by which an employee performs job duties from an alternative location other than at the office on an ad hoc or regularly scheduled basis.

Not every position is appropriate for this type of arrangement. Requests will be considered on a case-by-case basis and CFTA will consider factors such as:

• The nature of the job or project requirements;

• Whether the nature of the work lends itself to remote work;

• The amount of time to be spent working remotely;

• Employee work performance;

• The ability of the employee to work independently; and/or

• The impact the arrangement may have on collaboration and co-workers.

Employees who would like CFTA to consider the option of remote work should contact their direct supervisor. This policy and any associated written or verbal agreement does not alter the employment at-will relationship and either the CFTA or the employee can terminate the employment relationship at any time with or without cause or notice.

Children in the Workplace

Employees are welcome to bring their children to visit their worksite, provided that the visits are planned in a fashion that limits disruption to the workplace. While children are in the workplace, they must be directly supervised by the parent at all times. If the frequency, length, or nature of visits becomes problematic, the employee will be advised of the situation and will be expected to take corrective action.

Employees are not permitted to bring ill children to work. Employees are provided paid time-off benefits to use for personal reasons or to care for an ill child.

This policy is not to be utilized as a backup childcare arrangement.

Children and Remote Work

If working remotely, the same attention to work is expected as if an employee were in the office. Childcare responsibilities should not interfere with an employee's work responsibilities. Any work-related equipment in the home should be protected as if it were at work, with only the employee having access to the equipment.

​​Pets in the Workplace

In addition to service animals permitted as a reasonable accommodation, CFTA allows employees to bring their dogs to work on occasion and with advance approval by your supervisor. Employees are responsible for the care of any pet or service animal brought onto CFTA premises and will be responsible for any property destruction and/or personal injuries caused in whole or in part by the animal.

Additionally, pet owners must adhere to the following guidelines:

• Owners must maintain control of any animal through the use of a leash, harness, tether, office gate, or voice, signal, or other effective controls. Employees are not permitted to leave the building while their pet is in the office.

• Animals must not be aggressive, disruptive, or otherwise interfere with the work performed by others.

• Only two pets will be allowed in the office at any one time.

• Animals must be pest-free and in compliance with all vaccination and licensing requirements. CFTA may require documentation from a veterinarian to confirm these requirements are met.

• Owners must provide proper nutrition and sanitarily dispose of any waste. Solid waste must be secured in plastic bags and disposed of in outside trash containers. Owner must promptly clean up any "accidents."

Unless required as an accommodation, animals may be excluded from certain areas for health, safety, or business operation concerns, including, but not limited to, the conference room, restrooms, the theater, and lobbies. Likewise, animals may be disallowed at certain times, including, but not limited to, during events, when the public is in CFTA facilities, or during meetings. CFTA may prohibit an employee from bringing a pet to the workplace if the employee fails to adhere to the owner responsibilities set forth in this guideline.

Employees with any medical condition affected by animals (e.g. respiratory diseases, asthma, severe allergies) should contact the Executive Director in order for appropriate measures to be taken. The intention of this policy is that medical needs will supersede the ability to bring a pet to work.

Commitment to Workplace Safety

It is CFTA's policy to follow all applicable federal, state, and local safety and health regulations and guidelines. Safety is the responsibility of each and every employee at CFTA and can only be accomplished through constant vigilance and teamwork. Any employee who observes an unsafe or emergency condition is obliged to report that condition to their supervisor immediately. A violation of a safety precaution is, in itself, an unsafe act. Violations may lead to disciplinary action, up to and including termination of employment.

Accidents and Injuries on the Job/Worker's Compensation

If employees are injured on the job, no matter how minor, they must notify their supervisor as soon as they are able, and submit a report in writing within 10 days of the injury. We want to provide you with prompt medical treatment from one of our designated medical providers. Treatment for on-the-job injuries must be obtained from one of these medical providers or you may be responsible for the cost of medical treatment. Prompt reporting of the accident will help us to take steps to reduce the possibility of future accidents.

Anti-Violence Policy

CFTA strives to provide a safe workplace for all employees and does not tolerate any type of workplace violence committed by or against employees. Any action, which in management's opinion is inappropriate to the workplace, will not be tolerated. Such behaviors may include, but are not limited to, physical and/or verbal intimidating, threatening, or violent conduct; vandalism; sabotage; arson; use of weapons; and bullying. Also prohibited is the carrying of weapons onto CFTA property, regardless of whether the employee possesses a concealed carry permit.

Employees should immediately report any such occurrences to their supervisor, the Chief Business Officer or Executive Director, who will investigate complaints. When employees are found to have engaged in the above conduct, management will take action that it believes is appropriate.

Employees should directly contact law enforcement, security, and/or emergency services if they believe there is an imminent threat to the safety and health of themselves or co-workers. Do not engage in either physical or verbal confrontation with a potentially violent individual. If an employee encounters an individual who is threatening immediate harm to any employee or visitor on our premises, they should contact the authorities immediately.

If you are a victim of domestic violence, please contact the Chief Business Officer or Executive Director for assistance.

Workplace bullying is repeated mistreatment through verbal abuse, offensive conduct or behaviors, or work interference. If you feel you are subjected to workplace bullying, please contact the Executive Director.

All reported incidents will be investigated, and employees are expected to participate in such investigations. Failure to report an incident or fully cooperate in the subsequent investigation may result in disciplinary action, up to and including termination of employment. Reports or incidents warranting confidentiality will be handled appropriately and information will be disclosed to others only on a need-to-know basis. The results of investigations will be discussed discretely with all parties involved.

Personal Property and Workplace Searches

CFTA is not responsible for loss or damage to personal property. Valuable personal items, such as purses and all other valuables, should not be left in areas where theft might occur. CFTA reserves the right to search any employee's office, desk, files, locker, equipment, or any other area or article on our premises. In this regard, it should be noted that all offices, desks, files, lockers, and equipment, including voicemails and computer logins, are the property of CFTA and are issued for employee use only during employment. Inspection may be conducted at any time at the discretion of CFTA, with or without prior notice.

No Smoking Policy

CFTA is dedicated to providing a safe and productive environment for all its employees, constituents, and other associates and will take the steps necessary to ensure a clean and healthy atmosphere by maintaining a smoke-free workplace. As such, smoking, including the use of vaping/e-cigarette devices, is prohibited within all areas of the building and within 25 feet of building entrances. Employees may smoke in designated outdoor areas. This restriction applies to all employees and visitors, at all times, including non-business hours.

Alcohol and Drugs in the Workplace

The use of controlled substances or alcohol poses risks to the organization, its employees, its patrons, and the public. CFTA is committed to a safe, healthy, and productive work environment for all employees. Use of drugs and alcohol alters employee judgment resulting in increased safety risks, employee injuries, and faulty decision making. The possession, use, or sale of controlled substances on CFTA premises or during CFTA time is prohibited. This includes working after the apparent use of marijuana, regardless of marijuana's legal status. Employees who report to work under the influence of intoxicants or other controlled substances will be subject to disciplinary action, up to and including immediate termination.

Due to the nature of CFTA business operations, alcohol may be present at CFTA functions and locations during and outside of normal business hours. CFTA will enforce all state and federal laws, including those of the Alcohol Beverage Control. As representatives of CFTA, all employees must ensure that their judgment and performance at work are never impaired by alcohol, in the workplace or at work-related functions, whether or not they are on the clock. Any abuse of alcohol in the workplace will be grounds for disciplinary action, up to and including termination. Please see the Alcohol in the Workplace Policy and Drugs and Contraband Policy for more information.

Technology in the Workplace

CFTA's computer network, Internet access, wifi, email, and phone systems are business tools intended for employees to use in performing their job duties. Therefore, all documents, files, data, and communications that are created, stored, or transmitted using CFTA's information systems are the property of CFTA. All information regarding access to the CFTA's computer resources, such as user identifications, access codes, and passwords are confidential CFTA information and may not be disclosed to non-CFTA personnel.

All computer files, documents, and software created or stored on CFTA's computer systems are subject to review and inspection at any time. This includes web-based email or other messages employees may access through CFTA systems, whether password-protected or not. Employees should not assume that any such information is confidential, including communications either sent or received on communications platforms. Employee passwords for Center business-related accounts and Center-owned devices must be provided to the ELT.

Computer equipment should not be removed from CFTA premises without approval from your supervisor. Upon separation of employment, all communication tools should be returned to CFTA.

CFTA may repossess and redistribute work computers and other equipment at any time and any personal files stored on the device in violation of this agreement will be destroyed.

Electronic Communications

Electronic communications, whether spoken or written, or directed toward other employees, board members, advisory council members, or the public, must be professional, ethical, and support CFTA's mission at all times. All electronic communications are considered the property of CFTA. Employees and former employees are prohibited from discussing confidential internal personnel or other employee issues on any form of social media or public electronic communication during or after their employment with CFTA.

Personal Use of the Internet

Our employees need to access information through the Internet in order to do their job. Use of the Internet is for business purposes during the time employees are working. Personal use of the Internet should not be on business time, but rather before or after work or during breaks or lunch period. Regardless, CFTA prohibits the display, transmittal, or downloading of material that is in violation of CFTA guidelines or otherwise is offensive, pornographic, obscene, profane, discriminatory, harassing, insulting, derogatory, or otherwise unlawful at any time.

Email

Email is to be used for business purposes only, during working times. While personal email is permitted, it is to be kept to a minimum. Personal email should be brief and sent or received as seldom as possible. CFTA prohibits the display, transmittal, or downloading of material that is offensive, pornographic, obscene, profane, discriminatory, harassing, insulting, derogatory, or otherwise unlawful at any time. No one may solicit, promote, or advertise any outside organization, product, or service through the use of email or anywhere else on CFTA premises during working time. Working time does not include breaks or meal periods. Management may monitor email from time to time.

Employees are prohibited from unauthorized use of encryption keys or the passwords of other employees to gain access to another employee's email messages.

Employees are responsible for keeping their login information and passwords confidential, and should not use another employee's password or user ID.

Unauthorized Use

Employees may not attempt to gain access to another employee's personal email messages or send a message under someone else's name without the latter's express permission. Employees are strictly prohibited from using CFTA communication systems in ways that management deems to be inappropriate. If you have any question whether your behavior would constitute unauthorized use, contact your immediate supervisor before engaging in such conduct.

Phone/Voicemail System

The CFTA phone system is intended for transmitting business-related information. Although CFTA does not monitor voice messages as a routine matter, CFTA reserves the right to access and disclose all messages sent over our phone systems for any purpose. Employees must use judgment and discretion in their personal use of voicemail and must keep such use to a minimum.

Telephones/Cell Phones/Mobile Devices

Employee work hours are valuable and should be used for business. Excessive personal phone calls can significantly disrupt business operations. Employees should use their break or lunch period for personal phone calls.

Phones and mobile devices with cameras should not be used in a way that violates other CFTA guidelines such as, but not limited to, EEO/Sexual Harassment and Confidential Information. Employees must receive prior authorization to use a personal cell phone or mobile device to access CFTA systems. Such access, once authorized, may subject the employee's personal device to discovery requests or CFTA action. Employees authorized to access CFTA systems and information using a personal device must immediately inform CFTA if the device is lost or stolen.

Social Media

Social media applications have become increasingly important arenas for the kind of engagement and communication that are vital to CFTA's mission. Each social media tool and medium has proper and improper uses. While CFTA encourages all employees to join a global conversation, any social media activity is a permanent public record. It is the same as writing in CFTA's name a signed letter to the editor of a newspaper that will be archived permanently. Employees should not write anything that they or CFTA would be embarrassed to see printed on the front page of a national newspaper or to be heard by everyone who watches TV news or reads news online.

Only employees authorized to do so by the Executive Director may speak on behalf of CFTA or establish or update a CFTA presence on a public social network. All employees shall exercise good judgment and follow the intention of this policy in the use of CFTA's materials and logo. Engagement in social media will vary by job position at CFTA. Employees are responsible to discuss with their supervisor how much of their job, if any, necessitates their on-the-job participation in social networking of any sort, and act accordingly.

CFTA respects employees' right to free speech. Employees are free to express themselves and their opinions in whatever way they see fit as long as they are clearly representing themselves as individuals and not speaking as employees of CFTA or referring to CFTA in any way, and as long as they fully comply with the confidentiality and ethics policies cited earlier.

CFTA supervisors and executives have a special, additional responsibility when communicating in online public spaces. By virtue of their position, they must consider whether personal thoughts they publish may be misunderstood as official CFTA positions. Also, supervisors should assume that their own staff will read what is written. A public website or social network is not the place to communicate CFTA policies to employees.

If employees see misrepresentations made about CFTA by media, analysts, or other online users, they shall inform an authorized CFTA spokesperson. That spokesperson will decide if or how to respond. Employees shall be sure that what they say electronically is factually correct and does not include inflammatory statements or attempt to engage in an aggressive or defensive way.

Using Social Media at Work

Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your supervisor or consistent with organization policy. Do not use a CFTA email address to register on social networks, blogs, or other online tools or sites utilized for personal use.

Media Contacts

Employees should not speak to the media on CFTA's behalf without authorization from the Executive Director and should not publish or make public statements related to CFTA policies or activities on behalf of CFTA. All media inquiries should be directed to the Executive Director.

Software and Copyright

CFTA fully supports copyright laws. Employees may not copy or use any software, images, music, or other intellectual property (such as books or videos) unless the employee has the legal right to do so. Employees must comply with all licenses regulating the use of any software and may not disseminate or copy any such software without authorization. Employees may not use unauthorized copies of software on personal computers housed in CFTA facilities.