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This simple agreement will improve the employee’s confidence and focus work results. It should serve program and operations staff well, while giving the supervisor a strong reference if confusions occur. Each employee must also receive the organization’s Employee Handbook (sample on the Management page). The Grievance Policy (page 14 of the sample) serves to prevent the common problem of staff complaining to board members and confusing communications between board and executive director.
Executive directors need a much more robust agreement in order to protect the organization from reactive firings by overzealous board members. Unfortunately, we at One Street have yet to find an executive director’s agreement that we can recommend. Until we do, make sure to work with an experienced attorney to create one that protects both your executive director and your organization.
Remember that policies and procedures such as these are only safety nets of last resort and can never substitute for a culture of ethics, kindness and respect in your organization.
(ORG NAME) EMPLOYMENT AGREEMENT WITH (EMPLOYEE NAME)
POSITION TITLE:
ANNUAL SALARY:
HOURS PER WEEK: 40 (full time) or lower number (part time)
BENEFITS: (beyond Employee Handbook): common for U.S. program and management positions is three weeks paid vacation and health insurance up to $250 per month, other countries will have other expectations; add more if your org can afford them – often benefits will help you keep great employees even if they could find a higher paying job.
PAY PERIOD: weekly, bi-weekly or monthly; note how paycheck will be delivered
START DATE:
SUPERVISOR: usually executive director for small organizations, sometimes mid-manager for larger organizations
RESPONSIBILITIES:
- Note that employee must refer to their own personal work plan per position, provide supervisor with weekly updates on work completed, offer new ideas and goal refinements, and participate in regular staff meetings.
- Two to five bullets on specific job expectations, but make sure to keep them open enough to allow for regular refinements without having to revisit this agreement.
- Work with supervisor, members, other staff and outside resources to improve expertise for increasing bicycling for the communities served by organization.
- Request approval for and keep records of expenses; give invoices with receipts of approved expenses to supervisor for reimbursement.
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