Administrative Manual & Personnel Policies & Procedures

ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES

CHULOONAWICK NATIVE VILLAGE P.O. BOX 245 EMMONAK, ALASKA 99581 TELEPHONE (907) 949-1345 FAX (907) 949-1346 EMAIL: [email protected]

ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES

1. GENERAL PROVISIONS a. Purpose of the Tribal Government The Chuloonawick Tribal Council was re-established in 1996. Our goal is to implement and develop its capabilities of providing services traditionally provided by a Tribal Government, and to develop a general plan that meets the social and economic needs of the Native members of Chuloonawick. We would provide in the best interest of the members of Chuloonawick, its establishment of Business, and protect the inherent rights of the members. b. Purpose of the Administrative Manual The Administrative Manual is to provide a guide for the Chuloonawick Tribal Council, and any operation under the Chuloonawick Tribal Council administration, staff and employees, with matters of Management and Conduct. The administration and staff is encouraged to read and understand so to resolve any personnel problems or questions, including but not limited to the policies and procedures. c. Purpose of the Personnel Policies and Procedures The Personnel Policies and Procedures are to be used as a general guide for the employees of Chuloonawick Tribal Council, concerning responsibilities and benefits for those employed by the Tribal Government. The personnel policies and procedures may not be considered a contract for employment. d. Message to Tribal Employees As an employee of the Chuloonawick Tribal Council, you are encouraged to know what we stand for and to dedicate your energy to our cause. Those hired are selected by the Council, taking into consideration professionalism, motivation, and overall attitude toward those we serve in the community, and those whom we work for. The Chuloonawick Tribal Council encourages you to keep in mind; we would like to make a best possible effort to operate confirming with government regulation policy, and those various funding sources policies. e. Native Preference Public Law 93-638, Indian Self-determination and Education Assistance Act of 1978, with its Amendment, in section 7 (b) states that any contract, subcontract, grant, or sub grant to this Act, or any other Act that authorizes federal contracts with or grants to Indian organizations for the benefit of Indians, shall require that to the greatest extent feasible preferences and opportunities for training and employment in connection with the administration for such contracts or grants shall be given to Indians. The Chuloonawick Tribal Council has made it our policy to give preference to Alaska Natives and American Indians in all stages of employment and training funded from any source, including but not limited to hiring, promotions, transfers and training opportunities. It is also the Chuloonawick Tribal Councils policy to give Indian Preference when we are awarded with Contracts or Subcontracts.

1 ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES

f. Non-discrimination Policy As a Tribal Government, the Chuloonawick Tribal Council is exempt from the requirement of the federal anti-discrimination statue, Title VII. The Chuloonawick Tribal Council would act in accordance with applicable laws regarding discrimination in employment preferably regarding its own rules and regulations governing employment. g. Liability The Chuloonawick Tribal Council employees are expected to perform their duties with good judgment, within the laws, regulations, and personnel policies that apply. Any employee negligent to his/her responsibilities shall be held liable to any loss, injury, or damage to self, other employees, or the Chuloonawick Tribal Council. h. Bonding Bonding may be essential for some positions that involve finances, confidentiality of records, and relative duties and responsibilities of certain employees in conducting their job positions, to protect and maintain confidentiality. i. Nepotism The Chuloonawick Tribal Council discourages nepotism, but because Chuloonawick is a small tribe and such situations are unavoidable at times, in such case an employee will not be supervised by a relative unless the Tribal Council or Executive Officer gives a written waiver. All qualified applicants being relative of an employee of Chuloonawick Tribal Council shall be given the same chance as other qualified applicants. j. Confidential Employee Responsibility: Chuloonawick Tribal Council policy is to follow any laws, which apply to confidentiality statement. An employee shall not disclose any information pertaining to internal functions of the Tribal Government, its departments, personnel, financial status, records, and/or medical records and other personnel matters without authorization to the subject matter, from either supervisor or employee. Personnel Records: A system of records will be kept of each employee. This will remain in our office for five (5) years. This will be in affect after termination of employment. Each record shall contain employee’s personnel record relevant to job employment with Chuloonawick Tribal Council. Personnel records shall be kept confidential, excluded only by authorization from the employee. Access to personnel records is limited to the employee, Tribal Administrator, the immediate supervisor, filing department, any advisory body and/or entity granted by law or regulations to view said employees actions. To protect privacy of employee records, employees must request permission for access to his/her personnel records, and must be reviewed in the presence of the Personnel Manager. Documents in the file may not be removed; copies may be made for the employees by request, with reasonable time for the request. k. Authority and Delegation of Authority Line of Authority: An organization line of authority is illustrated in Appendix A for the Chuloonawick Tribal Council. Delegation of Authority: Employees of the Chuloonawick Tribal Council shall not attempt to direct or control work activities of a tribal member or the tribal council, likewise, for the Tribal Council or member to an employee of the Chuloonawick Tribal Council, except through the Personnel Manager, or Executive Officer. Some circumstances may arise where a tribal member must be the director for employees, when a manager or executive officer is not available. Chuloonawick Tribal Council members, having concerns or requests for information regarding operation or administration of the Chuloonawick Tribal staff, shall direct inquiries to the Chuloonawick Tribal Council. If an Executive Officer or Personnel Manager receives a request

from a tribal member he/she must first report the request or concern before the Chuloonawick Tribal Council before acting on the request.

2. RECRUITMENT AND APPOINTMENTS a. Recruitment a.i. An appointment officer will by approval, recruit for any openings and only by those policies of the Chuloonawick Tribal Council and may be limited only to those already employed by the Chuloonawick Tribal Council. a.ii. All positions must be advertised locally in the Native Village of Chuloonawick, or if more qualified and educated personnel are needed. Advertisements will be extended to appropriate media including newspapers and radio. a.iii. Applicants will be available to all interested applicants. Resumes are encouraged. Applications must be received by the closing dates. No guarantees given to those applying for vacancy. b. Re-employment Those formally employed by the Chuloonawick Tribal Council may be considered for a vacancy. Tribal Council approval is required for those formally discharged involuntarily. Re-employment will be based on previous job performance, supervisor’s recommendation, and other related factors. If all factors are the same, former employees may be given preference in appointment. Veterans may be re-appointed only in accordance with applicable federal and tribal government laws that apply. c. Transfers An employee who transfers from one position to another, of similar class having same salary range is allowed with approval by the Chuloonawick Tribal Council, and/or Personnel Manager, same as with inter-department transfers. A transferred employee shall receive a job description of position from the immediate supervisor. d. Promotion Promotions to vacant position must have authorization of the Chuloonawick Tribal Council. The promoting employee must meet the qualification requirements for the promotional position. e. Interview Only those who meet the job requirements will be interviewed for a vacant position. The prospective applicant may be notified by verbal or telephone contact for the interview time, place and date. Every effort will be made to inform the applicant of interview, with any and all means of communication at the earliest convenience. f. Selection The Chuloonawick Tribal Councils selection process to interview for any vacant position is to select those who meet the minimum requirements and qualifications for the job. Selection will be based on application and references. The Native Preference Policy is to select those Natives from the Native Village of Chuloonawick, with the qualifications, training, education, experience and past employment performances that meet the job requirements and also those American Natives which have better qualifications after the first choice. g. Date of Appointment The date of appointment being the first day of employment by the selected applicant may be set according to the best interest of the Chuloonawick Native Village, and/or the employee. h. Classification of Appointments All employees of the Chuloonawick Native Village being hired may at any time be terminated with or without good reason. The employee may at any time with or without a reason leave his/her positon, but must give proper notice before doing so. Employees are classified either full

3 ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES or part time. Employees assigned an Acting Position are authorized to hold full authority and responsibility for that position for the duration of such action. Employees assigned to acting are not guaranteed any continuance for employment. i. Employee Orientation The designated Administrator shall set orientation procedures. The Appointed employee’s supervisor is responsible for orientation specific to the employee’s duties and responsibilities. Employee orientation shall generally be held yearly for all employees. For every new or re- appointed employee, the supervisor giving the orientations at the time shall give him/her a copy of the Administrative Manual Policies and Procedures. The manual must be read and understood and the employee must also sign the Policies and Procedures form for understanding the manual. j. Hours of Work and Pay Periods Full time employees will work 7 hours per workday (excluding a one hour lunch), for a total of 35 hours per week. This is depending on the source of income. Also, depending on the department and work needs, some employees may work a different schedule. The Chuloonawick Native Village employees are paid Bi-weekly. This payroll is paid every other week, usually on a Friday. Under this system, there are 26 payrolls per year. k. Salary Salary and wages of the Chuloonawick Native Village employees are set by budget schedule or salary and wage range is set in a manual and is available to the employee. l. Salary Advance and Loans Salary advances are allowed only for emergencies and not to exceed the amount of hours worked during that pay period. Amount will be determined by a 15% calculation from the beginning of a pay period with the time earned. Emergencies for an advance are: Death in the family (immediate), medical travel and stove oil during the winter months. No exceptions. The advances will be paid full the following pay period. Council Approved February 19, 2015 that all regular advances and loans are no longer available just the emergency advance stated above. Advances for the Council Members will be deducted from the stipends earned for every meeting attended until paid in full. Meaning the whole amount of Regular and Special meeting stipends will be withheld for payment on advances owed. Loans that are approved by the Chuloonawick Tribal Council for an employee/individual will sign a loan repayment agreement with Chuloonawick Native Village and will set up a monthly payment plan till all money is paid off in a certain time the employee/individual can afford on a monthly basis. All receipts, letters for the loan type will be provided by the employee/individual before the loan is provided. m. Positions Descriptions The job descriptions states the general duties and responsibilities of the employees position, one will be given to each employee by the immediate supervisor for his/her position. The employee must understand his/her position and responsibilities, and any questions concerning employee’s position or duties shall be directed to the immediate supervisor. Abuse of position dissuaded, last dismissal or reprimanding is applied. The job description does not constitute a contract of employment for all employees of Chuloonawick Native Village. All employees are hired on at will basis and can be terminated with or without cause. If an employee is required by the job position description to be licensed or registered, the employee is responsible for keeping that current at his/her own expense, unless otherwise

4 ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES properly authorized. A copy will be required for filling in the personnel’s file. The filing department can give notification of renewal. n. Conflict of Interest/Outside Employment An employee may not accept any form of compensation by favors, gifts or rewards in addition to regular compensation, for any act or action for or against the Chuloonawick Native Village, by a vendor, contractor, or individual and any other source having or proposing a relationship with the Chuloonawick Native Village organization or business. An employee in connection with appointment, promotion or advantage in position may not in any way give, render, pay, offer, solicit, or accept money, services, or any valuable item for that purpose. Employment outside of Chuloonawick Native Village is allowed only if it does not interfere with the duties and responsibilities of and/or the employee work hours. Approval by the immediate supervisor is required before the undertaking. The outside job should not create a conflict of interest with our purpose and operations, or cause unfavorable publicity or relations. o. Training Employment needing or desiring additional training for better job performance, may with the Administrator determine the training needed, where, when and for how long and cost. Expenses paid by the Chuloonawick Native Village do not guarantee employment continually. All trainees must sign a Travel Repayment Agreement once hired where the agreement will state that if employee is terminated for any reason other than lack of funds within a one-year period after training, payment for training must be refunded to Chuloonawick Native Village. Repayment schedule after training is as follows: If employee works less than 12 months he/she will owe 100%; 8 to 10 months will owe 75%; 4 to 6 months will owe 50%. p. Travel, Per Diem and Trip Reports Travel and expenses for travel must be authorized in advance by Chuloonawick Tribal Council for employees travel. Reason for travel must be accomplished to satisfaction of the council and to gain knowledge of job. Travel and/or per diem authorization forms by Chuloonawick Native Village gives permission to accounting department personnel to process checks and/or any other requirements for process of payment and/or for per diem. These requests with receipts shall be completed and turned into the accounting department to do the required work at the completion of each trip. This will apply to any Tribal related business travel, including the Chuloonawick Tribal Council who travels on government business without exception to the policies. Questions relating to these matters are to be directed to accounting department. Once employee and/or council member returns from the training/workshop, he/she must provide a trip report, receipts of airfare, hotel and meals within a week of return and a copy of certification of completion of training. Failure to do so will show the employee/council member ineligible for future travel under the Chuloonawick Native Village, unless all reports and receipts are provided and filed with the Bookkeeper. If the employee/council member has not provided receipts and reports by the end of the year Chuloonawick Native Village will submit a W2 to the employee/council member for the travel expenses that were paid by Chuloonawick Native Village for the airfare and per diem the employee/council member will receive the W2 for the total amounts paid. Travel arrangements are set up by Chuloonawick Native Village, request to staff reasonable charges may be made, additional charges, if any, will be the responsibility of the traveler. If the traveler miss the entire purpose of travel, he/she are responsible to pay the airfare and per

5 ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES diem for the trip from traveler’s payroll. This also means that the traveler will forfeit future business travel for the calendar year. Behavior when on travel, if traveler abuse and/or if behavior becomes an embarrassment to Chuloonawick Native Village because of alcohol and drugs, first violation will be written reprimand, return at own expense, travel suspended for one calendar year. Second violation will result in removal and/or termination. If you miss your flight due to alcohol abuse, you are responsible for your accommodations and change of fee for rescheduling reservations at your own expense. Traveler will be terminated with Chuloonawick Native Village if you attempt to import alcohol or drugs to a known dry community. q. Attendance and Absence Employees are to be ready for work at the given starting time 9 AM. The immediate supervisor is responsible for informing the employee of the starting day and work objectives. Employees are required to notify supervisor for any absence from work preferably before the workday begins, but at least within half hour after workday begins, or on non-emergency basis, 1 week ahead for any amount of absence. Tardiness and absences will be noted as unapproved leave without pay. Sick and annual leave may not be used to make up lost time, due to tardiness or absence. An absent slip reflecting tardiness or absence for time missed will be filed in the employee personnel file. r. Overtime Only those who classify under the law for overtime compensation are paid according to the regulated overtime compensation amount. Any overtime in excess of regular time is discouraged. If any overtime is necessary, authorization from the Administrator is needed and overtime should be listed on the timecard. Compensation may be worked out in two ways according to the classification of employees; those who are under applicable law qualify for overtime compensation must be paid according to the regulated amount. Those employees who do not qualify for overtime compensation pay cannot receive compensated time off. All overtime must be reported for accountability for the employee time off. s. Flexible Time Flexible time may be arranged for an employee at any time by applicable law, regulations or decision of the Chuloonawick Native Village. Flexible time may not be a condition or requirement for employment. A flexible agreement form shall be signed by the employment agreeing to work a flexible time schedule and filed in employee personnel file, also in the flextime file for employee. t. Employee Evaluation Initial Evaluation: First initial evaluation, shall follow the ninety day probation period, or scheduled to convenience of the employee. Six Month Goal Setting: A six month goal and objective settings shall be used expressively for the purpose of getting important scheduled items done, constructive improvements and/or goals goal settings. Annual Evaluation: Supervisor shall do a formal annual evaluation, following standard procedure evaluation every year to discuss progress, constructive improvements and/or goal settings. Employee’s evaluation shall be filed in personnel file and be used in consideration of promotions, salary increase, discipline or other job relation actions. u. Employment Separation Clearance from supervisor shall be given before the final check can be issued. Reasons for separation are listed as follows:

u.i. Resignation: A resigning employee must submit a written resignation two weeks in advance. u.ii. Medical Reason: A medical examination determining an employee incapable mentally or physically to continuously perform assigned duties may be terminated to the cause. u.iii. Reduction in force: u.iii.1. An offer of reassignment to a good standing employee if immediately possible maybe done. u.iii.2. Appointment of laid off employee to a lower level of position. A executive officer may with approval of the Chuloonawick Native Village Council, or Tribal Administrator with approval of the Tribal Council, appoint a laid off employee to a lower level position if an opening exists. u.iv. Dismissal: The employee supervisor with authorization from the Tribal Administrator may dismiss an employee with or without cause from his/her position. Employee shall be given a statement of which he/she may appeal to the Tribal Administrator or Tribal Council. u.v. Benefits of Separation: All terminated employees are entitled to unused vacation pay regardless of reason for termination and vacation pay shall be issued on pro-rated basis to the last day of employment. The insurance program shall be in effect to the last day of the termination month. Unused sick leave shall not be paid to a terminated employee. v. Employee Benefits and Leave Policy All employees of Chuloonawick Native Village shall be entitled to the benefits offered to employees, with regards to operation income, or funding. Part time employees are entitled to benefits plans on a pro-rated basis and hours worked. Benefits of Chuloonawick Native Village employees include, but are not limited to: FICA (social security), ESC (state unemployment), and Medicare (medical insurance). Detailed information may be given by the personnel department or the accounting department for interest person. 1. Leave Policies General Leave Policy: All leave must be authorized to procedure act forth in this section. Chuloonawick Native Village grants various kinds of leave to benefit of the operational effectiveness and the employee, including leave of absence without pay. 2. Holidays: All authorized paid holiday leave observed by the Chuloonawick Native Village employees are listed: New Year’s Day Martin Luther King’s Day Memorial Day Independence Day Labor Day Alaska Day Thanksgiving Day Christmas Eve Christmas Day Employee’s Birthday Chiefs Day Presidents Day Veteran Day Seward’s Day

The Tribal Administrator with the approval of the Chuloonawick Tribal Council may authorize additional legal holidays, and listed paid holidays maybe changed for observance or applicable observed holidays. Employees authorized to work on a paid leave holiday may take a day off during the same workweek, or receive additional day(s) off. In order to claim Holiday pay, an employee must work before and after the holiday and must be on pay status: annual and sick leave, not LWOP (Leave without pay). 3. Annual Leave Annual Leave (Vacation) for full time employees shall accumulate at the rate of: First to Second Year: 9.38 Hours per Month Third to Fourth Year: 12.5 Hours per Month Fifth Year and On: 18.75 Hours per Month Less than eighty (80) hours per month shall be pro-rated on the number of hours worked. This would have the employee accumulate at the rate of: First to Second Year: 4.69 Hours per Month Third to Fourth Year: 6.25 Hours per Month Fifth Year and On: 9.38 Hours per Month Annual Leave is designed to give the employee rest from normal every day careers duties and responsibilities. Annual leave must be prepared with time for scheduling. Employees start accruing annual leave only after their ninety day probation is up. Those re-employed shall after one full month begin accumulating annual leave, at the rate last received at separation. At the end of each fiscal year all employees shall be paid the remaining balance of annual leave accumulated. Each New Year the employee will begin annual leave at zero (0) hours. 4. Sick Leave Sick leave shall accumulate at the rate of ten (10) hours per month for employees working full time, terminated employees shall lose all accumulated sick leave. Accrued sick leave shall be permitted in the case of illness to the extent of physical impairment, which unable the employee to carry out duties and/or responsibilities. Eligible employees are requested to notify employer within ½ hour after workday begins at the latest and for each day of absence. A doctor or health aid statement is may be requested of the employees condition, only after 2 consecutive days. Sick leave shall be permitted in the following:  Personal Illness or injury  Appointments or treatments with doctor, dentist, or related medical, physical and optical exams  Pregnancy with written notice from employee Doctor or Physical, impairment to perform duties and responsibilities.  Exposure to contagious disease(s), which would endanger safety or health of coworkers.  Illness to immediate family members. Defined as Spouse and Child(ren) The immediate supervisor or Tribal Council at their own discretion may extend sick leave to leave without pay basis, in the case of serious illness. Sick leave is accrued into the next year of employment. 5. Maternity Leave Female employees, who have worked more than ninety (90) days, are eligible for nine (9) weeks of leave preceding or after child birth. Maternity leave shall first be changed to sick leave if not sufficient, than to annual leave, than to leave without pay. Sick leave will not be paid to

8 ADMINISTRATIVE MANUAL & PERSONNEL POLICIES & PROCEDURES employee, unless she returns at the end of leave approved, if not she will be presumed to have resigned. 6. Paternity Leave A male employee may request sick leave to care for a minor child or helping the mother of his newborn child. Annual leave maybe requested at his time or leave without pay. 7. Bereavement Leave Immediate Family: In the case of death or funeral of immediate family members, employees may be granted five (5) days leave with pay, after which may be changed to annual leave or leave without pay with authorization from immediate supervisor in charge. Notification for authorization is needed as soon as possible to the immediate supervisor of Chuloonawick Native Village. Other than Immediate family: Employees may be excused with annual leave or leave without pay for any work missed for death, or funeral of other than immediate family members, with approval and understanding of immediate supervisor. These include Tribal Administrator or Chuloonawick Tribal Council. 8. Military Leave Employees of the Chuloonawick Native Village who are member of the Alaska National Guard, State of Alaska Reserve Corps, or a Federal Reserve Military Unit maybe absent from job duties for two (2) weeks or ten (10) working days without full pay for official ordered military duty, during which or after which employees shall present appropriate verification of duties called to, showing that the leave meets the requirements of this section. 9. Jury Duty Employees of the Chuloonawick Native Village called to jury duty, or being legally required witness shall be excused without full pay. His/her job will not be jeopardized for the call to jury duty or to testify. Please submit a copy of the letter received from the Alaska Courts for personnel file. 10. Leave Without Pay & Leave of Absence Employees on leave without or leave of absence will be unpaid for that term of absence. Leave without pay or leave of absence shall not exceed ninety (90) consecutive days, or three (3) months, without authorization from the supervisor or Chuloonawick Tribal Council. Leave without pay shall only be granted when annual leave is used to its assured extent. Employees who are in the leave without pay status must return to his/her job position at the end of leave without pay or leave of absence terms, or shall be presumed to have resigned. Those employees on these terms shall not work for any other employer without prior permission or the executive for arranging the continuance of participation in the benefits provided to employees during absence. 11. Lunch & Break Time Lunch Break: Employees are allowed one (1) hour unpaid lunch break or liable for their actions. Normal lunch is between twelve (12) o’clock and one (1) o’clock, but can be arranged with the immediate supervisor to the satisfaction of the employee. Break Time: Those employees working more than four (4) hours in a day are allowed a paid fifteen (15) minute break depending on workload. This given time is not to be spent during a lunch break, during the last hour of work or immediately following beginning workday. The break time cannot be made up on another day or time before the hour (4) hour workday. Break time shall be scheduled with the employee supervisor and with the Chuloonawick Tribal Council if needed. Break time is given right to get away from the work area, have coffee, tea or stretch out those on break time may not disturb other employees who are working at the time.

3. Employee Discipline and Employee Grievances Disciplinary Action: a. Employees of Chuloonawick Native Village are expected to conduct themselves in a manner, which would give credit to the Chuloonawick Native Village operation and to the Chuloonawick Tribal Council, and to be interpreted for the best interest of the Chuloonawick Native Village in disciplinary action on the basis of misconduct, infractions, and breached of trust to more severely punish those who hold more authority and responsibility than those of lesser responsibility. b. Disciplinary action may be taken to those deviating from the Policies and Procedures set forth in the Administrative Manual. Disciplinary action may include but is not limited to correction counseling, verbal or written warning, probation, suspension and/or dismissal. The immediate supervisor or the Chuloonawick Tribal Council shall determine specific disciplinary action. c. Employee disciplinary action is at the discretion of the immediate supervisor with consultation of the higher level of authority. The Chuloonawick Native Village does not require any particular type of disciplinary action be imposed on a particular type of action, nor does require a particular form of action be taken before a more serious disciplinary action be given. d. In all cases, disciplinary action shall be reported and filed in employees file by the immediate supervisor. The filed report shall include incident and discipline imposed, and a signature of supervisor and employee. An authorized copy will be given to the employee by the request. e. Grievance Procedures: All employees of the Chuloonawick Native Village with a grievance shall be given time to contest the disciplinary action or other issue with the supervisor or the Chuloonawick Tribal Council. f. Grievance procedures shall be limited to determining whether the Chuloonawick Tribal Council, following policy authorized an action. If discipline was inflicted, determination shall also include whether the action for discipline did occur. g. The employee must give a written grievance, to the immediate supervisor and copies to the Chuloonawick Tribal Council. If the complaint includes a supervisor the grieved employee may give the written grievance to the higher level of authority, including but not limited to the Chuloonawick Tribal Council. In most cases the supervisor will make the decisions in response to grievances, in more appropriate cases the supervisor or the Chuloonawick Tribal Council will make final decisions to resolve employee grievance. 4. Miscellaneous Political Activities: a. Employees have a right to vote or to freely express his/her views. To assure employees that the Chuloonawick Tribal Council aspirations are to operate fairly and effectively as possible and to safeguard from imposed political influences of partially and favoritism in the work place. The following shall be in force concerning political activities. a.i. Employees of the Chuloonawick Native Village may not be engaged in political activities during working hours unless on authorized annual leave or leave of absence. a.ii. Chuloonawick Native Village materials, facilities, equipment, phones, vehicles, etc. may not be used to further political influence or activities without written and prior permission of the supervisor or Chuloonawick Tribal Council may not be charged for any political expenses incurred for nay political activity.

a.iii. Employees of the Chuloonawick Native Village may not while performing political activities disturb or interfere with performance of duties and/or responsibly of other working employees. a.iv. Employees engaging in political activities may do so only on their own time and their own expense. b. Employee Assistance is a voluntary and non-disciplinary program, providing assessment and referral services to the employees of Chuloonawick Native Village and their families suffering from personal and health related problems. Such as alcoholism, drug abuse, marital and emotional difficulties, including legal and financial problems. The employee assistance program intent is to help those experiencing difficulties, which are affecting job performance, and is not intended to invade the privacy of an employee or to make moral judgments. b.i. Confidentially is guaranteed by the supervisor and the employee assistance program. b.ii. Employees are recommended to seek the assistance provided on his/her own time. b.iii. The program may not be used to substitute for disciplinary action. Employees may not be forced to part-take in the program regardless of job performance. b.iv. If the supervisor requests participation, the employee may or may not accept the request. Accepting the request in any form shall be an agreement of continuance of employment with the Chuloonawick Native Village. c. Substance Abuse are prohibited from unlawfully manufacturing, disturbing, dispensing, using or acting under the influence of alcohol or non-prescription drugs during regular working hours. The Chuloonawick Native Village policy is that all employees shall be sober and alert while acting under the employment of Tribal Government, including the business we contract with. Policy includes during lunch and break times, on call, travel on business, attending trainings, or acting representative for the Chuloonawick Native Village and its associated business. c.i. Those employees reporting to work under the influence of alcohol or drugs shall be suspended with unapproved leave without pay. c.ii. Employee’s having in possession or using alcohol or non-prescription drugs during working hours shall be suspended without unapproved leave without pay. c.iii. All employees violating these policies for substance abuse provisions shall be referred to: c.iii.1. The Employee Assistance Program or be given a list of available Substance Abuse Services. c.iii.2. Encourage seeking substance abuse services. c.iv. All employees of the Chuloonawick Native Village or associated business being convicted of violating a drug statue shall notify his/her superiors within five (5) day so his/her conviction. c.v. All violations to the substance abuse provisions are grounds for termination or dismissal from employment with Chuloonawick Native Village. d. Safety Every employee is expected to cooperate fully to prevent injury or harm to one’s self or others by observing the safety standards set forth. d.i. Avoid accidents by eliminating hazards

d.ii. Wear seatbelts while driving any vehicle even off working hours. d.iii. Employees noticing a hazard or unsafe conditions should report it immediately for corrections. e. Career Development The Chuloonawick Native Village operations intent to be instrumental in developing employee job skills progress with its associated businesses, however we do not guarantee employment. The upward mobility/career development commitment for Chuloonawick Native Village employees and associated businesses provides opportunities for employees to realize their potential and increase their earnings. At the same time it obligates the employee with an objective to perform well, continue to reinforce capability for services provided to its tribal members. An employee may request supervisor’s written recommendation, distinguishing reason for guidance in career development, to be given to the supervisor or Chuloonawick Tribal Council for assistance in training, special education, etc. Development and Administration designated supervisor shall supervise employees. The designated officer shall supervise the progress of career development, administration and coordination of the program and give necessary leadership for the employee’s development. f. Options If there is any conflict with the Administrative Manual Policies and Procedures, state, federal or tribal laws, the remaining relevant policies will continue in force and be applicable for the supervisor of Chuloonawick Native Village operations and the Chuloonawick Tribal Council, including its associated businesses. g. Vehicle Usage As an authorized driver of a company vehicle, you have been given certain privileges. You assume the duty of obeying all motor vehicle laws, maintaining the vehicle properly at all times and, otherwise, following the policies and procedures outlined in the following. Employees who are assigned a Company Vehicle will be held responsible for any and all accidents or damage that occurs during non-business related driving. The company does not provide automobile liability insurance coverage for any accidents, claims, demands, suits, damages, etc. occurring or arising out of the non-business related use of a Company vehicle, or for the operation or use of a Company Vehicle in a manner which is in violation of this policy. Field supervisors, superintendents and Company management employees may authorize or permit another Company employee to operate or use a Company Vehicle for Company Business Use, but only for specific and limited business related assignments. Any deviation from that limited and specific assignment by a Company employee will be considered use or operation of the vehicle without the permission of the Company.

Personal Use Company vehicles are provided primarily for business purposes; however, occasional personal use is permitted. Personal use is a privilege extended only to the authorized employee and council member(s). The privilege of personal use may be withdrawn at any time by the company. Rules Applying to Use of Company Vehicles: Only authorized employee and council members. Employee and council members must meet all driver qualifications and rules in this agreement.

 Must pay $20 for personal use of vehicle before you are to use and a receipt will be given to you, you must sign the Vehicle Sign In/Out Sheet before you go and write the time left and return. Fuel reimbursement is dependent upon individual terms of employment.  Use by employees and council members should be on occasional basis only.  Personal trailers, including boat and recreational vehicles, are not to be pulled.  Company vehicle is not to be driven while under the influence of alcohol or any controlled substance. It is a very serious matter to be convicted of a driving offence, e.g., driving while under the influence of drugs or alcohol. In the event of a conviction, your status in relation to the use of a company vehicle will be re- assessed.  Possession, transportation or consumption of alcohol or illegal drugs by anyone in the vehicle is not allowed.  Report any accident immediately to police and your Council Member and Tribal Administrator. Any exceptions to these rules requires advance, written approval by approved Council Member and Tribal Administrator. Violation of these rules will result in disciplinary action from removal of driving privileges to termination of employment. Stay at the scene of accident.

Maintenance Authorized drivers are required to properly maintain their company vehicles at all times. Vehicles should not be operated with any defect that would inhibit safe operation during current and foreseeable weather and lighting conditions.

Care and maintenance of the vehicle is your responsibility. Please ensure that you note the following: Routine checks The checks set out in the vehicle handbook are essential. It is your responsibility to check:  engine oil at least monthly  brake fluid at least monthly  battery levels at least monthly  tire pressures and tread condition at least weekly  lights, including indicators at least weekly

Employee Use of Other than Company Owned Vehicles-For Business Use The company does not assume any liability for bodily injuries or property damage the employee may become personally obligated to pay arising out of an incident occurring in connection with operation of other than company owned vehicles. The reimbursement to the employee for the COMPANY VEHICLE POLICY vehicle policy operation of other than company owned vehicles on company business includes the allowance for the expense of automobile insurance.

Accidents Involving Company Vehicles In the event of an accident:  Call the police on all accidents and obtain a copy of the police report.  Do not admit negligence or liability.  Do not attempt settlement, regardless of how minor.

 Get name, address and phone number of injured person and witnesses if possible.  Exchange vehicle identification, insurance company name and policy numbers with the other driver.  Take a photograph of the scene of accident if possible.  Complete the accident report in your vehicle.

Driver Responsibilities Each driver is responsible for the actual possession, care and use of the company vehicle in their possession. Therefore, a driver’s responsibilities include, but are not limited to, the following:  Operation of the vehicle in a manner consistent with reasonable practices that avoid abuse, theft, neglect or disrespect of the equipment.  Obey all traffic laws.  The use of seat belts and shoulder harness is mandatory for driver and passengers.  Adhering to manufacturer’s recommendations regarding service, maintenance and inspection. Vehicles should not be operated with any defect that would prevent safe operation.  Attention to and practice of safe driving techniques and adherence to current safety requirements.  Restricting the use of vehicles to authorized driver, spouse or significant other.  Reporting the occurrence of moving violations.  Accurate, comprehensive and timely reporting of all accidents by an authorized driver and thefts of a company vehicle to the company Chuloonawick Native Village. Failure to comply with any of these responsibilities will result in disciplinary action, up to and including termination of employment.  Neither you nor anyone driving the company vehicle is permitted to give lifts to strangers.  The ignition key must always be removed and the vehicle locked according to the manufacturers recommendations whenever and wherever the vehicle is left unattended.

REVISED February 19, 2015

CHULOONAWICK NATIVE VILLAGE & GAMING

PERSONNEL POLICIES & PROCEDURES