Employee Handbook
2015
Last Updated 3/25/2015 Page 2 WELCOME
Welcome to Goodwill Industries!
You are now part of an organization serving the San Diego community since 1930. Goodwill® believes that work is a rewarding and beneficial aspect of life. With this in mind, Goodwill places great emphasis on work, the work ethic, and helping everyone learn and grow in their chosen career.
This handbook explains what you can expect of Goodwill and what is expected of you. If you have a question or do not understand any of the information in this Employee Handbook, please ask your supervisor or the Human Resources Department.
We wish you every success as a result of your work experience at Goodwill!
Warm Regards,
Michael S. Rowan CEO
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Table of Contents
Welcome Letter from CEO Page 3 History of Goodwill Industries of San Diego County Page 6 Purpose of Handbook Page 7 GISD’s Culture Page 7 Codes of Conduct and Ethical Behavior Page 8 Personnel Policies Page 9 Employment “AT WILL” Page 10 Equal Employment Opportunity Statement Page 10 Reporting Dependent Adult Abuse Page 10 Hiring Policy Page 11 American with Disabilities Act (ADA) Page 11 Privacy in the Workplace Page 11 Pre-Employment Screening for Substance Abuse Page 12 Background Checks Page 12 Nepotism Policy Page 12 Non-Fraternization Policy Page 12 Harassment & Discrimination Policy Page 13 Smoking Policy Page 15 Drug & Alcohol Policy Page 15 Reporting Use of Legal Drugs Page 15 Prohibited Conduct Under Drug & Alcohol Policy Page 16 Drug & Alcohol Testing Page 16 Searches & Consequences Page 17 Use of Goodwill Equipment (Computers, Telephones) Page 17 Termination of Employment: Quitting or Not Showing Up Page 18 Reporting a Problem or Violation of Company Policy Page 18 Whistleblower Policy Page 19 Complaints Page 19 Compensation Page 20 Employee Classifications Page 20 Performance Review & Performance Improvement Plan Page 20 Promotions and Transfers Page 20 Workday & Workweek Definitions Page 21 Payday Page 21 Overtime Page 21 Pay Increases Page 21 Payroll Deductions Page 22 Time Clock Use: Keeping Track of Hours You Work Page 22 Parking Page 22 Employee Benefits: Time Off Page 23 Holidays Page 23 Vacation Leave Page 23 Sick Leave Page 24 Safety Day Page 25 Leaves of Absence Page 25 Jury Duty Page 25 Personal Leave of Absence Page 25 Last Updated 3/25/2015 Page 4 Bereavement Leave Page 26 Military Leave\Military Spouse Leave Page 26 Family Care & Medical Leave Page 26 Employee Assistance Program Page 28 Employee Purchases and Discounts Page 28 Group Term Life Insurance Page 28 Group Medical Insurance Page 28 Group Dental Insurance Page 29 Retirement Plan: Tax Sheltered Annuity Page 29 Unemployment Insurance Page 30 Workers’ Compensation Insurance Page 30 Work Rules Page 30 Orientation of New Employees – On-Boarding Page 30 Employee Entrances & Exits Page 30 Employee ID Badge Page 30 Attendance Page 31 Breaks: Rest Periods & Meal Breaks Page 32 Personal Appearance and Dress Code Page 32 Personal Phone Calls & Visitors Page 33 Goodwill Property and Trash Policy Page 33 Gifts Page 33 Personal Belongings Page 34 Dealing With Unacceptable Behavior in the Workplace Page 34 Engaging in Unlawful Harassment or Discrimination Page 35 Not Doing Your Job Page 35 Failing to Comply with Company Policies and Procedures Page 35 Dishonesty Page 36 Ignoring Safety Procedures Page 36 Safety Page 37 Safety Tips Page 37 Daily Exercises – The Egoscue® Method Page 37 First-Aid Page 38 Communicable & Catastrophic Illnesses Page 38 Fire Prevention Page 38 Earthquake Preparedness Page 39 Emergency Action Plan Page 39 Other Important Safety Drills Page 39 Miscellaneous Page 40 Tuition Reimbursement Program Page 40 Learning and Development Page 40 HIPAA Page 40 Health and Wellness Page 40 Lactation Accommodation Page 41 Lost and Found Page 41 Updating Employee Records Page 41 The Human Resources Department Page 41 List of Store Locations and Phone Numbers Page 42
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HISTORY Goodwill Industries® was founded in Boston, Massachusetts in 1902 by Dr. Edgar Helms, who ran a mission in the south end of Boston. He wanted to find a way to help the poor immigrants in his congregation get the things they needed to survive. He decided to go to the wealthier parts of town and ask people to donate things they no longer used or needed so he could give them away to people in need. When he brought the donations back to the mission, the immigrants told Dr. Helms that they did not want charity, but preferred to work for what they needed.
Dr. Helms listened to the people, and then decided to hire them to repair and sell the donated items in the first Goodwill store. He used the money from the store sales to pay the workers so they could buy the things they really needed. This first Goodwill store provided the opportunity for these immigrants to experience the dignity of work- the pride of earning your own way; therefore, the philosophy of Goodwill was born on that day over one hundred years ago.
Since that time, Goodwill Industries has grown dramatically and includes affiliated organizations in 24 foreign countries. San Diego’s Goodwill is proud to be one of 170 Goodwill Industries in several countries - each one a separate organization serving their local community.
At the request of Dr. Helms, Myron Insko founded Goodwill Industries of San Diego County (GISD) in 1930 in a building at 16th and Imperial with only six employees. Today we have several retail stores, donation centers, several employment centers and over 1400 employees in San Diego County. We are a “non-profit” organization. Our annual revenue is used to support our programs and services that benefit the community, run our facilities and pay staff wages. Mike Rowan, who has been with us since 1982, is our Chief Executive Officer. Our Goodwill operates under the guidance of an unpaid volunteer Board of Directors formed by business and professional people in San Diego County committed to our purpose and business excellence.
Our purpose is “Getting People Jobs.” We accomplish this by providing job training, and free job search assistance through our Community Employment Centers. We also have regular staff positions and community (supported) employment. All of our programs focus on the individual’s abilities, not on disabilities or barriers to job success.
All of these good things are possible because the people of San Diego County trust us with their donations. People have trusted the integrity and dedication represented by the name “Goodwill” for a century. Every donation is handled with respect, because it represents the faith people have in Goodwill. You are now part of that legacy of trust and integrity.
Last Updated 3/25/2015 Page 6 PURPOSE OF THE HANDBOOK This handbook is designed to make you familiar with Goodwill Industries policies and procedures as quickly as possible.
It is important for you to read and understand the information in this handbook before you start your job. If you need assistance in reading or have any questions regarding the contents of this handbook, please contact the Human Resources Department at (619) 225-2200. This handbook is also available for viewing on the employee page of our website: www.sdgoodwill.org, The information in this Employee Handbook is intended to be used as a general guideline. It summarizes current Goodwill Industries of San Diego County’s policies and procedures as well as benefits. This information is regularly updated and your supervisor or department head can provide you with the most recent information. The contents of this Employee Handbook do not constitute the terms of a contract of employment.
The Employee Handbook is updated annually. A copy is available at your worksite and also on Goodwill Industries of San Diego County’s website mentioned above. It is your responsibility and part of your job duty to read the Employee Handbook. If you have any questions, please contact the Human Resources department.
GISD’s CULTURE: We believe at GISD that our diverse workforce is one of our greatest strengths. We have a strong commitment to our mission and values and assist all employees and participants to overcome their barriers and develop their strengths.
Our Leadership Team is in agreement that our unique differences are essential to the culture of GISD. It is our ability to integrate individuals with disabilities and cultural differences throughout our organization that enables all employees to evolve. The integration of our mission into every worksite makes Goodwill a special place to work and distinguishes us from other organizations.
In order to best assist our participants and those we serve we must ensure that we have the best qualified and trained staff possible, implement effective and efficient processes, maintain clean and well equipped facilities, and demonstrate excellent financial stewardship. Safety is a cornerstone of all that we do. We embrace these ideals and promote continuous improvement to enable our organization to be balanced and strong. (from GISD’s Cultural Diversity Plan)
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CODES OF CONDUCT AND ETHICAL BEHAVIOR Our core values are Credibility: Each of us is expected to do what we say we will do. This builds trust and confidence; Creativity: We are willing to try new things and hear new ideas. This keeps us current and continually improving; and Collaboration: We are different people, with different skills and abilities who work well together to get the job done. This creates effective teams and synergy. We expect loyalty, commitment, honesty and avoiding conflicts of interest in all business and communication endeavors. We also expect all employees to treat one another with courtesy, respect and consideration. We champion innovation, teamwork, customer focus and continuous improvement. Good communication provides for good ethics and good business. Accordingly, this policy will enhance our organization’s commitment to getting people jobs. With these principles in mind, Goodwill Industries of San Diego County has adopted the following Codes of Conduct and Ethical Behavior that apply to everyone who is associated with our agency: all employees, including managers, program participants, contractual workers or anyone who is professionally associated with our organization (“all members”). All members of the organization are personally responsible to follow the principles discussed in the code and the policies that apply to their role within the organization.
Goodwill Industries’ Codes of Conduct and Ethical Behavior are not intended to cover every situation that may be encountered, therefore all involved should comply with all laws and regulations whether or not specifically addressed in the code.
Questions about the existence, interpretation or application of any law, regulation, policy or code of conduct issue should be directed without hesitation to an employee’s supervisor, the Director of Human Resources, the VP of Mission and Support Services, or to the Chief Executive Officer.
All members of our organization should: a. Obey the Law. All members of our organization are expected to conduct business in accordance with all applicable local, state and federal laws and regulations. b. Exercise Professionalism at All Levels. All members of our organization are expected to maintain a high degree of professionalism in the workplace and activities related to Goodwill Industries of San Diego County. Among other things, professionalism requires that these individuals adhere to the performance and ethical standards of their profession; work in a courteous and efficient manner; undertake continuous efforts to improve relationships with the public, co-workers, persons receiving services, and other agencies and organizations; maintain a positive attitude toward work and Goodwill’s purpose; and at all times, to represent Goodwill in a favorable manner in dealings with clients and the public. c. Exercise Respect Towards All Individuals. It is the position of Goodwill Industries that all employees, including managers, program participants, contractual workers or anyone who is professionally associated with our organization contribute significantly to the organization and that their value must be respected regardless of their status within the agency. Last Updated 3/25/2015 Page 8 Relationships between those individuals must be carried out in a manner that is courteous and professional—and that enhance the agency’s provision of quality services as it relates to persons receiving services (program participants). All members are expected to set an example for persons receiving services and to be sensitive to their needs. Persons receiving services should work in an environment where they are free from abuse, financial or other exploitations, humiliations and neglect. Employees’ involvement with persons receiving services should always occur in a professional manner.
I. Understand and Respect Diversity and Culture. Goodwill staff will seek to understand the nature of social diversity, culture and its functions in human behavior and society, recognizing that strengths exist in all cultures. Knowledge of other cultures will enable Goodwill staff to provide services that are sensitive to the differences among people and cultural groups. II. Understand the Principles of Confidentiality. Employee information will be considered confidential and as such will be shared only as required and with those who have a need to have access to such information. The records of the persons receiving services are the property of Goodwill Industries of San Diego County and shall be maintained to serve the persons receiving services. The information contained in the record belongs to the person receiving services and therefore he/she is entitled to the protection of that information as mandated under the Health Insurance Portability and Accountability Act of 1996, also known as HIPAA. The information of person receiving services is regarded as strictly confidential and available only to authorized users such as employees who may be providing care and to third party payers in order to facilitate reimbursement. Personal information is never to be shared in public spaces about staff or persons receiving services. Outside conversations related to persons receiving services and Goodwill practices will be limited to professional rehabilitation staff and in relation to his/her specific assigned job duties and responsibilities. Consistent with this policy, Goodwill Industries of San Diego County will not tolerate any employee’s language, whether intentional or unintentional, that results in harassment, discrimination or creation of an offensive work environment for anyone because of his or her race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information or any other condition protected by state or federal laws. Failure to comply with this policy will result in corrective action up to and including termination from employment or association with Goodwill Industries of San Diego County. PERSONNEL POLICIES Nothing in this Goodwill Employee Handbook or any existing or future Goodwill policy alters your at-will employment status. Either you or Goodwill is free to terminate the employment relationship at any time, with or without notice and with or without cause.
Last Updated 3/25/2015 Page 9 Should any one or more of the provisions of ANY Goodwill policy or procedure be determined to be illegal or unenforceable, all other provisions of the policy or procedure shall be given effect separately from the provisions so determined, and the other provisions shall not be affected by the illegality or unenforceability. This handbook and a complete list of personnel policies can be found at www.sdgoodwill.org.
EMPLOYMENT “AT WILL” California is an “at-will” employment state. “AT WILL” employment means that either you or Goodwill may terminate the employment relationship at any time with or without notice and with or without cause. Nothing contained in this handbook should be interpreted as a guarantee of continued employment. Any written or oral statement to the contrary by a supervisor, corporate officer, or other agent of Goodwill is invalid and should not be relied upon by any prospective or existing employee.
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT Goodwill Industries is an equal opportunity employer. All decisions regarding recruiting, screening, hiring, training, promotion, transfer, pay and any other conditions of employment will be conducted without discrimination due to race, national origin, ancestry, color, age, sex, religion, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information, or any other characteristic or condition protected by state or federal law. Employment shall not be affected by physical or mental disability where the employee is able to satisfactorily perform the essential duties required by the job.
Goodwill Industries also is fully committed to assuring equal opportunity and equal consideration to all persons receiving services from our agency. In addition, all decisions made regarding the solicitation, selection, hiring or treatment of subcontractors, vendors and suppliers will be made without discrimination due to race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information, or any other characteristic or condition protected by state or federal law.
REPORTING DEPENDENT ADULT* ABUSE (California State Law: Welfare Institutional Code, Section 15360) State law requires that you sign during your new employee orientation, a statement to make you aware that abuse of a dependent adult, in any way, is against the law. Any abuse will be cause for corrective action, which may include termination. Any supervisor, employee, or program participant who witnesses or suspects that an “elder” or “dependent adult” is being or has been “abused” must immediately report suspected cases to the Human Resources Department at (619) 225-2200, who will in turn, assist the individual to contact San Diego County’s Adult Protective Services agency (or other appropriate state agency).
Last Updated 3/25/2015 Page 10 *Dependent Adult is considered to be any person living in California between the ages of 18 and 64, who has a physical or mental limitation(s) that restrict their ability to carry out normal activities or protect their rights. A dependent adult is also any person who has a physical or developmental disability or whose physical or mental abilities have diminished because of age.
HIRING POLICY All applicants receive equal consideration without regard to race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information, or any other condition protected by state or federal law. The selection will be based on two things: Goodwill’s need for workers and your ability to perform the essential requirements of the job, with or without reasonable accommodations. Other job factors considered may include general aptitude, experience, education, physical abilities for the position and willingness to work the schedule required by our business. Because we are in the retail business, many positions require working on weekends and holidays.
AMERICANS WITH DISABILITIES ACT (ADA) Goodwill Industries of San Diego County supports and complies with the Americans With Disabilities Act (ADA). Goodwill prohibits discrimination against individuals with disabilities in hiring, promotion, transfers, and other terms of employment provided that individual is otherwise qualified for the position and able to perform the essential functions of the position, with or without reasonable accommodation for that disability.
Please contact the Human Resources Department at (619) 225-2200 if you have questions related to the Americans with Disabilities Act.
PRIVACY IN THE WORKPLACE Goodwill Industries is committed to protecting your personal information, for example, your birth date, Social Security number, and making sure that the information you provide is kept confidential. Also, we will only collect personal information that is required to conduct our business operations and to comply with government reporting and disclosure requirements.
Goodwill Industries is also committed to protecting the confidentiality of your protected health information (PHI) and making sure that the contents of any records created, received, or maintained by Goodwill Industries are only used or disclosed in accordance with the Goodwill’s policies and federal and state regulations. During the new employee orientation, you will be asked to sign a “Confidentiality Statement” – this form will be kept in your confidential Human Resources file.
Everyone at Goodwill Industries with access to PHI is responsible for safeguarding its confidentiality, and for complying with all health information privacy policies and
Last Updated 3/25/2015 Page 11 procedures. Individuals who violate any privacy policy or procedure may be subject to disciplinary action up to and including termination of employment.
PRE-EMPLOYMENT SCREENING FOR SUBSTANCE ABUSE The final candidate for any position with Goodwill (regular, full-time, part-time, temporary, or program participants) will be required to participate in pre-employment drug testing. When filling any position, any offer of employment must be contingent upon a negative test result. The Human Resources Department is responsible for the pre-employment administration of drug testing.
BACKGROUND CHECKS We require a criminal background investigation on all new hires (including regular, full-time, part-time, temporary, and participants in any training program). A DMV check will also be required for employees who drive on company time and/or company vehicles. We use a third-party administrator to conduct our background checks. Employment offers are contingent upon successful completion of driving and/or criminal background checks. It is also the policy of the company to treat all job applicants equitably in line with the company’s Equal Employment Opportunity policy and without regard to the applicants’ race, color, religion, national origin, age, sex, familial status, sexual orientation, gender identity, disability status, veteran status, genetic information or any other basis prohibited by federal, state, or local law.
NEPOTISM POLICY In business, nepotism refers to the relationship between relatives in employment practices. “Relative” is defined as spouse, registered domestic partner, parent, grand- parent, child, sibling, in-law, uncle, aunt, niece, nephew or first cousin. Goodwill will not hire relatives for the same department or in a position where conflicts could happen. Related employees may work in different locations or departments. The same rule applies to present employees who marry each other.
Goodwill policy does not allow us to place you in a job where you will be working for one of your relatives, for example, your supervisor and department head must be unrelated to you. The Human Resources Department will review the hiring or placement of individuals with relatives working at Goodwill on a case-by-case basis.
NON-FRATERNIZATION POLICY Goodwill Industries of San Diego County is committed to maintaining an environment in which its staff, including regular employees, temporary employees, and program participants are safe and respected. Mutual respect among management staff, regular or temporary employees, and program participants is an essential Organizational Standard and expectation. Greatest attention must be taken that it is not in any way compromised.
Last Updated 3/25/2015 Page 12 In an effort to promote these goals; All Managers, supervisors, and other positions of power, influence and/or authority within Goodwill are prohibited from fraternizing or becoming romantically involved with any subordinate employee who is within their chain of command, or with any employee whose work environment is influenced and/or controlled by them. All such romantic relationships between GISD employees must be disclosed to their immediate supervisor and/or the Human Resources Department immediately.
Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.
HARASSMENT & DISCRIMINATION POLICY Goodwill Industries is committed to providing a workplace free of harassment, and discrimination based on race, gender, color, religious creed (except when determined to be a bona fide occupational qualification), national origin, ancestry, age, veteran status, marital status, registered domestic partner status, physical or mental disability, sexual orientation, genetic information or any other condition protected by state or federal law. Goodwill Industries strongly disapproves of and will not tolerate any form of harassment or discrimination by any of its employees, customers or vendors. Goodwill Industries will also make every effort to protect you from harassment or discrimination by any non-Goodwill employee who may be present in the workplace.
Definition of Harassment Harassment includes verbal, physical or visual conduct that creates an intimidating, offensive or hostile working environment or that unreasonably interferes with job performance. Additionally, sexual harassment includes any request or demand for sexual favors as a condition of employment or continued employment. Some examples of sexual harassment include sexual advances or suggestions; unwelcome sexually oriented remarks; dirty jokes; the display or distribution of offensive photographs, offensive posters or cartoons; and any unwelcome, intentional touching of the intimate areas of another person’s body. Harassment may also include the unwelcome, offensive racial or ethnic slurs, jokes, or other similar conduct.
Here are some examples of behavior that could lead to a harassment claim:
Verbal harassment:
Sexual comments, jokes, gestures, noises, propositions.
Cat calls or whistling in a demeaning manner with sexual overtones.
Referring to an adult as "girl," "boy," "honey”, “sweetie”, or “babe”.
Asking about sexual fantasies, preferences, or history.
Last Updated 3/25/2015 Page 13 Making sexual comments about a person’s clothing, body, or looks.
Non-verbal harassment:
Sexual &/or derogatory comments about men/women on coffee mugs, hats, clothing, posters, computer screens, etc.
Display of sexual pictures.
Making facial expressions, such as winking, throwing kisses, or licking lips.
Making sexual gestures with hands & /or body movements.
Letters, email, posters, gifts, &/or materials of a sexual nature.
Invading a person’s body space, standing closer than appropriate or necessary.
Physical Harassment:
Any physical unwanted touches.
Deliberate sexual touching or brushing up against, or leaning over, or pinching.
Touching or rubbing oneself sexually around or in the view of another person.
Purposely brushing up against a person.
Patting, goosing, caressing, or fondling.
Tearing, pulling, yanking, a person’s clothing.
Exposing oneself.
Reporting and Complaint Procedures You should report any incident of harassment or discrimination, either by Goodwill Industries personnel or by any other, to your immediate supervisor, to any manager, or to the Human Resources Department. You are not required to complain first to your supervisor. Supervisors who receive complaints or who observe harassing and/or discriminatory conduct should immediately contact the Human Resources Department. Every reported complaint of harassment or discrimination will be investigated thoroughly, promptly, and in a professional manner. The employee who raised the complaint will be advised of the results of the investigation. In addition, Goodwill Industries will not tolerate any form of retaliation against any employee for making a complaint in good faith or cooperating in the investigation of the complaint.
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Corrective Action In the case of a Goodwill Industries employee, if harassment or discrimination is established, Goodwill Industries will initiate corrective action, as appropriate under the circumstances. Corrective action for a violation of this policy can range from verbal or written warnings up to, and including, termination of employment. Regarding acts of harassment or discrimination by individuals who are not employed by Goodwill Industries, corrective action within the reasonable control of Goodwill Industries, and as appropriate under the circumstances, will be taken.
SMOKING POLICY You may smoke ONLY during break times, lunch periods, and before or after work hours. You may smoke ONLY in designated smoking areas. Smoking is not allowed inside any Goodwill building, any Goodwill vehicle, inside donation center boxes, in any retail store or in areas near donation storage. Smoking is also not authorized in front of the stores or when assisting customers or donors. Smoking is prohibited in all other areas on Goodwill property, including parking lots. Electronic cigarettes (e-cigarettes), including Electronic Vaping devices, Personal Vaporizers (PV), or Electronic Nicotine Delivery System (ENDS) should follow the same guidelines as traditional tobacco cigarettes.
DRUG AND ALCOHOL POLICY In accordance with the philosophy of Goodwill Industries of San Diego County, the use of non-prescription drugs and alcohol in the workplace is completely unacceptable and we maintain a zero tolerance policy. In addition, the OSHA (Occupational Safety and Health Act) mandates that Goodwill takes appropriate action to maintain a safe work environment. It is our belief that drug and alcohol use poses serious safety and health risks, not only to the user, but also to all co-workers, customers, donors, and vendors.
Drug and alcohol consumption has been shown to result in excessive absenteeism and tardiness, to cause serious mood and behavior changes in individuals, and to adversely affect both the quality and quantity of work that an individual produces. Therefore, Goodwill has established the following policy with respect to drug and alcohol use, and this policy will apply to your employment.
Reporting Use of LEGAL Drugs If you feel, or have been informed that the use of a legally prescribed medication may present a safety risk to you or to others, or may impair your job performance, you are required to report such drug use to management before you begin work, or when you begin taking new medication. You must
Last Updated 3/25/2015 Page 15 keep all prescribed medicine in its original container, which identifies the drug, date of prescription, and the prescribing doctor. This protects you and Goodwill as well.
Prohibited Conduct It is important to remember that you may be terminated for violating Goodwill policies or procedures. Goodwill policy states that employees are prohibited from engaging in the following actions while on Goodwill premises and/or on Goodwill business, and/or in Goodwill supplied vehicles, and/or during scheduled working hours.
Failure to report to management the use of a prescribed or over the counter drug which may alter your behavior and/or physical or mental ability; Coming in to work smelling of Alcohol; Refusing to sign a statement agreeing to abide by Goodwill’s Drug and Alcohol Policy; Failure to keep a prescribed medicine in its original container; and Failing to adhere to the requirements of any drug or alcohol treatment or counseling program in which you may be enrolled; Refusing to consent to testing or to submit an urine, blood or breath sample for testing when requested by management; Refusal to take a drug test equal a positive drug test; Switching or adulterating any urine sample submitted for testing (for example, using someone else’s sample, or adding something to the sample to change the result); Being under the influence of an unauthorized controlled substance, illegal drug or alcohol; Use, possession, manufacture, distribution or sale of illegal drugs or drug paraphernalia; Use, distribution, dispensation or sale of alcohol; Storing any controlled substance or alcohol, any illegal drug or drug paraphernalia in a locker, desk, personal bag/backpack/purse, automobile, truck, tool box or other repository on Goodwill premises; Conviction under any criminal drug statute for a violation occurring in the workplace.
Drug & Alcohol Testing When Goodwill suspects that you might have violated Goodwill’s Drug and Alcohol policy, or are under the influence of alcohol or drugs, or have been involved in (or contributed to) an accident/injury on the job, Goodwill may require you to submit an urine, blood and/or breath sample for alcohol and drug testing.
A conclusive positive drug test for alcohol or illegal drugs will be in violation of this policy and will result in termination of employment. Refusal to take a drug/alcohol test is the same as a positive test and will also result in termination of employment.
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Searches & Consequences Goodwill may search its facilities or property (including storage areas, lockers, or desks), without notice, at any time, for any reason. Your cooperation and consent to such searches is required as a condition of employment.
Searches of employees and their personal property during the workday may also be requested when there is reasonable suspicion that the employee may be in violation of this or any other Goodwill policy. Clothing, purses, packages, food containers, motor vehicles (including employee motor vehicles) and any other areas on, or adjacent to Goodwill property where alcohol or drugs may be stored or hidden may be subject to search when there is reasonable suspicion of a violation of this or any other Goodwill policy.
Any items that would cause you to be in violation of this or any other Goodwill policy should be left at home, and not brought to work. Employees do not have a reasonable expectation of privacy in any Goodwill vehicles, lockers, storage areas, desks or room used to store employees’ personal property, nor in any personal belongings or automobiles brought onto Goodwill’s premises.
Compliance with the Drug & Alcohol Policy Compliance with Goodwill’s Drug & Alcohol policy is a condition of employment. If you are NOT willing to consent to these types of tests or searches, you may sign a Voluntary Quit form before the search is completed.
USE OF GOODWILL EQUIPMENT (Computer System and Telephones) Some jobs at Goodwill require the use of, or access to a computer system (including without limitation software, hardware, electronic mail (e-mail) and access to the Internet (“the Computer System”), and/or require the use of a business telephone, cellular telephone, laptop, USB drive, wireless card, voice mail system, photographic camera, and other Goodwill-owned property, equipment, or systems. These items and services are to be used for legitimate business-related purposes. You are not allowed to install any software in any Goodwill computer at any time. You are not allowed to use another person’s login and password to access or create any program, file, message, or record. You are not authorized to change company- issued e-mail password without authorization from the Information Technology Department.
Goodwill, at any time, in its sole discretion, may monitor and record telephone conversations, and may retrieve, review, read, copy, disclose and use any data, history, or information in the Computer System, any voice mail messages, and any
Last Updated 3/25/2015 Page 17 other incoming or outgoing messages using Goodwill facilities, equipment or services. Employees shall have no reasonable expectation of privacy in any data or information on the Computer System, in any messages sent to or received from others through the Computer System, in any conversations on company owned telephone, or in any voice mail messages sent to or received from others.
You will be expected to cooperate in any request or attempt by Goodwill to retrieve, review, read, copy, disclose and use any data or information in the Computer System, voice mail system, and/or to monitor or record telephone conversations. Violation of this policy can result in corrective action, up to and including termination of employment.
TERMINATION OF EMPLOYMENT: QUITTING OR NOT SHOWING UP FOR WORK WHEN SCHEDULED If you are scheduled to work, and do not show up for work, and you did not call and speak to your supervisor (according to Goodwill procedures) during three (3) scheduled work days, Goodwill will assume that you have abandoned your job. This means that you are no longer interested in working for Goodwill; you are considered to have voluntarily quit your job. This is a voluntary termination. Remember, if you plan not to be at work for any reason, YOU must speak directly to your supervisor as soon as possible. You may not have a friend or relative call for you.
If you decide to quit your job at Goodwill, we would appreciate at least two weeks notice in writing. Please use Goodwill’s “Voluntary Quit” form, which is available online, from your supervisor, or the Human Resources Department. Before you leave us, you must return all Goodwill property such as uniforms, keys, gloves, map books, gas cards, cell phones, laptop, etc. If your new employer wants to verify that you worked at Goodwill, ask them to contact our Human Resources Department. If you are an exempt employee, we would appreciate at least four weeks notice.
REPORTING A PROBLEM or POLICY VIOLATIONS If you hear, see, or become involved in any situation that may be in violation of the law or Goodwill’s policies or procedures, or a situation where you do not feel safe, it is your responsibility to let us know what happened as soon as possible. You may choose the way you want to tell us. Please try to follow your chain of command, whenever appropriate; for example: your supervisor, your Department Head, the Human Resources Department and the Goodwill’s CEO. Here are some ways to report a problem: You may talk it over with your immediate supervisor, Department Head or the Human Resources Department; You may write down what happened and turn it in to your supervisor, Department Head or the Human Resources Department or: You may leave a voice mail on our HOTLINE at 619-225-2324. You do not have to leave your name on the voice mail, but be sure to be very specific about what happened; for example: the date it happened, the names of the persons involved, and exactly what occurred from your point of view.
Last Updated 3/25/2015 Page 18 You may send an anonymous e-mail using the Comment & Suggestion Box under Employee Sign In on our website www.sdgoodwill.org You can mail what you observed to the attention of the appropriate person, for example, your supervisor, Department Head, the Human Resources Department, or CEO. To report alleged mismanagement or fraud related to government funding received by Goodwill to run certain programs, you should contact our Corporate Compliance Officer (CCO) at (619) 225-2200, ext. 119 or you can email: [email protected] or write down what you observed and mail it to our CCO at our corporate offices.
WHISTLEBLOWER POLICY Any employee who has complaints or concerns with respect to accounting controls, auditing matters, mismanagement of Federal or State Funds is strongly encouraged to report such a complaint or concern to Goodwill Industries San Diego County’s Audit Committee. Such submissions may be directed to the attention of the Audit Committee or any member of the Audit Committee.
To file a complaint or concern to the Audit Committee, an individual should provide details in writing to the Chair of the Audit Committee or a member of the Audit Committee by sending information to:
Judge David Gill, Chair Audit Committee c/o Goodwill Industries San Diego County 3663 Rosecrans Street San Diego, CA 92110
COMPLAINTS Problems, misunderstandings and frustrations may arise in the workplace. If you have a complaint, you may use the procedure described below to resolve your complaint. We take complaints seriously.
You will not be retaliated against for filing a good faith complaint under our policy. If you feel that you have been retaliated against for filing a good faith complaint under this policy, you should immediately notify the Human Resources Department.
You should initially direct your complaint to your immediate supervisor. You should make every effort to resolve the issue directly with your supervisor. If the complaint involves your own supervisor, you should address the complaint to the person who supervises your immediate supervisor (in most cases a Department Head). In the event the CEO is the subject of the complaint, you should direct your complaint to Goodwill’s Chairman of the Board. For more detailed information on how to file a complaint, please see the “Conflict Resolution (Complaints) Policy”.
Last Updated 3/25/2015 Page 19 Employees or program participants who need assistance when filing a complaint, due to a disability or limitation, may contact the Workforce Development Department for a list of local advocacy agencies.
COMPENSATION
EMPLOYEE CLASSIFICATIONS Full Time (Hourly and Exempt) Hourly Employee: An employee who is hired for work that normally requires 32 to 40 hours per week on a regular or irregular schedule. If you are a regular hourly employee, you are eligible for all employee benefits after a qualifying period. You will also be eligible for overtime pay under state law. Exempt Employee: Exempt employees are expected to work whatever hours are necessary to accomplish the goals and deliverables of their exempt position. Exempt employees are eligible for benefits after the qualifying period, however are not eligible for overtime pay. Part Time Employee An employee who is hired for work that requires no more than 29 hours per week on a regular or irregular schedule is considered a part-time employee. Part-time employees are not eligible for Goodwill benefits, such as health insurance, paid vacation, holiday, or paid sick leave, but they are eligible to earn a Safety Day. Temporary Employee A temporary employee is one who is hired for a specific purpose or job for up to six months. Transition from temporary to regular employment status may occur only with the recommendation of the immediate supervisor, the Department Head and Human Resources. Temporary employees are not eligible for Goodwill benefits, such as health insurance, paid vacation, holiday, or paid sick leave, but they are eligible to earn a Safety Day.
PERFORMANCE REVIEW & PERMORMANCE IMPROVEMENT PLAN You will receive written performance review(s) and/or a performance improvement plan(s) from your supervisor each year or when needed. The purpose of the review is to give and receive feedback on your work, discuss personal and departmental goals and objectives, clarify expectations of your position, discuss development opportunities and a possible pay adjustment/ merit increase. If you are not meeting the essential functions’ expectations of you job, your supervisor might design a Performance Improvement Plan in order to help you succeed.
PROMOTIONS AND TRANSFERS Goodwill attempts to fill existing vacancies through promotions or transfers within our organization, if possible. If you are a regular employee, temporary worker, or a program participant who is considered to be “job ready”, you may apply for any open
Last Updated 3/25/2015 Page 20 position provided you have the experience, knowledge or skills required for that position. Goodwill Industries may also consider outside candidates to fill vacancies. Job announcements are posted under Careers@Goodwill on our website www.sdgoodwill.org as they become available. You may contact any Goodwill Community Employment Center for assistance in applying online. If you are interested in any of the positions posted, you may contact the Human Resources Department for more information.
WORKDAY & WORKWEEK DEFINITIONS The workday, for payroll purposes, begins at 12:01 a.m. (just after midnight) and runs consecutively until midnight. The workweek starts on Saturday at 12:01 a.m. and runs through Friday midnight. The workweek for Security Guards working graveyard shift starts Friday at 11pm through Friday at 10:59pm.
PAYDAY Employees are paid every other Friday at or before closing time. Each paycheck covers the hours worked during the prior two weeks. Each paycheck also includes a pay stub that shows your gross pay, deductions, net earnings, as well as sick and vacation balances. Your supervisor will give you your paycheck. If you prefer, your check can be automatically deposited into your bank account, and you can help the environment by opting to “Go Green”. If you have automatic deposit and choose to “Go Green”, you will not receive a paycheck stub, but will have unrestricted access to payroll information online. Call the Human Resources Department at (619) 225-2200 for details.
OVERTIME If we are short of staff, or have a job that has to be completed by a certain time, your supervisor may ask you to work overtime. Normally, you will be told in advance, but sometimes circumstances may not allow advance notice. Do NOT work past your normally scheduled time unless your supervisor has approved it!
For hourly employees, overtime hours are calculated by using the actual hours you were on the job. Sick time, holiday and vacation hours that are paid, but not worked, are not included in calculating overtime. Exempt (salaried/non-hourly) employees are not covered by the overtime provisions and are not eligible for overtime pay.
PAY INCREASES Each year at budget time, our Board of Directors makes a decision on whether or not to approve annual wage increases based on our current financial situation. Individual raises may be granted annually based on successful performance (merit) and occasionally when an employee is promoted or hired for a different position with Last Updated 3/25/2015 Page 21 increased responsibilities. Your Department Head and the Human Resources Department approve all increases.
PAYROLL DEDUCTIONS Certain deductions required by law will be taken from your wages. These include: State and Federal income taxes Social Security taxes (FICA) State Disability Insurance (SDI) and Family Leave payments Medicare Tax Any Wage Garnishments/Assignments (if applicable)
Other deductions will only be made at your written request. You can obtain more information by contacting the Human Resources Department. Please allow several weeks for any voluntary deductions to go into effect. Examples of these types of deductions include: Your share of group medical insurance or dental insurance premiums. Your contribution to the 403b (Retirement) Savings Plan.
TIME CLOCK USE: KEEPING TRACK OF THE HOURS YOU WORK It is very important to use our systems to keep an accurate record of the hours you work. You must clock in at your regular start time and clock out at your scheduled stop time (unless prior permission has been obtained from a supervisor). You may clock in within five minutes of your start time; for example, if your start time is 8:00 a.m., you may clock in at 7:55 a.m., but NOT earlier! However, if you clock in more than five minutes after your scheduled start time you will be considered late for work.
Depending on where you work, or what position you have, there are different ways to record the time you work at Goodwill: Using the Time and Attendance website; Using a Tablet; Using a cellular phone authorized by your supervisor;
Falsifying time records in any manner may be cause for corrective action up to, and including, termination of employment.
PARKING There are a limited number of employee parking spaces in our parking lots. When no spaces are available, ask your supervisor for alternative parking suggestions. Each location has restrictions regarding employee parking, please contact your supervisor for where to park at your worksite. If you work at our Rosecrans Corporate office, you may NOT park in the store customer parking areas, in the parking spaces in front
Last Updated 3/25/2015 Page 22 of the entrance to the corporate offices nor in the spaces in front of donation drop-off area. You are required to register your vehicle with Human Resources and apply a parking permit to your windshield.
EMPLOYEE BENEFITS
Holidays Goodwill offers seven paid holidays during the year. Temporary and part-time employees are not eligible for holiday pay. Holiday pay is pro-rated based on total hours worked (and/or hours paid) during the pay period in which the holiday occurs. Employees who are absent the day before or after a paid holiday will not receive their holiday pay, unless they are on approved paid leave or bring a valid doctor's note.
Goodwill observes the following holidays:
New Year's Day (Jan. 1st) President’s Day (third Mon. in Feb.) Memorial Day (last Mon. in May) Fourth of July Labor Day (first Mon. in Sept.) Thanksgiving Day (fourth Thu. in Nov.) Christmas Day (Dec. 25th)
Vacation Leave As a full-time regular Goodwill employee you are eligible for vacation leave. If you are a regular full-time 32 to 40-hour a week employee, it is possible to earn up to 40 hours of paid vacation each year during your first five years of continuous, uninterrupted employment. After five years, the number of hours is doubled -- making it possible to earn up to 80 hours during your sixth year of full-time continuous employment with Goodwill. The actual number of hours you earn will be pro-rated based on actual hours worked.
Supervisory positions, and different pay rates are subject to different vacation eligibility and accrual rates, please contact the Human Resources Department for more information.
When you are planning your vacation, be sure to submit a “Vacation Request” form (available at all Goodwill facilities) to your supervisor as early as possible, and at least two weeks before you leave on vacation. Both your supervisor and your Department Head must approve the dates you have selected. If you are planning to be off for at least 7 consecutive days, you may request an advance paycheck. There are certain times of the year that you may not take a vacation because of peak business time, for example, late December or early January. Your supervisor or
Last Updated 3/25/2015 Page 23 department head will post blackout vacations dates during peak business times of the year.
You cannot accumulate more than twice the amount of your yearly allotted vacation time. For example, if you earn 40 hours of vacation per year, accrual stops at 80 hours. Employees who earn 80 hours of vacation per year, accrual stops at 160 hours. Once the limit is reached, you will NOT earn any more vacation time until you have used some or all of the hours you have earned.
If you leave your job at Goodwill, you will be paid for any vacation time you have earned but not used. If you leave Goodwill’s employment and are later rehired, you will earn vacation leave at the same rate and eligibility guidelines as a new employee.
If you wish to take personal time off, you must first use all vacation hours and request prior approval from your supervisor.
Sick Leave The sick leave benefit is designed to help you take the necessary time off if you are too sick to report for work, to visit the doctor when you are ill, or to take care of preventive things such as flu shots, annual check-ups or dental appointments. Sick leave may also be used to take care of an immediate family member who is ill (for example, your child, spouse, registered domestic partner, child of your registered domestic partner, parent). Sick Leave may NOT be used as additional vacation time. If you are sick and cannot come to work, you must call your immediate supervisor as soon as possible before the start of the workday or shift. If your supervisor is not available, make sure to ask for his/her assistant. If you cannot get hold of your supervisor, please call the Human Resources Department at (619) 225-2200 and they will make sure to notify your supervisor.
If you are a full-time regular employee, you may earn up to five days (or 40 hours) of sick leave each year, based on the total number of hours you have worked. Eligibility begins after 90 days of employment. You will continue to earn sick leave until you have reached the maximum of 15 days or until you are no longer a Goodwill employee. Sick time is to be used for illness, doctor/dentist appointments and to care for an immediate family member who is ill. When you leave Goodwill’s employment, your sick leave benefit will end on your last day of work, and you will not be paid for any unused sick leave.
You may be required to provide proof of illness or medical treatment in order to be paid for your “sick day”. For example, if you call in sick for five or more days, you will not be allowed to return to work without a doctor’s note indicating that you are well enough to come back to work. You may also be asked to provide proof of illness or medical treatment if you are frequently absent due to illness.
Last Updated 3/25/2015 Page 24 Safety Day Goodwill’s Safety Day is not a benefit. The Safety Day is part of our Safety Incentive Program. This program was designed to promote a safe working environment and to reward your department for working as a team. Your ability to receive a Safety Day depends on your Department’s eligibility requirements, check with your department Manager for details. The amount of hours you receive depends on the amount of hours you worked in the quarter.
Your Safety Day must be taken within the three months following the quarter in which it was earned. Your supervisor must approve your safety day.
LEAVES OF ABSENCE It is Goodwill Industries’ policy to grant leaves of absence on a non-discriminatory basis for eligible employees. Leaves of absence will be considered in cases of medical disabilities, family care needs, personal emergency, military duty, jury duty or bereavement. For leave of absence eligibility please contact the Human Resources Department.
Before going on a Leave You must complete a Leave of Absence Request form and submit it to the Human Resources Department. You can obtain this form from your supervisor or from the Human Resources Department. The Human Resources Department is authorized to approve or deny a leave of absence request. The leave of absence form and any other documents should be submitted at least two weeks before the leave of absence begins, except in emergency situations. Contact the Human Resources office for information.
While on a leave of absence, you will remain on our employee roster. When you return from a leave of absence, you will normally resume the job you previously held or be assigned to a similar job. Please contact Human Resources for specific details.
Jury Duty Goodwill Industries encourages all employees to fulfill their civic obligation if called to do so. During periods of absence for this purpose, Goodwill will pay your normal weekly pay (up to 30 days pay within the calendar year). If you receive notification to report for jury duty, you must immediately tell your supervisor and the Human Resources Department. You must also let your supervisor know immediately of the anticipated length of time for which you may be on call, held for jury examination or empanelled. If you are excused before noon on a scheduled workday, you must report for work. If you are on a jury throughout the week and are regularly scheduled to work on Saturday or Sunday, you must work on those days.
Personal Leave of Absence Please contact Human Resources for policies regarding eligibility for personal leave of absence.
Last Updated 3/25/2015 Page 25 Bereavement Leave You are allowed up to one week (five working days) of unpaid bereavement leave provided the death occurs in your immediate family. Immediate family consists of: spouse, children, parents, registered domestic partner, registered domestic partner’s children, sisters, brothers, grandparents, current parents-in-law, and stepparents.
Military Leave/ Military Spouse Leave Please contact Human Resources for policies regarding eligibility for military leave of absences.
FAMILY CARE & MEDICAL LEAVE We will grant Family Care and Medical leave to eligible employees in accordance with Federal and State Laws. This section provides an overview of Goodwill Industries and your obligations, but is, in no way, intended to increase or diminish the obligations set forth under Federal and State Laws.
Employee Eligibility If you have been employed by Goodwill Industries for at least 12 months and have completed at least 1,250 hours of service during the 12-month period immediately preceding the start of the leave, you are eligible for unpaid Family Care and Medical leave.
Goodwill Industries will grant you Family Care and Medical leave, provided you meet the requirements outlined above, in the following circumstances: (1) for birth of child and to care for the newborn child; (2) for adoption of a child or the placement of a child in your foster care; (3) for the care of your spouse, registered domestic partner, son, daughter, child of registered domestic partner or parent with a serious health condition; and (4) because of a serious health condition that makes you unable to perform the functions of your job.
Amount of Leave If you are eligible you will be entitled to up to 12 weeks of Family Care and Medical leave in a 12-month period.
California law allows employees to take "Paid Family Leave". “Paid Family Leave” is part of the State Disability Insurance (SDI) program; you may receive partial reimbursement of your pay for up to six weeks during any 12-month period. During your employee orientation you will receive a pamphlet regarding this insurance.
Under certain circumstances, you may take Family Care and Medical leave on an intermittent basis. However you must make a reasonable effort to schedule your foreseeable intermittent leave based on planned medical treatment so as not disrupt Goodwill Industries’ operations.
Notice and Certification If the need for the leave is foreseeable, you must provide Goodwill Industries with at least 2 weeks advance notice before the Family Care and Medical leave is set to
Last Updated 3/25/2015 Page 26 begin. If, under the circumstances, you cannot give us 2 weeks notice, you must give notice of the need for the leave as soon as possible. Failure to comply with these notice and certification rules may result in denial of the requested leave. Before allowing a leave to take care of your immediate family member with a serious health condition, Goodwill Industries will require certification from your immediate family member’s treating physician. If you request a leave due to your own serious health condition, we will also require certification from your treating physician. This certification must include: (1) the date on which the serious health condition started; (2) the probable duration of the condition; (3) and either: (i) a statement that you need to provide care for your immediate family member and the amount of time that the care is needed; or, in case of your own serious condition, (ii) a statement that you are unable to perform the functions of your position and the amount of time that care is needed. You may be required to present a second or third medical opinion if the initial certification is inadequate.
Substitution of Accrued Paid Leave You may request, or Goodwill Industries may require substituting accrued (earned) vacation or sick leave for any part of the 12-week period for Family Care and Medical leave. You may elect the substitution of accrued sick leave for Family Care and Medical leave taken because of your own serious health condition or that of an immediate family member.
Benefits During Leave Goodwill Industries will maintain health benefits for you if you are out on an approved Family Care and Medical leave for up to 12 weeks. Health benefits will be maintained on the same basis they would have been provided if you had been continuously employed during the leave period. Any share of the premium that had been paid by you prior to taking the leave must continue to be paid by you during the leave. If premiums are raised or lowered while you are out on leave, you will be required to pay the new premium rates. If you fail to pay your portion of the premium, Goodwill reserves the right to discontinue your health/dental benefits. Upon your return from Family Care and Medical leave, Goodwill Industries may collect from you any unpaid portions of the premium.
Reinstatement On return from Family Care and Medical leave, you are entitled to be returned to the same or equivalent position you held when the leave started. Under certain circumstances, when the law permits, Goodwill Industries may deny reinstatement to an employee returning from the leave.
Exceptions There are certain exceptions to eligibility for Family Care and Medical leave, and to Goodwill Industries’ obligation in providing such leave. When legally permitted to do so, Goodwill Industries may deny requests for leave.
Last Updated 3/25/2015 Page 27 Any questions regarding your eligibility or Goodwill Industries’ obligations regarding Family Care and Medical leave or any other type of leave, please contact the Human Resources Department.
Employee Assistance Program Employees and their household members are eligible immediately upon date of hire for our Employee Assistance Program. Benefits include 3 free face-to-face counseling sessions per household, per problem area, per year, with local licensed therapists. The EAP can be used for confidential assistance with problems involving: Marital and Family, Substance Abuse, Depression, Emotional Difficulties, Adolescent Behavior, Stress, Job-related issues, Grief, and much more. Please contact Human Resources for further information regarding our Employee Assistance Program.
Employee Purchases & Employee Discount As a Goodwill employee, you are eligible for a maximum 20% discount on most employee purchases. If you wish to shop, you must be “off the clock”, show your employee badge and follow the guidelines of the policy and procedures on employee shopping. You may not combine the employee discount with any other offered discount such as senior citizen or military. There are, however, some rules regarding employee shopping; please read the employee purchase policy and procedure given to you on your date of hire and contact your supervisor for specific details.
Group Term Life Insurance If you are a regular full-time employee, you will be eligible to enroll in Goodwill’s term life insurance free of charge. If Full-time, you will become eligible for Life Insurance on the first day after 90 days of employment. The enrollment form will be given to you during your employee orientation. Goodwill pays the entire monthly premium. Temporary workers and part-time employees are not eligible for this benefit or any other benefit with Goodwill Industries. Contact the Human Resources Department for further information.
Group Medical Insurance
On the first day of the month following 60 days of employment, group medical insurance is available to regular full-time employees and their dependents (Spouse, Registered Domestic Partner and Children up to 26 years of age). This benefit is not available to temporary workers or part-time employees (29 or less hrs a week). Last Updated 3/25/2015 Page 28 Goodwill Industries currently offers three medical plans: Kaiser Foundation Health Plan, Sharp Health Plan and SIMNSA Health Care (the SIMNSA plan clinics are all located in Tijuana, Mexico). These are all contributory plans, in other words, Goodwill pays a portion of the premium and you pay the rest.
If you are an eligible employee you may expect Human Resources to contact you with information about group medical insurance. We will give you the information you need to make a decision on whether you want to participate, a description of the plans, the cost, the application form for enrollment, and the deadline to enroll. You may also find enrollment forms and additional health benefit information on Goodwill’s website (www.sdgoodwill.org). It is important that you make a decision within a few days, and turn in the application to the Human Resources Department so that we can process your application.
If you decide you want the coverage, your portion of the premium will be automatically deducted from your bi-weekly paycheck. All of these plans require that the premium be paid one month in advance.
Exempt, non-hourly employees are eligible for health benefits on the first of the month following 30 days of employment.
AN IMPORTANT REMINDER!! You will have other opportunities to enroll in the medical plan, but if you do not do so as soon as you first become eligible, you may have to wait until the next open enrollment period - which could be almost a year away. Call the Human Resources Department at (619) 225-2200 for further details.
D roup Dental Insurance Dental insurance is offered if you are a regular full-time employee. You will become eligible on the first day after 60 days of employment. You must pay the total monthly premium. The Human Resources Department will help you enroll in this insurance and can answer any questions you may have. Temporary and part-time employees are not eligible for this benefit. Exempt, non-hourly employees are eligible for dental benefits on the first of the month following 30 days of employment.
Retirement Plan: Tax Sheltered Annuity Goodwill offers regular employees the opportunity to participate in a retirement plan called a 403(b) tax-sheltered annuity. If you choose to participate, we will deduct the amount you decide to contribute from your paycheck each week. Goodwill does not contribute to the 403(b) or provide you with matching funds. Temporary employees
Last Updated 3/25/2015 Page 29 are not eligible to participate in this retirement plan. Call the Human Resources Department at (619) 225-2200 for more information.
Unemployment Insurance Goodwill employees are covered in accordance with applicable unemployment compensation laws and regulations that also govern eligibility for unemployment benefits. The cost of this coverage is paid by Goodwill.
Workers’ Compensation Insurance Workers’ Compensation is intended to cover employees (including temporary and part time employees) who legitimately suffer on-the-job injuries. As required by law, you are covered by this insurance while at work. Goodwill pays the entire cost of this insurance for their employees. During your new employee orientation, you will receive a pamphlet regarding this insurance. Workers’ Compensation Fraud is a serious crime and Goodwill Industries of San Diego reserves the right to prosecute.
WORK RULES
Orientation of New Employees – OnBoarding When you are hired by Goodwill Industries, you will attend orientation and OnBoarding presented by the Human Resources Department and Learning and Development Department. The purpose is to familiarize you with Goodwill. We will explain what we do, how we do it, and then give you information about Goodwill policies and procedures. We will answer your questions about employee benefits, paychecks and more.
Employee Entrances & Exits Each department has its own entrance and exit procedure; it is your responsibility to know the procedure and follow the guidelines each time you enter and exit your worksite. Please ask you supervisor for the entrance and exit procedure at your work location.
Employee ID Badge When you start working, you will receive a Goodwill Employee ID badge. The badge will include your name, your employee number, your department, and your photo. We will take your photo during your new employee orientation. You must always wear your Employee ID when you are at work and you must turn in your Employee ID when you are no longer employed by Goodwill. The Employee ID remains the property of Goodwill Industries. If you lose your Employee ID, tell your supervisor immediately.
Last Updated 3/25/2015 Page 30 Attendance As an employee of Goodwill we expect you to show up for work, as scheduled and on time. If you are unable to work due to illness or an emergency, you must follow these steps: Store Employees: Call your store and speak directly to your supervisor or a member of store management as soon as the store opens and a supervisor is available. A list of store phone numbers can be found in the back of the handbook.
Transportation Employees: Call the Transportation Department at (619) 225-1188, between 7:00 a.m. and 8:00 a.m.
Donation Center Attendants: Call your area supervisor between 8:00 and 8:30 a.m. using the cell phone numbers listed here, or, if you can’t reach your supervisor, call the Transportation Department. North County Supervisor: (619) 405-4759 South/East/Central County Supervisor: (619) 405-2234
Store Managers: Call your Regional Retail Manager or Department Head. You must also call your Assistant Manager to ensure store coverage. If you cannot reach them, please call Human Resources (619) 225-2200.
All Other Employees: Call and speak to your immediate supervisor ASAP or no later than 30 minutes before your scheduled start time.
Each department monitors the attendance of their personnel. Excessive absenteeism (for example, calling in sick frequently, not showing up) or tardiness (for example, showing up late for work frequently) may result in corrective action up to and including termination of employment. If you are frequently absent due to illness or injuries, you may be required to either seek medical treatment and/or show proof of medical treatment.
If you are sick and unable to report for work, you must call in each day you are sick in order to qualify for sick leave pay, unless you are on an approved extended medical leave and have completed the appropriate paperwork.
If you do not show up for work due to illness or injury for five or more successive scheduled days, you must submit a statement from your doctor releasing you to return to work. You will not be allowed to come back to work until you have provided a physician’s statement indicating you are okay to return to work.
Telephone calls must be made within the specific times listed above. Your absence may be considered unexcused if you do not notify your supervisor within the times listed above. Failure to report to work or failure to call in for three consecutive scheduled workdays is considered job abandonment no matter what the reason is. Job abandonment is a voluntary quit.
Last Updated 3/25/2015 Page 31 When possible, you should schedule medical, dental or personal appointments before or after your regular work hours. If appointments cannot be scheduled during these times, you may request time off (sick leave or vacation leave) in advance to take care of these appointments.
You are expected to remain at work for your scheduled shift, unless you become ill or have a previously approved appointment. If you must leave early, or leave and return during your shift, be sure to clock out and let your supervisor know before you leave.
Breaks: Rest Periods & Meal Breaks You are given a ten-minute break period for every four (4) hours you work. Breaks are usually taken in or near the middle of the four–hour period. You may not clock in late or leave early to make up for unused break times. You must take the entire break at one time. For example, you cannot take two breaks of five minutes each. If you work more than five hours you will receive an unpaid half-hour (30 minutes) meal break. You must take your meal break, even if you choose NOT to eat. All food and beverages should be eaten in the designated areas at your work location. If you are an hourly employee, you will be required to clock out for your lunch break.
Ask your supervisor about clocking in or clocking out for your mealtime—this procedure varies by location and job.
Personal Appearance & Dress Code Your professional appearance gives the public confidence that Goodwill is a good place to shop, make donations to and train people. As a Goodwill employee, you are expected to dress and groom in a manner appropriate for the work you do. The general guideline you should use when getting ready to come to work is neat and clean.
There are certain clothing items that are NOT appropriate to wear; for example: soiled, dirty or torn clothing, see-through clothing, shorts, mini-skirts, halter-tops, open-toed shoes or sandals, t-shirts, sleeveless shirts, sweats, torn jeans, clothing that is too revealing, etc.
Depending on the job and/or department you are assigned to, more specific clothing and grooming requirements may apply. For example, if you are issued a Goodwill uniform, you are expected to always tuck your shirt in your pants. If you still have questions, ask your supervisor to see a copy of the Dress & Grooming Code or call the Human Resources Department.
Last Updated 3/25/2015 Page 32 Personal Phone Calls and Visitors Employees are discouraged from using Goodwill’s phones for personal use, except for personal emergencies. This includes both outgoing and incoming calls. Employees are also discouraged from using their personal cell phones to make personal calls while on company time. On your rest or meal break, you may use a pay phone or your own cellular phone in the break area. Excessive personal phone calls may result in disciplinary action.
If you would like to show friends or family where you work, be sure to clear the visit with your supervisor and the Human Resources Department before they visit. If your family or friends show up unexpectedly during your shift, please let them know that you are working and it is not appropriate for you to entertain them, or lead them on a tour while you are working. If they arrive early to pick you up after work, they must remain in the public areas of Goodwill facilities, and are not permitted in “employee only” areas. If your family or friends need to reach you in an emergency, they should call the Human Resources Department at (619) 225-2200. We will contact you at your worksite immediately.
Goodwill Property and Trash Policy Any items donated to Goodwill Industries become the property of Goodwill at the time they are donated, and must not be taken by anyone for their own personal use or benefit under any circumstances. All donations must be processed in the main headquarters or authorized stores according to established donation handling procedures. If you find cash or other valuable items inside a donated item, notify your supervisor immediately.
Some donated materials and supplies may be categorized by Goodwill as “trash”. “Trash” is any item that has no recycle value and must be hauled away for disposal. You are not allowed to take any items out of the trash. If you think a trash article has some value, you should suggest to the supervisor that it be placed in the stores for sale.
You are not allowed to accept tips from customers, donors, or vendors. If someone offers you cash or wishes to make a donation directly to you, tell them you are not allowed to accept gifts, tips or any valuable items and ask the person to contact the Director of Communications. If they wish to make a cash donation, ask them to contact the Director of Communications. If they wish to offer free tickets, or other gifts or services, ask them to contact the Director of Communications.
Gifts Giving and receiving gifts among co-workers at Goodwill is discouraged but not prohibited. Gifts may imply that the person may expect something in return or as an act of favoritism. For more information, see policy on "Giving and Receiving Gifts".
Last Updated 3/25/2015 Page 33 Personal Belongings Please leave personal possessions at home. Only food for breaks and meals, clothing (outer garments, for example, coats, jackets), safety equipment required during your shift, and purses may be allowed in the workplace. Goodwill Industries is not responsible for any destroyed, lost or stolen personal belongings brought to the workplace.
Lockers and other storage devices that may be provided for your use are only to be used for storage of coats, hats, lunches, purses and outer garments. Money and other valuables should not be kept in lockers or other storage devices. Remember to empty out your locker or other storage device each day at the end of your shift. Do not leave any items in your locker/storage device overnight (except your Goodwill uniform—if you were issued one). Employees are not allowed to take Goodwill uniforms home, unless authorized to do so by your supervisor or Department Head.
You should be aware that Goodwill might search its facilities or property (including desks, drawers, files, work areas, computers, lockers or other storage devices), without notice, at any time, for any reason. Your cooperation and consent to such searches is required as a condition of employment.
Searches of employees and their personal property may also occur when there is reasonable suspicion that an employee may be in violation of a Goodwill policy. You may not have a reasonable expectation of privacy in any Goodwill vehicles, lockers, storage areas, desks or room used to store your personal property, nor in any personal belongings, clothing, purses, packages, food containers or automobiles brought onto or adjacent to Goodwill’s premises.
In order to comply with this policy, we ask you to leave your personal belongings at home; for example, books, radios, music players, etc. Violation of this policy can result in corrective action up to and including termination of employment.
DEALING WITH UNACCEPTABLE BEHAVIOR IN THE WORKPLACE Goodwill Industries expects you to act in a respectful and appropriate way on the job. To help you understand what is not appropriate at work, we have listed some examples of actions that we do not allow and that may cause you to ultimately lose your job.
Although it is not possible to provide a list of every specific type of inappropriate behavior, we have tried to give you some clear examples:
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Engaging in Unlawful Harassment or Discrimination Hostile and/or uncooperative behavior towards co-workers, supervisors, management, staff, customers or vendors; for example: rudeness, threats, refusing to work as a team, etc. Intimidating any employee, customer, donor, subcontractor or vendor. Interfering with the rights or duties of any employee, customer, subcontractor, or vendor. Treating employees, clients, customers, or donors without respect. Fighting or using abusive language in the workplace. Using foul or offensive language; spreading rumors. Making any sort of threat against an employee, customer or vendor in any form.
Not Doing Your Job Not meeting goals or established quotas; for example: not keeping up with the average worker in your department. Having excessive cash shortages or overages (retail employees), or making a lot of mistakes while on the cash register. Failing to charge correct prices or give correct change - not following cash handling procedures. Neglecting or refusing to do your job; in other words, not doing the job you were hired to do. Incompetence or otherwise unsatisfactory work; for example: failing to follow instructions or if you choose to do a bad job. Being absent too many times without a valid excuse or showing up late for work. Failing to call in or report for work when scheduled. Visiting other departments or being away from your workstation, except to perform assigned work or with the permission of supervisors. Interfering in any way with the work of others, loitering or sleeping on the job. Leaving work without permission or failing to start or stop work at the proper time. Wasting time during work hours; abusing designated lunch period or breaks. Leaving your assigned work site location without clocking out during your normal shift. Working unauthorized overtime. Wasting time during work hours due to internet “surfing”; inappropriate use of the internet.
Failing to Comply with Company Policies and Procedures Violating alcohol/drug policy; for example: showing up for work under the influence of illegal substances (drugs or alcohol). Smoking in an unauthorized area. Using or having in your possession guns and/or any other object that could be used as a weapon. Borrowing, loaning or attempting to borrow money from staff, employees, customers, program participants.
Last Updated 3/25/2015 Page 35 Soliciting or distributing any flyers, products or other items on Goodwill’s property or time without prior management authorization. Failing to conform or comply with dress and grooming code. Failing to report any company vehicular accident. Failing to follow designated truck routes (Transportation employees) Giving unauthorized rides to people on company vehicles. Making unauthorized stops while driving a company-owned vehicle. Failing to report traffic tickets and pay fines resulting from these tickets when driving company vehicles. Gambling while on Goodwill premises.
Dishonesty – Theft, not Being Truthful, Lying Falsifying time card and mileage records. Theft or unauthorized possession of company property: stealing items belonging to Goodwill or others (including vendors, customers, landfill, trash) Stashing, holding or setting aside Goodwill merchandise with the intent to steal or to be sold to friends or family. Falsifying or omitting information on a job application, form or any other company document. Using company property for your own purposes. Misusing, destroying or damaging any company property such graffiti or acts of vandalism; careless handling of Goodwill donations or equipment. Violating our employee discount policy. Giving unauthorized discounts to customers or employees. Altering price of item(s) without proper authorization. Shopping while on duty; attempting to shop from a truck, processing area, donation trailers (DC’s) or any other unauthorized area; stashing or falsely pricing merchandise. Failure to report to supervisor any cash found while sorting donations. (Cash must be sent by supervisor to the Accounting Department). Failing to report violation(s) of company policies and procedures committed by other employees.
Ignoring Safety Procedures Engaging in unsafe acts that may pose a danger to you or others. Horseplay, wrestling, running or other act that may interfere with the safe or efficient operation of our business. Driving company vehicles recklessly. Failing to obey traffic laws while driving company vehicles. Failing to ask for assistance in any backing up procedures (Transportation employees). Failing to wear a safety support belt whenever involved in any lifting activity. Failure to wear required Personal Protective Equipment, for example, gloves, goggles when directed.
Last Updated 3/25/2015 Page 36 Failure to comply with established policies and procedures may lead to disciplinary action, up to, and including termination of employment. If you still have questions about Goodwill policies and procedures you can ask your supervisor or call the Human Resources Department. Every store and Department Head has a copy of Goodwill Industries’ Policies and Procedures Handbook.
SAFETY
Safety Tips You are responsible for your own safety! You are also responsible for your co- workers’, donors’ and customers’ safety! It is important that you always follow safety practices and encourage co-workers to do the same. Goodwill has implemented our “Safety Day” program to give you and your department a reward for making sure that safety is everyone’s top concern. Remember, by preventing injuries and accidents in your department, you guarantee that you and your team qualify for paid time off!
Here are things you can do daily to make sure everyone stays safe: ALWAYS wear your protective equipment (gloves, goggles, and safety shoes), if it is a requirement of your position! ALWAYS wear your safety belts when lifting or carrying. Pay attention where you walk to avoid tripping and falling. ALWAYS use safe lifting practices; remember to lift with your legs — not with your back. Report any injuries immediately—no matter how minor they may seem. ALWAYS keep floor and aisles clear of obstacles— take action even if it’s not your work area. If you work in our EVS (Janitorial) Department, make sure to place warning signs near wet and potentially dangerous walkways while mopping floors. Drive company vehicles at a safe speed. Operate all equipment in a cautious and safe manner according to the directions. Clean up spilled water or any liquid from the floor immediately or get someone else to do it. Always wear appropriate clothing for your job. For example, open-toed shoes, sandals or high heels (in the stores, for example) would not be sensible or safe. Stay away from machinery or equipment that you are not assigned to work with and are not trained by Goodwill to use. Never smoke in unauthorized areas. Immediately report any unsafe working conditions (or behavior) to your supervisor.
Daily Exercises (The Egoscue Method®) While you work for Goodwill, no matter what type of work you are hired for, you may be required to participate in daily exercises before your work shift. These exercises are part of The Egoscue® Method -- a program which involves a series of stretches and gentle exercises
Last Updated 3/25/2015 Page 37 designed to treat and prevent you from having everyday aches and pains while doing your job.
First Aid
All Goodwill supervisors have been trained in CPR and First-aid. All Goodwill locations are equipped with a first-aid kit.
If you become sick or hurt on the job, no matter how minor the injury, you must report it to your supervisor right away. If your injury requires immediate medical attention, Goodwill will make arrangements to send you to an authorized clinic for treatment.
Donation Center Attendants or employees working alone may use the first-aid kit available to treat minor injuries. If you are unable to continue working, close and lock your unit, and follow your supervisor’s direction.
For serious injuries that require immediate medical attention, call 911.
Communicable & Catastrophic Illnesses Communicable or Catastrophic illnesses are defined as diseases or conditions considered life threatening or diseases that can be transmitted to others. If you have a serious communicable or catastrophic illness, but not a disabling illness, you may reasonably expect to continue to work for Goodwill as long as your condition permits you to meet acceptable performance standards. In addition, we will need certification from your treating physician that your condition is not a threat to others. Goodwill extends the same consideration to all job applicants who may suffer from any communicable or catastrophic illness.
Fire Prevention
Fire drills are held every month at every Goodwill location. Your supervisor will explain the fire drill procedures and show you the established evacuation routes. Each Goodwill location has a designated safe area. When you are in the designated safe area outside the building, you must remain there until instructed to return to the building. Each employee is responsible for knowing and following the procedures below:
Use the fire extinguisher to put out small fires. Remember P.A.S.S—Point the nozzle. Aim at the base of the fire. Squeeze the trigger and Spray from side to side. Immediately notify your supervisor or any management person if you see a safety or fire hazard (smoke or fire). Get yourself and everyone out of the building until the danger has passed and you hear the “all-clear” signal. If fire department assistance or evacuation is needed, pull the nearest fire alarm switch.
Last Updated 3/25/2015 Page 38 Earthquake Preparedness Earthquake drills are conducted every three months at every location. We live in Southern California; therefore earthquakes are likely to happen. Earthquakes strike without warning. It is important that you are familiar with the following procedures: Before the shaking starts, know the safe spots in your work area: Against inside walls Under work tables, desks Know the danger spots in your work area: Windows Mirrors Hanging objects Tall unsecured furniture and fixtures During the shaking: If indoors, stay there. Get under a desk or table and firmly hold on to it or corners of the room; If outdoors, move to a clear area away from trees, buildings, walls and power lines. Do not use elevators.
After the shaking stops: Check for injuries. Do NOT move injured individuals unless they are in immediate danger. Remember, our supervisors are trained in both CPR and First-Aid. Be prepared for AFTERSHOCKS. Evacuate the building when advised to do so.
Emergency Action Plan In case of emergencies while you are on the job, there are some procedures you should know and follow when necessary. For example, what to do and where to go in case of a power outage or what you should do and not do in case of an armed robbery. In each Goodwill location, there is a book called the Emergency Action Plan Book (the red book). This book contains all the information you will need in case of any emergency on the job. Your supervisor will go over this book with you during your first week on the job and show you where the Emergency Action Plan book is kept.
Other Important Safety Drills In addition to fire and earthquake drills, we conduct drills related to other types of emergencies, for example, terrorist attack, civil unrest, rolling blackouts, etc. Make sure to participate in all drills and follow management instructions.
Last Updated 3/25/2015 Page 39 MISCELLANEOUS
Tuition Reimbursement It is our belief that education leads to self improvement which improves the value of the employee to Goodwill Industries of San Diego County. If you are a full-time, regular employee, Goodwill will reimburse you for courses that are directly related to your present job or will help you prepare for more responsibilities or promotions at Goodwill. All courses must be approved by your Department Head and Human Resources Department. You can obtain more information on tuition reimbursement from the Human Resources Department.
Learning and Development Goodwill provides avenues for employees to develop their skills, talent and potential. The Learning and Development Department offers voluntary classes in Communication skills, Customer Service and Business Writing to help increase your skills or to help prepare you for the next level. . You are encouraged to discuss with your manager, during your goal-setting conversation, the best classes to take for your position. Employees receive $50 incentive for each voluntary class they take, up to two classes per calendar year.
Goodwill also provides a Security Officer Training. Employees who successfully complete the training receive a basic Security Guard card.
If you are interested in a certificate or in a degree program, Learning and Development Department can help you find a program in the community.
Health Insurance Portability and Accountability Act (HIPAA) The Health Insurance Portability and Accountability Act (HIPAA) is a federal law designed to limit gaps in health insurance coverage and to improve the privacy of an individual’s personal health information. Since we train people with disabilities and other barriers to employment, we may have access to an individual’s private health information to make determinations about job placement and program outcomes. To comply with HIPAA, all employees sign a Confidentiality Statement form during the time of hire. We also train our staff on HIPAA requirements
HIPAA regulations provide clear standards for protecting personal health information, including: recorded or transmitted via paper, email, computers, and/or telephone. They also prohibit individuals from looking into a program participant’s records without a well-defined professional reason and place limitations on who can access such records. HIPAA includes both civil and criminal penalties for those who violate program participant’s privacy rights. Additionally, if you are found to be in violation of this law, appropriate disciplinary action may be taken by Goodwill Industries up to and including termination of employment.
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Health & Wellness Goodwill fosters a work environment that supports healthy living and healthy choices. The Wellness Champions Committee, formed by volunteer employees and headed by the Benefits Specialist, coordinates the “Good WillPower” Wellness Program. The program’s mission is “to improve employee health and wellbeing by increasing awareness and offering activities that support all employees and their families to make healthy lifestyle choices”. You will receive periodic information about how you can improve your health and your family’s, and about the wellness activities Goodwill offers throughout the year.
Lactation Accommodation Goodwill makes reasonable effort to accommodate an employee desiring to express breast milk for the employee’s infant child.
Lost & Found Lost and found items are to be taken or sent to the Human Resources Department. If you have lost or found an article, tell your supervisor immediately and he/she will contact Human Resources.
Updating Employee Records It is very important to keep your personnel records up-to-date in case of an emergency, and to be sure that you receive important documents like paychecks and tax forms. If you move, change your name, change your emergency contact, telephone number or change your marital status, you must tell your supervisor right away. Your supervisor will notify the Human Resources Department.
Human Resources Department Goodwill’s Human Resources Department coordinates all employment activities and staff training programs, provides information about benefits and worker's compensation, maintains personnel records, and advises employees and supervisors on labor relations matters. For help or information call the Human Resources Department at (619) 225-2200. We hope you enjoy your experience at Goodwill!
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STORE ADDRESS & PHONE NUMBERS
CORPORATE HEADQUARTERS DOWNTOWN SAN DIEGO (Pt. Loma) (Store & Book Loft) 3663 Rosecrans St. 939 16th Street San Diego, CA 92110 San Diego, CA 92101 (619) 225-2200 (619) 232-2083
DOCUMENT DESTRUCTION WAREHOUSE HOME AVENUE 2640 Market Street 4359 Home Ave. San Diego, CA 92101 San Diego, CA 92105 (619) 699-9174 (619) 262-6596
PACIFIC BEACH CHULA VISTA 1430 Garnet Ave. 1116 Broadway San Diego, CA 92109 Chula Vista, CA 91911 (858) 274-4960 (619) 420-5111
IMPERIAL BEACH SAN YSIDRO 880 Palm Ave. 630 Front St. Imperial Beach, CA 91932 San Ysidro, CA 92173 (619) 429-6766 (619) 690-1795
OTAY MESA EASTLAKE BOOKSTORE 6655 Camino Maquiladora 2220 Otay Lakes Rd., #501 San Diego, CA 92154 Chula Vista, CA 91915 (619) 428-7776 (619) 216-1900
CLAIREMONT RAMONA
4220 Balboa Ave. 1676 Main Street
San Diego, Ca 92117 Ramona, Ca 92065
(858) 836-7951 (760) 440-9440
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EL CAJON RANCHO SAN DIEGO
420 N. 2nd Street 2650 Jamacha Rd. El Cajon, CA 92021 El Cajon, CA 92019 (858) 909-0200 (619) 660-5900
ESCONDIDO (Centre City Parkway) VISTA 506 W. Washington Ave. 1056 E. Vista Way Escondido, CA 92025 Vista, CA 92084 (760) 739-0200 (760) 630-0600
SANTEE OCEANSIDE (Tri-City) 9575 Mission Gorge Rd. 3841 Plaza Dr. Santee, CA 92071 Oceanside, CA 92056 (619) 258-1937 (760) 806-7670
MIRA MESA LOVELOCK 8145 Mira Mesa Blvd 5232 Lovelock St. San Diego, Ca 92126 San Diego, Ca 92110 (858) 831-9040 (619) 225-2200
NORTH OCEANSIDE LA MESA
3935 Mission Avenue 8250 La Mesa Blvd Oceanside, Ca 92058 La Mesa, Ca 91942 (760) 435-0730 (619) 713-2380
RANCHO BERNARDO LEMON GROVE______
7875 Broadway 15703 Bernardo Heights Pkway Lemon Grove, CA 91945 San Diego, Ca 91928 (619) 741-9140 (858) 798-9600
LA JOLLA HILLCREST
Last Updated 3/25/2015 Page 43 7631 Girard 1219 University Ave. La Jolla, CA 92037 San Diego, CA 92103 (858) 752-6181 (619) 795-6630
ALPINE POWAY BOOKSTORE
1676 Main St. 1834B Alpine Blvd. Ramona, CA 92065 Alpine, CA 91901 (760) 440-9440 (619) 722-7585
______KEARNY MESA______
7061 Clairemont Blvd., Suite 201 San Diego, CA 92111 (858) 810-8230
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