Employee Handbook & Policy Receipt Acknowledgement

By “submitting this form,” I acknowledge that I have received a copy of the LUM Employee Handbook (HANDBOOK), including but not limited to the LUM Drug and Alcohol Policy, LUM Conflicts of Interest Policy, LUM Sexual Harassment Policy, LUM Job Abandonment Policy, and LUM Policy on Sexual Abuse & Misconduct with Children, and that I have read it, understand it, and agree to comply with it. I understand that the Lafayette Urban Ministry (Organization) has the maximum discretion permitted by law to interpret, administer, change, modify, or delete the rules, regulations, procedures, and benefits contained in the HANDBOOK at any time with or without notice. No statement or representation by a supervisor, manager, or any other employee, whether oral or written, can supplement or modify this HANDBOOK. Changes can only be made if approved in writing by the Executive Director of the Organization. I also understand that any delay or failure by the Organization to enforce any rule, regulation, or procedure contained in the HANDBOOK does not constitute a waiver on behalf of the Organization or affect the right of the Organization to enforce such rule, regulation, or procedure in the future.

I understand that neither this HANDBOOK nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. I further understand that, unless I have a written employment agreement signed by an authorized Organization representative, I am employed “at-will” (to the extent permitted by law) and this HANDBOOK does not modify my “at-will” employment status.

If I am covered by a written employment agreement (signed by an authorized Organization representative) or a collective bargaining agreement that conflicts with the terms of this HANDBOOK, I understand that the terms of the employment agreement or collective bargaining agreement will control.

This HANDBOOK is not intended to preclude or dissuade employees from engaging in legally protected activities under the National Labor Relations Act (NLRA). This HANDBOOK is not intended to violate any local, state, or federal law. No provision or policy applies or will be enforced if it conflicts with or is superseded by any requirement or prohibition contained in federal, state, or local law, or regulation. Furthermore, nothing in this HANDBOOK prohibits an employee from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to, or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (EEOC), National Labor Relations Board (NLRB), Securities and Exchange Commission (SEC), or any other federal, state, or local agency charged with the enforcement of any laws.

This HANDBOOK supersedes any previous handbook or policy statements, whether written or oral, issued by Lafayette Urban Ministry.

If I have any questions about the content or interpretation of this HANDBOOK, I will contact Leanna Giltmier.

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