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  1. Welcome! You’re Part of a Great Organization

  2. About GCE: Our purpose and reason for existence is to help people with disabilities find meaningful work.

  3. Maryland Virginia Kentucky North Carolina Tennessee South Carolina Mississippi Georgia Alabama Florida Where in the world is GCE?

  4. Our Business Lines • Food Service • Custodial Services • Mail Room Services • Administrative Services • Shelf Stocking

  5. Orientation Folder • Bright Ideas Program • Employee Assistance Program • Activity Center • HR Contact List • Payroll Schedule

  6. OUR CODE OF CONDUCT A Guide to GCE Performance Standards Handbook

  7. What Kind of Company Do You Want to Work For? Our Values Vision Integrity Superior Service Innovation Teamwork Stewardship

  8. Our Values Integrity Maintaining the highest standards of behavior. Encompasses honesty, ethics, and doing the right things for the right reasons. Vision The ability and willingness to look forward to the future and make decisions necessary to accomplish important goals.

  9. Our Values Innovation Capable of extraordinary creativity and willing to explore new approaches to improving quality of life for all persons. Superior Service Committed to providing excellent service.

  10. Our Values Stewardship Dedicated to responsible stewardship of GCE assets and financial resources, and to service. Teamwork An abiding respect for others, and a sustaining commitment to work together.

  11. Standards of Performance Commitment to Co-Worker At GCE our coworkers are our teammates. They deserve our respect and trust. GCE is dedicated to maintaining a work environment that is a pleasurable and enjoyable employment experience. • Treat others with respect and appreciation. • Value differences and respect individuality. • Work cooperatively. • Be dependable, punctual, and loyal. • Address issues respectfully and through the appropriate chain of command. • Be a role model.

  12. Respect for Our Co-Workers Scenario: A group of employees are having lunch outside on the picnic table and you overhear them talking about the new person’s disability. You hear them joking about how the new person looks. What do you do?

  13. Standards of Performance • COMMITMENT TO SERVICE • GCE is committed to providing the highest quality of service by exceeding the expectations of our customers. We will perform our duties in a responsible, reliable, appropriate and cost effective manner. • Respect our CUSTOMERS time and needs. • Greet every customer with a warm and friendly smile. • Thank customers for their business. • Listen to our customer’s concerns. • Do not distribute unauthorized materials and information, nor solicit any individual for any purpose outside of our official duties, without specific permission of our supervisor. • Keep a positive sense of humor.

  14. Respect for our Customers Scenario: You are about to enter a private office to clean when you overhear two people in a serious discussion about the company’s new business venture. What do you do?

  15. Standards of Performance • SENSE OF OWNERSHIP • Sense of Ownership means that we take pride in what we do. We are responsible for the results of our efforts and we recognize that our work is a reflection of ourselves. • Take pride in the organization as if it were your own. • Know and understand the responsibilities of your job. Take charge and accept these responsibilities. • Keep your work area and surrounding work environment clean and safe. • Do the job right the first time. Focus on your customer’s needs.

  16. Standards of Performance • CONFIDENTIALITY • As an employee of the GCE organization, we have a responsibility to ourselves, our customers, our co-workers and our management team to maintain confidentiality of all privileged information. • Respect your co-workers’ privacy by eliminating gossip. • Do not discuss the operations of GCE and it’s business practices with others. If you have questions or comments, please discuss these with your supervisor. • Keep our customer’s business private. • Do not discuss personal or confidential information about our co-workers or customers.

  17. Confidentiality • As an employee of GCE, one of the most important responsibilities you will have is maintaining confidentiality. • Respect For Co-Worker Differences • Customer Information and Conversations • Safeguarding GCE Information

  18. Standards of Performance • PERSONAL APPEARANCE • GCE strives to always project a professional image to our customers. Your appearance is a reflection of your respect for your customers, your co-workers and yourself. • We will ensure that our work clothes are clean, neat and appropriately fitted. • We will wear our uniforms and identification badges during working hours. • We will practice good personal hygiene. • We will follow work-site dress code guidelines.

  19. Standards of Performance • MAINTAINING A SAFE WORK ENVIRONMENT • Safety is the responsibility of all GCE employees. Think safe, act safe, be safe, and stay safe. • We will practice safety as a responsibility to our customers and our co- workers. • We follow all safety rules, regulations and procedures. • We will support an alcohol,drug-free and weapon free workplace. • We will report to our supervisor any practice or condition that might impact the health and safety of the employees and the facility. • We will report any accident or injury to our supervisor.

  20. Standards of Performance • SECURITY AWARENESS • We are trusted to protect the property of GCE and the property of our customers. • We will respect the property of others. We will care for all assets, property and supplies. • We will dispose of surplus, obsolete or junked property or anything of value according to policy and procedure. • We will turn in to our supervisor any items of value found during working hours. • We will report any theft or security violations.

  21. Safeguarding GCE Information Scenario: You stop by your GCE site office to speak with the project manager or a supervisor about your work assignment. You find a piece of paper on the floor and notice it has your friend’s name on it. What do you do?

  22. Standards of Performance • CONFLICTS OF INTEREST • We will perform our duties on behalf of the company and customers in a truthful and loyal manner. • We will avoid any actions that may be reasonably construed to cause an actual or potential conflict of interest. • We may accept unsolicited gifts of food or flowers from customers or business associates, however, these items should be shared with other department employees and should not exceed $25 in value. Any other gifts must be approved by the contract administrator. Gifts of cash are never allowed. • We will not use or share inside information, which is not otherwise available to the general public, for any improper use.

  23. Standards of Performance PROPER CONSIDERATION OF GCE EMPLOYEES All staff contribute directly to our success and as such, GCE is committed to reasonably protect, support and develop our staff to its fullest potential in a fair and equitable manner. GCE supports a culture that taps the full potential of employees and builds an environment that allows all people to feel appreciated, included and valued. Job growth, employee development and individual empowerment are actively encouraged and rewarded.

  24. Standards of Performance • GCE will operate in accordance with high legal, moral and ethical standards and will comply with all applicable laws, regulations and standards. • We will require that all statements, communications, and representations are accurate, complete and truthful. • We will not sacrifice our professional standards, judgment or objectivity. • We will not engage, either directly or indirectly, in any corrupt business practice.

  25. Reporting a Problem • Follow a chain of command: • Your Supervisor • Your Project Manager • Your Contract Administrator • The Human Resources Department

  26. F I S H Food for Thought

  27. Fish Food for Thought • What are the benefits of a creative & fun work setting? • How can you make your customer’s day everyday? • How can you make your co-worker’s day everyday? • What can we do to make sure we are “being there” for our customers? • How important is attitude in your work life?

  28. RESPECT IN THE WORKPLACE Everyone’s Responsibility

  29. Differences are great! PoLiTics Personality Color Size MARRIAGE Disability Religion Age Sex

  30. CROSSING THE LINE Religion Age Sex Race National Origin Color Disability Marital Status Veteran Status

  31. What is Sexual Harassment? The EEOC defines sexual harassment as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: • Submission to such conduct is made a term or condition of employment • Submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions • Such conduct has the purpose or effect of unreasonably interfering with the individual work performance or creating an intimidating, hostile, or offensive work environment

  32. Why Does It Happen • People have different value systems • Sexual conduct can be viewed as a power tool • Jokes, sarcasm, profanity, etc., might be everyday language for some individuals • Compliments, comments, etc., can often be misunderstood • Lack of awareness on the offenders part

  33. Sexual jokes, innuendoes, references or gestures Sexually suggestive computer messages Demeaning language or behavior Sexual compliments Teasing in a sexual nature Questions about personal or intimate matters Repeated requests for a date despite refusals Physical “horsing around” Hugs, kisses, back rubs Inappropriate Workplace Behaviors

  34. Additional Behaviors • Gender bashing • Comments about a person’s physique • Inappropriate calendars, posters, magazines, office signs, coffee mugs • Office or phone conversations about the details of a “hot date!” • Religious Jokes

  35. Our Policy

  36. What Can Be Done To Prevent It • Be conscientious of other people’s feelings • Discourage inappropriate jokes and out-of-line comments when you hear them • Learn to say “no” to conduct that offends you • Before you say something that could be inappropriate, think about how your family would react if they heard it

  37. What Should You Do If It Happens to You • Say no! Let the individual know that their conduct is offensive to you and that it must stop • If you think saying “no” won’t end it, report the incident to your management or human resources immediately. It is okay if you don’t feel comfortable saying “no”. It is okay to come forward to human resources • If an incident occurs after hours, report it to the appropriate manager on duty. They will know what action to take including contacting human resources • If you know that someone else is being subjected to inappropriate behavior, report it to management or human resources. It is everyone’s responsibility to create and maintain a work environment based on respect for others

  38. Americans With Disabilities Act ADA

  39. Americans With Disabilities Act The Americans with Disabilities Act has the most far-reaching impact on the workplace since the Civil Rights Act of 1964! The ADA provides civil rights protection to persons with disabilities in the areas of: employment / access to public services / public & private transportation and telecommunication services An individual with a disability under the ADA is a person who: • Has a physical or mental impairment that substantially limits one or more of his or her major life activities • Has a record of such an impairment; or • Is regarded as having such an impairment.

  40. Do Individuals Who Use Drugs Have Rights under ADA? • Anyone who is currently using drugs illegally is not protected by the ADA and may be denied employment or be terminated on the basis of such use. The ADA does not prevent employers from testing applicants or employees for current illegal drug use, or from making employment decisions based on verifiable results.

  41. Diversity = Differences Diversity in the workplace is the variety among people related to such factors as age, culture, education, employee status, family status, function, gender, national origin, physical appearance, race, regional origin, religion, sexual orientation, and thinking style. Valuing diversity means: • The recognition that there are other ways of seeing the world, solving problems, and working together • Promoting inclusion - providing an environment where all employees are supported and valued. • Creating an environment where differences are valued.

  42. Barriers to Diversity Prejudice - A preconceived feeling or bias (a normal human reaction) Stereotyping - This actions occurs when we apply our biases to all members of a group Discrimination - Treating people differently, unequally, and usually negatively because they are members of a particular group. Unintentional Discrimination - Occurs because of habit, unconscious behavior or just plain insensitivity. This happens when we say or do something without thinking and end up hurting someone else in an attempt to be our own friendly selves.

  43. What Can YOU Do? • Give and receive compliments • Avoid slang and try listening more • Celebrate all holidays (or celebrate none) • Recognize your own biases and prejudices • Expose yourself to other cultures • Think before you speak and be sensitive to others • Be careful with humor • Lighten up! • Be a role model!

  44. EMPLOYEE HANDBOOK • Key Points to remember • Uniforms/I.D. Badges • Reporting to Work/Attendance • Absences • Fraternization Policy • Performance Evaluation • Causes for Termination

  45. It's Break Time!

  46. EMPLOYEE HANDBOOK • Key Points To Remember: • Uniforms and ID Badges • Reporting to Work • Absences • Reporting Hours Worked • Performance Evaluation • Handbook Acknowledgment Form

  47. Drug Free Workplace

  48. Our Drug-Free Workplace Policy exists to: • Protect the health and safety of all employees, customers and the public • Safeguard employer assets from theft and destruction including trade secrets • Maintain product quality and company integrity and reputation • Comply with the Drug-Free Workplace Act of 1988 or any other applicable laws

  49. Impact of Substance Abuse in the Workplace • Employee health • Productivity • Decision making • Safety • Employee morale • Security • Organizational image and community relations

  50. GCE does not conduct random testing but we may test for the following: • Reasonable suspicion • Probable Cause • Routine fitness-for-duty • Worker’s Comp- a drug test is mandatory when ever an employee has a worker’s comp. Injury. Any employee who refuses to submit to a drug test deemed necessary will be terminated from employment.