Principle 3: Respect

Infrastructure Checklist

• Checklist for an assessment of legal activities

• Fair Labor Standards Act Compliance

• Connecticut and Federal Labor Posters Available For Downloading
• Connecticut Department of Labor
• Connecticut Labor Law Posters

• Connecticut Insurance Department

• Criminal Records
• Driving Records

• CT State Library Public Record Retention
• Record retention musts

• Human resource organizational charts
• Example chart

• Personnel Policy Manuals
• Human resource time savers and sample documents

• CT Dept. of labor legal requirements
• Sample Policy

• Example Compensation and Classification Policy

• Statement of Values and Code of Ethics for Nonprofits
• Ethics & code of conduct questions

• Sample Policy
• Conflict of interest and disclosure form

• Sample policy

• Article on policies and sample policies

•  Employee Informal Complaint Policy

• State of Connecticut Workers’ Compensation Commission

• Purchase Policy Programs
• About Evaluating and Training

• Sample policy

• Sample Policies

• Sample policies and procedures

• What should be in a personnel file?

• U.S. Citizenship & Immigration Form Services

• I-9 Form
• W-4 Form

• Sample salary reduction agreement
• Direct Deposit Form

• Reference check form

• Sample list of conditions of employment

• About writing a Position description

• Sample contract

• Sample evaluation policies and article

• The Rules of Disciplinary Documentation

Separate File Maintained for Medical Information in Accordance with the Law

Recommended Practices

1. A nonprofit must comply with all local, state and federal employment laws in hiring and employing personnel.
2. If the organization employs staff, the board should annually review its overall compensation structure, using industry based surveys of salaries and benefits. The board should establish policies on employee benefits, which may include:
   (a) medical insurance
   (b) retirement plans
   (c) sick leave, maternity/paternity leave, vacation, and other paid time off; and
   (d) other benefits as may be appropriate.
3. A nonprofit should adopt a set of specific, but separate, policies and procedures for personnel and volunteers.
4. A nonprofit should employ individuals who are suitable for the positions they occupy (paid or unpaid) and committed to the goals, values and objectives of the organization.
5. A nonprofit and its board should establish and abide by a broad and encompassing equal opportunity employment policy.
6. A nonprofit should strive to employ personnel and volunteers who reflect the diversity of the community, as appropriate for program effectiveness.
7. A nonprofit should support the education and development of personnel and should provide them with opportunities for growth and advancement.
8. A nonprofit organization should provide staff and volunteers with clear, current job descriptions and the tools they need to produce quality work.
9. A nonprofit should have a system in place for the succession of management and board members, most notably for the executive director and key board leadership.
10. A nonprofit should establish both employee and volunteer records retention policies and procedures that are consistent with applicable laws and best industry practices.