To assure orderly operations and provide the best possible work environment, the Foundation expects employees to follow rules of conduct which will protect the interest and safety of all employees and the employer. It is not possible to list all the forms of behavior which are considered unacceptable in the work place, but the following are examples of infractions of rules of conduct which may result in disciplinary action, including suspension or termination of employment.

Theft or inappropriate removal or possession of Foundation property (see Section 706)

Falsification of timekeeping records (see Section 401)

Working under the influence of alcohol or illegal drugs

Manufacture, sale, purchase, offer to sell or purchase, distribution, dispensation, possession, or use of alcoholic or illegal drugs in the work place, while on duty, or while operating employer-owned vehicles or equipment

Fighting or threatening violence in the work place (see Section 701.1)

Boisterous or disruptive activity in the work place

Negligence or improper conduct leading to damage of employer-owned or customer-owned property

Insubordination or other disrespectful conduct

Violation of safety or health rules

Smoking in prohibited areas

Sexual or other unlawful harassment

Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace (see Section 701.1)

Excessive absenteeism, tardiness or any absence without notice

Unauthorized absence from work during the work day

Unauthorized use of telephones, mail system, or other employer-owned equipment

Unauthorized disclosure of trade secrets or confidential information

Violation of Foundation policies

Unsatisfactory performance or conduct

Employment is by mutual consent of the employer and employee, and either party may terminate that relationship at will at any time, with or without cause and with or without advance notice.


The Foundation is committed to providing a work environment that is free of violence. Any acts or threatened acts of violence will not be tolerated. Anyone engaging in such acts will be subject to corrective action, up to and including immediate termination, and may also be personally subject to other civil or criminal liabilities.

The Foundation has formed a management team to implement and monitor policies dealing with the security of the workplace. This team consists of the Foundation Executive Director, Director of Human Resources, and Director of Information Systems and Technologies. The team will utilize the services of the Foundation Employee Assistance Counselor as needed.

Violent behavior includes, but is not limited to:

The actual or implied threat of harm to an individual, group or individuals, or relatives of those individuals.

The possession on Foundation or California State University, Long Beach ("University") property of a firearm (unless specifically authorized in writing by the Foundation Director of Human Resources, in concert with the University Police Department), or the brandishing of any object which could reasonably be construed as a firearm. The term "property" shall include any Foundation or University work site regardless of ownership, or any location where the individual is engaged in Foundation or University business.

The possession on Foundation or University property of weapons of any kind (unless specifically authorized in writing by the Foundation Director of Human Resources, in concert with the University Police Department), or the brandishing of any object that could reasonably be construed as a weapon. Ther term "property" shall include any Foundation or University work site regardless of ownership, or any location where the individual is engaged in Foundation or University business.

Loud, angry or disruptive behavior that is clearly not a part of the typical work environment.

Callous or intentional disregard for the physical safety or well-being of other.

Willful destruction of Foundation, University, or employee property.

Commission of a violent felony or misdemeanor on Foundation or University property. The term "property" shall include any Foundation or University work site regardless of ownership, or any location where the individual is engaged in Foundation or University business.

Any other conduct which a reasonable person would perceive as constituting a threat of violence.

This policy will apply to employees engaging in any violent behavior regardless of whether or not the behavior is exhibited during the employees' regular work schedule.

Any employee who is subjected to, witnesses or has knowledge of an action which could be perceived as a violent act, or has reason to believe that such actions may occur, must report it promptly to his or her supervisor or to the Foundation Director of Human Resources. Employees may raise concerns and make reports without fear of reprisal.


In accordance with the Drug-Free Workplace Act of 1988 ("DFWA"), the California State University, Long Beach Foundation has established the following policy:

Due to the prevalent use of illegal drugs in the United States and the hazards they pose in the workplace, not only to the abuser but to the general population as well, the Foundation strictly prohibits the manufacture, sale, purchase, offer to sell or purchase, distribution, use, dispensation or possession of illegal drugs in the workplace. Physician-prescribed medications may be used by employees, provided the drugs do not adversely affect job performance or the safety of the employee or other individuals in the workplace.

It is the responsibility of any Foundation employee convicted of a criminal drug offense occurring in the workplace to notify the Foundation Human Resources Department within five (5) calendar days of conviction. Action may be taken against any Foundation employee convicted of a criminal drug offense occurring in the workplace. Appropriate action may include discipline, up to and including termination, and/or the requirement of satisfactory participation in a drug treatment program as deemed necessary by the Foundation Director of Human Resources.

To further enhance this effort, a drug-free awareness program has been established to inform Foundation employees of the dangers of drug abuse in the workplace, and the availability of drug counseling and rehabilitation programs. This program is designed to assist all Foundation employees. Any employee who wishes further information should contact the Foundation Human Resources Department.


The Foundation must take all reasonable steps to prevent discrimination and harassment. Sexual harassment in employment violates Foundation policy and is prohibited under Title VII of the federal Civil Rights Act and the California Fair Employment and Housing Act.

Sexual Harassment Defined

Federal Law defines sexual harassment as unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made a term or condition of employment; or (2) submission to or rejection of such conduct is used as basis for employment decisions affecting the individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.

California law defines sexual harassment as unwanted sexual advances or visual, verbal or physical conduct of a sexual nature. This definition includes many forms of offensive behavior. The following is a partial list of behavior considered offensive:

Unwanted sexual advances

Offering employment benefits in exchange for sexual favors

Making or threatening reprisals after a negative response to sexual advances

Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters.

Verbal conduct: making or using derogatory comments, epithets, slurs, sexually explicit jokes, comments about an employee's body or dress.

Verbal sexual advances or propositions.

Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe an individual, suggestive or obscene letters, notes or invitations.

Physical conduct: touching, assault, impeding or blocking movements

It is unlawful for any employee to sexually harass females or males. Sexual harassment on the job is unlawful whether it involves co-worker harassment, harassment by a supervisor or manager, or by persons doing business with or for the Foundation.

Prevent Sexual Harassment

A program to eliminate sexual harassment from the workplace is not only required by law but is the most practical way to prevent incidents from occurring, or to avoid or limit damages if harassment should occur despite preventive efforts.

The Foundation's Complaint Procedure

The Foundation's complaint procedure provides for an immediate, thorough and objective investigation of any sexual harassment claim, appropriate disciplinary action against one found to have engaged in prohibited sexual harassment, and appropriate remedies to any victim of harassment.

Employees who believe they have been sexually harassed on the job, including harassment by persons doing business with or for the Foundation should provide a written or verbal complaint to Director of Human Resources or Executive Director of the Foundation as soon as possible. The complaint should include details of the incident(s), names of individuals involved, and the names of any witnesses. Supervisors and managers must immediately refer all harassment complaints to the Director of Human Resources or Executive Director of the Foundation.

All incidents of sexual harassment that are reported must be investigated. The Director of Human Resources or the Executive Director of the Foundation will immediately undertake or direct an effective, thorough and objective investigation of the harassment allegations. The investigation will be completed and a determination regarding the alleged harassment will communicated to the employee(s) who complained and the accused harasser(s). If the Foundation determines that sexual harassment has occurred, the Foundation will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any future harassment. If a complaint of sexual harassment is substantiated, appropriate disciplinary action, up to and including discharge, will be applied. Whatever action is taken against the harasser will be communicated to the employee who complained, and the Foundation will take appropriate action to remedy any loss to the employee resulting from the sexual harassment.

Protection Against Retaliation

The Foundation's policy and California law prohibit retaliation against any employee by another employee or by the Foundation for using the complaint procedure or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a federal or state enforcement agency. Prohibited retaliation to the whistle-blower includes, but is not limited to, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefits.

No harassment will knowingly be permitted, and the Foundation will not knowingly permit any retaliation against any employee who complains of sexual harassment or who participates in an investigation. Foundation policy and California law prohibit retaliation against any employee who opposes sexual harassment. Opposition to sexual harassment includes, but is not limited to: seeking advice or assisting or advising any person in seeking advice of an enforcement agency regardless of whether a complaint is filed or, it filed, substantiated; opposing employment practices that an employee reasonably believes to be unlawful; participating in an activity perceived to be opposition to discrimination by an employer covered by the law; or contacting, communicating with or participating in any federal, state, or local human rights or civil rights agency proceedings.

Any report of retaliation by the one accused of harassment, or by co-workers, supervisors or managers, will also be immediately, effectively and thoroughly investigated in accordance with the Foundation's investigation procedures outlined above. If a complaint of retaliation is substantiated, appropriate disciplinary action, up to and including discharge, will be taken.

Liability For Sexual Harassment

Any employee of the Foundation whether co-workers, supervisor or manager, who is found to have engaged in unlawful sexual harassment is subject to disciplinary action up to and including discharge from employment. An employee who engages in sexual harassment, including any manager who knew about the harassment and took no action to stop it, may be held personally liable for monetary damages. The Foundation will not pay damages assessed personally against any employee.

Additional Enforcement Information

In addition to the Foundation internal complaint procedure, employees should also be aware that the federal Equal Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH) investigate and prosecute complaints of sexual harassment in employment. Employees who believe that they have been sexually harassed may file a complaint with the EEOC within 300 days of the harassment or with the DFEH within one year of the harassment. Both the EEOC and the DFEH serve as neutral fact-finders and attempt to help the parties voluntarily resolve disputes.

If the EEOC finds a complaint is justified, it may bring a lawsuit in federal court seeking an order to prevent further unlawful activity, as well as orders to pay large fines and damages, and remedies such as hiring, reinstatement, backpay, promotion and changes in the employer's policies and/or practices. If the DFEH finds evidence of sexual harassment, and settlement efforts fail, the DFEH may file formal accusations against the employer and the harasser. The accusation will lead either to a public hearing before the Fair Employment and Housing Commission or a lawsuit on the complainant's behalf by the DFEH. If the Commission finds that harassment occurred, it can order remedies, including damages and/or finds from each employer and harasser charged. In addition, the Commission may order hiring or reinstatement, backpay, promotions and changes in the policies or practices of the involved employer. A court may order unlimited damages.

Other Types of Unlawful Harassment

In addition to sexual harassment, the Foundation's policy prohibits all types of harassment whether are based on an employee's race, ethnicity, age, physical or mental disability, sexual orientation or any other basis prohibited by federal, state or local law. All such harassment is prohibited. The policies and procedures described above apply to all types of unlawful harassment and an employee should feel free, without fear of retaliation, to follow the procedures described if he or she believes unlawfully harassment has occurred.

For more information, contact the Director of Human Resources or the Executive Director. The nearest office of the EEOC or DFEH, may also be contacted as listed below:

Equal Employment Opportunity Commission

322 West First Street, #2126

Los Angeles, CA 90012

(213) 897-2844

Equal Employment Opportunity Commission

901 Market Street, Suite 500

San Francisco, CA 94103

(415) 744-6500

Department of Fair Employment and Housing

255 East Temple Street, Fourth Floor

Los Angeles, CA 90012

(213) 894-1015

Department of Fair Employment and Housing

30 Van Ness Avenue, Suite 300

San Francisco, CA 94102-6073

(415) 557-2005


To maintain a safe and productive work environment, the Foundation expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on the employer. In the rare instance when an employee cannot avoid being late to work or is unable to work as scheduled, he or she must notify his/her supervisor prior to the anticipated tardiness or absence, or within two hours of his/her scheduled reporting time when advance notice is impossible.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, including termination of employment.


Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image we present.

During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Employees who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. Under such circumstances, employees will not be compensated for the time away from work.

Consult your supervisor or department head if you have questions as to what constitutes appropriate attire.


Employees are responsible for all Foundation property, materials, or written information issued to them or in their possession or control. Employees must return all property of the Foundation that is in their possession or control in the event of termination of employment, resignation, or layoff, or immediately upon request. Where permitted by applicable laws, the Foundation may withhold from the employee's check or final paycheck the cost of any items that are not returned when required. The Foundation may also take all action deemed appropriate to recover or protect its property.


Resignation is a voluntary act initiated by the employee to terminate employment with the employer. Although advance notice is not required, the Foundation requests at least two weeks' written resignation notice from all employees.


The Foundation wishes to maintain a work environment which is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, the Foundation prohibits the control, manufacture, possession, transfer, sale, purchase, offer to sell or purchase, or use of such materials on its premises. The Foundation requires the cooperation of all employees in administering this policy.

Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of the Foundation. Accordingly, they, as well as any article found within them, if reasonable suspicion exists that a Foundation policy is being violated, can be inspected by any agent or representative of the Foundation at any time, either with or without prior notice.


The Foundation's computer systems and other technical resources of the Foundation are provided by the Foundation for the use of the Foundation and are to be reviewed, monitored and used in the pursuit of the Foundation's business. As a result, computer data is readily available to numerous persons. If, during the course of employment, an employee performs or transmits work on the Foundation's computers or other technical resources, work may be subject to the review of others.

Files or programs may only be accessed with permission. Unauthorized review of files, dissemination of passwords, the creation or use of passwords not authorized by the Foundation, damage to systems, removal of files, removal of programs or improper use of information contained in the computer system may be grounds for disciplinary action, up to and including termination.

The use of electronic or E-mail in any manner which may be disruptive, offensive to others or harmful to morale is specifically prohibited, including but not limited to the display or transmission of sexually explicit images, messages and cartoons, as well as use of any ethnic slurs or communication which may be construed as harassment or disparagement of others. Such transmissions may be grounds for disciplinary action, up to and including termination. Use of Foundation resources for ventures, religious or political causes, outside organizations or other non-job-related solicitations is strictly forbidden and is grounds for disciplinary action, up to and including termination. Searches of E-mail may be conducted without advance notice in order to information, is being used exclusively for such purpose.

Employees may not duplicate software programs. Any unauthorized duplication is grounds for immediate discipline, up to and including discharge. Employees may not keep any backup copies of work done for the Foundation when they leave the company. If employees wish to keep samples of their work, they must obtain written permission from the Executive Director to download specific examples. Downloading may occur only in the presence of the Director of Information Systems Technology or his/her designee. Under no circumstances are employees allowed to keep copies of proprietary information, data, or programs.

An employee of the Foundation is permitted to use the Foundation's equipment for occasional, non-Foundation-related purposes in accordance with the Foundation's policy. However, no personal right of privacy of an employee exists in any file contained within or transmitted by the Foundation computers. Likewise, information contained on the Foundation's voicemail system is subject to review; the Foundation management may override your voicemail password and review your messages if deemed necessary in the best interest of the Foundation.

The Foundation property such as cellular telephones, office telephones, modems and beepers are not to be used for illegal activities or non-Foundation-related business. Bills and other documentation related to this type of equipment are the property of the Foundation and may be reviewed and used for purposes the Foundation considers appropriate.


In an effort to assure a productive and harmonious work environment, persons not employed by this organization may not solicit or distribute literature in the workplace at any time for any purpose without the express written permission of the Foundation Executive Director.

The Foundation recognizes that employees may have interest in events and organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during work time. (Work time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.)

Examples of impermissible forms of solicitation include:

* The distribution of literature in work areas during work time

In addition, the posting of written solicitations on company bulletin boards is restricted.


The Foundation is committed to providing a safe, efficient, and productive work environment for all employees. In keeping with this commitment, employees and job applicants may be asked to provide body substances samples (e.g. blood, urine) to determine the illicit use of drugs. The Foundation will attempt to protect the confidentiality of all drug test results. Drug tests may be conducted in any of the following situations:

POST-ACCIDENT - Any current employee who is involved in a serious incident or accident while on duty, whether on or off the employer's premises, may be asked to provided a body substance sample, if a reasonable suspicion exists that the employee is under the influence of alcohol or drugs or controlled substance.

FITNESS-FOR-DUTY - This test may be required if significant and observable changes in employee performance, appearance, behavior, speech, etc. provide reasonable suspicion of the influence of drugs. A fitness-for-duty evaluation may include the testing of a body substance sample.

RANDOM TESTING- Employee holding safety-sensitive positions may be subject to testing at any time on a random basis.

Subject to any limitations imposed by law, refusal to provide a body substance samples under the conditions described above may result in disciplinary action, up to and including discharge.


A subpoena is a form order issued from a court or an administrative agency, which compels the attendance of a witness and/or production of documents, at a particular time and location. There are many different kinds of subpoenas, and their requirements vary depending on the nature of the underlying proceedings in which they are issued.

A. Witness - In the event that a subpoena calls for the appearance of a Foundation employee in connection with their work, the subpoena must be served upon that witness personally. Immediately upon receipt of the subpoena, the employee must notify the Foundation Human Resources Department. The employee will be asked to forward a copy of the document to the Director of Human Resources. If the Director of Human Resources determines that legal counsel is necessary, an attorney will be provided at no cost to the employee. Employees shall never in connection with Foundation business contact any legal counsel without the express permission of the Director of Human Resources. Foundation employees who must appear as a witness in connection with Foundation employment will continue to receive regular pay during the period of witness service.

B. Records - In the event that a subpoena calls for the production of documents, the subpoena shall be delivered to the Human Resources Department. If a subpoena is inadvertently accepted by someone outside of the Human Resources Department, the recipient must immediately contact the Human Resources Department and deliver the original document to the Human Resources Department no later than the end of the same business day.

If the subpoena requests the production of employment records, the Human Resources Department will have responsibility for responding to the subpoena. If the subpoena requests the production of documents other than employment records, the Director of Human Resources will coordinate the response to the subpoena in concert with the appropriate custodian of records.


The Employee Assistance Program provides confidential counseling and referral services to employees. Foundation employees may visit a licensed, marriage, family and child counselor up to three times per year. The counselor will be one trained to deal confidentially with a variety of personal or family issues. To learn more about this benefit, please call the Director of Human Resources.


Occasionally, employees may encounter a situation of conflict requiring the attention of an individual of a higher level of authority. In most cases, an employee is encouraged to seek the assistance of his or her immediate supervisor to resolve the conflict. In cases where the employee is not satisfied with the resolution suggested by the supervisor, or if the nature of the conflict causes the employee to feel uncomfortable in dealing with his or her immediate supervisor, the employee is encouraged to seek the assistance of the Foundation Human Resources Department. An employee may discuss problems or conflicts without fear of reprisal with any member of Foundation management. Additionally, some circumstances may be referred for Administrative Review. Information about this process may be obtained from the Human Resources Department.


The Foundation recognizes that employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, may wish to continue his or her normal pursuits, including work, to the extent the condition allows. The decision to continue work will be based on the ability to meet normal performance standards and on the receipt of satisfactory medical evidence that the employee does not present an immediate threat to themselves or others. Evaluation of the potential dangers presented by individuals with life-threatening diseases will occur on a case-by-case basis by the Foundation Director of Human Resources who will consider existing medical and scientific evidence.


I understand that the employee handbook describes important information about this organization and that I should consult a Foundation Human Resources Representative regarding any questions not answered in the handbook.

Since provisions of the handbook are subject to change, I further understand that revisions in writing signed by authorized Foundation representatives to the handbook may supersede or eliminate one or more existing policies and that all such changes will be communicated through official notices.

My employment relationship with this organization is voluntarily entered into and is subject to termination or modification by me or my employer at will, with or without cause or advance notice.

I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received, read, understood, and will comply with both the policies contained in this handbook and any revisions made to it.

Employee's Signature Date

Employee's Name (Typed or Printed)