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SENIOR CENTER PERSONNEL POLICIES & PROCEDURES
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Depending on the situation, the time frames may be adjusted, either
longer or shorter, and action may be initiated at any level at the discretion
of the Senior Center Director and Governing Board.
Documentation regarding performance issues becomes part of the
employee’s personnel file.
DISMISSAL/RESIGNATION OF STAFF
All resignations must be submitted in writing to the supervisor, giving the
reason for resignation and anticipated last day of work. The following
amount of notice is requested.
1. Senior Center Director: 4 weeks
2. Senior Center Staff: 2 weeks
The Governing/Advisory Board retains the right to make any resignation
effectively immediately.
Upon termination, senior center employees must return the following
items, as applicable:
1. Senior Center keys
2. Senior Center Work Equipment
3. Any other Senior Center Property
If a person’s employment is terminated, the individual is prohibited from
returning to the premises without advance permission from his/her former
supervisor.
The Senior Center Director and/or Governing Board, at its discretion, may
conduct an exit interview to hear about improvements, ideas or
impressions that might benefit the senior center.
CONFLICT OF INTEREST / NEOPTISM
This policy exists in an effort to establish a working environment free from
actual or perceived bias or favoritism. Each center shall prohibit paid staff
or members of paid staff’s immediate family from serving as members of
the governing entity. A center director, by virtue of his/her position in the
source: setaaad.org
