STATEMENT OF EMPLOYMENT
All employees are employees of the Montgomery YMCA and are subject to the policies and directives of the YMCA as established by its Board of Directors.
The Association's Board of Directors employs a President, who serves as the Chief Executive Officer. The President, in consultation with those certain committees established from time to time by the Board of Directors, employs the Vice Presidents. The Vice Presidents, in consultation with the President and the appropriate committees, employs the Branch Executive Directors. Each Branch Executive Director, in consultation with the Vice Presidents, employs and defines the duties of the employees in the branch organization.
- The YMCA endeavors to select personnel who meet the necessary standards of educational and occupational qualifications who can effectively advance the objectives of the YMCA, who have the capacity for personal and professional growth, and who can become a viable part of the organization.
- All employment practices shall be consistent with all applicable laws and other such acts and regulations which control the employment relationship.
- Employment with the YMCA is not for any specific term and may be terminated at any time for any reason by either the employee or the YMCA.
Employment with the YMCA is employment at will. "Employment at will" means that employees may end their employment at any time for any reason, and that the employer (the YMCA) may terminate employees at any time for any reason, with or without cause.
QUALIFICATIONS
Employees must be persons who are sympathetic with the purposes and goals of the Montgomery YMCA. They should possess the requisite aptitudes, skills, and capacities required in their field of work. In recognition of the purposes and goals of the Association, the employee must be willing to serve the needs of the community. Employees should exhibit the desire and capacity to learn, and to improve their own workmanship.
The Association provides opportunity for promotion from within the organization whenever possible. However, the Association also uses the open application process recommended by the National Council of YMCAs.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
It is the policy of the YMCA to comply with all existing state and federal laws regarding equal opportunity as such laws relate to employees and applicants for employment. Accordingly, the YMCA is committed to:
- Ensuring that personnel decisions, including recruitment, hiring and training, for all job classifications are made without regard to race, color, religion, gender, age, national origin, marital status, veteran status, mental or physical disability, or any other basis prohibited by law.
- Establishing a monitoring system to allow for the review of these objectives.
- Analyzing personnel actions periodically to ensure equal employment opportunities do exist.
- Ensuring equal access to all jobs through training and development.
The YMCA's policy and practice is to comply at all times with the federal Americans with Disabilities Act and to ensure equal employment opportunity for all qualified persons with disabilities.
The YMCA is committed to ensuring non-discrimination in all terms, conditions and privileges of employment. The YMCA shall provide reasonable accommodation to the known physical or mental limitations of all qualified persons with disabilities, including work site accessibility, as long as the accommodation does not cause undue hardship on the operation of the YMCA’s business.
BENEFITS PHILOSOPHY
Employee benefits represent a significant part of an employee's compensation package. They help provide security and protection against stresses which otherwise could disrupt the individual employee's work and family life. The YMCA's benefits program is focused to enhance the work environment. It is responsive to the increased recognition that employees have different needs, depending on their age, marital status and dependents. The YMCA's benefits program complies with and supplements all government-mandated laws and regulations.
Descriptive materials, related to benefits, are provided to employees during their initial orientation or whenever a change in coverage occurs. Benefits may be added, modified or terminated at the discretion of the YMCA.