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Together, we prepare people for work.

In general, Goodwill-Easter Seals will not employ individuals who have been convicted of crimes
involving theft, violence, harassment, abuse, or crimes of a sexual or predatory nature; however, each
situation will undergo an individualized assessment, and Human Resources makes the final
determination of employment eligibility.

All information discovered during this process is kept confidential and is restricted to only necessary
personnel within the Human Resources department.

PRESS/MEDIA POLICY

All press contacts and inquiries regarding Goodwill-Easter Seals are to be referred to the Marketing
department, which manages all media requests. Individual employees should not write letters to the
editor, offer interviews, or speak with reporters regarding GESMN in any manner, which suggests to the
media or the public that the employee is speaking on behalf of the organization.
Neither should any employee make comments to the media which place the organization in a false light
nor otherwise knowingly misrepresent the work of GESMN. Violations of this policy may result in
discipline up to and including termination.

PERSONNEL RECORD ACCESS

Human Resources creates and maintains a personnel record for each employee. The record contains
information relevant and necessary for administering employment activities or required by law or
regulation. Personnel records include such information as the employee’s job application, resume,
training records, documentation of development conversations, salary increases, and other employment
information.

Personnel records are the property of Goodwill-Easter Seals, and access to the information they contain
is restricted. Unless required by law, the information in a personnel record will not be released to a third
party without the employee's prior written authorization.
Access to an employee’s personnel record will be limited to those who have a bona fide reason for
access, typically Human Resources and the employee’s manager.

GESMN will fully comply with Minnesota and Wisconsin personnel record statutes (Minnesota Statutes
§§181.960-181.965, Wisconsin Statute §103.13), which gives employees the right to review certain
documents contained in their personnel records and to take certain steps to dispute information
contained in their personnel record.
If an employee believes the information in their personnel record is inaccurate, Human Resources will
correct the problem by either removing or revising the document or by allowing the employee to submit
a written statement (no more than five pages), correcting the information from their perspective. If a

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