Page 41 - Operations & Procedures Manuals

background checks of all employees, including minors, board members, and others who serve on a standing committee. We conduct background checks on all volunteers, including partners and minors who have direct, repetitive contact with children. Name-based record searches are conducted to (a) verify the person’s identity and legal aliases through verification of a social security number, (b) provide a national Sex Offender Registry search, (c) provide a comprehensive criminal search which includes a national search, and (d) provide a comprehensive local criminal search which includes either a statewide criminal search or county level criminal search.
No staff or volunteer can begin assignment prior to approved background screening cleared by HR. Volunteers are required to pay the background check fee.
Labor Force Categories
Policy No. 206 – Staff Coaching & Refereeing
No current Boys & Girls Clubs of Greater Scottsdale staff member shall be a coach or assistant coach in any branch league without prior approval of the Sports Leagues Director and their immediate supervisor. No current Boys & Girls Clubs of Greater Scottsdale staff member shall be a referee in any branch league except for the Biddy Ball division or in the case of a referee not showing up at a regularly scheduled game.
Policy No. 207 – Youth Workers & Child Labor Law
Boys & Girls Clubs of Greater Scottsdale provides employment opportunities, to youth ages 16-17 who are classified as regular employees. No minor, under the age of 16 can be employed. Work hour guidelines must be followed to avoid violation of Child Labor Laws.
Employees under the age of 18 shall not use their vehicle to conduct any Club business (such as going to a store to pick up supplies). They should not use any power tools, climb ladders or do any work from a windowsill, roof, scaffold or similar structure more than three feet off the ground.
Youth workers must understand that the privilege of staff status includes an increased level of responsibility. Disciplinary issues as a member will negatively impact employment status, and disciplinary issues as a staff may have a negative impact on membership privileges.
Policy No. 208 – Independent Contractors
No individual will be permitted to work as an Independent Contractor until the hiring process has been fully completed. Contractors must be approved through the Independent Contractor Verification. Once ALL components are approved, HR will notify in writing the approval to move forward with the approved independent contractor.
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