Leadership and Management

Personnel Policies

1. Introduction

Bounce Fitness is committed to fair, clearly stated and supportive relationships between the

organisation and its staff. The personnel policies of Bounce Fitness have been established in order

to provide a guide to the personnel practices of the organisation and to ensure consistency of

personnel decisions.

It is the intention of Bounce Fitness to administer the personnel programs in a manner which

complies with the letter and spirit of all applicable federal, state and local regulations. This document

is designed to provide guidance to staff at Bounce Fitness. It is not a part of any contract between

Bounce Fitness and its employees. It is only a set of informal guidelines for personnel practices.

Employee Classification

All employees are classified as full-time, part-time or temporary. Full-time and Part-time employees

are employees hired without a specific termination date. Temporary employees are employees

whose position at the time of hire is for a short-term period. Terms of employment will depend on

business needs, and in no case will a temporary position be construed as being a contract for a

definite time.

Full-time Employees are those employees who work 38 hours per week and are eligible for all

fringe benefits. A full-time-employee can work a maximum of 10 hours a day. They are also

allowed to average their hours over a 2o r 4 week period.

Part-time Employees are those employees working at least 2 hours but less than 38 hours per

week. Part-time salaried employees are eligible for all fringe benefits and earn sick leave and

vacation at a rate proportionate to the hours they work.

Temporary Employees are those employees who are paid hourly under Letter of Agreement for a

specified period of time. Temporary employees are not eligible for benefits.

2. Equal Employment Opportunity

The policy and intent of Bounce Fitness is to provide equal employment opportunity for all persons

regardless of race, colour, religion, national origin, marital status, political affiliation, affectional

orientation or gender identity, status with regard to public assistance, disability, sex, or age.

Bounce Fitness intends to respond affirmatively in its employment practices. Affirmative action applies to all

aspects of employment practices including, but not limited to, recruiting, hiring, placement, promotion,

demotion, transfer, training, compensation, benefits, layoff, recall, and termination. Bounce Fitness seeks to

do business with organisations that encourage equal employment opportunity.

3. Anti-Discrimination

Bounce Fitness does not tolerate any form of discrimination. All employees have the right to work in an

environment free of discrimination and harassment. Discrimination undermines proper working

relationships and may cause low morale, absenteeism and resignations.

Under federal and state anti-discrimination laws, discrimination in employment on the following

grounds is against the law:

Sex

Marital Status

Trade Union Activity

Pregnancy

Parental Status

Lawful Sexual Activity

Age

Race

Social Origin

Impairment

Religion

Political Belief

Criminal Record

Manager must ensure that all employees are treated equitably and are not subject to discrimination.

They must also ensure that people who make complaints, or witness, are not victimised in any way.

4. Recruitment Procedures

Bounce Fitness intends to recruit, hire, and place applicants on the basis of the applicant’s relative

knowledge, skills, and abilities. The decision to employ an applicant will be based solely on the

individual’s qualification for the particular position along with other requisite job skills. Minimum

qualifications shall be specified in the job description.

When a new position is established, the General Manager Human Resource will prepare a job

announcement identifying the position’s responsibilities and overall relationship to Bounce Fitness for

posting or circulation within Bounce Fitness and for public notification. Posted positions will be open

for a minimum application period of 15 days.

5. Compensation

Persons employed by Bounce Fitness in a part-time or full-time capacity will receive a salary

negotiated at the time of recruitment that will not be based upon an hourly wage. At the time of hire,

new employees will receive a letter of offer, a job description, salary and benefits detail, the Induction

Handbook and a copy of the personnel policies. The magnitude of the work assignments and the full

scope of responsibility for the position will be fully discussed at time of hire. In setting compensation,

Bounce Fitness may consider, among other things, external labour market rates, equitable relationship

with other jobs within the organisation and the organisation’s ability to pay. Each employee may be

eligible for a salary review at the beginning of each fiscal year.

6. Work Schedule

Bounce Fitness will establish a 38 hour weekly work schedule, and whenever possible will accommodate

each individual’s personal commitments and the needs of the organisation.

Breaks

All employees must be given 10-hour breaks in between shifts. All employees who are forced to work so

that the break in between shifts is less than 10 hours will be paid double time for the hours they until they

are released from duty for a 10-hour break.

Employees are given 30-60 minutes unpaid meal break no later than5 hours after commencing work or

from a previous meal break. Double time will be paid if an employee has to work through a meal break

until a break is allowed.

All employees other than part-time worker working less than three hours, must be given a 10-minute rest

break between commencing work and their meal break and another between their meal break and

finishing work.

7. Holiday Schedule

Each Centre continues to function during holidays with reduced staff except for Christmas Day and

Good Friday. The Centre Manager negotiates with individual staff for rostering.

8. Parenting Leave

Bounce Fitness desires to assist new parents in balancing the demands of working and caring for

children. Bounce Fitness will provide paid family leave in accordance with current legislation to any

employee for the birth or adoption of a child. Staff may utilise accumulated sick leave as well as annual

leave to enable either partial payment for or extension of the basic period. Special circumstances shall

be reviewed by the General Manager Human Resource. Accrual of leave benefits and seniority cease

during an approved leave. Upon completion of leave, the employee will be allowed to return to the

same or a substantially similar position at the same salary as the employee earned prior to the leave.

9. Annual Leave (Vacation Time)

Bounce Fitness will provide to each full-time staff employee 20 working days paid annual leave based

upon one year’s full time employment with Bounce Fitness. Accruals of annual leave will commence

upon the date of employment for each employee and will be based, on an annual basis, upon each

individual’s anniversary date with Bounce Fitness.

Employees may use their annual leave as earned if absence from assignment does not unduly provide an

impediment for completion of assigned tasks or prevent other staff from completion of their work

assignments. The General Manager Human Resource must approve scheduled absences and the

employee should request such leave as soon as possible, with a minimum of two weeks in advance.

It is the policy of Bounce Fitness to encourage each employee to utilise allotted annual leave during

each individual’s employment year. A maximum of five days, or 40 hours, will be allowed to be carried

over from one year to the next. All other accrued annual leave will be paid out on the employee’s

anniversary date. The interchange or exchange of annual leave and sick leave is not allowed.

Special Leave

Special leaves of absence without pay may be granted an employee at the discretion of the General

Manager Human Resource.

School Conference and Activities Leave

An employee is entitled up to sixteen hours non-paid leave during the school year to attend a child’s

school conferences or classroom activities, if these activities cannot be scheduled during non-working

hours. This time should be scheduled in advance with the employee’s Manager. The employee must

provide “reasonable” notice when possible to the supervisor to minimise any disruption resulting from

the employee’s absence. Vacation or floating holidays may be used for this absence.

10. Sick Leave

Bounce Fitness will provide up to five working days each employment year to each staff person to be

utilised for purposes of addressing health needs. Compensation will be based upon the employee’s

salary rate at the time sick leave is taken. Sick leave may be utilised at the discretion of the employee

and is granted for sickness of the individual employee, his or her spouse/partner, children, or other

immediate family members. Sick leave can also be used for health needs, e.g. dental or medical

appointments.

Each staff person of Bounce Fitness should notify the office before 9am each day they will be

absent from work due to illness, if at all possible. Three consecutive days or more sick leave must be

accompanied by a doctor’s certificate verifying inability to work.

Sick leave may not be accumulated. Unused sick leave will be paid at the normal daily rate of the

employee on the anniversary of their engagement. At no time will compensation for any unused sick

leave be made to an employee who is leaving employment. The Centre Manager retains the right to

send an employee home on sick leave if they deem the individual unfit to effectively carry out their

duties or put others at risk.

Sick leave will be pro-rated for regular part-time employees. If requested by the Centre Manager, the

employee will provide documentation from their treating physician explaining their absence.

11. Compassionate Leave

Employees of Bounce Fitness shall be granted up to three working days with pay due to a death in

their immediate family (mother, father, sister, brother, spouse/partner, children, in-laws, grandparent,

and grandchildren). The Managing Director will consider special cases on an individual basis.

12. Jury Duty

Bounce Fitness will pay an employee his or her normal pay for up to two weeks of jury duty less any

compensation paid to the employee for their jury service time.

13. Military Leave

Employees absent on their annual two-week reserve duty shall be considered on an excused leave of

absence and may elect one of the following options related to their pay:

The employee may take their vacation and retain their military pay.

The employee may surrender their military pay to Bounce Fitness, receive their regular

salary and take their vacation at a later date.

The employee may take unpaid leave and retain their military pay.

14. Harassment Policy

It is Bounce Fitness belief that the employees of Bounce Fitness are the primary means by which the

goals and objectives of Bounce Fitness will be met. To that end, the rights of all employees must be

respected. All employees of Bounce Fitness must understand its position on harassment. By definition,

harassment is any unwanted attention or action prohibited by law by someone in the workplace that

creates an intimidating, hostile, or offensive work environment, including sexual harassment. The

procedure for reporting and dealing with this very sensitive issue is as follows:

If a person’s behaviour makes an employee uncomfortable, the employee should feel

free to immediately advise the person that, in the employee’s opinion, the behaviour is

inappropriate and that the employee would like it stopped.

If the employee is not comfortable discussing the issue with the person, or if the person

fails to respect an employee’s request, the employee should report the incident to his or

her Manager. If, for whatever reason, the employee does not feel that the Manager is a

suitable person to whom to report the incident, the employee should contact the General

Manager Human Resource or, if necessary, the Chief Executive Officer.

In all instances, a prompt, thorough and, fair investigation will take place, giving careful consideration

to protect the rights and dignity of all people involved. Bounce Fitness will take those steps it feels

necessary to resolve the problem, which may include verbal or written reprimand, suspension or

termination.

No retaliation of any kind will occur because an employee has in good faith reported an incident of

suspected harassment. The Centre Manager, or other person to whom the complaint was made, will

work to establish mutually agreed upon safeguards against retaliation while attempting to mediate any

sexual harassment complaint.

15. Substance Abuse

Substance abuse is strictly forbidden by Bounce Fitness.

Employees needing help with a substance abuse problem are encouraged to contact their Manager or a

treatment facility.

Early recognition and treatment are critical to any program to curb abuse and to enhance the employee’s

ability to perform satisfactorily. Bounce Fitness finds that both the employee and Bounce Fitness will

benefit greatly from early substance abuse recognition and treatment.

No person will be penalised for seeking or accepting counselling or treatment for a substance abuse

problem.

16. Performance Appraisals

Each performance appraisal should be a positive and interactive process whereby both Bounce

Fitness and the individual being reviewed receive information about his or her success in meeting

the responsibilities of the job, and Bounce Fitness can learn about its strengths and weaknesses as

an employer of that employee. In general, the goal of Bounce Fitness is to conduct a performance

review of each new employee during the sixth month of employment, after the first year of service and

annually thereafter.

17. Employment References

When Bounce Fitness receives a request for information from another person or entity about an

employee, either during employment or after the employee’s employment has ended, it is Bounce

Fitness policy to provide only the following:

a.dates of employment

b.last job title

In general, Bounce Fitness policy is not to furnish any other information about work performance or

employment, unless the employee specifically directs it to do so and signs a release prepared by

Bounce Fitness which authorises it to do so. If an employee does not authorise Bounce Fitness to

furnish any additional information, it will advise the requesting person or entity that, absent a release,

Bounce Fitness policy is to provide only the information set out in the points ‘a’ and ‘b’ above.

18. Termination

Resignation

Any employee of Bounce Fitness may resign by submitting a letter of resignation to their Centre

Manager at least ten working days prior to the effective date of the resignation.

At the time of the effective date of the resignation, the employee shall be able to use any accrued

annual leave or the employee shall be paid for all unused accrued annual leave. If the employee

has used all annual leave due prior to resignation, all hours used in excess of those earned shall

be deducted from the employee’s final pay at the rate of salary paid at the time of resignation. No

employee shall be compensated for any unused sick leave at the time of resignation.

Other Discharges

Discipline and/or discharge may result for many reasons including, but not limited to, inappropriate

behaviour and/or unsatisfactory performance.

Inappropriate behaviour is defined as including, but not limited to, misbehaviour on the job, refusal to

do work reasonably expected, wrongful use of or taking of agency property, conviction of a felony, and

violation of any policies or practices of Bounce Fitness.

Unsatisfactory performance means failure of an employee to meet performance standards, to complete

tasks in a timely, competent way, or to maintain an adequate attendance record. Uncooperative

behaviour or negative attitudes that affect the work or morale of others may result in termination.

At the discretion of the Managing Director, any staff member facing termination for unsatisfactory

performance may be given the option to resign as described in the above section under “Resignation.”

Layoffs

Bounce Fitness attempts to hire highly qualified staff with broad capabilities. There may be occasions,

however (due to program changes, loss of contract support, etc), when it may be necessary to initiate

lay-offs. In such cases, it is the intent of Bounce Fitness to attempt to avoid abrupt, arbitrary, and unfair

actions whenever possible and to comply with associated legislation.

19. Employee Appeals (Grievance Procedures)

The purpose of the employee appeal procedure is to provide a means for employees to resolve their

work place concerns with management. All regular and temporary employees of Bounce Fitness may

file a grievance under this section.

Definition of an Appeal

A grievance shall be determined as an alleged misapplication of Bounce Fitness personnel policies.

This procedure represents intent to offer a dispute resolution mechanism to the employees of the

Bounce Fitness. Failure by the Bounce Fitness to exactly follow this procedure shall not subject the

Bounce Fitness to a breach of contract claim.

Timing for Appeals

In order to qualify for processing under this section, an appeal must be filed no later than thirty (30)

calendar days after the date on which the aggrieved condition commenced.

Step One:

Any employee who is eligible may present an appeal to his/her immediate Manager for discussion. The

Manager shall have five (5) regular working days in which to respond to the relief requested. Should

the Manager fail to respond within this time limit or if the employee finds the response unsatisfactory,

the appeal may be reduced to writing, clearly specifying the policy allegedly misapplied, and the relief

requested. The appeal should be submitted to the General Manager Human Resource within five (5)

regular working days from the time the first step answer was due or was given. The General Manager

Human Resource should respond in writing within five (5) days of receipt and if the General Manager

Human Resource fails to respond within this time, or if the employee finds the response unsatisfactory,

or in cases where the General Manager Human Resource is the immediate supervisor, the employee

may proceed to Step Two.

Step Two:

The employee may submit an appeal to the Chief Executive Officer if Step One has not resolved the

issue. Upon receipt of a written appeal, the Chief Executive Officer shall convene a meeting with the

aggrieved employee, the General Manager Human Resource and the Centre Manager, as applicable,

either separately or jointly at the discretion of the Chief Executive Officer. The Chief Executive Officer

may convene an Board meeting and within ten (10) working days shall respond to the grievant in

writing with the final decision. In all instances, a thorough and fair investigation will take place, giving

careful consideration to the rights and dignity of the people involved. The Chief Executive Officer will

report the grievance and the result at the next regularly scheduled Board meeting.

20. Work Products and Files

All supplies, materials, routines and work products of an employee if purchased by Bounce Fitness

shall remain the property of Bounce Fitness after resignation, discharge, or layoff of that employee.

The employee may retain any personal files, but work files and other papers shall remain with Bounce

Fitness.

21. Consultant Fees, Honoraria, Gifts

All employees are encouraged to participate in a variety of community and professional activities. In

those instances where an employee’s activities are part of their regular duties and responsibilities, any

payment will be turned over to Bounce Fitness. All fees derived from Bounce Fitness reports, activities,

events, or speaking engagements while employed by Bounce Fitness shall also be turned over to

Bounce Fitness.

In some instances, an individual may do work that is based on activities or experiences prior

to or separate from their regular duties and responsibilities at Bounce Fitness. To avoid actual or

appearance of conflict of interest, any employee who engages in any remuneration activity in any field

directly related to Bounce Fitness programs must have prior approval by the General Manager Human

Resource. No employee may formally represent himself/herself as a spokesperson Bounce Fitness

without prior approval of his/her Centre Manager.

Employee Acknowledgement I acknowledge that I have read and understood the policies outlined in this copy of Bounce Fitness’ Personnel

Policy Guidelines. I understand that these policies provide only a general reference and are not a full statement

of Bounce Fitness procedure nor are they a contract. I will update these policies as I am provided with new

materials, and I will return my copy of the Personnel Policies to Bounce Fitness upon termination of my

employment.

Employee signature:

Date: