Remote Work Policy

Rio Grande Mobile Food Collaborative Remote Work Policy Style: WARM (people-centered, professional). Subject to legal review.

Purpose & Scope This policy supports mission delivery—moving food efficiently and respectfully to our neighbors—while protecting donor and client information. It balances flexibility with reliable program operations, equity, and stewardship. It applies to all employees, contractors, and supervisors of Rio Grande Mobile Food Collaborative (RGMFC) working in New Mexico.

Definitions - Remote: Works primarily from a home or non-office location in NM, with occasional in-person duties (e.g., all-staff days, events). - Hybrid: A set mix of remote and on-site days tied to program needs. - In-Office/On-Site: Duties require presence at the office, warehouse, vehicles, mobile distribution sites, or partner locations.

Eligibility by Role Remote-eligible roles: - Development Associate - Grants & Reporting Manager - Finance and Admin Coordinator - Remote Client Intake Specialist - Communications Coordinator - Volunteer Coordinator (hybrid; see below)

Rationale: These roles rely on digital tools, planning, and stakeholder communications that can be completed off-site without disrupting food distribution. They must attend in-person staff days, funder/client meetings, volunteer events, or trainings as scheduled.

Hybrid requirement: - Volunteer Coordinator: Remote for planning and communications; on-site for volunteer events, supply prep, and trainings (typically 2–3 days/week on-site during peak weeks; schedule shared weekly).

On-site roles (not remote-eligible): - Route Drivers - Warehouse Coordinator - Food Safety Lead - Mobile Distribution Site Leads - Cold Storage Technician

Rationale: These roles involve vehicles, cold storage, inventory, food safety controls, and direct service. On-site presence ensures quality, safety, and timely deliveries. Supervisors may approve brief administrative remote time (e.g., 2–4 hours/week) for training or documentation.

Work Schedules & Core Hours - Standard workweek: Monday–Friday. - Core hours: 10:00 AM–3:00 PM Mountain Time (MT). Be available and responsive during these hours unless on approved leave or in the field. - Response time: Within 4 business hours during core hours; messages after 3:00 PM MT answered by next business day. - Meeting cadence: - Daily standup: 15 minutes, Tue–Fri. - Monday program huddle: 60 minutes. - Monthly all-staff: 90 minutes, first Wednesday. - Biweekly 1:1s with supervisor. - Camera expectations: On for 1:1s and funder/client meetings when bandwidth allows; optional for daily standups; off when driving or in unsafe settings. - Remote work outside NM is not permitted without Board approval.

Communication & Meetings Use the following tools for clarity and records: - Google Workspace (Gmail, Drive, Docs/Sheets): External email, shared documents, official files. - Slack (free): Quick internal chat. Move decisions to Asana or Google Docs within 1 business day. - Zoom Pro: Virtual meetings and donor calls. Record only if pre-approved; store in Google Drive. - Asana (free tier): Task tracking. Assign owner and due date. Note final decisions. - Airtable: Inventory and client intake logs. Enter client/donor service records within 1 business day. - Square: Point-of-sale donations at events. Do not write down card numbers. - OpenVPN: Secure access to donor/client data and internal systems when off-site.

Technology & Security - Devices: RGMFC provides a Chromebook, basic USB headset, and a mobile hotspot (as available) for remote/hybrid staff. BYOD allowed for phones if screen lock and PIN enabled. - Security requirements: - Multi-factor authentication on Google Workspace and any system with donor/client data. - Use OpenVPN when accessing internal systems or sensitive data remotely. - Store files only in Google Drive or Airtable—never on a local hard drive. - Auto-lock devices after 5 minutes idle. Use strong, unique passwords; do not share logins. - Printing: At office only. No home printing of client or donor data. - Compliance: Follow PCI DSS SAQ-A for online donations (no card data stored by RGMFC); USDA/TEFAP client data guidelines; IRS 501(c)(3) recordkeeping; New Mexico Data Breach Notification Act (notify as required, typically within 45 days). - IT support: Email help@riograndemfc.org. First response within 1 business day; critical outages within 4 hours; loaner devices within 2 business days, if available. - Incident reporting: If a device is lost, stolen, infected, or you suspect a data breach: 1) Disconnect from the internet. 2) Notify help@riograndemfc.org and your supervisor immediately. 3) Complete an incident report within 24 hours. Do not attempt self-repair beyond disconnecting.

Workspace & Ergonomics - Keep a safe, confidential workspace: stable desk, supportive chair, monitor at eye height, cords secured, smoke detector present, private location for calls, lockable storage for files. - Stipends: - One-time home office setup: Up to $250 (chair, riser, lamp). Receipts required; pre-approval recommended. - Internet stipend: $20/month for remote/hybrid roles. - Mobile BYOD: $35/month if field coordination is required. - ADA accommodations: Contact Operations & HR to begin the interactive process. We will provide reasonable accommodations that do not create undue hardship.

Performance & Accountability We evaluate outputs, not online time. Examples of KPIs: - Food boxes delivered per week (target 1,200) - Client intake data entered within 2 business days (≥95%) - Donor thank-you sent within 48 hours (≥95%) - Average partner inquiry response time under 4 business hours - Vehicle cost per box under $0.85

Check-ins: Weekly team check-ins; biweekly 1:1s; quarterly goal reviews; written expectations in Asana.

Timekeeping and overtime (New Mexico/FLSA): - Non-exempt staff must record all hours worked in the payroll system daily. Overtime (over 40 hours/week) must be pre-approved and will be paid at 1.5x. Working “off the clock,” including after-hours messages, is not allowed. - Meal periods of 30 minutes or more are unpaid and uninterrupted; short rest breaks, if provided, are paid. - Remote work privileges may be adjusted if performance, availability, or compliance standards are not met. Consequences: coaching, written warning, suspension or revocation of remote status, up to termination consistent with policy and law.

Equity & Accessibility - Consistent criteria by role, not by individual preference. - Single statewide pay scale by role; no geographic differentials within NM. - Remote work outside NM requires Board approval due to tax, labor, and insurance constraints. - Part-time and volunteer coordination roles receive proportionate access to remote options, stipends, and equipment.

Expenses & Equipment - Pre-approval required for purchases over $100. Submit receipts within 30 days; reimbursements within 10 business days of approval. - Mileage reimbursed at current IRS rate for approved travel between sites (excluding normal commute). - RGMFC equipment remains organizational property; return within 5 business days of separation. - We do not reimburse home utilities beyond the approved stipends. No reimbursement for home printing.

Office Use/Travel - Hot-desking: Reserve workspace via the shared Google Calendar “Office Desks.” - In-office printing and secure disposal available. Lock cabinets after use. - Travel safety: Follow fleet policies; valid driver’s license and MVR check required for driving roles. No device use while driving except hands-free; cameras off.

Implementation (Trial, Review, Exceptions) - Effective date: 2025-01-15 - Trial period: 90 days for newly remote/hybrid staff, with midpoint and end-of-trial reviews. - Annual policy review each July to align with program and budget planning. - Exceptions require written approval from the Executive Director.

Compliance & Acknowledgment - Employment is at-will. This policy is not a contract and may change, subject to legal review. - All staff must protect client and donor confidentiality and follow this policy when handling sensitive information. - Acknowledgment: Employees must sign to confirm they have read, understand, and will follow this policy. Violations may result in discipline, up to termination.

Governance & Signatures - Issued by: Director of Operations & HR - Approved by: Board of Directors — Governance & HR Committee - Revision date: 2025-01-02

Board-facing metrics to monitor policy effectiveness: - Monthly boxes delivered - Average client intake turnaround time - Donor retention rate - Fuel and route optimization cost savings - Staff retention and vacancy days

Employee Acknowledgment I have received and read the RGMFC Remote Work Policy (effective 2025-01-15). I understand my responsibilities, including security, availability, and performance expectations, and that my employment is at-will.

Employee name: Signature: Date:

Supervisor name: Signature: Date:

Chicago Alliance for Clean Air Remote Work Policy (WARM tone: people-centered, professional; subject to legal review)

Purpose & Scope This policy supports flexible work while safeguarding program delivery, equity, and donor/client confidentiality. Our mission—to improve air quality, especially in communities most impacted—requires both field presence and focused policy, data, education, and fundraising work. This policy applies to all employees, contractors, and interns performing work for the organization, regardless of location. Board-facing metrics tied to this policy include: policy wins (ordinances/rules adopted), sensor network uptime, program delivery on-time rate, fundraising revenue vs goal, and office footprint cost savings year-over-year.

Definitions (Remote/Hybrid/In-Office) - Remote: Works primarily off-site (home or alternate professional site), with occasional in-person meetings or events as scheduled. - Hybrid: Regular mix of remote work and in-office/field days. Unless otherwise stated, plan for 2 in-office days per month for collaboration, onboarding, or equipment needs. - In-Office/On-Site: Role must be performed at the office, lab, or field sites. Remote work is limited to approved administrative tasks.

Eligibility by Role Eligible for Remote/Hybrid (with remote allowed on non-field/school days where noted): - Policy Analysts: Research/writing can be performed remotely; in-person for hearings, coalition events, or media as needed. - Grant Writer and Development Operations: Donor analytics and proposals can be remote; confidential donor calls may be remote with privacy safeguards. - Communications Team: Content development, digital campaigns remote; in-person for press conferences or major events. - Data Analyst: Data cleaning/analysis remote; in-person for sensor installs or lab coordination if requested. - HR and Finance Staff: Most functions remote; in-person for audits, payroll emergencies, or confidential file reviews. - Program Managers (non-field days): Remote for planning/reporting; on-site for field visits, partner meetings, or events. - Education Coordinators (non-school days): Curriculum prep remote; on-site for school programs and community workshops.

Primarily In-Office/On-Site (mission/program rationale): - Field Technicians operating air monitors: On-site/field presence required for installs, calibration, and maintenance to meet uptime targets. - Community Organizers during canvassing/field days: In-person community engagement is core to program impact. - Laboratory Manager and Lab Assistants: Lab stewardship, chain-of-custody, and safety require on-site work. - Facilities & Mailroom Associate: Building access, deliveries, and safety checks require on-site work. - Front Desk/Office Receptionist: Visitor management and phone coverage require on-site presence. Note: Roles marked in this section may complete limited administrative tasks remotely with supervisor approval, but the home base is on-site.

Work Schedules & Core Hours - Standard workweek: Monday–Friday. Core hours: 9:30 AM–4:00 PM Central Time (CT). Flex around core hours is encouraged for work-life fit. - Availability norms: Chat (Teams/Slack): respond within 2 business hours during core hours. Email: respond within 1 business day. - Meetings: - Team standups: Mon/Wed/Fri 9:30–9:45 AM CT. - All-staff: Every other Thu 11:00 AM–12:00 PM CT (virtual). - Quarterly in-person retreat: attendance expected unless approved otherwise. - 1:1s: Weekly for first 90 days; then biweekly. - Camera expectations: Camera on for external partner/funder meetings and performance check-ins. Optional for internal standups and large meetings. Respect bandwidth/privacy; use virtual backgrounds or phone dial-in as needed.

Communication & Meetings - Tools and use: - Microsoft 365 (Outlook, Teams, SharePoint, OneDrive): primary email, chat, video, file storage. Store official documents in SharePoint. - Zoom Pro: external webinars/large events. - Asana Premium: project plans, tasks, deadlines; document decisions in task comments. - Salesforce NPSP: all donor/client interactions and gifts recorded within 2 business days. - ArcGIS Online: mapping/sensor data sharing; maintain metadata and access controls. - LastPass Enterprise: password management; no passwords in notes or chats. - Azure VPN: required for secure access to internal systems from remote locations. - Documentation norms: Decisions affecting scope, budget, or timelines are summarized in Asana and linked files on SharePoint. Donor/client data belongs in Salesforce, not in personal spreadsheets.

Technology & Security - Devices: Org-issued encrypted Windows laptop with webcam for eligible staff. External monitor/keyboard available upon request. BYOD phones allowed for email with mobile device management (MDM) enrollment. Hotspots provided for field staff as needed. - Access controls: MFA on all accounts; VPN required for remote access to internal resources. Lock screens when away; never share credentials. - Data handling: Protect donor/constituent personal information in line with Illinois Personal Information Protection Act (PIPA). Donations processed under PCI DSS SAQ-A scope. EPA grant data follows award-specific data stewardship terms. Maintain IRS 501(c)(3) recordkeeping. Do not print donor/client data at home; use secure shredding at office if printing is necessary and pre-approved. - IT support: In-house IT Specialist with managed service provider (MSP). Helpdesk via Jira. Initial response within 2 hours (8:00–18:00 CT). Priority 1 outage response within 1 hour. Hardware replacement: 3 business days (Chicago metro), 5 business days elsewhere. - Incidents: Report suspected breach, loss, or malware immediately in Jira and to itsecurity@chicleanair.org; do not attempt self-remediation beyond disconnecting from network.

Workspace & Ergonomics - Home office safety checklist required (chair/desk stability, lighting, surge protector, safe cord routing). - Stipends: One-time home office setup stipend up to $300 (receipts required). Monthly allowances: $30 for internet; $50 for mobile BYOD for roles requiring off-site coordination. - ADA: For disability-related workplace adjustments, contact People & Culture. We will engage in an interactive process and document approved accommodations.

Performance & Accountability We manage to outcomes, not screen time. Sample KPIs by function: - Air sensor uptime ≥98% - Policy briefs delivered on schedule (≥90% on-time) - Average webinar attendance ≥150 - Grant submissions ≥4 per quarter with ≥30% success rate - Public data request responses within 5 business days Check-ins follow the cadence above; managers give timely feedback and document goals in Asana or HRIS. Underperformance leads to coaching, a documented plan, and consistent consequences up to termination, in line with our corrective action policy. Timekeeping and overtime (Illinois): Non-exempt staff record actual hours worked each day; overtime must be pre-approved and is paid at 1.5× after 40 hours/week. Meal periods per Illinois law (at least 20 minutes for shifts of 7.5 hours or longer, beginning before the fifth hour). We comply with the One Day Rest in Seven Act and other applicable laws.

Equity & Accessibility - Consistent criteria: Role responsibilities, program needs, and confidentiality drive eligibility—not tenure or informal preferences. - Geographic pay policy: Two-zone salary bands—Zone A: Chicago metro; Zone B: rest of IL/adjacent states at -8%. No pay changes for temporary remote arrangements (e.g., short-term travel or care needs). - Part-time and volunteer coordination roles follow the same eligibility and equipment standards prorated to FTE. Accessibility needs are prioritized during scheduling and technology provisioning.

Expenses & Equipment - What we provide: Laptop, charger, standard software, MFA, VPN; monitors/keyboard by request; hotspots for field roles. - What we reimburse: Home office stipend ($300 one-time), monthly internet ($30), mobile BYOD ($50) for approved roles, reasonable office supplies (under $100/month) with receipts. Pre-approval required for items over $250. - Ownership/return: Organization owns issued equipment. Return all items within 5 business days of separation or role change. Report loss/theft within 24 hours. - What we do not cover: Furniture beyond stipend, home utilities beyond allowances, home printers, or premium internet packages.

Office Use/Travel - Office access: Hoteling desks bookable via shared calendar; keycards required. Quiet rooms available for confidential calls. Follow lab and field safety procedures and PPE requirements. - Travel: Use the travel policy for booking and reimbursements; coach/economy class; use public transit when practical. Local travel for approved site visits is reimbursable at IRS mileage or actual transit fares with receipts. - In-person days: Departments may schedule up to 2 anchor days per month for collaboration; notice provided at least 2 weeks in advance.

Implementation (Trial, Review, Exceptions) - Effective date: 2025-02-01 - Trial period: 120 days from effective date to test workflows, metrics, and equity impacts. - Annual review: Each October, using the board-facing metrics listed above. - Exceptions: Chief Operating Officer may approve role-based or individual exceptions in writing.

Compliance & Acknowledgment This policy is not a contract and does not alter at-will employment. All work must comply with organizational policies, grant terms, and applicable law. Employees handling donor/client or EPA-funded data must complete annual security and privacy training. By signing the acknowledgment, you agree to follow this policy, protect confidential information, and use approved systems. Non-compliance may affect remote eligibility and employment status.

Governance & Signatures Issued by: People & Culture Manager Approved by: Board Governance & Compensation Committee Revision date: 2025-01-28

Employee Acknowledgment I have read and understand the Remote Work Policy and agree to comply with its requirements. Employee Name: Signature: Date:

Manager Name: Signature: Date:

Safe Harbor Northwest Remote Work Policy (FORMAL—WARM; subject to legal review)

Purpose & Scope This policy supports Safe Harbor Northwest’s mission to provide safety, healing, and advocacy while using flexible work to deliver consistent, high‑quality services. It applies to all employees, interns, and supervisors. Goals are to: protect client and donor confidentiality; maintain equity across roles; meet grant and contractual obligations; and manage cost and risk responsibly. Board-facing performance measures tied to this policy include: - Client nights of safety provided - Hotline response rate and time-to-answer - Staff turnover and vacancy days - Fundraising revenue and donor retention - Cost per client served and real estate cost per FTE - Security incidents detected/resolved within SLA

Definitions - Remote: Employee works from a home or alternate approved site at least 3 days/week. - Hybrid: Employee works from both a Safe Harbor site and remote location; schedule approved by supervisor (e.g., 2–3 days remote/week). - In-Office: Employee’s regular duties require an on-site presence 4–5 days/week.

Eligibility by Role Eligible for remote/hybrid (with supervisor-approved schedule and secure setup): - Finance, HR, and IT Staff: Back-office work can be performed securely off-site; on-site as needed for audits, inventories, or confidential meetings. - Development and Major Gifts Team: Donor research, outreach, and stewardship remotely; on-site for events and VIP visits. - Grants and Compliance: Writing, reporting, and monitoring remotely; on-site for monitoring visits or data verification. - Data & Evaluation Analysts: Analysis and reporting remotely; on-site for data validation with programs. - Hotline Advocates (post-training, secure environment): May take shifts remote using RingCentral softphone; on-site for mentoring, team meetings, and surge coverage. - Legal Program Remote Intake (non-court days): Client intake and documentation remote; in-office or in court when hearings are in person. - Training & Prevention (curriculum development days): Remote for design/writing; on-site for school/partner sessions. - Clinical Supervisors for documentation/admin days: Remote for chart review and supervision prep; on-site during scheduled client hours as needed.

Not eligible for remote while performing these roles (on-site presence is mission-critical): - Shelter Advocates and Managers while on shift: Safety monitoring, crisis response, and facility coverage. - Shelter Intake/Front Desk: In-person screening, safety checks, and access control. - Facilities and Maintenance: Physical plant, safety, and repairs. - On-site Childcare Staff: Direct client/child services. - On-site Clinicians during client hours: Trauma-informed services requiring secure private space. - Forensic Nurse Examiners: Evidence collection and exams. - Court Accompaniment when court is in person: In-court advocacy. - Donation Center Staff: In-kind sorting and distribution.

Work Schedules & Core Hours - Core hours: 9:00 AM–5:00 PM PT, Monday–Friday. Staff must be reachable and responsive during core hours unless on approved leave. - Flexing: Start/end times may shift by up to 1 hour with supervisor approval if coverage and service levels are met. - Time zones: Schedules align to PT. Exceptions require CHRO approval to ensure collaboration and service coverage.

Communication & Meetings - Response standards during core hours: - Teams chat: within 1 hour - Email: within 4 business hours - Hotline escalations: within 15 minutes - Meeting cadence: - Daily 15‑minute program/site check‑ins - Weekly 60‑minute cross‑site leadership - Biweekly 75‑minute all‑staff - Quarterly board‑staff town hall - Monthly 1:1s supervisor–employee - Camera use: Camera on for board, funder, client/partner sessions, and performance reviews. Optional for large internal meetings. Turn camera off if safety or confidentiality is at risk. Use neutral or organization virtual backgrounds for client-related meetings.

Technology & Security Approved tools and purpose: - Microsoft 365 E3 (Outlook, Teams, SharePoint, OneDrive): Email, chat, meetings, and document collaboration; SharePoint for final documents; OneDrive for drafts. - Zoom with HIPAA BAA: Counseling/clinical sessions and client services requiring BAA. - Salesforce NPSP with Shield: Donor and client services data (restricted access by role). - LegalServer: Legal program case management. - RingCentral: Hotline and softphone with recording controls; recording off for client calls. - Duo MFA: Required for all services. - GlobalProtect VPN: Required for any access to internal resources and when using public Wi‑Fi. - ServiceNow: IT ticketing and asset tracking. - KnowBe4: Quarterly security awareness and phishing simulations.

Devices and handling: - Organization‑issued encrypted Windows laptop, dock, two monitors, and headset are provided. No BYOD computers. - BYOD phones allowed only with MDM and secure app container; stipend per Expenses section. - Lockable file box and crosscut shredder provided for approved roles handling paper. - Store donor/client data only in Salesforce, LegalServer, or SharePoint; never on local drives or personal cloud. - Compliance: VAWA Confidentiality; HIPAA (counseling program); Washington State Privacy Act; PCI DSS SAQ‑A for online donations; DOJ/OVW grant conditions; IRS recordkeeping.

IT support: - 24/7 critical incident hotline (security, outage, hotline failure). - Helpdesk hours: 7:00–19:00 PT. - Priority 1 (service outage/security incident): first response 30 minutes - Priority 2 (degraded service): 2 hours - Priority 3 (how‑to/low impact): next business day - Replacement devices: Courier within 24 hours in King/Pierce/Snohomish; 48–72 hours elsewhere in WA. - Incident reporting: If a device is lost, data is sent to the wrong party, or malware is suspected—disconnect from the internet, call the IT hotline, and notify Compliance within 1 hour.

Workspace & Ergonomics - Employees working remotely must complete the Home Workspace Safety Checklist (posted on SharePoint) before beginning remote work and annually thereafter. - Organization provides a one‑time $400 ergonomic stipend for chair/keyboard/monitor arm/lighting. - Reimbursements (with payroll stipends): $40/month internet; $60/month mobile BYOD for eligible roles using MDM. - ADA and religious accommodations: Contact HR to start an interactive process. We will provide reasonable accommodations unless undue hardship.

Performance & Accountability - Outputs-based KPIs by function include: - Hotline answer rate ≥95% within 3 rings - Service plans updated within 24 hours of intake (≥90%) - Grant reports on time (100%) - Donor acknowledgments within 24 hours (≥90%) - IT security training completion (100% quarterly) - Zero high‑risk audit exceptions - Supervisors hold monthly 1:1s and quarterly performance check‑ins to review goals and service metrics. - Timekeeping and overtime (Washington): - Non‑exempt staff must record all hours worked; overtime requires preapproval and is paid at 1.5x for hours over 40 in a workweek. - Rest/meal breaks follow WA law: paid 10‑minute rest break per 4 hours; 30‑minute meal period for shifts over 5 hours. - Off‑the‑clock work is prohibited. Travel between worksites during the day is paid; normal home‑to‑work commute is not. - Consequences for not meeting standards may include coaching, schedule changes, loss of remote privileges, or discipline per policy, applied consistently.

Equity & Accessibility - Eligibility decisions are based on job duties, client safety, and data risk—not tenure or performance alone. - Geographic pay: Three‑zone structure—Zone 1 Seattle metro; Zone 2 other WA urban at -7%; Zone 3 rural WA at -12%. National remote is generally not permitted; exceptions require Board approval for hard‑to‑fill roles. - Annual pay equity review each January, including part‑time and volunteer coordination roles, to ensure similar duties are compensated consistently. - Accessibility: Provide captioning-enabled platforms, flexible scheduling for caregiving when service levels are maintained, and accessible documents.

Expenses & Equipment - Organization-owned equipment remains SHN property and must be returned within 5 business days of separation. - Reasonable business expenses (mileage at IRS rate, parking for required on-site days, printing for client materials) reimbursed per Finance policy with itemized receipts within 30 days. - Personal equipment beyond the stipend is not reimbursed without preapproval.

Office Use/Travel - Workstations are hoteling. Reserve desks/rooms in Outlook. Do not leave paper with client/donor data unsecured. - Travel between sites and to courts or partners is scheduled to minimize cost; use agency vehicles when available. - When working in public spaces, use headphones, privacy screens, and do not discuss identifying client/donor information.

Implementation (Trial, Review, Exceptions) - Effective date: 2025‑03‑01. - Trial period: 6 months from effective date. Adjustments may be made based on service and security metrics. - Annual review each January by HR, Programs, IT, and Compliance. - Exceptions must be approved in writing by the Chief Human Resources Officer (CHRO) and documented in the personnel file.

Compliance & Acknowledgment - All employees must complete annual confidentiality, security, and safety training, including KnowBe4 modules and VAWA/HIPAA refreshers where applicable. - This policy does not create a contract and does not alter at‑will employment. It is subject to legal review and changes required by law, grant, or contract. - Employee acknowledgment (to be signed electronically): “I have read and understand the Safe Harbor Northwest Remote Work Policy. I agree to follow its requirements, protect client and donor confidentiality, use approved tools, maintain a safe and secure workspace, and meet performance expectations. I understand remote work is a privilege based on role and service needs and may be modified or revoked.”

Governance & Signatures Issued by: Director of Compliance & Employee Relations Approved by: Board HR & Program Oversight Committee Original Issue/Revision Date: 2025‑02‑10 Policy Owner: CHRO and Director of Compliance & Employee Relations Employee Signature/Date: ______________________________ Supervisor Signature/Date: _____________________________ Board Committee Chair Signature/Date: ___________________