WASHOE TRIBE

OF NEVADA & CALIFORNIA

EMPLOYEE
HANDBOOK

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I. WELCOME………………………………………4
II. FOREWORD…………………………………….5
III. HARASSMENT POLICY……………………….6
IV. ATTENDANCE POLICY…………………….....7
V. DRUG & ALCOHOL ABUSE POLICY………..7
VI. TRANSPORTATION POLICY………………....8
VII. EMPLOYEE CONDUCT……………………......9
VIII. JOB RELATED INJURIES……………………....9
IX. DRESS CODE POLICIES……………………...10
X. EMPLOYEE BENEFITS………………………..10
A. PAYDAY…………………………………….10
B. HOLIDAYS......................................................11
C. LEAVE………………………………….........11
1. Family & Medical Leave
2. Annual Leave--Non-Exempt Employees
3. Sick Leave--Non-Exempt Employees
4. Acute Illness & Injury Leave Bank
5. Personal Leave--Exempt Employees
6. Military Leave
7. Civil Leave

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 8. Administrative Leave
9. Leave Without Pay
10. Funeral Leave
11. Voting Leave
D. ADDITIONAL EMPLOYEE BENEFITS…….18
E. EMPLOYEE ASSISTANCE PROGRAM…….19
XI. COMPENSATION………………………….....19
XII. TRANSFERS…………………………………...20
XIII. UNDERFILLING POSITIONS.……………....21
XIV. AUTOMATIC PROGRESSION……………...22
XV. BACKGROUND CHECKS.…………………..22
XVI. TRAINING…………………………………….23
XVII. REST PERIODS ……………………………….24
XVIII. EMPLOYEE RELATIONS..……………….….25
XIX. EMPLOYEE GRIEVANCES & APPEALS.....25
XX. OUTSIDE EMPLOYMENT..………………....25
XXI. RECEIPT OF GIFTS …………………………..26

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I. WELCOME

Welcome to the Washoe Tribe of Nevada and

California. Our growth is a direct result of the

efforts of each Washoe Tribal employee. Our

mutual objective is to provide a safe and

productive work environment for all Tribal

employees. Your compliance with the policies

and rules in this Handbook and the Washoe

Tribe’s Personnel Policies and Procedures

Manual (Manual) is essential to ensure

achievement of that objective. Glad to have

you aboard!

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 WASHOE TRIBE VISION STATEMENT
Preserving, reviving and living the Washoe culture
and traditions;
Where:
Respect for one another and Tribal values promote
our spiritual, physical and environmental
wellness;
Educational opportunities are available for all
Tribal members and descendants;
A solid economic foundation ensures self-
sufficiency for Tribal success;
Responsive government promotes teamwork,
professionalism, and accountability;

On Safe and Secure Tribal lands

II. FOREWORD

All of the information contained in this Handbook

is a summary of the Manual. For detailed
information, questions, or copies please see your
Program Manager or the Human Resources
Department.

This Handbook contains guidelines intended to

serve as general direction only. All Washoe Tribal
employees are at-will employees, and nothing set
forth in this Handbook is intended to create, or
shall be construed as creating, either an expressed
or an implied contract of employment for a definite
or indefinite period. Instead, at all times during
their tenure, and regardless of the position any
employee may hold from time to time, all
employees not having an express written contract

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 signed by the Tribal Chairperson shall retain the
right to terminate their employment at will and the
Washoe Tribe likewise retains an equivalent right
that may be exercised at any time, without
specified notice or reason, and without liability by
the Tribe except for earned wages or salary.

Economic and business conditions often change

because of circumstances over which the Washoe
Tribe has no control. Accordingly, the Tribe
necessarily must continue to retain the right, at any
time and at its discretion, to delete, suspend,
terminate, or change any or all of the provisions
explained in this Handbook in order to keep
abreast of those conditions.

III. HARASSMENT POLICY

Harassment in any form of any male or female

employee, client, or applicant will not be tolerated.
The Tribe expressly prohibits any form of
employee harassment based on race, color, religion,
sex, national origin, age, disability, or veteran
status. Examples of the types of conduct expressly
prohibited include: jokes or offensive comments
based on race, religion, ethnicity, etc., racially or
otherwise offensive email or voice mail messages;
racially, ethnically, etc. based employment
assignments or conditions. Specifically, with
respect to sexual harassment, the Tribe prohibits:
unwelcome sexual advances, requests for sexual
favors; and all other verbal or physical conduct of a
sexual nature that is explicitly or implicitly made a
term or condition of employment or is used as the
basis for employment decisions, or creates a hostile

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 working environment. Examples of the types of
conduct expressly prohibited include, but are not
limited to: grabbing, groping, kissing, fondling;
lewd, off-color, sexually oriented comments or
jokes; leering, staring, stalking; suggestive or
sexually explicit posters, calendars, photographs,
graffiti, cartoons; sexually offensive e-mail or voice-
mail messages; and any other conduct or behavior
deemed inappropriate.

Any employee who believes that he or she is being

harassed on the basis of race, color, religion, sex,
national origin, age, disability, or veteran status by
fellow employees, supervisors, customers or
vendors has the duty to bring such matters
immediately to the attention of his or her
supervisor, Human Resources, or to the Office of
the Tribal Chairperson. Such notice may be given
by phone toll free at 1-800-769-2746.

IV. ATTENDANCE POLICY

Employees are expected to be at work on scheduled

workdays. An employee unable to report for duty
on a workday shall notify his/her supervisor of
that fact no later than thirty (30) minutes after the
beginning of the workday unless otherwise
provided herein or unless written Departmental
rules require different reporting times.

Retail and Resort Employees are expected to be at

work at their work site on scheduled workdays.
Retail and resort employees unable to report for
duty on a workday shall notify his/her supervisor
of that fact no later than (60) sixty minutes before
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 the beginning of scheduled work time unless
written Departmental rules require different
reporting times.

Any employee who is absent for three (3)

consecutive workdays without providing notice to
his/her supervisor shall be deemed to have
resigned.

V. DRUG AND ALCOHOL ABUSE POLICY

Drug and alcohol abuse has become a serious

threat to employee safety and productivity. The
Washoe Tribe, in response, has designated its
facilities as drug free workplaces. This designation
and the Tribe’s Dug and Alcohol Abuse Policy are
intended to aid supervisors and managers to
maintain workplaces free of drugs and alcohol.

All Washoe Tribe employees will be subject to

random drug/alcohol testing during his/her
employment.

IT IS THE WASHOE TRIBE’S OBJECTIVE TO

ELIMINATE EMPLOYEE INVOLVEMENT WITH
ILLEGAL DRUGS WHEREVER AND WHENEVER
IT OCCURS AND ALCOHOL USE BY
EMPLOYEES ON DUTY OR SUBJECT TO DUTY.

VI. TRANSPORTATION POLICY

Tribal vehicles are to be used only for official Tribal

business and personal use of Tribal vehicles is
prohibited. Contractors are prohibited from
driving Tribally owned or leased vehicles unless

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 permission is specifically granted in the contract.
Volunteer drivers must be on the approved driver
list and meet all requirements dictated by Tribal
insurance carrier(s) and Tribal policy before being
eligible to drive Tribal vehicles. Each driver is
responsible for the care and use of any Tribal
vehicle in his/her possession. Human Resources
must be informed as soon as possible of any traffic
convictions or third party damages, regardless of
fault, involving a Tribal vehicle, and drivers are
responsible for obtaining a police accident report
(where one is generated) and submitting it to
Human Resources.

All persons employed as drivers in the Washoe

Tribal Head Start Program shall follow the
Program’s transportation policy. If the Washoe
Tribe’s Transportation Policy and the Head Start’s
Transportation Policy conflict, the more restrictive
Policy shall control.

COPIES OF THE COMPLETE POLICY ARE

INCLUDED IN THE ORIENTATION PACKET
AND/OR MAY BE OBTAINED FROM YOUR
PROGRAM MANAGER OR HUMAN
RESOURCES.

VII. EMPLOYEE CONDUCT

Employees are responsible for observing the laws,

policies, and regulations necessary for the proper
operation of Tribal government functions. The
Tribe has established administrative procedures for

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 the handling of disciplinary measures such as
reprimand, suspension, demotion and dismissal.

Attached is a list of activities which are considered

inconsistent, incompatible, or in conflict with
employee duties and are considered cause for
disciplinary or corrective action.

(We will attach as a separate list so we don’t have

to re-do the entire handbook each time we add or
delete a prohibition)

VIII. JOB-RELATED INJURIES

The Tribe’s goal is to eliminate all on-the-job

injuries by providing a safe workplace and
enforcing safe-work rules. It is the responsibility
of the injured employee to immediately notify
his/her Program Director or immediate supervisor
of any accident or injury incurred in the
performance of his/her job. Such notice shall be
provided no more than 24 hours after an accident
or injury unless good cause exists for delay.

ANY EMPLOYEE FILING, OR ASSISTING IN

FILING, A FALSE WORKERS’ COMPENSATION
CLAIM WILL BE DISCHARGED AND MAY BE
SUBJECT TO PROSECUTION.

IX. DRESS CODE POLICY

Employees shall dress in appropriate attire

commensurate with the type of position they
occupy. Program Directors and managers are
required to provide each employee with written
codes of dress and copies of signed
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 acknowledgements must be placed in the
employee’s personnel file. In no case shall
employees wear flip-flops, shorts or tank top shirts
as an outer garment. Denim pants and tennis shoes
are restricted for wear by positions required to
perform manual labor or as allowed by the
Department Director or manager.

X. EMPLOYEE BENEFITS

A. PAYDAY

Employees are paid bi-weekly by check on Fridays.

B. HOLIDAYS

The following are paid Tribal holidays: New Year’s

Day, Martin Luther King, Jr. Day, President’s Day,
Memorial Day, Independence Day, Labor Day,
National Indian Day, Nevada Day, Veteran’s Day,
Thanksgiving Day, Christmas Day, and one
Floating Holiday.

C. LEAVE

1. FAMILY AND MEDICAL LEAVE

Employees who have worked at least 12 months

and at least 1,250 hours during the prior 12 months
are eligible for up to 12 weeks of unpaid family and
medical leave for the following reasons:
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 Birth of a child of the employee;
* Placement of a child with the employee for
an adoption or foster care;
* Care of the employee’s child, spouse, or
parent having a serious health condition; or
* Inability of the employee to perform the
functions of the employee’s position due to
a serious health condition.

2. ANNUAL LEAVE – NON-EXEMPT

EMPLOYEES

Non-exempt employees are entitled to annual leave

according to the following schedule:

Length of Employment Rate of Leave Accumulation

Less than 5 years 4 hours per 80 hours worked
5 to 10 years 5 hours per 80 hours worked
Over 10 years 6 hours per 80 hours worked.

Part-time non-exempt employees shall earn annual

leave at a rate proportionate to the number of hours
assigned to work per eight (8) hour workday.
Temporary, provisional, intermittent or emergency
non-exempt employees are not eligible to accrue
annual leave.

Non-exempt employees may not use earned annual

leave until completion of six (6) months of
employment.

Non-exempt employees shall forfeit any annual

leave accrued in excess of eighty (80) hours at the
end of each fiscal year, and such forfeiture shall be
effective the first day of each fiscal year. A non-

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exempt employee terminated after six (6) months of
employment or who transfers to another
Department shall be entitled to receive payment in
lieu of earned and unused annual leave.

3. SICK LEAVE - NON-EXEMPT

EMPLOYEES

Non-exempt employees shall be entitled to sick

leave accumulated at the rate of four (4) hours for
every eighty (80) hours worked beginning with the
first day of employment.

Full-time and part-time non-exempt employees

may not use earned sick leave until completion of
their initial thirty (30) days of employment.

Non exempt employees shall not be entitled to

payment be made in lieu of earned and unused sick
time including upon separation from employment.

4. ACUTE ILLNESS & INJURY

LEAVE BANK

The Washoe Tribe of Nevada and California has

established an Acute Illness & Injury Leave Bank in
order to provide leave benefits to employees
(administrative office, health/clinic staff, enterprise
staff, and community staff) who have exhausted all
their leave as a result of Acute Illness and Injury.
The Leave Bank is totally dependent on the
generosity of Tribal employees and their
willingness and ability to donate hours. Employees
must request the authorization of the use of the
Leave Bank for their sick leave; and employees
must request authorization of the donation of any
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leave hours to the Leave Bank. Requests for
authorization must be approved by the Tribal
Chairperson or Human Resources Director. (Acute
Illness & Injury is defined as a serious,
life-threatening, sudden, unexpected, illness or
injury to an employee or the employee’s immediate
family which results in a period of disability for
three (3) work weeks or more.)

5. PERSONAL LEAVE - EXEMPT

EMPLOYEES

Exempt employees are entitled to personal leave

accumulated at a rate of one (1) day per bi-weekly
pay period, or a total of twenty-six (26) days per
year during their first five (5) years of service.

Part-time exempt employees shall earn personal

leave benefits at a rate proportionate to the number
of hours assigned to work per eight (8) hour
workday.

Temporary, provisional, intermittent or emergency

exempt employees are not eligible to accrue
personal leave.

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I, THE UNDERSIGNED, HAVE RECEIVED A COPY OF THE WASHOE
TRIBE EMPLOYEE HANDBOOK. I AGREE THAT IT IS MY
RESPONSIBILITY TO READ AND UNDERSTAND THIS BOOKLET.

SHOULD THERE BE ANY QUESTIONS TO THESE ENCLOSURES, I

HAVE THE RIGHT TO ASK MY SUPERVISOR AND/OR THE HUMAN
RESOURCES DEPARTMENT FOR CLARIFICATION.

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PRINT NAME: ____________________________________

SIGNATURE: ____________________________________

DATE: _________________________

*PLEASE REMOVE THIS SHEET AND RETURN TO THE Human resources

DEPartmenT.

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Exempt employees shall forfeit any personal leave
accrued in excess of thirty-nine (39) days at the end
of each fiscal year, and such forfeiture shall be
effective the first day of each fiscal year. An
exempt employee whose employment has been
terminated after six (6) months of employment or
who transfers to another Department shall be
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entitled to receive payment in lieu of earned and
unused personal leave.

6. MILITARY LEAVE

Employees who are also in the armed services are

entitled to military leave with pay of up to fifteen
(15) days per year. Employees are entitled to retain
military pay earned while on military leave. In
times of a national emergency, career employees
called up for service are entitled to additional
extended military leave without pay for the period
required. During the extended military leave
without pay, the employee’s health benefits shall
be paid by the Tribe, but the employee must make
arrangements to pay for any dependent premiums.
Additionally, earned leave of any type or time
earned towards annual evaluation and merit
increase shall not accrue. In cases of extended
military leave without pay, within ninety (90) days
of receiving an Honorable Discharge, employees
shall submit a written application for reinstatement
to their former position. The Tribe will make every
effort to accommodate such requests provided the
employee is still capable of performing the required
services.

7. CIVIL LEAVE

Employees are entitled to civil leave with pay to

serve on a jury or as a witness in a legal proceeding
in which the employee is not a party. Employees
are entitled to retain jury or witness fees while on
civil leave. Requests for civil leave shall be made
by submitting the appropriate leave form,

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accompanied by the subpoena, jury summons, or
other legal document for approval to his/her
Program Director. Employees approved to serve
on a jury or subpoenaed to be a witness who are
dismissed early shall return immediately to their
work station. Failure to do so; shall be cause for
appropriate disciplinary action.

8. ADMINISTRATIVE LEAVE

Employees are entitled to administrative leave with

pay for attendance at job related activities such as
conferences, seminars, training, or college courses
with the approval of his/her Program Director.
The Tribal Chairperson or designated
representative may also grant administrative leave
to employees: if a dangerous or serious health risk
is present in the work environment; to relieve an
employee of his/her duties during an investigation
of wrongdoing; or if the employee poses a danger
or threat to Tribal operations.

9. LEAVE WITHOUT PAY

Employees may request leave without pay to

absent themselves from work for a period not to
exceed forty-five (45) working days (with an

optional forty-five (45) day extension). Requests

for such leave must be submitted in writing. The
request must be approved by the Tribal
Administrator and must include the written
recommendation of the employee’s Program
Director. Such leave will only be approved when it
is in the best interest of the Tribe to do so, when the
employee’s overall employment record is
satisfactory or better, and when the Tribe desires to
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retain the employee. At the expiration of a leave
without pay, the employee shall return to the same
or similar position whenever feasible. An
employee’s failure to report to work on the agreed
upon date shall be considered a resignation.

Leave without pay shall not constitute a break in

service, however, leave of any kind and time
toward annual evaluation and merit increase shall
not accrue. Employee shall be responsible for
making premium payments for life, medical, dental
and other insurance, or other benefits where
applicable.

10. FUNERAL LEAVE

Employees are entitled to funeral leave with pay a
maximum of three (3) workdays to attend a funeral
for the following designated members of his/her
immediate family or, if married, the spouse’s
immediate family: mother, father, sister, brother,
son or daughter, grandmother, grandfather and/or
grandchildren , aunt, uncle, niece, nephew, or first
cousin. Funeral leave must be approved by the
employee’s immediate supervisor and/or Program
Director prior to its use. If more than three (3) days
is required, annual, personal, sick, or leave without
pay must be utilized by employee for the
additional period.

Up to three (3) hours of leave with pay in a given

workday may be allowed for attendance by Tribal
employees to the funeral of Washoe Tribal
members or other Washoe Tribal employees. Such
leave must be arranged with and have the prior
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approval of the Tribal Chairperson, Tribal
Administrator or Human Resources Director. If
more than three (3) hours is required, annual,
personal, sick, or leave without pay must be
utilized by employee for the additional period. An
employee granted such leave who does not attend
the funeral will be subject to appropriate
disciplinary action including having the three or
more hours charged against the employee’s annual,
personal, or sick leave.

11. VOTING LEAVE

Employees are entitled to up to two (2) hours of
voting leave with pay for Tribal, Federal, State, and
local elections when travel is required and when
the distance between the work site and voting place
is ten (10) miles or more one way. Employees are
entitled to up to one (1) hour of voting leave with
pay If the place of voting is less than ten (10) miles
from the employee’s work site.

D. ADDITIONAL EMPLOYEE BENEFITS

The following additional employee benefits are

authorized by the Tribal Council: Social Security;
Workman’s Compensation; Federal
Unemployment Insurance; Group Life Insurance;
Group Health Insurance; Dental Insurance; Vision
(corrective lens) Insurance; 401(k); and
Supplemental Insurance. Details about these and
any other employee benefits are available from the
Human Resources Department. Contractual
employees are not eligible to receive Tribally-paid
insurance or other benefits.

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 All full-time probationary or regular status
employees shall receive employee approved and
paid benefits authorized by the Tribal Council for
employees only beginning on the first day of the
month following completion of three (3) months of
paid continuous employment.

Part-time employees employed in a regularly

assigned position less than eight (8) hours shall
receive employer approved and paid benefits
authorized by the Tribal Council for employees
only beginning on the first day of the month
following completion of three (3) months of paid
continuous employment. However, less than eight
(8) hour assigned, part-time employees shall
receive paid benefits in direct proportion to their
daily, hourly assignment percentage in relation to
an eight (8) hour full-time, daily assignment.
Employees must work not less than thirty (30)
hours per week to be eligible for Health benefits.

E. EMPLOYEE ASSISTANCE PROGRAM

Employee Assistance Program (EAP) services are

available for all employees and members of their
household, including all levels of supervisors and
management. EAP is responsible for and designed
to assist employees and supervisors to deal with
challenges at work and home. Qualified EAP
counselors help employees address such issues as
relationships, stress management, substance abuse,
depression, parenting concerns, financial, or legal
issues.

XI. COMPENSATION

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 Employees shall be evaluated during the third,
seventh, and eleventh months of their probationary
period. Annual evaluations shall be performed
thereafter and will be due one month-prior to each
employee’s annual anniversary date.

Employees are eligible for a pay increase within the

appropriate salary range upon satisfactory
completion of the first year of employment if the
employee’s job performance is satisfactory or
higher and the employee has not yet reached the
maximum salary range for his/her position.
Employees will be eligible to receive a pay increase
annually thereafter on the employee’s anniversary
date if the employee maintains a satisfactory or
better performance standard and has not yet
reached the maximum salary range for his/her
position. The amount of any increase for which an
employee may be eligible will be based on annual
evaluation scores as follows: 70-75 = 0%; 76-85 =
2.5%; 86-97 = 3.5%; 98-100 = 5%.

XII. TRANSFERS

A position may be filled by transferring an

employee from his/her current position to that of
the open position as long as it is in the same or
similar class having the same salary range.
Interdepartmental transfers must be approved by
the Tribal Chairperson and reported to the Tribal
Council at their next regularly scheduled meeting.
There are two types of transfers:
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 A. Voluntary Transfer – An employee
requested transfer.

B. Involuntary Transfer – A required transfer

at the written instruction of the Tribal
Chairperson. Such transfer may not be
used to retaliate against an employee and
cannot be made to a position of a higher
classification.

Sick leave balances will transfer automatically at

the time of transfer. Other types of leave will only
transfer upon employee request submitted prior to
the transfer and approved in writing by the
Program Director to whose Department the
employee is transferring. If such transfer is refused,
any accrued leave must be used by the employee or
it will be forfeited at the time of transfer.

Employees transferring to a different classification

but within the same salary range must serve a new
probationary period. Employees transferring to the
same classification within the same salary range
but to a different Department are not required to
serve a new probationary period.

XIII. UNDERFILLING POSITIONS

If a recruitment produces less than five (5) qualified

applicants for non-director positions, it has been
determined that funding is not sufficient, or it is
determined to be in the best interests of the Washoe
Tribe, a vacancy may be underfilled with a lower
classification within the same occupational series or
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 at the entry level if there is a series in which case
the initial recruitment notices must identify that the
position is entry level and the criteria to progress to
the authorized level.

XIV. AUTOMATIC PROGRESSION

When underfilling a position, progression to the

authorized level occurs without recruitment or
interview and is contingent on the incumbent
meeting the position’s minimum qualifications,
successful performance at the underfill level, and
written recommendation of the Program Director.
Automatic progression to the authorized level is
not considered a promotion and the anniversary
date shall not change if the incumbent has
completed the probationary period at the underfill
level. If an incumbent is recommended for
progression before he/she completes the
probationary period, he/she shall remain on
probation.

XV. BACKGROUND CHECKS

New, rehired, and transferred employees are

required to pass a background check, which will be
completed by the Human Resources Department,
prior to an offer of employment. Applicants
selected for positions in law enforcement,
accounting, positions handling cash, management
positions exercising control over financial records,
and positions requiring regular contact with or
having control over children shall, prior to
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 appointment, be fingerprinted for the purpose of
conducting the background check. Whether or not
a prior conviction will be grounds for automatic
rejection depends on the position, its requirements,
and applicable law. The Human Resources
Director in cooperation with the Law Enforcement
Department shall coordinate and process
fingerprint cards and retain any confidential
information gathered. The scope of the
background checks may include: previous
employment, personal references, social security
number verification, criminal record, sex offender
registry, terrorist watch list, and credit report (i.e.,
Law Enforcement and Finance positions). All
information gathered during the background
checks shall be kept confidential and, unless
otherwise required by law, will only be used for the
purposes of determining whether to extend an offer
of employment.

XVI. TRAINING

Program Directors, in conjunction with Human

Resources, shall be responsible for the training of
their employees to continuously enhance job
performance. Indian Preference shall apply to
training. Immediate supervisors may authorize
participation in job related training during working
hours. Employees are responsible for submitting
written requests related to trainings and securing
any necessary approvals. All training must be job
related.

If an employee is required to attend training

classes, conferences, or seminars, the Tribe through
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the appropriate Department or Program will pay
for all appropriate costs. If an employee requests to
attend training classes, college courses,
conferences, or seminars, the Tribe may:

A. Approve the request, pay for the training, and

the employee to take administrative leave to
attend.

B. Approve the request, not pay for the training,

and allow employee to take administrative
leave to attend.

C. Approve the request, pay for the training, and

require employee to use annual or personal
leave to attend.

D. Approve the request and pay for the training

on a reimbursement basis providing the
employee completes the class and meets
any grade criteria.

E. Deny the request.

Certificates of completion or grade reports (as

appropriate and available) must be provided to the
Program Director and a copy forwarded to the
Human Resources Director for placement in the
employee’s personnel file at the completion of any
training.

For college courses taken at employee request, the

employee must receive a grade of “C” or better or
the employee must reimburse the Tribe the amount
dispersed by the Tribe for the training; or if
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 approved on a reimbursement basis, the
reimbursement shall not be issued.

XVII. REST PERIODS

Employees are entitled to rest periods consisting of

one 15-minute period during each four-hour period
of work or major fraction thereof.

XVIII. EMPLOYEE RELATIONS

If you need assistance or advice to resolve

problems concerning wages, hours, working
conditions, or any special issues affecting your
employment with the Washoe Tribe, your Human
Resources Director is available to assist you.

XIX. EMPLOYEE GRIEVANCES AND APPEALS

Regular (non-probationary) employees aggrieved

by any action which relates to working conditions
and relationships, or pertaining to any term,
condition, or privilege of employment, or to Tribal
policies, rules, and regulations, and which cannot
be resolved through informal discussions with
his/her immediate supervisor, may file a written
grievance within ten (10) working days after the
occurrence of the action or ten (10) working days
after becoming aware of the action.

The grievance process is not available to

probationary employees.

COPIES OF THE COMPLETE EMPLOYEE

GRIEVANCE AND APPEALS POLICY IN THE
MANUAL (Section 11) MAY BE OBTAINED

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 FROM YOUR PROGRAM MANAGER OR
FROM HUMAN RESOURCES.

XX. OUTSIDE EMPLOYMENT

Employees may not accept outside employment

occurring during regular working hours or if it will
conflict with their job responsibilities or attendance
at job related meetings after regular working hours.
Employees who hold or wish to hold outside
employment must obtain the prior written
approval of the Tribal Chairperson.

XXI. RECEIPT OF GIFTS

Employees are prohibited from accepting gifts,

loans, currency, or other monetary inducements
from any person who has or is seeking to obtain
business from the Tribe or from any person whose
interests may be affected by the employee’s
performance or nonperformance of official duties.

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We are what we imagine. Our very existence
consists in our imagination of ourselves...
The greatest tragedy that can befall us is to
go unimagined.

~N. Scott Momaday

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