Personnel Policies

March 20, 2014

 

PERSONNEL POLICIES AND PROCEDURES

WESTCHESTER UNITED METHODIST CHURCH

8065 EMERSON AVENUE

LOS ANGELES, CALIFORNIA 90045

Revised March 20, 2014

 

Approved by Carrie Butze - Chair, SPRC

and

LauraAdmas, Chair, Church Council

 

TABLE OF CONTENTS

 

SECTION TITLE

1.0 Scope

2.0 Applicable Documents

2.1 Individual Offers of Employment

3.0 Definitions

3.1 Westchester United Methodist Church (WUMC)

3.2 Mother's Day Out (MDO)

3.3 Pastor/Minister

3.4 Volunteer

3.5 Church Council

3.6 Staff Parish Relations Committee (SPRC)

3.7 Supervisor

3.8 Offer of Employment

 

4.0 Conditions of Employment

4.1 Employment Basis

4.1.1 Employment-at-will

4.1.2 Orientation Period

4.2 Categories of Employment

4.2.1 Full Time Employees

4.2.2 Part Time Employees

4.2.3 Employee Classifications

4.2.4 Equal Opportunity Employment

4.2.5 Employment Application

 

5.0 Compensation

5.1 Recording of Time

5.2 Work Day

5.3 Work Week

5.4 Pay Periods

5.5 Overtime

5.6 Method of Compensation

5.7 Payroll Deductions

5.8 Pay Raises

 

6.0 Benefits

6.1 Medical/Dental Benefits

6.2 Workers Compensation

6.3 Disability and Unemployment

6.4 Holidays

6.5 Vacation

6.5.1 Full Time Employees

6.5.2 Part Time Employees

6.6 Sick Leave/Personal Absence Time

6.6.1 Full Time Employees

6.6.2 Part Time Employees

6.7 Jury Duty

6.8 Bereavement Leave

6.8.1 Full Time Employees

6.8.2 Part Time Employees

 

7.0 Leave of Absence

7.1 Medical Leave

7.2 Personal Leave

7.3 Return from Leave

 

8.0 Performance Evaluations

8.1 Employee Performance Appraisal

8.2 Access to Personnel Information

 

9.0 Complaints and Grievances

9.1 Employee Complaints

9.2 Employment Grievances

9.3 Confidentiality

 

10.0 Resignation and Termination

10.1 Resignation

10.2 Termination

11.0 Harassment and Abuses

11.1 Sexual Harassment

11.2 Harassment

11.3 Procedure for Reporting Harassment

11.4 Substance Abuse

11.5 Workplace Violence

11.6 Procedures for Abuse Accusations

 

12.0 Standards of Conduct

12.1 Conduct and Actions

12.2 Attendance and Punctuality

12.3 Staff Dress Policy

12.4 Solicitation and Distribution

12.5 Personal Telephone Calls

12.6 Personal Use of the Internet

12.7 Smoking in the Workplace

 

13.0 Workplace Safety

13.1 Designated Safety Officer

13.2 General Safety Rules

13.3 Inspections

13.4 Fire Emergency

13.5 Earthquake Procedures

1.0 SCOPE – The personnel policies and procedures defined in this document apply to non-clergy employees of and clergy employees hired directly by the Westchester United Methodist Church (WUMC). Clergy appointed by the Bishop are subject to the personnel policies and procedures of the California-Pacific Conference of the United Methodist Church.

 

2.0 APPLICABLE DOCUMENTS – The following additional documents shall form a part of the personnel policies and procedures of WUMC.

 

2.1 Individual Offers of Employment for all staff except clergy under appointment by the Bishop.

 

3.0 DEFINIITONS:

 

3.1 WESTCHESTER UNITED METHODIST CHURCH (WUMC), located at 8065 Emerson Avenue, Los Angeles, California, is a not for profit religious organization, a corporation chartered in the State of California, organized under the Los Angeles District of the California-Pacific Annual Conference of the United Methodist Church.

 

3.2 MOTHER’S DAY OUT (MDO) is a not for profit child day care program operated as a service by WUMC.

 

3.3 PASTOR/MINISTER terms are used interchangeably to identify those persons who are ordained in the United Methodist Church and appointed by the Bishop of the California-Pacific Conference to serve WUMC.

 

3.4 VOLUNTEER is any person who performs work or service supporting the programs or ministry of WUMC and who receives no compensation for such work or service.

 

3.5 CHURCH COUNCIL is defined in the Book of Discipline as the administrative body of this local church.

 

3.6 STAFF PARISH RELATIONS COMMITTEE (SPRC) functions as a Personnel Committee relating to all employees, full-time and part-time. Under the direction of the Church Council, the SPRC is deemed the employer.

 

3.7 SUPERVISOR is the Senior Minister who is designated as the supervisor of the day-to-day activities of all employees. The SPRC Chair may designate an alternate supervisor in consultation with the Senior Minister.

 

3.8 OFFER OF EMPLOYMENT is drafted by the SPRC at the time of employment to insure a clear understanding of the position requirements, compensation, benefits, and other factors. The employee and the SPRC Chair will sign and date this Offer. Each time compensation and/or conditions of employment change, an amended Offer will be initiated. Offers of Employment are subject to review and approval by the Church Council.

 

4.0 CONDITIONS OF EMPLOYMENT

 

4.1 EMPLOYMENT BASIS – WUMC retains the right to make decisions involving employment as needed to conduct work in a manner that is beneficial to the employee and WUMC.

 

4.1.1 The orientation period for all employees will be 90 days. WUMC adheres to the policy of employment-at-will, which permits WUMC or the employee to terminate the employment relationship at any time, and for any reason. Neither the policies herein, nor any other written or verbal communication by a supervisor, are intended to create a contract of employment or a warranty of benefits. These policies may be added to, changed, or deleted by WUMC at its sole discretion, except that WUMC will not modify its employment policy-at-will in any case.

 

4.1.2 The orientation period for all employees will be ninety (90) days.

 

4.2 CATEGORIES OF EMPLOYMENT

 

4.2.1 FULL TIME EMPLOYEES work a forty (40) hour work week and are eligible for benefits as defined herein in accordance with their position and length of employment.

 

4.2.2 PART TIME EMPLOYEES work thirty (30) hours per week or less, and are eligible for statutory benefits only or as otherwise stated in individual Offers of Employment.

 

4.2.3 EMPLOYEE CLASSIFICATIONS – Salaried employees are classified as salary non-exempt or salary exempt, in accordance with Federal and State wage/hour laws. Non-exempt employees are eligible for overtime pay consistent with WUMC policy and applicable Federal and State labor laws, while exempt employees are not eligible for overtime pay. Hourly employees are eligible for overtime pay consistent with Federal and State wage/hour laws.

 

4.2.4 EQUAL OPPORTUNITY EMPLOYMENT – WUMC is committed to a policy of equal employment opportunity, and does not discriminate against employees or applicants for employment based on veteran status, race, color, religion, sex, marital status, sexual orientation, ancestry, national origin, physical or mental disability, or age. WUMC reserves the right to screen applicants on the basis of religious belief because employees and member alike are ambassadors and representatives of WUMC to other members and to the community at large. This unity of belief and direction is essential for the ministry of WUMC.

 

4.2.5 EMPLOYMENT APPLICATION – All persons seeking employment at WUMC shall complete an application for employment. As a minimum, the application shall include current and prior residences, current and prior employers and job descriptions, job references, and a minimum of three (3) personal references. WUMC will review each application and applicants may be called for a personal interview. WUMC reserves the right to contact all personal and job related references. Any report of criminal offences will be investigated. Falsification of this employment application will be a basis for immediate discharge.

 

5.0 COMPENSATION

 

5.1 RECORDING OF TIME – Each non-exempt employee of WUMC must submit a completed time sheet to their supervisor by pay period end. Vacation time, sick leave/personal absence time, jury duty, and other periods of absence will be reported on these time sheets. Any variance from regular work hours must be approved and initialed by the staff member’s supervisor. Any questions concerning payroll or these procedures should be addressed to your supervisor.

 

5.2 WORK DAY hours for employees are from 12:01 AM to 12:00 midnight with one (1) hour for lunch. Working hours for part time employees will be per the Offers of Employment signed by each employee.

 

5.3 WORK WEEK will be from 12:01 AM Sunday to 12:00 midnight Saturday.

 

5.4 PAY PERIODS will be from the 1st through the 15th and the 16th through the last day of each month. Paydays will be the 5th and the 20th of each month. When the designated payday is a holiday, employees will normally be paid on the last working day before the holiday. If the payday occurs on Saturday or Sunday, employees will be paid on the preceding Friday.

 

5.5 OVERTIME is not normally expected and must be authorized in advance by the supervisor, the Senior Minister, or the SPRC Chair.

 

5.6 METHOD OF COMPENSATION will be by check.

 

5.7 PAYROLL DEDUCTIONS – WUMC will deduct withholding taxes from employee’s paychecks as required by the respective Federal and State Internal Revenue Codes.

 

5.8 PAY RAISES – Budgets for salaries are established by the Church Council of WUMC on a yearly basis, normally in December or January. Depending on the employee’s performance and WUMC’s financial status, adjustments may be made as recommended by SPRC.

 

6.0 BENEFITS

 

6.1 MEDICAL/DENTAL BENEFITS – Medical/dental benefits will be provided for all full time employees. The Offer of Employment will define this medical/dental coverage.

 

6.2 WORKERS COMPENSATION will be provided by WUMC.

 

6.3 DISABILITY AND UNEMPLOYMENT insurance is not provided to employees by WUMC because of its non-profit status.

 

6.4 HOLIDAYS – WUMC observes the following paid holidays:

 

New Year’s Day Labor Day

Martin Luther King Day Thanksgiving Day

President’s Day Friday following Thanksgiving

Good Friday (1/2 day) Christmas Eve Day (1/2 day)

Memorial Day Christmas Day

Independence Day

 

6.5 PAID TIME OFF (Revised 3/14)

 

6.5.1 FULL-TIME EMPLOYEES are eligible for paid time off (PTO) following one (1) year of continuous employment. PTO can be used for vacation, sick leave, or personal absence. PTO is calculated according to the employee’s anniversary date as follows:

 

a) After one year of continuous employment, PTO will be earned at the rate of ten (10) hours per month (one hundred twenty (120) hours per year).

b) Following six (6) years of service, PTO will be earned at the rate of twelve (12) hours per month (one hundred forty four (144) hours per year).

c) After ten (10) years of service, PTO will be earned at the rate of thirteen and one-third (13.33) hours per month (one hundred sixty (160) hours per year).

d) After twenty (20) years of service, PTO will be earned at the rate of sixteen and two-thirds (16.67) hours per month (two hundred (200) hours per year).

e) A maximum of one hundred sixty (160) hours of PTO may be accrued.

f) No compensation will be given for PTO except on termination of employment.

 

Employees are encouraged to use PTO for vacation for rest and relaxation and should schedule vacation in consultation with the supervisor. Requests for vacation must be submitted to the supervisor a minimum of two (2) weeks in advance of the requested vacation. PTO can also be used for sick leave and personal reasons. Unexpected sick leave and personal absence must be approved by the supervisor with two (2) weeks after returning to work.

 

6.5.2 PART-TIME EMPLOYEES who work at least twenty (20) hours are eligible for paid PTO in proportion to the scheduled hours worked following one (1) year of continuous employment.

 

a) After one year of continuous employment, scheduled hours to be worked divided by forty (40) multiplied by one hundred twenty (120) equals the available number of PTO hours available per year.

b) Following six (6) years of service, scheduled hours to be worked divided by forty (40) multiplied by one hundred forty four (144) equals the available number of PTO hours available per year.

c) After ten (10) years of service, scheduled hours to be worked divided by forty (40) multiplied by one hundred sixty (160) equals the available number of PTO hours available per year.

d) After twenty (20) years of service, scheduled hours to be worked divided by forty (40) multiplied by two hundred (200) equals the available number of PTO hours available per year.

e) Maximum accrued PTO shall not exceed scheduled hours to be worked divided by forty (40) multiplied by one hundred sixty (160).

f) Unused PTO will not be compensated on termination.

 

Employees are encouraged to use PTO for vacation for rest and relaxation and should schedule vacation in consultation with the supervisor. Requests for vacation must be submitted to the supervisor a minimum of two (2) weeks in advance of the requested vacation. PTO can also be used for sick leave and personal reasons. Unexpected sick leave and personal absence must be approved by the supervisor with two (2) weeks after returning to work.

 

6.6 JURY DUTY is considered a civic obligation by WUMC. Employees are eligible for a maximum of five (5) days of paid jury duty per year. Fees received for jury duty may be retained by the employee.

 

6.7 BEREAVEMENT LEAVE

 

6.7.1 FULL-TIME EMPLOYEES may receive up to three (3) paid days to attend an in-state funeral/memorial service and up to five (5) days to attend an out-of-state funeral /memorial service for the death of an immediate family member. Members of the immediate family include spouses, parents, brothers, sister, children, grandchildren, grandparents, parents-in-law and other family members of the same household.

 

6.7.2 PART-TIME EMPLOYEES receive the same benefit as the Full-Time Employees.

 

7.0 LEAVE OF ABSENCE

 

7.1 MEDICAL LEAVE – Any staff member who is temporarily disabled and unable to work due to his/her own serious health condition and who does not qualify for, or has exhausted his or her entitlement to medical leave under the Family and Medical Leave Act Policy (FMLA), will upon request be granted a medical leave of absence without pay for the period of his or her disability, provided such leave not exceed four months. This policy applies to all temporary disabilities, including pregnancy, childbirth and related medical conditions. Any request for a medical leave of absence must be supported by a medical certification from a health care provider.

 

7.2 PERSONAL LEAVE – An unpaid personal leave of absence may be granted after one (1) year of service on written application to the Senior Minister or the Chair of SPRC. The compelling reason for the requested leave and the length of the leave will be considered in granting the requested leave. Leaves may not exceed sixty (60) days during which time no benefits will accrue. Leaves of absence are granted only after earned vacation and earned Sick Leave/Personal Absence time is exhausted. Parental leave is exempt from the minimum one (1) year of service requirement.

 

7.3 RETURN FROM LEAVE – WUMC will make a reasonable effort to return the employee to the same or similar job as held prior to the leave of absence, subject to staffing requirements, but there is no job guarantee. Staff members must provide certification from a qualifying health care provider specifying that they are able to perform the essential job functions, with or without reasonable accommodations.

 

8.0 PERFORMANCE EVALUATIONS

 

8.1 EMPLOYEE PERFORMANCE APPRAISAL – Each employee of WUMC will meet each year with the supervisor or Senior Minister and/or a member of SPRC for a performance evaluation. This evaluation will consist of a written appraisal followed by a meeting of the employee and the supervisor or the Senior Minister. A summary of this evaluation will be provided to the employee, with a copy placed in the employee’s confidential personnel folder.

 

Performance appraisals may be conducted at times other than the annual review as recommended by the Senior Minister or the Chair of SPRC. A summary of these evaluations will be provided to the employee, and a copy placed in the employee’s confidential personnel folder.

 

Employees in the orientation period will be evaluated after forty-five (45) and ninety (90) days of service. A written summary of these evaluations will be provided to the employee, with a copy placed in the employee’s confidential personnel folder.

 

8.2 ACCESS TO PERSONNEL INFORMATION – On request, employees may inspect their own files at a mutually agreeable time on the WUMC premises in the presence of a WUMC official. Employees will be permitted to see all records with the exception of any records relating to a criminal investigation or any letters of reference maintained by WUMC. Inspection is limited to a once-a-year occurrence.

 

9.0 COMPLAINTS AND GRIEVANCES

 

9.1 EMPLOYEE COMPLAINTS – Employees are urged to discuss any complaints regarding problems relating to their job employment with the supervisor or Senior Minister. The supervisor or Senior Minister will evaluate this complaint and resolve the issue if possible.

 

9.2 EMPLOYMENT GRIEVANCES – Any employee of WUMC may submit a written grievance regarding problems relating to their employment. This grievance will be submitted to the Senior Minister. If unable to resolve this grievance, the Senior Minister will forward this grievance to SPRC or to the Church Council for evaluation. The employee will be provided a written response to the grievance following an investigation and evaluation.

 

9.3 CONFIDENTIALITY – WUMC recognizes the importance of maintaining the confidentiality of all personnel matters.

 

10.0 RESIGNATION AND TERMINATION

 

10.1 RESIGNATION – Any employee wishing to leave the employment of WUMC may do so by submitting a letter of resignation to the Senior Minister and/or the Chair of SPRC. When possible, a two (2) week notification prior to the last day of work is requested.

 

The employee will be paid for any unused accrued vacation. There is no reimbursement for unused Sick Leave/Personal Absence Time.

 

10.2 TERMINATION – WUMC reserves the right to terminate an employee for any reason. The employee will be paid for any unused accrued vacation. There is no reimbursement for unused Sick Leave/Personal Absence Time.

 

11.0 HARASSMENT AND ABUSES

 

11.1 SEXUAL HARASSMENT – Title VII of the 1965 Civil Rights Act, as interpreted by the courts and the Equal Opportunity Commission, prohibits sexual harassment in the workplace. In addition to being contrary to law, sexual harassment is a demeaning and degrading act and, out of concern for the dignity and the well-being of our employees, has no place whatsoever at WUMC. Therefore, it is WUMC’s policy to provide a work environment free of sexual harassment.

 

An employee has the right, at any time, to complain of sexual harassment and request assistance from his/her supervisor or from the Senior Minister in order to investigate and resolve any allegations of sexual harassment.

 

11.2 HARASSMENT – WUMC prohibits harassment of one employee by either another employee or a supervisor on any basis including, but not limited to, veteran status, race, color, religion, marital status, national origin, physical or mental disability, and/or age. While it is difficult to define precisely what harassment is, it certainly includes slurs, epithets, threats, derogatory comments, unwelcome jokes, and teasing. Any employee who feels that he or she is a victim of harassment should immediately report this matter to his/her supervisor or to the Senior Minister. This incident will be thoroughly investigated by members of SPRC who are not involved in this alleged harassment. At the conclusion of this investigation, the complainant will be advised of any action taken.

 

Any complaint will be held in confidence so far as it is possible, and no retaliation will be taken for making a complaint or participating in any investigation.

 

11.3 PROCEDURE FOR REPORTING HARASSMENT:

 

1) Any employee who believes that he or she has been the victim of sexual harassment is urged to immediately report this incident to his/her supervisor or the Senior Minister of WUMC.

 

2) This incident will be immediately and thoroughly investigated by members of SPRC who are not involved in the alleged harassment. Depending on the outcome of this investigation, appropriate action will be taken. At the conclusion of this investigation, the complainant will be advised of any action taken.

 

3) This complaint will be held in confidence so far as is possible, and no retaliation will be taken for making a complaint or participating in any investigation.

 

11.4 SUBSTANCE ABUSE – No employee shall work, report to work, or be present on WUMC premises while under the influence of alcohol or controlled substances.

 

The unlawful manufacture, distribution, dispensation, possession, sale, or use of alcohol or any controlled substances on WUMC premises is strictly prohibited. Any violation of this substance abuse policy may result in disciplinary action up to, and including, termination.

 

Consistent with our fair employment policy, WUMC maintains a policy of non-discrimination and reasonable accommodation with respect to recovering alcoholics or addicts, those who are perceived as having a dependency, or those have a medical history reflecting treatment of these conditions.

 

11.5 WORKPLACE VIOLENCE – Violence by an employee or anyone else against an employee, supervisor, or congregant of WUMC will not be tolerated. If you receive or overhear any threatening communications from an employee or an outside third party, report it to your supervisor or the Senior Minister or SPRC Chair immediately. Do not engage in either physical or verbal confrontation with a potentially violent individual. If you encounter an individual who is threatening immediate harm to an employee or visitor on WUMC premises, contact the police (911) immediately.

 

All reports of work related threats will be documented and investigated. Employees are encouraged to report any act or threat of violence and to participate in any suspected or actual cases of workplace violence. Violations of this policy will not be permitted and may result in disciplinary action up to, and including, termination.

 

11.6 PROCEDURES FOR ABUSE ACCUSATIONS – In the event that an employee is accused and suspected of child abuse, that employee will be placed on paid administrative leave. During this time, the accusation will be investigated and resolved. If the complaint is valid, disciplinary action up to, and including, termination may be taken.

Refer to Safe Sanctuary Policies for detailed procedures and reporting.

 

12.0 STANDARDS OF CONDUCT – Each employee has an obligation to observe and follow WUMC policies and to maintain proper standards of conduct at all times. If any employee behavior interferes with the orderly and efficient conduct of business, corrective disciplinary measures will be taken.

 

12.1 CONDUCT AND ACTIONS – Disciplinary action may include a verbal warning, a written warning, a suspension without pay, and termination. The appropriate disciplinary action imposed will be determined by WUMC.

The following actions may result in disciplinary action up to, and including, termination: Violation of confidentiality; Violation of WUMC policies and safety rules; insubordination; poor attendance; possession, use, or sale of alcohol or controlled substances on work premises or during work hours; possession, use, or sale of weapons, firearms, or explosives on work premises; poor performance; theft; dishonesty; physical harassment; sexual harassment; child abuse; mishandling of children or disrespect toward fellow employees, visitors, or other members of the public. These are examples of actions that may lead to disciplinary action. These examples are not all inclusive.

 

12.2 ATTENDANCE AND PUNCTUALITY – Attendance and punctuality are important factors since we work as a team, and teamwork requires each employee to be in the right place at the right time.

If an employee is going to be late or absent, the employee must notify their supervisor, the church secretary, the Senior Minister, or the Chair of SPRC within two (2) hours from the start time of their normal work day. Leaving a message on the church answering machine is considered notification. Failure to notify WUMC for three (3) or more consecutive working days may be cause for termination.

 

12.3 STAFF DRESS POLICY – While Westchester United Methodist Church has no standard dress code, personal appearance is important to the Church’s image. Staff is asked to wear articles of clothing suitable to the type of work performed and the Church environment. Articles of clothing should be neat, clean, safe, in good taste and provide a professional atmosphere to those served. Interpretation of this policy rests solely with SPRC.

 

12.4 SOLICITATION AND DISTRIBUTION – Solicitation by an employee is prohibited on work time or on church property. Employee distribution of literature, including handbills in work areas, is prohibited at all times unless previous consent has been obtained from a supervisor, the Senior Minister, or the SPRC Chair.

 

12.5 PERSONAL TELEPHONE CALLS – It is important to keep WUMC telephone lines free for business calls. Although the occasional use of WUMC telephones for a personal emergency may be necessary, routine personal calls should be kept to a minimum.

 

12.6 PERSONAL USE OF THE INTERNET – The computers are intended for professional use only. Although occasional personal use of the computers and internet may be necessary, routine personal use should be minimized. At no time will computers be utilized for gambling, pornography or any unlawful activity.

 

12.7 SMOKING IN THE WORKPLACE – WUMC is a smoke free environment. Smoking is not permitted.

 

13.0 WORKPLACE SAFETY – It is the policy of WUMC to provide a safe and healthful environment for all employees. WUMC’s Safety Program will continuously strive to ensure the health and safety of our employees and guests.

 

13.1 Designated Safety Officer – The Senior Minister is responsible for implementing and monitoring the Injury/Illness Prevention Program at WUMC.

 

13.1.1 A job description for each staff position at WUMC contains specific safety rules and procedures for that position. New employees will receive a safety orientation regarding specific rules prior to active work. Periodic reviews of specific safety rules will be performed to maintain compliance.

 

13.2 GENERAL SAFETY RULES

 

1) Proper clothing must be worn at all times.

2) Do not attempt to repair or operate any office equipment you are not familiar with, or have not been trained to use.

3) Any defects in office equipment or furniture should be reported immediately.

4) Do not leave files or other objects on the floor where others may trip and fall.

5) Do not block aisles, exit doors, fire extinguishers, or traffic walkways.

6) Do not attempt to lift any excessive loads. Ask for help!

7) All work-related injuries, no matter how minor, must be reported to your supervisor.

8) Failure to comply with these safety rules will result in disciplinary action.

 

13.3 INSPECTIONS – The Safety Officer or other WUMC management personnel will make planned monthly inspections of the church offices. The purpose of these inspections is to determine if unsafe conditions exist so that corrective action may be taken. Employees, visitors, and congregants are encouraged to report any unsafe conditions that are observed.

 

13.4 FIRE EMERGENCY – The person reporting the fire to the 911 operator will provide the following information:

1) WUMC’s name and address: Methodist Church, 8065 Emerson, northwest corner.

2) What is on fire, the building? A machine? Paper?

3) Location of fire, the roof? The Fellowship Hall? The Sanctuary?

4) Type of fire, electrical? Liquid?

 

IF YOU ATTEMPT TO FIGHT A FIRE WITH ON-PREMISES EQUIPMENT (EXTINGUISHERS, HOSES, ETC) REMEMBER THAT IT TAKES A MINIMUM OF TWO (2) PEOPLE TO FIGHT A FIRE. TO ENSURE EMPLOYEE SAFETY, ANY FIGHTING OF A FIRE IS TO BE DONE ONLY DURING THE EARLY STAGES OF A FIRE. DO NOT ATTEMPT TO EXTINGUISH AN OUT-OF-CONTROL FIRE.

 

RE-ENTRY INTO WUMC PROPERTY WILL NOT BE PERMITTED UNTIL IT IS DECLARED SAFE TO DO SO BY THE LOCAL FIRE AND LAW ENFORCEMENT OFFICIALS AND BY A WUMC OFFICER WITH EXECUTIVE AUTHORITY.

13.5 EARTHQUAKE PROCEDURES – In the event of an earthquake, the following procedures will be followed.

 

1) Assess any injuries or damages.

 

2) Give first aid as needed. Remember, after an earthquake, utilities, police, fire fighters, or other government agencies may not be readily available. Do not attempt to use a telephone unless absolutely necessary.

 

3) Attempt to call the Fire Department only in case of fire.

 

4) Notify WUMC executive management personnel if none are on the premises at the time of an earthquake.

 

5) The nearest hospital for treatment is: Marina del Rey Hospital, 4650 Lincoln Blvd., Marina del Rey, Phone #: (310) 823-8911.

 

6) Have damaged, or potentially damaged, utilities shut off at the main controls.

 

7) Personnel are to be instructed during orientation that they are to take shelter under a sturdy structure, table, or desk during an earthquake and remain there until all shaking has ceased.

 

8) Evacuate as necessary. WUMC supervisors shall be responsible for seeing that employees are evacuated to a safe area outside the building and clear of overhead electrical lines, utility poles, block walls, and buildings which could fall during aftershocks. Please be alert for fallen electrical lines that could be touching metal objects on the ground.

 

9) Have electrical, gas, water, and fuel systems checked for damage before allowing personnel to return to any WUMC building.

 

10) Drinking water should be checked to determine whether it is contaminated. Water in toilet tanks can be boiled and used, if absolutely necessary, for drinking or treating injuries.

 

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