The Legal Stuff

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Terms of Use

Enjoy the following;

These Terms of Use constitute a legally binding agreement made between you, whether personally or on behalf of an entity (“you”) and the Institue for Youth in Policy ("Company", “we”, “us”, or “our”), concerning your access to and use of the crownmats.com website as well as any other media form, media channel, mobile website or mobile application related, linked, or otherwise connected thereto (collectively, the “Site”). You agree that by accessing the Site, you have read, understood, and agreed to be bound by all of these Terms of Use. IF YOU DO NOT AGREE WITH ALL OF THESE TERMS OF USE, THEN YOU ARE EXPRESSLY PROHIBITED FROM USING THE SITE AND YOU MUST DISCONTINUE USE IMMEDIATELY.

Supplemental terms and conditions or documents that may be posted on the Site from time to time are hereby expressly incorporated herein by reference. We reserve the right, in our sole discretion, to make changes or modifications to these Terms of Use at any time and for any reason. We will alert you about any changes by updating the “Last updated” date of these Terms of Use, and you waive any right to receive specific notice of each such change. It is your responsibility to periodically review these Terms of Use to stay informed of updates. You will be subject to, and will be deemed to have been made aware of and to have accepted, the changes in any revised Terms of Use by your continued use of the Site after the date such revised Terms of Use are posted.

The information provided on the Site is not intended for distribution to or use by any person or entity in any jurisdiction or country where such distribution or use would be contrary to law or regulation or which would subject us to any registration requirement within such jurisdiction or country. Accordingly, those persons who choose to access the Site from other locations do so on their own initiative and are solely responsible for compliance with local laws, if and to the extent local laws are applicable.

The Site is intended for users who are at least 13 years old. Persons under the age of 13 are not permitted to use or register for the Site.

INTELLECTUAL PROPERTY RIGHTS

Unless otherwise indicated, the Site is our proprietary property and all source code, databases, functionality, software, website designs, audio, video, text, photographs, and graphics on the Site (collectively, the “Content”) and the trademarks, service marks, and logos contained therein (the “Marks”) are owned or controlled by us or licensed to us, and are protected by copyright and trademark laws and various other intellectual property rights and unfair competition laws of the United States, foreign jurisdictions, and international conventions. The Content and the Marks are provided on the Site “AS IS” for your information and personal use only. Except as expressly provided in these Terms of Use, no part of the Site and no Content or Marks may be copied, reproduced, aggregated, republished, uploaded, posted, publicly displayed, encoded, translated, transmitted, distributed, sold, licensed, or otherwise exploited for any commercial purpose whatsoever, without our express prior written permission.

Provided that you are eligible to use the Site, you are granted a limited license to access and use the Site and to download or print a copy of any portion of the Content to which you have properly gained access solely for your personal, non-commercial use. We reserve all rights not expressly granted to you in and to the Site, the Content and the Marks.

USER REPRESENTATIONS

By using the Site, you represent and warrant that: (1) you have the legal capacity and you agree to comply with these Terms of Use; (2) you are not a minor in the jurisdiction in which you reside; (3) you will not access the Site through automated or non-human means, whether through a bot, script, or otherwise; (4) you will not use the Site for any illegal or unauthorized purpose; and (5) your use of the Site will not violate any applicable law or regulation.

If you provide any information that is untrue, inaccurate, not current, or incomplete, we have the right to suspend or terminate your account and refuse any and all current or future use of the Site (or any portion thereof).

PROHIBITED ACTIVITIES

You may not access or use the Site for any purpose other than that for which we make the Site available. The Site may not be used in connection with any commercial endeavors except those that are specifically endorsed or approved by us.

As a user of the Site, you agree not to:

  • Copy or adapt the Site’s software, including but not limited to Flash, PHP, HTML, JavaScript, or other code.
  • Upload or transmit (or attempt to upload or to transmit) viruses, Trojan horses, or other material, including excessive use of capital letters and spamming (continuous posting of repetitive text), that interferes with any party’s uninterrupted use and enjoyment of the Site or modifies, impairs, disrupts, alters, or interferes with the use, features, functions, operation, or maintenance of the Site.
  • Upload or transmit (or attempt to upload or to transmit) any material that acts as a passive or active information collection or transmission mechanism, including without limitation, clear graphics interchange formats (“gifs”), 1×1 pixels, web bugs, cookies, or other similar devices (sometimes referred to as “spyware” or “passive collection mechanisms” or “pcms”).
  • Except as may be the result of standard search engine or Internet browser usage, use, launch, develop, or distribute any automated system, including without limitation, any spider, robot, cheat utility, scraper, or offline reader that accesses the Site, or using or launching any unauthorized script or other software.
  • Disparage, tarnish, or otherwise harm, in our opinion, us and/or the Site.
  • Use the Site in a manner inconsistent with any applicable laws or regulations.
  • Delete the copyright or other proprietary rights notice from any Content.
  • Harass, annoy, intimidate, or threaten any of our employees or agents engaged in providing any portion of the Site to you.
  • Attempt to bypass any measures of the Site designed to prevent or restrict access to the Site, or any portion of the Site.
  • Decipher, decompile, disassemble, or reverse engineer any of the software comprising or in any way making up a part of the Site.
  • Use the Site as part of any effort to compete with us or otherwise use the Site and/or the Content for any revenue-generating endeavor or commercial enterprise.
  • Use any information obtained from the Site in order to harass, abuse, or harm another person.
  • Sell or otherwise transfer your profile.
  • Attempt to impersonate another user or person or use the username of another user.
  • Interfere with, disrupt, or create an undue burden on the Site or the networks or services connected to the Site.
  • Engage in any automated use of the system, such as using scripts to send comments or messages, or using any data mining, robots, or similar data gathering and extraction tools.
  • Make improper use of our support services or submit false reports of abuse or misconduct.
  • Trick, defraud, or mislead us and other users, especially in any attempt to learn sensitive account information such as user passwords.
  • Engage in unauthorized framing of or linking to the Site.
  • Circumvent, disable, or otherwise interfere with security-related features of the Site, including features that prevent or restrict the use or copying of any Content or enforce limitations on the use of the Site and/or the Content contained therein.
  • Use the Site to advertise or offer to sell goods and services.
  • Use a buying agent or purchasing agent to make purchases on the Site.
  • Make any unauthorized use of the Site, including collecting usernames and/or email addresses of users by electronic or other means for the purpose of sending unsolicited email, or creating user accounts by automated means or under false pretenses.
  • Systematically retrieve data or other content from the Site to create or compile, directly or indirectly, a collection, compilation, database, or directory without written permission from us.

MOBILE APPLICATION LICENSE

Use License

If you access the Site via a mobile application, then we grant you a revocable, non-exclusive, non-transferable, limited right to install and use the mobile application on wireless electronic devices owned or controlled by you, and to access and use the mobile application on such devices strictly in accordance with the terms and conditions of this mobile application license contained in these Terms of Use. You shall not: (1) decompile, reverse engineer, disassemble, attempt to derive the source code of, or decrypt the application; (2) make any modification, adaptation, improvement, enhancement, translation, or derivative work from the application; (3) violate any applicable laws, rules, or regulations in connection with your access or use of the application; (4) remove, alter, or obscure any proprietary notice (including any notice of copyright or trademark) posted by us or the licensors of the application; (5) use the application for any revenue generating endeavor, commercial enterprise, or other purpose for which it is not designed or intended; (6) make the application available over a network or other environment permitting access or use by multiple devices or users at the same time; (7) use the application for creating a product, service, or software that is, directly or indirectly, competitive with or in any way a substitute for the application; (8) use the application to send automated queries to any website or to send any unsolicited commercial e-mail; or (9) use any proprietary information or any of our interfaces or our other intellectual property in the design, development, manufacture, licensing, or distribution of any applications, accessories, or devices for use with the application.

Apple and Android Devices

The following terms apply when you use a mobile application obtained from either the Apple Store or Google Play (each an “App Distributor”) to access the Site: (1) the license granted to you for our mobile application is limited to a non-transferable license to use the application on a device that utilizes the Apple iOS or Android operating systems, as applicable, and in accordance with the usage rules set forth in the applicable App Distributor’s terms of service; (2) we are responsible for providing any maintenance and support services with respect to the mobile application as specified in the terms and conditions of this mobile application license contained in these Terms of Use or as otherwise required under applicable law, and you acknowledge that each App Distributor has no obligation whatsoever to furnish any maintenance and support services with respect to the mobile application; (3) in the event of any failure of the mobile application to conform to any applicable warranty, you may notify the applicable App Distributor, and the App Distributor, in accordance with its terms and policies, may refund the purchase price, if any, paid for the mobile application, and to the maximum extent permitted by applicable law, the App Distributor will have no other warranty obligation whatsoever with respect to the mobile application; (4) you represent and warrant that (i) you are not located in a country that is subject to a U.S. government embargo, or that has been designated by the U.S. government as a “terrorist supporting” country and (ii) you are not listed on any U.S. government list of prohibited or restricted parties; (5) you must comply with applicable third-party terms of agreement when using the mobile application, e.g., if you have a VoIP application, then you must not be in violation of their wireless data service agreement when using the mobile application; and (6) you acknowledge and agree that the App Distributors are third-party beneficiaries of the terms and conditions in this mobile application license contained in these Terms of Use, and that each App Distributor will have the right (and will be deemed to have accepted the right) to enforce the terms and conditions in this mobile application license contained in these Terms of Use against you as a third-party beneficiary thereof.

SUBMISSIONS

You acknowledge and agree that any questions, comments, suggestions, ideas, feedback, or other information regarding the Site ("Submissions") provided by you to us are non-confidential and shall become our sole property. We shall own exclusive rights, including all intellectual property rights, and shall be entitled to the unrestricted use and dissemination of these Submissions for any lawful purpose, commercial or otherwise, without acknowledgment or compensation to you. You hereby waive all moral rights to any such Submissions, and you hereby warrant that any such Submissions are original with you or that you have the right to submit such Submissions. You agree there shall be no recourse against us for any alleged or actual infringement or misappropriation of any proprietary right in your Submissions.

SITE MANAGEMENT

We reserve the right, but not the obligation, to: (1) monitor the Site for violations of these Terms of Use; (2) take appropriate legal action against anyone who, in our sole discretion, violates the law or these Terms of Use, including without limitation, reporting such user to law enforcement authorities; (3) in our sole discretion and without limitation, refuse, restrict access to, limit the availability of, or disable (to the extent technologically feasible) any of your Contributions or any portion thereof; (4) in our sole discretion and without limitation, notice, or liability, to remove from the Site or otherwise disable all files and content that are excessive in size or are in any way burdensome to our systems; and (5) otherwise manage the Site in a manner designed to protect our rights and property and to facilitate the proper functioning of the Site.

TERM AND TERMINATION

These Terms of Use shall remain in full force and effect while you use the Site. WITHOUT LIMITING ANY OTHER PROVISION OF THESE TERMS OF USE, WE RESERVE THE RIGHT TO, IN OUR SOLE DISCRETION AND WITHOUT NOTICE OR LIABILITY, DENY ACCESS TO AND USE OF THE SITE (INCLUDING BLOCKING CERTAIN IP ADDRESSES), TO ANY PERSON FOR ANY REASON OR FOR NO REASON, INCLUDING WITHOUT LIMITATION FOR BREACH OF ANY REPRESENTATION, WARRANTY, OR COVENANT CONTAINED IN THESE TERMS OF USE OR OF ANY APPLICABLE LAW OR REGULATION. WE MAY TERMINATE YOUR USE OR PARTICIPATION IN THE SITE OR DELETE ANY CONTENT OR INFORMATION THAT YOU POSTED AT ANY TIME, WITHOUT WARNING, IN OUR SOLE DISCRETION.

If we terminate or suspend your account for any reason, you are prohibited from registering and creating a new account under your name, a fake or borrowed name, or the name of any third party, even if you may be acting on behalf of the third party. In addition to terminating or suspending your account, we reserve the right to take appropriate legal action, including without limitation pursuing civil, criminal, and injunctive redress.

MODIFICATIONS AND INTERRUPTIONS

We reserve the right to change, modify, or remove the contents of the Site at any time or for any reason at our sole discretion without notice. However, we have no obligation to update any information on our Site. We also reserve the right to modify or discontinue all or part of the Site without notice at any time. We will not be liable to you or any third party for any modification, price change, suspension, or discontinuance of the Site.

We cannot guarantee the Site will be available at all times. We may experience hardware, software, or other problems or need to perform maintenance related to the Site, resulting in interruptions, delays, or errors. We reserve the right to change, revise, update, suspend, discontinue, or otherwise modify the Site at any time or for any reason without notice to you. You agree that we have no liability whatsoever for any loss, damage, or inconvenience caused by your inability to access or use the Site during any downtime or discontinuance of the Site. Nothing in these Terms of Use will be construed to obligate us to maintain and support the Site or to supply any corrections, updates, or releases in connection therewith.

GOVERNING LAW

These Terms of Use and your use of the Site are governed by and construed in accordance with the laws of the State of Ohio applicable to agreements made and to be entirely performed within the State of Ohio, without regard to its conflict of law principles.

DISPUTE RESOLUTION

Informal Negotiations

To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (inpidually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

Binding Arbitration

If the Parties are unable to resolve a Dispute through informal negotiations, the Dispute (except those Disputes expressly excluded below) will be finally and exclusively resolved by binding arbitration. YOU UNDERSTAND THAT WITHOUT THIS PROVISION, YOU WOULD HAVE THE RIGHT TO SUE IN COURT AND HAVE A JURY TRIAL. The arbitration shall be commenced and conducted under the Commercial Arbitration Rules of the American Arbitration Association ("AAA") and, where appropriate, the AAA’s Supplementary Procedures for Consumer Related Disputes ("AAA Consumer Rules"), both of which are available at the AAA website www.adr.org. Your arbitration fees and your share of arbitrator compensation shall be governed by the AAA Consumer Rules and, where appropriate, limited by the AAA Consumer Rules. The arbitration may be conducted in person, through the submission of documents, by phone, or online. The arbitrator will make a decision in writing, but need not provide a statement of reasons unless requested by either Party. The arbitrator must follow applicable law, and any award may be challenged if the arbitrator fails to do so. Except where otherwise required by the applicable AAA rules or applicable law, the arbitration will take place in Sandusky County County, Ohio. Except as otherwise provided herein, the Parties may litigate in court to compel arbitration, stay proceedings pending arbitration, or to confirm, modify, vacate, or enter judgment on the award entered by the arbitrator.

If for any reason, a Dispute proceeds in court rather than arbitration, the Dispute shall be commenced or prosecuted in the state and federal courts located in Sandusky County County, Ohio, and the Parties hereby consent to, and waive all defenses of lack of personal jurisdiction, and forum non conveniens with respect to venue and jurisdiction in such state and federal courts. Application of the United Nations Convention on Contracts for the International Sale of Goods and the the Uniform Computer Information Transaction Act (UCITA) are excluded from these Terms of Use.

In no event shall any Dispute brought by either Party related in any way to the Site be commenced more than one (1) years after the cause of action arose. If this provision is found to be illegal or unenforceable, then neither Party will elect to arbitrate any Dispute falling within that portion of this provision found to be illegal or unenforceable and such Dispute shall be decided by a court of competent jurisdiction within the courts listed for jurisdiction above, and the Parties agree to submit to the personal jurisdiction of that court.

Restrictions

The Parties agree that any arbitration shall be limited to the Dispute between the Parties inpidually. To the full extent permitted by law, (a) no arbitration shall be joined with any other proceeding; (b) there is no right or authority for any Dispute to be arbitrated on a class-action basis or to utilize class action procedures; and (c) there is no right or authority for any Dispute to be brought in a purported representative capacity on behalf of the general public or any other persons.

Exceptions to Informal Negotiations and Arbitration

The Parties agree that the following Disputes are not subject to the above provisions concerning informal negotiations and binding arbitration: (a) any Disputes seeking to enforce or protect, or concerning the validity of, any of the intellectual property rights of a Party; (b) any Dispute related to, or arising from, allegations of theft, piracy, invasion of privacy, or unauthorized use; and (c) any claim for injunctive relief. If this provision is found to be illegal or unenforceable, then neither Party will elect to arbitrate any Dispute falling within that portion of this provision found to be illegal or unenforceable and such Dispute shall be decided by a court of competent jurisdiction within the courts listed for jurisdiction above, and the Parties agree to submit to the personal jurisdiction of that court.

CORRECTIONS

There may be information on the Site that contains typographical errors, inaccuracies, or omissions, including descriptions, pricing, availability, and various other information. We reserve the right to correct any errors, inaccuracies, or omissions and to change or update the information on the Site at any time, without prior notice.

DISCLAIMER

THE SITE IS PROVIDED ON AN AS-IS AND AS-AVAILABLE BASIS. YOU AGREE THAT YOUR USE OF THE SITE AND OUR SERVICES WILL BE AT YOUR SOLE RISK. TO THE FULLEST EXTENT PERMITTED BY LAW, WE DISCLAIM ALL WARRANTIES, EXPRESS OR IMPLIED, IN CONNECTION WITH THE SITE AND YOUR USE THEREOF, INCLUDING, WITHOUT LIMITATION, THE IMPLIED WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, AND NON-INFRINGEMENT. WE MAKE NO WARRANTIES OR REPRESENTATIONS ABOUT THE ACCURACY OR COMPLETENESS OF THE SITE’S CONTENT OR THE CONTENT OF ANY WEBSITES LINKED TO THE SITE AND WE WILL ASSUME NO LIABILITY OR RESPONSIBILITY FOR ANY (1) ERRORS, MISTAKES, OR INACCURACIES OF CONTENT AND MATERIALS, (2) PERSONAL INJURY OR PROPERTY DAMAGE, OF ANY NATURE WHATSOEVER, RESULTING FROM YOUR ACCESS TO AND USE OF THE SITE, (3) ANY UNAUTHORIZED ACCESS TO OR USE OF OUR SECURE SERVERS AND/OR ANY AND ALL PERSONAL INFORMATION AND/OR FINANCIAL INFORMATION STORED THEREIN, (4) ANY INTERRUPTION OR CESSATION OF TRANSMISSION TO OR FROM THE SITE, (5) ANY BUGS, VIRUSES, TROJAN HORSES, OR THE LIKE WHICH MAY BE TRANSMITTED TO OR THROUGH THE SITE BY ANY THIRD PARTY, AND/OR (6) ANY ERRORS OR OMISSIONS IN ANY CONTENT AND MATERIALS OR FOR ANY LOSS OR DAMAGE OF ANY KIND INCURRED AS A RESULT OF THE USE OF ANY CONTENT POSTED, TRANSMITTED, OR OTHERWISE MADE AVAILABLE VIA THE SITE. WE DO NOT WARRANT, ENDORSE, GUARANTEE, OR ASSUME RESPONSIBILITY FOR ANY PRODUCT OR SERVICE ADVERTISED OR OFFERED BY A THIRD PARTY THROUGH THE SITE, ANY HYPERLINKED WEBSITE, OR ANY WEBSITE OR MOBILE APPLICATION FEATURED IN ANY BANNER OR OTHER ADVERTISING, AND WE WILL NOT BE A PARTY TO OR IN ANY WAY BE RESPONSIBLE FOR MONITORING ANY TRANSACTION BETWEEN YOU AND ANY THIRD-PARTY PROVIDERS OF PRODUCTS OR SERVICES. AS WITH THE PURCHASE OF A PRODUCT OR SERVICE THROUGH ANY MEDIUM OR IN ANY ENVIRONMENT, YOU SHOULD USE YOUR BEST JUDGMENT AND EXERCISE CAUTION WHERE APPROPRIATE.

LIMITATIONS OF LIABILITY

IN NO EVENT WILL WE OR OUR DIRECTORS, EMPLOYEES, OR AGENTS BE LIABLE TO YOU OR ANY THIRD PARTY FOR ANY DIRECT, INDIRECT, CONSEQUENTIAL, EXEMPLARY, INCIDENTAL, SPECIAL, OR PUNITIVE DAMAGES, INCLUDING LOST PROFIT, LOST REVENUE, LOSS OF DATA, OR OTHER DAMAGES ARISING FROM YOUR USE OF THE SITE, EVEN IF WE HAVE BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. NOTWITHSTANDING ANYTHING TO THE CONTRARY CONTAINED HEREIN, OUR LIABILITY TO YOU FOR ANY CAUSE WHATSOEVER AND REGARDLESS OF THE FORM OF THE ACTION, WILL AT ALL TIMES BE LIMITED TO THE AMOUNT PAID, IF ANY, BY YOU TO US DURING THE one (1) mONTH PERIOD PRIOR TO ANY CAUSE OF ACTION ARISING. CERTAIN STATE LAWS DO NOT ALLOW LIMITATIONS ON IMPLIED WARRANTIES OR THE EXCLUSION OR LIMITATION OF CERTAIN DAMAGES. IF THESE LAWS APPLY TO YOU, SOME OR ALL OF THE ABOVE DISCLAIMERS OR LIMITATIONS MAY NOT APPLY TO YOU, AND YOU MAY HAVE ADDITIONAL RIGHTS.

INDEMNIFICATION

You agree to defend, indemnify, and hold us harmless, including our subsidiaries, affiliates, and all of our respective officers, agents, partners, and employees, from and against any loss, damage, liability, claim, or demand, including reasonable attorneys’ fees and expenses, made by any third party due to or arising out of: (1) use of the Site; (2) breach of these Terms of Use; (3) any breach of your representations and warranties set forth in these Terms of Use; (4) your violation of the rights of a third party, including but not limited to intellectual property rights; or (5) any overt harmful act toward any other user of the Site with whom you connected via the Site. Notwithstanding the foregoing, we reserve the right, at your expense, to assume the exclusive defense and control of any matter for which you are required to indemnify us, and you agree to cooperate, at your expense, with our defense of such claims. We will use reasonable efforts to notify you of any such claim, action, or proceeding which is subject to this indemnification upon becoming aware of it.

MISCELLANEOUS

These Terms of Use and any policies or operating rules posted by us on the Site or in respect to the Site constitute the entire agreement and understanding between you and us. Our failure to exercise or enforce any right or provision of these Terms of Use shall not operate as a waiver of such right or provision. These Terms of Use operate to the fullest extent permissible by law. We may assign any or all of our rights and obligations to others at any time. We shall not be responsible or liable for any loss, damage, delay, or failure to act caused by any cause beyond our reasonable control. If any provision or part of a provision of these Terms of Use is determined to be unlawful, void, or unenforceable, that provision or part of the provision is deemed severable from these Terms of Use and does not affect the validity and enforceability of any remaining provisions. There is no joint venture, partnership, employment or agency relationship created between you and us as a result of these Terms of Use or use of the Site. You agree that these Terms of Use will not be construed against us by virtue of having drafted them. You hereby waive any and all defenses you may have based on the electronic form of these Terms of Use and the lack of signing by the parties hereto to execute these Terms of Use.

Privacy Policy

We care about data privacy and security. By using the Site, you agree to be bound by our Privacy Policy posted on the Site, which is incorporated into these Terms of Use. Please be advised the Site is hosted in the United States. If you access the Site from the European Union, Asia, or any other region of the world with laws or other requirements governing personal data collection, use, or disclosure that differ from applicable laws in the United States, then through your continued use of the Site, you are transferring your data to the United States, and you expressly consent to have your data transferred to and processed in the United States. Further, we do not knowingly accept, request, or solicit information from children or knowingly market to children. Therefore, in accordance with the U.S. Children’s Online Privacy Protection Act, if we receive actual knowledge that anyone under the age of 13 has provided personal information to us without the requisite and verifiable parental consent, we will delete that information from the Site as quickly as is reasonably practical.

USER DATA

We will maintain certain data that you transmit to the Site for the purpose of managing the performance of the Site, as well as data relating to your use of the Site. Although we perform regular routine backups of data, you are solely responsible for all data that you transmit or that relates to any activity you have undertaken using the Site. You agree that we shall have no liability to you for any loss or corruption of any such data, and you hereby waive any right of action against us arising from any such loss or corruption of such data.

ELECTRONIC COMMUNICATIONS, TRANSACTIONS, AND SIGNATURES

Visiting the Site, sending us emails, and completing online forms constitute electronic communications. You consent to receive electronic communications, and you agree that all agreements, notices, disclosures, and other communications we provide to you electronically, via email and on the Site, satisfy any legal requirement that such communication be in writing. YOU HEREBY AGREE TO THE USE OF ELECTRONIC SIGNATURES, CONTRACTS, ORDERS, AND OTHER RECORDS, AND TO ELECTRONIC DELIVERY OF NOTICES, POLICIES, AND RECORDS OF TRANSACTIONS INITIATED OR COMPLETED BY US OR VIA THE SITE. You hereby waive any rights or requirements under any statutes, regulations, rules, ordinances, or other laws in any jurisdiction which require an original signature or delivery or retention of non-electronic records, or to payments or the granting of credits by any means other than electronic means.

CALIFORNIA USERS AND RESIDENTS

If any complaint with us is not satisfactorily resolved, you can contact the Complaint Assistance Unit of the pision of Consumer Services of the California Department of Consumer Affairs in writing at 1625 North Market Blvd., Suite N 112, Sacramento, California 95834 or by telephone at (800) 952-5210 or (916) 445-1254.

Mission Disclaimer

The opinions, beliefs and viewpoints expressed by the various authors and forum participants on this web site do not necessarily reflect the opinions, beliefs and viewpoints of the YIP Institute or official policies of the YIP Institute.

Copyright

The author of each article published on this web site owns his or her own words. The articles on this web site may be freely redistributed in other media and non-commercial publications as long as the following conditions are met:

  1. The redistributed article may not be abridged, edited or altered in any way without the express consent of the author.
  2. The redistributed article may not be sold for a profit or included in another media or publication that is sold for a profit without the express consent of the author.

The articles on this web site may be included in a commercial publication or other media only if prior consent for republication is received from the author. The author may request compensation for republication for commercial uses.

Submissions

An article may be submitted for possible publication on this web site in the following manner:

  1. Send a short email message to info@yipinstitute.com describing the article you would like to publish.
  2. If the editors respond by expressing interest in your article, please save the complete article in Rich Text Format and send it as an email attachment to info@yipinstitute.com. Please include your full name, contact information (address and telephone number—to be used by the editors only), and a short bio.
  3. Articles are published on this web site only on the condition that the author agrees to the terms of the Copyright Statement and Policy above.

Main Management Law

aka. the Employee Handbook. This is the public version. For any clarification questions, please contact hr@yipinstitute.com

Employee Handbook


Last Updated: 5/20/2021

**Publicity Notice** This employee handbook is the public version as no NDA has been signed yet. Upon completion of the Leadership Volunteer Contract, Internship Contract, or Volunteer Contract, you would be provided with a version of this handbook which includes links to all internal and confidential documents. 

Welcome

This employee handbook defines who we are, how we work together, and our structure and basic operations. We’ve created this handbook as a statement of our corporate functions and processes, which can be referenced by any member and should be understood by all. 

This handbook isn’t a contract or a guarantee of employment. It’s a collection of our expectations, commitments, and responsibilities. Please read this employee handbook carefully and consult it whenever you need to.



Our Mission

 

The Institute for Youth in Policy conducts and communicates independent, high-quality research to improve nonpartisan education policy and practice. Working with policymakers, researchers, educators, community groups, and others, the Institute seeks to advance evidence-based policies that support empowering and equitable learning for teens and young adults. Nonprofit and nonpartisan, the Institute connects policymakers and stakeholders at the local, state, and federal levels with the evidence, ideas, and actions needed to strengthen the education system from preschool through college and career readiness.

Our focus is to engage this young generation in our political process through open discourse, policy research, civic education, and political participation. The world exists in a highly polarized state, unable to find middle ground in a sea of political opinion. We believe that by promoting objective discourse and critical analysis of political issues this generation can overcome the follies of the past, and enter society with an open view of political issues and opinion. No matter the ideology, alignment, or political belief, It’s critically important for young people to fully develop their own beliefs and recognize opposing ones, conduct research and analysis to make informed political decisions, and bridge the gap between those divided. This is our vision for a generation actively engaged in their democracy, and one we endeavor to advance. More About Us.

Structure & Organization

Our corporate structure, levels of leadership, and department organization.


Leadership Definitions


Executives

  • Executive Director: CEO/President of the Organization; final authority on all matters not decided on by the board. Generally manages partnerships and meets with the Board of Advisors on a monthly basis. They are responsible for the organization's overall success, its agenda, and messaging. While all levels of management report to the Executive Director, this may be relayed to the Chief of Staff for certain departments (eg. corporate functions). This is the person “with whom the buck stops with”. 

[One Executive Director]


  • Chief of Staff: Responsible for the management of the organization's members and all member related processes, as well as directly manages the organizations Corporate Functions (HR, Fundraising, Legal, Tech). Also manages the organizations projects, organization, and agenda alongside the Executive Director. 

[One Chief of Staff]

  • Board Chairperson: Non-voting member of the BOD which is responsible for guiding board meetings & setting the board agenda. The Chairperson also works closely with the Executive Director to make executive decisions and develop strategy.
    [One Board Chairperson]



Senior Management

  • Senior Director: Oversees groupings of related departments to facilitate better collaboration and ease of operation. Works with the Executive Director and Chief of Staff on inter-departmental initiatives and directly manages the Directors of each individual department they oversee (typically 2). 

[Up to 2 Senior Directors]


  • Director: Head of a department, responsible for its effective operation and management of all personnel within it. They will coordinate all department efforts in accordance with BOD decisions as well as at the direction of the Executive Director and Chief of Staff. 

[One Director per department]


  • Associate Director: Subordinate to the department Director; responsible for carrying out tasks assigned by the Director and assisting them with managing their department. Associate Directors will only be appointed if the Director requires assistance managing their department. 

[One Associate Director per department]








Junior Management

  • Manager: Responsible for leading sub-departments within departments and managing their micro-processes such as day to day work, team interaction, relaying of information from directors, etc. They work at the instruction of the Associate Director and Director of each department, ensuring their sub-department is running efficiently and actively. 

[1 Manager per sub-department]


  • Coordinator: Coordinators are leaders within larger sub-departments who work under Supervisors to assist with staff management and leadership tasks. While most sub-departments will only have a Manager, Coordinators are necessary for sub-departments whose operations require extended leadership structures, or sub-departments who have teams within them for specific purposes. 

[multiple coordinators per sub-department if necessary]


  • Lead (organizing (chapters) only): Staff who lead chapter operations and growth within a state or territory, or state chapter leads. These individuals are considered to be below coordinators. They manage the organizations chapter and event programs within their state, reporting to their regional and national supervisors on the organizing team. 

[1 lead per U.S. state or another national territory]


Staff

  • Intern: General staff of the organization, responsible for carrying out processes they are recruited for within their department and sub-department (team). They work directly under the Supervisor for their sub-department, and are the base of all the organization's operations and growth. Interns do not manage other interns, however there are levels of seniority based on tenure and capability for interns which should be noted:

(Listed by order of seniority, lowest at the bottom)


  • Distinguished Fellow
  • Senior Fellow
  • Fellow
  • Intern
  • Associate Intern


[No cap on interns per department & sub-department]


  • Associate: Individuals involved with the organization, but who are not Staff. Associates in most cases will be chapter members, chapter leaders, and those registered with the organization but not actively working with us at an internship capacity. 

[No cap on Associates within the organization]







Corporate Structure


Corporate Functions

Overview

Corporate functions are the administrative backbone of the YIP, existing as a collective of detached micro-departments which oversee the organization's administrative matters otherwise not handled by the 5 departments. Corporate functions have a certain degree of authority over the organization as a whole; they are our advisors and administrators tasked with ensuring the intricacies of our management are handled with care. Our corporate functions are directly overseen and managed by the YIP Chief of Staff and only report to them. Corporate functions are structured similarly to sub-departments, with the YIP Chief of Staff as the “Director” of these sub-departments. However, corporate functions are titled departments, and leaders of each of our corporate functions are known as directors due to the expanded nature of their roles despite the relatively small size of their departments. 


Human Resources Department

The role of the Human Resources Department within the Institute for Youth in Policy will be to regulate under its purview all matters pertaining to hiring, training, discharge, policy enforcement, and internal member management & support. The department is to act as an arbiter of internal affairs, providing oversight for all members of the organization and ensuring the maintenance of a healthy and productive work environment. The Human Resources Department will be managed by the HR Director, who reports to the Chief of Staff on all matters of their department. The exact processes of the HR department can be found in the Human Resources Standard Operating Procedure.

Legal Department

Our legal department manages all matters of corporate legislation, contracts, intellectual property, and other legal affairs for the organization. The primary function of this department is to provide legal materials for the organizations use, and secondarily to advise the organizations leadership in matters pertaining to law. The legal department is to be led by the legal Director, who manages the legal interns and coordinates legal initiatives and projects within the department to benefit the organization. 


Technology Department

The technology department is the arbiter of the YIP’s website and all IT matters that could arise. Technology is tasked with consistently improving our website, online discoverability, cybersecurity, technological innovation, etc. The technology department will be led by the technology director, who oversees the interns of their department. Technology will also work with other departments to solve IT issues and improve digital productivity and resources. 


Finance Department

The finance department will serve as the primary source of revenue for the organization, facilitating donations, monetary programs, financial management, and filing the organization's financial statements quarterly and yearly. The finance department will be led by the finance Director, who manages the interns of their department. The finance department will also work with other departments such as organizing to equitably allocate the organizations revenue to the areas of most need. 





Publishing Department


Overview
The role of the Publishing Department will be to write and edit articles and manage the writers and their work from start to finish. The department is responsible for everything pertaining to political articles.


Structure

The writers, including Senior Fellows, Fellows, Interns, and Associate Interns, form the base of the Publishing Department. They hold the responsibility of researching and writing articles. Above them are the Policy Editors, who edit the articles written by the writers. Above them are the Publishing Associate Directors, who in addition to editing, are responsible for filling in for the Publishing Director when necessary and helping create new programs and ideas to make the Publishing Department more successful. At the top of the department is the Publishing Director, who often communicates with Publishing Associate Directors and the Chief of Staff.


Writing

Each writer in one of the four tiers (Senior Fellows, Fellows, Interns, and Associate Interns) is responsible for writing at least one article between 1,000-1,200 words per month, with the option of writing additional articles. When writing, they should use the official YIP Style Guide to limit mistakes and errors. When a writer finalizes an article, they must send a link with editing access turned on to the Publishing Director via Slack (subject to change if the Publishing Department automates this process).


Editing

Each Policy Editor and Publishing Associate Director, as well as the Publishing Director at their own discretion, is responsible for editing one to three articles on a weekly basis. They should use the official YIP Style Guide when editing to assist them, and they are also able to make any additional changes necessary. When they are unsure of what a writer was trying to say, need extra clarification, etc., the editor should message the writer via Slack to resolve the issue. Editors, despite being able to adjust any sentence as necessary, must refrain from changing the writer’s tone throughout the paper. Additionally, all editors have the responsibility of remaining nonpartisan when editing. When a paper is fully edited, the editor must provide the writer with a short paragraph consisting of feedback and constructive criticism. The editor must edit and provide the writer with feedback no later than seven days after the writer submitted their article.


Publishing and Management

The Publishing Director, as well as the Publishing Associate Directors and Policy Editors at times, are responsible for communicating with writers when necessary. They inform the writers of when their topic proposals and papers are due and must provide several reminders weekly. The Publishing Director is responsible for setting up productive and educational events, like drop-in tutoring sessions. The Publishing Director is also in charge of updating the spreadsheet titled “YIP Publishing,” where they will input due dates, topic proposals, and links to papers.











Partnerships Department


Overview

The Partnerships Department focuses on creating a long-lasting and meaningful connection (affiliations, acquisitions, collaborations, and partnerships) with other companies and individuals in order to scale and reach a broader audience. The department will focus on conducting outreach to potential partners, while also maintaining and building long-lasting relationships with these partners.


Structure

The Partnerships Department will be managed by the Partnerships Director, who oversees all current and potential brand partnerships. The Partnerships Department is split up into the Networks and Outreach sub-departments, respectively. The sub-departments will be managed by the Networks Manager and Outreach Manager, respectively. The Networks sub-department is further split into Internal Networks and Relations, who will have their own respective coordinators. The immediate supervisor of an intern, coordinator, or manager will be the individual above them on the corporate structure. The quantity of membership within the department is subject to the discretion of the Partnerships Director. A visual representation of the department structure can be found below.


Networks Sub-Department

The function of Networks is to work with Internal Partners and Relations in order to assist with operations for the partner. This includes, but is not limited to, the curation of content, hiring interns, and providing feedback. The Networks Managers oversee Networks and s/he must actively oversee all sub-departmental functions. Networks should assure that the functions of all Internal Partners are running smoothly, and they should assist accordingly. Networks should also ensure that the Relations team is actively creating long-lasting relationships with our partners, engaging and maintaining them for the Institute’s benefit.


Outreach Sub-Department

The function of Outreach is to broaden the company’s network by reaching out to different companies and individuals for affiliations, acquisitions, collaborations, and partnerships. This may include working together on a project, sharing resources, or acquisitions. It is the duty of the Outreach sub-department to make these initial connections, but it is then the duty of the Relations team, under Networks, to actively engage with our connections and maintain them for the Institute’s benefit.


Internal Partners

Internal Partners are partners that work closely with the Institute for Youth in Policy, but remain independent and have semi-autonomous leadership. This means that although they report to the Institute and are under the supervision of the Internal Networks Coordinator, their day-to-day operations are up to the discretion of the partner themselves. In addition, it also means that the partner may continue to keep their own corporate structure. 


Verbum

Verbum is an internal partner of the Institute. The media company’s goal is to spark meaningful conversations. Verbum aims to create content that highlights different perspectives and stories with the ultimate goal of igniting meaningful conversations.


Youth in Policy Podcast

The Youth in Policy Podcast is also an internal partner of the Institute. The Youth in Policy Podcast highlights and interviews specialists in various fields of study, going in-depth on the evolution of today's political, philosophical, technological, and environmental climates.




Media Department


Overview

The role of the Marketing Department within the Institute for Youth in Policy will be to promote brand awareness, political discourse and regulate non-partisanship throughout all platforms of media. The department co-produces content in advertisements for Academy, Verbum Network, and partnership campaigns. All members of the department must ensure non-partisanship through all channels of communication and social media. 


Structure

The Marketing Department will be managed by the Marketing Director, who reports to the Chief of Staff and Executive Director on all matters of their department. The quantity of membership within the Marketing department is subject to the discretion of the Marketing director. The Media department must assign at least one manager for each sub-department to act as a liaison between their department and Marketing Director. These representatives will assist with the processes of managing, training, and member support for their assigned sub-departments, reporting progress to the Media Director on a regular basis. If there are any problems that have arisen, sub-departments will report to the HR representative who shall dispute with the Marketing director.  


Content

 A sub-department creating graphics, newsletters, upcoming strategies to utilize in other external departments and media. In a case in which a sub-media department may require graphics, the content manager will notify their graphic designers to further collaborate on any materials or content needed for posting, advertising or communication. The content manager tracks progress of bi-weekly newsletter while continuously checking in with Media and PR if any designs/content is necessary. If any issues or concerns arise all conflict shall be disputed with the HR representative alongside the Marketing Director. 

Media

The sub-department is split up into five subcategories (Discord, Instagram, TikTok, Twitter, Reddit) all adhering to the Media Manager. Throughout all platforms of media, our main mission is to spread out diverse political views implying political discourse and non-partisanship. Each category must have at least one specified media coordinator implementing, maintaining, and pertaining to guidelines assigned by Media Manager. Each week, all subcategories must strive to increase Youth In Policy’s brand awareness and engagement to utilize in future marketing campaigns or advertisements. Social Media Assistants will be assigned to sub categories if specified by coordinators. If any issues or concerns arise all conflict shall be disputed with the HR representative alongside the Marketing Director. 


Public Relations

A sub-department aimed to further advance Youth In Policy’s favorable public image through press, news, and local papers. The PR Manager reports, researches, and coordinates with news outlets, press or any form of external media to advertise Youth In Policy’s impact through our efforts. Press release coordinator(s) will communicate/send cold emails pitching to outreaches form potential media sources whilst maintaining brand image. Regional Coordinator(s) aide this process through researching which organizations or outlets are adequate towards YIP presence.  Both coordinators provide the PR manager with materials to decide which sources YIP should appear on. If any issues or concerns arise all conflict shall be disputed with the HR representative alongside the Marketing Director. 




Strategic Innovations Department


Overview

The strategic innovations department of the Institute for Youth in Policy is the hub for the organizations miscellaneous or and pilot programs approved by leadership and managed as if they operated as sub-departments. Strategic Innovations allows the YIP to create various programs that otherwise wouldn't mesh with our existing departments and test new programs. 




Structure

The strategic innovations department will be led by the strategic innovations Director, who coordinates the programs housed within their department and ensures the managers of these programs are effectively developing these programs and meeting goals. The individual programs within the department will be led by our program managers, who operate their programs just as a manager would a sub-department. 


Programs

The programs housed within the department are ever changing, and for this reason they are not included here. The most current standing programs within the department can be found in the YIP department structure chart under the strategic innovations department. 





Programming Department

Overview

The programming department facilitates engagement at all levels of the Institute for Youth in Policy, managing our international chapters program, events, community engagement, and resources for our local chapters. Programming houses all of the YIP’s on the ground organizing, making it not only the largest department in the organization, but the one with the most moving parts. 


Structure

The programming department is to be managed by the Programming Director, who oversees all sub-departments and coordinates the YIP’s organizing. The Programming Director will also have an Associate Director to assist with all matters of their department. Programming consists of 4 distinct sub-departments, these being chapters, events, academy, and community. The chapter's sub-department is further split into 4 branches for U.S. High School chapters, U.S. College chapters, Canadian High School chapters, and Canadian College chapters. Each sub-department is overseen by a Manager, who oversees the coordinators and interns of their respective departments. 


Chapters Sub-Department

The chapters sub-department houses the YIP’s physical chapter program, which are founded and maintained in high schools and colleges across North America. These chapters exist as a way for young people to easily get involved with public policy, civic education, political engagement, and participate in the YIP’s other programs. The chapters sub-department will be managed by the chapters manager, who is the point of contact for the entire chapters apparatus. Below the chapters manager are the chapters coordinators, of which there are 4. These coordinators each represent the national programs for both high school and college chapters in the U.S. and Canada. The high school and college chapters programs are split to ensure that each program is peer led. National chapter coordinators oversee and manage the chapter leads, who lead the chapter programs for each state in the U.S., and each province in Canada. These leads are responsible for stoking chapter growth in their respective state or province, and ensuring new chapters are being created while keeping our current chapters active and engaged. Finally, the state/province chapter leads oversee the individual chapter leaders within their state, who lead their local chapter and organize events for the members of their chapter. These chapter leaders report to the state/province chapter lead frequently to provide updates on activity, give feedback, and request resources.


Events Sub-Department

The events sub-department organizes YIP events at the national level, ensuring that these events run smoothly, and that they prove beneficial to the organization's members. The events sub-department will be led by the events manager, who coordinates the event interns to plan and execute meaningful events to benefit youth engagement and our members. The department may work with other departments outside of programming to organize specific events or assist with other programs, however it is still under the purview of the Programming department. 


Academy Sub-Department

The academy sub-department curates and distributes academic materials to our chapters for the purposes of civic education and policy research experience. Academy works in tandem with our Strategic Innovations Department to provide unique, insightful, and educational material to our chapters, adding value to the experience which our chapters provide. This sub-department will be led by the Academy Manager, who oversees their academy interns and academy creators. Academy interns are responsible for working with other departments to curate materials for use by our chapters, whereas academy creators work internally on supplemental materials and courses for use by our chapters. Together, these groups of interns work to educate the youth population involved with the YIP to foster education and exploration in the political space. 



Community Sub-Department

The community sub-department works to foster the YIP’s community built around policy research and political engagement. Community will work to maintain and improve the culture of the YIP and ensure that it is an equitable, safe, educational, and stable environment for all. This team collaborates with our media department to maintain our online community, as well as keep the community of our chapters healthy and productive. This sub-department will be led by the community manager, who oversees the community interns to moderate and improve our community engagement organization wide. 




Employment basics


Our employee contract types and definitions of our basic employment policies.


Employment contract types


All members of the Institute for Youth in Policy are considered volunteers or interns. All donations and monetary influx directly gets reinvested into YIP. As no individual belonging to the YIP receives compensation, any and all members of the Institute are governed by the Fair Labor Standards Act.


Senior Leadership will typically work anywhere from 5-12 hours per week.* 

Leadership and Associate Leadership will work anywhere from 5-8 hours per week.*

Associates, Interns, and Regulatory Staff will work 3-6 hours per week.*

Any volunteers of YIP can have either temporary or indefinite duration contracts. We remind you that, in the U.S., employment is “at-will.” This means that you or our company may terminate our employment relationship at any time and for any non-discriminatory reason(s).

(*Time commitments are estimates based on internal common trends)

Equal opportunity employment


The Institute for Youth in Policy is an equal opportunity employer. We don’t tolerate discrimination against protected characteristics (gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status.) We expect employees at all levels to treat others with respect and professionalism. In practice, this means that we:



  • Hire and promote people based on skills, experience or potential and try to reduce bias in every process (e.g. through structured interviews.)



  • Use inclusive, diversity-sensitive language in all official documents, signs and job ads.



  • Conduct diversity and communication training to the best of our ability.


Apart from those actions, we commit to penalizing every discriminatory, offensive or inappropriate behavior. To do this properly, we ask you to report any discriminatory action against yourself or your colleagues to HR. YIP will not retaliate against you if you file a complaint against any of it’s leadership. Any employee who retaliates or discriminates against another will face disciplinary action in accordance with Human Resources’ Standard Operating Procedure. 





Recruitment and selection process


The Human Resources department conducts all recruitment and selection operations within the organization, and is responsible for ensuring that this process is equitable and carried out as such. Our recruitment and selection processes can be found in the HR-SOP:

Human Resources - Standard Operating Procedure


Steps may overlap, so skip steps when appropriate. Each member of a hiring team might have different responsibilities depending on the case. This procedure is to be followed in the majority of cases, however. 


Throughout this process, we aim to keep candidates informed, communicate well with each other and give everyone an equal opportunity to work with us. Communicate with the HR department if any recruitment & selection needs arise in accordance with the HR-SOP.


Background checks


Guidelines for conducting background checks are included in the Human Resources Standard Operating Procedure. This process is sensitive and we must always abide by laws and ensure candidates understand our intentions. As a general rule, commission a background check for finalists only. Use caution when checking social media, web platforms, and other sources about a person.


Referrals


If you know someone who you think would be a good fit for a position at our company, feel free to refer them to your direct superior or Human Resources. If we end up hiring your referred candidate, you may be eligible for a referral advantage. Our employee referral advantages may be higher if we hire your referred candidate in a hard-to-fill role. For example, if we hire your referral for the position of Technology Officer, you may receive a promotion or increased responsibility within your department. 











Additional rules for referrals:



  • We guarantee that every referral advantage will be received within a month of the date we hired a candidate.



  • There is no cap on the number of referrals an employee can make. All rewards will be received accordingly.



  • If two or more employees refer the same candidate, only the first referrer will receive the referral advantages.


  • Referrers are still eligible for advantages even if a candidate is hired at a later time or gets hired for another position.


Who can be referred?


We have two conditions for candidates who can qualify you for referral advantages. They should:


  • Have not applied to our company for at least a year.


  • Be hired as a permanentas a permanent volunteer (not as temporary volunteers or contractors.)


Our company may use an online form or a platform where employees may refer candidates. You can also reach out directly to HR or the Chief of Staff with referrals.


Generally, we encourage you to check our open positions and consider your social networks and external networks as potential resources for referred candidates.


Trial Period


When anyone who is a coordinator or above is recruited to any position in the YIP, they are subject to a 4 week trial period to assess their capability for the position they occupy, and ensure that the organization has the opportunity to find an alternative candidate if necessary. When accepting a position, candidates will agree to this 4 week trial period, upon which point their 4 weeks will begin. At the end of these 4 weeks their Director (in the case of managers) can choose to either fully recruit the candidate or opt for an alternative. In the case of Directors, the chief of staff, executive director, and board of directors will decide at the end of their 4 week trial period if they will remain in their position or find another candidate. Candidates who are not accepted after this trial period can be appointed to other positions if they wish, or apply for an alternative position within the organization. 


Attendance


Punctuality is important to us, and we expect you to be present during your scheduled meeting minutes. If you face an emergency that prevents you from attending a scheduled event, contact your manager/director as soon as possible. We will excuse unreported absences in cases of verifiable serious accidents, acute medical emergencies, or regional emergencies. In most cases, a superior should be notified when you won’t be in attendance at least 48 hours in advance. 




Workplace policies


Policies that apply to everyone at our company: employees, contractors, volunteers, vendors and stakeholders alike. These policies help us build a productive, lawful and pleasant workplace.


Confidentiality and data protection


We want to ensure that private information about clients, employees, partners and our company is well-protected. Examples of confidential information are:



  • Unpublished financial information


  • Employee Records 


  • Data of customers/partners/vendors


  • Customer lists (existing and prospective)


  • Unpublished goals, forecasts and initiatives marked as confidential


As part of our hiring process, we may ask you to sign non-compete and non-disclosure agreements (NDAs.) We are also committed to:



  • Restrict and monitor access to sensitive data.


  • Develop transparent data collection procedures using forms and sheets interchangeably


  • Train leadership in online privacy and security measures.


  • Build secure networks to protect online data from cyberattacks.


  • Establish data protection practices (e.g. secure locks, data encryption, frequent backups, access authorization.)


We also expect you to act responsibly when handling confidential information.



You must:


  • Lock or secure confidential information at all times.


  • Delete confidential documents when they’re no longer needed.


  • Make sure you view confidential information on secure devices only.


  • Only disclose information to other employees when it’s necessary and authorized - talk to the Chief of Staff or Executive Director if you have any questions or concerns regarding confidential information


  • Keep confidential documents inside our company’s shared drive and slack unless it’s absolutely necessary to move them outside of given parameters.


You must not:


  • Use confidential information for your personal benefit or profit.


  • Disclose confidential information to anyone outside of our company.
  •                     - Disclosing confidential information to another organization in a competing space will result in legal action taken by the Institute for Youth in Policy. 


  • Replicate confidential documents and files and store them on insecure devices.

This policy is important for our company’s legality and reputation. We will terminate and reserve the right to take legal action against any employee who breaches our confidentiality guidelines for personal profit.


We may also discipline any unintentional breach of this policy depending on its frequency and seriousness. We will terminate volunteers who repeatedly disregard this policy, even when they do so unintentionally.


Employee Code of Conduct


As an employee, all company policies mentioned above apply to you. We have some additional expectations about your behavior at work, which we outline here. We can’t cover every single case of conduct, but we trust you to always use your best judgement. Reach out to your manager or HR if you face any issues or have any questions.



Dress code


Our company’s official dress code is casual. However, an employee’s position may also inform how they should dress. If you frequently meet with interviewees or prospects, conform to a more formal dress code. We expect you to be clean when coming to meetings.



General expectations for meeting & professional attire include:


  • Do not wear clothing that is revealing or suggestive
  • Do not wear clothing that features profanity or profane images 
  • Do not wear clothing that you wouldn't wear at a family gathering
  • Wear professional attire or business casual attire during formal events such as interviews. 
  • Casual clothing such as a T-Shirt and Jeans or a Sweater is acceptable for most applications.



We also respect and permit grooming styles, clothing and accessories that are dictated by religious beliefs, ethnicity, or disability.


Cyber security and digital devices


This section deals with all things digital at work, which comprise most of our operations. These are guidelines for using computers, phones, our internet connection and social media to ensure security and protect our assets.


Internet usage


Our corporate slack subscription is primarily for business. But, you can and are encouraged to use it for connective purposes as long as they don’t interfere with your job responsibilities.


You must not use any YIP-provided online resource to:


  • Download or upload obscene, offensive or illegal material.


  • Send confidential information to unauthorized recipients.


  • Invade another person’s privacy and gain access to sensitive information.


  • Download or upload pirated movies, music, material or software.


  • Visit potentially dangerous websites that can compromise our network safety.


  • Perform unauthorized or illegal actions, like hacking, fraud or buying/selling illegal goods.

  • Access or advance any personal resource not related or intended for use by the YIP.


  • Uses other than their direct intended purpose as authorized by their direct superior




Cell phone


We allow use of cell phones at work. But, we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules:



  • Only contact your colleagues on their personal communications when absolutely necessary, you must keep communications between the hours of 9AM and 9PM local time. General YIP communications must remain within the public slack channels. 


  • During meetings, you are expected not to be using your Cell phone unless explicitly asked to do so for work related purposes. 


Corporate email


Email is essential to our work. If it is essential to your work and ability to carry out your daily tasks, you may be provided a YIP email with the official ending of @yipinstitute.com. You should use your company email only for work, we do not allow uses of your company email for personal reasons under any circumstances.



  • Work-related use. You can use your corporate email for work-related purposes without limitations, as long as you are using it as intended by your direct authorized superior. Personal uses such as signing up for newsletters or subscription services is strictly prohibited and will result in your losing access to the account.


Copyright Policy for Publishing

1. Disclaimer

The opinions, beliefs and viewpoints expressed by the various authors and forum participants on this web site do not necessarily reflect the opinions, beliefs and viewpoints of the YIP Institute or official policies of the YIP Institute.

2. Copyright Statement and Policy

A. The author of each article published on this web site owns his or her own words.

B. The articles on this web site may be freely redistributed in other media and non-commercial publications as long as the following conditions are met.

  • The redistributed article may not be abridged, edited or altered in any way without the express consent of the author.
  • The redistributed article may not be sold for a profit or included in another media or publication that is sold for a profit without the express consent of the author.

C. The articles on this web site may be included in a commercial publication or other media only if prior consent for republication is received from the author. The author may request compensation for republication for commercial uses.

3. Submissions

An article may be submitted for possible publication on this web site in the following manner.

  • Send a short email message to info@yipinstitute.com describing the article you would like to publish.
  • If the editors respond by expressing interest in your article, please save the complete article in rtf format and send it as an email attachment to info@yipinstitute.com. Please include your full name, contact information (address and telephone number—to be used by the editors only), and a short bio.
  • Articles are published on this web site only on the condition that the author agrees to the terms of the Copyright Statement and Policy above.

Our general expectations


No matter how you use your corporate email, we expect you to avoid:


  • Signing up for illegal, unreliable, disreputable or suspect websites and services.


  • Sending unauthorized marketing content or emails.


  • Registering for a competitor’s services, unless authorized.


  • Sending insulting or discriminatory messages and content.


  • Intentionally spamming other people’s emails, including your coworkers.


In general, use strong passwords and be vigilant in catching emails that carry malware or phishing attempts. If you are not sure that an email you received is safe, consult our technology department. 



Social media


We want to provide practical advice to prevent careless use of social media in our workplace.


We address two types of social media uses: using personal social media during meetings and representing our company through social media.


Using personal social media


You are permitted to use public social media to speak out against policies and sides you disagree with. But, we expect you to act responsibly, according to our policies and ensure that you stay respectful with other volunteers and interns of YIP. 

Specifically, we ask you to:


  • Discipline yourself. Avoid getting sidetracked by your social platforms during meetings.



  • Ensure others know that your personal account or statements don’t represent YIP. For example, use a disclaimer such as “opinions are my own.”



  • Avoid sharing intellectual property (e.g trademarks) or confidential information. Ask your manager or PR first if you think you may be sharing company news that’s not officially announced.



  • Avoid any defamatory, offensive or derogatory content. You will violate our company’s anti-harassment policy if you direct such content towards colleagues, clients or partners.





Representing our company through social media


If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should:



  • Be respectful, polite and patient.


  • Avoid speaking on matters outside your field of expertise when possible.


  • Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use.


  • Coordinate with Public Relations before sharing any major-impact content.


  • Avoid deleting or ignoring comments for no reason.


  • Correct or remove any misleading or false content as quickly as possible.

Conflict of Interest


When you are experiencing a conflict of interest, your personal goals are no longer aligned with your responsibilities towards us. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behaviour, you will lose your job and may face legal trouble.


For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you resolve it.


Any and all additional positions for Managers, Sr. Managers, Deputy Directors, Directors, and any other leadership must be accounted for by Human Resources. These disclosures will be made available for the public to see on our website. 


Nondisclosure and Noncompetition. At all times while working with YIP and after completing a leadership position or termination, any Leadership (Coordinator and above) agrees to refrain from disclosing YIP’s partnership lists, trade secrets, or other confidential material. Any Leadership further will take reasonable security measures to prevent accidental disclosure and industrial espionage. Sr. Leadership is further expected not to hold any leadership positions in similar organizations to YIP (in terms of size and mission). If you currently hold a leadership position in YIP and another organization please speak with the Executive Director. 


While working with YIP, Sr. Leadership agrees to use their best efforts to lead their team(s) and to abide by the nondisclosure and noncompetition terms described here. After expiration or termination of this agreement, agrees not to directly copy any part of YIP’s structure or programs in violation of U.S. copyright laws, 17 U.S.C. § 101 et seq.


Employee relationships


We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally.


Fraternization


Fraternization refers to dating or being close friends with your colleagues. In this policy, “dating” equals consensual romantic relationships and sexual relations. Non-consensual relationships constitute sexual violence and we prohibit them explicitly.


Dating colleagues


If you start dating a colleague, we expect you to maintain professionalism and keep personal discussions outside of our workplace. All relationships within YIP must be cleared by HR in accordance with the HR-SOP


You are also obliged to respect your colleagues who date each other. We won’t tolerate sexual jokes, malicious gossip and improper comments. If you witness this kind of behavior, please report it to HR.


Dating/Friendships with managers


To avoid accusations of favoritism, abuse of authority and sexual harassment, supervisors must not date their direct reports. This restriction extends to every manager above a regular volunteer/intern.


Furthermore, if you act as a hiring manager, you aren’t allowed to hire your friends or partners to your team. You can refer them for employment to other teams or departments where you don’t have any managerial or hiring authority.


Friendships at work


Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But, we expect you to focus on your work and keep personal disputes outside of the workplace and slack.


Employment of relatives


Everyone in our company should be hired, recognized or promoted because of their skills, character and work ethic. We do not condone the phenomena of nepotism, favoritism or conflicts of interest, so we will place some restrictions on hiring employees’ relatives.


To our company, a “relative” is someone who is related by blood or marriage within the third degree to an employee. This includes: parents, grandparents, in-laws, spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces, nephews, step-parents, step-children and adopted children.


As an employee, you can refer(to HR) your relatives to work with our company. Here are our only restrictions:



  • You must not be involved in a supervisory/reporting relationship with a relative.


  • You cannot be transferred, promoted or hired inside a reporting relationship with a relative.


  • You cannot be part of the hiring process when your relative is interviewed for that position. 


Harassment and violence


The YIP discourages harassment and all forms of violence, the following detail our procedures to handle issues of this nature and their prevention.


Workplace harassment


Harassment is a broad term and may include seemingly harmless actions, like gossip. We can’t create an exhaustive list, but here are some instances that we consider harassment:



  • Willfully sabotaging or degrading others or their work. 


  • Engaging in frequent or unwanted advances of any nature.


  • Commenting derogatorily on a person’s ethnic heritage or religious beliefs.


  • Starting or spreading hurtful rumors about a person’s personal life.


  • Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job against their will.
  • Willfully Degrading another's reputation either publicly or privately.


Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated.



If you’re being harassed, whether by a colleague, customer or vendor, you can choose to reach out to the following for support:



  • Contacts: You may reach out to Human Resources, the Executive Director, your immediate Manager/Director, or the Chief of Staff to report any and all harassment.


  • HR: Feel free to reach out to HR in any case of harassment no matter how minor it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim.

Anything you disclose will remain strictly confidential.



Workplace violence


Violence in our workplace is a serious form of harassment. It includes all forms of verbal abuse including severe harassment, degrading language, and destruction of property. We want to avoid those incidents altogether, but we also want to be ready to respond if needed.


For this reason, we ask you to:



  • Report to HR if you suspect or know that someone is being violent. Your report will be confidential and we will investigate the situation with discretion.


We will treat employees who verbally threaten others as high risk and they will receive an appropriate penalty. If HR finds that an employee commits an act of violence, we will terminate that employee. Employees who damage property deliberately will be solely responsible for paying for it.



Get help early on


Seek help from others early on to mitigate conflicts. For example:



  • If you experience conflicts with a teammate, ask your manager for advice before tensions escalate. If these conflicts persist, ask HR whether you could attend conflict resolution seminars with your team mate.
  • Speak in terms of YIPs limits of providing help for mental health. If you struggle with mental health outside of the workplace, please seek independent counseling and care. 


Our workplace is founded on mutual respect and we won’t allow anyone to compromise this foundation.



Solicitation and distribution


Solicitation is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated to our company (e.g. religious proselytism, asking for petition signatures.) Distribution means disseminating literature or material for commercial or political purposes.


We don’t allow solicitation and distribution by non-employees in our workplace. As an employee, you may not solicit from your colleagues. YIP and people with access to the general channel on slack may put out periodic opportunities from partner organizations. 


In all cases, we ask that you do not disturb or distract colleagues from their work.


Compensation & development


In this section, we outline our guidelines for compensating employees according to their employment status. We also describe our performance management and employee development policies.


Compensation status


All members of the Institute for Youth in Policy are considered unpaid volunteers or unpaid interns. No member, intern, volunteer, manager, executive or affiliate of YIP receives any monetary compensation. All funds raised directly go back into YIP for the overall benefit of the organization. Benefits include but are not limited to:


  • Policy knowledge development and easy access to like minded youth also interested in politics and civil discourse.
  • Volunteer hours and access to the prestigious Presidential Volunteer Service Award.
  • Promotional and social opportunities - empowerment to further get involved with YIP and politics on a local, state, and national level.
  • Mentorship from college students experienced in given fields.


Performance management


We have built our performance management and onboarding practices to:


  • Ensure you understand your job responsibilities and have specific goals to meet.


  • Provide you with actionable and timely feedback on your work.


  • Invest in development opportunities that help you grow professionally.


  • Recognize and reward your work through non-financial means. 


To meet these objectives, we have:


  • Quarterly performance reviews. During these reviews, your manager will fill out your performance evaluation report and arrange a meeting with you to discuss it. Through these discussions, managers aim to recognize employees who are good at their jobs, identify areas of improvement and talk about working goals. Advancements and rewards are not guaranteed. But, we encourage managers to recommend rewards for their team members when they deserve them. There won’t be any forced ranking or other comparison between employees, as our goal is to help all employees improve and develop their careers.


  • Instructed all managers to meet with their team members once per week to provide feedback and talk about their work and motivations. This way, you can receive feedback in a timely manner and avoid surprises during your quarterly performance review.


How we expect managers to lead employees


If you manage a team, you are responsible for your team members’ performance as well as the ultimate performance of your team as a whole, it’s failures, and successes. To conduct effective regular meetings and performance evaluations, we expect you to:



  • Set clear objectives. Your team members should know what you expect of them. When you first hire someone to your team, ensure they understand their job duties. Set specific goals for each team member (and team-wide if applicable.) Revisit those goals during quarterly performance reviews.



  • Provide useful feedback. During weekly scheduled meetings with your team members, give them both guidance and praise, as appropriate. Be fair and specific to help them understand and implement your feedback.



  • Keep your team members involved. There should be regular two-way communication between you and your team. Make your expectations clear, but always take your team members’ motivations and aspirations into account. Discuss training and development opportunities that may interest your team members.



  • Keep logs with important incidents about each one of your team members. These logs help you evaluate your team, but may also prove useful when rewarding, promoting or terminating your team members.


Employee training and development


We owe our success to our leadership, volunteers, and interns. To show our gratitude, we will invest in our employees professional development. We want employees to feel confident about improving their efficiency and productivity. We also want to help our employees achieve personal growth and success.


If monetary means are needed for certain projects, premium email, zoom premium etc. please talk to the Executive Director.


Development is a collective process. Team members and managers should regularly discuss learning needs and opportunities. College student mentorship is another option and offered to all of our interns. (Message Paul if you’d like someone). It’s HR’s responsibility to facilitate any development activities and processes.



Time


In this section, we explain our provisions for your working hours and time off. We include five types of leave and holidays.


Working hours


Meetings are set in place as the groundwork of YIP. It is the Managers and Directors job to setup at least one weekly meeting with their team. 


Ideally try to keep to regular communication hours (9am-9pm local time). Messages may be sent at any time. To maintain punctuality, responses should always be sent out within ~72 hours. 


Holidays


Our company observes the following holidays:



  • [New Year’s Day]


  • [Martin Luther King Day]


  • [President’s Day]


  • [Good Friday/Easter Monday]


  • [Memorial Day]


  • [Independence Day]


  • [Labor Day]


  • [Columbus Day]


  • [Veterans Day]


  • [3 day period surrounding Thanksgiving Day]


  • [3 day period surrounding Christmas Day]


  • [Voting Day]


  • [Easter Sunday]


  • [New Years Eve]


If the holiday falls on a meeting day please do not meet with your teams and postpone the meeting to the nearest reasonable time.


YIP offers a floating day, which you can take as a holiday any day you choose. If you want to observe a religious holiday that isn’t included in our list, we may allow you to take time off for that day.


Working on a holiday


These holidays are considered “off-days” for most employees. If you need a team member to work on a holiday, inform them at least 72 hours in advance.


We will count hours you worked on a holiday to decide whether you are entitled to any rewards regarding the number of volunteer hours worked. 


Long-term illness


The U.S. Family and Medical Leave Act provides employees 12 weeks of job-protected leave in a 12-month period with the same group health benefits for medical and family reasons. One of those reasons is to recover from a serious health condition or to care for an immediate family member with a serious health condition.


Bereavement leave


Losing a loved one is traumatizing. If this happens to you while you work with us, we want to support you and give you time to cope and mourn.


For this reason, we offer up to three weeks of bereavement leave.


Leaving our company


In this section, we describe our procedures regarding resignation and termination of our employees. We also refer to our progressive discipline process that may sometimes result in termination.


We remind you that in the U.S. employment is “at-will.” This means that you or our company may terminate our employment relationship at any time and for any non-discriminatory reason.


Progressive discipline


Here we outline steps we will take to address employee misconduct. We want to give employees a chance to correct their behavior when possible and assist them in doing so. We also want to ensure that we thoroughly investigate and handle serious offenses. The steps outlined here are general baselines for interns and general volunteers. Leadership and Senior Leadership will be held to higher standards as deemed adequate by the Executive Director, Chief of Staff, and the Human Resources Department. 


In the case of non-compliance in which any member of the Institute for Youth in Policy violates this Code of Conduct or any professional responsibilities expected of them, at least 1 “Censure” will be administered by a direct authorized superior in the case of members (once reviewed by a Human Resources Representative), and via majority vote by the Board (excluding the Board member who received the Censure[s]) in the case of senior executives, C-Suite members, and the Chief of Staff.


Censure Authorization 


The Executive Director and the Chief of Staff are authorized to administer Censures to all members of the organization Directors and below. Directors are authorized to administer Censures to members of their department, however if a Director seeks to administer a Censure to a Senior Leadership member of their department (platform managers, etc.), they must receive approval from the Chief of Staff or Executive Director. Censures cannot be administered by members of Senior Leadership, however they can request disciplinary action (including Censures) from their Director. Censures can be administered for all of, however not limited to, the following reasons:


  1. A breach of YIP company policy
  2. A breach of the YIP Code of Conduct
  3. Violating the YIP Conflict of Interest Policy
  4. Poor attendance record 
  5. Absence at team & organization meetings without sufficient notice
  6. Inability to meet deadlines and complete task(s)
  7. Professional obstinance 
  8. Breaching an NDA, or leaking YIP’s confidential information to third parties
  9. Other issues which the leadership deem to be deserving of a Censure (Elastic Clause)


Issues regarding the administration of censures, including the belief that one was wrongly censured, can be taken up with the Human Resources department, who will review the case and determine if the Censure was rightfully issued. Executive Directors do reserve the right to bypass these determinations in rare cases. 


Decay Period


At the time a Censure is administered, a 2-month decay period will begin in which exactly sixty days after the Censure was administered it will be removed. If another Censure(s) is administered within this sixty day period, the remaining duration of the previous Censure(s) is added to the new, and both Censures will decay in the sum of those durations. Censures cannot be revoked unless in the case of a unanimous vote by the board (excluding the individual who received the Censure[s] in the case of board members). Censures will be logged by the Human Resources department, and all Censures must be reviewed by a member of HR before it can take effect. If a Censure is administered to a member of the YIP’s leadership team, the board must inform the YIP public about the Censure(s) within 24 hours of its administration.


Censures Cont.


A maximum of 4 Censures will be administered. If a member receives 4 Censures during their decay period, they will be removed by action of their direct authorized superior with oversight from the Human Resources department. The Human Resources department will account for all disciplinary action including leave, probation, demotions, discharge, etc. 


Ramifications for each quantity of Censures, up to the maximum of 4, are as follows:


0 Censures: the member is currently in good standing and requires no disciplinary action.


1 Censure: the recipient will be notified that a Censure has been administered and be referred to HR for intervention; the Censure will then be logged.


2 Censures: the recipient will accept all actions above, as well as be expected to attend an interventionary meeting with their authorized superior lasting no less than 15 minutes to discuss misdoings. The recipient may be also placed on probation, or demoted at their superiors discretion. 


3 Censures: the recipient will accept all actions above, as well as a forced temporary leave of absence of no less than 10 days at the discretion of their authorized superior. The individual must also write a report of no less than 350 words detailing their commitment to future improvement and disciplinary avoidance which will be submitted to their authorized superior. 


4 Censures: The recipient is immediately discharged from their position of responsibility and will be sent to HR for final evaluation and to fill out form 190. The recipient's direct authorized superior will be contacted by the Chief of Staff and their professional capability examined. 


In some, but not all cases, we may request for you to cease and desist any and all contact with members of the organization upon the administration of Censure(s) with the exception of the HR department, Executive & Managing directors, and the Chief of Staff. 


Different offenses can correspond to different steps in our disciplinary process. For example, minor, one-time offenses (e.g. missing a weekly management meeting) will trigger one censure - More severe violations (e.g. sexual harassment) could trigger more than one censure and will likely result in termination.

If you manage employees, inform them when you distribute censures. Pointing out a performance issue is not necessarily a verbal warning and may be part of your regular feedback. If you judge that progressive discipline is appropriate, let your team member know and ask HR to help you explain our full procedure.


Keep in mind that our company isn’t obliged to follow the censure steps of our progressive discipline process. As you are employed “at-will” in the U.S, we may terminate you directly without launching a progressive discipline process. For serious offenses (e.g. sexual harassment), we may terminate you without warning. However, we are always obliged to act fairly and lawfully and document every stage of our progressive discipline process. If a volunteer believes any treatment from a manager, director, or leader directed towards them is unfair, they should contact HR.



Resignation


You resign when you voluntarily inform HR or your manager that you will stop working for our company. We also consider you resigned if no one hears for you for two consecutive weeks without notice.


You are not obliged to give us advance notice before resigning. But, for efficiency’s sake, and to make sure our workplace runs smoothly, we ask that you give at least two weeks notice, if possible. If you hold a highly specialized or executive position, we ask that you give us at least a month’s notice, when possible. To resign, please fill out form 190 and message HR or the Chief of Staff.


Forced resignation


You can resign anytime at your own free will and nobody should force you into resignation. Forcing someone into resigning (directly or indirectly) is constructive dismissal and we won’t tolerate it. Specifically, we prohibit employees from:


  • Creating a hostile or unpleasant environment.


  • Demanding or coaxing an employee to resign.


  • Victimizing, harassing or retaliating against an employee.


  • Forcing an employee to resign by taking unofficial adverse actions (e.g. demotions, increased workload).





Termination


Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully. We may terminate an employee either for cause or without cause.


  • For cause termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards, causes damage or financial loss to our company, reaches 4 censures within a given period, affects the public image of YIP, or is in breach of the NDA or non-compete policies.
  • Accordingly, YIP may ask that you cease to use YIP on your resume or to affiliate with us in any way. 
  • This would be considered a leave of non-good standing. 


  • Without cause termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts. This would be considered leaving in good standing. 


Any termination of regular interns must be done through Human Resources accordingly. Read more in the HR SOP. 


Termination of any Leadership must be run by the Executive Director, Chief of Staff, and HR. 


Termination of all Senior Leadership or Board Members must be voted upon by the Board of Directors. Board membership immediately ceases once the Letter of Termination has been handed out to the individual. 


When terminated for any reason, we would also demand that you immediately cease and desist from engaging in any written, verbal or electronic communication, cyber activities or allegations that may directly or indirectly damage, harm or otherwise injure the Institute for Youth in Policy. Your adherence to the above would determine our future course of action if any. We reserve the right to take any and all action upon discovery of further attacks, allegations or communications in any form electronic or written from you that targets our team.


Once terminated, you are not allowed to represent the Institute for Youth in Policy team in any shape or form. Please comply with post-position requirements of the team by surrendering any and all access to key Team Documents and Internal Sources. Please also be sure to continue observing our non-compete and non-disclosure policies. 


We may also help employees who were terminated without cause to find work elsewhere, if possible.


If you manage team members, avoid wrongful dismissal by having HR handle any and all terminations as described in the HR-SOP.



References


When we terminate employees, we may provide references for those who leave in good standing. This means that employees shouldn’t have been terminated for cause. If you are laid off, you may receive references. Please ask your manager.


If you resign, you may ask for references and your manager has a right to oblige or refuse.





Policy revision


We will always strive for fairness and equal opportunity and penalize offensive and illegal behaviors. But, as laws and our environment change, we may revise and modify some of our policies.


We also ask you to contact HR if you spot any inconsistencies or mistakes. And, if you have any ideas about how to improve our workplace, we are happy to hear them.










Our Legal Documents

Please note that these documents are hyperlinked. Please click on the respective document you'd like to see and you will be redirected to the proper page.

IRS Nonprofit Decision Letter

EIN Confirmation

California SOI

California RL

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TERM AND TERMINATION

These Terms of Use shall remain in full force and effect while you use the Site. WITHOUT LIMITING ANY OTHER PROVISION OF THESE TERMS OF USE, WE RESERVE THE RIGHT TO, IN OUR SOLE DISCRETION AND WITHOUT NOTICE OR LIABILITY, DENY ACCESS TO AND USE OF THE SITE (INCLUDING BLOCKING CERTAIN IP ADDRESSES), TO ANY PERSON FOR ANY REASON OR FOR NO REASON, INCLUDING WITHOUT LIMITATION FOR BREACH OF ANY REPRESENTATION, WARRANTY, OR COVENANT CONTAINED IN THESE TERMS OF USE OR OF ANY APPLICABLE LAW OR REGULATION. WE MAY TERMINATE YOUR USE OR PARTICIPATION IN THE SITE OR DELETE ANY CONTENT OR INFORMATION THAT YOU POSTED AT ANY TIME, WITHOUT WARNING, IN OUR SOLE DISCRETION.

If we terminate or suspend your account for any reason, you are prohibited from registering and creating a new account under your name, a fake or borrowed name, or the name of any third party, even if you may be acting on behalf of the third party. In addition to terminating or suspending your account, we reserve the right to take appropriate legal action, including without limitation pursuing civil, criminal, and injunctive redress.

MODIFICATIONS AND INTERRUPTIONS

We reserve the right to change, modify, or remove the contents of the Site at any time or for any reason at our sole discretion without notice. However, we have no obligation to update any information on our Site. We also reserve the right to modify or discontinue all or part of the Site without notice at any time. We will not be liable to you or any third party for any modification, price change, suspension, or discontinuance of the Site.

We cannot guarantee the Site will be available at all times. We may experience hardware, software, or other problems or need to perform maintenance related to the Site, resulting in interruptions, delays, or errors. We reserve the right to change, revise, update, suspend, discontinue, or otherwise modify the Site at any time or for any reason without notice to you. You agree that we have no liability whatsoever for any loss, damage, or inconvenience caused by your inability to access or use the Site during any downtime or discontinuance of the Site. Nothing in these Terms of Use will be construed to obligate us to maintain and support the Site or to supply any corrections, updates, or releases in connection therewith.

GOVERNING LAW

These Terms of Use and your use of the Site are governed by and construed in accordance with the laws of the State of Ohio applicable to agreements made and to be entirely performed within the State of Ohio, without regard to its conflict of law principles.

DISPUTE RESOLUTION

Informal Negotiations

To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (inpidually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

Binding Arbitration

If the Parties are unable to resolve a Dispute through informal negotiations, the Dispute (except those Disputes expressly excluded below) will be finally and exclusively resolved by binding arbitration. YOU UNDERSTAND THAT WITHOUT THIS PROVISION, YOU WOULD HAVE THE RIGHT TO SUE IN COURT AND HAVE A JURY TRIAL. The arbitration shall be commenced and conducted under the Commercial Arbitration Rules of the American Arbitration Association ("AAA") and, where appropriate, the AAA’s Supplementary Procedures for Consumer Related Disputes ("AAA Consumer Rules"), both of which are available at the AAA website www.adr.org. Your arbitration fees and your share of arbitrator compensation shall be governed by the AAA Consumer Rules and, where appropriate, limited by the AAA Consumer Rules. The arbitration may be conducted in person, through the submission of documents, by phone, or online. The arbitrator will make a decision in writing, but need not provide a statement of reasons unless requested by either Party. The arbitrator must follow applicable law, and any award may be challenged if the arbitrator fails to do so. Except where otherwise required by the applicable AAA rules or applicable law, the arbitration will take place in Sandusky County County, Ohio. Except as otherwise provided herein, the Parties may litigate in court to compel arbitration, stay proceedings pending arbitration, or to confirm, modify, vacate, or enter judgment on the award entered by the arbitrator.

If for any reason, a Dispute proceeds in court rather than arbitration, the Dispute shall be commenced or prosecuted in the state and federal courts located in Sandusky County County, Ohio, and the Parties hereby consent to, and waive all defenses of lack of personal jurisdiction, and forum non conveniens with respect to venue and jurisdiction in such state and federal courts. Application of the United Nations Convention on Contracts for the International Sale of Goods and the the Uniform Computer Information Transaction Act (UCITA) are excluded from these Terms of Use.

In no event shall any Dispute brought by either Party related in any way to the Site be commenced more than one (1) years after the cause of action arose. If this provision is found to be illegal or unenforceable, then neither Party will elect to arbitrate any Dispute falling within that portion of this provision found to be illegal or unenforceable and such Dispute shall be decided by a court of competent jurisdiction within the courts listed for jurisdiction above, and the Parties agree to submit to the personal jurisdiction of that court.

Restrictions

The Parties agree that any arbitration shall be limited to the Dispute between the Parties inpidually. To the full extent permitted by law, (a) no arbitration shall be joined with any other proceeding; (b) there is no right or authority for any Dispute to be arbitrated on a class-action basis or to utilize class action procedures; and (c) there is no right or authority for any Dispute to be brought in a purported representative capacity on behalf of the general public or any other persons.

Exceptions to Informal Negotiations and Arbitration

The Parties agree that the following Disputes are not subject to the above provisions concerning informal negotiations and binding arbitration: (a) any Disputes seeking to enforce or protect, or concerning the validity of, any of the intellectual property rights of a Party; (b) any Dispute related to, or arising from, allegations of theft, piracy, invasion of privacy, or unauthorized use; and (c) any claim for injunctive relief. If this provision is found to be illegal or unenforceable, then neither Party will elect to arbitrate any Dispute falling within that portion of this provision found to be illegal or unenforceable and such Dispute shall be decided by a court of competent jurisdiction within the courts listed for jurisdiction above, and the Parties agree to submit to the personal jurisdiction of that court.

CORRECTIONS

There may be information on the Site that contains typographical errors, inaccuracies, or omissions, including descriptions, pricing, availability, and various other information. We reserve the right to correct any errors, inaccuracies, or omissions and to change or update the information on the Site at any time, without prior notice.

DISCLAIMER

THE SITE IS PROVIDED ON AN AS-IS AND AS-AVAILABLE BASIS. YOU AGREE THAT YOUR USE OF THE SITE AND OUR SERVICES WILL BE AT YOUR SOLE RISK. TO THE FULLEST EXTENT PERMITTED BY LAW, WE DISCLAIM ALL WARRANTIES, EXPRESS OR IMPLIED, IN CONNECTION WITH THE SITE AND YOUR USE THEREOF, INCLUDING, WITHOUT LIMITATION, THE IMPLIED WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, AND NON-INFRINGEMENT. WE MAKE NO WARRANTIES OR REPRESENTATIONS ABOUT THE ACCURACY OR COMPLETENESS OF THE SITE’S CONTENT OR THE CONTENT OF ANY WEBSITES LINKED TO THE SITE AND WE WILL ASSUME NO LIABILITY OR RESPONSIBILITY FOR ANY (1) ERRORS, MISTAKES, OR INACCURACIES OF CONTENT AND MATERIALS, (2) PERSONAL INJURY OR PROPERTY DAMAGE, OF ANY NATURE WHATSOEVER, RESULTING FROM YOUR ACCESS TO AND USE OF THE SITE, (3) ANY UNAUTHORIZED ACCESS TO OR USE OF OUR SECURE SERVERS AND/OR ANY AND ALL PERSONAL INFORMATION AND/OR FINANCIAL INFORMATION STORED THEREIN, (4) ANY INTERRUPTION OR CESSATION OF TRANSMISSION TO OR FROM THE SITE, (5) ANY BUGS, VIRUSES, TROJAN HORSES, OR THE LIKE WHICH MAY BE TRANSMITTED TO OR THROUGH THE SITE BY ANY THIRD PARTY, AND/OR (6) ANY ERRORS OR OMISSIONS IN ANY CONTENT AND MATERIALS OR FOR ANY LOSS OR DAMAGE OF ANY KIND INCURRED AS A RESULT OF THE USE OF ANY CONTENT POSTED, TRANSMITTED, OR OTHERWISE MADE AVAILABLE VIA THE SITE. WE DO NOT WARRANT, ENDORSE, GUARANTEE, OR ASSUME RESPONSIBILITY FOR ANY PRODUCT OR SERVICE ADVERTISED OR OFFERED BY A THIRD PARTY THROUGH THE SITE, ANY HYPERLINKED WEBSITE, OR ANY WEBSITE OR MOBILE APPLICATION FEATURED IN ANY BANNER OR OTHER ADVERTISING, AND WE WILL NOT BE A PARTY TO OR IN ANY WAY BE RESPONSIBLE FOR MONITORING ANY TRANSACTION BETWEEN YOU AND ANY THIRD-PARTY PROVIDERS OF PRODUCTS OR SERVICES. AS WITH THE PURCHASE OF A PRODUCT OR SERVICE THROUGH ANY MEDIUM OR IN ANY ENVIRONMENT, YOU SHOULD USE YOUR BEST JUDGMENT AND EXERCISE CAUTION WHERE APPROPRIATE.

LIMITATIONS OF LIABILITY

IN NO EVENT WILL WE OR OUR DIRECTORS, EMPLOYEES, OR AGENTS BE LIABLE TO YOU OR ANY THIRD PARTY FOR ANY DIRECT, INDIRECT, CONSEQUENTIAL, EXEMPLARY, INCIDENTAL, SPECIAL, OR PUNITIVE DAMAGES, INCLUDING LOST PROFIT, LOST REVENUE, LOSS OF DATA, OR OTHER DAMAGES ARISING FROM YOUR USE OF THE SITE, EVEN IF WE HAVE BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. NOTWITHSTANDING ANYTHING TO THE CONTRARY CONTAINED HEREIN, OUR LIABILITY TO YOU FOR ANY CAUSE WHATSOEVER AND REGARDLESS OF THE FORM OF THE ACTION, WILL AT ALL TIMES BE LIMITED TO THE AMOUNT PAID, IF ANY, BY YOU TO US DURING THE one (1) mONTH PERIOD PRIOR TO ANY CAUSE OF ACTION ARISING. CERTAIN STATE LAWS DO NOT ALLOW LIMITATIONS ON IMPLIED WARRANTIES OR THE EXCLUSION OR LIMITATION OF CERTAIN DAMAGES. IF THESE LAWS APPLY TO YOU, SOME OR ALL OF THE ABOVE DISCLAIMERS OR LIMITATIONS MAY NOT APPLY TO YOU, AND YOU MAY HAVE ADDITIONAL RIGHTS.

INDEMNIFICATION

You agree to defend, indemnify, and hold us harmless, including our subsidiaries, affiliates, and all of our respective officers, agents, partners, and employees, from and against any loss, damage, liability, claim, or demand, including reasonable attorneys’ fees and expenses, made by any third party due to or arising out of: (1) use of the Site; (2) breach of these Terms of Use; (3) any breach of your representations and warranties set forth in these Terms of Use; (4) your violation of the rights of a third party, including but not limited to intellectual property rights; or (5) any overt harmful act toward any other user of the Site with whom you connected via the Site. Notwithstanding the foregoing, we reserve the right, at your expense, to assume the exclusive defense and control of any matter for which you are required to indemnify us, and you agree to cooperate, at your expense, with our defense of such claims. We will use reasonable efforts to notify you of any such claim, action, or proceeding which is subject to this indemnification upon becoming aware of it.

MISCELLANEOUS

These Terms of Use and any policies or operating rules posted by us on the Site or in respect to the Site constitute the entire agreement and understanding between you and us. Our failure to exercise or enforce any right or provision of these Terms of Use shall not operate as a waiver of such right or provision. These Terms of Use operate to the fullest extent permissible by law. We may assign any or all of our rights and obligations to others at any time. We shall not be responsible or liable for any loss, damage, delay, or failure to act caused by any cause beyond our reasonable control. If any provision or part of a provision of these Terms of Use is determined to be unlawful, void, or unenforceable, that provision or part of the provision is deemed severable from these Terms of Use and does not affect the validity and enforceability of any remaining provisions. There is no joint venture, partnership, employment or agency relationship created between you and us as a result of these Terms of Use or use of the Site. You agree that these Terms of Use will not be construed against us by virtue of having drafted them. You hereby waive any and all defenses you may have based on the electronic form of these Terms of Use and the lack of signing by the parties hereto to execute these Terms of Use.

Privacy Policy

We care about data privacy and security. By using the Site, you agree to be bound by our Privacy Policy posted on the Site, which is incorporated into these Terms of Use. Please be advised the Site is hosted in the United States. If you access the Site from the European Union, Asia, or any other region of the world with laws or other requirements governing personal data collection, use, or disclosure that differ from applicable laws in the United States, then through your continued use of the Site, you are transferring your data to the United States, and you expressly consent to have your data transferred to and processed in the United States. Further, we do not knowingly accept, request, or solicit information from children or knowingly market to children. Therefore, in accordance with the U.S. Children’s Online Privacy Protection Act, if we receive actual knowledge that anyone under the age of 13 has provided personal information to us without the requisite and verifiable parental consent, we will delete that information from the Site as quickly as is reasonably practical.

USER DATA

We will maintain certain data that you transmit to the Site for the purpose of managing the performance of the Site, as well as data relating to your use of the Site. Although we perform regular routine backups of data, you are solely responsible for all data that you transmit or that relates to any activity you have undertaken using the Site. You agree that we shall have no liability to you for any loss or corruption of any such data, and you hereby waive any right of action against us arising from any such loss or corruption of such data.

ELECTRONIC COMMUNICATIONS, TRANSACTIONS, AND SIGNATURES

Visiting the Site, sending us emails, and completing online forms constitute electronic communications. You consent to receive electronic communications, and you agree that all agreements, notices, disclosures, and other communications we provide to you electronically, via email and on the Site, satisfy any legal requirement that such communication be in writing. YOU HEREBY AGREE TO THE USE OF ELECTRONIC SIGNATURES, CONTRACTS, ORDERS, AND OTHER RECORDS, AND TO ELECTRONIC DELIVERY OF NOTICES, POLICIES, AND RECORDS OF TRANSACTIONS INITIATED OR COMPLETED BY US OR VIA THE SITE. You hereby waive any rights or requirements under any statutes, regulations, rules, ordinances, or other laws in any jurisdiction which require an original signature or delivery or retention of non-electronic records, or to payments or the granting of credits by any means other than electronic means.

CALIFORNIA USERS AND RESIDENTS

If any complaint with us is not satisfactorily resolved, you can contact the Complaint Assistance Unit of the pision of Consumer Services of the California Department of Consumer Affairs in writing at 1625 North Market Blvd., Suite N 112, Sacramento, California 95834 or by telephone at (800) 952-5210 or (916) 445-1254.