In This Handbook
Welcome from Our Founder
On behalf of our Board of Directors and dedicated team, I want to formally welcome you to Push. Whether you are a new employee, volunteer, or intern, you are a vital part of achieving our goal of building a trusted system for the communities we serve. The work you do will make a difference in every aspect of our organization. You have decided to join a nonprofit corporation committed to improving maternal health experiences and outcomes for all families and future generations.
I hope that you find the duties of your specific position to be fulfilling and that your experience with us is rewarding and positive. Regardless of your role, I trust that you hold our core values in high regard. We are honored to welcome you to our dynamic and growing team where you will have the opportunity to help build the infrastructure of a new family-centric initiative.
Again, welcome and thank you! -JM, Founder & Executive Director
Established in 2020, Push Birth Partners ("Push") is a 501(c)(3) maternal health organization. We believe every woman and her family deserve a chance to have the healthiest pregnancy and childbirth experience possible. We believe maternal health begins before pregnancy, an important aspect of our preventative and public health approach to our partnership with women and their families throughout the various phases of maternal health. Our programs and services are designed for our clients to remain in control while determining the ideal maternal care options for their individual needs (i.e., obstetrician vs. midwife, hospital vs. birth center, etc.) as we make every effort to connect them to the service providers of their choosing.
Since 2018, Jacqueline McLeeland has been evaluating the various challenges in maternal health. Following her own maternal health experiences and the lack of support for women and parents in the workplace, she began spearheading a community initiative to change the trajectory on the state of maternal health in the U.S. In 2020, before the domestic onset of the coronavirus, Ms. McLeeland formed this "maternal health partnership" and a team of advocates and professionals to collectively Push for improved maternal health experiences and outcomes.
Push was birthed out of personal experiences that make us unique in the sense of having a deeper connection to our mission and the communities we serve. In addition to our lived experiences, we are a team comprised of various nationalities and professional backgrounds allowing us to create a comprehensive model for women's health and pregnancy care.
To partner with women and expectant families for improved maternal health outcomes.
A healthy birth experience for every woman, every child, and every family.
Is how we continue to build towards the goals we set forth. This does not mean always agreeing, but a commitment to work it out.
Makes us stronger individually and collectively. This is how we build sustainable communities.
Equips us with the tools and resources to achieve positive results.
Is deserved by all despite one’s zip code, sex, beliefs, education, race, and ethnicity.
Is an essential benefit when moms have the ability and choose to. We equally support nursing and healthy alternatives.
Is not an option, but a requirement. This is a commitment to our mission, beneficiaries, stakeholders, and community.
Is a fundamental principle and we hold our actions accountable that everyone is treated autonomously.
Means early access and responsiveness to the needs of moms-to-be; a critical component to maternal health services, prenatal care, and postpartum recovery.
Is a mind, body, spiritual and social process we promote through self-care.
We want employees to have access to a range of great benefits. As a startup nonprofit, we are unable to offer all that we would like to at this time but we are working on expanding our benefits package. Meanwhile, you can learn more about current perks and benefits. Further details are provided via the employee portal, or ask your supervisor.
Family and Flextime
We understand employees have commitments outside of work. Balance, real balance, is essential to self-care (one of our core values). As a family-centric organization, Push is dedicated to a healthy work/life balance so that work does not come at the expense of the most important things in your life.
Flexible Work Schedule
Office Space Reservation
Speaking Engagement Time Off
Schedules & Time Off
Monday through Thursday: 9 a.m. - 6 p.m. Central Time
Friday, Saturday, Sunday: Closed
Full-Time vs. Part-Time Employees:
Full-time employees are those who are regularly assigned to work at least 40 hours each week. Part-time employees are those who are regularly assigned to work less than full-time. While part-time employees may occasionally work 40 or more hours in a particular workweek, or in a series of workweeks, that by itself will not change their regular schedule. However, the company reserves the right to change the regular schedules of employees at any time. In such a case, the company will give affected employees as much advance notice as possible of their new regular schedules and will advise employees of the effect of such changes on their eligibility for company benefits.
Below you will find our Company Holidays list. When a holiday falls on Saturday or Sunday, we will let you know which day of the week will be observed. This information will often be shared in the current year's holiday schedule.
New Year's Day
Martin Luther King, Jr. Day
Indigenous Peoples' Day
Taking time off and recharging is critical to doing your best work at Push. In addition to the recognized Company Holidays above, Push offers paid leave. We encourage open conversations about time you need, and recommend at a minimum 2 weeks off a year. Employees should communicate with their supervisor when planning dates for their vacations and let the rest of the team know in advance.
We currently do not require accruing vacation time and we do not track timesheets for full-time employees. We want to give everyone the freedom to schedule their time off as needed to support their life outside of work. Just be responsible with this.
The same process for sick leave, with as much notice as possible.
Employees with chronic or terminal illnesses should talk with their supervisor about their needs for flexible time and/or other support.
It happens, and when it does, take the time you need to fully recover or to attend to a loved one. When possible, give your supervisor and team as much notice as possible.
Reasonable Work Schedule
We believe that the way to be most productive is with a reasonable, balanced work schedule. Working long hours for long periods of time results in mental exhaustion and results in work that needs to be fixed later. For client-facing staff, it is imperative you balance your time and take care of you to nourish the trusted partnership our clients seek in our programs and services.
Different people have different ways of being productive. Some people get more done in the morning and prefer to come in/login early whereas others work best during the evenings or late hours. As long as you're getting your work done, and depending on the needs of your department, you should work with your supervisor to establish a schedule that works best for you. It should be sustainable and reasonable. Schedules may be adjusted during peak periods to meet the needs of the department, clients, and/or community. Client-facing staff may need to work a more traditional schedule to ensure that clients and supporters who contact us receive a timely response. These employees may be required to work specific hours. Please communicate with your supervisor and work with your team.
If something comes up and you need to deviate from your schedule, e.g., if you need to pick your kid up from daycare or your child has a special event. This is usually not a problem. Again, communicate with your supervisor and team. Keep in mind, you may need to make up the time.
We do not track time for salaried employees, but we generally expect employees to put in an average of 40 hours per week. We may all need to put in additional time during peak periods, company events, conferences, etc. to meet deliverables. Supervisors should communicate these expectations to employees timely enough to allow employees to adjust their schedules and plan accordingly.
In order for a flexible work schedule to be approved, the employee must have a satisfactory attendance record, meet all performance expectations in his or her current role and consistently demonstrate the ability to complete tasks and assignments on a timely basis. The nature of the employee's work and responsibilities must be conducive to a flexible work arrangement without causing significant disruption to performance and/or program delivery. In reviewing requests for flexible work schedules, supervisors need to consider the overall needs of Push, the organizational unit, and the employee.
Possible reasons for a supervisor to modify or discontinue a flexible work schedule include, but are not limited to:
Business needs or coverage needs change
Valid negative client feedback occurs
Performance or attendance deteriorates
Staff shortages occur
Becomes too disruptive to organizational unit
Employee is dissatisfied or his/her needs have changed
Supervisors are encouraged to be as flexible as possible in accommodating the work/life needs of employees, but the decision to develop and/or adjust employee work schedules is made by management, not by the individual employee. Management is expected to apply flexible work schedules fairly and equitably.
Communicate to your supervisor the starting date of duty, expected date of return and scheduling issues/flexibility. Be expected to communicate daily with your supervisor during this process.
Conferences & Development
Why conferences and professional development?
We believe in professional development of our staff. We encourage you to take steps to learn new things. The purpose of our professional development policy is to encourage experiences that can be shared with the staff as well as provide some guidance and expectations. As with everything, if you have something specific that does not fall within the bounds of this policy, we would still be happy to discuss it with you.
Speaking at Conferences
We believe in encouraging people to speak at conferences. If you have questions as to what's appropriate to disclose about the company to a public audience, please discuss it with your supervisor. In general, we favor transparency.
Rules and Regulataions
We dream big.
We believe in a better world for all.
We work hard.
We believe there is always room for growth.
We play hard.
We believe in balance and rewarding ourselves.
We are fun.
We believe laughter is therapeutic.
We are dedicated and unapologetically different.
At Push, we are creating an environment where working at Push is "in demand".
As a young organization, we have an opportunity to create a culture where each member of the organization understands they are valued, appreciated, respected, and matter--a professional community with heart. It takes work building and maintaining this kind of environment, but it can and will be done with the right team. Hence the reason why we are selective in our recruitment process. It takes one bad apple to spoil the bunch... we don't respond well to bad apples. If this does not align with the workplace you desire, we suggest seeking an opportunity elsewhere.
Know them and comply. We are a nonprofit corporation, noncompliance is detrimental to our mission, community, stakeholders, and program beneficiaries. We put a lot of effort into building an effective training program to minimize behavior that could put the organization, your fellow colleagues, and our stakeholders at risk. When in doubt, always look/ask before you leap.
The following is a list of our general policies. Details of training requirements for policies and procedures are provided via the staff onboarding portal.
Conflict of Interest
Code of Ethics
Executive Leadership Transition and Succession Planning
Records Retention and Destruction
Internet, E-mail, and Computer Use
Use of Social Media
DEFINITION OF A VOLUNTEER
You are considered a volunteer if you, without compensation or expectation of compensation beyond pre-approved reimbursement for volunteer related expenses, perform a service at the direction of and on behalf of the organization.
Push does not discriminate against any volunteer because of race, color, age, gender, sexual orientation, national origin, or disability.
Volunteers are one of the greatest resources we have at Push. People like you, who give their time, energy, and talents to provide assistance and inspire hope, are essential to our ability to deliver quality services and programs. We are committed to creating opportunities for the community to be involved in our work, and many of our programs would not be possible if volunteers were not involved. Our program volunteers, Board of Directors, and Advisory Council members are priceless.
EMPLOYEES AS VOLUNTEERS
If you are already an employee of Push, you may volunteer within any Push program offering volunteer opportunities. Under no circumstances are employees expected to volunteer their time nor are they ever expected or allowed to volunteer for duties they normally are paid to do.
Push employees are not required to fill out the formal volunteer application or have background and reference checks completed, as these elements were already completed as part of the hiring process. Push employees should interview with program staff and will report to the program’s designated volunteer supervisor. Employee volunteers are expected to follow the same service guidelines in place for all Push volunteers.
FAMILY MEMBERS OF STAFF AS VOLUNTEERS
Family members of staff may volunteer with the organization. When family members are enrolled as volunteers, they will not be placed under the direct supervision of family members who are employees.
MINORS AS VOLUNTEERS
Volunteers under the age of 18 who wish to participate in an ongoing volunteer opportunity must have written permission of a parent or guardian before they may begin service. The volunteer tasks assigned to a minor shall be performed in a non-hazardous environment and shall comply with all appropriate requirements of child labor laws.
SCHEDULING AND COMMITMENT
Regular attendance at volunteer shifts, as you and your volunteer supervisor agree upon, is required. Every volunteer is expected to report for his/her shift on time and stay for the duration of the time scheduled. We count on you as we do our paid staff. Unsatisfactory attendance, including reporting late to your volunteer assignment, quitting early, or an excessive number of absences, is not acceptable. We ask that volunteers give us at least 24 hours notice if you cannot come in for your volunteer shift. We understand that emergencies arise, but we depend upon our volunteers for certain projects and times. Knowing about absences ahead of time allows our team to plan accordingly when possible. In an emergency situation please notify your volunteer supervisor, or, in their absence the Volunteer Coordinator/Manager, before your shift to avoid the organization assuming that you have resigned from the volunteer program. When you speak to your volunteer supervisor or the Volunteer Coordinator/Manager, be sure to leave a telephone number where you can be reached.
Note: All volunteer opportunities are currently remote.
LOGGING VOLUNTEER HOURS
Tracking volunteer time is important for us in reporting to funders and managing our resources. It can also be helpful for you at school or work. Please help us keep an accurate account of volunteer hours by recording your own hours. Tracking of your time will be entered through an electronic system, accessible via the staff onboarding portal.
MEET AND GREET
As part of your onboarding, a Meet and Greet may be scheduled to allow you to meet other members of the organization. You will be notified by e-mail or phone to schedule a virtual meeting for this Meet and Greet. This is your opportunity to ask questions and connect with other members of our team.
Push is committed to fostering a welcoming environment that is safe, collaborative, and productive for supporting dialogue and discovery for all employees and volunteers, including virtually. We value the participation of volunteers but would also like to reiterate that this is a professional setting that accommodates the flexibility of remote opportunities. Please keep in mind the following guidelines as you would in a traditional office setting:
Be on time. To avoid unanticipated interruptions, try logging on 5-10 minutes prior to meeting start.
Be prepared and review the agenda (if applicable) ahead of time.
Be present and ready to engage. Cameras need to be turned on (the meeting host may make this optional but by default, everyone should make it a practice to be visible by having their cameras activated).
Adjust your work setup accordingly and be mindful of your surroundings.
Mute your microphone when you are not speaking.
Make yourself presentable. Whether you choose to be informal or formal, your grooming and wardrobe should be appropriate for business.
COMPLETION OR RESIGNATION OF THE VOLUNTEER PROGRAM
Upon leaving our volunteer program, please inform your supervisor. Your designated volunteer supervisor will complete a feedback and evaluation form. Thank you again for choosing to volunteer with Push.