Grow in Hope Uganda Employee Handbook
WELCOME LETTER
Dear Team,
Welcome to Grow in Hope Uganda! We are thrilled to have you join our
family. As we embark on this journey together, we are united by a common
mission: "Offering Compassion, Care, and Christ to Children and Caregivers
with Critical Physical and Spiritual Needs So They Can Grow in Hope."
Since our humble beginnings in 2013, God has guided us to serve the
neediest patients in Uganda's government hospitals. Our partnership with
Mulago Hospital's Nutrition Unit in 2018 was a significant milestone, and in
2022, we officially established Grow in Hope Ministries. Under the leadership
of Amanda Wolfe, our Executive Director, we continue to strive towards our
vision of supporting and enhancing government health facilities, improving
patient care, and reducing child mortality rates.
At Grow in Hope Uganda, we believe in the power of hope and healing. Our
work is grounded in biblical principles, and we are committed to providing
both physical and spiritual support to those in need. We are excited to see
how God will use each of you to make a difference in the lives of the children
and caregivers we serve.
This handbook is designed to provide you with essential information about
our policies, procedures, and expectations. It is a valuable resource to help
you navigate your role and responsibilities within our organization. We
encourage you to read it thoroughly and refer to it whenever needed.
Thank you for being a part of Grow in Hope Uganda. Together, we can make
a lasting impact and bring hope to those who need it most.
Trusting in the Lord,
Amanda Wolfe
Executive Director
Grow in Hope Uganda
CONTENTS
1. WELCOME TO Grow in Hope Uganda
2. History Synopsis, Mission, and Objectives
o History of Grow in Hope Ministries
o Mission
o Vision
o Objectives
3. MONTHLY HR MEETING
4. DIRECT DEPOSIT
5. HOLIDAYS
6. Paid Time Off
7. ATTENDANCE AND PUNCTUALITY
8. YOUR HANDBOOK
9. MISSION STATEMENT
10. WHAT YOU CAN EXPECT FROM Grow in Hope Uganda
11. WHAT Grow in Hope Uganda EXPECTS FROM YOU
12. Employee Behavior and Other Policies
o EQUAL EMPLOYMENT OPPORTUNITY
o CUSTOMER RELATIONS
o ORIENTATION
o MONTHLY HR MEETING
o IMMIGRATION LAW COMPLIANCE
o EMPLOYEE RECORDS
o NON-HARASSMENT POLICY/ NON-DISCRIMINATION POLICY
o SEXUAL HARASSMENT POLICY
13. HOURS OF WORK & COMPENSATION
o EMPLOYMENT CLASSIFICATION
▪ Full-Time Employees
▪ Part-Time Employees
o WORK SCHEDULE
o TIMEKEEPING PROCEDURES
o ANNIVERSARY DATE
o PERFORMANCE APPRAISALS
o PAY DAY
14. YOUR BENEFIT PACKAGE
o MEDICAL INSURANCE
o GOVERNMENT REQUIREMENTS
▪ Taxes
▪ Social Security
15. LEAVE BENEFITS AND OTHER WORK POLICIES
o HOLIDAYS
o Paid Time Off
o LEAVES OF ABSENCE
▪ BEREAVEMENT LEAVE
▪ JURY DUTY
▪ NATIONAL GUARD OR MILITARY LEAVE
▪ Job Reinstatement
16. RULES & REGULATIONS
o TEAMWORK AND SERVICE TO THE CUSTOMER
o ETHICAL STANDARDS
o GUIDELINES FOR CONDUCT
o ATTENDANCE AND PUNCTUALITY
o NON-DISCLOSURE OF CONFIDENTIAL INFORMATION
o DRESS CODE
o USE OF PHONE AND MAIL SYSTEMS
o TELEPHONE USAGE POLICY
o INTERNET USE POLICY
o USE OF Grow in Hope Uganda EQUIPMENT
o COMMITEMENT TO THE MISSION
o SAFETY
▪ General Employee Safety
▪ Reporting Safety Issues
o GENERAL HOUSEKEEPING
17. SEPARATION OF EMPLOYMENT
o Termination of Employment
o Insurance Conversion Privileges
o Return of Grow in Hope Uganda Property
18. CLOSING STATEMENT
19. RECEIPT AND ACKNOWLEDGMENT OF Grow in Hope
Uganda’S EMPLOYEE HANDBOOK
WELCOME TO Grow in Hope Uganda
History Synopsis, Mission, and Objectives
History of Grow in Hope Ministries Aaron and Amanda Wolfe and their
children began serving in Uganda in 2013. Their first trip lasted five months.
Over the next several trips, God guided them to work in the government
hospitals that serve the neediest patients. In 2018, they began a partnership
with Mulago Hospital's Nutrition Unit. That partnership grew and eventually
led to the establishment of Grow in Hope Ministries in 2022. Amanda is now
the Executive Director, guiding the vision and the work of the ministry.
Mission The Mission of Grow in Hope Ministries is: "Offering Compassion,
Care, and Christ to Children and Caregivers with Critical Physical and
Spiritual Needs So They Can Grow in Hope."
● Biblical Principle: “May the God of hope fill you with all joy and peace
as you trust in Him, so that you may overflow with hope by the power
of the Holy Spirit.” - Romans 15:13
Vision Our vision is to support and enhance government health facilities by
renovating pediatric units, improving patient care, and reducing child
mortality rates. We aim to uplift children, caregivers, and health workers,
glorifying God and fostering a legacy of Hope and Healing.
Objectives
1. Physical Objectives
o To provide medical care and essential supplies to those in need.
o To improve hospital facilities and create a safe, nurturing
environment for children.
o Supporting Verses: “Truly I tell you, whatever you did for one
of the least of these brothers and sisters of mine, you did for
me.” - Matthew 25:40
2. Spiritual Objectives
o To share the gospel of Jesus Christ with caregivers and children.
o To provide emotional and spiritual counseling based on biblical
principles.
o Supporting Verses: “Therefore encourage one another and
build each other up, just as in fact you are doing.” - 1
Thessalonians 5:11
MONTHLY HR MEETING
Monthly HR meetings are held to discuss important updates, address
employee concerns, and ensure that everyone is aligned with the
organization's goals and policies. Attendance is mandatory for all staff
members.
DIRECT DEPOSIT
Full-time employees are paid through direct deposit through a dollar
account. Part-time employees may be paid through mobile money or cash
payment. Employees must provide their bank account information to the HR
department to set up their dollar account payment schedule.
HOLIDAYS
Grow in Hope Uganda observes the following holidays:
● January 1 (New Year's Day)
● January 26 (NRM Liberation Day)
● February 16 (Archbishop Janani Luwum Day)
● March 8 (International Women's Day)
● April 18 (Good Friday)
● April 20 (Easter Sunday)
● April 21 (Easter Monday)
● May 1 (Labour Day)
● June 3 (Martyrs' Day)
● June 9 (National Heroes Day)
● October 9 (Independence Day)
● December 25 (Christmas Day)
● December 26 (Boxing Day)
If a public holiday falls on a weekend, the next business day will be given as
a holiday. Only Christian holidays in Uganda and Ugandan government
holidays are observed.
Paid Time Off
Full-time employees are allowed 7 days of paid time off or sick leave
combined. Part-time workers are allowed for 1 day. This will be monitored by
the administrator in Uganda. Staff members must clock in and clock out each
workday. If a staff member is ill, they can still come to work if they wish.
However, if they are running a fever or have a contagious illness, they should
remain at home. After the 7 or 1 days, depending on your position, your
salary or allowance will be reduced for the number of days missed. Excessive
tardiness will result in reprimands.
ATTENDANCE AND PUNCTUALITY
Regular attendance and punctuality are essential to the smooth operation of
Grow in Hope Uganda. Employees are expected to be at their workstations
and ready to begin work at their scheduled start times. Excessive
absenteeism or tardiness may result in disciplinary action, up to and
including termination.
YOUR HANDBOOK
This handbook is designed to provide you with essential information about
our policies, procedures, and expectations. It is a valuable resource to help
you navigate your role and responsibilities within our organization. Please
read it thoroughly and refer to it whenever needed.
MISSION STATEMENT
The Mission of Grow in Hope Ministries is: "Offering Compassion, Care, and
Christ to Children and Caregivers with Critical Physical and Spiritual Needs So
They Can Grow in Hope."
WHAT YOU CAN EXPECT FROM Grow in Hope Uganda
● A supportive and friendly work environment.
● Opportunities for professional and personal growth.
● Semi-annual feedback and performance evaluations.
● Fair compensation.
● A commitment to your health and safety.
● Encouragement to maintain a healthy work-life balance.
WHAT Grow in Hope Uganda EXPECTS FROM YOU
● Loving God and loving others
● Adherence to all company policies and procedures.
● Professional and respectful behavior towards colleagues, patients, and
caregivers.
● Punctuality and regular attendance.
● Commitment to the mission and values of Grow in Hope Uganda.
● Active participation in team meetings and devotion times.
● Accountability for your actions and responsibilities.
● Coming to work with a good attitude.
Employee Behavior and Other Policies
EQUAL EMPLOYMENT OPPORTUNITY
Grow in Hope Uganda is committed to providing equal employment
opportunities to all employees and applicants without regard to sex, age,
race, colour, ethnic origin, tribe, health status, social or economic standing,
political opinion or disability.
CUSTOMER RELATIONS
Employees are expected to maintain a high level of professionalism and
courtesy when interacting with patients, caregivers, and hospital workers.
Positive customer relations are essential to our mission and success.
ORIENTATION
New employees will undergo an orientation program to familiarize them with
the organization's policies, procedures, and culture. This includes an
introduction to the mission, vision, and objectives of Grow in Hope Uganda.
MONTHLY HR MEETING
Monthly HR meetings are held to discuss important updates, address
employee concerns, and ensure that everyone is aligned with the
organization's goals and policies. Attendance is mandatory for all staff
members.
IMMIGRATION LAW COMPLIANCE
Grow in Hope Uganda complies with all applicable immigration laws and
regulations. Employees are required to provide documentation verifying their
eligibility to work in Uganda.
EMPLOYEE RECORDS
Employee records are maintained by the HR department and are kept
confidential.
NON-HARASSMENT POLICY/ NON-DISCRIMINATION POLICY
Grow in Hope Uganda is committed to maintaining a work environment free
from harassment and discrimination. Any form of harassment or
discrimination based on race, color, religion, sex, national origin, age,
disability, or any other characteristic protected by law will not be tolerated.
SEXUAL HARASSMENT POLICY
Sexual harassment is strictly prohibited at Grow in Hope Uganda. Any
employee found to be engaging in sexual harassment will be subject to
disciplinary action, up to and including termination.
HOURS OF WORK & COMPENSATION
EMPLOYMENT CLASSIFICATION
● Full-Time Employees: Employees who work at least 40 hours per
week.
● Part-Time Employees: Employees who work less than 40 hours per
week.
WORK SCHEDULE
Work schedules are determined by the needs of the organization and may
vary based on the employee's role and responsibilities. Employees are
expected to adhere to their assigned work schedules.
TIMEKEEPING PROCEDURES
Employees are required to accurately record their work hours using the
organization's timekeeping system, Connecteams. This ensures proper
compensation and compliance with labor laws.
ANNIVERSARY DATE
The anniversary date is the date on which an employee began their
employment with Grow in Hope Uganda. This date is used to determine
eligibility for benefits and other employment-related matters.
PERFORMANCE APPRAISALS
Performance appraisals are conducted semi-annually to provide employees
with feedback on their performance, identify areas for improvement, and set
goals for future development. Employees are encouraged to actively
participate in the appraisal process.
PAY DAY
Most employees are paid monthly, though some part-time employees may
be paid in different increments. Paychecks are deposited into dollar
accounts of full-time employees. Part-time employees are paid through
mobile money payments or cash.
YOUR BENEFIT PACKAGE
MEDICAL INSURANCE
Full-time employees are eligible for health insurance after serving full time
with Grow in Hope Uganda. After the second year of full-time employment,
employees' spouses are also eligible for basic health insurance. Maternity is
only covered up to 1.5m shillings for the delivery of the first two children.
Children of employees are not provided medical health coverage and must
be covered by the individual.
GOVERNMENT REQUIREMENTS
● Taxes: Government taxes for employee tax will be paid by Grow in
Hope Uganda.
● Social Security: Provides retirement, disability, and survivor benefits
to eligible employees and their families.
LEAVE BENEFITS AND OTHER WORK POLICIES
HOLIDAYS
Grow in Hope Uganda observes the following holidays:
● January 1 (New Year's Day)
● January 26 (NRM Liberation Day)
● February 16 (Archbishop Janani Luwum Day)
● March 8 (International Women's Day)
● April 18 (Good Friday)
● April 20 (Easter Sunday)
● April 21 (Easter Monday)
● May 1 (Labour Day)
● June 3 (Martyrs' Day)
● June 9 (National Heroes Day)
● October 9 (Independence Day)
● December 25 (Christmas Day)
● December 26 (Boxing Day)
If a public holiday falls on a weekend, the next business day will be given as
a holiday. Only Christian holidays in Uganda and Ugandan government
holidays are observed.
Paid Time Off
Full-time employees are allowed 7 days of paid time off or sick leave
combined. Part-time workers are allowed for 1 day. This will be monitored by
the administrator in Uganda. Staff members must clock in and clock out each
workday. If a staff member is ill, they can still come to work if they wish.
However, if they are running a fever or have a contagious illness, they should
remain at home. After the 7 or 1 day(s), depending on your position, your
salary or allowance will be reduced for the number of days missed. Excessive
tardiness will result in reprimands.
LEAVES OF ABSENCE
● BEREAVEMENT LEAVE: Employees are allowed up to 3 day of paid
leave in the event of the death of an immediate family member.
● Non-immediate family deaths are only allowed 1 day of paid leave.
RULES & REGULATIONS
TEAMWORK AND SERVICE TO THE CUSTOMER
Employees are expected to work collaboratively and provide excellent
service to patients and caregivers. Teamwork and a commitment to service
are essential to our mission.
ETHICAL STANDARDS
Integrity, honesty, and transparency are core values of Grow in Hope
Uganda. Employees of Grow in Hope Uganda are expected to uphold the
highest ethical standards in all their actions and decisions. This includes:
● Weekly Church Attendance: Employees are expected to attend
church services weekly and be active members serving their local
church community.
● Absence from Fornication: Employees must abstain from any form
of sexual immorality, including fornication.
● Prohibition of Drinking, Gambling, and Smoking: Employees are
expected to refrain from drinking alcohol, gambling, and smoking.
● Avoidance of Idol Worship: Employees must not engage in any form
of idol worship.
● Prohibition of Stealing: Employees must not steal time, money, or
property from the organization or others.
● Christlike Conduct: Employees are expected to conduct themselves
in a Christlike manner both at work and at home. This includes
demonstrating integrity, honesty, kindness, and respect in all
interactions. It also includes continue to grow their relationship with
God through daily prayer and Bible reading. Staff members are
encouraged to pray with their families and staff members on a regular
basis.
Failure to adhere to these ethical standards may result in disciplinary action,
up to and including termination.
GUIDELINES FOR CONDUCT
Employees are expected to always conduct themselves and dress in a
professional and respectful manner. This includes adhering to the
organization's policies, treating colleagues and hospital employees with
respect, and maintaining a positive work environment. Any behavior that
disrupts the workplace or undermines the mission of Grow in Hope Uganda
will not be tolerated.
ATTENDANCE AND PUNCTUALITY
Regular attendance and punctuality are essential to the smooth operation of
Grow in Hope Uganda. Employees are expected to be at their workstations
and ready to begin work at their scheduled start times. Excessive
absenteeism or tardiness may result in disciplinary action, up to and
including termination.
NON-DISCLOSURE OF CONFIDENTIAL INFORMATION
Employees are required to maintain the confidentiality of all proprietary and
sensitive information. Unauthorized disclosure of confidential information of
the organization or of our clients is strictly prohibited and may result in
disciplinary action, up to and including termination.
DRESS CODE
Employees are expected to dress in business casual attire or wear staff
uniforms. Staff should be clean and professional. Uniforms must be returned
if dismissed from the organization. Non-compliance will result in a warning,
and continued violations may lead to suspension.
USE OF PHONES
Personal use of phones should be kept to a minimum and should not
interfere with work responsibilities.
TELEPHONE USAGE POLICY
Employees are expected to use the organization's telephone system for
business purposes only. Personal calls are not allowed on the organizational
phone.
INTERNET USE POLICY
The use of the internet is intended for business purposes or developmental
purposes. Misuse of the internet may result in disciplinary action. The WiFi
password should not be shared with anyone outside of Grow in Hope
Uganda. Employees are expected to pay 4,000 shillings per month toward
the unlimited data in the office.
USE OF Grow in Hope Uganda EQUIPMENT
Employees are provided with equipment and resources to perform their job
duties. This equipment is to be used for business purposes only and must be
returned in good condition upon termination of employment.
COMMITEMENT TO THE MISSION
Employees are asked to give a monthly donation toward the work of Grow in
Hope Uganda. The donation will specifically go to enlarging our Bible
program of providing Bibles for free or half price to those without. The staff
member selects their donation amount and puts it in the offering box found
within the office.
SAFETY
● General Employee Safety: Employees are expected to follow all
safety guidelines and procedures to ensure a safe work environment.
This includes washing hands frequently and taking reasonable
precautions.
● Reporting Safety Issues: Employees are encouraged to report any
safety concerns or hazards to their supervisor immediately.
GENERAL HOUSEKEEPING
Employees are expected to maintain a clean and organized work
environment. This includes keeping workstations tidy, properly disposing of
waste, and ensuring that common areas are clean and orderly. Every effort
must be made to keep rats out of the office and stores. A clean workplace
promotes safety and efficiency.
SEPARATION OF EMPLOYMENT
Termination of Employment
Employment with Grow in Hope Uganda is at-will, meaning that either the
employee or the employer can terminate the employment relationship at any
time, with or without cause or notice. Causes for termination include, but are
not limited to:
● Theft of property or money.
● Misrepresentation of facts or lying.
● Failure to perform required work.
● Lack of accountability for ministry work.
● Compromising Christian testimony.
It is requested that employees give two weeks’ notice if they are terminating
the relationship. Employer commits to providing one month notice or a
compensation package that covers one month of salary/allowance.
Insurance following termination
Employees who are terminated still can finish their health coverage for the
remainder of the current year. Please note: if you are terminated before
your baby is delivered, maternity coverage is NOT guaranteed.
Return of Grow in Hope Uganda Property
Upon termination of employment, employees are required to return all
company property, including uniforms, equipment, and any other materials
provided by Grow in Hope Uganda. Failure to return company property may
result in deductions from the final paycheck.
CLOSING STATEMENT
Thank you for taking the time to read and understand the Grow in Hope
Uganda Employee Handbook. We believe that by adhering to these policies
and procedures, we can create a positive and productive work environment
that aligns with our mission and values. If you have any questions or need
further clarification on any of the topics covered in this handbook, please do
not hesitate to reach out to your supervisor or the HR department.
Together, we can make a lasting impact and bring hope to those who need it
most.
RECEIPT AND ACKNOWLEDGMENT OF Grow in Hope Uganda’S
EMPLOYEE HANDBOOK
I acknowledge that I have received and read the Grow in Hope Uganda
Employee Handbook. I understand the policies and procedures outlined in
this handbook and agree to adhere to them. I also understand that this
handbook is not a contract of employment and that my employment with
Grow in Hope Uganda is at-will.
Employee Name: _
Employee Signature: __
Date:
How Reports Are Submitted
Employee handbooks often outline the procedure for submitting reports. This
can include:
● Format:
● Submission Method:
● Deadlines:
● Approval Process:
Client Selection Policy
A client selection policy typically includes:
● Criteria for Accepting Clients: This can involve evaluating the
client's financial stability and filling out the Caregiver Questionnaire.
● Approval Process: The steps requires staff member speaking to them
and
● Exclusions: We have financial limitations on support given to
everyone for Urgent and Non-urgent medical requests. (victor knows
those daily limits). Anything beyond that requires Amanda ‘s approval.
Staff must also be conscientious of overall support given to individual
children. A limit of 100,00 per child without approval of Amanda.
Child Safety Policy
Child safety policies are crucial, especially for organizations that work with
children. These policies often cover:
● Background Checks: Mandatory background checks for all
employees and volunteers who work with children.
● Training: Regular training on child protection and safety protocols.
● Reporting Procedures: Clear steps for reporting any concerns or
incidents related to child safety.
● Supervision: Guidelines on appropriate supervision ratios and
practices to ensure children's safety at all time
