IDF Employee Handbook – Summary of Policies (2026 Edition) 

1. Introduction

The Impact Development Fund (IDF) Employee Handbook outlines the organization’s guidelines, expectations, and policies for employees. The Handbook provides an overview of employment practices, benefits, conduct rules, and operational procedures. It replaces all prior versions and applies to all IDF employees.

Employment at IDF is at‑will, meaning either the employee or IDF may end the employment relationship at any time, with or without cause, unless otherwise required by law.

2. Organizational Structure & Mission

About Impact Development Fund

IDF is a nonprofit Community Development Financial Institution (CDFI) established in 1999. IDF provides flexible capital to strengthen underserved communities and expand access to economic opportunity.

Mission Statement

IDF creates economic opportunity by delivering flexible capital to strengthen underserved communities.

Three Pillars

• Lender – Providing capital to mission‑driven organizations
• Partner – Building strategic, collaborative relationships
• Community Builder – Supporting community development and affordable housing efforts

Leadership Structure

• The Board of Directors sets organizational policies.
• The Chief Executive Officer (CEO) manages daily operations and oversees employees.

3. Non‑Discrimination & Harassment Policies

IDF maintains a workplace free from discrimination, harassment, and retaliation.

Protected Classes

IDF prohibits discrimination on the basis of age, race, sex, sexual orientation, gender identity/expression, religion, color, national origin, ancestry, disability, marital status, military status, genetic information, and any status protected by law.

ADA, Religious, & Pregnancy Accommodations

• IDF provides reasonable accommodations unless it would cause undue hardship.
• Employees must notify HR or a supervisor to request accommodations.

Unlawful Harassment

Includes unwelcome conduct (verbal, physical, written, or digital) targeting protected characteristics.

Sexual Harassment

Prohibited behaviors include:

• Unwelcome sexual advances
• Requests for sexual favors
• Sexually explicit or suggestive communication
• Inappropriate touching or gestures

Complaint Procedure

Employees may report concerns to:

• Their supervisor
• HR
• The CEO

Retaliation is strictly prohibited.

4. Employment Practices

Job References

Only HR or the CEO may provide official employment verification.

Employment Classifications

• Non‑Exempt – Eligible for overtime
• Exempt – Salaried, not overtime‑eligible
• Full‑Time – 30+ hours/week
• Part‑Time – 20–29 hours/week
• Temporary – Limited‑duration roles

Overtime (Non‑Exempt Only)

Paid at 1.5× for:

• Over 12 hours/day
• Over 12 consecutive hours
• Over 40 hours/week
  (Whichever provides greater pay)

Paydays

Paid twice monthly:

• 15th
• Last business day of month

Timekeeping

All employees must accurately record work hours and time off in the HR platform.
Falsification is prohibited.

Breaks & Meal Periods (Non‑Exempt)

• 1‑hour unpaid lunch
• 10‑minute paid rest break every 4 hours

Alternate Work Arrangements

• Remote work allowed for eligible exempt staff one day per week after 6 months
• Additional remote arrangements require CEO/HR approval

5. Leave of Absence Policies

Military Leave

Provided as required by law.

Jury Duty

• First 3 days: paid
• Afterward: IDF pays the difference between jury pay and regular pay, up to 10 additional days

Bereavement Leave

Up to 3 paid days for immediate family.

Domestic Violence Leave

Available; employees should contact HR.

Leave Without Pay

May be approved (up to 30 days) at CEO discretion.

Voting Leave

Work schedule adjustments available if needed.

Colorado FAMLI Program

Provides paid leave for:

• Serious health conditions
• Bonding with a new child
• Family caregiving
• Military exigency
• Reasons relating to domestic violence or sexual assault

IDF contributes half (0.44%) of the FAMLI premium.
System access is temporarily disabled during leave.

Paid Sick & Safe Leave

• Full‑time: 10 days annually
• Part‑time: accrues 1 hour for every 30 hours worked
• Complies with HFWA requirements

6. Performance & Discipline

Performance Appraisals

Conducted annually and used to guide merit increases, promotions, and development.

Disciplinary Actions

Can range from a formal discussion to immediate termination.
IDF does not guarantee progressive discipline.

7. Workplace Conduct & Environment

General Conduct Standards

Employees must uphold professionalism, integrity, and appropriate workplace behavior.

Nursing Employee Accommodations

• Private space (not a restroom)
• Break time for pumping up to 2 years postpartum

Workplace Safety & Injury Reporting

All injuries must be reported immediately.
Designated medical providers must be used for workers’ compensation cases.

Anti‑Violence & Anti‑Bullying

IDF strictly prohibits:

• Threats or acts of violence
• Intimidation
• Bullying behavior

Smoking

Prohibited inside the building and within 25 feet of entrances.

Dress Code

Employees must maintain professional attire and hygiene.

8. Technology & Communication Policies

General Technology Use

• IDF systems are for business use
• Personal use should be minimal
• All system activity may be monitored

Internet & Email Use

Prohibited content includes:

• Pornographic
• Discriminatory
• Harassing
• Illegal or offensive materials

Cybersecurity Training

Mandatory during onboarding and annually.

Mobile Device Access

Requires authorization.
Loss of a device must be reported immediately.

9. Administrative & Operational Policies

Travel Reimbursement

Covers:

• Mileage (federal rate)
• Lodging
• Meals (with receipts)
• Transportation
  Prior approval required for overnight travel.

Use of Personal Vehicles

Employees must:

• Maintain valid insurance
• Follow all driving laws

Media Communications

Only the CEO may speak to media on behalf of IDF.

Employment of Relatives

• No family member may directly supervise another.
• Conflicts must be disclosed.

Confidential Information

Employees must protect IDF and client confidentiality during and after employment.

Conflict of Interest

Employees must avoid situations where personal gain could influence business decisions.

Whistleblower Protection

Employees may report unethical or illegal conduct without fear of retaliation.

Document Retention & Data Disposal

IDF follows formal retention schedules and securely destroys documents containing personal information.

Fraud, Waste, & Abuse

Employees must report suspected fraud immediately.

Inspections

IDF may inspect property or workspaces at any time.

Resignation & Exit Interviews

Employees should provide written notice as early as possible.
Exit interviews are voluntary.