DOCSLIB.ORG

Employee Handbook

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Employee Handbook EMPLOYEE HANDBOOK Revised 11/06/2014 1 2014 Employee Handbook Message from the Brookline Executive Team Welcome to Brookline College! You have an opportunity to change the lives of our students every day! We are delighted to have you as part of our team. The purpose of this Handbook is to acquaint you with Brookline College and provide you with information about working conditions, employee benefits, and policies affecting your employment. You should read and understand the provisions of the handbook, as you will be expected to comply with its provisions at all times during your employment with us. The Handbook is not intended to be all-inclusive and things may change as our working environments shift to meet market trends. If any changes are made, employees are notified promptly. If you have any questions, contact your manager, supervisor, director, Human Resources (HR) Department or the Executive Team — we all have an open door policy. Our goal is to do whatever we can to help you be successful in your job. The Brookline Executive Team Revised 11/06/2014 2 2014 Employee Handbook Message from the Brookline Executive Team .......................................................................... 2 1. Introduction ............................................................................................................................. 5 1.1 Our Promise ........................................................................................................... 5 1.2 Our Purpose Statement ........................................................................................ 5 1.3 At-Will Employment .............................................................................................. 5 2. Employment ............................................................................................................................ 5 2.1 Equal Opportunity/Affirmative Action ................................................................ 6 2.2 Americans With Disabilities Act ........................................................................... 6 2.3 Background Checks ............................................................................................. 7 2.4 Professionalism (Including Appearance) .......................................................... 7 2.5 Job Classifications and Categories .................................................................... 8 2.6 Working Hours, Meal and Rest Breaks ................................................................ 9 2.7 Attendance and Punctuality ............................................................................. 10 2.8 Payroll .................................................................................................................. 11 2.9 Performance Management, Performance Improvement and Position Changes .................................................................................................................... 13 2.10 Discipline and Termination of Employment ................................................... 14 2.11 Transfers ............................................................................................................. 15 2.12 Rehire ................................................................................................................. 16 2.13 Employment, Dating, and Family Relationships ............................................ 16 3. Benefits .................................................................................................................................. 17 3.1 Health and Welfare Plans ................................................................................... 17 3.2 Leaves of Absence ............................................................................................. 19 3.3 Holidays ............................................................................................................... 26 3.4 Paid Time-Off (PTO) ............................................................................................. 27 3.5 Birthday Leave .................................................................................................... 29 3.6 Bereavement ....................................................................................................... 29 3.7 Time Off to Vote .................................................................................................. 29 3.8 Jury Duty .............................................................................................................. 30 3.9 Employee Tuition Benefit .................................................................................... 31 3.10 Referral Bonus ................................................................................................................... 32 4. Standards of Conduct .......................................................................................................... 33 4.1 Ethics .................................................................................................................... 33 Revised 11/06/2014 3 2014 Employee Handbook 4.3 Anti-Harassment ................................................................................................. 35 4.4 Drugs and Alcohol .............................................................................................. 37 4.5 Notification of Conviction, License/Certification Revocation, Expiration, Etc. .................................................................................................................................... 39 4.6 Use of Systems and Information ........................................................................ 39 4.7 Problem Resolution ............................................................................................. 43 4.8 Safety ................................................................................................................... 43 4.9 Weapons and Explosives ................................................................................... 44 4.10 Violence in the Workplace .............................................................................. 44 4.11 Conflicts of Interest ........................................................................................... 46 4.12 Outside Employment ........................................................................................ 46 5. General Information ............................................................................................................. 47 5.1 Communication Guidelines ............................................................................... 47 5.2 Personal Information ........................................................................................... 48 5.3 Use of Company Name ..................................................................................... 48 5.4 Confidential Information .................................................................................... 48 5.5 Notice of Privacy Practices ................................................................................ 50 5.6 Employee Privacy and Access to Records ...................................................... 50 5.7 Falsification of Information ................................................................................. 51 Faculty Addendum ................................................................................................................... 52 Development of Educational Program ................................................................... 52 Selection of Course Materials, Instructional Equipment and Other Educational Resources .................................................................................................................. 52 Systematic Evaluation and Revision of the Curriculum ........................................ 52 Assessment of Student Learning Outcomes ........................................................... 53 Planning for Institutional Effectiveness .................................................................... 53 Administration of Institutional Academic Affairs Policy ........................................ 53 Faculty Load .............................................................................................................. 53 Revised 11/06/2014 4 2014 Employee Handbook 1. Introduction Welcome to Brookline College (or “the College”). The Brookline College handbook incorporates policies and guidelines intended to provide all personnel with information about their rights and obligations as employees. We ask that you read the entire handbook, familiarize yourself with its contents, and use it as a guide when you are unsure about any aspect of your employment. You are encouraged to contact your immediate manager/supervisor or Human Resources department regarding any matter not addressed in this handbook. In order for all employees at Brookline College to be aware of and have access to the handbook, a copy will be available at our corporate Human Resources office and will be accessible on Brookline College’s intranet at https://staff.brooklinecollege.edu/default.aspx. 1.1 Our Promise We will deliver an outstanding educational experience through quality faculty, educational tools, and facilities and through extraordinary support of students’ academic accomplishment, personal development, and job placement. We will be a great place to work by engaging and involving all in our endeavor to become one of the top schools in the country and by investing in the talent, tools, and facilities that will
Load more

Recommended publications
  • TOTEM Agreement 2018-2021 Ii
    NEGOTIATED AGREEMENT Between THE ANCHORAGE SCHOOL DISTRICT And THE TOTEM ASSOCIATION OF EDUCATIONAL SUPPORT PERSONNEL, APEA/AFT (AFL-CIO) July 1, 2018 through June 30, 2021 Table of Contents PREAMBLE ................................................................................................................................................ 4 SECTION 100 ASSOCIATION RIGHTS ....................................................................................... 4 101 ASSOCIATION REPRESENTATION ............................................................................... 4 102 EMPLOYEE REPRESENTATIVES .................................................................................... 4 103 EMPLOYEE DUES/FEES .................................................................................................... 5 104 EMPLOYEE INFORMATION ............................................................................................. 5 105 ASSOCIATION USE OF DISTRICT FACILITIES.......................................................... 6 106 ASSOCIATION WORKSHOPS ............................................................................................ 6 107 EMPLOYEE TRAINING ....................................................................................................... 7 108 ASSOCIATION LEAVE BANK ........................................................................................... 8 109 ASSOCIATION LEAVE ......................................................................................................... 9 SECTION 200 MANAGEMENT
    [Show full text]
  • Employee Transfer Form
    Employee Transfer Form This Form must be completed by an appointing authority for each employee they wish to transfer as governed by one of three RIGL statutes. In addition to capturing the necessary information for any related reporting requirements and personnel transactions, this Form serves as the means for an appointing authority to obtain necessary approvals as dictated by the applicable statute and/or the Employee Transfer Policy. This Form further serves as the means by which transfer extension requests/notifications are made. Prior to completing this form, the signatory should review the Employee Transfer Policy for further clarification as to the procedures for compliance with each of the transfer action types as well as the applicability of this Form. Transfer Action Type: Check which statute applies to this transfer action* • Applicable to non-union employees only • May be classified, unclassified or non- classified • Must be a comparable position within Transfer of ☐ RIGL 36-4-34.1 executive branch State Employee • Employee retains civil service status, rate of pay and benefits • For a duration of 1 year, but may be extended upon request • Applicable to classified employees only Transfer within • May be union or non-union ☐ RIGL 36-4-34 Classified • Must be the same class of position Service • No limitation on the duration of the transfer • Applicable to all government employees subject to applicable merit system laws/ rules and CBAs • Transfer from state agency to another state Interchange of government (state other than RI), federal ☐ RIGL 42-40-3 Government agency, municipality, state college, Employees instrumentality of the state (i.e.
    [Show full text]
  • Q 2 DCHR Programs and Activities Attachment 2-DCHR Programs and Body of Work Administration(S) Operations/Program Operations Description Activities Results
    Q 2 DCHR Programs and Activities Attachment 2-DCHR Programs and Body of Work Administration(s) Operations/Program Operations Description Activities Results Wellness programs include activities such as exercise, weight-loss competitions, Benefits and educational seminars, tobacco-cessation programs and health screenings that are Coordinating multiple wellness events District-wide including flu Retirement Health and Wellness Programming designed to help employees eat better, lose weight and improve their overall shot clinics, mammovan, and wellness challenges Administration physical health Benefits and Working with employees, agencies and the Office of Payroll and Retirement Annual Leave Bank Administration Administration of the District Government workforce's Annual Leave Bank Retirement Services to facilitate transfer and utilization of donated Administration leave Administering enrollment, distribution (401(a) and 457(b)) and Benefits and ongoing other transactions associated with District retirement Coordinating the administration of the District Government workforce's (Civil Retirement Retirement Plan Management programs Service Retirement System and 401(a)) Retirement Plans. Administration Collaborating with federal Office of Personnel Management and ICMA-RC to coordinate District employee retirement services Answering employee questions about enrollment and benefits in Benefits and Health, Vision, Dental, Disability & Indemnity various insurance programming Retirement Running all aspects of the District Government's employee insurance plan offerings Insurance Plan Administration Collaborating with various vendors that provide District employee Administration insurance services Assisting employees to determine retirement eligibility and benefits Benefits and that will be taken into retirement. Coordinate retirement of eligible Retirement Retirement and Death Claims Processing Executing all DC Government retirements and life insurance death claims 473 retirements processed in FY18.
    [Show full text]
  • Employment & Labour
    EEmploymentmployment & LabourLabour LLawaw 2018 Sixth Edition Contributing Editors: Charles Wynn-Evans & Emma Byford GLOBAL LEGAL INSIGHTS – EMPLOYMENT & LABOUR LAW 2018, SIXTH EDITION Contributing Editors Charles Wynn-Evans and Emma Byford, Dechert LLP Production Editor Andrew Schofi eld Senior Editors Suzie Levy Caroline Collingwood Group Consulting Editor Alan Falach Publisher Rory Smith We are extremely grateful for all contributions to this edition. Special thanks are reserved for Charles Wynn-Evans and Emma Byford for all their assistance. Published by Global Legal Group Ltd. 59 Tanner Street, London SE1 3PL, United Kingdom Tel: +44 207 367 0720 / URL: www.glgroup.co.uk Copyright © 2017 Global Legal Group Ltd. All rights reserved No photocopying ISBN 978-1-911367-87-1 ISSN 2050-2117 This publication is for general information purposes only. It does not purport to provide comprehensive full legal or other advice. Global Legal Group Ltd. and the contributors accept no responsibility for losses that may arise from reliance upon information contained in this publication. This publication is intended to give an indication of legal issues upon which you may need advice. Full legal advice should be taken from a qualifi ed professional when dealing with specifi c situations. The information contained herein is accurate as of the date of publication. Printed and bound by CPI Group (UK) Ltd, Croydon, CR0 4YY December 2017 CONTENTS Preface Charles Wynn-Evans and Emma Byford, Dechert LLP Angola Sandra Lima da Silveira & Inês Nobre, Cuatrecasas 1 Armenia Sedrak Asatryan, Janna Simonyan & Ani Varderesyan, Concern Dialog law fi rm 8 Australia Leon Levine, Dan Williams & Gordon Williams, MinterEllison 12 Austria Hans Georg Laimer & Lukas Wieser, zeiler.partners Rechtsanwälte GmbH 23 Brazil Luis Antonio Ferraz Mendes, Mauricio Froes Guidi & Adolpho Julio C.
    [Show full text]
  • CITY & COUNTY of SAN FRANCISCO Payroll Policies & Procedures Manual
    CITY & COUNTY OF SAN FRANCISCO Payroll Policies & Procedures Manual Revised April 2018 CITY AND COUNTY OF SAN FRANCISCO PAYROLL POLICIES & PROCEDURES MANUAL Page 2 of 210 CITY AND COUNTY OF SAN FRANCISCO PAYROLL POLICIES & PROCEDURES MANUAL Table of Contents DEPARTMENT CERTIFICATION PAGE ................................................................................... 9 SECTION 1: OVERVIEW .........................................................................................................10 Introduction ...............................................................................................................................10 Purpose of this Manual .............................................................................................................10 Payroll Overview – Who Handles What? ...................................................................................11 SECTION 2: INTERNAL CONTROL GUIDELINES .................................................................13 Purpose ....................................................................................................................................13 Separation of Duties .................................................................................................................14 Procedures for Separation of Duties ..................................................................................14 Control Guidelines ....................................................................................................................15 1. Approvals
    [Show full text]
  • Personnel Policies and Procedures
    Community Connections provides individualized, customer-guided supports that encourage independence, community belonging, and quality of life PERSONNEL POLICIES & PROCEDURES Revised 08/2020 COMMUNITY CONNECTIONS GENERAL EMPLOYMENT POLICIES AND PROCEDURES Introduction Community Connections greatest asset is the people it employs. As employees, we carry out the mission and deliver the highest standards of quality care. We are expected to put company values into action, adhering to all agency policies and procedures and the laws and regulations governing our actions. Acting ethically, at all times and in all circumstances, demonstrates our highest commitment to our customers, the agency and one another. This manual provides a guide for how to act and make decisions as an employee of Community Connections. Each of us is expected to read, understand and follow the policies and procedures within this manual. Together, we share the responsibility of ensuring the integrity of our commitments. We have a responsibility to help one another be compliant and to notify an agency supervisor or other manager when problems arise. We have the responsibility to ask questions when we are unsure and to always strive to do the right thing. The Executive Director is the only employee that has the right to make exceptions to any policies or procedures. All exceptions need to be approved in writing. The format of this manual is as follows: Purpose Describes: • Why the organization has this policy Policy Describes: • What the “rules” are • How employees are expected to act under certain conditions Procedure Describes: • How policy is implemented • Where they must go to get particular kinds of information • What the timelines are for prescribed events Community Connections serves a wide variety of customers through three unique but interconnected programs.
    [Show full text]
  • Employee Handbook (Updated July 1, 2017)
    EMPLOYEE HANDBOOK Keith P. Posley, Ed.D. Evangeline Scoptur, J.D. Superintendent Interim Chief Human Resources Officer This handbook is periodically updated. You will find the most recent version on the Milwaukee Public Schools website at www.milwaukee.k12.wi.us Handbook Updated July 1, 2017 Names Updated June 7, 2019 OFFICE OF HUMAN RESOURCES 5225 W. Vliet Street P.O. Box 2181 Milwaukee, Wisconsin 53201-2181 Phone: (414) 475-8115 Fax: (414) 475-8722 June 2019 Dear District Employee: Every employee must be dedicated to improving student achievement and contributing to excellence in this organization. Everything our District does supports our efforts to improve outcomes for all of our students in order to enable them to succeed, both now and in their futures beyond graduation. The Employee Handbook provides important information about our employment practices and procedures, so that you can be a successful partner in the Milwaukee Public Schools efforts to support the success of our students and community. This handbook provides a quick reference to the employment practices that are necessary for every employee to know. The handbook will not cover all administrative policies and procedures. The handbook is updated periodically to continually meet the operational needs of the District in supporting all of its employees; to establish more effective and efficient operations with consistency across job classes, work groups, and trades; and to reframe the attention of each employee in supporting the schools and all our students. Information on employee benefits is published in a separate document available on mConnect. Specific department work rules are available from the Office of the Chief for whom an employee works.
    [Show full text]
  • EMPLOYEE HANDBOOK TABLE of CONTENTS Welcome Letter
    Hospice of Southern Illinois, Inc. Employee Handbook And Benefits Manual Effective April 2018 EMPLOYEE HANDBOOK TABLE OF CONTENTS Welcome Letter .......................................................................................................... 4 Introduction to the Hospice of Southern Illinois Employee Handbook .................... 5 Section I Personnel Guidelines Employment and Employment-At-Will ................................................... 6 Guidelines on Non-Discrimination ........................................................... 6 Equal Employment Opportunity ............................................................... 7 Harassment Free Workplace ..................................................................... 9 Workplace Bullying ................................................................................ 11 Guidelines on Whistleblower Protection ................................................ 11 Employment Classification ..................................................................... 12 Guidelines on Recruitment .................................................................... 13 Introductory Period ................................................................................. 14 Your Pay ................................................................................................. 14 Guidelines to Nepotism .......................................................................... 14 Guidelines on Time and Attendance ...................................................... 15 Guidelines
    [Show full text]
  • Volume 19 Issue 30 [PDF]
    3 undergraduate education Cornell examined Cornell Abroad's CHRONICLE new directors 3 Support for WSKG Volume 19 Number 30 April 28, 1988 7 New corporate liaison post to boost outreach The university has created the new posi- tion of deputy vice president for research and has named the chairman of the chemis- try department, John R. Wiesenfeld, as the first person to fill it. The announcement was made by Joseph Ballantyne, vice president for research. Wiesenfeld sees his job as coordinating the university's already strong corporate outreach programs. "Cornell already boasts an effective cor- porate fund-raising staff and a faculty that is extremely proficient at working with fed- eral agencies to secure funding," said Wie- senfeld, who will assume his new duties part time effective immediately and full time in January after a sabbatical beginning in June. "We also have many faculty with en- trepreneurial talents who have forged effec- tive partnerships with industry," he contin- Claude Level ued. "My principal role will be to help de- John R. Wiesenfeld velop a consistent plan to coordinate these outreach programs and to support interested year, including support from more than 30 faculty in dealing with corporations." companies. Ballantyne said Wiesenfeld understands Wiesenfeld's duties also will include a "both the academic world of Cornell and its broad role in local Cornell and national re- research, and the benefits that corporations search issues, including representing the hope to gain from interactions with univer- university to regional, national and interna- sities." tional research agencies, Ballantyne noted. The Department of Chemistry received In particular, Cornell needs to encourage $6.6 million in external research funds last Continued on page 8 Final state budget leaves Claude Level some key items unresolved Students celebrate Earth Day on the Arts Quad, April 22.
    [Show full text]
  • State Employee Policies & Procedures
    STATE EMPLOYEE POLICIES & PROCEDURES Handbook Number 1400.01 Texas Military Department State Employee Policies & Procedures Handbook Number 1400.01 1 January 2018 Texas Military Department (TMD) 2200 W. 35th St Austin, TX 78703 OPR: State Human Resource Summary. The Texas Military Department (TMD or “the department) developed this Employee Handbook of Policies and Procedures to: 1. Provide formal policies and procedures for state employees; 2. Help employees understand their responsibilities as a TMD state employee and the department’s expectations about work and personal conduct; 3. Help employees be aware of available employment related benefits and services; and 4. Help assure consistent interpretation and application of established policies. The information in this handbook is current as of the date of the publication date but is subject to change as statutes, regulations, and department policies are modified. The Adjutant General reserves the right to change the provisions of this guide at any time and without notice. In the event of a discrepancy between this handbook and more recent department rule, policy or procedure, the most recent publication prevails. Applicability. TMD personnel (including state employees, state supervisors and managers, and military personnel who supervise state employees) are responsible for knowing and following all policies contained in this handbook. Management Control Process. No handbook or policy manual can address every possible employment related situation that may arise therefore, TMD management may: 1. Act within its discretion to resolve issues that are not adequately addressed in this handbook; and 2. Depart from written policy, when necessary to address the circumstances of a particular situation, if the departure is approved in advance by the Adjutant General of his designee.
    [Show full text]
  • Employee Handbook
    EMPLOYEE HANDBOOK Revised August 2019 TABLE OF CONTENTS _____________________________________________________________________________________________ HUMAN RESOURCES/ROLE EMPLOYMENT POLICIES Equal Opportunity Statement Affirmative Action Policy Americans with Disabilities Act Affordable Care Act (ACA) Age Criteria Sexual Harassment Policy Title IX of the Education Amendments of 1972 Drug and Alcohol Policy Drug-Free Workplace Act of 1988 Voluntary Disclosure of Drug Use Conflict of Interest and Commitment (including Outside Employment/Activities) Political Activities Gratuities Prohibited Receipt of Gifts Workplace Violence Smoking/Tobacco Free Campus Policy Fair Labor Standards Act (FLSA) Amorous Relationships Children in the Workplace Nepotism – Employment of Relatives CATEGORIES OF EMPLOYMENT Regular Full-Time Part-Time Temporary HIRING GUIDELINES Background Check Credit Check Pre-Employment Screening Drug Testing Conditions of Employment Employment Procedures Employment of Aliens Hiring of Classified Staff ORIENTATION PROVISIONAL PERIOD Provisional Period for New Hires, Transfers and Rehires 2 TERMINATION GUIDELINES Resignation Clearance Process Dismissal Reductions in Force (RIF) PAY POLICY/ADJUSTMENTS Promotion Lateral Transfer Demotion Merit Increases ADDITIONAL PAY FOR INTERIM/ACTING APPOINTMENT Additional Compensation to employees on University payroll PAYROLL INFORMATION Garnishment of wages Credit Union Direct Deposit Pay Periods BENEFITS Group Health Insurance Dental Insurance Accident Insurance Group Life Insurance Supplemental
    [Show full text]
  • Talking to Strangers: the Use of a Cameraman in the Office and What
    Running Head: TALKING TO STRANGERS 1 Talking to Strangers The Use of a Cameraman in The Office and What It Reveals about Communication Sarah Stockslager A Senior Thesis submitted in partial fulfillment of the requirements for graduation in the Honors Program Liberty University Fall 2010 TALKING TO STRANGERS 2 Acceptance of Senior Honors Thesis This Senior Honors Thesis is accepted in partial fulfillment of the requirements for graduation from the Honors Program of Liberty University. ______________________________ Lynnda S. Beavers, Ph.D. Thesis Chair ______________________________ Robert Lyster, Ph.D. Committee Member ______________________________ James A. Borland, Th.D. Committee Member ______________________________ Brenda Ayres, Ph.D. Honors Director ______________________________ Date TALKING TO STRANGERS 3 Abstract In the television mock-documentary The Office, co-workers Jim and Pam tell the cameraman they are dating before they tell their fellow co-workers in the office. The cameraman sees them getting engaged before anyone in the office has a clue. Even the news of their pregnancy is witnessed first by the camera crew. Jim and Pam’s boss, Michael, and other employees, such as Dwight, Angela and others, also share this trend of self-disclosure to the cameraman. They reveal secrets and embarrassing stories to the cameraman, showing a private side of themselves that most of their co-workers never see. First the term “mock-documentary” is explained before specifically discussing the The Office. Next the terms and theories from scholarly sources that relate the topic of self-disclosure to strangers are reviewed. Consequential strangers, weak ties, the stranger- on-a-train phenomenon, and para-social interaction are studied in relation to the development of a new listening stranger theory.
    [Show full text]