DOCSLIB.ORG

Employee Handbook

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Employee Handbook EMPLOYEE HANDBOOK Revised January 7, 2013 MISSION STATEMENT OF SAINT FRANCIS HEALTH SYSTEM MISSION To extend the presence and healing ministry of Christ in all we do. VISION The Saint Francis Health System will collaborate with others who share its values to be the regional leader in the delivery of quality Catholic health care services. VALUES EXCELLENCE - Promoting high standards of service and performance DIGNITY - Respecting each person as an inherently valuable member of the human community and as a unique expression of life JUSTICE - Advocating for systems and structures that are attuned to the needs of the vulnerable and disadvantaged and that promote a sense of community among all persons INTEGRITY - Encouraging honesty, consistency, and predictability in all relationships STEWARDSHIP - Ensuring prudent use of talents and resources in a collaborative manner 2 HISTORY www.saintfrancis.com/about/history SAINT FRANCIS HEALTH SYSTEM POLICY Disclaimer SFHS reserves the right to change, interpret, delete or add to any of its employment guidelines at any time and without prior notice to employees. Employment or any offer of employment may be withdrawn, with or without cause, and with or without notice at any time. SFHS is an “At Will” employer. No representative of SFHS has the authority to enter into any agreement for employment for any specified period of time, or assure to make some other personnel action, either prior to commencement of employment or after employment, or to assure any benefits or terms and conditions of employment, or make any agreement contrary to the foregoing. SFHS further reserves the right to transfer any employee to another department, shift or entity if required by staffing or census levels and to change wages, benefits, guidelines, work schedules and working conditions at any time. The contents of this Handbook are not to be considered in any manner as being in the nature of a contract, expressed or implied, with any employee. No employee has or will acquire any contractual right or rights as a result of the guidelines as set forth in this Handbook. The purpose of this Handbook is to summarize those SFHS guidelines that relate to employment. Please refer to the Human Resources Policy Manual available on the Intranet, or the Human Resources Department for further clarification. If there is conflicting information in this Employee Handbook, the current Policy and Procedures of SFHS will supersede the Handbook. 3 TABLE OF CONTENTS TITLE PAGE Mission Statement 2 History 3 SFHS Disclaimer 3 Table Of Contents 4 LEGAL ISSUES AFFECTING EMPLOYMENT Statement on Employee Relations 7 Equal Opportunity 8 Professional Conduct 8 Americans With Disabilities Act 8 Corporate Compliance 8 EMPLOYMENT PRACTICES New Employee Orientation 9 Your Job 9 Employment Status Definitions 9 Employee Current Hire Date 9 Promotions 10 Transfers 10 Performance Appraisals 10 ID Badge 10 Employee Health Services 10 Return to Work Following Illness 10 Workers’ Compensation Insurance 11 Family Medical Leave 11 Leave of Absence (Medical) 11 Scheduled Absence 12 Unscheduled Absence 12 Leaving Work Area or Premises 12 Tobacco-Free Environment 12 Solicitation and Distribution 12 Drug and Alcohol Policy Statement 13 Background Search 13 Address/Name Change 13 Confidentiality 13 Electronic Mail and Internet 13 License, Certification, and Registration 14 Customer Service 14 Telephone Courtesy and Use 14 Conscientious Objections Policy Statement 14 Employee Grievance Procedure 15 4 HOURS AND PAY Pay Periods and Pay Days 15 Meal Period 15 Breaks 15 Overtime 15 Shift Differential 16 On Call 16 Wage Structure 16 Salary Adjustments 16 Time Clocks 16 Payroll Deductions 16 Assignments and Garnishments 17 BENEFITS Ave Maria House 17 Paid Time Off 17 PTO Cash Out 18 PTO Resignation Benefits 18 Holidays 18 Extended Sick Leave 18 Flexible Spending Account (FSA) 18 Medical Insurance 19 Health Plan Prescription Program 19 PPO High Deductible Health Plan 19 Dental Insurance 19 Group Term Life Insurance 19 Long Term Disability (LTD) 20 Critical Illness (CII) 20 Retirement Plan 20 Educational Opportunities 20 Credit Union 20 Employee Assistance Program 21 Gift Shop 21 Logo Shop 21 Bereavement and Funeral Pay 21 Jury Duty 21 Subpoena 22 Employee Recognition 22 SAFETY Policy Statement 22 Responsibility 22 Unauthorized SFHS Visitors 22 Non-Aggression Policy 23 5 STANDARDS OF CONDUCT Employee Demeanor 23 Progressive Discipline 23 Conduct, Personal Appearance and Phone Use 23 OTHER THINGS YOU NEED TO KNOW Parking 24 Parking Tag 24 Parking Requirements and Insurance Liability 24 SFHS Equipment and Supplies for Personal Use 25 Social Media 25 Employee Communication 25 Lost and Found 25 Suggestions 25 Package Inspections 25 MyHR@Home 25 Theft 26 TERMINATION Resignation 26 Final Check 26 6 Saint Francis Health System Statement on Employee Relations Saint Francis Health System (SFHS) believes that its employees are one of its greatest resources and are integral to the mission “to extend the presence and healing ministry of Christ in all we do.” Faithful to the values of excellence, dignity, justice, integrity and stewardship, SFHS is committed to treating employees respectfully and with dignity. The system demonstrates its commitment to employees by providing good working conditions, competitive wages and benefits and provides opportunities for employees to share their ideas, talents and experiences. This in turn aids the organization in its goal of continuously enhancing patient care at all of its facilities. The health system endeavors to provide work environments that enable employees to take pride in their work and to bring meaning to their lives through what they do. Saint Francis Health System is dedicated to providing employees good working conditions, competitive wages and benefits, and above all, treating employees fairly with dignity and respect. A cooperative and supportive work environment is best achieved by maintaining an open and direct working relationship with employees. Saint Francis Health System does not believe employees would benefit from outside representation. Consistent with Catholic Church teaching and the Ethical and Religious Directives for Catholic Health Care Services, SFHS recognizes employees’ right to choose whether or not to be represented from the outside. Without the threat of retaliation by anyone or any party, SFHS employees have the right to support or oppose representation and to share their views with fellow employees in a manner consistent with the policies. Saint Francis Health System employees have the right to information prior to deciding whether they desire to relinquish their individual voice to an outside organization. As an employer, Saint Francis Health System has the right under federal labor law - as well as a responsibility - to provide information to its employees regarding representation by a labor organization. Saint Francis Health System affirms its commitment to its employees and will continue to recognize the value its employees bring to the strength of each of its entities and to the health system as a whole. 7 LEGAL ISSUES AFFECTING YOUR EMPLOYMENT EOE/AA As an Equal Opportunity Employer with Affirmative Action, SFHS does not discriminate because of sex, race, creed, national origin, age, marital status, physical or mental disability, military status, religion or genetic information in any aspect of employment. All decisions affecting employment, including hiring decisions, are made with this policy in mind. Refer to Saint Francis Health System Employment-General Policies, SFHS.PPM.06.00.00.00. PROFESSIONAL CONDUCT SFHS seeks to establish and maintain a workforce and workplace free from harassment, discriminatory practices and other unprofessional behavior. SFHS will not tolerate discrimination or harassment of or by employees, patients, medical staff or others for any reason. In addition, harassment for any discriminatory reason, such as race, sex, national origin, disability, sexual orientation, age, religion or other protected categories, is prohibited by SFHS and under state and federal laws. SFHS expects all employees and staff personnel to abide by all federal and state laws that prohibit discrimination. SFHS will take appropriate steps to ensure that its work environment remains free of discrimination and that all employees and staff personnel behave in a professional manner. All employees and staff personnel are expected to treat each other with courtesy, respect and professionalism. SFHS prohibits not only unlawful harassment, but also other unprofessional and discourteous actions that might create an intimidating, hostile or offensive working environment. Accordingly, derogatory or inappropriate remarks, slurs or jokes regarding race, ethnicity, age, sexual orientation, religion or gender will not be tolerated. Refer to Saint Francis Health System Professional Conduct and Harassment Prohibition Policy, SFHS.PPM.04.03.00.00. AMERICANS WITH DISABILITIES ACT It is the policy of SFHS to provide equal opportunity in employment to all persons without regard to any such persons' actual or perceived disability, or impairment. Every employee must assist management in complying with the Americans with Disabilities Act (the ADA) so that SFHS can provide the greatest possible access to all aspects of our services by patients, applicants and employees. It is SFHS's policy to comply with all employment provisions of the ADA. Additionally, it is our policy to reasonably accommodate the known limitations
Load more

Recommended publications
  • Family Law Form 12.982(A), Petition for Change of Name (Adult) (02/18) Copies, and the Clerk Can Tell You the Amount of the Charges
    INSTRUCTIONS FOR FLORIDA SUPREME COURT APPROVED FAMILY LAW FORM 12.982(a) PETITION FOR CHANGE OF NAME (ADULT) (02/18) When should this form be used? This form should be used when an adult wants the court to change his or her name. This form is not to be used in connection with a dissolution of marriage or for adoption of child(ren). If you want a change of name because of a dissolution of marriage or adoption of child(ren) that is not yet final, the change of name should be requested as part of that case. This form should be typed or printed in black ink and must be signed before a notary public or deputy clerk. You should file the original with the clerk of the circuit court in the county where you live and keep a copy for your records. What should I do next? Unless you are seeking to restore a former name, you must have fingerprints submitted for a state and national criminal records check. The fingerprints must be taken in a manner approved by the Department of Law Enforcement and must be submitted to the Department for a state and national criminal records check. You may not request a hearing on the petition until the clerk of court has received the results of your criminal history records check. The clerk of court can instruct you on the process for having the fingerprints taken and submitted, including information on law enforcement agencies or service providers authorized to submit fingerprints electronically to the Department of Law Enforcement.
    [Show full text]
  • SHRM/Globoforce Survey 2015 Employee Recognition Report
    From the SHRM/Globoforce Survey 2015 EMPLOYEE RESEARCH REPORT RECOGNITION REPORT CULTURE AS A COMPETITIVE DIFFERENTIATOR 2 // 2015 Employee2015 Recognition Report EXECUTIVE SUMMARY More than ever, companies are focusing on culture as a competitive differentiator. They’re seeing first-hand how cultivating the right culture can engage, nurture, and attract employees and ultimately, increase bottom line business results. And for more companies than ever before, that best-in-class culture is predicated on recognition and appreciation. Globoforce® conducts an annual survey in collaboration with the Society for Human Resource Management to elicit trends and insight from HR leaders and practitioners about their top workforce challenges and strategies to help address them. This 2015 report examines best practices in employee recognition, unpacking what companies expect from employee reward and service anniversary programs, and what results they are experiencing. We looked in particular at these questions: * What are the top issues facing HR leadership today? * What are the most common practices around recognition and years of service programs? * What are the results companies are experiencing from values-based recognition programs? * What is the impact of service milestone programs? 2 3 // // 2015 Employee2015 Recognition Report Employee2015 Recognition Report OUR FINDINGS WERE 1. The top three challenges faced by HR organizations today are turnover, employee engagement, and succession planning. 2. Values-based employee recognition is seen as significantly contributing to bottom-line organizational metrics. 3. Values-based recognition programs are helping employers create a stronger culture and more human workplace. 4. Few companies have chosen to adopt gamification and eThanks in their recognition programs.
    [Show full text]
  • BELMONT COUNTY BOARD of COMMISSIONERS PERSONNEL POLICY MANUAL SECTION 7 CONDUCT 7.1 Attendance 7.2 Tardiness 7.3 Bulletin Boards
    BELMONT COUNTY BOARD OF COMMISSIONERS PERSONNEL POLICY MANUAL SECTION 7 CONDUCT 7.1 Attendance 7.2 Tardiness 7.3 Bulletin Boards 7.4 Health & Safety 7.5 Workplace Violence 7.6 Concealed Weapons 7.7 Tools, Supplies, and Equipment 7.8 Use of County-Owned Vehicles 7.9 Use of Telephones / Cell Phone Policy 7.10 CDL Driver Notification/Disqualification Policy 7.11 Drug and Alcohol Policy 7.12 Superseded by Section 7.11 7.13 Superseded by Section 7.11 7.14 Gambling 7.15 Outside Employment or Activities 7.16 Dress and Work Area 7.17 Uniform and Clothing Allowance 7.18 Solicitation and Distribution 7.19 Political Activity 7.20 Discriminatory Harassment 7.21 Equal Employment Opportunity/Anti-Discrimination Complaint Procedure 7.22 Garnishments 7.23 Employee Felony Conviction in Court of Law 7.24 Employee Misdemeanor Conviction in Court of Law 7.25 Arrest of an Employee 7.26 Computer/Internet/Electronic Mail Policy 7.27 Nepotism 7.28 Personal Mail 7.29 Use of Personal Property 7.30 Issuance of Keys 7.31 Non-Smoking Areas 7.32 Good Housekeeping 7.33 Credit Cards 7.34 Employee Recognition/Awards 7.35 Whistleblower Protection 7.36 Self Help to Records Prohibited 7.37 Social Media BELMONT COUNTY BOARD OF COMMISSIONERS PERSONNEL POLICY MANUAL DRUG AND ALCOHOL POLICY SECTION 7.11 Page 1 of 5 A. Drug Free Workplace Alcoholism and drug addiction are treatable diseases. Therefore, employees who believe that they may have an alcohol or drug addiction problem are encouraged to seek professional treatment and assistance.
    [Show full text]
  • Leading with Confidence
    Leading With Confidence Top Ten Tips Managers Need to Drive Success Whether you’re a first-timer or a seasoned veteran, you don’t want to mess up as a manager and let your company or the individuals you manage down. But try as you might to do your best, mistakes are still going to happen. Even then, there are several leadership tips you can keep in mind that will help you reduce those mistakes and excel in your role. In the following eBook, we offer ten of our best tips for managers of all levels. If you want to improve your management game, drive results, and lead your team to success, read on. 1 Tip 1 Develop Yourself Like any other set of skills, leadership requires consistent development and practice. And that’s the real kicker—there’s no way around the practice. Ever see an extremely intelligent Emotional intelligence helps you develop person in your company get promoted your ability to lead and manage, whatever the only to fail in a leadership or management conditions may be. To be a great leader, you role shortly after? There’s a reason for that. must understand how to manage yourself first. Again, leading as a manager takes more If you understand who you are and what your than intelligence. It takes practice. strengths are (self-awareness) and you know how to lead yourself (self-management), then Leadership doesn’t mean having a you set yourself up to lead others effectively. high IQ. Successful managers use Emotional Intelligence (EI) to make Good leaders also know how to connect the informed decisions.
    [Show full text]
  • Name Change Checklist
    Name Change Checklist Government Agencies Social Security Administration Department of Motor Vehicles - driver's license, car title and registration Voter Registration US Passport Post Office, if change of address Military or Veteran Records Public Assistance Naturalization Papers Any open court orders Work and Employment W-4 Form 401k Health Insurance Benefits (including Beneficiaries) Email ID Card Business Cards Name Plate Work website / website contact information Unions Professional Organizations Professional Licenses Personal website – if you have a resume based website Banks / Financial Institutions Checking accounts, checks, and bank cards Savings and money market accounts, CDs Credit Cards Assets such as property titles, deeds, trusts Debts such as mortgages and personal loans Debts such as auto or school loans Investment accounts, including IRAs, and 401ks Insurance Policies such as life, disability Home Homeowners or renters insurance Landlord Home owners association or management agency Property Tax department / Tax assessor Utilities o Electric o Gas o Water / sewer o Telephones (including cell and landline) o Internet o Cable Auto Insurance Medical Doctor Dentist Ob-Gyn Therapists Counselors Eye Doctor Pharmacy Veterinarian / Micro Chip Company Personal School / School Records / Alumni Associations Groups, Associations, Organizations Subscriptions Airline Miles Programs Loyalty Clubs Road Toll Accounts Your Voicemail Gym Membership Church / Religious Organizations Other Legal Documents Health proxy Power of Attorney Will Living Trusts Your Attorney Social Media Facebook Twitter Pinterest LinkedIn Flickr Instagram Personal Blog or Website Email Accounts Brought to you by http://www.littlethingsfavors.com .
    [Show full text]
  • Employee Handbook 2017-2018
    EMPLOYEE HANDBOOK 2017-2018 0 Table of Contents Introduction ……………………………………………4 Employee Handbook Receipt ………………………….5 District Information ……………………………….……6 Description of the district …………………………………6 District map ……………………………………Appendix A Mission Statement …………………………………………6 Board Mission Statement………………………………….6 District Beliefs…………………………………………….7 District Goals and Objectives ……………………………7 Board of Trustees ………………………………………..8 Board Meeting Schedule for 2017-2018……………...…...9 Administration …………………………………………. .9 School Calendar………………………………...Back Cover Helpful contacts……………. ……………………………9 School department directory ..…………………………...10 Employment ……………………………………………10 Equal employment opportunity …………………………10 Job vacancy announcements ……………………………10 Teacher Dress Code……………………………………...10 Employment after retirement …………………………11 Contract and noncontract employment …………………11 Certification and Licenses ……………………………….12 Recertification of Employment Authorization…………...12 Searches and alcohol and drug testing …………………12 Health Safety Training …………..……………………....13 Reassignments and transfers ……………………………13 Workload and work schedules …………………………..14 Breaks for Expression of Breast Milk …………………...14 Notification of parents regarding qualifications ………....15 Outside employment and tutoring ………………………..15 Performance evaluation ………………………………….15 Employee involvement …………………………………..16 Staff development ………………………………………..16 Compensation and Benefits …………………………16 Salaries, wages, and stipends …………………………….16 Early Separation………………………………………… 17 Paychecks ………………………………………………..17
    [Show full text]
  • Pro Se Name & Gender Change Guide for Transgender Residents Of
    Pro Se Name & Gender Change Guide for Transgender Residents of Greater Capital Region, New York By, Lettie Dickerson, Esq., Milo Primeaux, Esq., Kevin M. Nelson 1 TABLE OF CONTENTS PREFACE ..................................................................................................................................................... 3 DISCLAIMER ................................................................................................................................................ 3 FREQUENTLY ASKED QUESTIONS ................................................................................................................. 4 SECTION 1: CHANGING YOUR NAME IN COURT ............................................................................ 6 STEP BY STEP OVERVIEW ............................................................................................................................. 6 PREPARING THE PETITION ............................................................................................................................ 8 ABOUT NAME CHANGE PUBLICATION REQUIREMENT ................................................................................... 9 NAME CHANGE APPLICATION CHECKLIST ...................................................................................................10 SECTION 2: UPDATING ID .....................................................................................................................11 SOCIAL SECURITY .......................................................................................................................................11
    [Show full text]
  • PRELIMINARY STAFF REPORT To: City Planning Commission Prepared By: Nicolette Jones, Stosh Kozlowski, Laura Baños, and Derreck Deason Date: February 16, 2015
    CITY PLANNING COMMISSION CITY OF NEW ORLEANS MITCHELL J. LANDRIEU ROBERT D. RIVERS MAYOR EXECUTIVE DIRECTOR LESLIE T. ALLEY DEPUTY DIRECTOR City Planning Commission Staff Report Executive Summary Consideration: Request by City Council Motion M-15-444 for the City Planning Commission to conduct a study and public hearing to amend its Administrative Rules, Policies, & Procedures relative to the creation of an honorary street name change process. Background: To date, the City of New Orleans does not have a policy related to an honorary street dedication program. Currently, the City’s street naming policy, which is documented in the City Planning Commission’s Administrative Rules, Policies, and Procedures, only delineates the procedure for street name changes. An honorary street dedication program, which many other jurisdictions across the country have implemented, allows cities the opportunity to commemorate individuals and groups who have made significant contributions to the community, but without causing any disruption of the existing street grid associated with a modification to the Official Map as would a permanent street name change. According to best practices, honorary street signage is typically a secondary sign that is installed above or below an existing street name sign. The City Council has granted honorary street dedications in the recent past, though without a formalized policy to guide the process. Following the recent approval of street name changes in the spring of 2015, the New Orleans City Council requested that the City Planning Commission review the City’s street renaming rules and explore opportunities to create an honorary street dedication program. Recommendation: In order to promote clear wayfinding, efficient emergency response and service delivery, as well as accurate address keeping, the staff advises against frequent changes to the City’s Official Map.
    [Show full text]
  • Name Change Form Division of Professional Licensing Services
    The University of the State of New York The State Education Department Office of the Professions Name Change Form Division of Professional Licensing Services www.op.nysed.gov DO NOT USE THIS FORM IF YOU NEED TO CHANGE YOUR ADDRESS ONLY. IF YOU NEED TO CHANGE YOUR ADDRESS ONLY, YOU MUST SUBMIT A CONTACT US FORM ON THE OFFICE OF THE PROFESSIONS' WEBSITE AT https://eservices.nysed.gov/professions/contact-us/#/ Instructions: Use this form to report a change in your name. Read these instructions carefully and complete all applicable sections of this form. Be sure to print clearly in ink. You must include acceptable supporting documentation. Acceptable supporting documentation includes: A photocopy of a court, marriage certificate, or divorce papers authorizing your name change and a photocopy of a photo ID in your new name. Or Two (2) of the following sets of supporting documents: ● A letter from the Social Security Administration indicating both your old and new names. ● Copies of both old and new driver's licenses. ● Copies of both old and new New York State non-driver photo ID cards. ● Copies of both old and new Social Security Cards. ● Copies of both old and new passports. ● Copies of both old and new U.S. Military photo ID cards. Other forms of identification may be acceptable as supporting documentation. Please contact the Records and Archives Unit by calling 518-474-3817 Extension 380 or by emailing [email protected] before submitting. Currently registered licensed professionals will be sent a new registration certificate. Also, if you would like to replace your existing license parchment with one in your new name, check the appropriate box in Section II and enclose your original parchment (your original parchment will be letter sized, 8.5 x 11 inches, and will not have your address on it).
    [Show full text]
  • U.S. Citizen – Adult Name Change on Social Security Card to Change Your Name on Your Card, You Must Show Us Documents Proving Your Legal Name Change and Identity
    U.S. Citizen – Adult Name Change on Social Security Card To change your name on your card, you must show us documents proving your legal name change and identity. You also must show us a document proving your U.S. citizenship, if it is not already in our records. You must present original documents or copies certified by the agency that issued them. We cannot accept photocopies or notarized copies. To prove You must show One of the following documents: • Marriage document; • Divorce decree; Your legal name change • Certificate of naturalization showing a new name; or • Court order for a name change. We may ask to see identity documents showing your old name and documents showing your new name. Identity documents in your old name may be expired. A document showing your name, identifying information, and photograph, such as one of the following: • U.S. driver’s license; • State-issued non-driver’s identification card; or • U.S. passport. Your identity We may be able to accept your: • Employer identification card; • School identification card; • Health insurance card; or • U.S. military identification card. One of the following documents: • U.S. birth certificate; • U.S. Consular Report of Birth Abroad; Your U.S. citizenship • U.S. passport; • Certificate of Naturalization; or • Certificate of Citizenship. 1-800-772-1213 1-800-325-0778 (TTY) www.socialsecurity.gov SocialSecurity.gov Social Security Administration Publication No. 05-10513 | ICN 470117 | Unit of Issue — HD (one hundred) June 2017 (Recycle prior editions) U.S. Citizen – Adult Name Change on Social Security Card Produced and published at U.S.
    [Show full text]
  • The Value and ROI in Employee Recognition
    The Value and ROI in Employee Recognition: Linking Recognition to Improved Job Performance and Increased Business Value — The Current State and Future Needs J u n e 2 0 0 9 Contents Executive Summary ..............................................1 Introduction ...........................................................2 The Place of Recognition in the Total Reward Package .................................................................7 From Recognition to Business Value: The Recognition—Motivation—Engagement—Job .. Performance—Business Value System ..............10 Measuring the Value of Recognition ................13 Case Studies: Recognition Programs to Improve Specific Business Functions ...............................24 Conclusions: The Current State and Future Needs of Studies into the Link between Recognition and Business Value:.......................28 Appendix I: Theories of Motivation ..................31 Appendix II: The Future of Measuring the Business Value of Recognition ...........................34 References ...........................................................35 i The Value and ROI in Employee Recognition Copyright © 2009 Human Capital Institute. All rights reserved. Executive Summary Today’s economic challenges require organi- n Organizations actively seeking to improve zations to find new ways to not only reward employee engagement, including through top performers, but to motivate all workers the use of formal and informal recognition, to improve performance while maintaining or financially outperform their
    [Show full text]
  • Names and “Doing Gender”: How Forenames and Surnames
    Sex Roles DOI 10.1007/s11199-017-0805-4 FEMINIST FORUM REVIEW ARTICLE Names and BDoing Gender^: How Forenames and Surnames Contribute to Gender Identities, Difference, and Inequalities Jane Pilcher1 # The Author(s) 2017. This article is an open access publication Abstract Names, as proper nouns, are clearly important for Nonetheless, practices of personal naming in these countries the identification of individuals in everyday life. In the present are patterned and structured: first, as a consequence of repli- article, I argue that forenames and surnames need also to be cation of usage of the names of individuals and recurring recognized as Bdoing^ words, important in the categorization demands for the authentication of individual identity over of sex at birth and in the ongoing management of gender time; second, by cultural traditions and conventions (including conduct appropriate to sex category. Using evidence on per- those patrilineal and patriarchal in origin) whereby personal sonal naming practices in the United States and United names are used to mark individual and social identities (Finch Kingdom, I examine what happens at crisis points of sexed 2008). Despite their fundamental and ubiquitous importance and gendered naming in the life course (for example, at the for each individual in a multitude of contexts, scholars are birth of babies, at marriage, and during gender-identity transi- only just beginning to give personal names and naming prac- tions). I show how forenames and surnames help in the em- tices Bthe theoretical and analytical scrutiny^ they deserve bodied doing of gender and, likewise, that bodies are key to (Palsson 2014,p.618).
    [Show full text]