Employee Handbook

Total Page:16

File Type:pdf, Size:1020Kb

Employee Handbook Employee Handbook November 2018 Table of Contents Purpose ..................................................................................................................................................... 6 Employee Handbook Acknowledgment Form ............................................................................................. 7 Diversity and Equal Employment Opportunity Policy Statement ................................................................. 8 Compliance with Laws ......................................................................................................................................... 8 Harassment in the Workplace .............................................................................................................................. 9 Prohibited Conduct Under This Policy .................................................................................................................. 9 Retaliation ........................................................................................................................................................ 11 Individuals and Conduct Covered ....................................................................................................................... 11 Complaint Process ............................................................................................................................................. 11 Violence in the Workplace ................................................................................................................................. 12 Workplace Bullying ............................................................................................................................................ 13 Safety ............................................................................................................................................................... 13 In the Event of an Emergency ............................................................................................................................. 14 Smoke-Free Workplace ...................................................................................................................................... 14 Employment ............................................................................................................................................. 15 Employee Classification Categories .................................................................................................................... 15 Background and Reference Checks ..................................................................................................................... 16 Internal Transfers/Promotions ........................................................................................................................... 16 Nepotism, Employment of Relatives, and Personal Relationships........................................................................ 16 Corrective Action ............................................................................................................................................... 17 Separation of Employment ................................................................................................................................ 18 Return of Company Property ............................................................................................................................. 18 Rehire ............................................................................................................................................................... 19 Workers’ Compensation Benefits ....................................................................................................................... 19 Drug-Free Workplace ......................................................................................................................................... 19 Employee Assistance and Drug-Free Awareness ................................................................................................. 19 Required Drug and Alcohol Testing .................................................................................................................... 20 Employee Expectations............................................................................................................................. 22 2 | P a g e Confidentiality................................................................................................................................................... 22 Conflicts of Interest ........................................................................................................................................... 22 Outside Employment ......................................................................................................................................... 22 Attendance and Punctuality ............................................................................................................................... 23 Professional Attire and Appearance ................................................................................................................... 23 Electronic Communication and Internet Use ....................................................................................................... 23 Right to Monitor ................................................................................................................................................ 24 Social Media—Acceptable Use ........................................................................................................................... 24 Solicitations, Distribution, and Posting of Materials ............................................................................................ 24 Employee Personnel Files .................................................................................................................................. 25 Time Recording, Hours of Work ................................................................................................................ 26 Identification Badges ......................................................................................................................................... 26 NON-EXEMPT EMPLOYEES: .......................................................................................................................................................... 26 EXEMPT EMPLOYEES: ................................................................................................................................................................... 26 Time Recording ................................................................................................................................................. 26 NON-EXEMPT EMPLOYEES: .......................................................................................................................................................... 26 EXEMPT EMPLOYEES: ................................................................................................................................................................... 27 Time Reporting .................................................................................................................................................. 27 Overtime Pay (nonexempt employees) ........................................................................................................... 28 Compensation and Performance ............................................................................................................... 29 Performance and Salary Review ......................................................................................................................... 29 Annual Performance Evaluation ......................................................................................................................... 29 Merit Increases ................................................................................................................................................. 29 Payment of Wages............................................................................................................................................. 29 Payroll deductions ............................................................................................................................................. 29 Garnishments .................................................................................................................................................... 30 Holiday, Vacation, Sick Time and Hours Away from Work ......................................................................... 31 Holiday Pay ....................................................................................................................................................... 31 Vacation ............................................................................................................................................................ 31 Vacation Accruals ......................................................................................................................................................................... 31 Use of Vacation Guidelines ........................................................................................................................................................... 31 Sick Time ..........................................................................................................................................................
Recommended publications
  • Contract Between the Licking Valley Local School
    08-30-2018 2653-01 18-MED-02-0128 K37107 CONTRACT BETWEEN THE LICKING VALLEY LOCAL SCHOOL DISTRICT BOARD OF EDUCATION and the LICKING VALLEY EDUCATION ASSOCIATION July 1, 2018 through June 30, 2021 5307702v5 TABLE OF CONTENTS ARTICLE 1 - RECOGNITION ......................................................................................... 1 ARTICLE 2 - NEGOTIATIONS PROCEDURE ............................................................... 1 ARTICLE 3 - PROVISIONS CONTRARY TO LAW ........................................................ 2 ARTICLE 4 - GRIEVANCE PROCEDURE ..................................................................... 2 ARTICLE 5 - ASSOCIATION RIGHTS ........................................................................... 5 ARTICLE 6 - INDIVIDUAL RIGHTS ................................................................................ 6 ARTICLE 7 - CONTRACTS ............................................................................................ 7 ARTICLE 8 - VACANCIES, TRANSFERS, PROMOTIONS ........................................... 8 ARTICLE 9 - REDUCTION IN FORCE ........................................................................... 9 ARTICLE 10 - WORKING CONDITIONS ..................................................................... 10 ARTICLE 11 - EVALUATION ....................................................................................... 14 ARTICLE 12 - SICK LEAVE ......................................................................................... 15 ARTICLE 13 - SEVERANCE PAY ...............................................................................
    [Show full text]
  • Employee Handbook 2017-2018
    Employee Handbook 2017-2018 2222 Broadway & 1715 Octavia San Francisco Ph. 415.563.2900/415.345.5811 www.sacredsf.org Schools of the Sacred Heart – San Francisco 2017-18 Employee Handbook 1 TABLE OF CONTENTS Chapter 1: INTRODUCTION 8 History 9 Philosophy 9 Notable Figures 9 Traditions and Terms 10 Sacred Heart Commission on Goals (SHCOG) 10 Organization Chart UPDATED 11 Administration 12 Hours of Operation 12 Campus & Facility Maps 13 Chapter 2: EQUAL OPPORTUNITY 15 Equal Employment Policy 15 Request for Accommodation 16 Policy Against Harassment 16 Suspected Child Abuse and Reporting 19 Whistleblower Policy 20 Problem Resolution/Arbitration 22 Chapter 3: EMPLOYMENT POLICIES 23 Employment Definitions 23 Conditions of Employment 23 Goals & Criteria 23 Employment Authorization 23 DOJ and FBI Fingerprint Clearance 24 Shield the Vulnerable Training & Child Abuse Acknowledgment 24 Tuberculosis Testing 24 Transcripts 24 Employment Agreements and Renewal/Non-Renewal 24 Probationary Period 25 Term 25 Performance Evaluation 25 Disciplinary Procedures 25 Termination for Cause 26 Voluntary Termination 26 Exit Interviews 27 Evaluation and Employment Agreement Timeline 28 Employee Records 29 Employment Verifications and References 29 Distribution of Contact Information 29 Schools of the Sacred Heart – San Francisco 2017-18 Employee Handbook 2 Media Contacts 29 Publicity 30 Chapter 4: PRINCIPLES OF CONDUCT 31 School Ethics 31 Interactions and Communications with Students 31 Hazing/Bullying/Harassment Amongst Students 33 Community Relations 33 Dress
    [Show full text]
  • Mentor Handbook
    MENTOR HANDBOOK 2019-2020 Telephone Numbers/ Staff Names/Titles Telephone Numbers You Should Know: Boys & Girls Club of the Tri-County Area 920-361-2717 Emergency (Fire, Police, Ambulance 911 Non-emergency Police Department 920-361-2121 Non-emergency Fire Department 920-361-2121 Report Abuse Case 920-294-4070 Wisconsin Poison Center 1-800-222-1222 Nurse Direct 1-920-830-6877 Boys & Girls Club of the Tri-County Area Staff: Jason Presto CEO Mindy Collado Center Director Melissa Hilke Director of Business & Management Brooke Schneider Administrative Assistant Ashley Bartol Special Events & Marketing Manager Megan Lamers Program Coordinator Carrie Govek Teen Futures Coordinator Briana Harmon Mentoring Coordinator Robert Zache Facilities Coordinator Green Lake School Staff Liaisons: Mary Allen School Principal/Superintendent Sandi Linde Guidance Counselor Mentoring Program Goals Goal 1: Participating youth who have been matched with a mentor for a minimum of 12 months will have improved attendance in school, a reduced number of behavior-related office referrals and have improved grades. Goal 2: Participating youth will be able to identify at least two ways to appropriately cope with stress, report a greater sense of self-worth and can identify at least three safe people to share their feelings with. Goal 3: Participating youth will work with their mentor to develop written goals for their future. Middle and high school students will take part in Career Launch during their time with their mentor. The goal of this program is to encourage teens to think about their future and establish realistic goals. Each youth will have a support team consisting of his or her parent(s)/guardian(s), mentoring coordinator, a mentor and a school liaison.
    [Show full text]
  • Faqs About Retirement Plans and ERISA
    FAQs about Retirement Plans and ERISA U.S. Department of Labor Employee Benefits Security Administration What is ERISA? The Employee Retirement Income Security Act of 1974, or ERISA, protects the assets of millions of Americans so that funds placed in retirement plans during their working lives will be there when they retire. ERISA is a federal law that sets minimum standards for retirement plans in private industry. For example, if your employer maintains a retirement plan, ERISA specifies when you must be allowed to become a participant, how long you have to work before you have a non-forfeitable interest in your benefit, how long you can be away from your job before it might affect your benefit, and whether your spouse has a right to part of your benefit in the event of your death. Most of the provisions of ERISA are effective for plan years beginning on or after January 1, 1975. ERISA does not require any employer to establish a retirement plan. It only requires that those who establish plans must meet certain minimum standards. The law generally does not specify how much money a participant must be paid as a benefit. ERISA does the following: Requires plans to provide participants with information about the plan including important information about plan features and funding. The plan must furnish some information regularly and automatically. Some is available free of charge, some is not. Sets minimum standards for participation, vesting, benefit accrual and funding. The law defines how long a person may be required to work before becoming eligible to participate in a plan, to accumulate benefits, and to have a non-forfeitable right to those benefits.
    [Show full text]
  • Cms/Lib/MI01908676/Centricity/Shared/Documents/Handbooks/Coldwater Schools Employee Handbook.Pdf
    Employee Handbook Adopted by Coldwater Board of Education November 25, 2013 Making a world of difference for our students-Every student…Every way….Every day! Superintendent & CFO Terry Ann Boguth 279-5910 ext. 2217 Curriculum Director Amanda Miller 279-5910 ext. 2201 Business Manager Evelyn Grimes 279-5910 ext. 2210 Supt’s Administrative Assistant Heather Harvey 279-5910 ext. 2216 Pupil Accounting/Receptionist Michelle Burkhardt 279-5910 ext. 2253 Payroll & Human Resources Ashley Morr 279-5910 ext. 2209 Accounts Payable Erin Regan 279-5910 ext. 2259 Technology Travis Greene 279-5910 ext. 2109 COLDWATER COMMUNITY SCHOOLS STAFF HANDBOOK Page 1 Table of Contents THIS HANDBOOK—PURPOSES AND LIMITATIONS ....................................................................................... 3 HUMAN RESOURCES .................................................................................................................................... 4 STAFF EVALUATIONS ................................................................................................................................ 4 CHANGING PERSONAL DATA .................................................................................................................... 4 TIMESHEETS ............................................................................................................................................. 4 PERSONNEL ACTIVITY REPORTS (PARs) .................................................................................................... 4 PAYCHECKS ..............................................................................................................................................
    [Show full text]
  • Oregon Public Service Retirement Plan (OPSRP) Members Unless Membership Was Previously Established in PERS
    PERS-covered employees hired on or after August 29, 2003 are Oregon Public Service Retirement Plan (OPSRP) members unless membership was previously established in PERS. OPSRP has two components: the Pension Program and the Individual Account Program. What is the OPSRP Pension Program? The OPSRP Pension Program is funded by your employer and provides a lifetime pension. It is designed to provide approximately 45 percent of your final average salary at retirement (for a general service member with a 30-year career or a police and firefighter member with a 25-year career). Final average salary is generally the average of the highest three consecutive years (or less if you were employed for less than three years) or 1/3 of total salary in the last 36 months of employment. General service member benefit information for the OPSRP Pension Program Unless you are in a police or firefighter position, you are considered a general service member. When you retire, PERS will calculate your monthly benefit using the following formula: General service: 1.5 percent x years of retirement credit x final average salary. Normal retirement age for general service members is age 65, or age 58 with 30 years of retirement credit. General Service Benefit Calculation Example (you can estimate your benefit using any number of years and any final average salary) Final average salary: $45,000 Retirement credit: 30 years as an OPSRP member 30 (years) x 1.5 percent = 45 percent 45 percent x $3,750 (final average monthly salary) = $1,687.50 Single Life Option monthly benefit = $1,687.50 ($20,250 annual benefit) Police and firefighter (P&F) benefit information for the OPSRP Pension Program To be classified as a P&F member at retirement, you must have been employed continuously as a P&F member for at least five years immediately preceding your retirement.
    [Show full text]
  • Employee Handbook
    Leman Academy of Excellence, Inc. Employee Handbook Colorado Updated February 2018 Leman Academy of Excellence, Inc. Page 1 of 63 Updated February 2018 ABOUT THIS HANDBOOK / DISCLAIMER We prepared this handbook to assist Staff and Teachers in finding the answers to many questions that they may have regarding their employment with Leman Academy of Excellence, Inc. Please take the necessary time to read it. We do not expect this handbook to answer all employee questions. Team Leaders, Vice Principals, Principals and the Personnel Department (HR) also will be a major source of information. Neither this handbook nor any other verbal or written communication by Senior Administration representative, is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation nor does it confer any contractual rights whatsoever. Leman Academy of Excellence, Inc. adheres to the policy of employment at will, which permits the School or the employee to terminate the employment relationship at any time, for any reason, with or without cause or notice. No School representative other than the Personnel Department (HR) or the CFO may modify at-will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally and any such modification must be in a signed writing. Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate School documents. These School documents are always controlling over any statement made in this handbook or by any member of Senior Administration.
    [Show full text]
  • Mentoring Program Protege Handbook
    Mentoring Program Protégé Handbook Center for Professional Excellence Mentoring Program Mission Statement The mission of the Center for Professional Excellence Mentoring Program is development of students through self-formation and early professional preparation, the hallmark of The Elmhurst Experience. Introduction Simply stated, mentoring is a helping relationship in which a more experienced person (the Mentor) assumes limited responsibility for assisting a less experienced person (the Protégé) in order to enhance the probability that the less experienced person will develop and grow professionally and personally. This relationship can focus on a particular career or profession as the Protégé is ready to consider these specifics. It always addresses the Protégé’s personal development to shed light on the question, “What sort of professional would I like to become?” In order to assist the Protégé in navigating the mentoring process, workshops have been developed. The design of the Protégé Workshop is to give Protégés an understanding of their role and responsibilities as a Protégé; become familiar with the Mentoring Program Policies and Procedures; understand and appreciate the importance of establishing the mentoring relationship; and discover how to become an active participant in their personal and professional development. Table of Contents I. Introduction II. Design and Goals of the Program III. The Protégé’s Role IV. Establishing the Mentoring Relationship V. Developing the Mentoring Relationship VI. What Mentors look for in a Protégé VII. Possible Mentoring Topics I. Introduction Research has shown that people can and have benefited from mentoring relationships. It is also known that mentoring relationships can be designed and structured to benefit particular groups of people.
    [Show full text]
  • Employee Handbook Revised July, 2010 CITY of ARDMORE EMPLOYEE HANDBOOK Table of Contents
    City of rdmore Employee Handbook Revised July, 2010 CITY OF ARDMORE EMPLOYEE HANDBOOK Table of Contents Page Section 1 MISSION STATEMENT 1 WELCOME 2 RECEIPT FOR EMPLOYEE HANDBOOK 3 INTRODUCTION 3 Authority 3 Applicability 3 Responsibilities 3 Dissemination of Handbook 4 POLICY STATEMENTS 4 Equal Employment Opportunity Policy Statement 5 Non-Discrimination and Anti-Harassment Policy Statements 5 Definitions of Harassment 6 Individuals and Conduct Covered 6 Retaliation Is Prohibited 6 Complaint Procedure 6 IMPORTANT NOTICE TO ALL EMLOYEES 6 The Investigation 7 Americans With Disabilities Act (ADA) Policy Statement 7 Procedure for Requesting an Accommodation 8 Conflict of Interest and Outside Employment Policy Statements 8 In General 8 Outside Employment 8 Financial Interest in Other Business 9 Acceptance of Gifts 9 Reporting Potential Conflicts 9 Confidential Nature of Work Policy Statement 9 City of Ardmore's Open Records Request Procedure 12 EMPLOYMENT 12 Hiring Process 12 Recruitment 12 Methods of Selection 12 Applicants and Applications 13 Immigration Reform and Control Act Compliance 13 Controlled Substance Testing 13 Disqualification(s) 13 Verification 13 WorkSTEPS® Program 15 Vacancies 15 Employment Forms 15 Collective Bargaining 15 Employee Status CITY OF ARDMORE EMPLOYEE HANDBOOK Table of Contents Page Section 15 Regular Employees 15 Temporary Employees 15 Classification Plan 16 Re-classification 16 Promotions / Demotions / Transfers 17 Promotions 17 Demotions 17 Transfers 18 COMPENSATION 18 Performance Review 18 Payment of Salary
    [Show full text]
  • Coastal Employment Services Employee Handbook
    Coastal Employment Services Employee Handbook Coastal Employment Services Employee Handbook Welcome to Coastal Employment Services—we’re glad to have you on our team! At Coastal Employment Services, we believe that our employees are our most valuable asset. We attribute the success of the company in significant part to our ability to recruit, hire, and maintain a motivated and productive workforce. We hope that during your employment with Coastal Employment Services you will become a productive and successful member of the team. This handbook describes, in summary form, the personnel policies, procedures, benefits, rules and working conditions of Coastal Employment Services. The policies and procedures in this handbook are effective November 1, 2015. The policies stated in this handbook are subject to change at any time at the sole discretion of Coastal Employment Services and without prior notice. This handbook supersedes any prior written policies of Coastal Employment Services that are inconsistent with its provisions. You may receive updated information concerning changes in policy from time to time, and those updates should be kept with your copy of this handbook. If you have any questions about any of the provisions of this handbook, please ask me. This handbook does not create a contract of employment between Coastal Employment Services and its employees, nor does it guarantee continued employment. All employment at Coastal Employment Services is “at will.” That means that either Coastal Employment Services or the employee can terminate the employment relationship at any time, for any reason, with or without cause or notice. Our employment relationship remains at-will notwithstanding any provision in this handbook.
    [Show full text]
  • Managing Payroll Encumbrances Product-Suite: IVEE - Payroll MANAGING PAYROLL ENCUMBRANCES
    IV-EX-4-A Managing Payroll Encumbrances Product-Suite: IVEE - Payroll MANAGING PAYROLL ENCUMBRANCES This class will explain the differences of Salary Encumbrances vs. Benefit Encumbrances and Actual Encumbrances vs. Pre-Encumbrances. We will go over how the system handles these calculations and how the accuracy of these figures can help with budgeting your largest expense. Salary Encumbrances vs Benefit Encumbrances There is a big difference from how the system computes Salary Encumbrances compared to Benefit Encumbrances. Salary Encumbrances are generated from Positions and Payroll Journals. Benefit Encumbrances are generated from Employee benefits calculated from computing the employee pay journals through the Compute process. Salary Encumbrances come from Employee Positions and Supplementals that have been generated with unposted pay journals. The unposted pay journals are what compute in the payroll encumbrance totals by account code. Salary Encumbrances are created automatically every time you create/modify an employee position. Salary Encumbrances do not need to be computed to be included in Payroll Encumbrance Totals. Human Resources/Payroll > Employees > Employee Positions & Pay – the “unposted” Pay Journals are considered the Salary Encumbrances Benefit Encumbrances come from the computed employee deduction journals. TIP The benefit encumbrances can and should be computed as often as possible to get accurate totals through the Employee Payroll Journal and/or the Compute Selected Periods action in Process Payroll. The following can contribute to Benefit Encumbrance totals changing: Employee Salary Change Employer deduction amounts or percentages changing New Employees and/or Terminated Employees Employee Position Funding Changes Payroll > Employees > Employee Journal – the “unposted” Deduction journals on the Match side are considered the Benefit Encumbrances.
    [Show full text]
  • Workplace Bullying; 3
    Sticks, stones and intimidation: How to manage bullying and promote resilience Ellen Fink-Samnick Charlotte Sortedahl Principal Associate Professor, Univ. of Wis. Eau Claire EFS Supervision Strategies, LLC Chair, CCMC Board of Commissioners Proprietary to CCMC® 1 Agenda • Welcome and Introductions • Learning Outcomes • Presentation: • Charlotte Sortedahl, DNP, MPH, MS, RN, CCM Chair, CCMC Board of Commissioners • Ellen Fink-Samnick, MSW, ACSW, LCSW, CCM, CRP Principal, EFS Strategies, LLC • Question and Answer Session 2 Audience Notes • There is no call-in number for today’s event. Audio is by streaming only. Please use your computer speakers, or you may prefer to use headphones. There is a troubleshooting guide in the tab to the left of your screen. Please refresh your screen if slides don’t appear to advance. 3 How to submit a question To submit a question, click on Ask Question to display the Ask Question box. Type your question in the Ask Question box and submit. We will answer as many questions as time permits. 4 Audience Notes • A recording of today’s session will be posted within one week to the Commission’s website, www.ccmcertification.org • One continuing education credit is available for today’s webinar only to those who registered in advance and are participating today. 5 Learning Outcomes Overview After the webinar, participants will be able to: 1. Define common types of bullying across the health care workplace; 2. Explore the incidence and scope of workplace bullying; 3. Discuss the implications for case management practice; and 4. Provide strategies to manage bullying and empower workplace resilience.
    [Show full text]