Revisions and updated information concerning changes in policy will be available online through the MyPace Portal. Copies of the Employee Handbook are available online through the Human Resources website, the Human Resources department, and in campus libraries. Pace University provides to its undergraduates a powerful combination of knowledge in the professions, real-world experience, and a rigorous liberal arts curriculum, giving them the skills and habits of mind to realize their full potential. We impart to our graduate students a deep knowledge of their discipline and connection to its community. This unique approach has been firmly rooted since our founding and is essential to preparing our graduates to be innovative thinkers who will make positive contributions to the world of the future. Vision We educate those who aspire to excellence and leadership in their professions, their lives, and their communities. Through teaching, scholarship, and creative pursuits, our faculty foster a vibrant environment of knowledge creation and application. Faculty engage students in shared discovery and are committed to guiding students in their education, providing them with a strong foundation for leading meaningful and productive lives. We embrace a culture of quality improvement and shared values to ensure an informed, responsive, caring, and effective community empowered to build and sustain a great University.
Sample Completed Employee Evaluations
This definition is not to be construed to exclude the possibility of questions of favoritism arising with regard to other family members, or other close personal or external business relationships. Policy Statement The university strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the university community can work together to further education, research and community service. Employees should neither initiate nor participate, directly or indirectly, in employment actions initial employment or appointment, retention, promotions, salary, work assignments, leave of absence, etc.
It is the responsibility of the supervisor to advise Employee Relations if such a relationship exists.
non-discrimination and anti-harassment policy The University of Georgia (“the University”) is committed to maintaining a fair and respectful environment for living, work and study.
Part 99 and its implementing regulations. The Work Number is an automated service that provides employees with the ability to quickly provide proof of their employment or income. Employees benefit from having control of the process, since they authorize access to their information. The Work Number is widely known to mortgage lenders, banks, apartment complexes and others who may need proof of an employee’s employment or income, and it is easy for them to use.
The Work Number can be used anytime, anywhere – available 24 hours a day, 7 days a week. In all reference inquiries, when information pertinent to work performance is released, supervisors will provide honest, accurate information that is consistent with written performance evaluations. Innuendo and false or misleading information will not be released.
To do so may expose the University and individual to potential liability for defamation or other legal injury. As long as the employer discloses only truthful documented information as outlined in this chapter about a current or former employee, the employer is immune from civil liability in accordance with K. Departments are encouraged to develop an authorization form similar to the sample Attachment. The employment reference policy would be explained to the employee upon termination and the form would be presented as part of the exit interview process.
The authorization form will be retained in the departmental personnel file.
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Forbid Any and All Workplace Relationships In theory, a policy forbidding workplace relationships should absolve the employer of any liability resulting from a failed workplace relationship. Furthermore, even where such policies are legal, they can be problematic. For example, they can negatively impact morale, and they are likely to cause employees in a workplace relationship to choose to keep it secret.
Fraternization in the workplace is a broad topic. Defined as associating or mingling with others in a friendly or brotherly way, it most commonly means relationships, romantic or otherwise, between people who occupy different levels of authority or power. This generally means a boss and an employee .
This policy applies to any and all employee conduct that the company, in its sole discretion, determines must be addressed by discipline. Of course, no discipline policy can be expected to address each and every situation requiring corrective action that may arise in the workplace. Therefore, the Company takes a comprehensive approach regarding discipline and will attempt to consider all relevant factors before making decisions regarding discipline. However, discipline may be issued for conduct that falls outside of those identified areas.
Equally important, the company need not resort to progressive discipline, but may take whatever action it deems necessary to address the issue at hand. This may mean that more or less severe discipline is imposed in a given situation. Likewise, some company polices like sexual harassment and attendance, contain specific discipline procedures.
Progressive discipline may be issued on employees even when the conduct that leads to more serious discipline is not the same that resulted in less sever discipline. That is, violations of different rules shall be considered the same as repeated violations of the same rule for purposes of progressive action. Probationary employees are held to the highest standards for behavior and job performance. Progressive discipline is the exception rather than the rule for probationary employees.
The Company will normally adhere to the following progressive disciplinary process: An employee will be given a verbal caution when he or she engages in problematic behavior. As the first step in the progressive discipline policy, a verbal caution is meant to alert the employee that a problem may exist or that one has been identified, which must be addressed.
Sexual Harassment and “Love Contracts” — Office Romance to Paperwork!
I recently tried to get promoted to a managerial position but I was denied because I would be supervising my husband. So I tried applying to a different company but they wouldn’t hire me because my husband works for the competitor. Can they do this? Can my employer fire me for what I do on my own time, outside of work?
The answer to this seemingly simple question is: It depends on the activity involved, and whether that activity has any legal protection under your state’s laws.
Employee Dating Policies Examples. Welcome to our reviews of the Employee Dating Policies Examples (also known as badura-skoda).Check out our top 10 list below and follow our links to read our full in-depth review of each online dating site, alongside which you’ll find costs and features lists, user reviews and videos to help you make the right choice.
Sample Employee Handbook Policies: The Conflict of Interest Statement Writing an employee handbook is a challenge; use a sample employee handbook; or employee handbook templates. For example, provided below is a sample conflict of interest statement. Conflict of Interest Statement First, why is a conflict of interest statement necessary or desirable?
Because there are times when an employee may find themselves in a potential conflict. For example, if your employee’s spouse or a family member works in the same industry that you operate in, they may share confidential information without realizing it. Another, more common, example is when an employee holds two jobs in the same industry – where does the employee’s loyalty rest?
How would the employee face a conflict in the interests between the two jobs? To protect both employees and you as the employer, it is necessary to define clearly what your expectations are; developing a conflict of interest statement will achieve that goal. This sample conflict of interest policy was written for a North American jurisdiction or region. On a global basis, there may be different requirements, rules or regulations.
Sample Employee Disciplinary Memo
New York State Domestic Violence and the Workplace Model Policy for Private Business Policy Statement Domestic violence permeates the lives and compromises the safety of thousands of employees each day, with tragic, destructive, and often fatal results. Domestic violence occurs within a wide spectrum of relationships, including married and formerly married couples, couples with children in common, couples who live together or have lived together, gay, lesbian, bisexual and transgender couples, and couples who are dating or who have dated in the past.
Domestic violence is defined as a pattern of coercive tactics which can include physical, psychological, sexual, economic and emotional abuse perpetrated by one person against an adult intimate partner, with the goal of establishing and maintaining power and control over the victim. In addition to exacting a tremendous toll from the individuals it directly affects, domestic violence often spills over into the workplace, compromising the safety of both victims and co-workers and resulting in lost productivity, increased health care costs, increased absenteeism, and increased employee turnover.
The purpose of this Model Policy is to identify and prescribe practices that will promote safety in the workplace and respond effectively to the needs of victims of domestic violence. Companies are urged to use this Model to develop their own specific policy to achieve these objectives.
Employee Handbook Website has established this Internet, Intranet, e-mail, and electronic communication policy in an effort to make certain that employees utilize electronic communications devices in a legal, ethical, and appropriate manner.
Others will say that it might even improve performance. The naysayers contend there may be a conflict of interests in that one employee might end up supervising the other. Those folks ask how performance evaluation can be objective under such circumstances. According to a survey from CareerBuilder , nearly 2 out 5 U. Objectively, navigating the normal dating world can be hard enough, but it gets a lot more complicated for couples that work together.
Experts recommend the following tips for workplace daters to maintain their professionalism and reputation in the office: Terri Oerbuch , author of 5 Simple Steps to Take Your Marriage from Good to Great, claims people are often more attracted to the secrecy of the relationship than the actual person. Employers must be aware of the danger of hostile workplace lawsuits if co-workers feel a person is getting special treatment because of the relationship or feel the workplace is unfair.
The claimant could be the subordinate in the partnership, but it could also be fellow workers who feel uncomfortable or treated unfairly because of it. Never Evaluate Your Partner.
How to Create a Numbering System for Policies & Procedures
When it comes to meeting people, the office is the new village. Office relationships often also rise out of office friendships, in which mutual trust is already present. He argues that co-worker couples spend more time at work, take fewer sick days, and are less likely to quit. So why does office romance get a bad rep?
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Every company needs to consider a policy on workplace dating. Without a clear policy, an office relationship can lead to charges of sexual harassment and legal consequences for the employer. Although some companies chose to have no policy on dating, that leaves them open to potential liability if a supervisor is shown to have sexually harassed a subordinate, for example, by giving a poor performance review to a former partner.
To avoid this, companies institute various types of dating policy. No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate. Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted. For example, in the case of Ellis v. United Parcel Services, the 7th Circuit appellate court upheld a no-dating policy that forbade managers from a romantic relationship with any hourly employee, as long as it was consistently enforced.
However, in its opinion, the court also stated that the policy may have gone too far. Notification Policy Another option is to require employees to report whenever they enter into a consensual relationship. This helps to protect the company from later charges that the relationship was not consensual and constituted sexual harassment. With this type of policy, the employees would also have to notify you whenever a relationship ends. For this reason, notification policies are sometimes seen as intrusive.
With a notification policy, the manager the relationship is being reported to must also be required not to disclose the information, to protect privacy.
Sample Memos for Workplace Issues
Examples of Fraternization in the Workplace by Dale Marshall Outside-the-office relationships often fuel the rumor mill. Fraternization in the workplace is a broad topic. Defined as associating or mingling with others in a friendly or brotherly way, it most commonly means relationships, romantic or otherwise, between people who occupy different levels of authority or power.
This generally means a boss and an employee in the workplace, or a teacher and a student.
Need a dating or fraternization policy for an employee-oriented workplace? Here’s a sample fraternization policy that covers all the bases.
First, a few numbers: What can companies do to prevent romantic relationships between employees? Although some firms have strict anti-fraternization policies, the real-world answer is — not much. As long as people spend time together at work, romance is a distinct likelihood. As we mentioned above, a significant number of married people meet their spouses on the job — probably not surprising, considering how much time people spend at work.
Many employers realize a blanket ban on employee dating is unnecessary and unworkable. No doubt, employee dating can carry some undesired consequences: If a relationship goes sour, the breakup can lead to charges of sexual harassment, retaliation and hostile work environment claims. Even if the pairing goes well, it could lead to charges of favoritism from other employees.
The boss and a direct report begin a relationship. From the moment the pair is exposed as a couple, every move the manager makes is suspect in the eyes of other department workers. Set up a policy that requires supervisors who become involved with a subordinate to report the relationship to upper management as early as possible. This gives management the chance to transfer one of the parties usually the subordinate to another department.
Social media usage is now ubiquitous: Facebook users spend more than LinkedIn has more than million members in over countries and territories. Twitter has million active users who collectively post million Tweets every day. This is an ever-increasing area of litigation.
Dating in the Workplace – A Challenge for Employers What’s your policy on relationships at the workplace? According to a study conducted by Business & Legal Resources (BLR), 19% of employees say romance at their workplace is either non-existent or prohibited, and 38% say that workplace romances have damaged co-worker relationships.
Add other benefits here by listing them if you offer them Holidays The company will grant holiday time-off to employees on the holidays listed below: Add other holidays here by listing them if you offer them Vacation Vacation time-off with pay is available to employees to provide opportunities for rest, relaxation, and personal pursuits.
The amount of paid vacation time an employee receives each calendar year will be communicated at the beginning of the calendar year. Paid vacation time can be used in minimum increments of one day. To take vacation, employees must request advance approval. Requests will be reviewed based on a number of factors, including business needs and staffing requirements.
Sample Code of Ethics
The following policies and procedures serve as a guide for first-time and regular onsite massage clients of Incorporate Massage. Unforeseen events such as last minute meetings, traffic considerations, and project deadlines, are just a few reasons why one might consider canceling a onsite massage appointment. This allows you the time for a relaxed and unhurried experience. If late arrival is inevitable, your service s will be shortened in order to keep on schedule.
No full or partial refunds will be given. Full refunds will not be given.
Sample Social Media Policy Use of social media presents certain risks and carries with it responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.
Your employment with Employee Handbook Website is voluntary. Just as you voluntarily chose to work here, you are free to resign. Similarly, Employee Handbook Website is free to conclude the employment relationship at any time, with our without cause, and with or without notice. The relationship between employee and employer is at-will. While the other policies in this handbook are subject to change with or without notice, this at-will relationship can be changed only by a written agreement expressly for that purpose, signed by the CEO.
In keeping with this commitment, Employee Handbook Website maintains a strict policy prohibiting all forms of harassment, including sexual harassment and harassment based on race, national or ethnic origin, gender, religious beliefs, age, marital status, sexual orientation or disability. This policy, unlike the other policies listed in this handbook, extends to all employer agents and employees. This includes all employees, temporary employees, leased employees and other professional service providers.
Furthermore, it prohibits harassment in any form including verbal, non-verbal and physical harassment. Employees who violate any part of this policy are subject to discipline up to and including the possibility of immediate discharge.