New Employee
Handout Training
Presenter:
Tina Brown
HR Training Specalisit
CONTENT
 DIVERSITY

WORKING ENVIRONMENT
 EMPLOYMENT
 WORKPLACE SAFETY
 WORKPLACE EXPECTATIONS
 BENEFITS
 TIME OFF/LE...
DIVERSITY
Equal Employment Opportunity
Statement

Anti-harassment Policy and Complaint
Procedure

Americans with Disabilit...
Equal Employment Opportunity
•Will not discriminate based on gender,
sexual orientation, race, color, creed,
religion, nat...
ANTI-HARASSMENT &
ANTI-DISCRIMINATION POLICIES
A.
B.
C.

Zero tolerance
Include sample prohibited behavior – they
are proh...
EMPLOYMENT
Employee Classification Categories

Background and Reference Checks

Internal Transfers/Promotions

Internal Tr...
EMPLOYEE CLASSIFICATIONS
A.

B.
C.
D.
E.

Regular
Full Time
Part Time
Probationary/ “Introductory”
FLSA classifications

7
Personnel Policies
What to Cover
 Working Conditions
 Confidentiality of employee, client and
organization records and i...
WORKPLACE SAFETY
Drug and Alcohol Free Workplace
Ensure a safe, healthy, productive work
environment
 Organizations recei...
Contracts and Consultants
Page 1-4
 Based on language in OMB
A-110
 Helps prevent single source
bidding and ensures a mo...
Harassment/Sexual
Harassment
Will not condone, excuse or tolerate
harassment based on gender, sexual
preference, race, col...
Conflict of Interest
Page 1-7
 Applies to:
– Financial interests
– Personal benefit or advantage
due to relationship
 Ap...
Confidentiality
 Communications, certain
information,
records(organizational and
clients)
 Consider written agreement fo...
Hiring and Firing
Hiring:

• Background checks and
interviewing
• Classify employee positions

• Determine whether employe...
Hiring and Firing
Firing:

• Have a written policy
• If provide for progressive
discipline, make sure you
preserve at will...
Grievance Procedures
 Cover violations of policy, unfair
treatment with regard to
wages, promotion, termination, wor
king...
Employee Growth and
Development
 Conferences and Meetings for employees (p.6-4)

Set a budget
Make only rare exceptions
...
Employee Benefits
Employee Benefits
Objectives and Considerations:
• Employee recruitment
• Employee retention
• Who’s eligible and when
– L...
Employee Benefits
What do you offer?
 Vacation leave
 Sick leave
 Paid Time Off
 Long-term, short-term disability
 Me...
Vacation, Sick Leave,
and Paid Time Off
 Vacation leave
Must have written policy or will
have to pay employee for all
acc...
Employee Benefits
REMEMBER:
COBRA (Consolidated Omnibus
Budget Reconciliation Act of 1985)
requires:
Notification of entit...
Employee Performance
Evaluation
• Written Evaluations – Nonprofits have
an obligation to employees to a
regular (at least ...
Employee Performance
Evaluation
Reinforce accountability
& stewardship by
assuring organization
spends resources well,
mak...
Evaluation
Recommendations





System in place for regular written
evaluation of employees by their
respective superv...
Question?
THANK YOU!
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West univeristy kansas city new employee manuel

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  • According to the Deparment of Labor, the rules in no way preclude employers from conducting drug testing programs in response to government requirements (i.e., Department of Transportation or Nuclear Regulatory Commission rules) or on their own independent legal authority. In addition, under some state laws, such as Maryland, pre-employment drug testing is allowed.
  • West univeristy kansas city new employee manuel

    1. 1. New Employee Handout Training Presenter: Tina Brown HR Training Specalisit
    2. 2. CONTENT  DIVERSITY WORKING ENVIRONMENT  EMPLOYMENT  WORKPLACE SAFETY  WORKPLACE EXPECTATIONS  BENEFITS  TIME OFF/LEAVES OF ABSENCE  COMPENSATION
    3. 3. DIVERSITY Equal Employment Opportunity Statement Anti-harassment Policy and Complaint Procedure Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
    4. 4. Equal Employment Opportunity •Will not discriminate based on gender, sexual orientation, race, color, creed, religion, national origin, marital status, age, disability or any other characteristic protected by law INSERT STATE LAWS IF APPLICABLE Local jurisdictions may have additional requirements Distinguish EEO from Affirmative Action Plan
    5. 5. ANTI-HARASSMENT & ANTI-DISCRIMINATION POLICIES A. B. C. Zero tolerance Include sample prohibited behavior – they are prohibited even if they are not illegal Complaint procedure with several avenues for reporting e.g., Supervisor, HR, Hotline, anonymous reporting, dedicated website D. E. Investigation No retaliation 5
    6. 6. EMPLOYMENT Employee Classification Categories Background and Reference Checks Internal Transfers/Promotions Internal Transfers/Promotions  Nepotism, Employment of Relatives and Personal Relationships  Progressive Discipline  Separation of Employment 
    7. 7. EMPLOYEE CLASSIFICATIONS A. B. C. D. E. Regular Full Time Part Time Probationary/ “Introductory” FLSA classifications 7
    8. 8. Personnel Policies What to Cover  Working Conditions  Confidentiality of employee, client and organization records and information  Hiring and Firing  Grievance Procedures  Employee Growth and Development  Benefits  Employee Evaluation
    9. 9. WORKPLACE SAFETY Drug and Alcohol Free Workplace Ensure a safe, healthy, productive work environment  Organizations receiving $100,000+ federal funds must have drug-free workplace policy that includes a drug awareness program Employer can require drug-testing under most circumstances
    10. 10. Contracts and Consultants Page 1-4  Based on language in OMB A-110  Helps prevent single source bidding and ensures a more fair contracting procedure  Maybe required if your organization receives federal funds  Can stave of unflattering stories
    11. 11. Harassment/Sexual Harassment Will not condone, excuse or tolerate harassment based on gender, sexual preference, race, color, religion, national origin, marital status, age, disability or any other characteristic protected by law  Establish procedure for reporting; allow reporting to several people  Investigate promptly and take action Have a bypass for the Executive Director Avoid language that discourages complaints
    12. 12. Conflict of Interest Page 1-7  Applies to: – Financial interests – Personal benefit or advantage due to relationship  Applies to employees & volunteers; can use same policy for Board of Directors  Disclosure required  Interested party abstains from vote or removes themselves from the decision-making process
    13. 13. Confidentiality  Communications, certain information, records(organizational and clients)  Consider written agreement for employees with access to confidential information (FORMS Page 5)  Can also include a confidentiality provision in the employee’s job description
    14. 14. Hiring and Firing Hiring: • Background checks and interviewing • Classify employee positions • Determine whether employee is exempt or nonexempt • Provide employee with job description
    15. 15. Hiring and Firing Firing: • Have a written policy • If provide for progressive discipline, make sure you preserve at will employment
    16. 16. Grievance Procedures  Cover violations of policy, unfair treatment with regard to wages, promotion, termination, wor king conditions, etc.  Policy must be in writing  Sarbanes Oxley requires all organizations to publish a grievance or Whistleblower policy; INSERT STATE LAW IF APPLICABLE TO NONPROFIT ORGANIZATIONS
    17. 17. Employee Growth and Development  Conferences and Meetings for employees (p.6-4) Set a budget Make only rare exceptions  Professional Memberships (p. 6-4) Set a limit Beyond limit, employee pays for him/herself  Tuition Assistance: (p. 4-8) Make sure that amount is preset, certain grade is required and employee must stay in job or pay back tuition
    18. 18. Employee Benefits
    19. 19. Employee Benefits Objectives and Considerations: • Employee recruitment • Employee retention • Who’s eligible and when – Length of service – Employee classification • Does organization pay all/part of premiums • Dependent coverage
    20. 20. Employee Benefits What do you offer?  Vacation leave  Sick leave  Paid Time Off  Long-term, short-term disability  Medical, dental, vision insurance  Life insurance  Retirement plan  Survey  Other • Credit union membership • Discount club membership • Tuition assistance
    21. 21. Vacation, Sick Leave, and Paid Time Off  Vacation leave Must have written policy or will have to pay employee for all accumulated leave Should address how and when vacation can be taken Can increase based on seniority  Sick leave Many employees take when not sick Typically not paid out  Paid Time Off Combines sick and vacation leave
    22. 22. Employee Benefits REMEMBER: COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) requires: Notification of entitlement to continue participating in group health and/or dental plan… A sample COBRA Notification Letter is located on FORMS Pages 16-19
    23. 23. Employee Performance Evaluation • Written Evaluations – Nonprofits have an obligation to employees to a regular (at least annually) written evaluation. • Ideally, nonprofit managers are providing more regular feedback for employees and praising excellent work or providing suggestions for improvement, as needed.
    24. 24. Employee Performance Evaluation Reinforce accountability & stewardship by assuring organization spends resources well, makes progress towards achieving mission, and provides quality services.
    25. 25. Evaluation Recommendations     System in place for regular written evaluation of employees by their respective supervisor Most organizations use a combination of a subjective and objective system Board evaluates executive director on an annual basis, at a minimum May have a three or six month evaluation at the end of the probationary or introductory period
    26. 26. Question?
    27. 27. THANK YOU!

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