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. 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
    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  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. 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
    12. 12. 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
    13. 13. Hiring and Firing Hiring: • Background checks and interviewing • Classify employee positions • Determine whether employee is exempt or nonexempt • Provide employee with job description
    14. 14. Hiring and Firing Firing: • Have a written policy • If provide for progressive discipline, make sure you preserve at will employment
    15. 15. Grievance Procedures  Cover violations of policy, unfair treatment with regard to wages, promotion, termination, working 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
    16. 16. 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
    17. 17. Employee Benefits
    18. 18. 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
    19. 19. 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
    20. 20. 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
    21. 21. 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
    22. 22. 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.
    23. 23. Employee Performance Evaluation Reinforce accountability & stewardship by assuring organization spends resources well, makes progress towards achieving mission, and provides quality services.
    24. 24. 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
    25. 25. Question?
    26. 26. THANK YOU!

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