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WEST UNIVERSITYKANSAS CITY CAMPUS
New Employee Handout Training
Presenter:Tina Brown
HR Training Specalisit
CONTENT
DIVERSITY WORKING ENVIRONMENT
EMPLOYMENT
WORKPLACE SAFETY
WORKPLACE EXPECTATIONS
BENEFITS
TIME OFF/LEAVES OF ABSENCE
COMPENSATION
DIVERSITY
Equal Employment Opportunity Statement
Anti-harassment Policy and Complaint Procedure
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
•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
Equal Employment Opportunity
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
Harassment/Sexual Harassment
EMPLOYMENT
Internal Transfers/Promotions Nepotism, Employment of Relatives and
Personal Relationships Progressive Discipline Separation of Employment
Employee Classification Categories
Background and Reference Checks
Internal Transfers/Promotions
7
EMPLOYEE CLASSIFICATIONS
A. RegularB. Full TimeC. Part TimeD. Probationary/ “Introductory”E. FLSA classifications
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
Personnel Policies
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
WORKPLACE SAFETY Drug and Alcohol Free Workplace
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
Contracts and Consultants
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
Conflict of Interest
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
Confidentiality
Hiring:
• Background checks and interviewing
• Classify employee positions
• Determine whether employee is exempt or nonexempt
• Provide employee with job description
Hiring and Firing
Firing:
• Have a written policy
• If provide for progressive discipline, make sure you preserve at will employment
Hiring and Firing
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
Grievance Procedures
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
Employee Growth and Development
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
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
Employee Benefits
Vacation leaveMust have written policy or will have to pay employee for all accumulated leaveShould address how and when vacation can be takenCan increase based on seniority
Sick leaveMany employees take when not sickTypically not paid out
Paid Time OffCombines sick and vacation leave
Vacation, Sick Leave, and Paid Time Off
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
Employee Benefits
• 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.
Employee Performance Evaluation
Reinforce accountability & stewardship by assuring organization spends resources well, makes progress towards achieving mission, and provides quality services.
Employee Performance Evaluation
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
Evaluation Recommendations
WEST UNIVERSITYKANSAS CITY CAMPUS
Question?
WEST UNIVERSITYKANSAS CITY CAMPUS
THANK YOU!