EmployEE Handbook - Marymount University

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1. Salary Basis Requirement To qualify for exemption, employees generally must be paid not less than $455 per week on a salary basis. These salary requirements do not apply to outside sales employees, faculty, and employees practicing law or medicine. Being paid on a “salary basis” means an employee regularly receives a predetermined amount of compensation each pay period on a weekly, or less frequent, basis. The predetermined amount cannot be reduced because of variations in the quality or quantity of the employee’s work. Subject to exceptions listed below, an exempt employee must receive the full salary for any workweek in which the employee performs any work, regardless of the number of days or hours worked. Exempt employees do not need to be paid for any workweek in which they perform no work. If the employer makes deductions from an employee’s predetermined salary, i.e., because of the operating requirements of the business, that employee is not paid on a “salary basis.” If the employee is ready, willing and able to work, deductions may not be made for time when work is not available. 2. Circumstances in Which the Employer May Make Deductions from Pay Deductions from pay are permissible when an exempt employee: • is absent from work for one or more full days for personal reasons other than sickness or disability; • for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; • to offset amounts employees receive as jury or witness fees, or for military pay; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions (see MU policy regarding Progressive Discipline). An employer is not required to pay the full salary in the initial or terminal week of employment; for penalties imposed in good faith for infractions of safety rules of major significance, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. In these circumstances, either partial day or full day deductions may be made. 3. University Policy It is our policy to comply with the salary basis requirements of the FLSA. Therefore, we prohibit all managers or supervisors from making any improper deductions from the salaries of exempt employees. We want employees to be aware of this policy and that the University does not allow deductions that violate the FLSA. 4. What To Do If An Improper Deduction Occurs If you believe that an improper deduction has been made to your salary, you should 8
immediately report this information to your direct supervisor or to the Payroll Department. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made. Internal Position Announcements All open positions at a minimum must be posted internally and in accordance with established recruiting procedures for a period of at least five business days. The purpose of the posting is to give current employees an opportunity to consider submitting an application for the position. All internal and external positions are posted on the Marymount jobsite at www.marymountjobs.com. Refer-A-Saint Marymount welcomes the referring of qualified external individuals for employment. Participation is open to all regular, full-time and part-time staff and faculty employees with the exception of employees, managers, or search committee members who have responsibility for any part of the hiring process as well as other exceptions noted below. To be eligible, the current Marymount employee must complete a Refer-A-Saint Employee Referral Form and return it to the Human Resource Services Office prior to an interview being scheduled. The person being referred must still follow the recruiting procedures. This includes the completion of the Marymount employment application and interview process. If the referred person is hired, the referring employee is awarded $100.00 following the newly referred employee’s start date with the University. If more than one employee refers the same qualified candidate, the award will be divided equally. A grand prize drawing will be held at the end of each calendar year. Each employee that made a successful referral for that calendar year will be included in the drawing. The winner will receive a $250.00 payment. The following individuals will not be considered for referral awards: a) Candidates received from other sources (i.e. recruitment advertising, employment agency, etc.) b) Co-op students, student workers, summer interns and temporary employees. c) Current or previous Marymount employees. d) Consultants, subcontractors, or individuals on a contract employment status currently or previously on assignment with Marymount. More information and the Refer-A-Saint Form are located on the HR website at www.marymount.edu/hr. 9
Page 1 and 2: Marymount University Employee Handb
Page 3 and 4: Table of Contents Welcome Universit
Page 5 and 6: Standards of Conduct In their actio
Page 7 and 8: Free shuttle service to and from th
Page 9: 1. Administrator (Executive) 2. Fac
Page 13 and 14: An employee who has been subject to
Page 15 and 16: Progressive Discipline All employee
Page 17 and 18: from the HR website) within five (5
Page 19 and 20: 2. Any time prior to his/her last d
Page 21 and 22: 1. No staff employee separating fro
Page 23 and 24: Time Records and Payday Guidelines
Page 25 and 26: 4. Any employee seeking accommodati
Page 27 and 28: Sexual Harassment is a form of sex
Page 29 and 30: Early reporting and intervention ha
Page 31 and 32: employee’s role in the protection
Page 33 and 34: performance; and strained work rela
Page 35 and 36: Avoid unstable structures; smoke; e
Page 37 and 38: III. Procedures a) Non-emergency si
Page 39 and 40: An unreported absence by an employe
Page 41 and 42: employment. Employees may not devel
Page 43 and 44: Enforcement Violations of this Comp
Page 46 and 47: In addition to salary, Marymount of
Page 48 and 49: Group Short Term Disability Insuran
Page 50 and 51: take a maximum of eighteen (18) cre
Page 52 and 53: Holiday Leave Leave Policies All re
Page 54 and 55: for benefits. Sick leave is accrued
Page 56 and 57: Jury or Witness Duty Required time

EmployEE Handbook - Marymount University

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