StFX Employee Handbook (Non-Union)

More documents

Recommendations

Info

(b)No compensation shall be granted for the total period of stand-by if the Employee isunable to report for duty when required.Call Back(a)(b)When an Employee is called back and reports for work after leaving their place of workfor the day, and such recall has not been scheduled prior to leaving work, theEmployee shall be compensated a minimum of four (4) hours pay at his/her straighttime rate for the period worked or the applicable overtime for the hours worked,whichever is greater.When an Employee is called at home by the Employer, outside their scheduled workinghours, and is required to perform a service for the University from home, they will bepaid at the applicable overtime rate for the hours required to perform the work, for aminimum of thirty (30) minutes at the applicable overtime rate.Employees may occasionally be requested to work when the University is closed. All Employeesrequired to work on days when the University is closed will be compensated at the rate of time andone-half (1 ½) the normal hourly rate for all hours worked.All management is exempt from the above Stand-By and Call Back regulations.Attendance, Lateness, AbsenteeismAll employees are responsible to:a) Be at work on time unless for reasonable and unavoidable causes;b) Notify his or her supervisor as far in advance as possible of any intended absence from workand to provide such reasonable medical documentation as is required to support the absenceand/or fitness to return to work.d) Attend to personal affairs and obligations outside of working hours.Significant AbsenteeismIt is the responsibility of supervisors to monitor absence rates. Supervisors must bring to theattention of the HR Department any employee whose absenteeism rate is significantly higher thanthe norm, including any employee who is absent for any reason for a total of 30 days or more, notnecessarily consecutive, in any 12 month period, or who is absent for any reason at a frequency often (10) or more times in any 12 month period.Upon notice of an employee’s significant absenteeism, the Human Resources Department shalldetermine the appropriate means of ensuring that the employee returns to a more satisfactoryattendance rate. In consultation with the employee and his or her manager or supervisor, HR shalldetermine the cause(s) of the employee’s absenteeism, and, as appropriate to the circumstances:inquire whether the University can provide assistance (e.g., counselling or otheraccommodation);counsel the employee with regard to the University’s attendance expectations;inform the employee that he or she is required to take all reasonable measures toimprove his or her attendance, that his or her attendance will continue to be monitoredand that a review will be conducted at a future specified date;inform the employee that in the absence of improvement his or her employment may beterminated.Updated March 2011 - 12 of 31
LatenessThe employee will be provided with a letter confirming the points discussed, as set out above.The employee’s supervisor or manager, in consultation with HR, will continue to monitor theemployee’s attendance for so long as is deemed necessary to confirm that the employee’sattendance rate has returned to a satisfactory level.In the event that the employee’s attendance record continues to be unsatisfactory, further action,including as appropriate discipline and possible termination in accordance with the University’sDiscipline and Termination Policy, will be taken by the employee’s supervisor or manager inconsultation with HR.Unexcused lateness compromises the performance of the employee and the operations of the University,and is cause for discipline. It is the responsibility of supervisors and managers to monitor lateness and todetermine whether there is a reasonable excuse. Human Resources will be notified regarding anyemployee who has developed a pattern of unexcused lateness.Excusable lateness or absenteeismOccasional lateness or absenteeism may be excused if caused or necessitated by illness or by anunforeseeable domestic contingency, or by some unforeseeable emergency that affects the employeeand/or his or her immediate family, and other similar occurrences beyond the reasonable control orforeseeability of the employee.Deduction of pay for unexcused lateness or absenceDiscipline for unexcused lateness or unauthorized absence includes but is not limited to deduction of pay,in addition to any other disciplinary action which may be warranted.SicknessSee guidelines for Sick Leave under the Leaves section of this handbook.Personal AppearanceEmployees are expected to be respectful of the values and standards of all members of the Universitycommunity. Employees are expected to dress in a manner consistent with the nature of their positions andto observe good habits of grooming and personal hygiene at all times.An employee who is inappropriately dressed, or whose personal appearance or behaviour is unsuitable forthat employee’s position may be sent home, and will be required to return to work in an acceptable stateof appearance. This time away will be considered personal time off.Standards of Conduct:All employees are required to preserve and enhance the University’s image and reputation of integrity,credibility and honesty. The Standards of Conduct and Conflicts of Interest Policy (HR Policy #101) isattached as an Appendix and also available on the HR Department website.http://www.stfx.ca/administration/hr/policies.htmUpdated March 2011 - 13 of 31
Page 1 and 2: Employee Handbook(Non-Union)January
Page 3 and 4: Retirement Age: ...................
Page 5 and 6: INTRODUCTIONThis Handbook is a work
Page 7 and 8: ORIENTATIONPurposeThe primary purpo
Page 9 and 10: TerminationIf at any time, a probat
Page 11: Overtime, Stand-by and Call-backOve
Page 15 and 16: Personal information about employee
Page 17 and 18: Fifteen Week Waiting Period: The Un
Page 19 and 20: Abuseprescribed treatment plan. The
Page 21 and 22: Pregnancy, Parental and Adoptive Le
Page 23 and 24: (e)(f)(g)(h)(i)(j)(k)(l)Notwithstan
Page 25 and 26: employee not return to the Universi
Page 27 and 28: TUITION CREDITSTuition Credit - Chi
Page 29 and 30: Time Limits:If time limits, includi
Page 31: Employee ObligationsAll University

StFX Employee Handbook (Non-Union)

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?