Employee Relations Policies : Human Resources
Why is this policy necessary? This Policy is a Group standard that must be adhered to. The way we engage our employees across the Group is fundamental to. However, children may not visit the workplace if their presence conflicts with department policy, federal or state law. Employees may bring children to. Institution policies pertaining to Employee Relations.
This agreement shall include details of the following: The bargaining unit - definition of the common interest group.
Employee relations policy
Procedures - how negotiations, disputes, grievances, disciplinary matters etc. Recognition and procedural agreements between the University and the NEHAWUthe recognition agreement was revoked in and a new recognition agreement concluded in Recognition and procedural agreements between the University and the UCT Employees' Union were signed in and respectively.
Recognition and procedural agreements between the University and the Academics' Union were signed in Communication and consultation The University Council recognises the importance of open communication and joint consultation between management and staff. It therefore encourages the exchange of information, ideas and views about matters of mutual interest and concern through both formal and informal channels.
Informal systems The University Council encourages informal communication and consultation at all levels. Department and section heads are encouraged to develop appropriate arrangements to promote discussion of any matters of interest and concern at the workplace. Consultative committees Where a recognition agreement has been entered into, the administration will arrange regular consultative committee meetings between Human Resources Department staff and other key members of management and the union.
The role of the consultative committees is to provide a formal channel of communication between management and employee representative bodies. In particular, management will seek staff members' views prior to taking decisions affecting their interests. In the same way, staff members bring their issues of concern to the attention of management.
The University administration and employee representative bodies are free to initiate agenda items.
Employee relations policy | Human Resources
Grievance resolution The University Council considers it essential that, where a staff member or a group of staff members is dissatisfied for any reason arising from the work situation or employment relationship, this should be articulated and resolved as quickly as possible, at the lowest possible level. Grievance procedures for academic and PASS staff.
Discipline A staff member is required to maintain certain standards of conduct. Such disciplinary action is designed to be corrective and to improve conduct other than where dismissal is warranted and should be taken as soon as possible after the event.HR Basics: Employee Rights
In addition to the University of North Carolina policy on illegal drugs, UNC is required to adhere to all federal policies. As a condition of employment, any employee engaged under a federal grant or contract must notify UNC of any criminal drug conviction for a violation occurring in the workplace no later than five days after such conviction.
Employee Relations Policies | Office of Human Resources
It is extremely important that you are aware of the policies on illegal drugs and alcohol, which have been implemented by the federal government and by UNC's governing body, as well as being knowledgeable about the counseling and rehabilitation services available to you. Maintaining an alcohol and drug-free workplace will benefit us all. The university hopes that through our education and referral efforts we will be able to institute an effective means of dealing with the problem of substance abuse.
Employees who are experiencing problems with substance or alcohol abuse, either themselves or through their families, are encouraged to contact resources within the university or use other resources such as family physicians, county mental health centers, and Alcoholics or Narcotics Anonymous.
Service Award Program Policy To express its appreciation to its valued employees, the State has adopted a policy of recognizing continued dedicated service through a program of service awards. The program provides A management tool to recognize ongoing employee dedication and a means to reinforce, acknowledge and retain employee commitment during the first years with the State and at critical milestones. Award choices which reflect employees'' tastes, needs, and lifestyles. The Appalachian State University Service Awards Program recognizes employees' total State service in increments of five years throughout retirement.
For each five-year increment, the program offers a collection of other items as adopted by the program on a biannual basis from which eligible recipients may select. The value of the award increases in proportion to tenure.
Employee Relations & Open Door Policies
If an employee so appointed is in pay status for one-half or more of the regularly scheduled workdays and holidays in a pay period or is on authorized military leave or workers' compensation leave, credit shall be given for the entire pay period. Credit toward total State service shall also be given for the following: Employment with other governmental units which are not State agencies.
Authorized military leave from any of the governmental units for which service credit is granted provided the employee is reinstated within the time limits outlined in the State Military Leave policies.