Sample Employee Handbook Policies: The Conflict of Interest Statement Writing an employee handbook is a challenge; use a sample employee handbook; or employee handbook templates. For example, provided below is a sample conflict of interest statement. Conflict of Interest Statement First, why is a conflict of interest statement necessary or desirable? Because there are times when an employee may find themselves in a potential conflict. For example, if your employee’s spouse or a family member works in the same industry that you operate in, they may share confidential information without realizing it.

One more step

Think of the student-professor relationship as a partnership with a common goal: Here are a few tips to keep your relationship with the instructor on track: Introduce yourself to your professor. The first day of class is sometimes as awkward for teachers as well as students. Be on time for your class, and give your professor your full attention.

Question Why are employers required to keep records of work-related injuries and illnesses? The OSH Act of requires the Secretary of Labor to produce regulations that require employers to keep records of occupational deaths, injuries, and illnesses.

Rationale[ edit ] There are numerous reasons to implement workplace wellness programs into the workplace. To begin, many Americans spend the majority of their time in the workplace. Additionally, the cost of healthcare is continually rising as result of chronic diseases in the US, workplace wellness programs can help abate this cost. Workplace wellness programs were once thought to also decrease overall cost of healthcare for participants and employers.

Unfortunately, workplace wellness programs have been shown not to prevent the major shared health risk factors specifically for CVD and stroke. While the stated goal of workplace wellness programs is to improve employee health, many US employers have turned to them to help alleviate the impact of enormous increases in health insurance premiums [8] experienced over the last decade. Some employers have also begun varying the amount paid by their employees for health insurance based on participation in these programs.

One of the reasons for the growth of healthcare costs to employers is the rise in obesity-related illnesses brought about by lack of physical activity, another is the effect of an ageing workforce and the associated increase in chronic health conditions driving higher health care utilization.

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Revisions and updated information concerning changes in policy will be available online through the MyPace Portal. Copies of the Employee Handbook are available online through the Human Resources website, the Human Resources department, and in campus libraries. Pace University provides to its undergraduates a powerful combination of knowledge in the professions, real-world experience, and a rigorous liberal arts curriculum, giving them the skills and habits of mind to realize their full potential.

We impart to our graduate students a deep knowledge of their discipline and connection to its community. This unique approach has been firmly rooted since our founding and is essential to preparing our graduates to be innovative thinkers who will make positive contributions to the world of the future.

Workplace spirituality or spirituality in the workplace is a movement that began in the early s. [dubious – discuss] It emerged as a grassroots movement with individuals seeking to live their faith and/or spiritual values in the ual or spirit-centered leadership is a topic of inquiry frequently associated with the workplace spirituality movement (Benefiel, ; Biberman.

July 04, Share this Do you currently have an employee dating policy in place at your business? If not, it may be a good time for you to consider implementing such a policy. After all, any romantic interactions between coworkers could potentially complicate your day-to-day operations. Workplace romances may be more common than you think. In fact, as First to Know reports, 39 percent of the more than 4, workers included in a CareerBuilder survey reported dating a coworker at least once, while 17 percent claimed to have dated coworkers at least twice throughout their careers.

The survey also reported that 30 percent of workplace romances resulted in marriage. This data suggests that it may be unrealistic to think that employee relationships are not a concern for your business. Here are some tips for crafting an effective employee dating policy for your small business: Establish Acceptable Standards of Behavior Imposing an outright ban on workplace relationships is somewhat unrealistic, and may even pose a risk to laws protecting lawful, off duty conduct.

But you can develop a policy that reinforces acceptable, professional types of behavior.

Student Handbook

Put everything back in its place. Take toys, activities, equipment, and so on from “a to z. Each job has a tool; each tool has its own job. Replace what is used up.

Christian Brothers University offers its employees a generous benefits package. Employees also enjoy free parking privileges, free admittance to regular-season CBU athletic events, free use of the campus swimming pool, discounts at the CBU Bookstore, and discount plans for campus dining.

I recently tried to get promoted to a managerial position but I was denied because I would be supervising my husband. So I tried applying to a different company but they wouldn’t hire me because my husband works for the competitor. Can they do this? Can my employer fire me for what I do on my own time, outside of work?

The answer to this seemingly simple question is: It depends on the activity involved, and whether that activity has any legal protection under your state’s laws. Generally speaking, if there is no law specifically protecting you from being fired for the activity under consideration, and if you are not a union or governmental employee with special protection against being fired without a reason, then you are employed at will.

Employment-at-will means that both the employer and the employee can end the employment relationship at any time without notice or reason. This means the employer has the right to terminate your employment at any time, for any reason, for no reason at all, or for a bad reason, so long as the reason is not illegal–even if your performance has been outstanding. For more information, see our site’s at-will employment page. So if the reason for your termination is not illegal under the laws of your state, then yes, your employer can fire you for what you do on your own time, outside of work.

Some states New York, California, Colorado, North Dakota have passed laws which prohibit discrimination against an employee for participation in legal activities outside work hours. However, whether blogging falls under the list of protected activities has yielded varying results in case law. My company has announced that it is going to fire anyone who is a smoker, after strictly enforcing an anti-smoking policy at work for several years.

Au Pair Handbook, Core Family Values & Rules

Revisions and updated information concerning changes in policy will be available online through the MyPace Portal. Copies of the Employee Handbook are available online through the Human Resources website, the Human Resources department, and in campus libraries. Pace University provides to its undergraduates a powerful combination of knowledge in the professions, real-world experience, and a rigorous liberal arts curriculum, giving them the skills and habits of mind to realize their full potential.

1. HANDBOOK INTRODUCTION. The employee handbook provides a ready reference for new and experienced State of Nevada employees when questions arise relating to the terms and conditions of .

You likely only included basic starter polices — code of conduct, anti-discrimination efforts and termination procedures. To better protect your employees and business, it may be time to add a few new policies. Here are five optional, but relevant, HR policies you should consider adding to the next version of your employee handbook. It can help managers maintain a consistent approach to the issue, which will reduce any negative repercussions or problems going forward.

When creating a dress code policy: If relevant to the job, consider including expectations regarding hygiene, grooming, tattoos and piercings. In some cases, religious accommodations may be made with consideration to both personal and company expectations. Employee dating policy While you want to encourage a friendly, comfortable atmosphere, an employee dating policy can help your company avoid distractions and office conflicts.

Therefore, a formal policy can help them initiate the conversation and handle it properly. The purpose of the policy is to avoid misunderstandings, conflicts of interest, complaints of favoritism, negative employee morale and potential claims of sexual harassment. Common stipulations that companies include in an employee dating policy are: A well-written flexible work arrangement policy should define the following: A request and review process — Create a set of procedures regarding how proposed flexible work arrangements gain approval, including steps for employees and supervisors to follow.

Employee Handbook Template (MS Word/Excel)

Participation in the EEO process The following issues can arise under any of the bases: The EEO statutes prohibit a member of a protected class from discriminating against another member of the same protected class. For example, Title VII prohibits a male supervisor from sexually harassing his male subordinates on the basis of sex.

The EEO statutes prohibit discrimination against a subclass of a particular protected group. For example, an employer cannot refuse to hire women with preschool age children if it hires men with preschool age children. For example, Title VII prohibits discrimination against African-American males even if an employer does not discriminate against white males or African-American females.

2 PREFACE The state of Indiana Employee Handbook is provided only as a resource summarizing the personnel policies and procedures for the employment relationship between the state and its employees.

A partnership between the mail handlers union and management designed to improve quality of working life for all employees. I applied and was selected to fill what was described as an independent detail for a flexible around the clock mail handler to represent the craft employees. The other partner position was for a supervisor who represented the management side of the house.

I was very excited about the challenge and saw it as a great opportunity to bring a multicultural setting of people together and make a quality difference in an industrial surrounding. We immediately started out by getting organized clearing out the mush-in-the-room, reviewing, destroying and reorganizing the office to immediately boost our image of the place we called our safe haven off the workroom floor. Our intent was to pull out the duster and give this program a five star shine.

Through work orders we improved the lighting, decorated the walls, and requested routine custodial maintenance in the room to prove to all employees that we really believe we do get one chance to make a first impression.

HR Daily Advisor Compliance Corner – Subordinate Dating Policy

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