Staff Handbook Pdf
Trine Gritz
This handbook contains policy and program information that defines the responsibilities of staff members and the University's commitments to staff. Review the Staff Handbook for complete staff employment policies and procedures.
Upon hire, staff members (including Postdoctoral Fellows, Research Associates, and Faculty Librarians) are required to attest that they have received the Staff Handbook. This confirmation of receipt will be retained by the University. Complete the process in myHR
This staff handbook is here to help you become familiar with working at Eastern Kentucky University. As an EKU employee, you are responsible for staying up to date with the policies, procedures, and practices that govern and affect your employment.
This handbook is not an employment contract, but rather a summary of University policies, procedures, and information that will be of practical use to employees. For a complete list of policies, please go to policies.eku.edu. Policies are subject to change.
1. Leverage Modern Technology and Digital Accessibility: In today's digital age, it is critical to highlight the importance of making your employee handbook accessible online and via mobile devices. In addition to this improving the employee experience, it also makes it easier for HR managers to update and distribute the handbook efficiently. Using technology to create interactive and engaging digital handbooks that include multimedia elements such as videos, infographics, and search functionalities will help keep the content engaging and move business operations to paperless.
2. Include COVID-19 Policies and Remote Work Guidelines: Given the recent global events and the rise of remote work, it's essential to add a section on COVID-19 policies and remote work guidelines to your employee handbook. Covering these topics help employees understand the company's response to the pandemic, safety measures, and remote work expectations.
3. Address Diversity, Equity, and Inclusion (DEI) Initiatives: It is absolutely necessary to dedicate a significant portion of your employee handbook to diversity, equity, and inclusion in order to showcase your company's commitment to fostering an inclusive workplace. In the template, highlight your organization's policies and initiatives related to DEI, including training programs, anti-discrimination policies, and reporting mechanisms. Promoting a diverse and inclusive workplace for not only legal compliance but also for the positive impact it has on employee morale, productivity, and innovation.
There is no law requiring you to have an employee handbook. However, many federal and state laws require employers to inform employees of their rights in the workplace. Your staff handbook is one of the best ways to deliver this information to your employees.
[blockquote full-width="true"]While they can serve as inspiration, your own employee handbook needs to reflect the characteristics of your company, including personality, norms, and legal requirements.[/blockquote]
Keep in mind, though, that examples are just that. While they can serve as inspiration, your own employee handbook needs to reflect the characteristics of your company, including personality, norms, and legal requirements.
The 7 examples we provided above give some insight into how to create an attractive handbook that employees will want to read. But in the end, it's vital to tailor your employee handbook to your own business requirements.
Whether you are a new hire or a former employee returning to Kenyon College, you may feel a little strange in your new surroundings. This is a normal feeling and is expected. Your fellow employees, especially your supervisor, want to help you get off to a good start. Feel free to ask them for help concerning anything you don't understand.
One of the first things you should do is carefully read this handbook. It is designed to answer many of your questions about the practices and policies of Kenyon College, what you can expect from Kenyon College, and what Kenyon College expects from you.
The Faculty and Staff Handbook is published to give current, new and prospective staff members a convenient guide to useful information about the University and its policies, the use of various services, and staff duties and responsibilities. It is, however, only a guide. The official policies and procedures of the University will govern the topics addressed.
The information contained in this handbook is subject to change as a result of action by federal and/or state governments, the trustees of Purdue University and the administration of Purdue University. Questions concerning the contents of this handbook should be directed to the appropriate University department or official.
As an employee, you are expected to familiarize yourself with and comply with the policies and procedures. You should be aware that the Handbook is provided for guidance and informational purposes only. While the Employee Handbook provides for much detail, it does not cover every extent of every circumstance. Violation of College policy may result in disciplinary action. Questions regarding the information in the Handbook should be directed to the Human Resources staff at x3837.
The Handbook is not an employment contract, express or implied, and does not guarantee employment of any duration at the College. The policies and procedures contained in the Handbook may be changed or amended at any time and the online version will be the most current version available. It is your responsibility to confirm the status of policies or other information provided.
All employees of the College, except for certain faculty, are "employees at will." This means that either the employee or the College may end employment at any time, with or without cause. No one has the right to alter the "at will" nature of an employee's employment, or enter into any agreement for employment for a specified period of time, unless expressly authorized in writing by the Board of Trustees of the College. The College reserves the right to exercise its sole discretion with respect to all aspects of employment including promotion, job assignment, pay and benefits.
This edition of the Staff Handbook of Dominican University (pdf) is the official statement of the policies of the University, governing the employment policies, procedures, rights, responsibilities and benefits for administrative and general staff members (herein referred to as "staff members") at Dominican University (the "University"). Staff members are defined as employees who hold positions other than, or in addition to, positions with faculty status. With respect to staff members who hold positions with faculty status, the terms of the Faculty Handbook control to the extent of any inconsistency with the Staff Handbook. Unless stated otherwise, all sections of this Handbook apply to all staff members employed by the University at all locations.
The contents of the Staff Handbook are reviewed by the Office of People and Culture and the Staff Employment Affairs Committee of the Staff Assembly on a regular basis. Policies governed by other departments may be reviewed by those departments as appropriate. Staff members will be notified of any recommended/approved changes that significantly alter the intent of any policies. All review and revision dates are noted for each policy and will be updated to show revision and document history.
The Arkansas State University System Staff handbook outlines policies and procedures for all system staff. Staff members are expected to read to read the handbook and be familiar with content. The handbook outlines ASU System policies and procedures; however, it is impossible to anticipate every employment situation that may arise.
The ASU System Staff handbook and individual campus faculty handbooks only summarize our policies. Handbooks do not constitute a contract for employment with Arkansas State University, either express or implied, and Arkansas State University reserves the right at any time to change, delete, or add to any of the provisions at its sole discretion without notice. Furthermore, the provisions of handbooks are designed by Arkansas State University to serve as guidelines rather than absolute rules. Exceptions may be made from time to time on the basis of particular circumstances. If at any time you have questions, please contact your supervisor or your Human Resources Department.
This handbook has been prepared to acquaint Support Staff employees with University policies, procedure, and practices. In some cases, a website address or link will be provided which contains more specific information on the topic.
However, not every policy or procedure of the University is contained in this handbook. Further, the policies mentioned in the handbook may be changed or terminated at any time by the University. The handbook does not imply contractual obligations to any group or individual.
No individual can change or make exceptions to the Support Staff Employee Handbook. Therefore, no one can rely on oral statements or direction that is inconsistent with the information contained therein. Additionally, the University reserves the right to alter, modify or terminate these or any policies at any time without notice.
This handbook is not an employee contract, but rather a summary of University policies and information that will be of practical use to employees. The complete policies can be found in the Auburn University Personnel Policies and Procedures Manual. Policies are subject to change.
This handbook is for informational purposes only. The provisions of this handbook do not constitute a contract, express or implied, between any staff or faculty member and Texas Christian University. The provisions of the handbook are subject to change without notice.
The Staff Handbook is designed for use by UNA staff employees, specifically. University policies that apply to both faculty and staff are contained in the Employee Policy Manual and Handbook. Please see the links below to each section, separately, and for a PDF version of the entire Staff Handbook.
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