072.1 Electronic Messaging |
| Created by: Pat Teague on 2/5/1999 |
| Category: 0 - General Administration; 70 - Computer Services, |
| Originator: President |
| Current File: 072.1 |
| Adoption Date: 11/2/1998 |
| Reviewed for Currency: 11/2/1998 |
| Replaces File: 072.1 |
| Date of Origin: 3/23/1994 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
072.1 Electronic Messaging |
A. Background Furman University owns and maintains for students, faculty and staff electronic messaging systems for their usage. This policy seeks to give guidance and outline appropriate expectations and usage inside and outside the university community. |
B. Policy Electronic messaging is provided to students, faculty and staff as a tool that facilitates valid educational and administrative purposes. Standards of conduct for electronic messaging conform to those standards of conduct outlined in the Helmsman, the Faculty Handbook, and the Policies and Procedures Manual. |
C. Guidelines 1. Electronic mail messages or postings must meet the same standards for distribution or display as any other campus communication. Users are free to publish their opinions, but sources of such opinions must be clearly and accurately identified. 2. Users should be aware that no system has yet been devised that cannot be compromised so users should never assume that electronic mail messages will be private and confidential. System administrators may, from time to time, find it technically necessary to look at any data files in any electronic mail account in order to maintain system functionality. Any information obtained will be held in absolute confidentiality unless evidence is discovered indicating activity prohibited in this policy, the Helmsman, the Faculty Handbook, or the Policies and Procedures Manual. Therefore, users not wanting certain information viewed by others should not store such information in their electronic mail account nor in the electronic messaging system. 3. Persons violating university guidelines and policies concerning the appropriate use of electronic mail services at Furman will be disciplined by the normal and appropriate university oversight body (i.e., University Disciplinary Committee, faculty committee, or administrative officer). Penalties may include but are not limited to verbal or written warning, disciplinary probation, temporary access denial, permanent access revocation, disciplinary suspension, or dismissal. 4. The Director of Computing and Information Services or the Network Systems Manager may, at their own discretion, and without notice, temporarily disable any account which is believed to be the source of mail messages or postings which are disrupting normal operation of the university's electronic messaging system. 5. There are several activities that are expressly prohibited as inappropriate use of electronic messaging at Furman:
6. The Director of Computing and Information Services or the Network System Manager may, at the request of the President, the Director of Personnel, or the Director of Public Safety, assist in the investigation of activities involving prohibited activities by examining the contents of electronic messages stored in or passing through any electronic messaging system owned by or under the control of the university for any purpose at any time. ........................... |
072.1 Electronic Messaging |
| Created by: Dana Trebing on 2/23/2005 |
| Category: 0 - General Administration; 70 - Computer Services, |
| Originator: President |
| Current File: 072.1 |
| Adoption Date: 2/23/2005 |
| Reviewed for Currency: 2/23/2005 |
| Replaces File: 072.1 |
| Date of Origin: 3/23/1994 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
072.1 Electronic Messaging |
A. Background Furman University owns and maintains for students, faculty and staff electronic messaging systems for their usage. This policy seeks to give guidance and outline appropriate expectations and usage inside and outside the university community. |
B. Policy Electronic messaging is provided to students, faculty and staff as a tool that facilitates valid educational and administrative purposes. Standards of conduct for electronic messaging conform to those standards of conduct outlined in the Helmsman, the Faculty Handbook, and the Policies and Procedures Manual. |
C. Guidelines 1. Electronic mail messages or postings must meet the same standards for distribution or display as any other campus communication. Users are free to publish their opinions, but sources of such opinions must be clearly and accurately identified. 2. Users should be aware that no system has yet been devised that cannot be compromised so users should never assume that electronic mail messages will be private and confidential. System administrators may, from time to time, find it technically necessary to look at any data files in any electronic mail account in order to maintain system functionality. Any information obtained will be held in absolute confidentiality unless evidence is discovered indicating activity prohibited in this policy, the Helmsman, the Faculty Handbook, or the Policies and Procedures Manual. Therefore, users not wanting certain information viewed by others should not store such information in their electronic mail account nor in the electronic messaging system. 3. Persons violating university guidelines and policies concerning the appropriate use of electronic mail services at Furman will be disciplined by the normal and appropriate university oversight body (i.e., University Disciplinary Committee, faculty committee, or administrative officer). Penalties may include but are not limited to verbal or written warning, disciplinary probation, temporary access denial, permanent access revocation, disciplinary suspension, or dismissal. 4. The Director of Computing and Information Services or the Network Systems Manager may, at their own discretion, and without notice, temporarily disable any account which is believed to be the source of mail messages or postings which are disrupting normal operation of the university's electronic messaging system. 5. There are several activities that are expressly prohibited as inappropriate use of electronic messaging at Furman:
6. The Director of Computing and Information Services or the Network System Manager may, at the request of the President, the Director of Human Resources, or the Director of Public Safety, assist in the investigation of activities involving prohibited activities by examining the contents of electronic messages stored in or passing through any electronic messaging system owned by or under the control of the university for any purpose at any time. ........................... |
072.1 Electronic Messaging |
| Created by: Stephanie Ferguson on 9/29/2005 |
| Category: 0 - General Administration; 70 - Computer Services, |
| Originator: President |
| Current File: 072.1 |
| Adoption Date: 9/19/2005 |
| Reviewed for Currency: 9/19/2005 |
| Replaces File: 072.1 |
| Date of Origin: 3/23/1994 |
| Classification: Faculty; Personnel |
| In Archive? No |
072.1 Electronic Messaging |
A. Background |
B. Policy These resources are provided to facilitate valid educational and administrative activities. Standards of conduct for electronic messaging conform to those standards of conduct outlined in the Helmsman, the Faculty Handbook, and the Policies and Procedures Manual. |
C. Guidelines 1. Electronic mail messages or postings must meet the same standards for distribution or display as any other campus communication. Users are free to publish their opinions, but sources of such opinions must be clearly and accurately identified. 2. Users should be aware that no system has yet been devised that cannot be compromised. Users should never assume that electronic mail messages will be private and confidential. System administrators may, from time to time, find it technically necessary to look at any data files in any electronic mail account in order to maintain system functionality. Any information obtained will be held in absolute confidentiality unless evidence is discovered indicating activity prohibited in this policy, the Helmsman, the Faculty Handbook, or the Policies and Procedures Manual. Therefore, users not wanting certain information viewed by others should not store such information in their electronic mail account nor in the electronic messaging system. 3. Persons violating university guidelines and policies concerning the appropriate use of 4. The Chief Information Officer of Computing and Information Services or the Director of Systems and Technology may, at their own discretion, and without notice, temporarily disable any account which is believed to be the source of mail messages or postings which are disrupting normal operation of the universitys information technology resources. 5. There are several activities that are expressly prohibited as inappropriate use of information technology resources at Furman: Activities involving unprofessional, harassing, discriminatory, illegal and/or unethical behavior; Electronic messaging used for commercial gain or personal profit without written permission by the appropriate vice president and approval by the Chief Information Officer of Computing and Information Services; Forgery of messages; Hacking or otherwise breaking into someones files or stealing their password; Downloading of copyrighted materials without proper consent; Providing unauthorized access to copyrighted materials; Origination or forwarding of chain letters defined as a letter sent to several persons with a request that each send copies to several persons with the same, or similar request; and any activity that significantly prevents or inhibits the conduct of university academic or administrative work. 6. The Chief Information Officer of Computing and Information Services or the Director of Systems and Technology may, at the request of the President, the Director of Personnel, or the Director of Public Safety, or as required by law, assist in the investigation of activities involving prohibited activities by examining the contents of electronic messages stored in or passing through any electronic messaging system owned by or under the control of the university for any purpose at any time. ........................... |
094.1 Harassment |
| Created by: Dana Trebing on 2/24/2005 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: Assistant Vice President of Human Resources |
| Current File: 094.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 094.1 |
| Date of Origin: 2/14/2000 |
| Classification: Faculty; Personnel |
| In Archive? No |
094.1 Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including any form of harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes harassment by any administrator, faculty member, staff member, or student. Conduct that constitutes sexual harassment is covered in File 095.1. Any other form of harassment is covered by this policy. |
C. Guidelines 1. Harassment is defined as unwelcome behavior which verbally or in a threatening manner torments, badgers, heckles or persecutes an individual where: (a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (b) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (c) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Harassment does not refer to behavior acceptable to both parties or to the normal exchange of ideas within the academic environment, nor is it intended to discourage the introduction of unpopular or controversial relevant ideas in the classroom (See File 122.1, Professional Ethics and Responsibilities, and File 137.8, Individual Rights and Responsibilities). All persons who commit acts of harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case-by-case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe that they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer or Assistant Vice President of Human Resources. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Assistant Vice President of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Life for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Life. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Assistant Vice President of Human Resources and the Vice President for Student Life for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior to the Vice President for Student Life for adjudication under the campus code of student conduct. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students - see 3 above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Assistant Vice President of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Provost for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Provost. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Assistant Vice President of Human Resources and, if desired to the immediate supervisor/department chair of the accused person or the Provost for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal or informal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/ follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty or employee grievance procedures (File 153.1 or File 833.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
094.1 Harassment |
| Created by: Dana Trebing on 2/24/2005 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: Director of Human Resources |
| Current File: 094.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 094.1 |
| Date of Origin: 2/14/2000 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
094.1 Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including any form of harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes harassment by any administrator, faculty member, staff member, or student. Conduct that constitutes sexual harassment is covered in File 095.1. Any other form of harassment is covered by this policy. |
C. Guidelines 1. Harassment is defined as unwelcome behavior which verbally or in a threatening manner torments, badgers, heckles or persecutes an individual where: (a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (b) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (c) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Harassment does not refer to behavior acceptable to both parties or to the normal exchange of ideas within the academic environment, nor is it intended to discourage the introduction of unpopular or controversial relevant ideas in the classroom (See File 122.1, Professional Ethics and Responsibilities, and File 137.8, Individual Rights and Responsibilities). All persons who commit acts of harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case by case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe that they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer or Director of Human Resources. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and the Vice President for Student Services for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior to the Vice President for Student Services for adjudication under the campus code of student conduct. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students - see 3 above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and, if desired to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal or informal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/ follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty or employee grievance procedures (File 153.1 or File 833.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
094.1 Harassment |
| Created by: Pat Teague on 2/15/2000 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: Director of Personnel |
| Current File: 094.1 |
| Adoption Date: 2/14/2000 |
| Reviewed for Currency: 2/14/2000 |
| Replaces File: |
| Date of Origin: 2/14/2000 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
094.1 Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including any form of harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes harassment by any administrator, faculty member, staff member, or student. Conduct that constitutes sexual harassment is covered in File 095.1. Any other form of harassment is covered by this policy. |
C. Guidelines 1. Harassment is defined as unwelcome behavior which verbally or in a threatening manner torments, badgers, heckles or persecutes an individual where: (a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (b) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (c) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Harassment does not refer to behavior acceptable to both parties or to the normal exchange of ideas within the academic environment, nor is it intended to discourage the introduction of unpopular or controversial relevant ideas in the classroom (See File 122.1, Professional Ethics and Responsibilities, and File 137.8, Individual Rights and Responsibilities). All persons who commit acts of harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case by case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe that they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer or Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and the Vice President for Student Services for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior to the Vice President for Student Services for adjudication under the campus code of student conduct. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students - see 3 above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and, if desired to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal or informal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/ follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty or employee grievance procedures (File 153.1 or File 833.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harassment |
| Created by: Pat Teague on 2/15/2000 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 2/14/2000 |
| Reviewed for Currency: 2/14/2000 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case-by-case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and the Vice President for Student Services for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students, see 3. above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and, if desired, to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the Employee Grievance and Appeals Policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty grievance procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harrassment |
| Created by: Pat Teague on 10/28/1999 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 11/19/1998 |
| Reviewed for Currency: 11/18/1998 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harrassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Anyone who willfully makes accusations that are proven to be false will be subject to appropriate disciplinary action consistent with current university policies and procedures. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures, with the exception of those matters relating to the time limitations imposed on reporting any initial complaints. Faculty/staff members who believe they have been harassed should:
Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty grievance procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harassment |
| Created by: Pat Teague on 2/5/1999 |
| Category: 8 - Human Resources; 50 - Health/Safety, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 11/19/1998 |
| Reviewed for Currency: 11/18/1998 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Anyone who willfully makes accusations that are proven to be false will be subject to appropriate disciplinary action consistent with current university policies and procedures. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures, with the exception of those matters relating to the time limitations imposed on reporting any initial complaints. Faculty/staff members who believe they have been harassed should:
........................... |
095.1 Sexual Harassment |
| Created by: Dana Trebing on 2/24/2005 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? No |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case-by-case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedure (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer or Assistant Vice President of Human Resources. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Assistant Vice President of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Life for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Life. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Assistant Vice President of Human Resources and the Vice President for Student Life for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students--see 3 above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Assistant Vice President of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Provost for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Provost. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Assistant Vice President of Human Resources and, if desired, to the immediate supervisor/department chair of the accused person or the Provost for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the Employee Grievance and Appeals Policy (File 833.1) or Faculty Grievance Procedure (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the Faculty Grievance Procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harassment |
| Created by: Dana Trebing on 2/24/2005 |
| Category: 8 - Human Resources; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case-by-case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Human Resources. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and the Vice President for Student Services for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students, see 3. above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and, if desired, to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the Employee Grievance and Appeals Policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty grievance procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
841.1 Position Classification System--Support Personnel |
| Created by: Pat Teague on 3/21/2002 |
| Category: 8 - Human Resources; 40 - Employment, |
| Originator: Director of Personnel |
| Current File: 10/14/81 |
| Adoption Date: 10/14/1981 |
| Reviewed for Currency: 3/21/2002 |
| Replaces File: 841.1 |
| Date of Origin: 5/30/1978 |
| Classification: Personnel |
| In Archive? Yes |
841.1 Position Classification System--Support Personnel |
A. Background Furman University wishes to insure that the compensation practices for support personnel are equitable and are based on the requirements expected for each position. |
B. Policy Furman University will maintain a position classification system to insure that the relative worth of each position is established in terms of various factors of each job. |
C. Guidelines 1. Each position is evaluated as to the relative complexity of duties, accuracy required, physical application required, physical application required, conditions under which the job will be performed, the latitude the incumbent will have in performing the job, the extent to which the incumbent will supervise the work of others, the education and experience normally required, and the extent and level of contacts with others. Based on the summation of the relative weights of each of these factors, each position is then grouped with others of similar total weight in a specific grade. 2. Each grade has a minimum and maximum wage/salary rate that is established to be competitive in the normal recruitment area for the positions included in the grade. 3. Each employee should be compensated within the rate range established for the position. ........................... |
148.4 Retirement Plan |
| Created by: Pat Teague on 8/23/2001 |
| Category: 1 - Academic Affairs; 40 - Benefits, |
| Originator: Director of Personnel |
| Current File: 148.4 |
| Adoption Date: 8/23/2001 |
| Reviewed for Currency: 8/23/2001 |
| Replaces File: 148.4 |
| Date of Origin: 11/12/1979 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
148.4 Retirement Plan |
A. Background On April 1, 1941, the Board of Trustees of Furman University established a retirement plan. The retirement plan covers all eligible faculty and staff. |
B. Policy Furman University contributes to the purchase of individual annuities or accounts issued by Teachers Insurance and Annuity Association (TIAA), College Retirement Equities Fund (CREF), the Variable Annuity Life Insurance Company (VALIC), and/or Fidelity Investments. |
C. Guidelines 1. All faculty and staff who are considered full-time participate in the plan after two (2) years of service to the university and attainment of age 21. Newly appointed faculty or staff who own vested, fully funded, non-cashable individual retirement annuity contracts under the terms of an institutional retirement plan of a previous employer, may begin participation on the first day of the month following employment at the university. 2. For newly appointed faculty and staff, credit toward the service requirement may be given for work at another non-profit institution provided the service was professional and in the same or related field as the position accepted at Furman. However, a waiting period of at least one (1) year is required except in those cases in which the new employee owns a fully vested, fully funded non-cashable individual retirement annuity contract under the terms of an institutional retirement plan of a previous employer. 3. University contributions to the retirement plan are made on a monthly basis according to the following schedule, up to the maximum allowed by the plan. 7.5 percent of salary starting with the third year of service and 12.5 percent of salary starting with the eighth year of service. 4. University contributions will continue until the effective date of the individual's retirement from the university. The employee may continue to contribute to the retirement plan on his or her own to take advantage of the tax shelter provision. 5. The normal retirement age is 65 for staff and the last day of August following the 65th birthday for faculty. 6. There is no mandatory retirement age for faculty or staff. 7. The employee determines the distribution of the funds and owns all annuities and accounts that have received deposits. 8. The employee may elect to transfer funds from one retirement plan to other retirement plans approved by the university, including TIAA/CREF, Fidelity Investments, and VALIC. 9. During a leave of absence or sabbatical leave, the university continues to purchase the annuities at the specified contribution rate calculated on the basis of the salary being paid by the university. 10. The Board of Trustees has approved Furman's participation in the TIAA/CREF, Fidelity Investments, and VALIC employee voluntary tax-deferred plan, a plan by which eligible faculty and staff members may set aside tax-deferred funds over and above the amount being accumulated under Furman's retirement contributions. Additional information may be obtained from the Personnel Department. ........................... |
228.1 Tuition Benefits for Faculty and Staff |
| Created by: Pat Teague on 2/6/1999 |
| Category: 2 - Student Life; 20 - Awards/Honors/Scholarships, |
| Originator: Director of Personnel |
| Current File: 228.1 |
| Adoption Date: 9/16/1998 |
| Reviewed for Currency: 9/16/1998 |
| Replaces File: 228.1 |
| Date of Origin: 7/28/1975 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
228.1 Tuition Benefits for Faculty and Staff |
A. Background The university recognizes the desirability of providing assistance for the education of employees and their dependents and seeks to encourage and assist such education at Furman and other schools. |
B. Policy The university provides tuition benefits in four major categories:
|
C. Guidelines
........................... |
228.1 Tuition Benefits for Faculty and Staff |
| Created by: Stephanie Ferguson on 10/12/2005 |
| Category: 2 - Student Life; 20 - Awards/Honors/Scholarships, |
| Originator: Director of Human Resources |
| Current File: 228.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 228.1 |
| Date of Origin: 7/28/1975 |
| Classification: Faculty; Personnel |
| In Archive? No |
228.1 Tuition Benefits for Faculty and Staff |
A. Background The university recognizes the desirability of providing assistance for the education of employees and their dependents and seeks to encourage and assist such education at Furman and other schools. |
B. Policy The university provides tuition benefits in four major categories:
|
C. Guidelines
........................... |
800.1 Director of Human Resources |
| Created by: Dana Trebing on 2/28/2005 |
| Category: 8 - Human Resources; 00 - General, |
| Originator: President |
| Current File: 800.1 |
| Adoption Date: 2/28/2005 |
| Reviewed for Currency: 2/28/2005 |
| Replaces File: 800.1 |
| Date of Origin: 3/21/1996 |
| Classification: Personnel |
| In Archive? No |
800.1 Director of Human Resources |
A. Background Human resources planning is an important function in the overall planning process for the university. Development and monitoring of employment, payroll, compensation, benefits, and performance reviews are necessary for equity among employees and for faculty and staff satisfaction. |
B. Policy The Director of Human Resources provides services to meet the needs of the faculty and staff in the areas of human resource planning, compensation, benefits, employment, policy development and implementation, performance review, compliance, and payroll. |
C. Guidelines 1. The Director of Human Resources is appointed by the President and is directly responsible to the President. 2. The duties and functions of this office include:
........................... |
800.1 Director of Personnel |
| Created by: Pat Teague on 2/6/1999 |
| Category: 0 - General Administration; 00 - General, |
| Originator: President |
| Current File: 800.1 |
| Adoption Date: 3/21/1996 |
| Reviewed for Currency: 5/19/2000 |
| Replaces File: |
| Date of Origin: 3/21/1996 |
| Classification: Personnel |
| In Archive? Yes |
800.1 Director of Personnel |
A. Background Human resources planning is an important function in the overall planning process for the university. Development and monitoring of employment, payroll, compensation, benefits, and evaluations are necessary for equity among employees and for faculty and staff satisfaction. |
B. Policy The Director of Personnel provides services to meet the needs of the faculty and staff in the areas of human resource planning, compensation, benefits, employment, policy development and implementation, evaluations, compliance, and payroll. |
C. Guidelines 1. The Director of Personnel is appointed by the President and is directly responsible to the President. 2. The duties and functions of this office include:
........................... |
800.1 Director of Personnel |
| Created by: Pat Teague on 2/2/2000 |
| Category: 8 - Human Resources; 00 - General, |
| Originator: President |
| Current File: 800.1 |
| Adoption Date: 1/28/2000 |
| Reviewed for Currency: 1/28/2000 |
| Replaces File: 800.1 |
| Date of Origin: 3/21/1996 |
| Classification: Personnel |
| In Archive? Yes |
800.1 Director of Personnel |
A. Background Human resources planning is an important function in the overall planning process for the university. Development and monitoring of employment, payroll, compensation, benefits, and performance reviews are necessary for equity among employees and for faculty and staff satisfaction. |
B. Policy The Director of Personnel provides services to meet the needs of the faculty and staff in the areas of human resource planning, compensation, benefits, employment, policy development and implementation, performance review, compliance, and payroll. |
C. Guidelines 1. The Director of Personnel is appointed by the President and is directly responsible to the President. 2. The duties and functions of this office include:
........................... |
810.1 Staff Salary Administration |
| Created by: Pat Teague on 10/31/2001 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 810.1 |
| Adoption Date: 10/31/2001 |
| Reviewed for Currency: 1/10/2002 |
| Replaces File: |
| Date of Origin: 10/31/2001 |
| Classification: Personnel |
| In Archive? Yes |
810.1 Staff Salary Administration |
A. Background Furman University will provide compensation at a level that reflects the responsibility of the position and that is competitive within the appropriate market. Furman is also committed to rewarding individuals who exhibit exemplary performance and implement improvements and ideas that move the institution forward in meeting its strategic goals. |
B. Policy Furman University's salary administration will include:
The Personnel Office will be responsible for the maintenance of the salary administration system and for ensuring that the guidelines are consistently applied. Any exceptions to the policy guidelines must be approved by the Budget Unit Head, Vice President, and Director of Personnel. Department Heads and Supervisors are responsible for following the guidelines on a consistent basis. |
C. Guidelines Hiring A new employee will normally receive the minimum rate of pay for the compensation level assigned. However, if an employee has experience which is directly related and can be used immediately upon hire, the pay rate at hire may be established up to 25% above the minimum (within budget parameters). The hiring department must get approval from the Personnel Office prior to making an offer. Based on the specific case and available funding, the hiring department and Personnel Office will (a) establish the hire rate and (b) determine if the new employee is eligible for a probationary increase after 90 days. (See File 817.9.) Annual Review/Salary Increases 1. Employees who have successfully completed their probationary period, may be eligible for salary increases based on their performance (See File 817.91). 2. Employees who meet the performance expectations of their job as documented in their annual review (See File 817.91) are eligible for an annual salary increase. 3. During the annual review, the supervisor will establish an overall performance rating based on the following model:
4. The funds available for annual salary increases will be allocated based on the overall performance rating:
5. Employees whose salaries have reached the top of their respective salary range will be eligible for:
Promotion 1. A promotion occurs when an employee is hired into a position at a higher compensation/salary level. 2. Employees who are promoted will receive a salary increase of:
Transfer 1. A transfer occurs when an employee is hired into a position within the same compensation salary level. 2. Employees who transfer into a new position will not receive a change in salary. Voluntary Demotion 1. A voluntary demotion occurs when an employee accepts a position at a lower compensation/salary level. 2. Employees who voluntarily move to a lower level position will receive:
Involuntary Demotion 1. An involuntary demotion occurs when the University assigns an employee to a position at a lower compensation/salary level. This may occur when it is determined that an employee is unable to perform the job or when the employee's current position is eliminated and placement is only available at a lower compensation/salary level. 2. Employees who are demoted for performance reasons will receive:
3. Employees who are demoted due to the elimination of a position will not receive a change in salary if their current rate is in the salary range of the new position. If the current rate is above the salary range, the employee will maintain the current rate of pay, but will not receive salary increases until their salary comes within the salary range for the position. Job Review/Evaluation 1. Each position is evaluated based on six criteria: contacts/interactions with people, complexity of tasks, supervisory responsibilities, impact of job (errors, outcomes), decision level, and education and experience. Positions with similar ratings are grouped into the same job/compensation level. 2. Each compensation level has a minimum and maximum reflecting competitive compensation in the appropriate recruitment area. 3. Position responsibilities are outlined in job descriptions describing the function, responsibilities, relationships, responsibility for final decisions, 'reporting to': education/skill requirements and work conditions. Departments will periodically review job descriptions (i.e. during the annual performance review) and work through the Personnel Office to maintain up-to-date job descriptions. 4. Position responsibilities may change as new on-going assignments are made or as departments reorganize. When there are significant changes to position responsibilities, a job review should be requested by completing a Job Review Request Form and documenting the changes. Once the Department Head approves the request, the Personnel Office will complete a job review and evaluation to determine if the new responsibilities warrant a change in ratings, title and/or compensation level. New Position Requests/Increase in Hours 1. Requests for new positions, or an increase in hours, must be reviewed and approved during the university's annual budget process (November - February). 2. The requestor must provide documentation to justify the need for the new position (or hour change) and complete a job questionnaire/job description defining the position's responsibilities. This documentation must be submitted to the Personnel Director prior to January 15th to be considered for the next fiscal year. 3. The Personnel Director will review the request, conduct follow-up meetings as necessary and will prepare a report/recommendation for the Budget Committee's review. 4. The requestor will be notified of the approval/denial of the new position request by April. ........................... |
810.1 Staff Salary Administration |
| Created by: Dana Trebing on 2/28/2005 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 810.1 |
| Adoption Date: 2/28/2005 |
| Reviewed for Currency: 2/28/2005 |
| Replaces File: 810.1 |
| Date of Origin: 10/31/2001 |
| Classification: Personnel |
| In Archive? No |
810.1 Staff Salary Administration |
A. Background Furman University will provide compensation at a level that reflects the responsibility of the position and that is competitive within the appropriate market. Furman is also committed to rewarding individuals who exhibit exemplary performance and implement improvements and ideas that move the institution forward in meeting its strategic goals. |
B. Policy Furman University's salary administration will include:
The Human Resources Office will be responsible for the maintenance of the salary administration system and for ensuring that the guidelines are consistently applied. Any exceptions to the policy guidelines must be approved by the Budget Unit Head, Vice President, and Director of Human Resources. Department Heads and Supervisors are responsible for following the guidelines on a consistent basis. |
C. Guidelines Hiring A new employee will normally receive the minimum rate of pay for the compensation level assigned. However, if an employee has experience which is directly related and can be used immediately upon hire, the pay rate at hire may be established up to 25% above the minimum (within budget parameters). The hiring department must get approval from the Human Resources Office prior to making an offer. Based on the specific case and available funding, the hiring department and Human Resources Office will (a) establish the hire rate and (b) determine if the new employee is eligible for a probationary increase after 90 days. (See File 817.9.) Annual Review/Salary Increases 1. Employees who have successfully completed their probationary period, may be eligible for salary increases based on their performance (See File 817.91). 2. Employees who meet the performance expectations of their job as documented in their annual review (See File 817.91) are eligible for an annual salary increase. 3. During the annual review, the supervisor will establish an overall performance rating based on the following model:
4. The funds available for annual salary increases will be allocated based on the overall performance rating:
5. Employees whose salaries have reached the top of their respective salary range will be eligible for:
Promotion 1. A promotion occurs when an employee is hired into a position at a higher compensation/salary level. 2. Employees who are promoted will receive a salary increase of:
Transfer 1. A transfer occurs when an employee is hired into a position within the same compensation salary level. 2. Employees who transfer into a new position will not receive a change in salary. Voluntary Demotion 1. A voluntary demotion occurs when an employee accepts a position at a lower compensation/salary level. 2. Employees who voluntarily move to a lower level position will receive:
Involuntary Demotion 1. An involuntary demotion occurs when the University assigns an employee to a position at a lower compensation/salary level. This may occur when it is determined that an employee is unable to perform the job or when the employee's current position is eliminated and placement is only available at a lower compensation/salary level. 2. Employees who are demoted for performance reasons will receive:
3. Employees who are demoted due to the elimination of a position will not receive a change in salary if their current rate is in the salary range of the new position. If the current rate is above the salary range, the employee will maintain the current rate of pay, but will not receive salary increases until their salary comes within the salary range for the position. Job Review/Evaluation 1. Each position is evaluated based on six criteria: contacts/interactions with people, complexity of tasks, supervisory responsibilities, impact of job (errors, outcomes), decision level, and education and experience. Positions with similar ratings are grouped into the same job/compensation level. 2. Each compensation level has a minimum and maximum reflecting competitive compensation in the appropriate recruitment area. 3. Position responsibilities are outlined in job descriptions describing the function, responsibilities, relationships, responsibility for final decisions, 'reporting to': education/skill requirements and work conditions. Departments will periodically review job descriptions (i.e. during the annual performance review) and work through the Human Resources Office to maintain up-to-date job descriptions. 4. Position responsibilities may change as new on-going assignments are made or as departments reorganize. When there are significant changes to position responsibilities, a job review should be requested by completing a Job Review Request Form and documenting the changes. Once the Department Head approves the request, the Human Resources Office will complete a job review and evaluation to determine if the new responsibilities warrant a change in ratings, title and/or compensation level. New Position Requests/Increase in Hours 1. Requests for new positions, or an increase in hours, must be reviewed and approved during the university's annual budget process (November - February). 2. The requestor must provide documentation to justify the need for the new position (or hour change) and complete a job questionnaire/job description defining the position's responsibilities. This documentation must be submitted to the Human Resources Director prior to January 15th to be considered for the next fiscal year. 3. The Human Resources Director will review the request, conduct follow-up meetings as necessary and will prepare a report/recommendation for the Budget Committee's review. 4. The requestor will be notified of the approval/denial of the new position request by April. ........................... |
814.2 Early Retirement Medical Insurance Assistance |
| Created by: Dana Trebing on 3/1/2005 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 814.2 |
| Adoption Date: 9/4/2009 |
| Reviewed for Currency: 9/4/2009 |
| Replaces File: 814.2 |
| Date of Origin: 11/1/2003 |
| Classification: Personnel |
| In Archive? No |
814.2 Early Retirement Medical Insurance Assistance |
A. Background Furman University has allowed eligible early retirees without Medicare to stay on the group medical plan as long as they pay the full premium. The cost of medical premiums has increased significantly and often becomes a deterrent to retiring prior to being eligible for Medicare. |
B. Policy Any staff member who qualifies for early retirement, is within five years of eligibility for Medicare and has medical insurance coverage with Furman, will be eligible for early retirement medical insurance assistance for up to a maximum of 24 months. This option is made available at the discretion of the administration and is not considered a fringe benefit nor an entitlement. |
C. Guidelines a. For single employees - based on Furman's medical insurance contribution for employee-only coverage. b. For employees with spouses - based on Furman's medical insurance contribution for employee-only coverage; unless the spouse provides certification that he/she is not eligible for medical coverage from another insurance company (i.e. at their place of employment). If this certification is provided, the payment will be based on employee-plus-one coverage. c. For employees with families - the payment will be the same as 2b above. 3. Employees will notify their department head and Human Resources in writing of the decision to retire by January of the year they intend to retire. The employee will then make a formal written request to the Human Resources Office for Early Retirement Medical Insurance Assistance, if eligible. 4. Department Heads will be responsible for ensuring funding for approved medical insurance assistance payments by making new hire decisions that generate salary and benefit savings and/or by designating expense funds to offset the costs. 5. The approved medical insurance assistance payment will be calculated as follows: a. As of the retirement date, the number of months until the employee is eligible for Medicare will be computed, up to a maximum of 24 months. b. The current monthly medical insurance contribution will be paid by Furman for the number of months until eligible for Medicare (up to 24 months). 6. The employee will complete paperwork in the Human Resources Office to move into the retiree category for medical insurance, effective the first day of the month after the retirement date. 8. If the retiree drops coverage prior to getting Medicare coverage, Furman University reserves the right to request a refund of the amount equal to the medical insurance assistance amount paid, prorated based on the number of months until eligible for Medicare. 9. When eligible for Medicare, if the retiree chooses to continue medical coverage with Furman, the retiree will complete paperwork in the Human Resources Office to move into the Medicare Supplement Plan and will be responsible for paying the full premium for the supplemental plan to retain coverage. .......... |
814.2 Early Retirement Medical Insurance Assistance |
| Created by: Dana Trebing on 6/1/2004 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 814.2 |
| Adoption Date: 1/1/2004 |
| Reviewed for Currency: 1/1/2004 |
| Replaces File: |
| Date of Origin: 11/1/2003 |
| Classification: Personnel |
| In Archive? Yes |
814.2 Early Retirement Medical Insurance Assistance |
A. Background Furman University has allowed eligible early retirees without Medicare to stay on the group medical plan as long as they pay the full premium. The cost of medical premiums has increased significantly and often becomes a deterrent to retiring prior to being eligible for Medicare. |
B. Policy Any staff member who qualifies for early retirement, is within five years of eligibility for Medicare and has medical insurance coverage with Furman, will be eligible for early retirement medical insurance assistance for up to a maximum of 24 months. This option is made available at the discretion of the administration and is not considered a fringe benefit nor an entitlement. |
C. Guidelines 1. To be eligible for the medical insurance assistance option, the employee must be at least 55 years old, have worked for at least ten continuous years at Furman University prior to the proposed retirement date and the sum of the age and years of service must be equal to or greater than 75. The employee must also be within five years of eligibility for Medicare coverage. 2. Employees may continue their medical insurance coverage at the same level (i.e. employee-only, employee-plus-one or family), however, the medical insurance assistance will be: a. For single employees - based on Furmans medical insurance contribution for employee-only coverage. b. For employees with spouses - based on Furmans medical insurance contribution for employee-only coverage; unless the spouse provides certification that he/she is not eligible for medical coverage from another insurance company (i.e. at their place of employment). If this certification is provided, the payment will be based on employee-plus-one coverage. c. For employees with families - the payment will be the same as 2b above. 3. Employees will notify their department head and Personnel in writing of the decision to retire by January of the year they intend to retire. The employee will then make a formal written request to the Personnel Office for Early Retirement Medical Insurance Assistance, if eligible. 4. Department Heads will be responsible for ensuring funding for approved medical insurance assistance payments by making new hire decisions that generate salary and benefit savings and/or by designating expense funds to offset the costs. 5. The approved medical insurance assistance payment will be calculated as follows: a. As of the retirement date, the number of months until the employee is eligible for Medicare will be computed, up to a maximum of 24 months. b. The current monthly medical insurance contribution by Furman times the number of months until eligible for Medicare (up to 24 months) will be the gross amount paid to the employee at retirement. At the discretion of 6. The employee will complete paperwork in the Personnel Office to move into the retiree category for medical insurance, effective the first day of the month after the retirement date. 7. The retiree will receive an invoice from the Personnel Office each quarter for the amount of the total premium due and will be required to pay the full amount to 8. If the retiree drops coverage prior to getting Medicare coverage, Furman University reserves the right to request a refund of the amount equal to the medical insurance assistance amount paid, prorated based on the number of months until eligible for Medicare. 9. When eligible for Medicare, if the retiree chooses to continue medical coverage with Furman, the retiree will complete paperwork in the Personnel Office to move into the Medicare Supplement Plan and will be responsible for paying the full premium for the supplemental plan to retain coverage. .......... |
815.1 Family and Medical Leaves of Absence |
| Created by: Pat Teague on 2/6/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 815.1 |
| Adoption Date: 12/2/1998 |
| Reviewed for Currency: 12/2/1998 |
| Replaces File: 815.1 |
| Date of Origin: 5/26/1995 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
815.1 Family and Medical Leaves of Absence |
A. Background Furman University grants paid and unpaid leaves of absence for medical, family, and other reasons. Furman has established this policy to promote consistency throughout the University and to ensure compliance with the Family and Medical Leave Act (FMLA) of 1993. (For Policy for Military Leave, see File 877.8.) |
B. Policy The University will grant an employee a leave of absence for justifiable reasons. Employees must request a leave of absence at least thirty (30) days prior to the date the requested leave is to begin, if practical. All requests must be in writing on the Request for Leave of Absence Form, accompanied by a physician certificate and approved by the Budget Unit Head (and Vice President for Academic Affairs and Dean for faculty requests) and the Director of Personnel. Medical and family leave, including intermittent or reduced scheduled leave, should be scheduled so that University operations are not disrupted. Leave taken under either the medical leave or family leave provisions of this policy will count toward the twelve (12) weeks allowed under the FMLA. Furman has established the FMLA 12-month period to be the 12-months prior to the beginning of the leave of absence. The maximum period of leave of absence is one year. |
C. Guidelines 1. Regular, full-time employees who have completed their probationary period and part-time employees who have been employed for twelve (12) months and worked at least twelve hundred fifty (1250) hours in the past twelve (12) consecutive months are eligible for leaves of absence. 2. Medical Leave: An employee will be allowed to take medical leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks for a medically certified temporary period of incapacity, illness, or injury that is a serious health condition (i.e., inpatient care or continuing treatment by a health care provider). In the event the employee has a disability requiring a leave of absence beyond the twelve (12) weeks, the University may offer additional leave to accommodate the disability to the extent that such an extension does not create an undue hardship for the University. This extended leave is not subject to any of the requirements or protections of the FMLA. Medical leaves of absence for pregnancy, childbirth, or related conditions shall be subject to the same eligibility, terms, and conditions as are applicable to leaves of absence for all other types of medical conditions.
3. Family Leave. A staff member will be allowed to take family leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks. Faculty members will be allowed to take family leave for up to one term, which may require an extension of FML beyond twelve (12) weeks. Family leave will be granted for the following reasons: (1) to care for the employee's child if leave is taken within twelve (12) months of the birth, (2) to care for the employee's child who has been placed with the employee through adoption or foster care, (3) to care for the spouse, child, or parent of the employee, if that family member has a serious health condition. "Spouse" means husband or wife. "Child" means biological, adopted, or foster child, stepchild, legal ward, or a child being raised by the employee. The child must be either under eighteen (18) years of age or older than eighteen (18) and incapable of self-care because of a mental or physical disability, or eighteen or twenty-four (18-24) years of age and a dependent of the employee. "Parent" means biological parent or a person who had primary responsibility for raising the employee. This term does not include parents "in-law."
........................... |
815.1 Family and Medical Leaves of Absences |
| Created by: Pat Teague on 7/31/2001 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 815.1 |
| Adoption Date: 8/1/2001 |
| Reviewed for Currency: 8/1/2001 |
| Replaces File: 815.1 |
| Date of Origin: 5/26/1998 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
815.1 Family and Medical Leaves of Absences |
A. Background Furman University grants paid and unpaid leaves of absence for medical, family, and other reasons. Furman has established this policy to promote consistency throughout the University and to ensure compliance with the Family and Medical Leave Act (FMLA) of 1993. (For Policy for Military Leave, see File 877.8.) |
B. Policy The University will grant an employee a leave of absence for justifiable reasons. Employees must request a leave of absence at least thirty (30) days prior to the date the requested leave is to begin, if practical. All requests must be in writing on the Request for Leave of Absence Form, accompanied by a physician certificate and approved by the Budget Unit Head (and Vice President for Academic Affairs and Dean for faculty requests) and the Director of Personnel. Medical and family leave, including intermittent or reduced schedule leave, should be scheduled so that University operations are not disrupted. Leave taken under either the medical leave or family leave provisions of this policy will count towards the twelve (12) weeks allowed under the FMLA. Furman has established the 12-month period to be the twelve (12) months prior to the beginning of the leave of absence. The maximum period of leave of absence is one year. |
C. Guidelines 1. Regular, full-time employees who have completed their probationary period and part-time employees who have been employed for twelve (12) months and worked at least twelve hundred fifty (1250) hours in the past twelve (12) consecutive months are eligible for leaves of absence. 2. Medical Leave: An employee will be allowed to take medical leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks for a medically certified temporary period of incapacity, illness, or injury that is a serious health condition (i.e., inpatient care or continuing treatment by a health care provider). In the event the employee has a disability requiring a leave of absence beyond the twelve (12) weeks, the University may offer additional leave to accommodate the disability to the extent that such an extension does not create an undue hardship for the University. This extended leave is not subject to any of the requirements or protections of the FMLA. Medical leaves of absence for pregnancy, childbirth, or related conditions shall be subject to the same eligibility, terms, and conditions as are applicable to leaves of absence for all other types of medical conditions.
3. Family Leave. A staff member will be allowed to take family leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks. Faculty members will be allowed to take family leave for up to one full term, which may require an extension of FML beyond twelve (12) weeks. Family leave will be granted for the following reasons: (1) to care for the employee's child if leave is taken within twelve (12) months of the birth, (2) to care for the employee's child who has been placed with the employee through adoption or foster care, (3) to care for the spouse, domestic partner, child, or parent of the employee, if that family member has a serious health condition. "Spouse" means husband or wife. "Domestic partner" will be considered equivalent to a spouse. "Child" means biological, adopted, or foster child, stepchild, legal ward, or a child being raised by the employee. The child must be either under eighteen (18) years of age or older than eighteen (18) and incapable of self-care because of a mental or physical disability, or eighteen to twenty-four (18-24) years of age and a dependent of the employee. "Parent" means biological parent or a person who had primary responsibility for raising the employee. This term does not include parents "in-law."
|
815.1 Family and Medical Leaves of Absences |
| Created by: Dana Trebing on 7/31/2001 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 815.1 |
| Adoption Date: 3/1/2005 |
| Reviewed for Currency: 3/1/2005 |
| Replaces File: 815.1 |
| Date of Origin: 5/26/1998 |
| Classification: Faculty; Personnel |
| In Archive? No |
815.1 Family and Medical Leaves of Absences |
A. Background Furman University grants paid and unpaid leaves of absence for medical, family, and other reasons. Furman has established this policy to promote consistency throughout the University and to ensure compliance with the Family and Medical Leave Act (FMLA) of 1993. (For Policy for Military Leave, see File 877.8.) |
B. Policy The University will grant an employee a leave of absence for justifiable reasons. Employees must request a leave of absence at least thirty (30) days prior to the date the requested leave is to begin, if practical. All requests must be in writing on the Request for Leave of Absence Form, accompanied by a physician certificate and approved by the Budget Unit Head (and Vice President for Academic Affairs and Dean for faculty requests) and the Director of Human Resources. Medical and family leave, including intermittent or reduced schedule leave, should be scheduled so that University operations are not disrupted. Leave taken under either the medical leave or family leave provisions of this policy will count towards the twelve (12) weeks allowed under the FMLA. Furman has established the 12-month period to be the twelve (12) months prior to the beginning of the leave of absence. The maximum period of leave of absence is one year. |
C. Guidelines 1. Regular, full-time employees who have completed their probationary period and part-time employees who have been employed for twelve (12) months and worked at least twelve hundred fifty (1250) hours in the past twelve (12) consecutive months are eligible for leaves of absence. 2. Medical Leave: An employee will be allowed to take medical leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks for a medically certified temporary period of incapacity, illness, or injury that is a serious health condition (i.e., inpatient care or continuing treatment by a health care provider). In the event the employee has a disability requiring a leave of absence beyond the twelve (12) weeks, the University may offer additional leave to accommodate the disability to the extent that such an extension does not create an undue hardship for the University. This extended leave is not subject to any of the requirements or protections of the FMLA. Medical leaves of absence for pregnancy, childbirth, or related conditions shall be subject to the same eligibility, terms, and conditions as are applicable to leaves of absence for all other types of medical conditions.
3. Family Leave. A staff member will be allowed to take family leave covered by the requirements and protections of the FMLA for up to twelve (12) weeks. Faculty members will be allowed to take family leave for up to one full term, which may require an extension of FML beyond twelve (12) weeks. Family leave will be granted for the following reasons: (1) to care for the employee's child if leave is taken within twelve (12) months of the birth, (2) to care for the employee's child who has been placed with the employee through adoption or foster care, (3) to care for the spouse, domestic partner, child, or parent of the employee, if that family member has a serious health condition. "Spouse" means husband or wife. "Domestic partner" will be considered equivalent to a spouse. "Child" means biological, adopted, or foster child, stepchild, legal ward, or a child being raised by the employee. The child must be either under eighteen (18) years of age or older than eighteen (18) and incapable of self-care because of a mental or physical disability, or eighteen to twenty-four (18-24) years of age and a dependent of the employee. "Parent" means biological parent or a person who had primary responsibility for raising the employee. This term does not include parents "in-law."
|
817.8 Employee Regulations and Responsibilities |
| Created by: Dana Trebing on 1/2/2002 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 817.8 |
| Adoption Date: 3/1/2005 |
| Reviewed for Currency: 3/1/2005 |
| Replaces File: 817.8 |
| Date of Origin: 5/2/1975 |
| Classification: Faculty, Personnel |
| In Archive? No |
817.8 Employee Regulations and Responsibilities |
A. Background Furman University has set guidelines to ensure a safe and positive place to work. These guidelines are not a contract, and they do not change the at-will employment status of any employee. The cooperation of all employees is necessary to achieve our desired work environment. |
B. Policy The employee regulations and responsibilities will be explained to all new employees as part of the orientation process. The university is committed to open communication and feedback to employees to encourage meeting job expectations and these regulations and responsibilities. This policy outlines minimal standards which each employee is expected to supplement by individual judgment and generally accepted personnel standards. This list is not all inclusive and does not restrict the university from handling other matters as may arise. Infractions of these regulations and responsibilities may result in disciplinary action or termination. See File 817.81 . |
C. Guidelines 1. Proper performance of work, as defined by each job description, performance goals, and supervisor, is expected of each employee. This includes positive interaction with people, dependability, taking initiative, creativity, and using good judgment. 2. Regular and timely attendance is expected of each employee. A trend of tardiness or absenteeism may result in discipline and will be reflected in the performance review attendance rating. 3. Advance notice of absence from work is to be given by the employee to his or her supervisor. If advance notice is not given, the absence may be considered unexcused. 4. Proper completion of time cards, leave of absence forms and other payroll records is the employee's responsibility. Falsification of records will result in discipline. 5. For hourly employees, work is not to be started before or continued beyond the specified work hours without prior approval from the employee's supervisor. 6. Orderly conduct is expected of each employee. The following examples of disorderly conduct are considered major infractions which could result in termination: threatening or abusive language, refusing to follow procedures or completing assignments, fighting, harmful practical jokes, immoral or indecent conduct, possession of weapons, possession of alcohol or drugs, reporting to work under the influence of intoxicants or illegal drugs. 7. Proper care and use of university property is every employee's responsibility. Damaging, stealing or unauthorized use of university property will result in discipline. 8. Each employee is expected to observe the rules for safety, for using safety equipment and for the security of both the university and specific work areas. Endangering the safety of one's self or of a fellow employee will result in discipline. 9. Personal injuries occurring on the job are to be reported to the supervisor regardless of how slight the injury. 10. Distribution of non-Furman literature or solicitation of any kind is not permitted on university property without prior approval of the Marketing and Public Relations Office. 11. Sleeping on the job will result in discipline. 12. Smoking is not allowed in any of the university facilities. ........................... |
817.8 Employee Regulations and Responsibilities |
| Created by: Pat Teague on 2/6/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.8 |
| Adoption Date: 9/16/1998 |
| Reviewed for Currency: 1/2/2002 |
| Replaces File: 817.8 |
| Date of Origin: 5/2/1975 |
| Classification: Personnel |
| In Archive? Yes |
817.8 Employee Regulations and Responsibilities |
A. Background Furman University has set guidelines to ensure a safe and pleasant place to work. These guidelines are not a contract, and they do not change the at-will employment status of any employee. The cooperation of all employees is necessary to achieve our desired work environment. |
B. Policy The employee regulations and responsibilities will be explained to all new employees as a part of the orientation process. The university is committed to open communication and feedback to employees to encourage meeting job expectations and these regulations and responsibilities. This policy outlines minimal standards which each employee is expected to supplement by individual judgment and generally accepted personnel standards. This list is not all inclusive and does not restrict the university from handling matters as may arise. Infractions of these regulations and responsibilities may result in disciplinary action or termination. See File 817.81. |
C. Guidelines 1. Proper performance of work, as defined by each job description, performance goals, and supervisor, is expected of each employee. This includes positive interaction with people, dependability, taking initiative, creativity, and using good judgment. 2. Regular and timely attendance is expected of each employee. 3. Advance notice of absence from work is to be given by the employee to his or her supervisor. If advance notice is not given, the absence may be considered unexcused. 4. Proper completion of time cards, leave of absence forms, and other payroll records is the employee responsibility. Falsification of records will result in discipline. 5. For hourly employees, work is not to be started before or continued beyond the specified time without prior approval of the employee's supervisor. 6. Orderly conduct is expected of each employee. The following examples of disorderly conduct are considered major infractions which could result in termination: threatening or abusive language, refusing to follow procedures or completing assignments, fighting, harmful practical jokes, immoral or indecent conduct, possession of weapons, possession of alcohol or drugs, reporting to work under the influence of intoxicants or illegal drugs. 7. Proper care and use of university property is every employee's responsibility. Damaging, stealing or unauthorized use of university property will result in discipline. 8. Each employee is expected to observe the rules for safety, for using safety equipment and for the security of both the university and specific work areas. Endangering the safety of one's self or of a fellow employee will result in discipline. 9. Personal injuries are to be reported to the supervisor regardless of how slight the injury. 10. Distribution of non-Furman literature or solicitation of any kind is not permitted on university property without prior approval of the Marketing and Public Relations Office. 11. Sleeping on duty will result in discipline. 12. Smoking is not allowed in any of the university facilities. ........................... |
817.8 Employee Regulations and Responsibilities |
| Created by: Pat Teague on 1/2/2002 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.8 |
| Adoption Date: 12/19/2001 |
| Reviewed for Currency: 2/14/2002 |
| Replaces File: 817.8 |
| Date of Origin: 5/2/1975 |
| Classification: Faculty, Personnel |
| In Archive? Yes |
817.8 Employee Regulations and Responsibilities |
A. Background Furman University has set guidelines to ensure a safe and positive place to work. These guidelines are not a contract, and they do not change the at-will employment status of any employee. The cooperation of all employees is necessary to achieve our desired work environment. |
B. Policy The employee regulations and responsibilities will be explained to all new employees as part of the orientation process. The university is committed to open communication and feedback to employees to encourage meeting job expectations and these regulations and responsibilities. This policy outlines minimal standards which each employee is expected to supplement by individual judgment and generally accepted personnel standards. This list is not all inclusive and does not restrict the university from handling other matters as may arise. Infractions of these regulations and responsibilities may result in disciplinary action or termination. See File 817.81 . |
C. Guidelines 1. Proper performance of work, as defined by each job description, performance goals, and supervisor, is expected of each employee. This includes positive interaction with people, dependability, taking initiative, creativity, and using good judgment. 2. Regular and timely attendance is expected of each employee. A trend of tardiness or absenteeism may result in discipline and will be reflected in the performance review attendance rating. 3. Advance notice of absence from work is to be given by the employee to his or her supervisor. If advance notice is not given, the absence may be considered unexcused. 4. Proper completion of time cards, leave of absence forms and other payroll records is the employee's responsibility. Falsification of records will result in discipline. 5. For hourly employees, work is not to be started before or continued beyond the specified work hours without prior approval from the employee's supervisor. 6. Orderly conduct is expected of each employee. The following examples of disorderly conduct are considered major infractions which could result in termination: threatening or abusive language, refusing to follow procedures or completing assignments, fighting, harmful practical jokes, immoral or indecent conduct, possession of weapons, possession of alcohol or drugs, reporting to work under the influence of intoxicants or illegal drugs. 7. Proper care and use of university property is every employee's responsibility. Damaging, stealing or unauthorized use of university property will result in discipline. 8. Each employee is expected to observe the rules for safety, for using safety equipment and for the security of both the university and specific work areas. Endangering the safety of one's self or of a fellow employee will result in discipline. 9. Personal injuries occurring on the job are to be reported to the supervisor regardless of how slight the injury. 10. Distribution of non-Furman literature or solicitation of any kind is not permitted on university property without prior approval of the Marketing and Public Relations Office. 11. Sleeping on the job will result in discipline. 12. Smoking is not allowed in any of the university facilities. ........................... |
817.81 Discipline and Termination--Support and Administrative Personnel |
| Created by: Pat Teague on 1/2/2002 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.81 |
| Adoption Date: 12/19/2001 |
| Reviewed for Currency: 2/14/2002 |
| Replaces File: 817.81 |
| Date of Origin: 9/15/1998 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
817.81 Discipline and Termination--Support and Administrative Personnel |
A. Background Employment legislation dictates the necessity for a procedure covering discipline and termination. This policy was developed to provide general guidance for all departments of the university. This policy does not establish any contractual rights and does not alter the at-will employment status of any employee. While Furman strives for uniform application of these guidelines, Furman reserves the right to respond to any situation, in its sole discretion, as it deems appropriate. |
B. Policy The university expects all employees to complete their job responsibilities and to comply with reasonable rules of conduct in connection with their work (See File 817.8). Budget Unit Heads and other supervision will be responsible for communicating and enforcing this policy. Disciplinary action is normally undertaken with the intent of working with the employee to bring performance and conduct up to a satisfactory level. Furman reserves the right, however, to respond to any situation, in its sole discretion, as it deems best. The Director of Personnel must be notified before any disciplinary action is taken. |
C. Guidelines 1. The following types of disciplinary action will be used by all Budget Unit Heads and other supervision. The choice of the disciplinary action is at the discretion of the Budget Unit Head after consideration of the following:
2. All types of disciplinary action must be documented in a memo or on the Notice of Disciplinary Action form with copies to the employee, the supervisor and the Personnel file. This documentation will include specific reasons for the disciplinary action, expected actions to be taken and the consequence of any further infractions and will include the signature of both the employee and supervisor. 3. If the employee disagrees with the disciplinary action and wants to appeal the decision, he or she may do so through the Employee Grievance Procedure (See File 833.1). 4. Three written warnings during any twelve consecutive months may subject an employee to termination of employment. The employee's record will be reviewed by the immediate supervisor, the Budget Unit Head and the Director of Personnel to determine if termination is justifiable. 5. After a period of twelve consecutive months with no offenses, an employee's previous discipline is not considered for purposes of progressive discipline; however, the documentation will remain in the Personnel file. 6. When an employee commits a major infraction requiring immediate action, the supervisor will have the authority to suspend the employee without pay for a period not to exceed 3 work days and must refer the matter immediately to the Budget Unit Head and the Director of Personnel for possible termination. Major Infractions: The following infractions of conduct are representative of major infractions. This list is not all-inclusive and Furman reserves the right to treat any situation as a major infraction based on the circumstances. (a) Theft of property on campus. (b) Damage or destruction of property on campus. (c) Physical assault or fighting on the campus. (d) Possession of firearms or other dangerous weapons. (e) Endangering the safety of others. (f) Insubordination. (g) Any action on university property involving alcoholic beverages and/or drugs, which are forbidden by law, including using, possessing, dispensing, "pushing" or selling such alcoholic beverages and/or drugs. (h) Not reporting to work for three consecutive work days without notifying the supervisor. (i) Any other action that, in management's judgment, is of sufficient severity to warrant discharge. NOTICE OF DISCIPLINARY ACTION form available from the Personnel Office. ........................... |
817.81 Discipline and Termination-Support and Administrative Personnel |
| Created by: Pat Teague on 2/6/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.81 |
| Adoption Date: 9/15/1998 |
| Reviewed for Currency: 1/2/2002 |
| Replaces File: |
| Date of Origin: 9/15/1998 |
| Classification: Personnel |
| In Archive? Yes |
817.81 Discipline and Termination-Support and Administrative Personnel |
A. Background Employment legislation dictates the necessity for a procedure covering discipline and termination. This policy was developed to provide general guidance for all departments of the university. This policy does not establish any contractual rights and does not alter the at-will employment status of any employee. While Furman strives for uniform application of these guidelines, Furman reserves the right to respond to any situation as it in its sole discretion deems appropriate. |
B. Policy The university expects all employees to complete their job responsibilities and to comply with reasonable rules of conduct in connection with their work (File 817.8). Budget Heads and other supervision will be responsible for communicating and enforcing this policy. Disciplinary action is normally undertaken with the intent of working with the employee to bring performance and conduct up to a satisfactory level. Furman reserves the right, however, to respond to any situation as in its sole discretion it deems best. The Director of Personnel must be notified before any disciplinary action is taken. |
C. Guidelines 1. The following types of disciplinary action will be used by all Budget Unit Heads and other supervision. The choice of the disciplinary action is at the discretion of the Budget Unit Head after consideration of the following:
2. All types of disciplinary action must be documented on the Notice of Disciplinary Action form with copies to the employee, the supervisor and the Personnel file. This documentation will include specific reasons for the disciplinary action, expected actions to be taken, and the consequence of any further infractions. 3. If the employee disagrees with the disciplinary action and wants to appeal the decision, he or she may do so through the Employee Grievance Procedure (File 833.1). 4. Three written warnings during any twelve consecutive months may subject an employee to termination of employment. The employee's record will be reviewed by the immediate supervisor, the Budget Unit Head, and the Director of Personnel to determine if termination is justifiable. 5. After a period of twelve consecutive months with no offenses, an employee's previous discipline is not considered for purposes of progressive discipline, however, the documentation will remain in the Personnel file. 6. When an employee commits a major infraction requiring immediate action. The supervisor will have the authority to suspend the employee without pay for a period not to exceed 3 work days and must refer the matter to the Budget Unit Head and the Director of Personnel for possible termination. Major Infractions: The following infractions of conduct are representative of major infractions. This list is not all inclusive and Furman reserves the right to treat any situation as a major infraction based on the circumstances. a) Theft of property on campus. b) Damage or destruction of property on campus. c) Physical assault or fighting on the campus. d) Possession of firearms or other dangerous weapons. e) Endangering the safety of others. f) Insubordination. g) Any action on university property involving alcoholic beverages and/or drugs which are forbidden by law, including using, possessing, dispensing, "pushing" or selling such alcoholic beverages and/or drugs. h) Not reporting to work for three consecutive work days without notifying the supervisor. i) Any other action that, in management's judgment, is of sufficient severity to warrant discharge. NOTICE OF DISCIPLINARY ACTION Furman University ____ Written Record of Verbal Warning ____ Written Warning ____ Suspension for _____ Days ____ Termination Employee: _________________________ Job Title ________________________ Supervisor: ________________________ Department _______________________ 1. Disciplinary action is being taken on ______________ (date) for the following reasons (describe infractions, date(s), witness(es): 2. Previous Relevant Discussions and/or discipline: 3. The following corrective action is expected of the employee: (Include actions to be taken by employee and supervisor, how performance will be measured, and the dates of review to insure action(s) are taken successfully). 4. Future infractions may result in: (check all that apply): ____ Written Warning ____ Suspension Without Pay ____ Termination 5. Employee's Comments: Signatures: Employee: ______________________ Date: ______________________ Supervisor: _____________________ Date: ______________________ Budget Unit Head: _______________________ Date: _________________ Personnel: _____________________________ Date: _________________ (Employee Signature indicates receipt of the notice and does not necessarily indicate agreement.) Copies: Employee, Supervisor, Personnel File ........................... |
817.81 Discipline and Termination--Support and Administrative Personnel |
| Created by: Dana Trebing on 1/2/2002 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 817.81 |
| Adoption Date: 3/1/2005 |
| Reviewed for Currency: 3/1/2005 |
| Replaces File: 817.81 |
| Date of Origin: 9/15/1998 |
| Classification: Faculty; Personnel |
| In Archive? No |
817.81 Discipline and Termination--Support and Administrative Personnel |
A. Background Employment legislation dictates the necessity for a procedure covering discipline and termination. This policy was developed to provide general guidance for all departments of the university. This policy does not establish any contractual rights and does not alter the at-will employment status of any employee. While Furman strives for uniform application of these guidelines, Furman reserves the right to respond to any situation, in its sole discretion, as it deems appropriate. |
B. Policy The university expects all employees to complete their job responsibilities and to comply with reasonable rules of conduct in connection with their work (See File 817.8). Budget Unit Heads and other supervision will be responsible for communicating and enforcing this policy. Disciplinary action is normally undertaken with the intent of working with the employee to bring performance and conduct up to a satisfactory level. Furman reserves the right, however, to respond to any situation, in its sole discretion, as it deems best. The Director of Human Resources must be notified before any disciplinary action is taken. |
C. Guidelines 1. The following types of disciplinary action will be used by all Budget Unit Heads and other supervision. The choice of the disciplinary action is at the discretion of the Budget Unit Head after consideration of the following:
2. All types of disciplinary action must be documented in a memo or on the Notice of Disciplinary Action form with copies to the employee, the supervisor and the personnel file. This documentation will include specific reasons for the disciplinary action, expected actions to be taken and the consequence of any further infractions and will include the signature of both the employee and supervisor. 3. If the employee disagrees with the disciplinary action and wants to appeal the decision, he or she may do so through the Employee Grievance Procedure (See File 833.1). 4. Three written warnings during any twelve consecutive months may subject an employee to termination of employment. The employee's record will be reviewed by the immediate supervisor, the Budget Unit Head and the Director of Human Resources to determine if termination is justifiable. 5. After a period of twelve consecutive months with no offenses, an employee's previous discipline is not considered for purposes of progressive discipline; however, the documentation will remain in the personnel file. 6. When an employee commits a major infraction requiring immediate action, the supervisor will have the authority to suspend the employee without pay for a period not to exceed 3 work days and must refer the matter immediately to the Budget Unit Head and the Director of Human Resources for possible termination. Major Infractions: The following infractions of conduct are representative of major infractions. This list is not all-inclusive and Furman reserves the right to treat any situation as a major infraction based on the circumstances. (a) Theft of property on campus. (b) Damage or destruction of property on campus. (c) Physical assault or fighting on the campus. (d) Possession of firearms or other dangerous weapons. (e) Endangering the safety of others. (f) Insubordination. (g) Any action on university property involving alcoholic beverages and/or drugs, which are forbidden by law, including using, possessing, dispensing, "pushing" or selling such alcoholic beverages and/or drugs. (h) Not reporting to work for three consecutive work days without notifying the supervisor. (i) Any other action that, in management's judgment, is of sufficient severity to warrant discharge. NOTICE OF DISCIPLINARY ACTION form available from the Human Resources Office. ........................... |
817.9 Probationary Period -- Support Personnel |
| Created by: Dana Trebing on 3/1/2005 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 817.9 |
| Adoption Date: 3/1/2005 |
| Reviewed for Currency: 3/1/2005 |
| Replaces File: 817.9 |
| Date of Origin: 12/18/1995 |
| Classification: Personnel |
| In Archive? No |
817.9 Probationary Period -- Support Personnel |
A. Background Furman University established a probationary period for all support personnel to provide time for the supervisor to evaluate the new hire's skills and performance. This policy was prepared to ensure uniform understanding and treatment of employees in all departments during their probationary period. |
B. Policy All new employees will be employed for a probationary period of three (3) months. This probationary period may also be applied to employees who have transferred or been promoted to positions requiring significantly different or greater responsibility. During the probationary period, supervision will ensure that the employee receives the proper orientation and training. The supervisor will evaluate the employee's work progress to determine if he or she should become a regular employee. Separations may be effected at any time during the probationary period if the supervisor determines that the employees progress is unsatisfactory. However, the supervisor has the option of extending the probationary period if additional time is warranted, upon the approval of the Director of Human Resources. |
C. Guidelines 1. The performance and over-all work progress of probationary employees will be rated by the supervisor at the end of the third, eighth, and twelfth weeks. The probation review form will be completed and discussed with the employee at these times. 2. The Human Resources Office will provide the budget unit head (supervisor) with the required for in advance of each work progress reporting date. 3. Probationary employees are not eligible for pay increases until the end of their probationary period. Employees who are hired at the entry level may receive an increase at the end of the probationary period, upon approval of the Director of Human Resources. 4. Newly hired employees will not be authorized to take vacation until after the completion of the probationary period. Upon completion of the probationary period, vacation will be credited from the beginning of full-time employment date. (See File 833.1.) ........................... |
817.9 Probationary Period -- Support Personnel |
| Created by: Pat Teague on 2/6/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.9 |
| Adoption Date: 1/14/1999 |
| Reviewed for Currency: 5/19/2000 |
| Replaces File: 817.9 |
| Date of Origin: 12/18/1995 |
| Classification: Personnel |
| In Archive? Yes |
817.9 Probationary Period -- Support Personnel |
A. Background Furman University established a probationary period for all support personnel to provide time for the supervisor to evaluate the new hire's skills and performance. This policy was prepared to ensure uniform understanding and treatment of employees in all departments during their probationary period. |
B. Policy All new employees will be employed for a probationary period of three (3) months. This probationary period may also be applied to employees who have transferred or been promoted to positions requiring significantly different or greater responsibility. During the probationary period, supervision will ensure that the employee receives the proper orientation and training. The supervisor will evaluate the employee's work progress to determine if he or she should become a regular employee. Separations may be effected at any time during the probationary period if the supervisor determines that the employees progress is unsatisfactory. However, the supervisor has the option of extending the probationary period if additional time is warranted, upon the approval of the Director of Personnel. |
C. Guidelines 1. The performance and over-all work progress of probationary employees will be rated by the supervisor at the end of the third, eighth, and twelfth weeks. The probation review form will be completed and discussed with the employee at these times. 2. The Personnel Office will provide the budget unit head (supervisor) with the required for in advance of each work progress reporting date. 3. Probationary employees are not eligible for pay increases until the end of their probationary period. Employees who are hired at the entry level may receive an increase at the end of the probationary period, upon approval of the Director of Personnel. 4. Newly hired employees will not be authorized to take vacation until after the completion of the probationary period. Upon completion of the probationary period, vacation will be credited from the beginning of full-time employment date. (See File 833.1.) ........................... |
817.91 Communication Improvement and Performance Review |
| Created by: Pat Teague on 4/11/2000 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.91 |
| Adoption Date: 4/10/2000 |
| Reviewed for Currency: 4/10/2000 |
| Replaces File: 817.91 |
| Date of Origin: 9/15/1998 |
| Classification: Personnel |
| In Archive? Yes |
817.91 Communication Improvement and Performance Review |
A. Background Furman University implemented a Communication Improvement and Performance Planning and Review Process to provide a consistent method for planning and evaluating performance, to improve the communication between supervisors and employees, to encourage ideas for improvement in performance, and to support the professional development of the individual. |
B. Policy The performance of all support and administrative employees will be reviewed at least annually. This review will be based on department goals, job responsibilities, and mutually agreed upon goals, expectations and measurements. |
C. Guidelines 1. Communication Improvement and Performance Planning and Review Objectives:
2. Performance Planning and Review Criteria:
........................... |
817.91 Communication Improvement and Performance Review |
| Created by: Pat Teague on 2/6/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 817.91 |
| Adoption Date: 9/15/1998 |
| Reviewed for Currency: 5/19/2000 |
| Replaces File: |
| Date of Origin: 9/15/1998 |
| Classification: Personnel |
| In Archive? Yes |
817.91 Communication Improvement and Performance Review |
A. Background Furman University implemented a Communication Improvement and Performance Planning and Review Process to provide a consistent method for planning and evaluating performance, to improve the communication between supervisors and employees, to encourage ideas for improvement in performance, and to support the professional development of the individual. |
B. Policy The performance of all support and administrative employees will be reviewed at least annually. This review will be based on department goals, job responsibilities, and mutually agreed upon goals, expectations and measurements. |
C. Guidelines 1. Communication Improvement and Performance Planning and Review Objectives:
2. Performance Planning and Review Criteria: Goals, Expectations, and Measurements. Based on the department goals and responsibilities, the supervisor and employee will develop specific goals and expectations for the review period. The methods of measurements will also be agreed upon: quality standards, deadlines, quantity levels, etc. Competencies. Furman University has established six competencies for all employees: (1) Interaction with people (2) Dependability (3) Initiative/Creativity (4) Judgment/Problem Solving (5) Attendance (6) Safety There are seven additional competencies for supervision: (1) Planning/Organizing (2) Leading (3) Decision Making (4) Delegating (5) Creativity (6) Employee Relations (7) Policy Implementation 3. Performance Review Procedures: The Performance Review process is a four-part process.
4. The Personnel Office will review Performance Review forms for completeness and consistency. The Personnel Office will also provide periodic training for supervisors and employees. New employees will be introduced to the performance planning and review process during new employee orientation. ........................... |
817.91 Communication Improvement and Performance Review |
| Created by: Dana Trebing on 3/1/2005 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 817.91 |
| Adoption Date: 3/1/2005 |
| Reviewed for Currency: 3/1/2005 |
| Replaces File: 817.91 |
| Date of Origin: 9/15/1998 |
| Classification: Personnel |
| In Archive? No |
817.91 Communication Improvement and Performance Review |
A. Background Furman University implemented a Communication Improvement and Performance Planning and Review Process to provide a consistent method for planning and evaluating performance, to improve the communication between supervisors and employees, to encourage ideas for improvement in performance, and to support the professional development of the individual. |
B. Policy The performance of all support and administrative employees will be reviewed at least annually. This review will be based on department goals, job responsibilities, and mutually agreed upon goals, expectations and measurements. |
C. Guidelines 1. Communication Improvement and Performance Planning and Review Objectives:
2. Performance Planning and Review Criteria:
........................... |
818.1 Sick Leave: Support and Administrative Personnel |
| Created by: Dana Trebing on 3/1/2005 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 818.1 |
| Adoption Date: 3/1/2005 |
| Reviewed for Currency: 3/1/2005 |
| Replaces File: 818.1 |
| Date of Origin: 12/7/1976 |
| Classification: Personnel |
| In Archive? No |
818.1 Sick Leave: Support and Administrative Personnel |
A. Background The Furman University sick leave policy is designed to assist employees during periods of illness. It is not designed to provide additional time off from work. |
B. Policy The University will provide payment during specified illness-related absences for support and administrative employees for the purpose of maintaining the earnings of such employees for a reasonable period during the time they are unable to work. |
C. Guidelines 1. All regular, full-time administrative and support personnel who work a minimum of thirty (30) hours per week for nine (9) consecutive months are eligible for sick leave. Part-time employees and employees classified as "temporary" are not eligible for benefits regardless of the number of hours worked in a week. 2. Sick leave is defined as absence for personal injury or sickness (including dental care, examination by doctors, etc.) of the employee, and/or necessary absence because of sickness, injury or compelling personal reasons in his or her immediate family or of dependents. The immediate family is defined as spouse, domestic partner, grandparents, parents, brothers, sisters, children and permanent members of the immediate household. A dependent is defined as anyone who resides permanently with the employee. Up to three days of available sick leave may be used as funeral leave for the immediate family, dependents, mother-in-law and father-in-law. Additional sick or vacation leave may be used for funeral leave upon approval of the Director of Human Resources. 3. Employees will accrue sick leave at the rate of one (1) day for each full month of service with a maximum of two (2) weeks (ten working days) in any calendar year. (Employment commencing on or before the 15th of the month shall be counted as one (1) full month for the purpose of this policy.) 4. A week will be the equivalent of the employee's regular scheduled workweek. 5. When an employee is eligible for worker's compensation payments, the university will pay the difference between such payments and the employee's regular pay up to accumulated sick leave. After ninety (90) calendar days, the employee may apply for the benefits for which he or she is eligible under the long-term disability program. 6. Unused sick leave can be accumulated from year to year up to a maximum of sixty-four and one half (64.5) workdays (the equivalent of 90 calendar days). On termination, employees will not be entitled to additional compensation for unused sick leave. 7. Employees making false statements in order to receive sick pay are subject to dismissal. 8. Sick leave time should be indicated on the support employee's time card or by submitting the Salaried Absentee Report to the Human Resources Office for each sick leave period taken. The Payroll Department in the Financial Services Office will maintain records of the sick leave pay taken by each support employee. The Human Resources Office will maintain records of the sick leave pay taken by each administrative employee. 9. At the request of the budget unit head or department supervisor, an employee may be required to submit a medical doctor's certification (or other similar affidavits) as proof of eligibility for sick leave before sick leave pay is granted. 10. When earned sick leave is inadequate to cover absences caused by the employee's illness, the time lost may be charged against earned but unused vacation time due the employee. 11. Employees who are on an approved leave of absence may be required to use their sick leave balance during the leave of absence. (See File 815.1.) ........................... |
818.1 Sick Leave for Support and Administrative Personnel |
| Created by: Pat Teague on 2/6/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 818.1 |
| Adoption Date: 10/15/1998 |
| Reviewed for Currency: 5/19/2000 |
| Replaces File: 818.1 |
| Date of Origin: 12/7/1976 |
| Classification: Personnel |
| In Archive? Yes |
818.1 Sick Leave for Support and Administrative Personnel |
A. Background The Furman University sick leave policy is designed to assist employees during periods of illness. It is not designed to provide additional time off from work. |
B. Policy The university will provide payment during specified illness-related absences for support and administrative employees for the purpose of maintaining the earnings of such employees for a reasonable period during the time they are unable to work. |
C. Guidelines 1. All permanent, full-time employees who work a minimum of thirty (30) hours per week for nine (9) consecutive months are eligible. Part-time employees and employees classified as "temporary" are not eligible for benefits regardless of the number of hours worked in a week. 2. Sick leave is defined as absence for personal injury (either on or off the job) or sickness (including dental care, examination by doctors, etc.) of the employee, and/or necessary absence because of personnel sickness, injury or compelling personal reasons in his immediate family or of dependents. The immediate family is defined as spouse, grandparents, parents, brothers, sisters, children and members of the immediate household. A dependent is defined as anyone who resides permanently with the employee. 3. Employees will accrue sick leave during a fiscal year (July 1 through June 30) at the rate of one (1) day for each full month of service with a maximum of two (2) weeks (ten working days) in any calendar year. (Employment commencing on or before the 15th of the month shall be counted as one (1) full month for the purpose of this policy.) 4. A week will be the equivalent of the employee's regular scheduled work week. 5. When an employee is eligible for workers' compensation payments, the university will pay the difference between such payments and the employee's regular pay up to accumulated sick leave. After ninety (90) days, the employee may apply for the benefits for which he or she is eligible under the long term disability program. 6. Unused sick leave can be accumulated from year to year up to a maximum of ninety (90) days. On termination, employees will not be entitled to additional compensation for unused sick leave. 7. Employees making false statements in order to receive sick pay are subject to dismissal. 8. Sick leave time should be indicated on the support employee's time card or by submitting the Salaried Absence Report to Personnel for each sick leave period taken. The Payroll Department in the Accounting Office will maintain records of the sick leave pay taken by each support employee. The Personnel Office will maintain records of the sick leave pay taken by each administrative employee. 9. At the request of the budget unit head or department supervisor, an employee may be required to submit a medical doctor's certification (or other similar affidavits) as proof of eligibility for sick leave before sick leave pay is granted. 10. When earned sick leave is inadequate to cover absences caused by the employee's illness, the time lost may be charged against earned but unused vacation time due the employee if the employee grants written permission to do so. 11. Employees who are on an approved leave of absence may be required to use their sick leave balance during the leave of absence. (See File 815.1.) ........................... |
818.1 Sick Leave: Support and Administrative Personnel |
| Created by: Pat Teague on 7/31/2001 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 818.1 |
| Adoption Date: 8/1/2001 |
| Reviewed for Currency: 8/1/2001 |
| Replaces File: 818.1 |
| Date of Origin: 12/7/1976 |
| Classification: Personnel |
| In Archive? Yes |
818.1 Sick Leave: Support and Administrative Personnel |
A. Background The Furman University sick leave policy is designed to assist employees during periods of illness. It is not designed to provide additional time off from work. |
B. Policy The University will provide payment during specified illness-related absences for support and administrative employees for the purpose of maintaining the earnings of such employees for a reasonable period during the time they are unable to work. |
C. Guidelines 1. All regular, full-time administrative and support personnel who work a minimum of thirty (30) hours per week for nine (9) consecutive months are eligible for sick leave. Part-time employees and employees classified as "temporary" are not eligible for benefits regardless of the number of hours worked in a week. 2. Sick leave is defined as absence for personal injury or sickness (including dental care, examination by doctors, etc.) of the employee, and/or necessary absence because of sickness, injury or compelling personal reasons in his or her immediate family or of dependents. The immediate family is defined as spouse, domestic partner, grandparents, parents, brothers, sisters, children and permanent members of the immediate household. A dependent is defined as anyone who resides permanently with the employee. Up to three days of available sick leave may be used as funeral leave for the immediate family, dependents, mother-in-law and father-in-law. Additional sick or vacation leave may be used for funeral leave upon approval of the Director of Personnel. 3. Employees will accrue sick leave at the rate of one (1) day for each full month of service with a maximum of two (2) weeks (ten working days) in any calendar year. (Employment commencing on or before the 15th of the month shall be counted as one (1) full month for the purpose of this policy.) 4. A week will be the equivalent of the employee's regular scheduled workweek. 5. When an employee is eligible for worker's compensation payments, the university will pay the difference between such payments and the employee's regular pay up to accumulated sick leave. After ninety (90) calendar days, the employee may apply for the benefits for which he or she is eligible under the long-term disability program. 6. Unused sick leave can be accumulated from year to year up to a maximum of sixty-four and one half (64.5) workdays (the equivalent of 90 calendar days). On termination, employees will not be entitled to additional compensation for unused sick leave. 7. Employees making false statements in order to receive sick pay are subject to dismissal. 8. Sick leave time should be indicated on the support employee's time card or by submitting the Salaried Absentee Report to the Personnel Office for each sick leave period taken. The Payroll Department in the Financial Services Office will maintain records of the sick leave pay taken by each support employee. The Personnel Office will maintain records of the sick leave pay taken by each administrative employee. 9. At the request of the budget unit head or department supervisor, an employee may be required to submit a medical doctor's certification (or other similar affidavits) as proof of eligibility for sick leave before sick leave pay is granted. 10. When earned sick leave is inadequate to cover absences caused by the employee's illness, the time lost may be charged against earned but unused vacation time due the employee. 11. Employees who are on an approved leave of absence may be required to use their sick leave balance during the leave of absence. (See File 815.1.) ........................... |
818.1 Sick Leave: Support and Administrative Personnel |
| Created by: Pat Teague on 9/15/1999 |
| Category: 8 - Human Resources; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 818.1 |
| Adoption Date: 9/15/1999 |
| Reviewed for Currency: 7/31/2001 |
| Replaces File: 818.1 |
| Date of Origin: 12/7/1976 |
| Classification: Personnel |
| In Archive? Yes |
818.1 Sick Leave: Support and Administrative Personnel |
A. Background The Furman University sick leave policy is designed to assist employees during periods of illness. It is not designed to provide additional time off from work. |
B. Policy The university will provide payment during specified illness-related absences for support and administrative employees for the purpose of maintaining the earnings of such employees for a reasonable period during the time they are unable to work. |
C. Guidelines 1. All regular, full-time administrative and support personnel who work a minimum of thirty (30) hours per week for nine (9) consecutive months are eligible for sick leave. Part-time employees and employees classified as "temporary" are not eligible for benefits regardless of the number of hours worked in a week. 2. Sick leave is defined as absence for personal injury or sickness (including dental care, examination by doctors, etc.) of the employee, and/or necessary absence because of sickness, injury or compelling personal reasons in his or her immediate family or of dependents. The immediate family is defined as spouse, grandparents, parents, brothers, sisters, children and members of the immediate household. A dependent is defined as anyone who resides permanently with the employee. Up to three days of available sick leave may be used as funeral leave for the immediate family, dependents, mother-in-law and father-in-law. Additional sick or vacation leave may be used for funeral leave upon approval of the Director of Personnel. 3. Employees will accrue sick leave at the rate of one (1) day for each full month of service with a maximum of two (2) weeks (ten working days) in any calendar year. (Employment commencing on or before the 15th of the month shall be counted as one (1) full month for the purpose of this policy.) 4. A week will be the equivalent of the employee's regular scheduled workweek. 5. When an employee is eligible for worker’s compensation payments, the university will pay the difference between such payments and the employee's regular pay up to accumulated sick leave. After ninety (90) calendar days, the employee may apply for the benefits for which he or she is eligible under the long-term disability program. 6. Unused sick leave can be accumulated from year to year up to a maximum of sixty-four and one half (64.5) workdays (the equivalent of 90 calendar days). On termination, employees will not be entitled to additional compensation for unused sick leave. 7. Employees making false statements in order to receive sick pay are subject to dismissal. 8. Sick leave time should be indicated on the support employee's time card or by submitting the Salaried Absentee Report to the Personnel Office for each sick leave period taken. The Payroll Department in the Financial Services Office will maintain records of the sick leave pay taken by each support employee. The Personnel Office will maintain records of the sick leave pay taken by each administrative employee. 9. At the request of the budget unit head or department supervisor, an employee may be required to submit a medical doctor's certification (or other similar affidavits) as proof of eligibility for sick leave before sick leave pay is granted. 10. When earned sick leave is inadequate to cover absences caused by the employee's illness, the time lost may be charged against earned but unused vacation time due the employee. 11. Employees who are on an approved leave of absence may be required to use their sick leave balance during the leave of absence. (See File 815.1.) ........................... |
819.1 Vacation for Support and Administrative Personnel | ||||||||||||||||||
| Created by: Pat Teague on 2/6/1999 | ||||||||||||||||||
| Category: 8 - Human Resources; 10 - Benefits/Services, | ||||||||||||||||||
| Originator: Director of Personnel | ||||||||||||||||||
| Current File: 819.1 | ||||||||||||||||||
| Adoption Date: 10/15/1998 | ||||||||||||||||||
| Reviewed for Currency: 5/19/2000 | ||||||||||||||||||
| Replaces File: 819.1 | ||||||||||||||||||
| Date of Origin: 2/7/1978 | ||||||||||||||||||
| Classification: Personnel | ||||||||||||||||||
| In Archive? Yes | ||||||||||||||||||
819.1 Vacation for Support and Administrative Personnel | ||||||||||||||||||
A. Background Furman University is interested in the welfare of its employees and provides a vacation plan as one of its fringe benefits. The vacation period is to provide eligible employees with annual periods of rest and relaxation in recognition of service performed. | ||||||||||||||||||
B. Policy Furman University's paid vacation plan provides for ten (10) days annual vacation for employees with up to five (5) years service, twelve (12) days vacation for five (5) up to ten (10) years of service, fifteen (15) days vacation for ten (10) up to fifteen (15) years of service, seventeen (17) days vacation for fifteen (15) up to twenty (20) years of service, and twenty (20) days vacation for twenty (20) or more years of service. | ||||||||||||||||||
C. Guidelines 1. Eligibility and Benefits All regular, full-time administrative and support personnel (See File 811.1) who work a minimum of thirty (30) hours per week for at least nine (9) months are eligible for vacation. Newly hired employees will not be authorized to take vacation until after the completion of the ninety (90) day probation period . Upon completion of the probationary period, vacation will be credited from the beginning employment date. Employees will earn vacation according to the following schedule:
2. Vacation may be scheduled at the employee's discretion but must be approved by the budget unit head to ensure adequate staffing at all times. Vacation time should be indicated on the employee's time card or by submitting the Salaried Absentee Report to Personnel for each vacation period taken. 3. Employees who are on an approved leave of absence may be required to use their vacation balance during the leave of absence. (See File 815.1.) 4. Due to the nature of their mission, some departments must require their employees to take vacation at a specified time. Vacations for these employees will be scheduled during periods of the year when vacations will have the least impact on their operations. 5. When more requests for vacation are received than can be granted at one time, the requests will be granted in the order they were received. Should simultaneous requests be made for the same vacation period, the budget unit head will approve according to employee seniority. 6. If a University holiday is observed on one of the employee's regularly scheduled work days while he or she is on vacation, then the day of absence will be considered a holiday rather than a day of vacation. 7. A vacation year begins on July 1 and ends the following June 30 for vacation accrual purposes. Employees will accrue vacation up to the maximum for each accrual rate. Once the maximum is reached, additional vacation will not be accrued. 8. Vacation is fully vested as earned and no action of the employee or the university may revoke the employee's entitlement to this benefit. 9. Upon retirement or termination of employment for any reason, the employee or his or her estate (in the event of death) will receive the equivalent amount of vested vacation pay. 10. Employees are not to receive pay in lieu of vacation. If an exception to this policy appears justified, the appropriate budget unit head may submit a written recommendation to the Director of Personnel to obtain approval. 11. Attendance at annual summer training by employees who are members of the National Guard/Reserves is not considered vacation. (See File 877.8.) ........................... |