Sex datin in Henderson Arkansas AR

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By selecting the best employees and providing them an environment for professional growth and development, HSU can deliver the highest quality education and services to our students. Employees have the right to work in an alcohol and drug-free environment and to work with persons free from the effects of alcohol and drugs. Students who rely on our education should also expect the same right to interact with alcohol and drug-free professionals.

It is the policy of State of Arkansas that the unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance or being under the influence of alcohol at a university facility or while engaged in university-related activities is prohibited.

Any employee violating this policy will be subject to discipline up to and including termination. Any employee who fails to comply with this rule will be subject to disciplinary action. Excessive absenteeism shall be considered grounds for disciplinary action up to and including discharge. Employees absent for three 3 or more consecutive days may be asked to provide a medical release to return to work.

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Accrued time and uncompensated time off must be used by members of the workforce in a manner, which minimizes interference with normal operations. The following absences will not be considered as absent periods for disciplinary purposes: Military Leave; Inpatient Care for oneself or spouse, child, brother, sister, parent stepparentgrandparent, or grandchild appropriate documentation may be required before absence is approved. Unattended children under 16 years of age are not allowed on campus or in university buildings.

This is to include children of faculty, staff, students, community, and visitors. Employees are welcome to have their children visit their worksite, provided that the visits are infrequent, brief and planned in a manner that limits disruption to the workplace. If the frequency, length or nature of visits becomes problematic, the employee will be advised of the situation and will be expected to take corrective action.

As responsible adults, employees are expected to make childcare and backup childcare arrangements. They may not bring children to work in place of childcare. Any exception to this requirement must be made in writing by the president of the university. Employees are not permitted to bring ill children to work. This policy is not to be utilized as a backup childcare arrangement. Full-time employees are provided paid time off benefits which should be used for personal reasons or to care for an ill.

Administrative offices are to be open and staffed Monday through Friday from 8 a. Departments that serve students and their families are encouraged to expand department hours when possible. Exempt employees are employees who, because of their position duties and responsibilities and level of decision-making authority, are exempt from the overtime provisions of the Fair Labor Standards Act FLSA.

A full-time employee customarily works a hour work week with the expectation that exempt employees will work all hours necessary to accomplish their jobs. A nonexempt employee must be awarded comp time for time worked in excess of 40 hours. Exempt employees receive a salary—the same amount of pay every month, regardless of how many hours they work. All employees can be required to use accrued and unused leave time during a week they work fewer than 40 hours. An exempt employee that has exhausted his accrued leave time may be placed on leave without pay in weekly time periods.

Unpaid FMLA can be taken in minute increments. HR and payroll records must contain accurate and up-to-date information about every employee. Any changes in marital status, of children or other dependents in the immediate family must be reported promptly to Human Resources. This information may have a direct bearing on the amount of your payroll deductions and benefits.

Any change in telephone or address should also be reported promptly. If you have furthered your education in any way, it should also be recorded in your HR record. This is helpful in determining your qualifications for promotion or transfer within Henderson State University.

Your HR record is kept on a need to know basis. It is released to authorized persons within the university for official use only. Should you apply for a transfer or promotion, the supervisor of the position for which you are applying will be given access to your performance evaluations and any disciplinary actions contained in the file. Under most circumstances and except as allowed by the Arkansas FOIA, outside parties are not provided information contained in your records except date of hire, job title, and date of termination and whether you are eligible for rehire or as specifically authorized by you in writing, or as required by law.

During the review of the file, a Human Resources representative will be present to answer any questions. Documents may not be removed from the file, but appropriate written statements from you may be included in the file. While all full-time employees are expected to devote their time and efforts primarily to the university, it is recognized that a limited amount of outside work can sometimes be desirable.

Outside work which will contribute to professional development or update technical skills is to be encouraged. It is expected that the employee will make clear, in all instances, that outside employment is their individual responsibility, and that the university is not being represented. University assets are not to be used without expressed written permission. Records shall be obtained and reviewed annually. All employees must have travel clearance. Students, other than graduate assistants, may not drive university owned vehicles or vehicles rented by the university under any circumstances, pursuant to advice from the Arkansas Insurance Department.

Students may drive their private vehicles on official university business with appropriate administration approval. Contact Ermatine Johnson two weeks in advance. It is the policy of Henderson State University that any employee that drives a university vehicle or any employee driving a privately owned vehicle on official university business must operate the vehicle safely and in accordance with all applicable laws and driving conditions.

The Faculty Senate is responsible for the official faculty consideration of policies, procedures, issues, and problems affecting the well-being and operations of the university and the transmission of its recommendations to the president of the university and the communication of his responses to the faculty.

The Staff Senate is responsible for the official staff consideration of policies, procedures, issues, and problems affecting the well-being and operations of the university and the transmission of its recommendations to the president of the university and the communication of his responses to the staff.

At Henderson State University, we celebrate every human being; we value an inclusive community; and we cultivate a climate of academic, personal, and professional integrity by holding ourselves and each other to the highest ethical standards in all we say and do. In support of those core values, Henderson State University is committed to providing an environment that is free from harassment and discrimination based upon race, color, ethnicity, religion, sexual orientation, gender identity, national origin, service in the uniformed services as defined in state and federal lawveteran status, sex, age, physical disability or mental disability.

Such an environment is necessary for a healthy learning, working, and living atmosphere. Accordingly, all acts of discrimination, harassment, retaliation, and sexual misconduct as defined by this policy are prohibited. Henderson State University believes in a zero tolerance policy for sex- and gender-based misconduct.

Any disciplinary action taken will depend upon the severity of the offense. It is also a violation of law for any person to attempt in any way to retaliate against a person who makes a claim of sexual harassment. Any behavior deemed to be retaliation against a person who makes a claim of sexual harassment will result in disciplinary action up to and including termination.

All employees are required to report any student allegations of sexual harassment. Any behavior deemed to be retaliation against a person who makes a claim of discrimination, sex misconduct or harassment will result in disciplinary action up to and including termination. Children in the Workplace and Children on Campus Unattended children under 16 years of age are not allowed on campus or Sex datin in Henderson Arkansas AR university buildings.

Human Resources Records HR and payroll records must contain accurate and up-to-date information about every employee. Outside Employment While all full-time employees are expected to devote their time and efforts primarily to the university, it is recognized that a limited amount of outside work can sometimes be desirable. Faculty Senate The Faculty Senate is responsible for the official faculty consideration of policies, procedures, issues, and problems affecting the well-being and operations of the university and the transmission of its recommendations to the president of the university and the communication of his responses to the faculty.

Staff Senate The Staff Senate is responsible for the official staff consideration of policies, procedures, issues, and problems affecting the well-being and operations of the university and Sex datin in Henderson Arkansas AR transmission of its recommendations to the president of the university and the communication of his responses to the staff. Sex Discrimination, Misconduct, Harassment and Retaliation At Henderson State University, we celebrate every human being; we value an inclusive community; and we cultivate a climate of academic, personal, and professional integrity by holding ourselves and each other to the highest ethical standards in all we Sex datin in Henderson Arkansas AR and do.

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