Policies and Procedures | Staff Handbook
Welcome to Harvey Mudd College!
作为Harvey Mudd的一名员工,你是一个创新、充满活力和充满爱心的社区的一员. 学院全体员工是维持学院成功的重要组成部分,也是为学生提供优质支持的宝贵资源, campus, visitors and alumni.
In an effort to help you succeed at HMC, 本手册概述了我们对员工的期望,并为您提供了有关学院政策的问题的答案, practices and procedures. If you need more information, 请不要犹豫,向人力资源办公室的同事寻求澄清.
我们希望你在太阳2平台的经历将是有意义的和令人满意的. You are a significant member of our campus. Again, welcome to Harvey Mudd.
我们期待着在校园见到你,并亲自欢迎你加入我们的HMC社区.
Sincerely,
The Office of Human Resources
1. INTRODUCTION
This staff handbook applies to all staff members at Harvey Mudd College. 它包含有关学院的就业政策和程序的信息,以及在出版时有效的学院福利的概述. For specific information about employee benefits, you should refer to the plan documents, which supersede the handbook at all times. The latest version of the handbook will be maintained on the College HR website.
这些政策和程序并不打算涵盖你与学院关系中可能出现的所有情况. HMC保留对本手册条款的解释权和管理权. Except for the policy of at-will employment, which can only be changed in writing by the president, the College has the maximum discretion permitted by law to change, 随时以书面形式修改或删除本手册中的任何条款或本手册中描述的任何福利, with or without notice. However, oral statements or representations cannot supplement, change or modify the provisions in this handbook.
This handbook replaces all earlier handbooks, and supersedes all prior inconsistent policies, practices and procedures. 本手册中的条款无意以任何方式与您的雇佣关系产生任何合同.
每个工作人员都应阅读并熟悉本手册所载的资料. 有关本手册的问题应直接向你的主管或人力资源办公室询问.
2. THE MISSION AND HISTORY OF HARVEY MUDD COLLEGE
Mission
HMC的使命宣言对太阳2平台社区至关重要,并继续指导学院做出的所有决定.
Harvey Mudd College seeks to educate engineers, scientists, 数学家精通所有这些领域以及人文和社会科学,这样他们就可以在清楚地了解自己的工作对社会的影响的情况下,在各自的领域担任领导角色.
History
太阳2平台(Harvey Mudd College,简称HMC)是当代美国高等教育最成功的案例之一. Chartered in 1955, 太阳2平台于1957年开放,当时太空竞赛使技术教育成为美国的优先事项. 48名学生和7名教职员工构成了先锋,他们塑造了这个独特的机构,诞生于采矿工程师的慷慨, entrepreneur, and philanthropist Harvey Mudd and the vision of Joseph B. Platt, nuclear physicist and first president of the College.
HMC的创始人设想为学院的学生提供独特的教育体验. 该课程旨在培养优秀的科学家和工程师,他们在技术教育方面有着不同寻常的广度,同时在人文和社会科学方面有着坚实的基础. Another important distinction was the teaching model: class sizes were low, but the interaction between students and faculty members was high; academic programs were demanding, 但学院通过以学生为导向的荣誉守则,鼓励合作而不是竞争. All of these attributes are still at the heart of an HMC education.
The Claremont Colleges
Located within a 546-acre neighborhood in the foothills of eastern Los Angeles County, seven independent institutions—Pomona College, Claremont Graduate University, Scripps College, Claremont McKenna College, Harvey Mudd College, 皮策学院和凯克研究生院共同致力于应对21世纪的挑战. Each of these leading colleges and universities boasts distinct academic departments, research centers, institutes, cultural opportunities and recreational and gathering spaces. Students at The Claremont Colleges benefit from the diverse missions, 七所本科和研究生院校的特色和文化,以及学术和课外项目的简单整合,构成了这个真正独特的联盟. This one-of-a-kind higher education community includes 8,500 students gathered from every corner of the United States and the world, and 3,270 expert faculty and staff who support them in their wide-ranging pursuits. 克莱蒙特太阳2平台(TCCS)是学院的中央协调和支持组织,并管理福利管理等共享服务, payroll process, library services and student health.
3. EQUAL OPPORTUNITY AND NONDISCRIMINATION STATEMENT
太阳2平台是一个机会均等和平权行动的雇主,致力于提供一个没有歧视的工作场所, harassment, and disrespectful or other unprofessional conduct. This includes discrimination, harassment, 以及基于种族的不尊重或其他不职业的行为(包括历史上与种族相关的特征), including, but not limited to, hair texture and protective hairstyles), color, creed, sex (including pregnancy, childbirth, breastfeeding or related medical conditions), gender, gender identity (including transgender identity and transitioning), gender expression and sex stereotyping, age, sexual orientation, 国籍(包括语言使用和根据加州车辆法规第12801节发给无证人员的驾驶执照的保护使用).9), ancestry, religion (including all aspects of religious belief, observance, religious dress and grooming practices), marital or registered domestic partner status, military service and veteran status, physical or mental disability, 医疗状况(包括遗传特征和癌症或癌症记录或病史), genetic information, or any other legally protected class. 学院还禁止基于某人是受保护阶层的成员或与受保护阶层的成员有联系的看法的歧视和骚扰.
Consistent with applicable law, the College will provide reasonable accommodations to (a) otherwise qualified applicants and employees with disabilities; (b) pregnant employees who request an accommodation for pregnancy, childbirth, or related medical conditions; (c) employees who are the victims of domestic violence, sexual assault, or stalking; and (d) applicants and employees based on their religious beliefs, observance and practice.
In addition, 学院禁止对提出歧视或骚扰投诉或参与有关此类投诉的工作场所调查的个人进行报复.
This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits and termination of employment. It is the responsibility of all employees to conscientiously follow this policy.
浏览有关书院处理歧视投诉的内部程序, harassment, and retaliation, please refer to the College’s Prohibited Discrimination, Harassment and Retaliation Policy available online at http://3km.ribeiroremodeling.com/human-resources/policies-procedures-and-guidelines/.
4. PROHIBITED DISCRIMINATION, HARASSMENT AND RETALIATION
根据我们的平等机会和非歧视声明中列出的受保护分类,学院致力于维护一个没有性骚扰和其他形式骚扰的工作环境. We strongly disapprove of and will not tolerate harassment of applicants, employees (as used in this policy, the term “employee” includes contract workers, unpaid interns, and volunteers) by administrators, managers, supervisors, co-workers or third parties (including students) with whom employees come into contact.
Similarly, 我们不会容忍我们的员工对与我们有业务往来的非员工的骚扰, service, or professional relationship. In addition, 我们禁止对提出骚扰投诉或参与工作场所调查的个人进行报复.
Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with an employee’s work performance. Such conduct constitutes harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.
Harassing conduct can take many forms and may include, but is not limited to, the following (when based upon a protected classification): slurs, jokes, statements, gestures, assault, 妨碍或阻碍他人的活动或以其他方式在身体上妨碍正常工作的, pictures, drawings, or cartoons, violating someone’s “personal space”, foul or obscene language, leering, stalking, staring, unwanted or offensive letters or poems, offensive email, voicemail or text messages.
Sexually harassing conduct in particular may include all of these prohibited actions, as well as other unwelcome conduct, such as requests for sexual favors, conversation containing sexual comments, and other unwelcome sexual advances. Sexually harassing conduct can be by a person of either the same or opposite sex. Sexually harassing conduct need not be motivated by sexual desire to violate this policy. For example, hostile acts toward an employee because of their gender can amount to sexual harassment, regardless of whether the treatment is motivated by sexual desire.
Any employee who believes they have been the subject of, or who has witnessed, 受到骚扰或报复的学生应根据学院禁止歧视规定的投诉程序立即报告所指称的骚扰/报复, 骚扰和报复政策附于本手册的附录A,也可在网站上查阅 http://3km.ribeiroremodeling.com/human-resources/policies-procedures-and-guidelines/. Employees may also use these procedures to complain of discrimination.
主管和管理人员收到投诉或发现违反本政策的行为应立即通知人力资源厅或其他适当的行政人员,以便展开调查. Every reported complaint of harassment will be investigated thoroughly and promptly. 调查将以尽可能保密的方式进行,以符合完整的, fair, and proper investigation.
If a violation of this policy is established, we will take corrective action. Corrective action may include, for example, training, referral to counseling, 或纪律处分,从口头或书面警告到终止雇佣关系, depending on the circumstances.
In addition to notifying the College about harassment, discrimination or retaliation complaints, 受影响的员工也可以直接向加州公平就业和住房部(“DFEH”)或美国平等就业机会委员会(EEOC)投诉。. The nearest office can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov.
5. EMPLOYMENT POLICIES AND PRACTICES
Affirmative Action
As a government contractor, HMC采用了平权行动计划,并致力于为实现该计划的目标做出真诚的努力.
Appropriate Behavior with Students
HMC discourages consensual intimate, amorous, 或学生(HMC和非HMC)和员工之间的性关系,并且绝对禁止员工在行使权力时发生此类关系, supervises, or evaluates HMC and non-HMC students. Violations of this policy are subject to administrative action.
Attendance and Absenteeism
按时汇报工作和安排工作时间是每个HMC员工工作的基本职能. 工作人员应按预定时间准时报到,并准备开始工作. Staff members must remain at work for their entire work schedule, except for meal periods and rest breaks, or when required to leave on authorized College business. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided.
When late or absent from work, you are expected to communicate to your supervisor, your supervisor’s designee, or department head as soon as you know you will be late or unable to report for work, and no later than the beginning of your scheduled start time. If you leave a message during non-business hours, 我们鼓励你在工作时间内回电话,直接与你的主管或太阳2注册平台主管交谈. Do not communicate through co-workers.
工作人员必须提供缺勤或迟到的诚实理由或解释,并说明预计缺勤的时间. 除非你的主管或人力资源办公室有其他安排, you must contact the supervisor on a daily basis during your absence.
旷工或迟到是不能容忍的,将采取纠正措施, up to and including termination. 如果一名工作人员似乎不分青红皂白和(或)毫无理由地使用假,或出现过度或滥用假的情况(例如, when sick leave frequently occurs on Fridays, Mondays, or immediately before and/or after a holiday or vacation).
因病缺勤连续三个工作日以上的工作人员可能被要求向主管提供医疗证明. 主管将把文件副本转交人力资源厅. When a staff member is absent from work for more than seven consecutive working days, other than for a pre-approved vacation or leave of absence, the staff member must make a formal request for a leave of absence, 主管或太阳2注册平台主管必须及时向人力资源办公室报告缺勤情况.
Generally, staff members who fail to report to work for more than three successive work days, without notifying their supervisors, are considered to have abandoned their jobs and in most cases will be terminated, unless otherwise prohibited by applicable law. This includes staff members who do not return from an approved leave.
太阳2注册平台主任和主管负责制定工作人员提前请假的程序,并通知意外缺勤, late arrivals or early departures. Staff members are responsible for following department procedures.
At-Will Employment
员工的雇佣是随意的,学院或员工可以在任何时候终止雇佣, with or without notice or cause. Consistent with this at-will employment policy, the College also has the right to transfer, reassign, suspend, or demote a staff member and reduce a staff member’s pay and benefits at any time, with or without notice or cause. 这种随意雇佣关系不能修改,除非由工作人员和总裁签署明确的书面协议.
Computing and Network Resources
克莱蒙特学院的总体指导任务是在一个鼓励和保护思想自由交流的环境中进行教育. 克莱蒙特学院为学生提供计算机和网络设施资源, faculty and staff. 提供这些服务的目的是教育和执行学院的合法业务.
The Colleges and members of the college communities are expected to observe federal, state and local laws that govern computer and telecommunications use, as well as the Colleges’ regulations and policies. An employee must not use campus computing or networking resources, or personal computing resources accessed through campus network facilities to collect, store or distribute information or materials, or to participate in activities that are in violation of federal, state or local laws or other College policies or guidelines. These include, but are not limited to, 有关知识产权和性骚扰或其他形式骚扰的政策和指导方针.
计算机和网络设施资源的使用者必须按照学院的行为标准使用这些资源. 具有信息系统专业知识或广泛使用这些设施的个人, 或者对这些设施持信任态度的人将被要求对更高的标准负责.
Responsible, considerate, 学院期望的道德行为延伸到使用计算机和网络设施资源, and networks throughout the world to which electronic access has been provided. These CNF resources include but are not limited to:
- Computers and associated peripheral devices;
- Campus video cable;
- Classroom presentation systems;
- Voice messaging equipment;
- Data networking equipment systems, including remote and wireless access;
- Computer software;
- Electronically stored institutional data and messages;
- All other similar resources owned, controlled, and/or operated by the Colleges; and
- Services to maintain these resources.
The Colleges retain absolute ownership rights of the CNF resources. Such resources are not owned by a department or by any individual. CNF resources leased, licensed, or purchased under research contracts or grants, 在学院的合法拥有或控制下,在本政策的条款下进行管理. 提供给校内宿舍的CNF资源也由学院拥有、经营和提供.
File confidentiality
Your documents, 存储在学院拥有的联网计算机或服务器上的文件和电子邮件通常只有您才能访问. However, 放置在学院拥有的计算机或网络上的任何文件或文档均可根据本政策进行访问, and thus, should not be regarded as private or confidential. CINE (Claremont Intercollegiate Network Effort)和各个校园IT组织的系统经理都有能力监控流量,并在网络上移动时直接查看任何文件, and they must occasionally do so to manage campus network resources. In short, 在日常业务过程中,为保证网络的正常运行,可以在不通知的情况下对文件进行监控. 所有从事信息技术工作的工作人员都有明确的准则,禁止侵犯隐私和保密, in the normal course of their work, they do not view the contents of user files or e-mail. However, 你应该知道,授权的学院人员将采取适当的步骤调查,当有怀疑不当使用校园计算机或网络资源. This may include monitoring network traffic, its contents, and examining files on any computer system connected to the network.
You should also know that all files on shared (e.g. network, google drive, one drive, etc.) systems, including e-mail servers, are backed up periodically on schedules determined by each college. 备份磁带的保存时间长短也由各个学院的操作程序决定. These tapes can be used to restore files that you have deleted accidentally. 这意味着磁带上的文件也可以被其他有理由和权限的人获取.
Network monitoring
Troubleshooting on the campus network, as well as planning for enhancements, requires the collection of detailed data on network traffic. CINE定期运行监控软件,记录和报告通过校园网传输的数据. The reports include the origin and destination addresses, and other characteristics of files, including the URLs of the World Wide Web sites that are contacted. 只有负责网络性能的授权IT人员才能访问和使用这些数据, operations and planning. 您还应该知道,当您访问它们的网站时,互联网上的许多Web主机会收集并记录有关您和您的身份的信息. This information may include, but is not limited to, information about the computer you are using, its address, and your e-mail address.
学院的许多教育和商业活动都需要通过网络访问互联网上的资源. 确保这些网站有足够的频宽,供书院作主要教育及商业用途, 学校和校园的IT人员可能会限制特定站点的流量和特定类型的流量.
有时,这些网络监控活动可能允许系统管理人员识别其活动降低校园网或网络段性能的个人, 或者似乎违反了适当使用校园计算和网络资源的一般准则. In such instances, CINE工作人员或您所在学院的IT工作人员可能会要求您停止这些活动. If you continue such activities, or if they include illegal activities, appropriate College authorities may be notified. In extreme cases, network privileges may be revoked on an interim basis pending resolution of the issue. The individual campuses determine specific corrective or disciplinary actions.
Passwords and Codes
被委托或无意中发现登录名和密码的个人应负责任地保护它们. These passwords are not to be shared with others. The same policy applies to door codes for restricted-access rooms/areas. 需要登录名或门码的用户可以向管理员正式申请这些代码/密码. Passwords may be used for the purpose of security, 但密码的使用并不影响克莱蒙特学院对电子信息的所有权.
Access to Resources
Access to CNF resources is a privilege, which is allowed only to the Colleges’ authorized personnel and students. 所有用户必须理解并遵守使用特权所带来的责任. Such responsibilities include, but are not limited to, the following:
- You must understand and comply with all applicable federal, state, and local laws.
- You must not intentionally seek information about, browse, copy, or modify non-public files belonging to other people, whether at a Claremont college or elsewhere. 您一定不要试图“嗅探”或窃听网络上不适合您的数据.
- 您仅被授权使用您合法获得访问权限的计算机资源和信息. Sharing your passwords with others is expressly forbidden. Any attempt to gain unauthorized access to any computer system, resource or information is expressly forbidden. If you encounter or observe a gap in system or network security, immediately report the gap to the manager of that system.
- 每个学院的骚扰政策同样适用于电子显示器和通信,也适用于更传统的电子设备.g., oral and written) means of display and communication.
- Messages, 以电子邮件或帖子形式发送的情感和声明,在分发或展示方面必须符合与大学财产上的实物(纸质)文件相同的标准.
- 来自校园网络或计算资源的未经请求的邮件和未经授权的群发邮件(i.e., “spam”) are prohibited. 每个校园可能对使用现有的群邮件列表有特定的政策.g., all-students or all-faculty). Contact your campus IT organization for details regarding these policies.
- Spoofing, or attempts to spoof or falsify e-mail, network or other information used to identify the source, destination or other information about a communication, data or information is prohibited.
- 您不得以任何方式降低计算或网络性能,从而妨碍他人实现其教育或大学业务目标. You must not prevent others from using shared resources by running unattended processes, 通过玩游戏或“锁定”系统未经适当的系统管理员的许可.
- 你必须遵守有关知识产权保护的法律和学院政策, including laws and policies regarding copyright, patents, and trademarks. 当电子通信的内容和传播将超出1976年联邦版权法规定的合理使用时, 校园计算机或网络资源的用户应获得适当的许可,以任何形式分发受保护的材料, including text, photographic images, audio, video, graphic illustrations, and computer software.
- You must not use campus computing or networking resources, or personal computing resources accessed through campus network facilities to collect, store or distribute information or materials, or to participate in activities that are in violation of federal, state or local laws.
- You must not use campus computing or networking resources, or personal computing resources accessed through campus network facilities to collect, 存储或分发违反其他学院政策或指导方针的信息或材料. These include, but are not limited to, 有关知识产权和性骚扰或其他形式骚扰的政策和指导方针.
- You must not create or willfully disseminate computer viruses, worms, or other software intended to degrade system or network security. 您必须采取合理的步骤来防止您的系统被用作此类行为的载体. 包括安装系统补丁和软件补丁,以及安装防病毒签名文件.
- Use of CNF resources for advertising, 未经学院事先书面同意,严禁以商业或个人利益为目的进行销售和招揽. Faculty, 学生或员工如果对某一特定用途的合法性有疑问,应该与他们所在校园的it人员进行讨论.
- 向非大学人员披露个人可识别的非目录信息受1974年《太阳2注册平台》(FERPA)的保护。. 未经许可或向未经授权的人披露由学院拥有的财务或人事记录是不允许的,并可能根据加州刑法第502条被起诉.
- 故意或未经授权滥用或泄露学院拥有的信息也将构成纪律处分的正当理由, 包括开除学籍和/或终止雇佣关系,无论是否受到刑事或民事处罚. It is also expected that any user will report suspected abuses of CNF resources. 如果不这样做,个人可能会失去进入CNF的机会和/或受到上述纪律处分.
克莱蒙特学院各自的信息技术组织可以立即暂停对个人或计算机的服务,发现其显著降低了网络或其他计算机系统的可用性. Inappropriate use will be referred to the appropriate College authority to take action, which may result in dismissal from school and/or termination of employment.
The provisions of this policy apply to the institutions comprising The Claremont Colleges, including The Claremont Colleges Services.
Approved by the Council of The Claremont Colleges, Aug. 20, 2004.
Find more information on IT Policies at: http://3km.ribeiroremodeling.com/cis/about-cis/policies/.
Confidentiality of Information
Employees must be aware of their responsibilities under the HMC Policy on Safeguarding Confidential and Sensitive Information.
In performing their duties, employees may have access to confidential information including, but not limited to, proprietary business and financial information relating to the College and personal, confidential information related to other employees, students, applicants, alumni, volunteers, donors or others. This includes information that is machine readable, viewed online, in print, in other media or received verbally.
大学员工必须对任何机密信息进行信任和保密,并应采取一切合理措施保护和保护这些材料不被不当披露.g., 密码保护电脑和/或存储/在上锁的抽屉/柜中填充机密文件, etc.).
员工有权访问的机密信息仅在适当情况下和业务需要时共享. When in doubt as to whether certain information is or is not confidential, 谨慎规定,在事先明确确定披露已得到适当的监督或管理人员的授权之前,不得披露此类信息. 在处理机密信息时,这一谨慎和谨慎的基本政策适用于对外和内部披露.
将机密信息披露给没有合法权利获得该信息的其他人可能违反1974年《太阳2注册平台》(FERPA)。, the Health Insurance Portability and Accountability Act of 1996 (HIPAA), Gramm-Leach-Bliley Act (GLBA), and/or other federal and state laws.
College employees may not remove confidential information from a department or office, or duplicate/photograph/digitize confidential information, unless authorized by the College to do so. Upon termination of employment, the conclusion of an assignment, or as directed by a supervisor, 员工必须将所有这些材料及其副本归还到太阳2注册平台或办公室的适当位置.
任何滥用或以其他方式不当披露机密信息的员工将受到纪律处分, up to and including termination of employment.
Conflict of Interest
正式工作人员和临时工作人员必须避免可能导致利益冲突或出现利益冲突的活动或情况. Staff members must not use their college positions for the direct or indirect financial, personal or professional benefit of themselves, members of their families or others with whom they have a personal relationship.
被要求填写《太阳2注册平台》的工作人员有义务认真审查任何可能存在利益冲突或出现利益冲突的情况.
担心可能存在冲突或对其活动的影响或外观不确定的工作人员应在参与活动之前咨询其主管或人力资源厅. 以下列出了员工需要了解的与利益冲突策略相关的其他策略.
- Appropriate Behavior with Students
- Computing and Network Resources
- Consulting and Other Outside Activities
- Employment of Relatives and Transactions with Relatives
- Gratuities
- Purchasing and Contracts
- “Whistleblower” Policy
Consulting and Other Outside Activities
Harvey Mudd College recognizes that many staff members have expertise, talents, and knowledge which have value to outside organizations—public and private. Association with outside organizations can benefit the client or organization served, 促进教职员的专业发展和/或声誉,并为学院带来信誉和声誉. 下文旨在就此类活动的适当性提供指导.
- Professional Activities: There is a large area of professional activities, 通常与个人在学院的职位有关,且不存在利益冲突. 这些活动有助于提高与工作相关的技能和专业知识,并/或为太阳2平台提供直接利益. These activities include: (1) participation in work-related conferences, seminars, professional associations, advisory panels, visiting committees, and the like; and (2) service as a trustee, director, or advisor of an external organization with the knowledge of his/her supervisor.
- Outside Volunteer Activities: 与公共服务有关的校外志愿活动也有助于实现学院的目标,并提供宝贵的公共和个人利益. Primary commitment belongs to the College, 这些活动应该安排好时间,以免影响学生的正常大学工作. 工作人员应避免代表这些外部组织采取涉及学院和这些组织利益的行动, or could appear to be, in conflict. Even in connection with the most worthy activities, staff members should take care not to imply that they are speaking for the College. In general, 代表公共服务的活动不被认为是工作的一部分,因此不应该被认为是工作的一部分, except on an occasional basis and with supervisor approval, be carried out during normal working hours or involve the use of College resources, such as administrative support or office supplies.
- Outside Employment: Staff members may also have outside income sources, outside employment, or outside business interests that do not affect, either directly or by appearance, the College. 这些活动不被视为工作的一部分,不得在正常工作时间内进行,也不得干扰工作人员的工作时间, 未经主管批准或涉及使用学院资源的工作职责或其他与工作相关的义务(例如.g. materials, equipment, facilities, phones, computers, other staff, and funds). Moreover, 如果担任管理职务的人希望雇用从事外部工作的工作人员, 主管员工只有在得到其副总裁(或主管员工是副总裁)事先批准的情况下才能这样做, 在总统事先批准的情况下,并且理解任何此类接触都必须保持一定的距离.
- Other Outside Activities: 也有一些外部的专业活动和其他活动不属于上面描述的类别(严格与工作相关), public service, and strictly non-work-related). 教职员工决定参加一些外部专业或商业活动,主要是因为这些活动为教职员工提供了经济或个人利益(尽管这些活动对学院有一些公认的好处).) In these situations, 工作人员的主要义务是对学院负责,他或她必须对活动的程度或类型可能造成的情况保持敏感并避免这种情况, either directly or by appearance, 限制教职员在其学院职位上的公正性或有效性.
咨询安排(有偿或无偿)或其他外部商业利益,如果存在利益冲突的风险或出现严重冲突,必须向其主管披露.
其他可能影响个人决策和/或可能导致忠诚度下降的个人或外部业务关系必须与主管一起审查. For example, 当工作人员或工作人员的亲属在学院使用的产品或服务中拥有所有权权益或从学院获得第二收入,并且该产品或服务的使用可能直接或间接受到该工作人员在太阳2平台的责任的影响时,则需要披露.
Further, 工作人员应该意识到,如果有经济利益或奖励自己或与其有私人关系的其他人, the potential for conflict of interest or divided loyalty increases substantially.
Disability Accommodation
太阳2平台(“HMC”)将在必要时为符合其他条件的残疾雇员或申请人(根据适用法律的定义)提供合理的便利。, 前提是(1)该个人在其他方面有资格安全地履行工作的基本职能,以及(2)这些设施不会对HMC操作造成不适当的困难.
住宿请求是一份个人需要调整或改变工作的声明, in the employment application process, 或因残疾或健康状况而获得就业福利或特权. 一旦提出住宿要求或HMC通过观察或通过第三方提供的信息了解到住宿需求,合理住宿流程就会开始.
寻求住宿的员工应联系其直接主管/经理或人力资源办公室. 为了申请工作而需要住宿的人应该联系招聘经理或人力资源办公室.
In response to a request for accommodation, 或当HMC通过第三方提供的信息或直接观察到需要住宿时, HMC将参与必要的互动过程,以确定需要住宿请求的确切限制,并探索可以克服这些限制的潜在合理住宿.
HMC禁止对提出合理住宿要求的员工/申请人以及合理住宿过程的参与者进行报复. Any employee found to have engaged in such retaliation may be subject to discipline, up to and including termination.
Further details can be obtained by contacting the Office of Human Resources.
Dress Code and Professional Standards
It is important to the College that its employees project a professional appearance. 职员的着装应符合其职位的要求,并符合太阳2注册平台的政策和标准. Staff members required to wear uniforms must do so in accordance with department policy. In the interest of presenting a professional image, the College asks that all staff members maintain a neat, clean, and professional appearance and observe good habits of grooming and personal hygiene. 请穿着职业化,并以适合你的职位和工作的方式.
太阳2注册平台管理太阳2注册平台有权根据历史上与种族相关的特征,酌情制定着装和职业标准, religious dress and grooming practices, and disability accommodation needs. 任何工作人员因宗教原因需要在着装和仪容标准方面提供合理便利, disability or other grounds protected by federal, state or local laws should contact the Office of Human Resources. 除非会对学院造成不适当的困难,否则将给予合理的住宿.
Driving on HMC Business
Staff members who are required, as part of their job responsibilities, to drive College-owned or rented vehicles must have and maintain a current, 有效的驾驶执照和DMV驾驶记录,符合学院保险政策的覆盖标准. 为校园项目和活动分配给院系的学校自有/租赁车辆不得用于个人事务. While on College business, a staff member is expected to abide by state motor vehicle laws and regulations. 教职员工在处理学院事务时,应始终保持良好的判断力和安全驾驶习惯, 包括避免任何可能分散他们对道路的注意力或违反任何法律的活动. Such activity includes speeding or other reckless driving, ingesting alcoholic beverages, and use of a cell phone or PDA while operating a vehicle.
如果工作人员的驾驶执照被吊销或暂停,工作人员有责任立即通知其主管. The College retains the right to transfer to an alternative position, suspend or terminate a staff member whose license is revoked, 或未能维持个人汽车保险的人,或根据学院的政策不能投保的人.
使用个人车辆从事大学相关业务的工作人员必须为所使用的车辆购买当前的汽车保险,并根据要求提供此类保险证明. 在学院工作中驾驶自己的车辆而没有获得汽车津贴的工作人员将按学院规定的里程率报销.
学院对新员工和在职员工进行DMV检查,这些员工被授权并可以驾驶学院拥有或租用的车辆. The Office of Human Resources coordinates authorizations for faculty and staff, and the Dean of Students Office coordinates authorizations for students.
Drug-Free Workplace Policy
In accordance with applicable law, the College maintains a Drug-Free Workplace Policy. The policy can be found online at http://3km.ribeiroremodeling.com/human-resources/wp-content/uploads/sites/23/2013/12/2016_Nov-FINAL-HMC-Drugfree-Workplace-Policy.pdf., 并包括与药物和酒精使用和滥用有关的健康风险的重要信息.
The essential features of the policy are described below:
- Staff members shall not report for work or work under the influence of any drug, alcohol, or other substance that will impair work performance, alertness, coordination, or response, or affect the safety of others.
- 使用、销售、拥有、转让或购买非法毒品(包括大麻) [1] 以及在学院拥有或控制的财产上非法或未经授权使用处方药)或酒精, during work hours or while performing College business regardless of location.
- Consistent with federal law, 教职员须在定罪后5天内通知学院任何与工作场所有关的毒品定罪(包括无抗辩). The College, in turn, 是否需要在收到定罪通知后10天内通知联邦政府.
本政策中没有任何内容意味着禁止正确使用非处方药物或医生开的药物, 在某种程度上,这种使用不会损害自己的表现或影响他人的安全. 员工服用非处方药或处方药应告知主管, 经理和/或人力资源总监,如果他们认为药物会影响他们的工作表现, safety or the safety of others, 或者他们认为在服药期间上班前需要合理的住宿安排. Staff members need not and are not required to disclose underlying medical conditions. For more information on how to request a reasonable accommodation, 请参阅学院的残疾住宿政策,该政策可在网上查阅 http://3km.ribeiroremodeling.com/human-resources/policies-procedures-and-guidelines/.
本政策不禁止在HMC赞助的活动或提供酒精的活动中使用或消费酒精, or at social, HMC员工在为HMC员工或以HMC员工的身份工作时参加的商业或专业活动. However, staff members who choose to consume alcohol at such events must do so responsibly, they must conduct themselves properly and professionally at all times, and they must abide by all state and federal laws related to alcoholic beverages, including laws which prohibit the operation of vehicles while under the influence.
违反这些规则和行为标准的工作人员将受到纪律处分, up to and including termination of employment and may be referred for prosecution. The College also supports enforcement, by applicable law enforcement agencies, of all local, state and federal laws. Violations of local, state, 联邦法律和条例可能导致轻罪或重罪定罪和/或施加其他法律制裁, including but not limited to fines, imprisonment, forfeiture of personal and real property, loss of driving privileges, and required attendance at substance abuse education or treatment programs.
Testing
To the full extent permitted by law, 学院有权要求所有就业申请人提交旨在检测非法药物和/或酒精存在的测试程序. Further, to the full extent permitted by law, 学院保留对在职员工进行非法药物或酒精检查的权利, 如果学院有理由怀疑工作人员违反了这项政策. 任何拒绝接受这种测试的工作人员应受到纪律处分,包括可能立即解雇.
Treatment and Rehabilitation
学院鼓励并将合理安排有化学依赖(酒精或药物)的工作人员寻求治疗和/或康复. However, 每个工作人员都有责任在酗酒和吸毒问题导致采取纠正行动之前寻求并接受援助, including termination. 工作人员在酗酒和吸毒问题导致纪律处分之前寻求援助的决定,不能作为采取纠正行动的依据,也不能在任何纪律诉讼中对该工作人员不利. At the same time, performance standards must be maintained, 酗酒或滥用药物不能成为需要采取纠正措施的表现的可接受的借口.
To aid staff members with chemical dependencies who seek treatment and/or rehabilitation, the College provides an Employee Assistance Program (“EAP”). Additional information is available online at http://3km.ribeiroremodeling.com/human-resources/.
[1] 根据加州法律,大麻的药用和娱乐用途已经合法化, 根据联邦法律,它仍然是一种非法药物,其拥有和/或使用,因为它影响到工作场所,是禁止的. 即使工作人员使用大麻符合《太阳2注册平台》的条件,情况也是如此, Proposition 215. Therefore, even staff members, who qualify under Proposition 215 to use marijuana for medical purposes, may not possess, store, or use marijuana on College owned or controlled property, 在执行学院业务或在学院批准的活动或事件期间,无论地点如何.
Employment Eligibility Verification (I-9 Form)
To comply with federal law, all staff members hired after November 6, 1986 must complete the Employment Eligibility Verification Form I-9. 工作人员必须在雇用开始之日起三(3)个工作日内向指定的人力资源办公室代表提交可接受的证明身份和就业资格的文件.
被指派执行包含E-Verify条款的联邦合同或分包合同工作的工作人员也需要通过E-Verify流程确定是否有资格执行此类合同的工作.
重新雇用的前工作人员如果在过去三(3)年内没有与HMC一起填写I-9表格,也必须填写I-9表格, or if their previous I-9 is no longer retained or valid.
Staff members whose work authorization documents carry an expiration date, 必须在授权到期之前重新验证他们是否仍被授权在美国工作. HMC will typically provide a reverification reminder to the staff member, however, 工作人员最终有责任在授权到期之前将最新文件提交人力资源厅.
每名新工作人员必须在规定的时间内完成I-9雇用资格核查和重新核查程序. 未能在规定的时间框架内完成验证过程将导致暂停或终止雇用.
Employment Categories
某些政策和做法的适用性以及某些福利的资格取决于职位的雇佣类别, 雇佣条款和与该职位相关的每周固定工作时数.
Regular Full-time 雇用工作人员每周定期工作40小时,每年工作12个月.
Regular Full-time (Dining Services) 工作人员在学年期间每周定期工作40小时,为期32-34周. (Less than 12 months.)
Regular Part-time 雇佣员工每周工作时间少于40小时,一年工作时间少于12个月.
Temporary staff members on HMC’s payroll may be hired:
- to work full- or part-time to fulfill a specific operational need related to workload, special projects, or staffing for a defined period normally not to exceed 12 months; or
- to work intermittently/on-call for generally less than 1,000 hours in an anniversary year.
Exempt Staff member – a staff member who, because of his/her position’s responsibilities and level of decision-making authority, discretion and independent judgment, is not subject to laws pertaining to overtime pay and meal and rest break requirements. Exempt staff members, under applicable law, 满足工资和责任要求,使他们免于获得加班费. 获豁免的工作人员不需要说明和记录工作时间,并按薪金支付, 每月领取预定金额,不因实际工作时间而变化.
Nonexempt Staff member – a staff member who, because of his/her position’s responsibilities, is subject to federal and state wage and hour laws pertaining to overtime, minimum wage, meal periods and rest breaks. Nonexempt staff members are paid on an hourly basis, are required to account for and record all hours worked and are paid for all hours worked.
Employment of Minors
Under the California Labor Code, “未成年人”是指根据《太阳2注册平台》规定必须上学的任何18岁以下的人, except high school graduates under the age of 18. In order to work, a minor is subject to compulsory education laws, permit requirements, work hour restrictions, and all occupational prohibitions. HMC will not employ a minor who is under age 16. 计划雇用未成年人的太阳2注册平台主管必须在提供就业机会之前与人力资源办公室联系以获取信息和帮助.
Employment of Relatives and Transactions with Relatives
It is HMC’s policy to allow the employment of relatives of current employees, on the same basis as other applicants, provided doing so does not result in an actual or potential conflict with supervision, security, safety or morale.
For the purposes of this policy, “relatives” include, but are not limited to: spouses/registered domestic partners (current or former), children (biological, adopted, 属于配偶/登记家庭伴侣或任何其他父母/子女类型的关系), siblings, parents, in-laws, step-relatives and persons living in the same household.
雇员不得在亲属参与对其任命提出建议或作出决定的太阳2注册平台或办公室中受雇或担任职务, evaluation, work assignment, promotion, transfer, retention/dismissal or salary.
If employees who marry, or otherwise become related, 在与另一个人的直接监督关系中工作,或者在会产生上述其他问题的关系中工作, 学院将尝试建立一种工作关系,使双方都能留在学院工作. If a position is not available, 或者如果没有其他选择,可以让两人都留在学院工作, 学院将要求受影响的员工决定谁将继续在学院工作.
负责确保和/或批准涉及亲属或使亲属受益的任何商品/或服务的购买的员工(教职员工)应向学院院长(代表教职员工)和人力资源办公室(代表教职员工)报告潜在交易。, before engaging in any such transaction. 该交易将根据学院利益冲突政策的条款进行评估,并且必须得到地区副校长的批准才能进行,如果交易涉及副校长的亲属,则必须得到校长的批准. Any exceptions must be approved by the president.
Employment Opportunities at HMC
所有员工的招聘和临时工的安排必须通过人力资源办公室与招聘经理协调,并按照学院平等就业机会的政策和程序完成. In order to begin the recruitment process, 招聘经理将联系人力资源办公室,寻求批准填补现有职位, create a new position, or bring a temporary worker on board. Together, 人力资源办公室和招聘经理将共同决定太阳2注册平台的需求, create and/or revise the job posting and job description position, determine the appropriate salary range for the position, and determine the appropriate recruitment and selection process. Part of this process requires Business Affairs Office approval. As explained below, all regular staff positions will, as a general practice, be posted on the College’s Employment website.
In order to promote the career development of our employees, 只要有合格的候选人,HMC的目标就是从内部填补职位空缺. 学院将在学院的就业网站上公布所有非临时职位,为期五(5)天, either before or while posting the position externally, unless approval from the president is obtained. 学院有权自行决定是否发布职位,并保留从外部招聘的权利, even if an internal qualified candidate is available.
Gratuities
In order to avoid a conflict of interest or the appearance of a conflict of interest, 工作人员在任何时候都不应索取或接受来自现有或潜在供应商的礼物, contractors or their agents, local businesses, College departments, 或者其他与他们有潜在的或正在进行的商业或专业关系的人. Staff members may accept ordinary business courtesies, such as payment for a modest meal or event, 或者礼物是没有重大价值的促销物品,并且是常规分发的. 给工作人员的小费或金钱礼物,在任何时候都不能接受,应立即退还给送礼者.
我们提醒员工参阅利益冲突政策,并每年填写《太阳2平台》,并将表格交回主管. All staff members are responsible for becoming familiar with and adhering to this policy. In addition, 主管有责任确保其工作人员了解这一政策,并确保所有工作人员都遵守这一政策.
对这项政策有疑问或不确定是否存在利益冲突的工作人员应与其主管或人力资源厅协商.
Identification Cards
HMC通过克莱蒙特太阳2平台卡中心向正式和临时工作人员发放带照片的身份证, which is located on the first floor of Honnold/Mudd Library (south entrance). 身份证是HMC的财产,具有多种用途,例如刷卡进入HMC设施, library privileges, bookstore discounts, and Claremont Cash (see Services & Conveniences). 工作人员身份证遗失或被盗应立即向人力资源厅报告.
Independent Contractors
独立承包商是指与HMC签订合同以提供服务以换取报酬的雇员以外的人. 加州法律严格控制谁可以被正确地归类为独立承包商,如果分类错误,将会产生重大的经济后果. As a consequence, 未经商务办公室事先协商并明确授权,任何人不得授权聘请顾问或其他服务提供商作为独立承包商.
Initial Review Period
新工作人员连续工作的头六(6)个月或现有工作人员在承担一套新的工作职责后连续工作的头180天被视为“初步审查期”.” During this time, your supervisor will be observing your performance and ability to meet job requirements. During and at the end of the introductory period, your performance will be evaluated, and a decision made concerning regular or continuing employment.
- If your performance is considered satisfactory or better, you will be retained and become a regular staff member;
- If your performance is considered unsatisfactory or borderline, at any time within the first 180 days, 我们可能会延长你的试用期一段时间,以进一步评估你的表现和是否适合工作, or we may decide to end your employment. 主管将在通知工作人员之前与人力资源厅合作.
在介绍期和介绍期之后,您的雇佣是“随意的”,不影响您获得福利的资格. 我们有权终止您的雇佣关系或更改您的雇佣条款和条件, at any time, with or without cause, as described in the at-will employment policy contained in this handbook, is not altered by this policy.
Intellectual Property
太阳2平台(“HMC”)的政策是,工作人员应拥有其发明的任何和所有知识产权和专有权利, 他们在HMC期间创作的创造性作品和其他工作产品,但有以下例外:
任何由工作人员创造的版权都有资格被定义为雇佣作品,这一术语在17美国.S.C. §101和相关的判例法应按照适用法律的规定归属(通常版权归HMC所有)。.
Lactation Accommodation
作为哺乳期母亲的工作人员可采取合理的休息时间,以适应工作人员为其子女喂奶的需要. When possible, 非豁免工作人员为此目的的休息时间应与休息时间同时进行. 为喂奶而提供的任何休息时间,如果不与已经提供给工作人员的休息时间同时进行,则不支付报酬.
Harvey Mudd College has two formally designated lactation rooms. All nursing mothers have access to these locked, secure spaces; please request a key from keys@ribeiroremodeling.com in the Office of Facilities and Maintenance.
- McGregor Computer Science Center, Room 338.
- Platt Campus Center Basement, east side, basement level.
工作人员往返于哺乳地点或往返于有自来水的冰箱和水槽之间所花费的时间, shall not be included as part of a staff member’s break time.
工作人员如需要哺乳住宿(包括其他哺乳地点),应联系人力资源办公室要求住宿. A staff member’s request may be provided orally, by email, or in writing, and need not be submitted on a specific form (documentation, such as a doctor’s note, is not required for a lactation accommodation, or as to the number of or duration of lactation breaks needed by an staff member). 人力资源办公室将在五个工作日内以书面或电子邮件的形式回复您的请求.
基于性别的歧视包括基于母乳喂养和相关医疗条件的歧视,是非法的. 加州法律明确禁止对哺乳期工作人员行使其权利进行报复,有关侵犯此类权利的投诉可提交给人力资源办公室或提交给加州劳工专员.
Makeup Time (Nonexempt Staff Members)
补休时间允许非豁免工作人员因个人事务请假,并在同一工作周的另一天补休,而不领取加班费.
工作人员每天的工作时间不得超过11小时,每周的工作时间不得超过40小时,因为要弥补因个人义务而失去或将失去的时间. A staff member cannot “bank” time to use in future workweeks.
A staff member is required to request makeup time in writing using HMC’s Makeup Time Request Form 员工请假或补课前,必须将此表交给主管批准, whichever is first. A separate written request is required for each occasion. 在提交请求时,将根据业务需要考虑请求的批准. A staff member’s use of makeup time is completely voluntary. HMC does not encourage, discourage, or solicit the use of makeup time. The use of makeup time must be initiated by a staff member; a supervisor may not require or recommend the use of makeup time.
Meal Periods and Rest Breaks (Nonexempt Employees)
Meal Periods
在工作日工作超过五(5)小时的非免税员工将获得无薪工资, duty-free meal period of at least 30 minutes, to begin by no later than the end of the fifth hour of work (i.e., by 4 hours and 59 minutes into an employee’s shift). If an employee works more than 10 hours, a second unpaid meal period of at least 30 minutes, duty-free, is provided, to begin by no later than the end of the tenth hour of time worked.
员工必须准确地在考勤卡上填写用餐开始和结束的时间.
员工可以在每学年完成以下书面用餐时间豁免:(1)第一次用餐时间,如果他们的轮班将持续五个小时以上,并且将在六个小时或更短的时间内完成, or, (2) for a second meal period if they will work more than ten hours, but less than twelve hours and did not waive the first meal period for such shifts.
如果员工因任何原因认为他/她不能或不需要用餐时间, as provided, 应尽快通知主管,并在此类事件发生的工资期内,员工必须填写用餐期例外报告. When required by law, Harvey Mudd will issue meal period premiums.
Rest Breaks
Nonexempt employees are permitted and authorized to take duty-free rest breaks of net, 10 minutes during their workday, one for each four-hour period of work, or major fraction thereof. Rest breaks are paid and are not entered on timecards.
There is no rest break for a shift of 3.5 hours or less. For a shift of 3.5 to six hours, there is one (1) rest break; for a shift of six (6) hours and up to 10 hours in a workday, there is a second rest break; for a shift of more than 10 hours and up to 14 hours in a workday, there is a third rest break; and so on. 在切实可行的情况下,应在每四小时工作时间的中间休息. For example, a person working an 8-hour shift, 在头4小时工作的中间有一次休息时间,在第二个4小时工作的中间有第二次休息时间吗.
如果员工出于任何原因认为自己无法或不愿休息, as permitted and authorized, 应尽快通知主管,并在发生此类事件的工资期限内通知主管. When required by law, Harvey Mudd will issue rest period premiums.
Both Meal Periods and Rest Breaks
Meal periods and rest breaks are completely duty-free; this means that, during meal periods and rest breaks, employees are relieved of all duty, are not subject to call or on-duty, have turned off all pagers, radios, or other similar work-communication devices, and are free to leave the premises.
任何主管都无权指示或鼓励员工跳过用餐时间或休息时间, to take a short one, or to take a late one, or to interrupt meal and rest periods (absent rare, true emergencies), and employees should report any such issues to the Office of Human Resources.
Meal periods cannot be combined with or added to rest breaks, 吃饭时间和休息时间都不能用来掩饰上班迟到或早退.
Open Door Policy
学院鼓励员工直接与主管讨论问题,主管将随时“敞开大门”听取员工的担忧. We believe a prompt; open and honest discussion is the best way to resolve concerns and ensure that College policy is being followed. 如果工作人员有问题,通常可以通过以下一个或多个步骤来解决:
- First, 鼓励工作人员立即将情况提请其直接主管注意, who will investigate and provide a solution or explanation. Very often, 直接主管是处理员工问题的最佳人选.
- Second, if the staff member believes that the problem has not been resolved, 他们应该把他们的担忧写成书面形式,并提交给下一级主管,后者将进行调查,并提供解决方案或解释. 在工作人员认为直接主管没有解决问题后,应尽快将该问题提交下一级主管.
- In the event a staff member has a concern, and for personal reasons cannot follow the steps in the above procedures, 工作人员可亲自或以书面形式向适当的副总裁或人力资源主管提出他/她的关切.
This procedure, which we believe is important for both staff members and the College, may not result in every problem being resolved to a staff member’s satisfaction. However, HMC重视工作人员的投入,工作人员应该自由地提出关心的问题,而不必担心遭到报复. 有关歧视和/或骚扰的投诉应按照HMC《太阳2平台》所载的投诉程序提出, Harassment and Retaliation.
Orientation and Training
During your first few days on the job, you will be scheduled to attend an orientation session in the Office of Human Resources. This meeting will cover employment policies, practices and procedures and will provide information about your employment, including information concerning your employment benefits.
所有非管理人员都必须完成一小时的性骚扰预防培训. 管理人员必须完成两小时的性骚扰预防培训. 培训必须在聘用或晋升的六个月内进行,此后每两年进行一次. Temporary staff members or staff members hired to work less than six months, must be trained within 30 calendar days after hire or within 100 hours worked, whichever is earlier.
Overtime (Nonexempt Staff Members)
A staff member may be asked or required to work additional hours due to operational needs. A nonexempt staff member may only work overtime with prior approval from the supervisor, 除非是由于紧急情况而加班,在这种情况下,工作人员应在加班后尽快通知其主管.
Only actual hours worked in a given workday or workweek apply in calculating overtime. Hours paid as vacation, sick, 个人假期或学校规定的假期不计算加班时间.
HMC provides overtime compensation in accordance with state and federal law as follows:
- 在一个工作日中工作超过8小时或在一个工作周中工作超过40小时属于加班,按工作人员正常时薪的1.5倍支付.
- 一个工作周内连续第七天工作的前八小时按员工正常时薪的1.5倍支付工资.
- 在一个工作日工作超过12小时和在一个工作周连续第七个工作日工作超过8小时的,按正常时薪的两倍支付工资.
HMC在法律上禁止提供补偿性休假(“补偿时间”)来代替支付加班费.
Parking
In order to park on campus, 工作人员必须向校园安全办公室登记车辆,并在车辆上出示有效的停车许可证. When a vehicle is registered for the first time, the staff member should bring their identification card, driver’s license and vehicle registration to Campus Safety. Parking permits must be renewed upon expiration, every five years.
Staff members are required to park in lots that are designated for faculty and staff. 多次违章停车将被处以罚单和拖走,并可能导致纪律处分. 停车程序和HMC停车地图可在设施和维护网站上查询 http://3km.ribeiroremodeling.com/facilities-maintenance/parking/.
Paychecks, Paydays and Direct Deposit
Hourly (nonexempt) staff members are paid on a bi-weekly basis every other Friday. Exempt staff members are paid once per month on or about the twenty-sixth of the month.
强烈鼓励工作人员以电子方式将薪金直接存入工作人员的财务机构. 工作人员可以通过Workday的自助服务功能或联系人力资源办公室启动或停止直接存款.
Pay Transparency Policy Statement
HMC将不会解雇或以任何其他方式歧视员工或申请人,因为他们已经询问, discussed, or disclosed their own pay or the pay of another employee or applicant. However, 作为其基本工作职能的一部分,有权访问其他员工或求职者薪酬信息的员工,不得将其他员工或求职者的薪酬披露给其他无权访问薪酬信息的个人, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with HMC’s legal duty to furnish information.
Performance Evaluation Program
HMC recognizes all staff members as essential to the overall success of the College. 这一成功是通过营造一种工作环境来实现的,在这种环境中,工作人员受到激励,发挥最大的能力. HMC的绩效管理周期和流程允许主管设定年度期望,并讨论每个员工对实现太阳2注册平台和学院目标的潜在贡献.
HMC将努力利用其绩效管理计划来实现以下目标:
- 促进主管和员工之间的双向沟通,明确对角色的期望, goals, and behavioral accountabilities;
- promote professional growth for staff members by helping them in acquiring the desired knowledge and skills; or
- 确定有效绩效的障碍,并通过指导和发展支持来解决这些障碍. Forms and resources are available on the HR Website.
学院鼓励教职员和他们的主管每天非正式地讨论工作表现. 学院的首选做法是在介绍期结束时对所有正式工作人员进行书面业绩评价,此后每年一次. The frequency of performance evaluations, however, may vary, depending on the position, past performance, changes in job duties, 反复出现的工作表现问题或由于工作人员请假不上班.
绩效评估由工作人员的直接主管进行,并由太阳2注册平台主管审查. 评价的目的是审查工作人员目前的业绩水平, to examine the progress made since the last evaluation, and to establish goals for the staff member’s next evaluation. A satisfactory performance review does not guarantee an increase in rate of pay. 加薪和晋升完全由学院自行决定,并取决于除表现外的许多因素.
Personnel Records and Release of Employee Information
The Office of Human Resources maintains official personnel records for HMC employees. 加州法律要求雇主在终止雇佣关系后至少保留一份人事记录副本三年.
员工有责任报告与就业有关的个人信息的任何变化, such as home address, home and/or cell phone number, number of withholding allowances (W-4), and emergency contact. 员工可通过Workday的自助服务功能或联系人力资源办公室更新其记录.
HMC认为档案中工作人员的当前地址是正确的,并且工作人员在该地址收到HMC的正式邮件.
HMC限制向学院内授权的个人披露工作人员的人事档案. 对人事档案所载资料的要求,应直接向人力资源厅提出. 向外部来源披露工作人员人事档案中所载的信息仅限于核实雇用或经授权的执法太阳2注册平台或当地的正式请求等行动, state, or federal agencies, or as otherwise compelled by law.
现任和前任员工可以在学院代表在场的情况下检查他们的个人档案和某些收入记录. 现任和前任工作人员的代表也可代表工作人员要求查阅工作人员的人事档案, provided that the representative is authorized to do so in writing by the staff member.
Requests to inspect files/records should be directed to the Office of Human Resources. 某些文件可能会被法律排除或修改,并且可以提出的请求数量也有法律限制.
现任和前任工作人员也有权依法获得其人事档案和某些人事和收入记录的副本. 任何索取此类记录副本的要求必须以书面形式向人力资源办公室提出. 不迟于二十一(21)个日历日提供盈利记录副本, and personal records within thirty (30) calendar days, from the date of the request.
Photo/Video Authorization
From time to time the College makes use of materials for promotional, educational, marketing and other purposes that may include photo or video image of employees. By acknowledging receipt of this Handbook, a staff member grants HMC permission to use their photograph, digital image, visual likeness, portrait, voice or other identifying feature(s) for any purpose that HMC deems appropriate, including in any and all HMC publications, media releases, multimedia productions, broadcasts, displays, advertisements, and/or on the world wide web or in other mediums now in existence or hereafter developed, and if appropriate, to use a staff member’s name and/or biographical information, without compensation to the staff member. Staff members who do not wish their photograph, digital image, visual likeness, portrait, voice, 或用于此类目的的个人信息可通过联系通信和营销办公室(电话909)撤销其同意.607.6722 or communications@ribeiroremodeling.com.
Property of Staff Members
Staff members are responsible for their own personal property. Those who bring personal property to work do so at their own risk. Whenever possible, personal property is best kept in a locked drawer, filing cabinet or locker to limit exposure. The College does not assume any risk for, or provide insurance coverage for loss or damage to personal property.
Property of the College
All College property—including desks and other office furniture, storage areas, work areas, lockers, file cabinets, office telephones, cell phones, modems, fax machines, photocopiers, and vehicles—must be used properly and maintained in good working order.
The College reserves the right, at all times and without prior notice, 检查和搜查学院的所有财产,以确定是否违反了本政策或学院的任何其他政策, 或者为了促进工作场所的安全或遵守州和联邦法律而需要进行检查和调查时, or for other legitimate business reasons. 这些检查可以在营业时间内或营业时间以外进行,在被检查区域工作的工作人员在场或不在场的情况下进行.
In addition, to ensure the safety and security of employees, students and others and to protect the College’s legitimate business interests, the College reserves the right to question, inspect, or search any staff member or other individual entering or leaving College premises. 检查或搜查可包括个人可能携带的任何包裹或物品, including briefcases, purses, handbags, knapsacks, and shopping bags. 无论事先通知与否,这些物品都将随时受到检查和搜查. 学院也可能要求在职或在学院内的工作人员同意对其个人财产和/或人员进行合理的检查. 在学院代表在场的情况下,可要求个人自检其个人财产或个人,如出示包裹内的物品及/或打开口袋等, typically a management staff member of the same gender.
除非事先获得主管和负责该区域的内阁成员的书面批准,否则工作人员不得将HMC的财产移出校园.
On occasion, 学院购买的家具或其他个人财产不再为某院系所需要. 在这种情况下,太阳2注册平台的指定代表将试图确定该财产是否可以由其他太阳2注册平台使用, if such property can be used by another department, it will be transferred to that department. If there are no departments that indicate a use for such property, 财产所属太阳2注册平台的内阁成员(或内阁成员指定的人)应确定财产是否过时, outmoded, unusable or no longer usable by the College, or property for which future needs do not justify the cost of maintenance and/or storage. In such circumstances, 负责的内阁成员应宣布财产为剩余财产,并应通过填写太阳2平台从校园移除物品许可表格启动财产处置程序. The form may be obtained from http://3km.ribeiroremodeling.com/bao/forms-and-policies/.
Pets in the Workplace
狗——只有法律规定为服务性动物的狗才可以被带入校园的任何学术或行政大楼.
Cats – Cats are not allowed in any academic or administrative buildings on campus.
例外情况-在特殊或独特的情况下,HMC保留考虑授予和终止本政策例外情况的权利. 院长有责任做出涉及教职工和副校长的决定, Chief Operating Officer and Treasurer for those involving staff.
Additional information is available online at http://3km.ribeiroremodeling.com/bao/forms-and-policies/, including the HMC Pet Policy and Assistance Animal Policy.
Pre-Employment Verifications, Reference and/or Background Checks
Pre-employment verifications, reference and/or background checks are required as a condition of employment, but only as permitted by law. To the extent that verifications, reference and/or background checks are required as a condition of employment, the offer of employment is contingent upon the College’s receipt of satisfactory results.
Current staff members may be required to submit to a background check, at HMC’s expense, as a requirement of fulfilling an internal job posting, to the extent permitted by applicable law.
If an applicant is a rehire to the College, and has less than one-year break in service, the background requirement will be waived.
Reporting Pay
报告薪金是支付给要求报到工作但(a)实际上不工作的非豁免工作人员的补偿, or (b) works less than the hours scheduled to work or usually works, 或(c)被要求在任何一个工作日内第二次报到工作,而实际工作时间少于两小时.
A staff member must be paid at least one-half of the hours scheduled to work or typically worked; however, the amount paid cannot be less than two hours or more than four hours.
Reporting pay does not apply when:
- a staff member is paid to be on on-call;
- public utilities fail (e.g. water, electricity, gas and sewer);
- work is interrupted by a natural disaster or causes outside of the College’s control; or,
- business is halted due to a threat to persons or property or ordered by civil authority.
Purchasing and Contracts
To avoid a conflict of interest, or the appearance of a conflict of interest, staff members should not make purchasing decisions, 就可能存在利益冲突或出现利益冲突的合同和/或分包合同进行谈判. More specifically, staff members should refrain from these activities with any organization in which:
- staff members or persons related by blood, marriage, members of the same household, 包括已登记的家庭伴侣或与工作人员有私人关系的人, have a significant financial interest; or
- staff members or persons related by blood, marriage, members of the same household, 包括已登记的家庭伴侣或与工作人员有私人关系的人, have current or pending employment, consulting, management, fiduciary or similar affiliation.
Staff members who stand to gain, either personally or indirectly, from any transaction as described in this policy, or similar transaction, 是否应向其主管说明他们的情况,以便对交易的管理作出其他安排.
In addition, staff members may not solicit or accept gifts, gratuities, favors or anything of monetary value from current or potential vendors, contractors or their agents, local businesses, College departments, 或者其他与他们有潜在的或正在进行的商业或专业关系的人. Staff members may accept ordinary business courtesies, 例如,支付一顿普通的饭或活动或礼物,这些都是没有重大价值的促销项目,并且是常规分发的.
谈判联邦合同或有权核实联邦合同工作圆满完成的工作人员必须遵守1986年《太阳2平台》, which prohibits those involved in government contracting from offering, accepting, 或者在授予材料合同时试图接受优惠待遇的诱因, equipment or services of any kind.
员工须注意,《太阳2平台》要求员工每年提交一份《太阳2平台》.
不遵守这一政策将被视为严重问题,并可能导致纪律处分, up to and including termination of employment.
Smoking Policy
Smoking and vaping are prohibited in all buildings owned, leased, 或由学院租用(无论是在校内还是校外),以及所有学院拥有或租用的车辆(包括班车和手推车)。. Smoking is only permitted in College parking lots, designated smoking areas, and public sidewalks immediately adjacent to College parking lots. The sale of smoking materials is prohibited on College property.
Smoking is defined as the “act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind.“Vaping指的是使用电子尼古丁输送系统或电子烟等电子吸烟设备, e-pipes, e-hookahs and e-cigars. The smoking and/or vaping of cannabis is prohibited everywhere on College property, including designated smoking areas.
This policy has been created in recognition of the harmful effects of smoking, including “second hand” smoke, and in accordance with applicable state and local laws.
Solicitation and Distribution of Literature
In order to maintain and promote efficient operations, and security, 学院已制定适用于所有职员的规则,以规管邀请事宜, distribution of written material and entry into premises and work areas.
未经人力资源助理主任授权,任何工作人员不得在其工作时间和(或)在接受这种活动的工作人员的工作时间内,为任何事业或组织征求或促进支持. Working time does not include meal and periods rest breaks, or any other periods in which staff members are not on duty.
No staff member shall distribute or circulate any printed or written non-College, 工作区域的非工作材料,在其工作时间和/或在工作人员的工作时间内,这种活动是针对工作人员.
在任何情况下,未经事先授权,非书院职员不得在书院内为任何目的索取或分发书面材料.
Standards of Conduct
HMC expects staff members to perform their work well, to adhere to a standard of good conduct and to observe College policies and procedures. 如果不这样做,可能会导致纪律处分或终止雇佣关系的决定. 工作人员应该明白,虽然学院可以选择行使其自由裁量权,并利用比解雇(e)更轻的纪律形式.g., warnings, probation or suspension), no formal system of warnings or progressive discipline is required.
In order that staff members may more fully appreciate what is expected of them, 以下是工作人员应避免的行为类型的例子(并非全部):
- Falsification of employment records, employment information or other College records.
- Failure to safeguard or respect the College’s confidential information.
- Committing a fraudulent act under any circumstances.
- Unsatisfactory job performance.
- Failure to observe work schedules (including rest breaks and meal periods), frequent or excessive tardiness, absence from work or the work area, leaving work early without notifying your immediate supervisor or getting prior approval, and failure to notify a supervisor when unable to report to work.
- Unreported absence.
- 记录其他员工的工作时间或允许其他员工记录你的工作时间, or allowing falsification of any timecard, either your own or another staff member’s.
- Theft, 故意或不小心损坏或毁坏学院或任何雇员的财产, student, or visitor.
- Removing or borrowing College property without prior authorization.
- Unauthorized use of College equipment, time, materials or facilities.
- Provoking a fight or fighting during working hours or on College premises.
- 参与恶作剧或恶作剧,影响安全在大学时间或校园内.
- Carrying firearms or any other dangerous weapons on College premises at any time.
- Violating the College’s Drug and Alcohol policy, including unlawfully manufacturing, distributing, selling, offering to sell, dispensing, possessing, 在工作时间或非工作时间的任何时间购买或使用非法药物或受管制药物,或报告因酒精或非法或受管制药物而受损的工作.
- Engaging in criminal conduct whether or not related to job performance.
- Insubordination, 包括但不限于未能或拒绝服从主管的指示或指示.
- Using abusive or threatening language at any time on College premises.
- Sleeping or malingering on the job.
- Texting or making or accepting lengthy personal telephone calls, including cell phone calls, during working hours, except in cases of emergency or extreme circumstances.
- Working overtime without authorization or refusing to work assigned overtime.
- Committing acts of harassment, discrimination, and/or retaliation.
- Violation of any safety, health, security or College rules, policies, or procedures.
Concerns or problems regarding a staff member’s work performance, 行为或违反HMC政策可能导致纠正措施,如期望信, verbal and written warnings, a performance improvement plan, suspension or termination of employment. No particular order, system or steps are required, and the College may, in its sole discretion, issue the form of corrective action that it deems appropriate under the circumstances. 学院的纠正措施政策不限制或改变随意雇佣关系.
Telecommuting
Please visit the HMC Staff Remote Policy website for detailed information regarding telecommuting.
Temporary Agency Workers
学院会不时聘用临时机构工作人员,以提供学院不需动用自身资源的服务,或在短期内需要额外资源或特殊技能而不需要额外聘用员工的情况下. 临时代理人员是指与学院签订服务合同的第三方供应商或临时代理机构的雇员,并非由学院聘用. 因此,临时代理工人没有资格获得大学赞助的福利. Temporary agency workers may only be engaged through the Office of Human Resources.
Termination of Employment
Resignation
Staff members who decide to leave the College, 是否被要求至少提前两周书面通知他们的主管作为礼貌, in order to permit proper processing of their final paycheck, the scheduling of an exit interview, and the return of all College property. However, as an at-will employee, you may terminate your employment with the College at any time, with or without notice.
Dismissal
The College reserves the right to terminate staff members at any time, with or without cause, and with or without advance notice.
Job Abandonment/Constructive Quit
Generally, staff members who fail to report to work for more than three successive work days, without notifying their supervisors or the Office of Human Resources, are considered to have abandoned their jobs and in most cases will be terminated, unless otherwise prohibited by applicable law. This includes staff members who do not return from an approved leave.
处理因放弃工作而解雇工作人员的决定由主管和适当的副总裁决定. 工作人员因放弃工作而终止雇佣关系时,将收到书面通知.
Return of Property
On termination of employment, whether voluntary or involuntary, a staff member must return all HMC-owned property, including computer equipment (desktops, laptops, mobile devices, software, disks, flash drives or other computer-related equipment), reports, files, business cards, memoranda, records, credit/P-cards, card key passes, door and file keys, tools, equipment, uniforms, other physical and personal property, and any copies of same, which the staff member has received, prepared or helped prepare in connection with their employment with the College. Any property obtained through College funds is considered College property. 任何搬离校园的财产必须得到主管和区域副校长的批准. If such property is approved to be removed from campus, it could be considered taxable to the staff member.
Final Pay at Termination
工作人员将根据适用的州法律在终止合同时得到最后的检查. 该支票将包括最终工资和应计但未使用的假期和个人假期/小时的付款. Unused sick leave is not paid at termination.
Benefits at Termination of Employment (COBRA)
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), 工作人员和符合条件的受益人可能因终止雇佣等合格事件而有权继续享受健康保险福利, a reduction in hours that results in loss of benefits eligibility, unpaid leave, the death of a spouse or registered domestic partner, a change in marital status, Medicare entitlement, or a child’s change in dependent status. 当发生影响福利的合格事件时,工作人员有责任通知福利管理办公室.
终止雇佣关系的工作人员将由克莱蒙特太阳2平台福利管理办公室通知他/她继续为工作人员和/或受益人提供保险的权利. 工作人员或受益人负责支付全部健康保险费和行政费用.
Exit Interviews
人力资源办公室将对每一位离开学院的员工安排离职面谈, regardless of the reason. 这次面谈让教职员就他们与学院的工作交流意见, including the job requirements, operations and training needs.
Timekeeping Requirements
非豁免工作人员必须每天准确地以电子方式记录所有工作时间. Time records must reflect all hours worked, any absences, early or late arrivals, early or late departures, and the beginning and ending time of each meal period. Work and paid time off hours are rounded to the nearest 15-minute increment. At the end of each pay period, 工作人员必须核实所记录的时间是工作时间的准确反映. Altering, falsifying, tampering with time records, or recording time on another staff member’s time sheet may result in disciplinary action, up to and including termination of employment.
Exempt staff members do not record hours worked, but must accurately report all time away from work, including sick, vacation and personal holidays. Cabinet members who take paid time off, must also make certain that any such time is recorded against their paid sick, vacation and personal holiday account balances, 但具有教职员身份的内阁成员(不享有假期或个人假期)除外。, need only report the use of paid sick leave benefits.
Paid time off is reported in four-or eight-hour increments (e.g. a whole day is recorded as eight hours; four hours is recorded for leave that is less than eight hours but equal to or greater than four hours), 除非带薪休假与临时残疾福利相协调,或用于加州健康工作场所允许的目的, Healthy Family Act. Paid sick leave may be used in two-hour increments for exempt staff.
Off-the-Clock Work
Nonexempt staff members should not perform “off the clock” work. “Off the clock” work means time worked that is not reported or recorded. 任何未报告其全部工作时间的非豁免工作人员将受到纠正措施, up to and including termination for repeat offenses. No one has the authority to make a nonexempt staff member work off the clock. If a nonexempt staff member is told to work off the clock, or encouraged to work off the clock, he/she must notify the Office of Human Resources immediately.
Supervisor Responsibilities
每个主管都有责任根据工资截止日期审查和批准非豁免工作人员的时间记录,以确保遵守这项政策, 确保非豁免员工被允许按照学院政策和州法律有不间断的用餐时间和休息时间, and provide a schedule of required meal and rest breaks, if/when appropriate, and to counsel, coach and/or discipline staff members when timekeeping practices are violated. 未能妥善管理员工考勤卡可能导致纪律处分直至并包括终止雇用.
Training Time (Nonexempt Staff Members)
The time a nonexempt staff member spends at required training (e.g. lectures, work courses, 大学赞助的培训项目或会议)被认为是工作时间,并按工作人员的正常工资支付. 如果对工作人员的培训是在本应构成用餐休息的时间进行的, 这仍然被认为是工作人员必须支付报酬的工作时间(即使提供膳食)。. In addition to paying for the time spent in the meeting or training, 对于每名未获豁免的工作人员拒绝用餐,学院将处以一小时工资的罚款.
If the training session is off-campus, compensation for travel time may apply. 建议主管与人力资源办公室协商,以确定赔偿金额.
Travel Time (Nonexempt Staff Members)
Generally, 非豁免工作人员因学院相关事务需要出差的时间按工作时间减去工作人员通常上下班所需的时间计算. Travel time is counted as work time and overtime pay rules apply.
If air travel is required, 工作人员将从他们离开家到到达目的地(减去他们通常的通勤时间)领取工资。, or until they no longer perform work (e.g., they have checked into the hotel). 非豁免工作人员的夜间旅行需要获得其地区副总裁和人力资源办公室的批准(在旅行之前),以确保遵守加班法.
Nonexempt staff members must also take meal and rest breaks—even when traveling.
Certain other timekeeping rules may apply to travel time, 建议主管与人力资源厅协商,以确保旅费得到适当补偿.
工作人员在旅行时必须准确记录自己的时间,以确保正确计算加班时间.
Volunteers
Harvey Mudd College encourages and supports volunteer service. 志愿者可以执行各种功能来支持校园活动,如协助校园活动和一般办公室工作, providing volunteers are not assigned work that displaces a staff member, fills a vacancy or relieves a staff member of regular duties and responsibilities. 学院院系可根据学院义工指引所列明的条件,自行决定是否接受义工服务.
教职员在书院受聘担任的任何职务,或与个人在书院的正常工作类似或相关的职务,均不得成为书院的义工.
Wage and Salary Increases
决定加薪的指导方针每年由HMC人力资源办公室分发, contingent upon the Board of Trustees’ approval of an annual salary increase program. 加薪不是自动的,由主管和适当的副总裁酌情决定. 工资调整,如果有的话,通常是在7月1日财政年度开始的时候. Staff members on a leave of absence on July 1 are eligible for an increase; however, it will not take effect until the staff member returns to work.
参加工作表现改善计划的员工被认为“信誉不佳”。, and therefore, not eligible for salary increase changes, except as may otherwise be necessary to conform to minimum wage requirements.
“Whistleblower” Policy
Harvey Mudd College is responsible for the stewardship of its human, financial, physical and technological resources that enable it to pursue its mission. HMC的内部控制和操作程序旨在发现和防止或阻止错误或非法活动. However, intentional and unintentional violations of laws, regulations, policies and procedures may occur and may constitute wrongful or unlawful activities. HMC有责任调查并向相关方报告涉嫌不法或非法活动的指控, and to protect those employees who, in good faith, report these activities to the appropriate authority.
员工可以举报HMC可疑的不法或非法活动,并可以选择匿名提交报告. Confidentiality is an important part of this policy and the reporting process. If an employee chooses to identify themselves, their identity will be kept confidential, to the extent possible.
HMC不得:(1)对根据本政策提交报告或拒绝服从非法命令的员工进行报复, or (2) interfere, directly or indirectly, with an employee’s right to file a report with HMC or with any applicable local, state, or Federal agency. HMC打算采取必要的措施来防止和纠正违反本方针的活动.
故意做出虚假指控,意图对他人造成伤害,是违反本政策的. Those making such allegations are subject to disciplinary action, up to and including termination of employment.
PROCEDURE
Definition of Wrongful or Unlawful Activities
A wrongful or unlawful activity is one that violates any state, federal, or local law or regulation or HMC policy undertaken by an employee, whether or not such action is within the scope of his or her employment. This includes but is not limited to:
- Theft of HMC property
- Misappropriation of funds
- Fraudulent allegations
- Willful misrepresentation of fact
- Falsification of records (including but not limited to accounting, payroll, personnel, student, and regulatory records)
- Forcing another employee to engage in wrongful or unlawful conduct
- Unlawful discrimination
- Sexual harassment
- Misuse of HMC property, technology and facilities
Filing a Report of Suspected Wrongful or Unlawful Activities
Any HMC staff or faculty member may report suspected wrongful or unlawful activities. 员工在相信基于事实的指控的真实性的情况下,举报有关不法或非法活动的指控,将被视为是出于善意, regardless of the outcome. 如果一项指控罔顾或故意无视可以反驳该指控的事实,那么该指控就不是善意的.
Allegations of suspected wrongful or unlawful activities may be reported anonymously. 鼓励员工提交书面报告,以确保清楚了解所提出的问题, but a report may be made orally. Such reports, whether made in writing or orally, should be factual and contain as much specific information as possible and include, at a minimum, the names of the parties involved, 事件发生的地点和可能的不法或非法活动的性质.
Where to Report
有关非法歧视和性骚扰的指控应向以下太阳2注册平台报告:
- Employee’s immediate supervisor, or
- Director for Human Resources, or
- Dean of Students, if students are involved
Allegations regarding forcing an employee to engage in wrongful or unlawful conduct; misuse of HMC property, technology and facilities; fraudulent allegations; misrepresentation of fact; and falsification of non-financial records should be reported to the:
- Vice President, Chief Operating Officer and Treasurer, or
- Director for Human Resources
Allegations regarding theft of HMC property, falsification of financial records, and misappropriation of funds should be reported to the:
- Vice President, Chief Operating Officer and Treasurer, or
- Director for Human Resources, or
- Through MySafeCampus/Convercent (see below)
If an employee is in doubt about whether or not to report an allegation, answering the following questions may help:
- Do I suspect or know illegal or improper conduct has occurred?
- Have I talked with my supervisor, department manager or is the supervisor or manager part of the issue?
- Do the issues or concerns remain unresolved or ignored?
If an employee answers “YES” to these questions, the employee should report the allegation.
Financial Misconduct Whistleblower Complaints
HMC与一家名为mysafeccampus /Convercent的外部报告服务机构签订了合同,以促进财务不当行为报告的传播.
Upon submission, 向报告方提供一个保密的访问号码,并要求其生成个人密码. Together, 这将为用户提供对报告状态的访问,并允许用户发送和接收与报告相关的匿名消息. 回复留言板上的后续问题将有助于进行彻底和有效的调查.
A MySafeCampus/Convercent user will be asked to choose among three levels of anonymity:
- anonymous to both HMC and MySafeCampus/Convercent;
- anonymous to HMC but not to MySafeCampus/Convercent; or
- known to both parties
mysafeccampus /Convercent报告应包含尽可能多的事件详细信息,以促进有效和彻底的调查. This detail should include, at a minimum, the names of the parties involved, the location of the incident(s) and the nature of the possible improper activity. Once a report is made, it is important for the reporting party to check the status of the report periodically, 如欲了解更多信息,请在mysafeccampus /Convercent留言板上发布. If the additional information is not provided, the investigation may not be conclusive, and action may not be able to be taken.
Confidentiality
Confidentiality is an important part of this policy and the reporting process. An employee’s identity will be kept confidential, to the extent possible.
Report Review and Acknowledgement to Reporting Party
有关不法或非法活动的指控将迅速和酌情调查, and all information obtained will be handled on a “need to know” basis. 调查有关不法或非法活动指控的程序是根据具体情况确定的. At the conclusion of an investigation, as appropriate, 如果指控得到核实和/或以其他方式证实,将采取补救和/或纪律处分. 我们将调查恶意指控,并酌情采取补救和/或纪律处分. An employee who reports an allegation and identifies himself/herself will, to the extent possible, be kept informed of the status of the investigation.
Investigation Process
MySafeCampus/Convercent reports are instantly forwarded to individuals, designated by the College, for review and response. If the report involves a person who is one of the individuals designated by the college, the system will block submission of that report to that individual.
Periodically, but not less than annually, 审计委员会主席将向审计委员会报告调查结果.
Protection from Retaliation
任何员工如认为自己因举报可疑的不法或非法活动而遭受或受到报复行为的影响,应向以下太阳2注册平台举报:
- Vice President, Chief Operating Officer and Treasurer, or
- Director for Human Resources
All complaints of retaliation will be investigated promptly and with discretion, and all information obtained will be handled on a “need to know” basis. At the conclusion of an investigation, as appropriate, 如果报复行为得到证实和/或证实,将采取补救和/或纪律处分.
Outside Agencies
本政策不禁止或限制员工直接向当地相关太阳2注册平台举报不当或非法行为的权利, state or Federal agencies.
Work Schedules and Workweek
主管负责制定工作时间表,以促进服务和支持运营需求. 实际的开始和结束时间因操作要求而异,并可能根据变化的情况进行调整.
Definition of workday and workweek:
- 工作日:为了记录和报告加班时间,工作日从上午12:01开始.m. and ends at midnight 24 hours later.
- Workweek: The workweek begins on Saturday at 12:01 a.m. and ends on Friday at 12:00 midnight.
6. BENEFITS
本节载有符合条件的工作人员可获得的福利的一般资料. 向工作人员提供福利的条件载于管理计划文件中. 如果下列描述与计划文件的条款有冲突, the plan documents will control. Benefits are reviewed on an annual basis and subject to change at any time.
For complete information on current offerings, premiums and plan features, 建议工作人员阅读人力资源厅网站www上的福利计划文件和政策.ribeiroremodeling.com/hrbenefits or to contact the Office of Human Resources. 有关学院根据克莱蒙特学院团体保险计划和退休福利提供的福利信息,也可从克莱蒙特太阳2平台福利管理网站获得 http://services.claremont.edu/benefits-administration/ and from The Claremont Colleges Services Benefits Administration Office.
Eligibility
Eligibility for certain benefits is determined by length of service, position held, classification (e.g., regular full-time or part-time), and other factors. In general, 每周工作至少20小时的常规职位的工作人员有资格参加克莱蒙特学院的选修福利计划. 临时职位的工作人员通常没有资格享受法律规定以外的福利.
Enrolling for Benefits
首次登记————符合资格的新工作人员必须在受雇担任符合福利资格的职位之日起的头31天内登记参加健康保险福利. If a staff member’s hire date is the first of the month, coverage is effective on the date of employment. If a staff member’s hire date is any date other than the first of the month, coverage is effective the first day of the following month.
Qualified Life Event – (e.g. adding/dropping dependents or dropping medical insurance). Changes may be made to existing coverage during the annual open enrollment period. 工作人员在确定为“合格生活事件”的某些情况下,或者如果他们选择支付税后保险费,可要求在公开登记期以外更改福利. Examples of a “qualified life event” include the birth, adoption, or death of a beneficiary; marriage; divorce; the formation or termination of registered domestic partnership; and loss of coverage. 工作人员有责任要求因生活事件而改变福利,必须在生活事件发生之日起31天内提出申请. 由于“合格的生活事件”而改变福利,请联系人力资源办公室寻求帮助.”
The Claremont Colleges Elective Benefits
根据克莱蒙特学院的团体保险计划,HMC能够为符合条件的员工提供各种福利.
Accidental Death and Dismemberment (AD&D)
AD&D insurance is available for staff members and their spouses, registered domestic partners, and qualifying beneficiaries in the event of an accident-related death or dismemberment. The premium is paid by the staff member through payroll deduction.
Employee Assistance Program (EAP)
雇员援助计划(EAP)提供多达五种免费和保密的咨询和转介服务,如法律咨询, childcare referrals, elder care services, psychological counseling, and financial counseling. 向工作人员及其直系亲属免费提供EAP服务. The program is accessible online at www.liveandworkwell.comH (access code: claremontcolleges); or by phone at 800.234.5465.
Flexible Spending Accounts (FSA)
灵活支出帐户允许工作人员通过减少应税收入来节省资金,以支付合格的医疗/牙科费用, dependent/childcare expenses or personally paid health insurance premiums. 分配给FSA的捐款不需要缴纳联邦或州所得税, or to social security tax. 工作人员可根据《太阳2平台》使用这些帐户中的钱以税前美元支付符合条件的费用. Funds in an FSA must be spent by the deadline specified during open enrollment; unspent funds are forfeited according to IRS regulations.
Health Insurance
COBRA
In compliance with the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), the College offers continuing medical, 工作人员及其受益人在离职或其他符合条件的生活事件(如离婚或合法分居)时享有牙科和视力保险, a reduction in work hours, and a dependent child ceasing to qualify for coverage. 工作人员或受益人负责支付全部保费和管理费.
Dental Insurance
Eligible staff members may choose from several options for dental insurance. 保险适用于配偶、已登记的家庭伴侣和符合条件的受益人. The College and the staff member share in the cost of premiums.
Medical Insurance
Eligible staff members may choose from several medical insurance plans. 保险适用于配偶、已登记的家庭伴侣和符合条件的受益人. The College and the staff member share in the cost of premiums.
Medical Insurance – Age 65+
大多数医疗保险公司为65岁或65岁以上的个人提供计划,这些人有资格参加医疗保险的A部分和B部分. Prior to turning age 65, 建议工作人员咨询克莱蒙特太阳2平台福利管理办公室,以协调医疗保险福利与克莱蒙特学院的健康计划和其他可能提供给他们和他们的配偶/注册家庭伴侣的选择.
如果工作人员因退休而离开学院的团体医疗计划,并且工作人员的配偶/注册家庭伴侣尚未符合医疗保险资格, 配偶/注册同居伴侣可以选择通过学院的COBRA团体医疗计划继续享受健康保险福利.
Supplemental Medical Benefits
工作人员可以选择各种自愿补充医疗福利,例如意外保险, critical illness insurance and hospital indemnity insurance. Supplemental medical plans are not intended to replace medical insurance.
Vision Insurance
Staff members are automatically enrolled in the Core vision plan, which is paid for by the College, and may purchase additional benefits through the Buy-Up plan. Vision benefits are also available for spouses, 通过核心计划和收购计划注册的国内合作伙伴和合格受益人, both of which are paid for by the staff member.
Voluntary Benefits
Staff members may choose from a variety of voluntary insurance plans. Staff members pay for the plans with after-tax dollars.
Wellness Resources
通过医疗保险计划提供的健康项目提供了支持健康生活方式选择的资源. 所有员工都有资格参加各自医疗计划提供的健康计划.
Life Insurance (Basic and Supplemental)
教职工享有定期基本人寿保险,保险费由学院缴纳. The benefit is one times (1 x) the annual base salary (rounded to the next thousand), with a minimum coverage amount of $20,000 to a maximum coverage amount of $50,000. 在入职31天内参加补充人寿保险计划的工作人员有资格为自己购买最多相当于其基本年薪四倍的保险,并为其配偶或登记的家庭伴侣购买最多相当于工作人员补充和基本生活保险总额50%的保险,而无需证明其可保性. 额外的补充保险可以在任何时候为个人或配偶购买, 注册家庭伴侣或符合资格的受抚养人,但须提供可保性要求的证据. 目前,基本人寿保险和补充人寿保险的最低和最高保险金额可在网上查询.
Long-Term Disability (LTD)
To be eligible for long-term disability benefits, a staff member must have a regular work schedule of at least 30 hours per week, 符合计划下的完全残疾定义,并继续保持这种状态,直到达到计划文件中列出的最高限额. LTD方案提供的月收入津贴相当于工作人员自残疾开始之日起所保月薪的66.2%, but not to exceed the plan limits. 有限责任保险费由学院支付,由克莱蒙特太阳2平台工人补偿和残疾管理办公室管理. 福利金从连续六个月完全残疾后的第一个月开始领取.
Travel Accident Insurance
学院为因公出差的教职员支付旅行意外保险保费.
Federal and State Mandated Benefits
Short-Term Disability (VDI)
自愿短期残疾保险计划(VDI)是一项国家授权的计划,旨在为工作人员因任何与工作无关的疾病或受伤而致残而无法工作时所损失的工资提供部分补偿. The staff member may be placed on short-term disability leave and receive VDI benefits, 如果工作人员提交了医疗保健提供者的医疗证明,授权需要休假.
该方案不包括工作人员领取工人赔偿福利的伤害. Regular and temporary staff members are eligible to participate in this program.
Effective Date of Coverage:
- 每个工作人员在计划生效之日受保,除非他或她书面拒绝受保. 在计划生效日期之后受雇的个人,除非他或她以书面形式拒绝投保,否则从他或她的受雇日期开始受保.
Disability Waiting Period:
- 对于每一个残疾津贴期,索赔人将有7天的不支付等待期. 伤残保险给付将在伤残后的第8天或之前开始. 因相同或有关病况而伤残的每段伤残期,中间间隔不超过60天, where the claimant has already served a seven-day waiting period, a second seven day waiting period will be waived.
- 如果残疾期超过14天,任何先前规定的等待期将被放弃.
Supplementing VDI Benefits: VDI benefits may be supplemented by sick leave, vacation and/or personal holiday.
管理:VDI福利由克莱蒙特太阳2平台工人补偿和残疾管理办公室根据加州失业保险法管理. 这项福利由学院支付,资金来自国家规定的所有教职员工的工资税减免.
Paid Family Leave (PFL)
工作人员福利是短期自愿残疾津贴的一个组成部分,提供的部分工资替代额高达 eight 符合下列情况之一的合格工作人员在12个月期间的数周:
- to care for a seriously ill child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner; or
- to bond with a new child entering the staff member’s family through birth, adoption, or foster care placement.
Benefit: The weekly benefit amount is based on the staff member’s wages. 工作人员可以用带薪病假、假期或个人假期补充全职假期.
Waiting Period: There is no waiting period. A staff member is entitled to eight weeks (eight weeks beginning July 1, 2020) of PFL benefits once a valid claim has been submitted and approved.
Conditions: For a family member’s illness, 如果对家庭成员的照顾是隔一段时间提供的,或者影响家庭成员的疾病是反复发作的,工作人员可以间歇性地要求福利. Staff members cannot request PFL benefits if another family member (e.g. grandparent or parent) is ready, willing, able and available to provide care to the ill or injured family member. A staff member may be required to sign an affidavit affirming this.
福利:工作人员有责任支付他们在休假期间可能与HMC选择的任何福利,并获得PFL福利.
管理:克莱蒙特太阳2平台工人补偿和残疾管理办公室负责管理PFL福利.
Social Security and Medicare Taxes
学院向每位员工的社会保障和医疗保险账户支付相应的捐款. The staff member’s portion is withheld from each paycheck as required by law.
Unemployment Insurance
失业补偿保险为可能失业并符合《太阳2平台》规定的资格要求的工作人员提供福利.
Workers’ Compensation Insurance
工作人员因工受伤或患病可能有资格根据州法律获得工人赔偿福利. 工作人员应立即向主管报告工伤或疾病. 员工和主管的职业事故/疾病报告必须在工伤和疾病的两天内提交给克莱蒙特太阳2平台工人赔偿和残疾管理办公室(见报告校园相关疾病/伤害在安全和应急准备部分)。. Accident/Illness Report forms are available online at 3km.ribeiroremodeling.com/hrforms.
HMC Benefits
In addition to The Claremont College Elective Benefits, HMC offers the following to eligible staff members. 有关这些福利的信息和帮助可以从人力资源办公室和人力资源办公室的网站上获得.
Back-Up Care
The College has partnered with Bright Horizons to offer eligible staff members the Back-Up Care Advantage Program 当工作人员需要上班,而由于下列原因无法正常照顾儿童或成人/老人时,提供后备照顾服务:
- the regular caregiver or spouse is unavailable;
- a child’s regular center or school is closed;
- a loved one is mildly ill or recovering from surgery; or
- there are gaps between full-time care giving arrangements.
工作人员每个历年最多可获得80小时的后备护理,并负责支付象征性的每小时服务费. A minimum of four hours is required for in-home care. Details are available on the HMC HR website.
Rideshare Incentive Program
学院提供现金奖励给符合条件的员工,如果他们不是独自开车来学校,或者乘坐其他交通工具(如.g. bicycle or public transportation). Cash incentives are reported as taxable income.
Scholarship Plan for Dependent Children
学院为符合条件的员工子女提供奖学金,他们的工作时间至少为一半,并且在学院的全日制学习时间相当于一年. 奖学金只颁发给在认可的大学教育机构攻读本科学位的受抚养子女. 奖学金的最高金额为学费和其他强制性费用的一半(不包括书本费), supplies, health insurance, 以及该机构本科生所需的住宿费和食宿费. However, 奖学金金额不得超过太阳2平台学生当时的学费和强制性费用的一半. 对兼职员工的奖励是根据他们每周的正常工作时间表按比例分配的.
Additional information can be obtained on the HR Website at http://3km.ribeiroremodeling.com/human-resources/benefits/dependent-collegiate-scholarship/.
Tuition Waiver for Employees (HMC Courses)
After six months of service, an eligible employee may enroll in one course per semester at HMC, with the professor’s approval. Tuition and fees are waived.
不允许在正常工作时间内为参加大学课程而无薪休假,但在某些情况下,可由主管和区域副总裁酌情批准. 希望在正常工作时间参加大学课程的员工可以在其主管事先批准的情况下使用应计休假时间.
Retirement Benefits
Academic Retirement Plan
学术退休计划(ARP)是一项固定缴款退休计划,根据该计划,HMC将贡献基本工资的12%. Contributions are immediately vested. 除非雇主自行选择投资分配,否则雇主会默认向适当的退休基金供款. 参加方案计划的工作人员必须年满21岁,并可能需要满足服务要求,这取决于他们所担任的职位.
Time-Off Benefits
Bereavement Leave
Regular full-time and part-time staff members may be excused for up to five days with pay, following the death of a:
- Child, including grandchild or stepchild;
- Current spouse or registered domestic partner or his/her child;
- Parent, including grandparent, stepparent, step grandparent, or in-law;
- Brother or sister, including stepbrother or stepsister or in-law
Bereavement leave must be completed within three (3) months of the family member’s death. Bereavement leave can be used intermittently (e.g. 可以请两天假处理紧急事务,一个月后再请三天假参加庆祝活动。. 丧假只适用于在丧假开始前为学院工作至少30天的员工. Employees may be requested to provide documentation, such as an obituary.
Holidays
太阳2平台为符合条件的员工享受下列带薪假期:
- New Years’ Day
- Martin Luther King Jr.’s Birthday
- Cesar Chavez Day
- Memorial Day
- Juneteenth
- Fourth of July
- Labor Day
- Thanksgiving
- Day after Thanksgiving
- Christmas Eve
- Christmas Day
When a holiday falls on a Saturday, it is observed on the preceding Friday. When the holiday falls on a Sunday, it is observed on the following Monday.
In addition to receiving holiday pay, 非豁免工作人员如须在上述法定假日之一工作,按工作时数支付工作人员正常工资的1.5倍假期补偿金.
被要求在假日工作的免职工作人员可在假日后30天内申请另休一天假.
Jury Duty and Witness Leave
The College will provide staff members with time off, as required by law, 出庭为陪审团或大陪审团服务,或在法庭或其他法律程序中作为证人出庭. In addition, 正式工作人员每历年可享有最多10天的陪审或证人服务带薪假.
Any jury service that extends beyond 10 days will be without pay, 但获豁免的工作人员在一个工作周的任何部分工作,同时担任陪审义务或出庭作证,将获得该工作周的全额工资. 工作人员可选择在因陪审义务或证人出庭而导致的任何无薪休假期间代替应计假期.
工作人员必须合理地提前通知需要请陪审/证人假. 工作人员也应每天或一天中不履行陪审/证人职责的部分时间上班.
Personal Holidays
Eligibility
- 每周工作至少20小时的正式工作人员有资格累积个人假期时间.
- 每周工作少于20小时的工作人员和临时工作人员, not benefit eligible, are not eligible to accrue personal holidays.
Use and Scheduling
- A staff member is eligible to use personal holiday once it is accrued.
- A staff member may not use personal holiday in advance of earning it.
- 个人假期的安排和使用必须由主管按照太阳2注册平台程序安排和批准.
Reporting Personal Holiday on Time Records
- 非豁免工作人员使用并报告实际使用的个人假期时间,这些时间四舍五入到最接近的15分钟增量.
- 豁免工作人员以4或8小时的增量使用和报告个人假期时间, 除非个人假期用于补充残疾或带薪家事假福利.
Accrual Rates and Maximum Accrual
- Current staff members accrue 1.33 hours per month up to the maximum of three personal holidays. 员工在6月30日的个人假期余额将被结转至7月1日,并将获得相当于三天的额外个人假期.
- A newly hired staff member accrues 1.33 hours per month up to the maximum of three personal holidays.
- 累积的个人假期日数/小时数按工作人员具体的全职工作时间(相当于全职工作时间)按比例计算。. For example:
- 100% FTE (40-hours/week) accrue at 1.33 hours/month
- 62.5% FTE (25-hours/week) accrue at 0.84 hours/month;
- 50% FTE (20-hours/week) accrue at 0.67 hours/month
- Staff members may accrue up to a maximum of three personal holidays.
Termination of Employment
Upon termination of employment, a staff member is paid for accrued but unused personal holiday up to the maximum.
Paid Sick Leave Benefits
The College provides paid sick leave benefits to all regular full-time, part-time and temporary staff members for periods of temporary absence due to illness, injury, and other specified purposes as outlined below.
Rate of Accrual and Maximum Accrual
每周工作至少20小时的正式全职员工,自入职之日起,可享有每月一天的带薪病假,并可将已累积但未使用的带薪病假结转至下一个财政年度(7月1日至6月30日)。, up to a maximum of 120 days.
所有其他工作人员按每工作30小时一小时的费率享有带薪病假,并可将已计但未使用的带薪病假从一个财政年度结转到下一个财政年度, up to a maximum of 48 hours.
If a staff member reaches this cap, 在工作人员使用的病假低于上限之前,今后将不再有带薪病假.
Use of Accrued Sick Leave
Paid sick leave may be used for absences due to the diagnosis, care, or treatment of an existing health condition of, or preventive care for, the staff member. 遭受家庭暴力的工作人员也可为特定目的使用带薪病假, sexual assault, or stalking.
Each calendar year, 工作人员可使用因诊断而缺勤的应计和可用病假权利, care, or treatment of an existing health condition of, or preventive care for, a staff member’s family member. An employee may use available kin care, up to one-half of their annual sick leave accrual, or six days (48 hours), per fiscal year (July 1 – June 30) for the care of a family member. 因这些原因而请病假的指定应由员工自行决定. For the purpose of this policy, “family member” means (a) a child, (b) a biological, adoptive, or foster parent, stepparent, 或员工的法定监护人或员工的配偶或登记的家庭伴侣, or a person who stood in loco parentis when the staff member was a minor child, (c) a spouse, (d) a registered domestic partner, (e) a grandparent, (f) a grandchild, (g) a sibling, or (h) or other persons living in the employee’s immediate household. A “child” includes a biological, adopted, or foster child, stepchild, legal ward, 雇员代替父母的子女或注册家庭伴侣的子女.
非豁免员工可使用不少于15分钟的带薪病假,豁免员工可使用不少于2小时的带薪病假.
Regular staff members may use paid sick pay upon accrual. 所有其他工作人员在入职90天之前不得使用带薪病假,不得提前休带薪病假. If a staff member does not have sufficient paid sick leave to cover an absence, 工作人员可申请休假或事假,或请假不领工资.
For use of sick leave for an extended period of time, please refer to Section 7 (Leave of Absence), which outlines the requirements and parameters of leaves at HMC.
Requests to Use Paid Sick Leave
如果可以预见需要使用带薪病假,是否需要合理的提前通知. Where the need for paid sick leave is not foreseeable, notice must be provided as soon as practicable. 通知可以口头或书面形式提供给工作人员的主管或人力资源办公室. 请三天以上带薪病假的工作人员可能需要提供适当的证明文件, which, in the case of an absence due to a staff member’s own illness or disability, 是否可包括医疗证明,以证明工作人员能够恢复正常工作.
Compensation for Sick Leave
For nonexempt staff members, 带薪病假将按工作人员请带薪病假的工作周的正常工资标准予以补偿. For exempt staff members, 带薪病假将按照学院计算其他类型带薪休假工资的方式进行补偿.
Paid sick leave does not accrue while a staff member is on a leave of absence. 工作人员终止雇佣后,将不支付已记入帐户但未使用的带薪病假. However, 离校一年内再入职的教职员,其薪金可计领, unused paid sick leave under this policy made available to them.
No Retaliation or Discrimination
根据这项政策,学院禁止对试图使用或使用带薪病假的工作人员进行任何形式的报复或歧视, and for any other reason prohibited by applicable law. 认为自己受到歧视或报复的工作人员应向人力资源厅报告他们的关切.
Time Off to Vote
工作人员在工作时间以外没有足够的时间在国家批准的正式选举中投票, the staff member may take off enough work hours to vote. 这种休假必须在工作人员正常工作日的开始或结束时进行. HMC will pay a staff member up to two hours of time off to vote. When possible, 要求请假投票的工作人员必须至少提前两天通知其主管.
Vacation
Eligibility
- 每周工作至少20小时的正式工作人员有资格获得假期.
- 通常每周工作时间少于20小时的临时工作人员, non-benefit eligible, staff members are not eligible to accrue vacation.
- Vacation does not accrue during periods of paid and unpaid leaves of absence.
Use and Scheduling
- Newly hired staff members are eligible to use vacation once it is accrued.
- A staff member may not use vacation in advance of earning it.
- 休假的安排和使用必须由员工的主管按照太阳2注册平台程序安排和批准.
Reporting Vacation Leave on Time Records
- Nonexempt staff members use and report actual vacation hours used, which are rounded to the nearest 15-minute increment.
- Exempt staff members use and report vacation hours in four- or eight-hour increments, except when it is used to supplement disability, paid sick leave or paid family leave benefits.
Accrual Rates and Maximum Accrual
- Vacation is accrued beginning with a staff member’s date of hire. 应计金额按工作人员具体的全职工作时间按比例计算(全职工作时间即相当于全职工作时间), e.g. a 40-hour/week, 12-months/year position = 1.0 FTE; a 20-hour/week, 12-months/year position = .50 FTE).
- The maximum amount that may be accrued is one and one-half (1 ½) times the annual accrual.
- Staff members are granted their vacation accrual at the beginning of each pay period. Nonexempt staff members accrue at 1/26th of their annual amount at the beginning of each pay period as outlined in the chart below. Exempt staff members accrue 1/12th of their annual amount at the beginning of each pay period equivalent to 14.67 hours per month with a maximum of 33 days accrual.
下表列出非豁免工作人员的年度应计天数和最高应计天数:
Months of Continuous Employment | Number of Days Accrued | Maximum Days Accrual | Bi-Weekly Per Pay Period Accrual |
1st through 12th | 10 | 15 | 3.08 |
13th through 24th | 12 | 18 | 3.68 |
25th through 36th | 18 | 27 | 5.54 |
37th and after | 22 | 33 | 6.77 |
Termination of Employment
工作人员终止雇用时,领取所有已计但未用假期的工资.
7. LEAVES OF ABSENCE
太阳2平台为工作人员提供各种休假选择,以防工作人员因个人原因需要长时间缺勤, medical, or family care needs. If more than one leave option is applicable, the period of leave eligibility on each leave may run concurrently. 有些休假要求工作人员填写表格或获得保健提供者的证明. 所需表格可从人力资源办公室或克莱蒙特太阳2平台福利管理办公室获得.这些表格提供了太阳2注册平台您可能有资格获得的休假以及使用应计病假的要求和参数的详细信息, vacation and personal hours you may use to supplement funding for a leave.
工作人员有责任确保他或她在请求某一特定类型的休假时遵守所有要求. If a staff member has questions or needs assistance, information is available from the Human Resources Office, The Claremont Colleges Services Benefits Administration Office, 以及克莱蒙特太阳2平台工人补偿和残疾管理办公室.
Medical and Family Care Leave
Disability Leave for Work Related Injuries or Illness
任何工作人员因工伤或疾病而致残或无法工作,将准予无薪休假. The duration of leave will be consistent with applicable law. 在FMLA或CFRA的意义上,任何因受伤或疾病而获得的严重健康状况的假期,应与工作人员根据学院的医疗和家庭护理假期政策所享有的任何假期同时使用.
学院的医疗和家庭护理假政策的规定,太阳2注册平台休假对工资和福利的影响. For the purpose of applying these provisions, 由于与工作有关的伤害或疾病造成的残疾被认为是一种严重的健康状况.
根据这项政策准予休假的工作人员必须及时向人力资源厅报告可能影响其重返工作岗位的身份变化和预计返回工作岗位的日期.
Federal Family and Medical Leave Act (FMLA), The California Family Rights Act (CFRA)
A staff member’s leave due to a personal serious health 条件或家庭护理可以满足联邦家庭医疗休假法案(FMLA)和/或加州家庭权利法案(CFRA)的要求。, in which case, the staff member is entitled to specific rights and benefits during the leave.
While FMLA and CFRA leave generally run concurrently and have similar provisions, there are some differences. When there are differences, the leave that offers the greater benefit applies.
The following table summarizes each leave and how each is administered at HMC. The chart is intended as a general guide only. 人力资源厅将与工作人员讨论个别休假情况,并提供进一步的细节.
Eligibility
A staff member is eligible for FMLA/CFRA leave if he/she:
- has worked at HMC for a total of at least 12 months;
- has worked at least 1,250 hours over the 12-month period prior to the date leave begins
Eligibility and Break in Service
- Even with a break in service, 工作人员只要在HMC工作满12个月,就有资格休假
Length of Leave
- Up to 12 weeks in a 12-month period. (May be longer based upon type of leave and law.) Leave taken for the birth, adoption, 儿童的寄养安置必须在儿童出生或与工作人员安置后一年内完成,以便收养或寄养.
Intermittent Leave
- 工作人员可间歇性休假,或根据医疗需要缩短休假时间.
- Leave taken to bond with a newborn, or child placed with a staff member for adoption or foster care generally must be taken in blocks of at least two weeks’ duration; however, the College, 是否会在任何两(2)种情况下为工作人员提供少于两周的假期.
Calculation of Leave Period
- The 12-month leave period is measured on a “rolling” system, backward from the date a staff member uses any family/medical care leave.
- Note, however, 照顾受伤服务人员的12个月假期,是从工作人员第一次请假照顾受保服务人员开始之日起计算. [see “Reason for Leave.”]
Reason for Leave – FMLA
- Birth or placement of a child for adoption or foster care
- To care for a spouse, child or parent who has a serious health condition*
- 雇员由于严重的健康状况而不能履行其职位的基本职能
- A qualifying exigency arising out of the employee’s parent, child or spouse being called to active duty in the Armed Forces
* A staff member is entitled to take up to 26 weeks of leave to care for a parent, child, 配偶或近亲属因在执行现役军事任务时罹患严重疾病/受伤正在接受治疗.
Reason for Leave – CFRA
- Birth or placement of a child for adoption or foster care
- To care for a spouse, registered domestic partner*, child, parent, grandparent, grandchild, sibling who has a serious, or a designated person**
- 该工作人员因严重健康状况无法履行基本职能***
- A qualifying exigency arising out of the employee’s parent, child, spouse, or registered domestic partner being called to active duty in the Armed Forces.*
* Registered domestic partners, grandparents, grandchildren or siblings are not covered under the FMLA. 如果一名工作人员为此原因服用CFRA,这段时间不计入12周的FMLA津贴.
** Under CFRA, “指定人员”指的是“任何有血缘关系的人,或与雇员的关系相当于家庭关系的人”.员工可以在请求休假照顾“指定人员”时确定他们的“指定人员”. An employee may have only one “designated person” in a 12-month period.
*** Leave due to the staff member’s disability due to pregnancy, 分娩或相关的健康状况不计入12周的CFRA假期. [see “Pregnancy Disability Leave.”]
Definition of Serious Health Condition
- An illness, injury, impairment, 或身体或精神状况,涉及(i)入住医疗机构,预计将过夜, 或(二)因工作人员出现妨碍其履行工作职责的病症,由保健提供者继续治疗, 或阻止符合条件的家庭成员参加学校或其他日常活动).
Definition of Covered Family Members
- Parent – biological, adoptive, stepparent, legal guardian or individual who stood in loco parentis when the staff member was a child.
- Child – biological, adopted, foster, stepchild, legal ward, child of a person standing in loco parentis under age 18 or over age 18 if the child is incapacitated.
- Grandchild – a child of the staff member’s child.
- Grandparent – a parent of the staff member’s parent.
- Sibling – a person related to another person by blood, adoption, or affinity through a common legal or biological parent.
Notice Requirements
- For leaves that are foreseeable, the College requests 30 days’ notice (oral or written). For leaves that are not foreseeable, notice should be given as soon as possible.
Benefits During a Leave
- 健康保险福利在休假期间继续按照工作人员工作期间提供的相同条款和条件发放. The staff member is responsible for his/her share of premiums.
Medical Certification Requirements and Second & Third Opinions
- If leave is due to the staff member’s illness or to care for a covered ill family member, the staff member must provide medical certification from a health care provider.
- If the staff member applies for and is granted VDI benefits, 申请FMLA/CFRA假期时,可接受与申请一起提交的医疗证明.
- FMLA -由于需要照顾服务人员而请的假必须由服务人员的医疗保健提供者出具证明.
- FMLA -由于与兵役有关的“合格紧急情况”而休假必须由必要性证明支持.
- HMC可能要求工作人员从HMC选择的医疗保健提供者那里获得第二医疗意见. A third opinion may be required if the first and second opinions differ. HMC pays for the expense of a second and third medical opinion.
Recertification
- 如果核定的假期届满而工作人员要求额外休假,则可能需要重新核证, and as otherwise permitted by law.
Return-to-Work
- If a leave is due to the staff member’s own serious health condition, HMC将要求工作人员的医疗保健提供者证明工作人员在返回工作岗位之前适合返回他/她的职位.
- With few exceptions, 休完核定假返回的工作人员将恢复到相同或同等职位.
- If the same or equivalent position ceased to exist during the staff member’s leave and, had the staff member not taken the leave, 否则该工作人员在要求复职时就不会被雇用, HMC may not be required to reinstate the staff member.
- 工作人员如在核定的假期终了后仍未返回,将被视为自愿辞职.
Compensation During a Leave
- FMLA and CFRA leave is unpaid. However, a staff member may substitute accrued, but unused, paid sick leave, vacation and/or personal holiday benefits for unpaid leave.
- 对于有资格通过VDI或加州带薪家庭假获得部分收入替代福利的工作人员, the College will integrate/coordinate such payments with sick, 假期或个人假期工资支付,使工作人员可获得高达正常每周工资总额的90%.
Pregnancy Disability Leave (PDL)
Under California law, female staff members who are disabled due to pregnancy, childbirth, 或有相关健康状况者可按下述规定休无薪与怀孕有关的残疾假. PDL runs concurrently with FMLA leave but does not run concurrently with CFRA leave. The chart is intended as a general guide only. 人力资源厅将与工作人员讨论个别休假情况,并提供进一步的细节.
Eligibility
- A female staff member who is disabled by pregnancy, 分娩或相关的医疗状况可在实际残疾期间休假长达四个月(一).e. 17 1/3 weeks).
- 在有资格休假之前,没有服务年限或最低工作时间的要求.
- In addition, 工作人员在子女出生后可能有资格根据《太阳2平台》获得子女抚养假, up to a maximum of 12 weeks.
Reason for Leave
- Disability due to pregnancy, childbirth or a related medical condition including morning sickness and prenatal care.
Intermittent Leave and Accommodations
- 工作人员可间歇性休假,或根据医疗需要缩短休假时间.
- 学院也会合理照顾与怀孕有关的医疗需要(如临时调整工作职责), allowing more frequent breaks, transfer to a less strenuous or hazardous position (where one is available)
Leave During Approved Campus Closure
- 任何经批准的校园关闭日/周不计入12周假期.
Notice Requirements
- For leaves that are foreseeable, the College requests 30 days’ notice (oral or written). For leaves that are not foreseeable, notice should be given as soon as possible.
Benefits During a Leave
- 健康保险福利在休假期间继续按照工作人员工作期间提供的相同条款和条件发放.
- The staff member is responsible for her share of premiums.
Certification Requirements for Leave or Accommodation
- Except in a medical emergency where there is no time to obtain it, 工作人员必须提供其保健提供者的书面医疗证明,证明其需要合理便利, transfer, or PDL.
Recertification
- 如果核定的假期届满而工作人员要求额外休假,则可能需要重新核证.
Compensation During a Leave
- PDL is unpaid. However, a staff member may substitute accrued, but unused, paid sick leave, vacation and/or personal holiday benefits for unpaid leave.
- 有资格领取并通过VDI领取部分收入替代福利的工作人员, the College will integrate/coordinate such payments with sick, 假期或个人假期工资支付,使工作人员可获得高达正常每周工资总额的90%.(see Short-Term Disability Leave)
Return-to-Work
- HMC将要求工作人员的医疗保健提供者证明工作人员在返回工作岗位之前适合返回其岗位.
- With few exceptions, 休完核定假返回的工作人员将恢复到相同或同等职位.
- If, however, the same or equivalent position ceased to exist during the staff member’s leave and, had the staff member not taken the leave, 否则该工作人员在要求复职时就不会被雇用, HMC may not be required to reinstate the staff member.
- 工作人员如在核定的假期终了后仍未返回,将被视为自愿辞职.
Temporary Disability Leave for Non-Work Related Injuries or Illness
根据学院的休假政策,已经筋疲力尽或没有资格请假的工作人员可以申请临时残疾假,以合理地适应《太阳2平台》或《太阳2注册平台》规定的合格残疾.
根据这一政策,临时残疾假的申请将通过一个逐案的互动程序进行审议, consistent with the College’s obligations under federal and state laws, and must be supported by evidence of medical necessity. The application must be submitted to the Office of Human Resources, 工作人员一旦得知暂时残疾并预计无法工作. The request must specify the date the leave begins and an expected return-to-work date. If there is a change in the return-to-work date, the staff member must notify the Office of Human Resources immediately. The staff member is required to provide periodic certification of the medical disability. At any time during the leave, 学院可要求由学院选择的合资格医生独立确认其身体残疾.
学院的医疗和家庭护理假政策的规定,太阳2注册平台休假对工资和福利的影响.
The duration of a leave under this policy shall be consistent with applicable law, 但在任何情况下,休假不得超过工作人员有能力履行其职位的基本职能之日, with or without reasonable accommodation.
As soon as practical, but no later than one week before the end of a temporary disability leave, a staff member must confirm a return-to-work date with the Office of Human Resources. Prior to returning from a temporary disability leave, 工作人员必须从他/她的医疗保健提供者那里获得释放,确认可以返回工作岗位履行正常职责或提出任何限制.
Staff member’s returning from a temporary disability leave, will be offered the same position held at the time the leave began, if available. 如果该工作人员以前的职位没有空缺,将提供一个类似的职位. If neither the same nor a comparable position is available, 工作人员返回工作岗位将取决于工作人员预定返回时现有的职位空缺. The College makes no guarantees of reinstatement, and reinstatement will depend on the staff member’s qualifications for existing openings.
Bone Marrow and Organ Donation Leave
所有入职满90天以上的工作人员均可根据本政策享受骨髓和器官捐赠假.
符合条件的工作人员每12个月最多可请5个工作日的带薪假期捐赠骨髓. 任何请求骨髓捐赠假的工作人员都必须提供书面证明,证明该工作人员是骨髓捐赠者,并且有医疗需要进行捐赠.
符合条件的工作人员每12个月可休30天带薪假和30天无薪假担任器官捐献者. 任何请器官捐赠假的工作人员都必须提供书面证明,证明该工作人员是器官捐赠者,并且有医疗需要进行捐赠.
符合条件的工作人员可一次性或间歇性使用骨髓或器官捐赠休假. Leave taken under this policy will not run concurrently with FMLA/CFRA leave.
To qualify for paid leave under this policy, 累计未使用带薪病假或休假的工作人员,在骨髓捐赠休假的情况下,必须首先使用最多5天的带薪病假或休假时间,在器官捐赠休假时,必须使用最多两周的可用病假或休假时间. 根据本政策累积但未使用的任何假期将结转至下一个日历年.
为捐赠器官或骨髓而请的任何假都不构成工作人员在调整薪金方面的休假, the ability to accrue paid sick leave and vacation benefits, or seniority. During any leave taken under this policy, the College will maintain and pay for coverage under any group health plan, for the full duration of this leave.
根据这项政策,员工必须向其主管和人力资源部申请休假. Requests for leave must be made as far in advance as possible, but no less than ten calendar days before the leave is scheduled to begin. 请求必须包括一份书面证明,说明工作人员是器官或骨髓捐赠者,并且有捐献器官或骨髓的医疗需要.
Military Leave
HMC根据联邦和州法律给予军人休假和福利延续. 如果工作人员在美国武装部队中担任现役或被要求参加定期军事训练, a leave of absence will be granted in accordance with the laws governing such leaves. 休假请求必须以书面形式提交给HMC,并尽可能提前通知. 工作人员的请求应附有有关军事当局的书面核查, if available. 但是,如果不能立即获得核实,则不会延迟休假请求. 有资格被重新雇用的工作人员将恢复工作,并获得该工作人员如果不是因服兵役而缺勤本应享有的福利, or in some cases, a comparable job as required by applicable laws.
Military Spouse Leave
Pursuant to California law, 平均每周工作20小时或以上的工作人员在其配偶或登记家庭伴侣从合格的军事部署中休假期间,可休最多10天的无薪假. 符合条件的工作人员必须至少提前两(2)个工作日通知其配偶或登记的家庭伴侣将从符合条件的部署中休假, 并提交书面文件,证明其配偶或登记的家庭伴侣将在工作人员要求的休假期间从合格的部署中休假. Staff members may elect to substitute accrued, but unused vacation or personal holiday benefits for any portion of the unpaid leave.
Leave for School Activities/Daycare Purposes
Leave for School Activities/Daycare Purposes
被公立学校停学的孩子的家长或监护人, pursuant to California Education Code section 48900.1, 学校是否要求在孩子的课堂上参加部分上课日,会被准予无薪休假. 为此目的获得休假的工作人员可使用应计假期或个人假期福利.
A staff member who is the parent, guardian, grandparent, stepparent, 养父母或代替父母(代替父母)照顾孩子的人也将在每个日历年获得最多四十(40)个小时的时间, but no more than eight (8) hours in any calendar month, to find, 让孩子在学校或有执照的托儿机构注册或重新注册,或参加学校(K-12)或有执照的儿童日托机构的活动,由他们的子女/继子女参加. Staff members must use accrued vacation or personal holiday benefits, for purposes of a planned absence under this policy
这些人还将获准休假,以解决儿童保育提供者或学校的紧急情况. 托儿机构或学校紧急情况是指由于下列原因之一,工作人员的子女不能留在学校或托儿机构:
- The school or child care provider has requested that the child be picked up, 或者有出勤政策(不包括计划假期),禁止孩子上学或要求孩子从学校或托儿机构接走;
- Behavioral or discipline problems;
- Closure or unexpected unavailability of the school or child care provider, excluding planned holidays; or
- A natural disaster, including, but not limited to, fire, earthquake or flood.
根据本政策,希望休假的工作人员必须向其主管提供计划缺勤的合理通知. If both parents of a child are employed by the College, 请假参加学校或日托活动的请求将由第一个提供请假通知的家长批准. The request from the second parent will be accommodated if possible.
学院有权要求工作人员提供学校或日托学院的书面证明,以证明该工作人员在特定日期和特定时间参加了学校或日托活动.
根据这项政策,学院禁止任何歧视或解雇员工.
Leaves Related to Domestic Violence, Sexual Assault, Stalking and Certain Other Crimes
Leaves Related to Victims of Domestic Violence, Sexual Assault, Stalking and Certain Other Crimes
学院将为遭受家庭暴力的员工提供无薪休假, sexual assault, stalking 或其他犯罪和公共犯罪,造成身体伤害或精神伤害和身体伤害的威胁 to seek any relief, including but not limited to time off to ensure the health, safety, or welfare of the staff member or his or her child. 这包括参加法庭诉讼的时间,家庭暴力庇护所的服务,项目, rape crisis center, or victim services organization, psychological, psychological counseling or mental health services, medical attention, and participation in safety planning programs, and/or to take other actions to increase safety from future crime or abuse, including temporary or permanent relocation. 就本政策而言,犯罪受害者还包括其直系亲属直接因犯罪而死亡的工作人员.
- The College requires reasonable advance notice of the leave when feasible. If time off is taken due to an emergency, the staff member must, within 15 days of the absence, provide the College with certification of the need for the leave such as a police report, court order, documentation from a healthcare provider, victims advocate, or counselor , 或任何其他形式的文件,合理地证实犯罪或虐待发生, including but not limited to, a written statement signed by the staff member, or an individual acting on the staff member’s behalf, certifying that the absence is for a purpose authorized by law.
- 根据本政策休假的工作人员可选择申请应计和未用病假工资, vacation or personal holiday benefits.
- Also, College will provide reasonable accommodations for a staff member who is a victim of domestic violence, sexual assault, or stalking, and who has disclosed that status to the College, if the staff member requests an accommodation for his or her safety while at work. Such accommodations may include a transfer, reassignment, modified schedule, changed work telephone or work station, assistance in documenting domestic violence, sexual assault, or stalking that occurs in the workplace, an implemented safety procedure, or another adjustment to a job structure, workplace College, or work requirement in response to domestic violence, sexual assault, or stalking, or referral to a victim assistance organization.
- The College will engage, in good faith, 在与工作人员及时互动的过程中确定有效合理的住宿, and the College may request that the staff member provide (i) a written statement, signed by the staff member or someone acting on his or her behalf, certifying that the accommodation is for the purpose stated above, (二)证明该工作人员是家庭暴力受害者的证明, sexual assault, or stalking. Every 6 months after the date of the previous certification, the College may request recertification of such status.
- 如果学院确认工作人员是家庭暴力的受害者,学院将对证明文件保密, sexual assault, or stalking, and will disclose such information only as required by law, or as necessary to protect the staff member’s workplace safety. The College will notify the staff member before such disclosure.
- The College prohibits discrimination, discharge, 或对工作人员根据本政策请假或要求住宿进行报复,或根据工作人员作为家庭暴力受害者的身份进行报复, sexual assault, and/or stalking.
Crime Victims’ Leave
Consistent with California law, 学院将安排工作人员请假参加与严重罪行有关的司法程序, if the staff member is a victim of a serious crime, an immediate family member of a victim, a registered domestic partner of a victim, or the child of a registered domestic partner of a victim. The College requires that where feasible, in advance of taking leave, 工作人员向人力资源部提供负责提供通知的机构向受害者提供的每个预定程序通知的副本. If advance notice is not possible, 工作人员必须在合理时间内向人力资源太阳2注册平台提供一份通知副本.
根据本规定缺勤的工作人员将不会被解雇或在补偿或其他条件方面受到歧视, conditions or privileges of employment, because of such absence. Such leave is unpaid. 根据本政策休假的工作人员可选择将未使用的假期或个人假期福利用于此种休假.
Other Leaves of Absence
工作人员将按照适用法律规定的方式和范围准予休假,以履行志愿消防员的紧急职责, reserve peace officer or rescue worker, to participate in a substance abuse treatment or literacy education program, or for other reasons mandated by law.
For a full explanation of eligibility requirements, leave duration, notice obligations, the leaves effect on pay and benefits, and other related matters, staff members should contact the Office of Human Resources. 除非法律另有规定,工作人员将不支付这种休假的工资.
Unpaid Leave of Absence for Personal Reasons
A leave of absence without pay for personal reasons may, at HMC’s sole discretion, be granted to regular staff members for such purposes as education, public service, or special family needs. The following conditions apply to a leave without pay for personal reasons:
- 连续工作满至少一年的经常工作人员有资格因个人原因申请无薪假.
- 工作人员必须以书面请求请假,并尽可能提前通知.
- 请假和延期的请求必须得到工作人员所在太阳2注册平台主管的批准, in consultation with staff in the Office of Human Resources. 我们会考虑员工请假的理由,以及员工请假对太阳2注册平台和/或HMC运作的影响.
- The maximum duration of a personal leave of absence is one year. 一般来说,超过30天的休假只准予至少连续服务两年的工作人员.
- A staff member’s pay and benefits are discontinued during periods of unpaid leave; however, if the staff member wishes to continue coverage under group health insurance, 他/她将负责保险费的总费用,并且必须在休假开始之前与克莱蒙特太阳2平台福利管理办公室安排付款.
- 已在其他地方就业的工作人员将不准予请假. If a staff member on leave accepts employment elsewhere, the leave will be ended immediately and employment with HMC terminated.
- The time spent on an approved leave without pay is considered continuous service with HMC.
- 员工在休假期满后的第一个工作日上班报到是员工的责任. Should a staff member not report to work after the expiration of the leave, HMC will consider the staff member to have voluntarily resigned.
- 不能保证该工作人员在休假结束后会回到他/她原来的职位.
8. EMERGENCY MANAGEMENT AND EMPLOYEE SAFETY
Office of Emergency Preparedness and Safety
学院的应急准备和安全办公室(OEPS)在设施和维护太阳2注册平台内运作,负责制定和实施校园范围内的应急准备, emergency response and employee workplace safety programs.
The OEPS provides specialized training, practice exercises, workplace safety programs and informational bulletins, and provides resources to assist students, faculty and staff of the college.
The office is located in the lower level of the Platt Campus Center.
Contact information is available from the Emergency Preparedness website at http://3km.ribeiroremodeling.com/emergency-preparedness/ and by calling 909.621.8226 (on-campus extension: 18226).
Emergency Management and Response
按时汇报工作和安排工作时间是每个HMC员工工作的基本职能. Employees are
Providing a safe and healthy learning environment for students, faculty and staff who live, work and study on campus is of utmost importance. Many emergencies occur with little to no warning; therefore, 对于HMC来说,提前计划以确保校园社区所有成员的安全和一般福利是至关重要的. 此外,提前计划保护学术研究和校园设施的寿命也很重要.
Emergency Operations Plan
太阳2平台(HMC)应急行动计划(EOP)是主要的预防措施, protection, mitigation, response and recovery plan in the event of an emergency or disaster at HMC. The EOP establishes policies, 程序和组织结构,包括所有HMC太阳2注册平台和个人在紧急情况下的角色和责任.
An emergency 是否有可能造成人员伤亡或重大伤害的事件, staff and students or the public; or suspend business, disrupt operations, create significant physical or environmental damage; or threaten the College’s financial standing or public image.
A disaster 是否有可能造成重大物理损害或破坏的意外的自然或人为事件, loss of life, or permanent change to the natural environment.
HMC应急行动计划建立了Harvey Mudd学院实施的框架, and continually improve emergency procedures, in order to effectively mitigate against, prepare for, respond to, and recover from man-made and natural disasters.
HMC应急行动计划可从应急准备和安全办公室获得.
MUDD Alert
The Harvey Mudd College mass notification system, Mudd Alert, 在重大紧急情况下向哈维马德社区提供快速紧急通知, such as severe environmental conditions, 校园意外暴力行为或其他需要立即通知或采取行动的情况.
During an emergency, Mudd Alert messages will contain real-time updates, important information or other instructions.
All campus telephone numbers and email addresses are connected to the Mudd Alert system. To receive a Mudd Alert message on a cell phone and/or a home phone by, sign up using the Mudd Alert Registration Form.
All campus telephone numbers, and email addresses are connected to the Mudd Alert system. To receive a Mudd Alert message on a cell phone and/or a home phone by, sign up using the Mudd Alert Registration Form.
Although registering your mobile device to receive a text or voice message is optional, it is highly recommended. 鼓励每个社区成员将他们的手机加入系统,并参加定期的哈维马德应急准备演习.
您可以通过以下链接通过HMC教职员工Mudd警报注册表注册,通过手机注册接收Mudd警报信息: http://3km.ribeiroremodeling.com/emergency-preparedness/mudd-alert/.
Emergency Evacuation Plan
Each staff member should become familiar with all exits near work areas. After an earthquake or other emergency that may create unsafe indoor conditions, 工作人员应直接前往离其位置最近的疏散集合区. 每座建筑物都至少有一名疏散协调员,他将对所有建筑物的居住者进行点名,以说明每个居住者的情况. Once a building is evacuated, 在建筑物被宣布安全并被允许返回之前,居住者不得返回.
Staff members are encouraged to keep emergency supplies (e.g. a blanket, comfortable shoes, flashlight, eyeglasses/contact, and medications) either in their office, locker or vehicle should they need access to them in the event of an emergency.
Employee Safety
太阳2平台每位员工的人身安全和健康至关重要. Employees are expected to observe safe workplace practices; wear required personal protective equipment (e.g. safety glasses or gloves); learn about potential hazards and unsafe conditions and know how to identify, report and correct such conditions; and report all work-related injuries or illnesses to their supervisor.
Injury and Illness Prevention Program (IIPP)
太阳2平台每位员工的人身安全和健康至关重要. 太阳2平台致力于建立和维护符合监管标准和职业安全最佳实践的安全和健康计划,以造福那些生活在其中的人, work and study on campus. HMC的应急准备和安全以及克莱蒙特太阳2平台的环境健康和安全办公室协助校园履行其遵守州和联邦健康的义务, safety, and environmental regulations through education, auditing and monitoring, technical consultation and the provision of direct services.
太阳2平台(HMC)伤害和疾病预防计划(IIPP)是太阳2平台所有工作场所安全计划的主要安全计划. 本IIPP符合Cal/OSHA的要求,为所有员工提供一个安全和健康的工作场所(加州法规第8章), Section 3203). It establishes methods for identifying and correcting workplace hazards, providing employee safety training, communicating safety information, and ensuring compliance with safety programs. The IIPP consist of eight core elements:
- Implementation responsibilities
- Program compliance and enforcement
- Hazard identification
- Hazard correction and control
- Training
- Workplace inspections
- Injury/illness reporting and investigation
- Communication
完整的IIPP可从应急准备和安全办公室通过以下网站获得: http://3km.ribeiroremodeling.com/emergency-preparedness/employee-safety/.
Safety Training
所有HMC员工无论其工作任务如何,都必须接受一般安全培训. 培训是可用的,可以与HMC应急准备和安全办公室安排. The following safety trainings are required by Cal/OSHA for all HMC employees:
- Injury and Illness Prevention Program orientation
- Hazard Communication program general awareness
- Workplace confrontation minimization
- Ergonomics overview
主管应协助员工确定其工作场所和工作任务所需的适当职业安全培训. Occupational Safety training identified by the supervisor for the employee must:
- Consist of safety information specific to the hazard and equipment used by employee;
- When appropriate, 满足与工作区域和/或工作任务相关的特定职业法规的要求.
应急准备和安全办公室为员工和主管提供各种安全课程. 有关员工和主管安全培训资源的信息可在HMC网站和以下链接中找到: http://3km.ribeiroremodeling.com/emergency-preparedness/employee-safety/safety-training/.
Hazard Communication and Material Safety Data Sheets
所有指导操作和/或在使用化学品的实验室工作的员工都必须熟悉化学品卫生计划的要求. The Chemical Hygiene Plan can be found at the following link: http://3km.ribeiroremodeling.com/chemistry/safety-resources/.
It is important to clean up spills and remove hazards from work areas. If spills are large or contain hazardous materials or blood, please do not clean the spill and call the Facilities & Maintenance Office for removal by trained individuals. If an employee’s position requires first aid response or facilities cleaning, the employee will receive special training through the Office of Emergency Preparedness & Safety.
安全数据表(sds)提供安全处理化学品所需的信息. SDSs should be consulted before working with an unfamiliar chemical. SDS格式和GHS分类及象形图的解释可在《太阳2平台》中找到.
员工有权通过联系他们的主管获得与他们工作相关的SDS表格.
Reporting Unsafe Conditions on Campus
If there is eminent danger or threat, contact Campus Safety 909.607.2000 or use any campus emergency phone for a direct line to Campus Safety.
Report incidents that do not involve personal injury using The HMC Hazard/Safety Concern Reporting Form.
Employees are to report ALL workplace incidents (injuries, exposures, or illnesses), and unsafe conditions to their supervisors immediately. Supervisors are to report ALL injuries, exposures or illnesses immediately to HMC Office of Human Resources 909.607.9700 or 909.607.4096 and the TCCS Disability Administration and Unemployment Insurance Office 909.621.8847. After regular business hours and weekends report ALL injuries, exposures or illness to Campus Safety 909.607.2000.
非紧急情况应通过HMC工作单系统报告,包括建议的补救措施. The link to the work order system is http://3km.ribeiroremodeling.com/facilities-maintenance/.
Reporting Campus-Related Injuries/Illnesses
INJURY REQUIRING IMMEDIATE MEDICAL ATTENTION OR INJURY THAT HAPPENS OUTSIDE OF BUSINESS HOURS
保持冷静,不要移动伤者,除非他/她的位置可能有危险.
INJURED PARTY | WHO TO CALL |
| CAMPUS SAFETY
|
OR | |
FIRE/LIFE/SAFETY
If the 911 City Dispatch system is called, 也联系校园安全,因为他们将协助克莱蒙特警察局/消防或其他响应者找到受伤的一方. |
对事件作出反应的个人要根据自己的判断来判断受伤是否严重/是否危及生命,是否需要拨打当地的911城市调度系统.
*Via campus phone:
911 = Campus Safety
9-911 = Fire/Life/Safety – City Dispatch System
INJURY NOT REQUIRING IMMEDIATE MEDICAL ATTENTION OCCURRING DURING REGULAR BUSINESS HOURS (MONDAY – FRIDAY)
INJURED PARTY | WHO TO CALL |
| TCCS WORKERS COMP (WC)/ DISABILITY OFFICE
909.621.8847 |
OR | |
HMC OFFICE OF HUMAN RESOURCES
909.607.4096 | |
| CAMPUS SAFETY
909.607.2000 |
** ADDITIONAL RESPONSIBILITIES FOR SUPERVISORS对事件作出反应的个人要根据自己的判断来判断受伤是否严重/是否危及生命,是否需要拨打当地的911城市调度系统.
- Complete the Supervisor’s Report of Occupational Injury/Illness form.
- 确保受伤员工填写工伤/疾病报告表格.
Both forms should be submitted to the TCCS WC/Disability Office. Forms are available at 3km.ribeiroremodeling.com/hrforms (Accident Report Forms).
Workstation Evaluation
工作站评估评估工作区域的布局,以及员工如何使用设备和/或工具来防止工伤. 现场评估由克莱蒙特太阳2平台的环境健康和安全专家进行. 评估可以由员工或主管通过联系人力资源办公室的工作人员发起,他们与克莱蒙特太阳2平台中心协调安排. 员工所在太阳2注册平台负责支付工作区域或设备/工具变更的费用.
Workplace Violence
HMC致力于提供一个没有暴力行为或暴力威胁的工作场所. In keeping with this commitment, HMC has “zero tolerance” for actual or threatened violence against faculty, staff, students, visitors or any other persons who are either on HMC premises, 参加校内或校外hmc赞助的活动或在其职责过程中与校园选民接触.
Compliance
Security and safety in the workplace are every employee’s responsibility. Employees who engage in or contribute to violent behavior, or who threaten others with violence may be subject to disciplinary action, up to and including dismissal. HMC may consider criminal prosecution of those who threaten or commit acts of violence.
Prohibited Behavior
Any behavior that threatens life or the well-being of others is prohibited. 下面列出的行为,虽然不是全部,但提供了禁止行为的例子.
- Intimidating, 威胁或敌对的言论或行为(包括对自己或他人造成伤害的直接或暗示威胁)
- Raising one’s voice in anger, name-calling, ethnic or racial epithets, sexual comments
- 攻击或敌对行为,造成对他人伤害的合理恐惧,或使他人遭受情绪困扰
- Physical abuse or attack, pushing, or stalking
- Vandalism, arson or sabotage
- 使用或携带任何种类的武器(无论是否被许可携带隐藏武器)进入HMC财产
- 在工作中或在用于大学项目的财产上持有未经许可的毒品或酒精
Reporting and Investigation
In situations where an employee becomes aware of an imminent act of violence, a threat of imminent violence or actual violence, emergency assistance must be sought immediately. In such situations, employees should immediately contact:
- Campus Safety Office at extension 72000; 909.607.2000
- HMC’s Facilities and Emergency Preparedness Office at 18226; 909.621.8226
Further, employees should notify the Human Resources Office if any restraining order is in effect, 或者如果存在与工作无关的潜在暴力情况,可能导致工作场所的暴力.
所有有关工作场所暴力的报告都将被严肃对待,并将迅速彻底地进行调查. In appropriate circumstances, the College will inform the reporting individual of the results of the investigation. To the extent possible, 学院将对举报员工和调查保密. The College may, however, need to disclose results in appropriate circumstances, for example, in order to protect individual safety.
员工可以举报违反本政策的行为,并就其在本政策下的义务提出任何问题,而不必担心遭到报复. 然而,故意提交虚假报告的员工可能会受到纠正措施的影响.
Corrective Action and Discipline
如果学院确定发生了违反本政策的工作场所暴力, 学院将采取适当的纠正措施,并对违规员工进行纪律处分. 适当的处罚将视具体情况而定,但可能包括书面或口头警告, probation, reassignment of responsibilities, suspension, or termination. If the violent behavior is that of a non-employee, 学院将采取适当的纠正措施,以确保此类行为不再发生.
Under certain circumstances, 学院可以在员工因病请假的条件下放弃纪律处分. In addition, the College may request that the employee participate in counseling, either voluntarily or as a condition of continued employment.
Employee Assistance Program
任何认为他或她可能有可能导致暴力行为的问题的员工都被鼓励使用学院的员工援助计划. The EAP is a professional, 为所有员工及其直系亲属提供免费的保密咨询服务,以帮助解决情感问题, marital and family conflict, stress, chemical dependency, conflicts at work, and other concerns. EAP辅导员可以帮助澄清问题,并在咨询期间制定行动计划.
The program is accessible online at www.liveandworkwell.com (access code: claremontcolleges); or by phone at 800.234.5465. Further information regarding the EAP may be obtained from the Office of Human Resources.
9. SERVICES AND CONVENIENCES
Bookstore
Staff members are eligible for a discount on most merchandise from the Huntley Bookstore, which is the central bookstore for The Claremont Colleges. A College ID must be presented at the time of purchase to obtain the discount.
Campus Dining
Staff members may dine at HMC’s Hoch-Shanahan Dining Commons for breakfast, lunch and dinner, as well as other dining halls at Pomona College, Scripps College, Pitzer College and Claremont McKenna College at a discounted price. A College ID is required at the time of purchase.
For information about other dining facilities at The Claremont Colleges, please consult each institution’s website.
Information Technology
学院为教职员提供多种信息技术,如电子邮件, office and other software, messaging, videoconferencing, telephones and internet service for College-related business. The College maintains a Policy on Incidental Personal Use of Information Technology with which staff members are expected to comply.
Campus Fitness Facilities
Staff members, their spouses, and registered domestic partners; have access to the College’s Linde Activity Center at no cost.
教职员工还可以使用斯克里普斯学院和克莱蒙特麦肯纳学院的游泳和健身设施. 每个学院都提供有关访问、操作时间、收费和设施的信息.
Registration information is available from the Office of Human Resources.
Campus Safety
Campus Safety protects the persons and property of students, faculty, staff and visitors to The Claremont Colleges, assisting law enforcement and other emergency service providers as needed, by being the first responder to emergencies of any kind. Other services offered by Campus Safety are around-the-clock escort service, street patrol, alarm/surveillance checks, security and traffic patrol at events and crime prevention presentations.
Contact Information:
- On-campus – 72000
- Off-campus –909.621.8170
Claremont Cash
工作人员可将现金存入HMC身份证,并将身份证作为通用借记卡使用. 克莱蒙特现金可以在校园餐饮中心、书店和一些当地企业使用. 有关信息和访问克莱蒙特现金可通过克莱蒙特太阳2平台, Card Center Located on the first floor of Honnold Library.
Credit Union
克莱蒙特学院为员工提供两个信用合作社:学校第一信用合作社和查菲联邦信用合作社. Information about each one is available on the HMC Human Resources website.
Discount Entertainment and Recreation Tickets
The Claremont Colleges Services Card Center sells discount tickets for movies, theme parks and various recreational activities. To purchase or order tickets, contact the Card Center directly at extension 72273; or in person located on the first floor of Honnold/Mudd Library near the south entrance. 员工可直接访问funex,通过Fun Express购买南加州各景点的折扣门票.com. (Enter 15-53186 when asked to provide a College code). A list of attractions and pricing information is available on the Human Resources website.
Facilities Use
Reservations for using HMC facilities for meetings, 会议或其他特殊活动通过设施维修部的活动管理系统进行. Facilities and Maintenance should be contacted if an event needs special set up, parking or other services.
Library Privileges
符合福利条件的员工可在Honnold/Mudd图书馆启用借阅特权, located at 800 Dartmouth Ave., by presenting their College identification card at the circulation desk. In addition to its own collections, 图书馆与加州的许多学院和大学签订了互借协议. Information about services is available at www.cuc.claremont.edu.
Mailroom Services
The mailroom receives and distributes staff, 教师和学生接收邮件和包裹,并为各种承运人服务提供运输用品. Overnight, certified, 员工和教职员工的挂号和保险信件/包裹在正常工作时间内可以在收发室接收,但某些太阳2注册平台与送货司机有其他安排. Receiving personal mail is discouraged, since all mail is subject to being opened for proper identification and distribution. Find more information at: http://3km.ribeiroremodeling.com/bao/mailroom/.
10. ACKNOWLEDGEMENT OF RECEIPT OF HMC’S STAFF HANDBOOK
我确认我已经收到或能够获得太阳2平台员工手册的副本, have read it, and understand its provisions. 我进一步了解,我也可以在学院的人力资源网站上查阅手册 3km.ribeiroremodeling.com/hrpolicies by using a computer located at my workstation, department, or home. I understand and agree that if I have a question, 我有义务要求我的主管澄清手册中的任何条款.
Other than the At-Will Employment policy, 我进一步了解手册中所载的陈述不构成任何雇佣合同或其他法律义务. I also understand that the College may at any time modify, rescind, or revise any policy, benefit, or practice described in the handbook, except for its At-Will Employment policy.
我理解并同意,在没有完全执行的个人雇佣合同的情况下,另有明确规定, 我与学院的雇佣关系是随意的,可以由我或学院随时终止,无需事先通知, and nothing in this handbook should be interpreted to the contrary. Consistent with the At-Will Employment policy, I also understand that the College has the right to transfer, reassign, suspend, or demote a staff member and reduce a staff member’s pay and benefits at any time, with or without notice or cause. This is the entire agreement between me and the College on the subject; it supersedes any prior inconsistent representations or agreements.
___________________________________________________________
STAFF MEMBER SIGNATURE AND DATE
___________________________________________________________
PRINT NAME
Return to the Office of Human Resources
11. APPROVAL HISTORY
Approved by Cabinet: November 18, 2020
Environmental Health & Safety Handbook for Employees
Sexual Misconduct & Complaint Resolution Policy
- The Sexual Misconduct & Complaint Resolution Policy is available on the Student Affairs website at: http://3km.ribeiroremodeling.com/student-life/title-ix-sexual-misconduct/
Policies and Procedures Contacts
Please contact any member of the HR team for questions related to policies and procedures.
Joanna Hernandez
Senior Director for Human Resources
909.621.8512
joahernandez@ribeiroremodeling.com
Patrice Siffert, SHRM-CP
Associate Director for Human Resources
909.607.4154
psiffert@ribeiroremodeling.com
Anu Jindal
Payroll Administrator
909.607.2729
ajindal@ribeiroremodeling.com
Catharyne Magro
Human Resources Coordinator
909.607.9700
cmagro@ribeiroremodeling.com
Nidia Rivera
Recruiter & HR Generalist
909.607.4096
nirivera@ribeiroremodeling.com
José Barajas
HR Analyst & Administrator
909.607.6531
jbarajas@ribeiroremodeling.com
Haley Phillips
Recruiter & HR Generalist (part-time)
909.607.4096
hphillips@ribeiroremodeling.com