The World’s 30 Most Innovative Corporate Human Resources Departments

We believe it is best to have a personal life, not just a career. Here are some of the many resources available to help employees address the transitions and challenges of life beyond the workplace, while balancing personal and work responsibilities. The EAP is a preventive and early intervention work and life resource for all employees, medical staff, and their household members, staffed by licensed professional clinicians with expertise in issues that impact individuals, families and the workplace. The EAP provides free and confidential consultations, short term problem solving, and referrals for dealing with a wide range of issues including family, legal, personal, financial, mental health, grief and loss, substance abuse, and work related concerns, as well as resources for child care and elder care. Our mission is to be the primary blood product supplier for our patients, and we are open to both emoployees and the public. Looking for a way you can immediately have an impact at BWH? All of the donated bloof and platelet products we collect directly benefit our patients.

Separating from the University

It is intended for supervisor use. The policies give supervisors the ability to make decisions within a framework that promotes consistency and objectivity. The University adheres to all applicable local, state, and federal laws. HR Policies that apply to Faculty are listed separately below.

United Parcel Services, the 7th Circuit appellate court upheld a no-dating policy that forbade managers from a romantic relationship with any hourly employee, as long as it was consistently enforced.

Payroll Educational Opportunities The University of Maine System believes in the power of higher education to transform lives and is committed to creating a more educated Maine. Employees who are interested in pursuing higher education may contact the university Advising Office for guidance. Eligible employees may use tuition waivers in a degree program or for individual courses. Eligible dependents may use tuition waivers upon acceptance into a degree program. UMS employees are eligible for tuition discounts, scholarships, and other benefits.

For more information please click here. Are you looking for resources and information to help you make decisions taking the next step in your education or career development? Click here for Next Step Maine. Time Off to Pursue Your Education Employees may also request time off to pursue their educational goals under the following programs: For details refer to the applicable Collective Bargaining Agreements or Handbooks.

Under the Yellow Ribbon program, veterans who served at least three years on active duty after September 11, may be eligible for university funding for tuition that is matched by the U. Department of Veterans Affairs.

Human resources pros insist: When it comes to sexual harassment, yes, HR is your friend

San Jacinto College has moved to a new applicant tracking system, Cornerstone. Current employees should apply via the employee portal by logging into Cornerstone on the My San Jac page. The San Jacinto College District is committed to equal employment opportunity for all employees and applicants without regard to race, creed, color, national origin, citizenship status, age, disability, pregnancy, religion, gender, sexual orientation, gender expression or identity, genetic information, marital status, or veteran status in accordance with applicable federal and state laws.

No person including students, faculty, staff, part-time, and temporary workers will be excluded from participation in, denied the benefits of, or be subjected to discrimination or harassment under any program or activity sponsored or conducted by the San Jacinto College District on the basis of the categories listed. Applicants may also use computers in the libraries located at each campus.

It is each applicant’s responsibility to apply for specific vacancies as they occur and before the posting period expires.

While many organizations take a more relaxed stance toward co-workers dating these days, it can cause trouble when you cross into the realm of manager-subordinate romantic relationships. “Junior-senior relationships in the office can hurt morale and even harm the company if the people involved forget their professionalism,” says Beth P. Zoller, legal editor at XpertHR.

This includes how we perform our jobs, make decisions, interact with one another and manage the business operations of the University. Staff members are at-will employees. As such, this manual is not intended to be, and should not be interpreted as, a contract between the University and any employee1. Unless otherwise noted within a policy, the vice president for human resources is the responsible executive for policies contained within this manual.

In addition to this site for HR policies, the University Policy website serves as a resource for the University community as a central repository of University policies that govern a wide range of University activities. HR staff members play a vital role to help managers and staff interpret and apply our policies equitably and fairly, and everyone shares responsibility for protecting the well-being of the community and for adhering to norms of behavior that make this a great place to work.

For more information about rights and responsibilities of employees and applicable regulations, e. All employees are expected to be familiar with Rights, Rules, Responsibilities , a fundamental guide for all members of the Princeton University community, containing University principles of general conduct and regulations. For more information about employee engagement in political and public advocacy activities on campus, refer to the Guidance and Examples for faculty and staff.

If the union contract does not specifically address the policy, procedure, practice, or benefit, then the employee may infer that the description in this policy manual applies to the employee. In the event of a discrepancy between this manual and a collective bargaining agreement covering employees who are represented by a union, the terms of the bargaining agreement will govern. You can close all expanded sections here.

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JLT Asia, a subsidiary of the JLT Group, is a market leader in employee benefits services, insurance and reinsurance broking and risk consultancy. It consists of more than employees in 14 major countries and territories across Asia. Administering more than 1.

For this HR Scenario, let’s say that in a small office setting there is gossip that two employees are dating. In these situations, there is frequently a feeling among some of the staff that having a couple in such a small business setting is counterproductive.

The role also includes voting on actions that involve the student, contributing to or evaluating scholarly work, evaluating academic status or progress, providing career recommendations or references, making hiring or termination decisions or otherwise making decisions that substantially affect academic status or employment. Student A student under this policy includes, but is not limited to, any individual enrolled in any course, whether matriculated or nonmatriculated, in any University program of study.

Reports will be evaluated in order to determine an appropriate institutional response. Consequences of Violation of Policy University employees who violate this policy may be subject to corrective or disciplinary action, including, but not limited to, termination of employment. The particular corrective or disciplinary action to be imposed will be consistent with the applicable policies and processes for the particular employee at issue.

Disclosure of Conflict Employees who suspect that their romantic relationship with a student may create an actual or perceived conflict of interest must notify their supervisor, department chair or director, dean or chancellor, or administrative head. The purpose of this notification is to evaluate whether a plan can be created that will avoid the conflict or potential impact on the student or others. Supervisors, department chairs or directors, and administrative heads should consult with their human resources consultant, dean’s or chancellor’s office, the Office of Student Life, or other appropriate office in evaluating the plan.

Whether the University is able to create an acceptable plan is within the discretion of the relevant University administrative authority. Disclosure of a potential conflict does not preclude the University from taking appropriate measures to address any behavior that may have occurred before or after the disclosure that is in violation of University policy. Retaliation Prohibited This policy prohibits taking adverse action against any individual who reports or is perceived to have reported concerns under this policy or who cooperates with or participates in any investigation related to this policy.

Employee Resources

We want to hear from you. A termination is considered voluntary when an employee leaves the University by free choice. A termination is considered involuntary when the University initiates the separation. This page offers separated employees information related to benefits, vacation leave, W2s, parking, and more. Medical, Dental, Vision Coverage and Flexible Spending Accounts Medical, Dental, and Vision benefits will remain active until the last day of the month for the month in which the employee was terminated.

If you are currently enrolled in any of the above referenced plans, you will have the option to continue benefits under the Consolidated Omnibus Budget Reconciliation Act COBRA for 18 months with the exception of the Healthcare Flexible Spending Account, which can be continued through the end of the current calendar year.

Make sure that your employees are aware of all the rules and policies regarding workplace romances as well. A policy that prohibits dating, sex, and romance entirely is not recommended. Any policy that is seen as onerous, overreaching or intrusive will just encourage stealth dating.

If only it were always as easy as a man masturbating in front of his coworkers. Related Coverage HR is not your friend: A Philly lawyer on sexual harassment and Metoo But what about the situation HR manager Dawn Ceaser had to deal with involving an enthusiastic hugger at her workplace, a local hospital system? More on that later. Where is the human resources department? Who is watching out for these women?

Sometimes, harassment happens when a dating relationship at work goes sour or when someone, genuinely attracted to a coworker, believes the feeling is mutual and asks for a date, causing offense. Try rehashing over coffee, he advised. The situation that Ceaser faced? Ceaser counseled the hugger to stop hugging, but then she noticed, as she walked the halls, that people would ask him for a hug.

Human Resources

While the University respects the privacy of its members, Drexel recognizes that there exists the opportunity for the inappropriate use of power, trust or authority. Certain relationships in the work and educational setting have the potential to compromise, or appear to compromise, the fairness and objectivity of employment and educational decisions and the discharge of other professional duties. This policy is intended to promote employment and academic decisions and conduct in the work and educational setting that avoid a conflict of interest, appearance of favoritism, abuse of power, or potential for a hostile work or academic environment.

To the extent necessary, this policy also applies to Professional Staff Members of any affiliate of Drexel University, and to Students who are employed by the University in positions of academic or professional responsibility over other Students, such as teaching assistants, research assistants, evaluators, graders, advisors, mentors or in similar positions.

Drexel respects the privacy of all members of the University community and recognizes that all individuals are entitled to freely choose their personal associations and relationships.

The Society for Human Resource Management and conducted a Workplace Romance survey in and found that only 9 percent of the HR professionals surveyed indicated that dating.

In each of these articles, Kim will walk you through a real-life HR scenario, using her expert knowledge and years of experience to break down the pros and cons of various ways this situation could be handled, which option is likely best for you and your business, and all the ins and outs of the rules and regulations that could impact the scenario and your decisions. In these situations, there is frequently a feeling among some of the staff that having a couple in such a small business setting is counterproductive.

Employers have several options when it comes to addressing workplace romances. Ban workplace relationships completely. Most employers realize that a ban on romantic relationships is difficult to enforce and just forces employees to keep their relationships secret. However, if an employer does decide to ban romantic relationships in the workplace, careful wording of the policy is critical.

Establish workplace agreements regarding relationships. Sets forth that the relationship is consensual.

Policies & Regulations

July 1, POLICY Vanderbilt University strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the University community can work together to further education, research, patient care and community service. However, children may not visit the workplace if their presence conflicts with department policy, federal or state law. Employees may bring children to appropriate University-sponsored programs and activities.

No doubt, employee dating can carry some undesired consequences: If a relationship goes sour, the breakup can lead to charges of sexual harassment, retaliation and hostile work environment claims. Other times it’s just a matter of hard feelings, and people take sides, further polarizing the workplace.

Image Source FedEx Corporation holds a track record of success, from delivery to customer service. In the early s, the company developed a philosophy that still stands strong today — People-Service-Profit. The foundational belief is that excellent care of employees breeds excellent service. To track employee relations, FedEx offers an annual survey and feedback action program.

Employees provide valuable feedback and management meets to discuss results. The program allows problem assessment and resolution opportunities.

University of Washington Policy Directory

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

We impart to our graduate students a deep knowledge of their discipline and connection to its community.

is the largest online community for human resources professionals featuring articles, news, webcasts, events, white papers, discussion forums, templates, forms, best practices, and more. So You”re Dating a Co-worker-Cupid is flitting around your workplace, looking for lonely hearts to pierce with his arrows of love. Dating Tips.

Dating in the Workplace: To Date or Not to Date? You don’t have to pick them up and they’re always tax-deductible. This may be hindered by a major breakup between employees. However, preventing your employees from dating could cause unwanted resentment. So what do you do? First consider the Pros and Cons of allowing dating in the workplace. Here are just a few.

These are characteristics that help determine whether or not a pair matches.

Student Employee Compensation Plan

Is the performance appraisal process for career employees only? While policy and bargaining agreements specify that only regular status employees are required to receive an annual performance appraisal, this does not limit supervisors and managers from appraising all staff members. As an example, many units conduct performance appraisals for student employees.

In effect, dating brings human emotions back into the cubicles of the corporate environment. As the shifting generational groups impact workplace cultures, HR Solutions’ National Normative data also confirms a rise in employees seeking a work/life balance with 59 percent of workers sharing that their organizations truly support balancing.

It helps provide your people with clarity around usage and status of their benefits, visibility into the organization and where they and their peers live within their organizations hierarchy, and access to information that matters to them. Key Capabilities Access paystubs and view compensation data Request time off for vacation, flex days, personal days, etc. View current balances for vacation, flex days, sick days, etc.

Provide recognition and kudos to fellow employees Access employee directories and organizational charts HR Analytics HR Analytics provides organizations with an overview of their head count trends. Human Resources personnel can easily visualize the head count, growth and turnover trends of the organization, segmented by departments, locations, employee class and subsidiaries. HR can also apply filters to view specific groups of employees.

HR often must compile and update headcount trend data by hand, to minimize preparation time Headcount Analysis automatically aggregates the information most relevant to headcount changes hires, turnovers, trends.

HR Basics: Employee Relations


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