Employee relations policy | Human Resources
In addition to the University of North Carolina policy on illegal drugs, UNC is required to adhere to all federal policies. As a condition of employment, any. Employee Relations Policy. for any significant issues which are likely to impact either positively or negatively on the BUs'/Group's reputation as an employer. This Employee Fraternization policy template is ready to be tailored to your company and can be a starting point for setting up your employment policies. policy outlines our guidelines on employees forming personal relationships with each.
Staff members have the right not to belong to a representative body.Employment Relations
The University Council will not therefore agree to membership of a representative body becoming a condition of service or appointment. The UCT Employees' Union representing, at present, all staff in payclasses 6 - 12, excluding certain management positions.
The Academics' Union representing, at present, all academic staff.
University management will seek to protect staff members from being coerced into membership of any association against their wishes, or from being coerced in any way as a result of their non-membership of any association.
Collective bargaining The University Council will recognise a representative body for the purposes of collective bargaining on behalf of staff members in a defined common interest group the bargaining unit where the majority of staff members in the bargaining unit demonstrate their wish to have that body represent them. Such recognition shall be formalised in a recognition or procedural agreement with the representative body.
This agreement shall include details of the following: The bargaining unit - definition of the common interest group.
Employee relations policy
Procedures - how negotiations, disputes, grievances, disciplinary matters etc. Recognition and procedural agreements between the University and the NEHAWUthe recognition agreement was revoked in and a new recognition agreement concluded in Recognition and procedural agreements between the University and the UCT Employees' Union were signed in and respectively.
Recognition and procedural agreements between the University and the Academics' Union were signed in Communication and consultation The University Council recognises the importance of open communication and joint consultation between management and staff.
It therefore encourages the exchange of information, ideas and views about matters of mutual interest and concern through both formal and informal channels. Informal systems The University Council encourages informal communication and consultation at all levels. Department and section heads are encouraged to develop appropriate arrangements to promote discussion of any matters of interest and concern at the workplace.
Consultative committees Where a recognition agreement has been entered into, the administration will arrange regular consultative committee meetings between Human Resources Department staff and other key members of management and the union. The role of the consultative committees is to provide a formal channel of communication between management and employee representative bodies.
The university hopes that through our education and referral efforts we will be able to institute an effective means of dealing with the problem of substance abuse. Employees who are experiencing problems with substance or alcohol abuse, either themselves or through their families, are encouraged to contact resources within the university or use other resources such as family physicians, county mental health centers, and Alcoholics or Narcotics Anonymous.
Service Award Program Policy To express its appreciation to its valued employees, the State has adopted a policy of recognizing continued dedicated service through a program of service awards. The program provides A management tool to recognize ongoing employee dedication and a means to reinforce, acknowledge and retain employee commitment during the first years with the State and at critical milestones.
Award choices which reflect employees'' tastes, needs, and lifestyles. The Appalachian State University Service Awards Program recognizes employees' total State service in increments of five years throughout retirement.
For each five-year increment, the program offers a collection of other items as adopted by the program on a biannual basis from which eligible recipients may select. The value of the award increases in proportion to tenure.
If an employee so appointed is in pay status for one-half or more of the regularly scheduled workdays and holidays in a pay period or is on authorized military leave or workers' compensation leave, credit shall be given for the entire pay period. Credit toward total State service shall also be given for the following: Employment with other governmental units which are not State agencies.
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Authorized military leave from any of the governmental units for which service credit is granted provided the employee is reinstated within the time limits outlined in the State Military Leave policies. Employment with the county Agricultural Extension Service; Community College system and the public school system of North Carolina, with the provision that a school year is equivalent to one full year.
Employee Relations Policies : Human Resources
All of the time, both permanent and temporary, of the employees will be counted; and the full legislative terms of the members Appalachian State University presents an annual service awards luncheon to recognize and celebrate Staff service to the University and participates in the State of North Carolina Service Awards gift program.
Special gifts are provided for 25 and 30 year service recipients.
Workplace Violence Policy The workplace violence policy applies to the conduct of an employee while functioning in the course and scope of employment as well as off-duty violent conduct that has a potential adverse impact on an employee's ability to perform the assigned duties and responsibilities.