Employee Handbooks. Employee Handbooks shall continue to be provided by the Department to all covered members.
Employee Handbooks. Any changes in a current Employee Handbook or the Bus Code of Conduct will be shared with the Association prior to implementation.
Employee Handbooks. The District shall maintain an employee handbook for transportation employees. The District will provide a copy of the employee handbook to the Union and employees upon request. Except for legislatively mandated changes, the Union will be notified thirty (30) calendar days in advance of a District initiated change to the Employee Handbook. Questions or concerns from the Union will be addressed in the regularly scheduled Labor Management Committee meeting.
Employee Handbooks. The Corporation may in its sole and unilateral discretion establish, amend, maintain and distribute policies, employee manuals or personnel policy manuals. Executive agrees to adhere to and follow all rules, regulations and policies of the Corporation set forth in such policies and manuals as they now exist or may hereafter be amended or modified. Executive understands and agrees that such policies and manuals are not part of the contractual terms of this Agreement and do not constitute a separate contract. Rather, such policies and manuals are only general policies and guidelines of the Corporation. In the event of any conflicts or inconsistencies in the terms of any such policies and manuals of the Corporation and this Agreement, this Agreement shall control.
Employee Handbooks. Any changes in a current Employee Handbook will be shared with the Association prior to implementation.
Employee Handbooks. The program must have a written Employee Handbook that is provided to all staff. The Handbook shall include but is not limited to the following: • Recruitment, hiring and compensation of staff; • Promotion, supervision, discipline, conflict resolutions and termination of staff; • Procedures for evaluation, which must occur at least annually; • Employee benefits, including a list of benefits provided and eligibility requirements; • A professional code of ethics; • Travel and per diem reimbursement guidelines; • Location, security and employee access to human resource files; • Confidentiality of staff about program location if applicable, activities, and survivor information; • Employee use of technology including policies for maintaining client confidentiality; • Mandated reporting of abuse or neglect of children; • Affirmative Action policy/Equal Employment Opportunity statement; • Sexual harassment policy; • Americans with Disabilities Act ADA compliance; • Workplace Violence policy that addresses domestic violence; • Drug free workplace policy; • Environmental Tobacco Smoke [Clean Indoor Air Act of 2008]; • Conflict of interest procedures; • Whistle blower policy; • Media/Social Networking policies for staff positions responsible for agency postings to Facebook, Twitter etc., responses and monitoring; • Agency policy on transportation of service recipients by agency vehicle, staff/volunteer vehicles, and insurance requirements for both.
Employee Handbooks. It is understood that in the event that employee handbooks differ in any respect from the Master policies covering the various insured benefits, the Master policy must prevail. Women’s College Campus
Employee Handbooks. It is understood that in the event that employee handbooks differ in any respect from the Master policies covering the various insured benefits, the Master policy must prevail.
