Human Resources Policies and Procedures Sample Clauses

Human Resources Policies and Procedures. I know where to locate a full set of Human Resources Policies and Procedures and understand that I am responsible for being familiar with and adhering to these policies and procedures. All Medical Center Human Resources policies and practices are guidelines and may be changed, modified or discontinued at any time by the Medical Center’s Senior Vice President of Human Resources, or designee, with or without notice. Exceptions do not invalidate the basic policy.

Human Resources Policies and Procedures. 14.01 A copy of the Human Resources Policies and Procedures and amendments issued by the Employer shall be posted on the intranet. Such regulations and procedures shall be consistent with the provisions of this Agreement.

Human Resources Policies and Procedures. Employee agrees to review and abide by personnel policies and procedures promulgated by the Company.

Human Resources Policies and Procedures. Subsection: H. Policies Regarding Coaching Personnel and Athletic DirectorsJanuary 2005

Human Resources Policies and Procedures. Subsection: N. Staff Reduction Procedures – All Employees February 2010 c. When a reduction in force occurs pursuant to Board policies (Section III. G.) for program consolidation, relocation or discontinuance not resulting from financial exigency. Program closure, relocation, reduction, or discontinuance pursuant to Section III.G shall not be implemented utilizing any policy or procedure in this Section II. N. d. When a reduction in force affects State of Idaho classified employees using the procedures of the State Division of Human Resources or classified employees of the University of Idaho using the policies of the University of Idaho. e. When a reduction in force affects non-classified at-will employees. 2. Response by an Institution or Agency to a Declared Financial Exigency a. After active consultation with employees, including faculty, professional staffs, and classified personnel, the Chief Executive Officer of each agency or institution must prepare a plan (the “Plan”) in response to the declaration of financial exigency. When developing this Plan, consideration must be given to the necessity and manner of reducing the employment force, the appropriate units or subunits to be affected, and the criteria for identifying the employees who are affected by the Plan. Once completed, the Plan must be approved by the Board. Provided, however, that implementation of the Plan and notices required to be given in the Plan may begin prior to Board approval, which approval shall then also include ratification of such actions. b. Each of the institutions shall seek advice from a committee, which may include representatives of the administration, faculty, staff or students, on the state of the financial exigency and possible responses thereto. c. Notwithstanding any other Board policy, order or rule, or the policies of any institution or agency, all categories of employees may be laid off as a result of a Board declared financial exigency. The process used to layoff employees must be done equitably (but not necessarily uniformly), in good faith, and in a systematic manner directly related to the financial exigency.

Human Resources Policies and Procedures. Subsection: N. Staff Reduction Procedures – All Employees February 2010

Human Resources Policies and Procedures. The Authority’s Human Resources Policies and Procedures require review, development and/or revision on an ongoing basis. The Corporate Services Manager (or nominee) shall coordinate policy and procedures development and review in consultation with relevant employees prior to commencing the consultative process with all Employees. Policies and Procedures will not be finalised without referring feedback arising from the consultative process to all relevant employees.

Human Resources Policies and Procedures. If CONTRACTOR has employees, it shall develop and maintain Human Resources policies and procedures which address at a minimum the following areas: 1. Job descriptions, including qualifications, for all staff including Director. 2. CONTRACTOR's process for ongoing assessment of clinical responsibilities for all staff and positions according to The Joint Commission (TJC) requirements. 3. Procedures for conducting criminal background checks on employees and a CMHSP Recipient Rights history check on applicants for mental health direct service staff positions, which will be available if the local Rights Office has the database to support such checks. 4. Procedures for hiring and termination, including disciplinary procedures and pre- employment inquiries, for all positions, including the Director. 5. Pay schedules, including provisions for overtime pay and payroll dates. 6. A list of fringe benefits such as vacation, sick time, health insurance, workers disability compensation insurance, retirement, unemployment insurance, paid holidays, paid and unpaid leaves of absence, and travel reimbursement. 7. At least an annual written work evaluation in the personnel record of each employee, including an annual assessment of the Director by the Board. 8. Training policies, including requirements, time frames, and standards for employees to function independently. Such policies must meet and must not conflict with the standards set forth in Attachment D of this Contract. 9. Requirements for staff involved in operating motor vehicles that transport consumers. 10. Table of Organization with lines of responsibility and authority, including designation of continuous provision of access to an individual with designated authority to act on behalf of CONTRACTOR. 11. Requirements for staff involved in handling of consumer funds. CONTRACTOR shall have a copy of said policies, procedures, and training records easily accessible and available for review by CMHSP on-site at CONTRACTOR's office during normal business hours upon request.

Human Resources Policies and Procedures. Subsection: N. Staff Reduction Procedures – All Employees February 2010 (i) Whether the agency or institution followed the appropriate policies and procedures and the terms of the Plan; (ii) Whether the layoff was made for constitutionally impermissible reasons; or (iii) Whether any other improper criteria were applied.

Human Resources Policies and Procedures. Subsection: N.