Employment Policies

Contents

Campus Policies
Employment Relationship
Equal Employment Opportunity
Personnel Records
Sexual Harassment
Employment of Relatives
University Property

Labor Laws
Hours and Overtime
Rest Breaks

Office Etiquette
Punctuality and Attendance
Dress Standards
Customer Relations
Solicitation
Safety Awareness
Emergency Procedures


 

Campus Policies

Employment Relationship
Employment is at the will of either the employee or PLNU. This means that a student employee may quit at any time with or without cause and PLNU may terminate employment at any time with or without cause. There is no promise that employment will continue for a set period of time, nor is there any promise that employment will be terminated only under particular circumstances. No agreements to the contrary may be made unless specific, in writing, and signed by you and the President of PLNU.
This being the case, it is nevertheless customary to give notice (preferably two weeks) whenever possible. This small courtesy will be a great help whether you are the employer or the employee!

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Equal Employment Opportunity
The University is an equal opportunity employer and is committed to making employment decisions on the basis of merit. We want to have the most qualified person in every job. University policy prohibits unlawful discrimination based on race, color, sex, age, national origin, disability or ancestry, or any other consideration made unlawful by federal, state or local laws. This commitment applies to all persons involved in the operation of the University and prohibits unlawful discrimination by any employee of the University, including supervisors and co-workers.

To comply with applicable laws ensuring equal opportunities to qualified individuals with a disability, the University will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability unless undue hardship would result.

Employees who require accommodations in order to perform the essential functions of the job should contact their supervisor and the Coordinator for Student Employment and request such an accommodation. The individual with the disability should work with the University to identify an appropriate accommodation so that he or she can perform a job. If the accommodation is reasonable and will not impose an undue hardship, the University will make the accommodation.

If you believe you have been subject to any form of unlawful discrimination, provide a written complaint to your supervisor or to the Coordinator of Student Employment. Your complaint should be specific and include the names of individuals involved and the names of any witnesses. The University will immediately undertake an effective, thorough, and objective investigation and attempt to resolve the situation. If the University determines that its policies prohibiting discrimination have been violated, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action will also be taken to deter any future discrimination or retaliation. Whatever action is taken will be made known to you. The University will not retaliate against you for filing a complaint and prohibits retaliation by supervisors or your co-workers.

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Personnel Records
All personnel records containing information required by federal and state legal requirements for student employees will be maintained by the Office of Student Employment. Student Employees have a right to inspect certain documents in their personnel files, as provided by law, in the presence of the Coordinator of Student Employment at a mutually convenient time. No copies of documents in their file may be made with the exception of documents that they have previously signed.

Requests for information on current and former employees' personnel records from other departments and inquiries from outside the University (such as employment verifications) are to be directed to the Office of Student Employment at x2633.

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Sexual Harassment
The University is committed to providing its employees and students with an environment that is free from sexual harassment. Therefore, sexual harassment is strictly prohibited. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, is personally offensive and creates an intimidating or offensive work or academic environment. Whether or not harassment occurred depends not on whether the act was intended to cause harm but the effect of the act on an individual's employment or learning environment.

Sexual harassment can include a wide range of behaviors. For a list of such behaviors, see the Staff Employee Handbook. A copy can be found in the Student Employment Office and the Office of Human Resources.

Any employee or student who feels subjected to sexual harassment or becomes aware of an actual or potential harassment should immediately report the incident either verbally or in writing to the Vice President for Student Development.

The University will immediately undertake effective, thorough and objective investigation of the harassment allegations. The complainant's right to confidentiality will be respected in both informal and formal procedures. If the University determines that its policies prohibiting sexual harassment have been violated, disciplinary action, up to and including termination, will be taken. There will be no reprisal or retaliation against the complainant. The University encourages its employees and students to report any incidents of sexual harassment immediately so that complaints can be quickly and fairly resolved.

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Employment of Relatives
We are pleased to consider qualified student applicants who are related to employees. However, relatives will not be employed where actual or potential problems may surface regarding supervision, security, safety, or morale, or where potential conflicts of interest may exist. "Relatives" are defined to include spouses, children, siblings, parents, in-laws, and step-relatives.

In keeping with this policy, if two employees (student or staff) marry or become related, causing actual or potential problems such as those described above, one must apply to transfer to another department. The University will attempt to reassign one of the employees to another position for which he or she is qualified if such a position is available. If the married or related employees do not make an appropriate adjustment within thirty days of this new relationship, the University will make the decision for them. PLNU will take the needs of the University and the employment history and job performance of both employees into account.

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University Property
The University reserves the right to inspect all University property to insure compliance with its rules and regulations without notice to the employee and/or in the employee’s absence. The student employee must receive prior authorization before removing any University property from the premises.

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Labor Laws

Hours and Overtime
Student employees should work no more than 20 hours per week while school is in session, and no more than 40 hours per week during break periods. Work in excess of these limits is likely to result in academic difficulty for full-time students.

The University strongly discourages the use of overtime unless an emergency exists. Overtime may be worked only when approved in advance by the supervisor. Student employees will be paid time and one-half for hours worked in excess of 40 hours in one work week or 8 hours in a day. Overtime policy will be in accordance with Federal, State, and local laws.

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Rest Breaks
Students are allowed one 15-minute paid rest break during each four-hour period worked. You may establish a set time for these breaks. According to applicable law, students are not permitted to work through breaks to reduce time from their regular hours of work in order to leave work early, nor may breaks be skipped to make up for missed work time. Breaks may not be saved to take a longer rest period at a later time, nor may break time be added to the lunch period.

The meal break is unpaid and is for 30 minutes. This break must be taken no more than five hours after the student begins work. However, if the student’s total work period is not more than six hours, the meal period may be waived by signing a mutual consent form between the student and the supervisor. If the student employee is interested in this, contact Tricia Korody-Soulia in the Business Office.

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Office Etiquette 

Punctuality and Attendance
As employees of PLNU, student workers are expected to be punctual and regular in attendance. They are expected to report to work as scheduled, on time, and prepared to start work. If they are unable to report to work on any particular day, they must call you at least one hour before the time they are scheduled to begin work. Some departments require them to find a replacement person if they are going to miss a shift. Excessive or unexcused absenteeism may result in discipline up to and including termination of employment.

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Dress Standards
It is important that each employee report to work properly groomed and appropriately dressed. Employees are expected to dress neatly and modestly in a manner consistent with the nature of the work performed. This standard is established by the supervisor and may vary from department to department. Many departments will provide written dress standards.

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Customer Relations
Student employees are expected to be polite, courteous, prompt, and attentive to every fellow student, prospective student, or other interested party. They must never regard questions or concerns as an interruption or an annoyance. Customer inquiries, whether in person or by telephone, must be addressed promptly and professionally.

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Solicitation
Solicitation by anyone on the PLNU campus is prohibited during work time and in working areas. Such solicitations are a distraction to effective work performance.

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Accidents and Safety

Safety Awareness
Safety is everyone's personal responsibility, not only your own safety but also that of others. To achieve our goal of maintaining a safe workplace, everyone must be safety conscious at all times. In order to promote the concept of a safe workplace, PLNU maintains an Injury and Illness Prevention Program. In compliance with this Program, a regular inspection schedule is maintained to promote safe working conditions. (Contact Human Resources for more information about this program).

Student employees are expected to obey safety rules, follow established "Codes of Safe Practice", and exercise caution in their work activities.

Student employees are expected to immediately report any unsafe conditions to their supervisor. Together we can succeed in maintaining a safe and healthful workplace at Point Loma Nazarene University.

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Emergency Procedures
You should respond to an injury or illness according to its severity. If the injury or illness is minor but requires first aid, please report to the Director of the Wellness Center for assistance. The Director will evaluate the seriousness of the injury and either administer first aid or refer you to our designated workers' compensation medical facility. You must complete the required first aid report to be submitted to the Office of Human Resources.

If the injury or illness is severe or life threatening, contact PLNU Public Safety at x2525. Public Safety staff will assess the severity of the situation and call the paramedics if needed. All Public Safety officers are trained and certified in First Aid and CPR. They will assist you until further medical assistance can be obtained. These injuries also require that a written report be submitted to the Office of Human Resources as soon as possible after treatment.

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