Presentation Transcript

1. TA OrientationAugust 22, 2013The Employee ManualHR Policies & ProceduresWhat You Need to Knowhttp://www.temple.edu/hr/departments/employeerelations/employee_manual.html Presented by: Eric Brunner, Assistant Vice President HR, Learning & Development
2. Top 10 Reasons to Read the Employee Manual http://www.temple.edu/hr/departments/employeerelations/documents/emp_manual_000.pdf 10.Aren’t you curious why it took 2 years to write and get the first edition approved? 9. All other new faculty and staff are reading it, you don’t want to feel left out. 8. There isn’t a cliff note or an abbreviated version, or a NY Times review 7. Where else can you find the University’s mission statement? (Section 2.1) 6. You will finally figure out who this guy, Russell Conwell is. (Section 2.1)
3. Top 10 Reasons to Read the Employee Manual 5. Many of the sections apply to you and in conjunction with your TUGSA CBA, the terms and conditions of your employment are detailed. Please make sure you read sections: 1.0 Introduction 2.0 About Temple University 3.1 Employee Categories 4.1 Employment Applications and Other Forms 4.3 Accuracy of Personnel Information 4.5 Employment Eligibility 7.13 Workers Compensation 8.0 Your Pay and Expenses 11.0 University Standards 12.0 Employee Conduct
4. Top 10 Reasons to Read the Employee Manual It explains the importance of completing certain documents that are necessary so that you will get paid – I-9, W-4 Additional documents for Foreign Nationals – Employment Eligibility Form, Form I-20, Form DS-2019 (Contact Office of International Services) TEMPLE UNIVERSITY PAYS THROUGH DIRECT DEPOSIT! To enroll and to see your pay stub, visit the TU Portal
5. PNC Bank Temple’s Workplace Banking Option Free Checking with Direct Deposit (no minimum balance) Free first order of checks Free PNC Visa Check Card Free Online Banking Preferred Rates on Loans Many local branches
6. Top 10 Reasons to Read the Employee Manual 3. It explains your rights and responsibilities regarding confidentiality and use of communication and computer systems (Sections 12.5, 12.7, 12.10) and other areas. 2. How else would you know whom you can date? (Sections 12.4) Provides important information to protect you, students, and the University from discrimination and harassment (Sections 11.1 and 11.2)
7. And the #1 Reason… 1. It’s a requirement of employment at Temple University. HR Payroll:215-926-2244 HR Benefits: 215-926-2270 www.temple.edu/hr Student Health, link on HR website
8. TUGSA Your position MAY be covered by Temple University Graduate Students Association (TUGSA) For information about TUGSA & the agreement go to http://tugsa.org

9. Preventing Discrimination, Harassment & Retaliation

10. Policy on Preventing and Addressing Discrimination and Harassment The University is committed to providing a workplace and educational environment, programs, and activities, free of unlawful discrimination and harassment. This policy does not allow curtailment or censorship of constitutionally protected expression. Policy Number: 04.81.11
11. Unlawful Discrimination Treating people differently at work based solely on the person being a member of a “protected” class or category. Hiring, firing, promotions, raises, and other work place decisions, penalties, benefits, or rewards for employees based on belonging to a certain group, not based on merit or performance. Excluding or restricting members of one group from opportunities that are available to other groups.
12. “Temple University is committed to a policy of equal opportunity for all in every aspect of its operations.” -In employment, any program or activity offered or sponsored by the University -Discrimination is unlawful on the basis of race, color, religion, gender (includes pregnancy, parenting, caretaking), sexual orientation, ancestry, national origin, age, disability, marital status, veteran status, and genetic information

    11.1 Temple’s Non Discrimination Statement

13. Genetic Information: A new Protected Status Employers cannot… Acquire or disclose genetic information Use genetic information in discriminatory manner The Genetic Information Non-discrimination Act (GINA) is different from other discrimination laws because everyone is protected. Genetic information includes… information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about any disease, disorder, or condition of an individual’s family members (family medical history).
14. Gender Identity and its expressionPhiladelphia Fair Practices Ordinance Unlawful for "any employer to refuse to hire, discharge, or discriminate against any person because of (among other protected characteristics) gender identity.” Gender Identity can be defined as: "Self-perception, or perception by others, as male or female, and shall include a person's appearance, behavior or physical characteristics that may be in accord with, or opposed to, one's physical anatomy, chromosomal sex, or sex assigned at birth; and shall include, but is not limited to, persons who are undergoing or have completed sex reassignment." source: Philadelphia Pa Ord. § 9-1102 (h.1) Please contact HR
15. All personnel actions (e.g. recruitment, hiring, training, promotions, reappointments, tenure decisions, compensation, performance assessments, layoffs , terminations, etc.) are made without regard to protected class status further the principles of AA and EEO impose only valid requirements

    11.1 Further Non Discrimination Provisions

16. Types of Discrimination Disparate Treatment Disparate Impact Harassment Retaliation Failure to Provide Reasonable Accommodation (ADAAA)
17. Different performance expectations for men and women Not hiring someone because of religion or an actual or perceived disability Assuming that employees are too old to do a task before giving them the opportunity to do it African American women being disciplined for poor attendance while others with the same attendance problems are not disciplined Requiring that the applicants must be over 6 feet tall and over 180 lbs even if not required to do the job

    Examples of Discrimination or Discriminatory Practices

18. What is Harassment? A type of unlawful discrimination May be Quid Pro Quo (Tangible Job Action) or Hostile Environment Severe or Pervasive As judged by a Reasonable Person Alters the conditions of victims work or educational environment Includes conduct by people of same sex and peers Based on common sense and social context
19. Temple’s Anti-Harassment Policy Committed to creating and maintaining an academic and work environment free of all forms of harassment Steps will be taken to Prevent, Correct, and Discipline Includes harassment based on: Sex - Gender – Race - Sexual Orientation - Religion National Origin – Age – Disability – Genetic Information Use of University communication, voice mail or email/computer systems in a harassing manner is prohibited and will result in disciplinary action, up to and including discharge Section 11.2, Employee Manual
20. Hostile Work Environment Courts consider Nature of the conduct Frequency of the conduct Status of the harasser Number of harassers Number of victims
21. Examples of Harassment Vulgar Language Racist Comments or Jokes Inappropriate Materials/Visual Displays Offensive emails Inappropriate touching Work-related off-premises conduct
22. What is Sexual Harassment? Unwelcome Sexual advances Requests for sexual favors Distribution of sexually offensive or suggestive written, recorded or electronically transmitted messages Other verbal or physical conduct of a sexual nature when it leads to a tangible employment action or a hostile work environment
23. The Impact of Harassment Eight in ten students experience some form of sexual harassment during their school lives. Six in ten experience physical sexual harassment. How students who are harassed react: 40% avoid the person who bothered or harassed them 24% talk less in class 22% don’t want to go to school 21% change their seat in class to get farther away from someone 20% find it hard to pay attention (“Hostile Hallways: Bullying, Teasing, and Sexual Harassment in Schools,” American Association of University Women, 2001)
24. Religious Discrimination Employers may not discriminate against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Employers: May not treat individuals more or less favorably because of their religion May not require employees to participate –or refrain from participating - in a religious activity Must prevent religious harassment May not retaliate against employees for asserting their religious rights.
25. Religious Accommodation Requires employers to reasonably accommodate the religious beliefs and practices of an employee/prospective employee or student , unless it creates an undue hardship Eliminates the conflict between religious practices and academic/work requirements Examples: Time off for religious holidays Not scheduling exams on religious holidays Not working on a Sabbath Wearing religious garb Having a place to pray
26. Bullying is Prohibited at Temple University May not constitute unlawful harassment Mean, rude, derogatory conduct that is not directed towards individuals of any particular protected class Conduct is directed equally to all May give rise to other legal claims such as criminal charges, slander, defamation and/or intentional infliction of emotional distress Includes cyber bullying Violation of Temple University Rules of Conduct – B.11 and C.3
27. Consensual Romantic Relationships Temple Policy No instructor shall: make a sexually suggestive or intimidating remark ask a student for a date or sexual favor Sexual or romantic relationships are prohibited even if consensual between: instructors, advisors, coaches, physicians, or other similar individuals and students they are teaching, advising, supervising or evaluating or whose academic or career opportunities they are directly or indirectly effecting Supervisors and subordinates (Employee Manual, Section 12.4)
28. Contrapower Harassment Harassment of those with more “organizational/ formal” power by those with less power. Students harassing faculty Staff harassing Managers Behaviors include: Suggestive looks, physical harassment, verbal remarks, anonymous/inappropriate phone calls or letters, negative comments about a professor Comments made on Facebook, Ratemyprofessor.com, etc. Source: “Contrapower Harassment and the Professorial Archetype: Gender, Race, and Authority in the Classroom,” Buchanan and Bruce
29. What to do if you are Harassed Let the person know that the behavior is unwelcome if you feel comfortable doing so If you fear for your physical safety, do not confront the person - call Campus Safety immediately at 1-1234 Keep a Record of the harassing behavior Immediately report it to: The faculty member you are supporting, or The Department Chair (if you are being harassed by the faculty member you are working for if your faculty member does not address your original complaint) or Human Resources or The Office of Equal Opportunity Compliance or A Temple University Equal Opportunity Ombudsperson (http://www.temple.edu/omca/aaci/ombudspersons.htm)
30. Office of Equal Opportunity Compliance Sullivan Hall, 200M 1330 Pollett Walk Philadelphia, PA 19122 Phone 215.204.8890  Fax 215.204.8897 Sandra Foehl, Director Tracey Hamilton, Assistant Director  
31. Administrators, Supervisors, and Faculty are responsible for… knowing and understanding this policy; explaining this policy to persons under their supervision and students; taking appropriate action to prevent unlawful discrimination and harassment; being receptive to concerns and complaints taking appropriate action (including consultation with EOC and/or EO Ombudspersons) when they become aware of potential violations; following up with a complainant (in consultation with EOC and/or EO Ombudspersons) to assure that person that the complaint was investigated and to determine the complainant’s level of satisfaction with its resolution; Attending training when hired and as determined by President
32. Retaliation Legal term for the punishment of an employee who engages in protected activity, such as filing a discrimination charge opposes unlawful employment practice, or refuses to participate in discriminatory or other unlawful behavior at the request of the employer, or on behalf of the employer.  The complaining employee's belief that discrimination has occurred must be a reasonable belief. Making things “right” after the fact will not be a defense if employee was harmed or deterred
33. Temple’s Retaliation Policy Prohibits adverse action against: Complainants Witnesses/other participants in investigations May occur regardless of whether charge of harassment is founded or unfounded Avoiding an employee does not avoid a claim of retaliation Performance issues may be addressed if valid and documented http://www.temple.edu/hr/departments/employeerelations/documents/Retaliation-Policy.pdf
34. In Summary Temple takes actions to prevent, investigate, correct, and discipline for discrimination, harassment and offensive workplace conduct Temple University will address inappropriate behavior before it breaks the law or even if it is not unlawful (e.g. bullying, prohibited consensual dating) All of us are responsible for our own behavior and for creating a campus where diversity is valued and differences are celebrated.