Conflicts of interest will be avoided through open disclosure practices and corrective actions. When the resolution sought is not within the authority of the supervisor or manager to grant, the issue must be reviewed with the Agency Director or designee. Employee Handbook: The What, Why Records Retention Schedules for all divisions are available on NDITs website. Internal Grievances are to proceed to each successive step until the employee is satisfied with the outcome at that step, does not file a timely appeal, or exhausts the right to file grievance or appeal. The State of North Dakota, as the employer, has established a Modified Duty Program that complies with the Americans with Disabilities Act, helps to minimize Workers Compensation costs, and assists employees who are temporarily unable to perform their positions assigned job duties. Submission to the conduct is made explicitly or implicitly a term or condition of employment. Employees must immediately report any incidents of violence, threat of violence, or any behavior that may threaten an employees safety or the safety of others, to appropriate management or law enforcement authorities. OLC offers Employee Assistance Program services to its employees at all levels. Employee Handbook Veterans may request a hearing pursuant to the veterans preference law. A users violation of state policy may lead to disciplinary actions, and up to and including termination of employment, and/or service. $("#dialog-ph-5e357ee071750e9c5646e795b11a86a2YUBwZXJzb25uZWwqb2xjJWVkdWdvLmNvbQ").html(data); A state official or state employee, in the exercise of that official's or employee's duties, may not serve in a supervisory capacity over, or enter a personal service contract with, that official's or employee's parent by birth or adoption, spouse, son or daughter by birth or adoption, stepchild, brother or sister by whole or half blood or by adoption, brother-in-law or sister-in-law, or son-in-law or daughter-in-law. If an employee receives a gift or a benefit of more than nominal value, the employee must report it promptly to their supervisor. They provide experiences that foster student growth spiritually, physically, emotionally, and mentally. Time in-excess of the allowed 20 days paid military leave in a calendar year or additional 10 for federal or state activations. Employees must be provided a private place, other than a bathroom, to use for expressing breast milk. If an employee is eligible for FMLA leave, it will run concurrently to the employees accrued paid leave used and donated leave received if applicable. Step One: The agency shall designate three or more of the qualified applicants as finalists for further consideration. Upon return from FMLA leave, an employee who is not designated as a key employee will be restored to his or her original position or an equivalent position with equivalent pay, benefits, and any other employment rights that existed at commencement of the leave or that may have accrued during the FMLA leave period. If the employing agency enacts a reduction-in-force during the employees absence and the employee would have lost his/her position, the employee retains any rights under the employing agencys Reduction in Force policy but may not be eligible for reinstatement under FMLA. Employees must not speak or purport to speak on behalf of the agency unless it is a part of their job duties or they are required to do so by request of their employer. Any team member who is determined to have violated this policy will be subject to disciplinary action up to and including termination of employment. This applies to both parents. To inform employees about important provisions of this policy, the state has established a drug-free awareness program. If the final action taken demotes, suspends, or dismisses the employee, a detailed explanation of the basis for the action must be provided. Employee Handbook Questions? | SW&L Attorneys - Fargo, There are three steps to the grievance process involving employer actions. Makes minimal use of hardware, software, and network resources. The agency must notify the employee within fifteen (15) working days of completion of the probationary period of the agencys decision to extend the probationary period. The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. If a resolution is not agreed to by the participants at the conclusion of the mediation process, the time limits of the agency grievance procedure must be activated. Acts or threats of physical violence, including but not limited to intimidation, harassment, or coercion will not be tolerated. The employee, if dissatisfied with the response or action taken by the Agency Director or designee, or if no response is received from the Agency Director or designee within the response period, may appeal the complaint to HRMS and have their appeal heard by OAH. A state agency may only conduct criminal history records checks if express authority has been provided by state or federal law. Employees should remember that their actions have the potential to impact their employment including subjecting them to disciplinary action up to and including termination from employment. Fiscal and Administrative Policy 514 addresses the publishing of cellular numbers. When a team member separates from employment, all agency property must be returned, including but not limited to computers, laptops, monitors, books, furniture, headphones, work related documents, building keys, magnetic access cards, state identification, and credit cards. HR will assist in coordinating the proper response and notifying the appropriate personnel/authorities. For the death of the employees child not to exceed 160 hours within six months following the death of the child. The agency director or designated representative should also ensure that the person is observed during the time an employee's file is being examined and that no documents are added, removed, or altered. In general, the State will review the status of the temporary modified duty assignment with the affected employee every 30-90 days, in light of the States business needs and the employees condition, to determine if continuation of the assignment is appropriate. WSI may not pay for medical treatment by another provider unless a designated provider refers you or you have selected a different physician prior to injury. The State of North Dakota, as the employer, requires all applicants for employment and employees of the state be subject to uniform human resource policies and not be subjected to discrimination, intimidation, coercion, or retaliation in any terms and conditions of employment on the basis of an individuals race, color, religion, sex, national origin, age, genetics, sexual orientation, physical or mental disability, status with regard to marriage or public assistance, political opinions or affiliations, or participation in lawful activity off the employer's premises during non-working hours that is not in direct conflict with the essential business-related interests of the state. Team members selected for jury duty must be granted an approved absence from work with pay, except that an amount of pay equal to the amount the team member received from the court for jury duty service must be deducted from the team members regular pay. 4301-4335 establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights is five years. An employee may not be paid for unused sick leave while the employee remains in the service of the agency. As part of an ongoing effort to improve certain HR functions for state agencies, auniversal set of employment policies have been developed. If needed, an investigation will be conducted within 30 working days of the receipt of the complaint. Webhandbook should be disclosed to others, except [Company Name] employees and others affiliated with [Company Name] whose knowledge of the information is required in the normal course of business. Must not use ECDs for any illegal activity, gambling, or trading in illegal substances, etc. No contract of employment is created by this handbook. an employee normally scheduled to work 20 hours per week would be eligible for 12 working hours of honor guard leave. WebLTHS Extra-Curricular and Athletic Handbook 2022-2023 2 LAKOTA TECH HIGH SCHOOL EXTRA-CURRICULAR AND ATHLETICS HANDBOOK Extra-curricular and athletic activities are an integral part of the education program. If the manager determines the employee should not operate a motor vehicle, the manager should arrange transportation for the employee. Define your style guide. The salary, together with authorized benefits, will reflect the appropriate compensation for each employee hired. The Agency Director or designee shall prepare a certificate of service, or provide reliable means, to show proof of the date of mailing, transmittal by electronic means, or hand delivery. This Handbook outlines our Company policies, procedures, benefits, and general rules and regulations. The employee and spouse may be limited to a combined total of 26 weeks of FMLA leave when care for a covered service-member with a serious injury or illness is taken in addition to FMLA leave for birth of the employees son or daughter or to care for the healthy child after birth, for placement of a healthy son or daughter with the employee for adoption or foster care, to care for the child after placement, or to care for the employees parent with a serious health condition during a single 12-month period. Implementation includes: Arranging for the appropriate individual (agency head, division director, assistant attorney general), to send a written notice to team members at all applicable organizational levels. Steps include the use of locked file cabinets and desks, regular password maintenance, and any other measures appropriate for the job and the environment. Examples may include epithets, slurs, jokes, negative stereotyping, written or graphic materials, posters, calendars, or pictures. EMPLOYEE HANDBOOK Employees in an unpaid leave status will not accrue annual or sick leave during the period of unpaid leave. Must immediately report suspicious activity or unauthorized access of an ECD. Serious health condition: A disabling physical or mental illness, injury, impairment, or condition involving inpatient care or outpatient care requiring continuing treatment by a health care provider. When a team member's personnel file has been accessed by a person who is not a team member of the agency, the team member should be notified by the agency director or designated representative. b. Self-referrals are strongly encouraged. hbbd``b`:$WXm@MSADH I! Support is limited to: MDM and associated applications and content. If at any time during employment, an employee is charged with or convicted of a crime he/she must disclose the necessary information to their immediate supervisor or agency human resources. NDAC 4-07 Diaper changes must be done in a private environment not in view of the public or co-workers. An employer action is considered to be a decision to dismiss, demote, or suspend an employee without pay, forced relocation, reduction-in-force, reprisal, or discrimination in employment. Payment of unused annual leave, applicable sick leave and compensatory hours will be made on the supplemental payroll, which falls on or about the 10th of the month following the month of leaving employment (supplemental payroll). hb```Y,ea m The (Insert Agency Title) or designee, upon receipt of a written grievance, shall notify the employees supervisor of the receipt of the complaint, properly review the issue, and give a written response to the employee within 10 working days of receipt of the grievance from the employee. The written decision of the Director or designee ends the internal grievance procedure. The plan must be approved before the infant can be brought to the work environment during business hours. Employee Handbook Teleworking team members are encouraged to discuss expectations of teleworking with members of their household. A team member or applicant who feels discriminated against because of a disability may contact Human Resources to express their concern. A suspension without pay may not exceed 30 calendar days. function pfCMS_SubmitForm(){ WAIVER OF AGENCY GRIEVANCE PROCESS EMPLOYEE HANDBOOK DAKOTA COUNTY 1. The years of service awards apply to all regular and appointed employees who have completed the below identified milestones of full-time employment with the state of North Dakota. The employing agency may require the employee provide reasonable documentation or a statement of family relationship. The employee is a participant in an employee assistance program. Grievances are to proceed until the employee is satisfied, does not file a timely appeal, or exhausts the right to file a grievance or appeal. 600 East Boulevard Avenue |Bismarck, ND 58505 Although an individual team members schedule may be modified to accommodate childcare or eldercare needs, the focus of the arrangement must remain on job performance and meeting business demands. Notifying the appropriate individual(s) in SHSND of steps needed to preserve electronic data, such as halting routine deletion of email, halting automatic updates or cleaning of computers, preserving backup tapes beyond the routine write-over cycle, or transferring certain electronic data to a dedicated server. If the complaint or grievance is not appealable to HRMS, the decision of the Agency Director or designee is final. The team member has submitted a Leave Donation Request form, through PeopleSoft, including a medical certificate from a licensed physician or health care practitioner verifying the severe or extraordinary nature and expected duration of the condition. "Evaluate" does not include evaluations by peers or subordinates. The State of North Dakota, as the employer, will not tolerate, condone, or allow any type of harassment to occur within state workplaces or in any other work-related settings. If an employees supervisor changes during the evaluation cycle, both supervisors share responsibility for the yearly evaluation. For further information on the applicable laws and corresponding guidelines, employees are encouraged to review the related laws and administrative rules. The State of North Dakota provides automatic translation for nd.gov websites, courtesy of Google Translate. c. A provision for the employee to respond in writing within a minimum of five working days. $("#dialog-ph-dc4de8966e14738942adaeb2931490a5YUBmcmljaGFyZHMqb2xjJWVkdWdvLmNvbQ").dialog({ buttons: [ { text: "Done", click: function() { $( this ).dialog( "close" ); } } ] }); When an employee terminates employment, work data and applications will be wiped from the device. Additional Responsibilities of Employees Using Personally Owned ECDs. An employee handbook is not required under federal law or in any State. SECTION 2. An employee who is the spouse, parent, child, or next of kin of a current member of the armed forces who was injured in the line of duty on active duty in the armed forces may be eligible for a combined total of 26 weeks of FMLA leave for any qualifying reason during the 12-month period. }); 19 Non-Negotiable Company Policies To Include In A Employee Legal And Regulatory Policies. When a bomb threat is received, the person receiving the call should, to the greatest possible degree, attempt to find out as much information as possible, using the Bomb Threat Report Form (SFN 51502). However, if a team member is on authorized annual leave while performing jury duty, the team member may retain the fee paid by the court and the team members pay may not be reduced. Government officials investigating compliance must be provided access or information on request. Throughout the grievance procedure, it is the responsibility of the employer to respond to the issues raised in the employee complaint or grievance. Leering, massaging, or touching or sexual related comments about anothers body. Part-time employees receive a percentage of the established monthly rate based on the proportion of the month worked. See your agency Benefits Administrator. A performance bonus is subject to state and federal taxes and withholdings. Time limitations may be extended for employees by the appropriate Agency Director or designee. Team members may seek a second job or additional employment opportunity or may consider starting a business provided it will not create a conflict of interest between the team member and the employing agency. This policy applies to all employees regardless of status. This includes a restraining order of any kind obtained by the employee against another individual(s) or a restraining order obtained against an employee. This service is confidential, voluntary, proven, accessible, and offered to employees at no charge. Violations of this policy will not be tolerated and are grounds for disciplinary action, up to and including termination of employment. The State of North Dakota provides paid annual leave as a benefit to its employees who work in a regular position. $("#jquerycaptcha-0da6ff295c91bfa573643a27e29bc282YUBwZXJzb25uZWwqb2xjJWVkdWdvLmNvbQ").click(function(){ The employee handbook is an opportunity to welcome new employees, provide information about the company and affirm company values. In this circumstance, the team member is not considered on leave. $("#dialog-ph-5e357ee071750e9c5646e795b11a86a2YUBwZXJzb25uZWwqb2xjJWVkdWdvLmNvbQ").append(''); If an improper deduction has occurred, the team member will be promptly reimbursed. The State of North Dakota, as the employer, provides that team members may donate annual and/or sick leave to other eligible team members. For employees who are applicants, unless a waiver is obtained in accordance with Section 3 of this policy, the complaint must be filed with the Agency Director or designee. The third Monday in January, which is Martin Luther King Day, in recognition of the life, legacy, and dream of Martin Luther King, Jr.. Upon approval, an employee may take up to an additional 480 hours, per calendar year, of the employees accrued sick leave to care for the employees child, spouse, or parent with a serious health condition. d. A statement regarding the employees status until a final decision is made. Employees must sign a Statement of Misuse prior to handling, encountering, or discussing any information presented in the CHRI. EMPLOYEE HANDBOOK Agency director (or designee) has final authority to modify separation date. At the conclusion of the infant at work duration, the manager shall complete SFN 54320, Supervisors Infant at Work Review. Temporary employees are not eligible to earn sick leave. Overtime is compensated at time and a half for all hours worked over 40 in a week and can be either monetary compensation or compensatory time. An agreement to waive the agency grievance procedure and appeal directly to HRMS to have the appeal heard by OAH is allowed if both the employee and the Agency Director or designee agree, in writing, to waive the procedure. Eligibility: Employees must be in the continuous employment of the State for 90 days prior to the leave of absence, who is a member of the national guard or armed forces reserve. Any recertification requested by the employing agency shall be at the employees expense. The employee will be given access to his or her official personnel file and all information upon which the allegations are based. Managers must consult Human Resources prior to taking any action related to the dismissal of a team member. If, by the close of the application period for a vacant position, an agency receives fewer than three applicants who meet the minimum qualifications, the applications and records related to the applications are open records. An employee in probationary status may grieve a decision to dismiss, demote, or suspend the employee without pay through the internal grievance process. The OLC EAP is available to provide confidential and expert consultation to management working with employees having problems affecting their work and to employees having problems which affect their job performance. Failure on the part of the employee to grieve the decision within the time prescribed shall be construed to be acceptance of the determination at that point and the same grievance shall not be accepted thereafter. } If needed, an investigation will be conducted within 30 working days of the receipt of the complaint. This applies to all vehicles including State Fleet, privately owned, leased, or rented vehicles. For purposes of the FLSA, all entities of North Dakota state government are considered one employer. Each employee is required to work a regular 40-hour workweek or be paid as a part-time or hourly employee. Code of conduct. If an employee wishes to return to work prior to the expiration of a FMLA leave of absence, written notification must be given to the employing agency prior to the employees planned return. Code ch. Your Member Handbook is Online! - DHRMWeb This is the most severe disciplinary action and is intended as a final action. Examples would include short-notice deployment, military events and related activities, counseling, post-deployment activities, and additional activities that may arise out of active duty or call to active duty status. The State of North Dakota has set forth the following requirements for syncing files and later accessing them from a web browser or mobile device: Employees must use OneDrive for Business as a mobility solution for work data. Conflict of Interest: Conflict between the duties assigned to the employee and the self-interest of the employee or the employees immediate family. Hybrid: Work is performed on average of three (3) or more days per week at a state facility. If it is determined that an investigation is not needed, the Agency Director or designee will review the written material and determine whether there was a reasonable basis to believe the allegations were true and support the employees allegation or support the action of management. This notice is not required when a team members immediate family member has a serious health condition. A response of the Agency Director or designee will be provided to the complainant within 15 working days from the receipt of the complaint or 15 working days from the completion of the investigation report if an investigation was deemed necessary. $("#dialog-ph-dc4de8966e14738942adaeb2931490a5YUBmcmljaGFyZHMqb2xjJWVkdWdvLmNvbQ").append(''); Application Process: Current Lakota employees may apply through 3:00 P.M., February 27, 2023 Application Deadline: February 27, 2023 Applicants that are The owner of a personally owned ECD is responsible for ensuring that the device is protected, has antivirus software installed, enabled, and that the antivirus software remains updated. An employee handbook is a document created by an employer (often the Human Resources team) to communicate employment and job-related information that employees must know. The owner of a personally owned ECD is responsible for ensuring that the latest operating system updates are applied, including all applicable security patches. If team members become aware of potential or actual litigation, they should contact the assistant attorney general or special assistant attorney general assigned to the agency. The State of North Dakota, as the employer, has established a Family Medical Leave Act (FMLA) policy that provides guidance to the handling of these employee situations in a sensitive and confidential manner. The state makes its employment process accessible to persons with disabilities. For additional assistance, contact NDPERS through the website or by calling 701.328.3900 or toll free at 800.803.7377. The final written decision of the Agency Director or designee ends the agency internal grievance procedure. A response of the Agency Director or designee will be provided to the applicant within 15 working days following completion of the investigation report. A team members manager may require a team member to use earned annual leave prior to using earned compensatory time for leave purposes. The continuation, recurrence, or onset of a serious health condition of the employee or the employees family member which would otherwise entitle the employee to leave under FMLA; or. For additional information, see Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act. The workplace may change frequently. The Agency Director or designee, with the coordination of agency Human Resources, must determine if the suspension is with or without pay and the length of the suspension. if (data){ Personal information must be redacted when copies are made for other individuals. c. A non-classified employee may grieve a decision to dismiss, demote, or suspend the employee without pay through the internal grievance procedure. State offices close at 12 noon on December 24, Christmas Eve Day, if the 24th falls on Monday, Tuesday, Wednesday, or Thursday (NDCC Section 1-03-01.1).
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