Subject
EMPLOYEE RESPONSIBILITIES
Section
Policy
Part
HR
Statement
7
Effective Date 3/21/01
Return
to Policies & Procedures
REPORTING AND REMAINING AT WORK
It is important
for an employee to report to work on time and remain there during his/her
regularly schedule working hours. University
employees depend on each other being on the job in order to accomplish their
work objectives. It is the
employee's responsibility to notify his/her supervisor when he/she is going to
be late or absent from work.
An employee's
attendance record, a day out and time late, is reviewed when being considered
for a raise or promotion.
ADVERSE
WEATHER CONDITIONS
In order to
provide an equitable method of handling absences when employees are unable to
get to work because of hazardous driving conditions, the following policy is to
be followed throughout the University:
1.
Employees who are unable to report to work because of hazardous weather
conditions will be given an opportunity, if possible, to make up the hours lost
from work at a time scheduled by their supervisor.
It is permissible for such make-up time to occur in excess of 40 hours in
a workweek without time being subject to overtime compensation, provided the
employee has made this request.
2.
In the event hazardous weather conditions develop during the working day,
employees who anticipate special problems in transportation should be permitted
and encouraged to avail themselves of annual leave privileges in order to leave
early. When possible, such
employees should be given an opportunity to make up such time rather than charge
it to leave.
University
Closings:
3.
If it is necessary that the University be closed due to the weather
conditions, the Adverse Weather Conditions Policy will apply to any time missed.
OUTSIDE EMPLOYMENT
The University discourages employees from having a job in
addition to their University jobs. A
second job may make it difficult for employees to do their regular work as well
as they should.
Primary and
Secondary Employment:
The employment
responsibilities to the University are primary for any employee working
full-time, and other employment in which that person chooses to engage is
secondary. Secondary employment
shall not be permitted when it would:
1.
Create either directly or indirectly a conflict of interest with the
primary employment; and,
2.
Impair in any way the employee's ability to perform all expected duties,
to make decisions and carry out in an objective fashion the responsibilities of
the employee's position.
Agency Approval:
The employee
shall have agency head's approval before beginning any secondary employment.
If approved, there shall be periodic review during the time of secondary
employment for any adverse effects; approval of secondary employment may be
withdrawn at any time.
No Additional Pay
During Regular Work Schedule:
An employee may
not receive additional pay for services rendered to another agency or another
University department during that employee's regular work schedule (normally
8:00AM - 5:00PM, Monday through Friday). If
the work is performed for another agency outside the employee's regular work
schedule, he/she may receive additional pay.
Dual Employment:
The Dual
Employment Policy is a State wide uniformed policy to be followed when one State
agency secures the services of an employee of another State agency on a
part-time, consulting or contractual basis.
The Human Resources Office should be contacted if a staff member has dual
employment.
Public
Relations Agent:
Each university
employee represents Fayetteville State University and the State of North
Carolina to everyone he/she meets. The
impression employees give and the statements they make can influence what people
think of FSU and the State. Each
employee is a public relations agent.
Public
Information and Applicable Regulations:
Most information
in State government is public; therefore, since the University is a State
institution, most information concerning the University is also public
information. However, there are
several State and Federal regulations that restrict the dispersing of
information to the public. To
insure compliance with these regulations, an employee requested to release
specific information should do so within the following guidelines:
Student
Information:
1.
All requests for information on individuals enrolled at Fayetteville
State University, either past or present, shall be referred to one of the
following offices depending upon the nature of the request:
a.
Placement Office - Job placement information, recommendations, etc.
b.
Registrar's Office- Academic information, records, etc.
c.
Student Development Office - Disciplinary action.
Employee
Information:
2.
All requests for information on SPA or EPA personnel employed by
Fayetteville State University, either past or present, shall be referred to the
University Human Resources Office, and all personnel information shall be
released through that office.
Office of Record:
3.
All requests for other types of information shall be referred to the
office or department that maintains the records containing the requested
information.
4.
All official University news releases shall be released through
the Public Relations Office.
LIMITATION OF POLITICAL ACTIVITY
Rights of
Employee:
State law
provides that, as an individual, each employee of the University retains all the
rights and obligations of citizenship provided in the Constitution and laws of
the State of North Carolina and the Constitution and laws of the United States
of America. However, no employee
subject to the Personnel Act shall:
1.
Take any active part in managing a campaign, campaign for political
office, or otherwise engage in political activity while on duty or while he/she
is expected to perform services for which he/she receives compensation from the
University;
2.
Use the authority of his/her position, or utilize State funds, supplies,
or vehicles to secure support for or oppose any candidate, party, or issue in a
partisan election involving candidates for office or party nominations, or
affect the results thereof; or,
3.
Use any promise of reward or threat of loss to encourage or coerce any
employee subject to the Personnel Act to support or contribute to any political
issue, candidate, or party;
Failure to comply with this regulation is grounds for disciplinary action that
in case of deliberate or repeated violation may include dismissal or removal
from office.
NOTICE OF RESIGNATION
When an employee decides to leave the University, he/she is
expected to submit a resignation in writing to his/her supervisor with a copy to
the Human Resources Office. Normally,
it is expected the employee will give at least two weeks notice prior to his/her
last day of work.
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