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Employee Responsibilities

Subject: EMPLOYEE RESPONSIBILITIES
Section: Policy
Part: HR
Statement: 7
Effective Date: 3/21/01

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:
    1. Placement Office - Job placement information, recommendations, etc.
    2. Registrar's Office- Academic information, records, etc.
    3. Student Development Office - Disciplinary action.

Employee Information:

  1. 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:

  1. All requests for other types of information shall be referred to the office or department that maintains the records containing the requested information.
  2. 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.