hr_orientation_other hr policies

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OTHER HR POLICIES The Northern Area Companies Human Resources Orientation

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CONFLICT OF INTEREST Employees must avoid engaging in theses types of activities: *See the Employee Handbook for more detailed information Disclosure of private or confidential information about NAC, its employees or customers, operational plans and activities, methods of operation, pricing, trade secrets, or any other information to persons outside NAC; Outside employment that conflicts with the nature of NAC business, competes with NAC, conducts business with NAC, or otherwise interferes with an employee’s work performance with NAC; Solicitation or acceptance of any favors, gifts, or special consideration from persons or businesses who have, or seek to have, business interests with NAC; Solicitation or representation of any private or personal interest related to NAC business interest or the employee’s job responsibilities; and Using NAC’s name, likeness, facilities, assets, resources, or representing the authority of one’s position with NAC, for personal gain or private interest.

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USE OF UNIQUE IDENTIFIER Employees are issued a unique identifier in order to make entries in the computer and in clinical, consumer, client , personnel, and other records. *See the Employee Handbook for more detailed information The unique identifier must be kept confidential

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USE OF TECHNOLOGY Computer Agreement: if computers/equipment are damaged due to willful neglect or abuse, the employee will be responsible for the entire repair or replacement cost *See the Employee Handbook for more detailed information D ownloading , software installation, or addition of equipment is NOT permitted Computer Equipment: Employees are not permitted to substitute their own personal computer software or hardware, phones, or printers in the work office.

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USE OF TECHNOLOGY Email and Voicemail Ownership: All electronic communications systems, as well as all information transmitted, received, or stored in these systems, are the property of NAC. *See the Employee Handbook for more detailed information

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SOCIAL MEDIA AND BLOGGING If your website/blog mentions NAC, identify that you are an employee of NAC and that the views expressed are yours alone and do not represent the views of the NAC. *See the Employee Handbook for more detailed information Do NOT share confidential and proprietary information about NAC. Speak respectfully about NAC, fellow employees , customers, clients, and competitors. Honor p rivacy rights. Do NOT sell any product or service that would compete with NAC. You are legally liable for anything you write or present online.

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EMPLOYMENT OF RELATIVES Relatives of current employees may be hired by NAC only if: *See the Employee Handbook for more detailed information the related individuals will not work in a direct supervisory relationship and the employment will not pose difficulties for supervision, security, safety, or morale.

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INVESTIGATION AND SEARCHES NAC may at any time access, inspect, or search any NAC property. *See the Employee Handbook for more detailed information NAC is not responsible for any personal articles that are placed or left in NAC premises that are lost or damaged.

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DEATH OF AN EMPLOYEE Promptly inform the appropriate administrative personnel *See the Employee Handbook for more detailed information Administrative personnel will oversee the timely completion of necessary payroll, benefit, and other records to ensure that the beneficiaries of the employee receive all due funds and information

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NEW EMPLOYMENT OFFERS All offers of employment are conditional, subject to satisfactory results of *See the Employee Handbook for more detailed information a background investigation, reference check, pre-employment alcohol and drug tests (if necessary) production of documents

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EMPLOYEE SUGGESTIONS Employees are encouraged to communicate their ideas, comments, and suggestions to their supervisor. *See the Employee Handbook for more detailed information

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NEWS MEDIA & OTHER INFORMATION REQUESTS Refer all requests for information about clients, programs, insurance, or staff to your supervisor prior to responding *See the Employee Handbook for more detailed information Any employee, client or consumer photographed or interviewed for any media must sign a release.

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REDUCTION IN WORK FORCE NAC works very hard to avoid the reduction of our work force; however, an employee may be subject to layoff. *See the Employee Handbook for more detailed information It is in NAC’s sole discretion to determine which positions and employees are to be laid off, and in which order, based on the best interest of NAC continuing operations.

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REFERENCES It is the policy of NAC to give: *See the Employee Handbook for more detailed information beginning and end dates of employment an eligibility for rehire statement

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SMOKING IN THE WORKPLACE A staff member who wishes to smoke must do so outside of the facility, ten feet away from any entrance. *See the Employee Handbook for more detailed information

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SOLICITATION AND DISTRIBUTION Employees may not solicit for any purpose or distribute any printed materials in any NAC building, work area, or client area at any time. Employees may not solicit or distribute materials to clients or patients Persons who are not employees of NAC may not engage in any form of solicitation or distribution for any purpose at any time, or in any way, on any of the NAC premises whether by phone, email, or postal mail. *See the Employee Handbook for more detailed information

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IDENTIFICATION AND RETURN OF NAC PROPERTY Letters Memos Notes Records Reports Plans Computer Lists Programs Software Electronic Information Customer Lists Designs Drawings Other Papers Received *See the Employee Handbook for more detailed information Items developed or made by an employee in connection with employment are the property of NAC:

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CHILDREN AT WORK *See the Employee Handbook for more detailed information The presence of children in the workplace is inappropriate and to be avoided except in emergency situations If it is unavoidable, the employee must contact his or her supervisor to obtain permission

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AUTOMOBILE REQUIREMENTS & DRIVER QUALIFICATIONS *See the Employee Handbook for more detailed information An employee whose job description calls for the transportation of clients or use of their own vehicle must have an active valid Pennsylvania driver’s license. An employee must continue to provide copies of both their insurance and driver’s license upon renewal.

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STAFF MEMBERS THAT USE THEIR OWN VEHICLES *See the Employee Handbook for more detailed information Eligibility for mileage reimbursement requires proof of insurance stating, at minimum: bodily injury insurance in the amount of $100,000 per person/$ 300,000 per occurrence property damage insurance in the amount of $50,000 per occurrence.

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