GSEM Employee Handbook 2022-2023

employment may be terminated at the completion of a specific assignment. Temporary employees may be exempt or non-exempt. Temporary employees are not benefit eligible. Benefit Eligibility Regular full-time and regular part-time employees who are hired to work at least 30 hours or more per week on a regular basis are eligible for full benefits, subject to the terms, conditions, and limitations of each benefit. Certain benefits may be pro-rated for employees hired for less than 37.5 hours per week. EMPLOYMENT-AT-WILL This Human Resources Employee Handbook is not intended to and does not create a contractual relationship, either implied or explicit. All employees of the Council are employees “at will.” This means employment has no specific duration and employees may be terminated at any time, with or without cause. Employees are free to resign at any time for any reason; however, proper advance notice of two weeks for staff-level positions and three weeks for a leadership position is requested. No manager, director, or employee other than the Chief Executive Officer has the authority to enter into any agreement for employment for any specified period of time or to make an agreement for employment other than at will. By accepting employment and continuing to work for the Council, the employee agrees to the “at will” nature of the employment relationship. IMMIGRATION REFORM AND CONTROL ACT (IRCA), I-9 FORM The Council is committed to employing individuals who are legally authorized to work in the United States. Every new employee must provide proof of identity and the legal right to work in the United States; upon hire, the I-9 form must be completed along with required documentation. Former employees who are rehired must also complete this form. Employees are responsible for maintaining their eligibility to work in the United States while working for the Council. Every new employee’s I-9 status is verified through E-Verify. INCLEMENT WEATHER OR ADVERSE CONDITIONS Employees are expected to make every effort to report to work in the event of inclement weather or other adverse conditions. Employees unable to report to work must notify their manager per call-in procedures as noted in the Attendance and Tardiness Policy. Failure to report to work may be treated as an unscheduled absence, subject to the Attendance and Tardiness Policy. Decisions to close the Service Center due to inclement weather or adverse conditions are made by the Chief Executive Officer or designee. Employees are responsible for calling the Council Hotline at 314.592.2321. Decisions to close or operate under a late-start schedule are posted on the hotline by 6:00 am on the day of the inclement weather. The decision to pay employees scheduled to work during the closed period are made by the Chief Executive Officer. Employees already scheduled to take PTO on a day the office is closed due to weather will still be charged PTO hours for that day.

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