Such discrimination or harassment violates University policy and will not be tolerated. Any form of retaliation against anyone who has complained of or formally reported discrimination, harassment, or sexual assault, or has participated in an investigation of such a complaint, regardless of whether the complaint relates to the complaining person or someone else, will not be tolerated, and violates both this policy and applicable law. The University prohibits discrimination, harassment, retaliation, and sexual assault. The University expects management level personnel to serve as models of appropriate conduct for other employees, and will hold them to a higher standard of accountability. Management personnel must not only refrain from actions that violate this policy, but also refrain from any activity that would give the appearance of impropriety. This policy applies to all employees of the University, and applies regardless of whether the alleged wrongdoer is an employee. Employees represented by a labor organization retain all rights under their collective bargaining agreements and labor law including the right to use the grievance process. This policy does not override any provisions of those collective bargaining agreements. Other policies apply to other members of the University community. Examples of such conduct include, but are not limited to:

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The PNC Privacy Policy explains what personal information we collect, why we collect it, how we protect it, and how and why in certain cases we may share it among PNC companies or with select other parties. We also tell you how to exercise your personal information sharing and use choices. You will be able to determine the date of the last change by noting the revision Rev.

If you have already notified us of your information sharing preferences, you do not need to notify us again.

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Whether Postal Service employees choose to participate in social media on their own time is their decision. However, when using social media in a personal capacity, employees may not speak for or act on behalf of the Postal Service. All uses of social media related to the conduct of official postal business require management consent. The web is not anonymous. Generally, everything that you post is accessible to anyone with a browser. Assume that everything you post can be traced back to the Postal Service and to you personally.

Do not post Postal Service information that has not already been made available publicly by the Postal Service. Whether in the actual or virtual world, your interactions and discourse should be respectful. You must comply with brand, trademark, copyright, fair use, privacy, and financial disclosure laws. If you have questions about these, contact the Postal Service Law Department. No employee shall post content included in the below listed categories: Personally identifiable or sensitive information, including sensitive business information e.

Endorsements of political parties, candidates, or groups. Content advocating unlawful action.

Human Resources

Revisions and updated information concerning changes in policy will be available online through the MyPace Portal. Copies of the Employee Handbook are available online through the Human Resources website, the Human Resources department, and in campus libraries. Pace University provides to its undergraduates a powerful combination of knowledge in the professions, real-world experience, and a rigorous liberal arts curriculum, giving them the skills and habits of mind to realize their full potential.

Collaborate for free with online versions of Microsoft Word, PowerPoint, Excel, and OneNote. Save documents, spreadsheets, and presentations online, in OneDrive.

Get the latest and greatest Human Resources news and insights delivered to your inbox. Nancy G The article makes no mention of whether the male employee from the other police force received a reprimand for his involvement in the affair. And the other person mentioned in the article as receiving a reprimand for personal conduct is also a female.

Many employers have behavioral expectations. Employees should be held accountable to behavorial standards the employer sets. Although there is no additional information in the article above regarding the police officer in Utah, one assumes that previous, similar cases involving any male officers were investigated by her legal team. The question regarding the female reporter would be posed as well. Although it may sound that way, I am not an extreme feminist, or even activist, but have had the unfortunate opportunity to work in companies where the same standard of conduct was not held to the male employees as it was to the female employee.

Fred Stuber Jr I was fired from one of the worlds largest bottling companies for having a relationship with a married co-worker. The companies argument was that because I worked the night shift and, as such, was the only manager on duty at times. So, they saw it as me having a relationship with an employee.

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Updated July 09, Background on Fraternization Policies The dating or fraternization policy adopted by an organization reflects the culture of the organization. Employee oriented, forward thinking workplaces recognize that one of the places that employees meet their eventual spouse or partner is at work. Workplace friendships flow naturally into personal lives. Families become friends through their work connection. These relationships make sense because the commonalities that coworkers share such as proximity to the workplace, shared interests, similar ages, children about the same age, the actual work and customers, and similar incomes, encourage friendships and potential romantic relationships.

With so much in common, friendships and romantic relationships are a natural outcome of the environment.

CYPRESS, Texas (AP) – Authorities say an employee of a Houston-area gun range discharged a customer’s rifle without checking if it was loaded, sending a bullet into the head of another customer .

Misconduct MC Relations with Coworkers and Customers This section discusses the principles to be applied when the claimant was discharged due to relations with coworkers or customers or the public. Relations With Coworkers This subsection relates to discharge due to some unsatisfactory relationship of an employee with coworkers.

Some of these unsatisfactory relationships involve an employee’s deliberate acts which may constitute a wanton disregard of an employee’s duty to the employer and substantially injure or tend to injure the employer’s interests. This type of misconduct includes inexcusable fighting on the job with other employees, use of abusive or offensive language to fellow employees, or stealing from other employees.

If the claimant is discharged for stealing from coworkers, see Dishonesty, MC Other unsatisfactory relationships may be negligent in nature and may cause less severe or minimal damage to the employer’s interests. This type of conduct usually will not be misconduct unless the employee persists in the conduct after prior warnings or reprimands for similar acts. They include annoying or not getting along with other employees, failing to pay debts to other employees or failing to cooperate with coworkers in performing the work.

It is an employee’s obligation to the employer to so conduct himself or herself that he or she can work peacefully and without wrangling with fellow employees. It is obvious, however, that most employees do not maintain continuous perfect relations day after day with fellow employees.

The Professional Services Career Path: A Big Four Employee Perspective

Employee dating customer – UPSers Login at www. It can also be beneficial to spend time in your employee training. Examples may include, depending on the circumstances, demoting, failing.

Username: skydiveAK. Recently I saw an ad on TV with a testimonial from some couple that got married after having met on a dating site. It reminded me of how blessed I am to have met my wife as a DIRECT RESULT OF one of your sites.

Varieties[ edit ] There are four types of turnovers: Voluntary is the first type of turnover, which occurs when an employee voluntarily chooses to resign from the organization. Voluntary turnover could be the result of a more appealing job offer, staff conflict, or lack of advancement opportunities. The third type of turnover is functional, which occurs when a low-performing employee leaves the organization.

Rather than having to go through the potentially difficult process of proving that an employee is inadequate, the company simply respects his or her own decision to leave. The fourth type of turnover is dysfunctional, which occurs when a high-performing employee leaves the organization.

Who is Covered by the Fair Labor Standards Act

Definitions[ edit ] William Kahn provided the first formal definition of personnel engagement as “the harnessing of organisation members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. Employee engagement is a part of employee retention. Defining employee engagement remains problematic.

As companies continue to shed full-time positions, more and more one-person small businesses are created and many of these incorporate for the tax advantages and liability r, as many contractors have discovered to their chagrin, if your small corporation is declared to be a personal services business by the Canada Revenue Agency (CRA), you could lose most of your tax deductions.

Employee Discipline and Termination Definition Just causes for dismissal of employee may be defined as those lawful or valid grounds for termination of employment which arise from causes directly attributable to the fault or negligence of the erring employee. Just causes are usually serious or grave in nature and attended by willful or wrongful intent or they reflected adversely on the moral character of the employees.

Willful disobedience to lawful orders. The employees are bound to follow reasonable and lawful orders of the employer which are in connection with their work. Failure to do so may be a ground for dismissal or other disciplinary action. Gross and habitual neglect of duties. Gross negligence has been defined as the want or absence of or failure to exercise slight care or diligence, or the entire absence of care.

It evinces a thoughtless disregard of consequences without exerting any effort to avoid them. Fraud is any act, omission, or concealment which involves a breach of legal duty, trust, or confidence justly reposed and is injurious to another. Commission of a crime or offense.


Every company needs to consider a policy on workplace dating. Without a clear policy, an office relationship can lead to charges of sexual harassment and legal consequences for the employer. Although some companies chose to have no policy on dating, that leaves them open to potential liability if a supervisor is shown to have sexually harassed a subordinate, for example, by giving a poor performance review to a former partner. To avoid this, companies institute various types of dating policy.

No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate. Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted.

Employee Monitoring is the act of employers surveying employee activity through different surveillance methods. Organizations engage in employee monitoring for different reasons such as to track performance, to avoid legal liability, to protect trade secrets, and to address other security practice may impact employee satisfaction due to its impact on the privacy of the employees.

Is it OK to date a client or vendor? What to consider if you find yourself falling for a professional connection. I reached out to experts to find out what you should you do if find yourself making a personal connection with someone your company does business with and what kind of ethical considerations should you be aware of. He says you should ask yourself these three questions to evaluate the situation: Is there a power-differential where the dating could be considered a coercive, quid-pro-quo relationship?

Differences in status or income can put you or the other person in a bad position, and make it difficult to executive business decisions without undue influence. Will the dating relationship reflect poorly upon the company or any associated stakeholder groups? Some organizations have rules against dating clients or vendors in order to avoid even an impression of impropriety. And even if the questions are addressed, a relationship between an employee and a vendor or client might not be advisable.

The purpose of these kinds of policies, says Beth P. Zoller, legal editor at XpertHR , is to make it easy to avoid any conflicts of interest.

The Professional Services Career Path: A Big Four Employee Perspective

An example is a manager who was promoted from a coworker job where he worked with his wife. The promotion made him his wife’s boss so the company, after discussion with the couple and HR, transferred her to another department. A conflict of interest causes an employee to experience a struggle between diverging interests, points of view, or allegiances. Conflicts of interest can cause an employee to act out of interests that are divergent from those of his or her employer or coworkers.

In workplaces, employees want to avoid any behavior or choices that could potentially signal a conflict of interest.

2 PREFACE The state of Indiana Employee Handbook is provided only as a resource summarizing the personnel policies and procedures for the employment relationship between the state and its employees.

One wrong word can have either party second guessing the decision to spend time together. Customers react to your brand in the same way. In both scenarios there are often other circumstances that can affect the quality of the experience — like a bad day. Unfortunately, it happens all the time in business, and companies have a hard time understanding what went wrong.

Word of Mouth Business people know how powerful word of mouth marketing is, but it is also a double-edged sword. You can guarantee that after poor customer service or a date , that person is going to share it with their spouse, friends, family, etc. That is why it is increasingly hard to sway public opinion with marketing alone. Word of mouth is not something that exists just outside of your company — it can also come from your employees. They are going to have the inside track about how your company handles customer service.

Review Sites Do you remember when you had to only ask for feedback with customer satisfaction surveys? The accuracy of these sites is often called into question because you do not know exactly who posts to them. Someone who has never done business at your establishment could have written a review.

Employee With Down Syndrome Abused By Customer