纠正措施和文件

工作中的不良表现或不良行为有多种形式. It is ultimately the supervisor’s job to identify and then try to modify the undesirable performance or behavior of the employee so that it is in compliance with expectations. 简而言之,这就是纠正措施.

In the workplace we typically use a verbal or written warning or counseling to communicate to the employee what he/she is doing wrong; what needs to be done to correct the problem; and what will happen if the problem is not corrected.

口头咨询

当员工最初未能达到行为和/或绩效标准时,应使用口头咨询. 一个员工’s continued employment should not be threatened at this stage. 你是先发现事实吗. 这包括在你给出任何警告之前和员工交谈,了解他/她的观点. 口头咨询应该包括, 不可接受的行为/表现, 积极的改善建议, and consequences to productivity or performance of failure to correct problem. 试着找出为什么员工的表现或行为是不可接受的,并帮助员工计划改变. 不给员工一份书面文件进行口头咨询. 你可以在笔记中记录你做过咨询. You should have talking points that you use to speak to the employee to ensure that you stay on point and these talking points will serve as your documentation that the counseling occurred. 它可能是有限的价值作为文件,但如果口头咨询改变行为,那么你已经完成了你的目标.

书面警告

书面警告有两个目的. 它是用来与员工沟通,以便, 希望, 性能或行为将得到改善. 它还提供文件,以便员工不改变他/她的表现或行为,然后终止雇佣发生, the university will be able to demonstrate that the termination occurred solely because of the employee's failure to meet expectations rather than any nefarious motive that may be alleged by the terminated employee.

书面警告是用于更严重的罪行或当回应的口头咨询是不够的. You do not necessarily have to give a verbal counseling before you can give a written warning. 你是先发现事实吗. 这包括在你给出任何警告之前和员工交谈,了解他/她的观点. Do not give an employee the written warning at the same meeting in which you do fact finding. 使用“如果我得到了”测试. 有意义吗,合适吗? It may be necessary in a written warning to make it clear to the employee that his/her continued employment may be in jeopardy if the appropriate response is not made to the written warning. 复习书面警告的语气(不要针对个人), 内容(不要罗列员工的过错), 清晰(如果被外人阅读,会有意义吗?),和价值. 它必须经过各方的签署,这样它作为行为修改器和文档都有很大的价值. 人力资源部或经理看过书面警告吗.

If you have an employee whose performance/behavior does not meet expectations, what do you do? You take corrective action and when taking corrective action with employees, 作为管理者,你的工作就是运用必要的技能和专业知识来有效地改变员工的行为/表现, and to make sure our actions are such that risk to the university is minimized. 通过记录你正在做的事情,可以将这种风险降到最低,这样以后你的行为就不会有更邪恶的动机了.

关于文档的要点

  • 想做就做. Juror attitude studies have shown that juries believe “if it isn't written down, it didn’t happen!”
  • 要及时做. If you are going to praise or reprimand it must be done in close proximity to the event that precipitated the praise or reprimand or the effect is diminished significantly. 及时采取行动至关重要.
  • The goal is to change behavior (the documentation is a byproduct of pursuing that goal). 从法律角度来看,文件是必不可少的, 但是,如果你成功地改变了你的行为,而且没有必要采取进一步的行动,那么你就没有法律的眼光来处理这个问题了.
  • If you are going to have any potential for success in changing behavior you must successfully communicate to that employee: a) what he/she is doing wrong, i.e. the difference between expectations and actual performance; b) what he/she needs to do to do it right; and c) what will happen if he/she does not make the necessary corrections (this could be either a statement of potential outcomes related to the performance/behavior or it could be sanctions that may be taken, or both). Thus a document that covers the above (a–c) will be a good source to illustrate that whatever employment action was taken was taken for legitimate reasons.
  • 不要让任何人进入"试用期"或者使用"试用期"这个词. Probation, as used in written warnings, typically has a beginning and an end. 这不是你想要的. 你想要向员工表达,绩效/行为改进必须是“立即且持续的”.”
  • 最后要表达你对员工能够改变他/她的行为/表现的信心,只要他/她努力,你就愿意帮助他/她.
  • Be sure that you initial or sign the document and if possible have the employee do so as well.
 

雇员或独立承建商

葡京会官方app下载 pays a large number of people as independent contractors every month. 这些人为大学提供各种各样的服务. 重要的是,葡京app下载始终确保这些人作为独立承包商的地位是准确的. 如何获得独立承包商身份? It is not because we choose to designate them as such; it is not because they want to be designated as such. 这仅仅是因为它们符合美国国税局定义的独立承包商的定义. The IRS has an interest in this because independent contractors do not pay their taxes on a payroll deduction basis; they have to file and pay their taxes quarterly. Actual employees, on the other hand, pay taxes as they go on a payroll deduction basis. 因此, 如果国税局觉得人们被错误地定义为独立承包商,他们确实会感兴趣.

以下是美国国税局(Internal Revenue Service)网站对一名独立承包商与一名雇员的对比.

“Whether someone who works for you is an employee or an independent contractor is an important question. The answer determines your liability to pay and withhold federal income tax, 社会保险和医疗保险税, 联邦失业税.

在一般情况下, 如果你能控制要做什么和如何做,那么为你服务的人就是你的员工.

至关重要的是你, 用人单位, 正确判断提供服务的个人是雇员还是独立的承包商. 一般, 你必须预扣所得税, 代扣和支付社会保险和医疗保险税, 还要为支付给雇员的工资缴纳失业税. You do not generally have to withhold or pay any taxes on payments to independent contractors.

Caution: If you incorrectly classify an employee as an independent contractor, we (葡京会官方app下载) can be held liable for employment taxes for that worker, 加上一个点球.

谁是独立承包商? 一般的规则是你, 付款人, have the right to control or direct only the result of the work done by an independent contractor, 而不是实现结果的手段和方法.

谁是雇员?? 根据普通法的规则, 任何为你服务的人都是你的雇员,只要你能控制要做什么和怎么做. 即使你给了员工行动的自由,也是如此. What matters is that you have the right to control the details of how the services are performed.

To determine whether an individual is an employee or independent contractor under the common law, 必须审查工人和企业的关系. 必须考虑所有控制和独立的证据. 在一个雇员独立承包人的决定, 所有能证明控制程度和独立程度的信息都必须加以考虑.

Facts that provide evidence of the degree of control and independence fall into three categories, 行为控制, 财务控制和双方关系的类型.

行为控制

Facts that show whether the business has a right to direct and control.

  • 说明——员工通常会被告知:
    • 何时,何地以及如何工作
    • 该用什么样的工具和设备啊
    • 雇佣或协助什么工人的工作
    • 在哪里购买用品和服务
    • 哪些工作必须由特定的个人完成
    • 要遵循什么样的顺序或顺序
  • Training—an employee may be trained to perform services in a particular manner.

财务控制

显示企业是否有权控制工人工作的业务方面的事实包括:

  • 工人未报销费用的程度
  • 工人投资的程度
  • The extent to which the worker makes services available to the relevant market
  • 企业如何支付工人工资
  • 工人能实现盈利或亏损的程度

类型的关系

显示这种关系类型的事实包括:

  • Written contracts describing the relationship the parties intended to create
  • 工人是否享有员工福利
  • 永久的关系
  • 服务对主体活动的整合程度如何

对于被视为葡京app下载员工的员工,葡京app下载负责:

  • 预扣缴联邦所得税
  • Withholding and paying 用人单位 social security and Medicare tax
  • 支付联邦失业税(FUTA)
  • 每年签发工资纳税申报表W-2
  • 在表格941报告工资,雇主的季度联邦纳税申报单.

工作描述的指导方针

工作描述是对一个工作中通常执行的主要活动和职责的总结. It is not a comprehensive list of all activities performed within a job. 职位描述应该描述当前存在的职位, 而不是在未来的某个时候.

工作描述模板

After reading the following guidelines, use the job description template at the forms library. It is necessary that we have consistency in format for all 葡京会官方app下载 job descriptions.

工作描述是对一个工作中通常执行的主要活动和职责的总结. It is not a comprehensive list of all activities performed within a job. 职位描述应该描述当前存在的职位, 而不是在未来的某个时候.

Purpose

职位描述的目的是:

  • 用文件记录每个工作的主要职责和要求.
  • 确保员工对自己的工作有一个清晰的认识.
  • Provide a basis for job evaluation, salary surveying, market pricing and career opportunities.
  • 提供发布内部职位的工具.
  • Communicate expectations which may assist employees in improving performance.

撰写职位描述的指南

  • 保持句子结构尽可能简单——省略那些没有提供必要信息的多余单词.
  • 用动作动词开始语句,例如:analyze approve, 授权, 发展, 评估, inputs, operates, 组织, performs, 建议, 评论和时间表.
  • 选择与工作角色相关的动词. 对于支持角色来说,使用“管理”可能会产生误导.” A verb such as “administers” or “启动s” would be more appropriate.
  • 在适当的地方使用例子来增加意义.
  • The writing style should be clear and concise—use non-technical language whenever possible.
  • 避免使用含糊不清的词语,因为这些词语可能会引起不同的解释.e. “compiles monthly counts for reports and distributes report” versus “assists with preparing reports.”
  • 专注于关键的活动,而忽略不属于特定工作的次要或偶尔的职责.
  • 句子结构采用现在时电报式(隐含主语/动词/宾语/解释性短语)。
  • 考虑在12个月期间完成的所有工作.
  • The best job descriptions are written in a factual and impersonal style—the description is not meant to describe the characteristics of any given incumbent.
  • 教育和经验水平应列为最低限度,鉴于其职责和责任,应切合实际. If requirements are inflated, they will serve to screen out people who are actually qualified.
 

绩效管理

评估优秀

葡京会官方app下载重视卓越. 葡京app下载致力于创造和维护一个环境,强调认可工作业绩对葡京app下载的使命的重要性. 这一信息适用于正规的全职和兼职员工. Excluded from this performance management and review process are faculty and adjunct faculty.

An ongoing communication process that involves both the employee and supervisor in:

  • 确定和描述工作职能,并将其与大学和/或学术或行政单位的使命和目标联系起来.
  • 制定切合实际和适当的绩效预期.
  • 对工作表现给予和接受反馈.
  • 撰写并沟通绩效评估结果.
  • 规划教育和发展机会, 改善或建立员工的工作表现.

性能的期望

书面描述对员工在工作中的表现和行为的期望. 至少, 员工在被聘用时和每年的绩效评估时都应该被告知他们的绩效预期. 请参考绩效管理/绩效工资计划部分,了解如何编写绩效预期.

支付性能

A method of rewarding employees based on their accomplishments and annual performance review. 该理论认为,员工的绩效评估和他们加薪的价值之间应该存在相关性.

频繁而及时的对话

一个有效的绩效评估和管理过程的基础是频繁和及时的沟通. It is expected that supervisors will inform employees of job requirements and performance expectations and the manner in which employees' performance will be evaluated. The success of this process depends on the willingness of supervisors to complete an objective, 准确而有建设性的绩效评估,以及员工对有建设性的反馈做出积极回应的意愿, 在需要的时候, 提高他们的表现.

一般在介绍期结束时和此后每年对雇员的业绩进行评估.

员工自我评估表格

本表格可在需要时使用,且不言自明. 在任何情况下,员工都不应被要求填写上述绩效评估表.

绩效考核形式

书面绩效评估是基于员工的总体表现和他/她的工作期望. It takes into account the employee's work behaviors and other established performance expectations. 书面绩效评估是一种法律文件. 它也是员工工作表现的官方记录, 并可能在未来的就业决定中被考虑. 除了上述的定期业绩审查之外, 主管可以在任何时候发起书面咨询或警告,以记录和建议员工的表现缺陷. 请参阅纠正措施和文件部分.

员工的评论

在绩效评估过程中, 员工可以有机会进行回顾, 对实际的绩效评估文件进行讨论和评论. The performance review form is signed by the supervisor and the employee. 给员工一份副本,原件发送到人力资源部的正式员工档案中.

上诉程序

对于书面绩效评估可能会出现分歧. In the event an employee disagrees with any part of the written review, 他/她可以附上一份补充文件, 说明反应. 回应将成为记录的一部分. If the employee believes the performance review is not factually accurate, 他/她可以要求由主管进行审核, 下一个层次的管理, 和/或人力资源部AVP的干预.

问责制

  • The Vice 总统 are responsible for assuring that their direct reports implement the performance management and review process in their areas for all eligible employees.
  • 人力资源的AVP负责监督和确保这一过程的统一和一致的应用.主管和经理负责培训, 为他们的员工提供及时和实际的反馈,并将其写入书面的绩效评估中.

绩效管理

可选的形式

员工就业过程

招聘概述

葡京会官方app下载 is an equal employment opportunity employer that actively seeks to attract, hire, 并保留一支高素质、多元化的员工队伍,这些员工的才能和经验为大学完成使命提供了最佳装备.

As such, 大学致力于为所有人提供一个平等的就业机会. 葡京会官方app下载不会因种族原因歧视或骚扰任何雇员或求职者, color, 祖先, 国家的起源, sex, 残疾, or age. 关于宗教和信仰, 法律允许的, the university reserves the right to exercise discretion in employment decisions to employ persons whom the University believes share and will further the values and mission of the University.

These employment procedure guidelines are provided to assist hiring officials, 搜索委员会, 和支持人员, 在他们计划, 启动, 和/或参与大学的遴选过程. The goal is to hire the most qualified applicant for every job while minimizing risk to the University.

这一过程的大部分内容包括预测下一步的行动,并提前采取行动处理文书工作,满足你所在区域的员工水平. 请了解这个过程并据此制定计划.

招聘程序

以下是最初招聘步骤的要点总结,适用于您是否需要一个替代或新的职位:

  • 由招聘经理在HireTouch中完成员工雇佣申请,并进行必要的审批.
  • After approvals are obtained, a job review is completed by the Director of HR. 每个工作评审都必须得到总统的批准. 在总统批准该立场之前,不得采取任何行动.
  • 这个工作是由人力资源部公布的. It is the practice of the university to post jobs through the HR website for at least three days.

员工就业申请书

任何招聘要求, 无论是为了新职位还是为了替代, 必须填写员工雇佣申请(请参阅填写申请的说明 here)及取得所有必需的批准. 

The requisition must contain minimum requirements for the position; education, 前就业 experience; and any required 许可 and/or certifications. 职位描述组件是申请的一部分.

为了遏制职位头衔的泛滥, there are standard job titles that must be used or approval must be obtained to add a new job title to the position control system (as in the case of a new position). 因此, please be aware that there are some limits on job titles and efforts are made to standardize titles.

如果申请是为了更换, 确定已经完成并提交了终止雇佣的表格.

工作回顾

Every regular part-time and full-time position, either replacement or new, must undergo a job review. 该审查由人力资源总监进行,然后必须由总统审查和批准. A job cannot be posted nor an offer extended until this review is completed and approved.

招聘启事

申请一经批准,该职位将被公布. 这是学校的惯例,职位将张贴至少三个工作日从葡京会官方app下载的网站. 工作也可以在当地和/或国家出版物上刊登广告. 广告必须由人力资源部发布/批准.

Job offers must not be made either officially or unofficially until after the job is posted. 所有的工作机会将由人力资源提供.

申请过程

为了申请一个特定的空缺职位, interested persons should apply through the university job posting on HireTouch. 此流程之外的申请不被接受.

Résumés not submitted in response to a solicitation (posting) for a specific, 开放的职位或提交以外的大学的申请人跟踪软件将不被考虑或保留.

希望被葡京会官方app下载考虑就业的申请人必须通过HireTouch申请一个特定的职位.

保留记录

Keeping thorough and accurate records is a very important part of the employment process.

Records that department interviewers must maintain through HireTouch are:

  • 准确跟踪申请人达到的每个工艺步骤
  • 申请人被拒绝的原因的记录
  • A disposition of all candidates who applied for the position, whether hired or not
  • Hiring managers should communicate with all applicants who were not selected through HireTouch
  • 任何测试结果的记录应发送/返回给人力资源.

The human resources employment coordinator is charged with maintaining a record of all persons who submit a resume or application for each specific open position and all information submitted in connection with that application or resume. All information regarding a job search should be maintained within the applicant tracking system.

筛选

一旦职位公布, the hiring manager will review all submitted application packages to determine the most qualified applicants who should be interviewed for the position. 筛选可通过下列方式进行:

  • 将工作的最低要求与提交申请的人的资质进行比较/résumés.
  • 对合格的申请者进行电话面试,以确定其是否符合葡京会官方app下载的使命, 薪水范围, 或其他与工作相关的因素.
  • Applicants who do not meet the minimum posted qualifications may not be considered for the position.

Testing

根据需要,人力资源部将对知识和技能进行测试或评估. 如果用Excel评估应聘者的技能, 演示文稿, 需要文字或其他办公电脑应用程序, 部门经理/面试官必须与就业协调员合作,以便开发适当的评估.

有些部门的面试官更喜欢先面试,然后对应聘者进行测试,而有些面试官更喜欢先测试,然后再面试. Either is acceptable as long as all applicants for the same job are handled consistently.

Human resources will notify departmental interviewers of the testing results.

背景筛选

葡京app下载会对所有教职员工的最终候选人进行背景筛选. 为了使用该屏幕,必须成功地完成该屏幕. 屏幕包括但不限于犯罪背景, 驾驶记录, 和社会安全号码验证. Credit/financial history and drug testing may also be required by some departments.

在进行背景筛选之前,最终候选人将收到一份背景搜索释放表. 

选择

After all applicants have been interviewed by the departmental interviewer, 招聘经理会通过HireTouch提交招聘建议. 如果得到批准, any required pre-employment checks (such as verification of education, 前就业, 许可, 和认证, 是适用的, 和背景调查)将被启动.

在最合格的申请人被选中后,人力资源将准备一份offer,并由就业协调员将其发放给候选人.  No staff employment offer should be extended by a hiring manager or other staff or faculty member.

Applicants who are not selected should be informed of their status in a timely manner. 招聘经理应该通过HireTouch向未被选中的应聘者发送适当的道歉邮件.

检查表

就业 decisions subject the university to additional costs and can create significant liability. That is why we have guidelines to help us reduce our exposure to such liability.

Use the following checklist before, during and after the hiring process.

  • 已完成离职员工的离职表格
  • 这项工作的最低要求已经包括在内
  • 申请已获得适当批准
  • 总统已经进行了工作评审并批准
  • 如果有必要进行测试,已经确定了
  • 所有转介申请人的资料均已审核
  • 所有合格的内部应征者都经过面试
  • A decision to hire based on the most qualified applicant and without regard to race, gender, 年龄或任何其他受保护的因素将被考虑在内
  • 未来的新员工已经电子签署了一份背景审查放行表,结果也已返回
  • 在适当的情况下,已完成一份聘用建议书
  • 所有其他候选人在HireTouch上都被打乱了
  • Regret emails have been sent through HireTouch to all other candidates
  • The hiring manager has forwarded the staff new hire form or change of status form received via email to those in their reporting line who need this information

最后一步

All newly hired employees are subject to E-verify and I-9 verification. 根据联邦法律的要求, the I-9 must be signed no later than the first day of work and E-verify within three days of work. 一旦做出录用决定, the employment coordinator will 启动 an offer and upon acceptance, 新员工培训流程.

Full-time and part-time employees must attend the next available orientation session.

The date, time, and place for orientation may vary depending on the volume of new hires. 将向所有预计参加的新员工发出邀请. If you have questions, please contact 人力资源 () for verification.

Wage-Hour常见问题

加班费和非加班费的区别是什么?

Exempt employees are exempt from overtime, paid by the job not by the hour. Non-exempt employees are not exempt from overtime; therefore, 他们按小时计酬,并可享受加班费.

如何确定一个人是否豁免?

The duties of the job are compared to one of four tests prescribed by the Fair Labor Standards Act. The job duties must meet the standards set by one of these tests for the job to be considered exempt.

对非加班费员工必须做什么记录啊?

There are 12 items that payroll must keep in the pay records on non-exempt employees but the one item generated by the employee is the daily starting and stopping times.

An hourly (non-exempt) employee has agreed to work on a special project or event. 我如何支付这个员工的工资?

Because hourly employees are subject to Department of Labor regulations, 他们的确切工作时间必须记录下来才能付款. 这些工作时间必须与计算加班费和加班费的正常工作时间结合考虑. You may not pay an hourly employee a “flat rate” for working on a project even though both parties may be agreeable to this arrangement; it is a violation of federal law. 在雇佣员工从事特殊项目或活动之前,请联系薪资办公室寻求特殊情况下的帮助.

How precise should the starting and stopping time records be for non-exempt employees?

工资小时规定,记录必须反映员工的实际启动和停止时间, i.e., the times an employee begins work, starts and stops a lunch hour, and leaves for the day.

有多少关于免税员工的记录啊?

员工生成的. 为萨姆福德福利做记录, 免税员工必须报告带薪休假的使用情况.

Must non-exempt employees be paid for training or meetings that are held after hours?

Yes, 如果员工需要参加会议或培训, or if the employee's non-attendance at the meeting or training would have an impact on his/her job. Only if the meeting or training is 100% voluntary where the employee’s non-attendance would have no impact on his/her job would pay for the time not be required.

Are we required by the Fair Labor Standards Act to give employees breaks or meal breaks?

《葡京会官方app下载》(FLSA)中没有规定任何形式的违规行为,阿拉巴马州的任何法律也没有规定违规行为. (Obviously we do want employees to be rested and refreshed for work so we do allow meal breaks, etc.) The FLSA covers only the payment of breaks so that breaks of less than 20 minutes are on the clock and breaks of 20 minutes or longer can be off  the clock (non-compensable).

If a non-exempt employee eats at his/her work station during a meal break, 这段时间是可补偿的还是不可补偿的?

葡京app下载必须支付员工那段时间的工资. Breaks that are supposed to be off of the clock must be away from the work station so that the employee will not be interrupted or perform any work (such as answering the phone).

谁有加班费??

Non-exempt (hourly) employees who work in excess of 40 hours in a seven-day period (Sunday through Saturday) are paid time and one-half times their hourly rate for the hours worked in excess of 40.

一个员工, 他/她自己的自由意志, 在早期, 午餐时间很短, 晚点走, 结果就是, 需要加班. 加班要付加班费吗?

是的,如果你允许一个雇员工作,他/她必须得到报酬. However, managers can and must control the workplace and the hours worked by employees.

What if the employee comes in because he/she wants to and does no work-just to avoid traffic, 看报纸, 喝咖啡, etc. 这个补偿时间会导致加班吗?

No. 只要雇员没有准备工作场所或进行任何工作,就不是补偿时间.

如果一个员工在七天内工作超过40个小时,他/她可以得到1.5美元的补偿金代替1.5美元?

No, 没有薪酬时间为1.5的这种东西(除了在公共部门,而葡京app下载不是在公共部门).

什么时候使用补偿时间是合法的?

Only when the comp time is used within the seven-day period in which it is earned. For example, an employee works eight hours a day Monday through Wednesday and 10 hours on Thursday. Comp time (hour for hour) of two hours could then be used on Friday to avoid time and a half pay. If the employee had worked eight hours Monday through Thursday and 10 hours on Friday, 不能使用加班补偿时间,加班必须支付加班费. The comp time cannot be carried over from one seven-day period to the next.

加班费(领薪水的)员工的补偿时间呢?

对于免税的员工是没有补偿时间的. 被豁免的员工是不按小时支付工资的,任何按小时计算他们的工作都可能违反他们的豁免.

所有的工作时间都算加班吗?

只有实际工作时间算加班. 任何形式的带薪休假都不能.

是否可以强制要求雇员加班?

Yes.

员工可以自愿加班吗?

No.

管理形式