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Employee Compensation and Classification
A. Equal Employment Opportunity and Affirmative Action:
FUE commits itself to maintaining a welcoming environment for all people, prohibiting discrimination in employment on the basis of their race, ethnic or national origin, religion, color, age, gender, marital, parental status or disabilities. FUE rejects and condemns all forms of harassment, wrongful discrimination and disrespect.
The Affirmative Action Plan acknowledges and documents the university's sustained and continuing efforts toward providing equal employment opportunities and an environment free of discrimination. The plan communicates the importance & significance of this agenda to each member of the university community & assures that each administrative officer understands her/his role and responsibilities in supporting its effective implementation.
B. Hours of Work:
Full time academic/administrative positions are expected to carry a commitment of at least 38 hours a week, in many cases, however, additional hours may be necessary in order to satisfactorily fulfill the requirements of a job.
C. Probationary Period:
The first three months are considered a probationary period. During this time, wok performance is regularly monitored and assessed in order to determine whether or not continued employment status should be granted. A new employee, who does not perform satisfactorily, according to university standards and does not conform to the terms and conditions of employment at FUE, may be terminated after he/she has been given notice in writing.
D. Promotions and Transfers:
In filling positions at FUE, preference is given whenever possible to qualified persons currently employed at the university, with factors such as ability, experience, potential for growth, and the university's affirmative action goals taken into consideration. Employees are encouraged to express interest in positions for which they believe they are qualified.
E. promotion is a change from one position to another that is classified at higher grade level.
A promotion normally, but not necessarily, is accompanied by an increase in salary.
A transfer is defined as a change from one position to another within the same classification level and salary range and normally does not include an increase in salary.
To be eligible for a promotion or transfer, a person must have completed at least the probationary period, and a one year of prior service at the University is strongly preferred.
F. Termination & Rehire Policies:
A staff member should submit adequate written notice to his/her supervisor before voluntarily leaving the university. Those individuals whose responsibilities are determined by the academic calendar are expected to fulfill their commitments through the academic year. Professional and administrative employees are expected to provide a minimum of three months notice.
Employees, who leave FUE in good standing and later wish to return, are eligible for consideration for rehire provided an appropriate position when vacancy is available.
G. Employee Records & Information:
The department of Human Resources maintains a record of each employee's employment at FUE, including such information as education, experience, work performance and progress. These records are registered through FUE Information system which is carefully reviewed when an employee is being considered for promotion, salary increase or transfer.
This system contains fine details such as a personnel file which may contain personal data as well as employment information. The department of Human Resources regards this information as confidential and will release it only with the written permission of the employee or by order of a court.
When the department of HR receives a request for information from agencies, stores, bank or other institutions, only non-confidential information such as date of employment and name of department will be released. Confidential information such as pay rate, past earnings, home address or phone number will not be released unless authorized in writing by the employee.
H. Absences and Lateness:
An employee who will be absent or late for work is expected to notify his or her supervisor as soon as possible, and to keep the supervisor regularly informed if the absence continues for two days or more. In like manner, employees should call their supervisors if they are going to be late for work. This message will be conveyed shortly, in order to be registered at HR system.
I. Position Classification System:
FUE wages and salary plan utilizes a classification system in which each job is ranked on an evaluation using information provided in a position description. The analysis of a job considers requirements such as knowledge of the area, problem solving, ability, organizational breadth, accountability, training and experience, based on the results of this evaluation; each position is classified at the appropriate salary grade level. These evaluations are reviewed on yearly basis, in order to upgrade salary scheme according to evaluation form approved by the direct manager.
J. Payroll Procedures:
The Human Resources is responsible for processing and distributing all monthly salaries, bonuses, deductions according to benefits subscriptions. Questions concerning salary or wages, tax deductions are always an issue of concern on HR.
K. Hiring & Interviewing:
For applying for a new job or vacancy at FUE either as academic or administrative staff, you can send it by mail to job email@example.com.
Appropriate candidates are contacted for an interview, where proper ones are chosen according to FUE selection & policies criteria.