Category 'Human Resources'
|Policy Title||Brief Policy Statement|
|Accommodation of Religious Practice
||Title VII of the Civil Rights Act of 1964 prohibits employers and other covered entities from discriminating in any aspect of employment on an individual's religious beliefs. Employers must accommodate employees' religious needs unless it would cause and undue hardship to the business. Failure to do so is an unlawful employment practice.
|Alternate Work Schedules
||Georgia State University is implementing guidelines for establishing alternative work schedules within departments. Alternative work schedules may include, but are not limited to, compressed workweeks or flex scheduling. Alternate work schedules are a privilege and may be discontinued, temporarily suspended or altered, with or without notice, in the sole discretion of the appropriate supervisor, Vice President or Dean. Alternative work schedules may not be suitable for all employees and/or positions. An alternative work schedule will be decided by the supervisor, with the approval of the appropriate Vice President or Dean, will be consistent with University and department practices. These guidelines will be implemented beginning the first Monday after spring commencement and end the last Friday of the summer session. In certain exceptions, alternative work schedules may be extended beyond the summer period, with the approval of the supervisor and Vice President/Dean, to meet the needs of the University (i.e. extended student service hours).
**Note: For 2009, the alternative schedule would be available starting May 11 and ending July 31, 2009.
||Georgia State University prohibits the parties who are or have been involved in any amorous relationship from evaluating each other.
|Auditing Courses at Georgia State (Non-Credit Courses)
||Georgia State University, with Board of Regents´ permission, allows the registration of faculty members, including Emeriti members, in academic or laboratory courses on a space available basis in AUDIT status without cost to the faculty member.
||All new regular employees of Georgia State University (and those being transferred or promoted) will submit to a background investigation.
|Benefits Continuation into Retirement
||A University retiree or career employee who meets the requirements for retirement shall remain eligible to continue as a member of the basic and dependent group life insurance and health benefits plan.
||Employees shall be allowed a leave of absence, without loss of pay, of not more than eight hours in each calendar year for the purpose of donating blood.
||Faculty, staff, and administrators are encouraged to participate in development activities and study. Each University System institution shall commit at least one percent of full-time employee salaries to be used for faculty and staff development. This one percent will be matched by state appropriated funds to the extent that funds are available.
||Court duty leave with pay is granted to regular employees for the purpose of serving on a jury or as a witness. Such leave is granted upon presentation of official documentation from the appropriate court.
|Criteria for Determining Salaries (Faculty)
||Each entry-level salary shall be determined on the basis of the specific requirements of the position and the qualifications of the individual employed to fill the position. Salary increases for full-time teaching faculty shall be awarded on the basis of merit.
|Discipline and Removal of Faculty Members
||A tenured or non-tenured faculty member, before the end of his/her contract term, may be dismissed for cause provided that the institution has complied with procedural due process requirements.
|Dismissal, Demotion, or Suspension [Classified Employees]
||Classified employees may be terminated for just cause. Georgia State University encourages all supervisors to follow the progressive discipline process; however, certain offenses warrant immediate termination.
|Dissemination of Administrator Evaluation Summaries
||The reports generated from the evaluations of administrators will not be disseminated in the public domain.
||The Faculty Affairs committee recommends that the university senate and administration provide any benefits that do not require Board of Regents approval to domestic partners of faculty and staff on the same basis that they are provided to faculty and staff spouses.
|Duty to Report Criminal Charges/Determinations
||An employee of Georgia State University who is charged with a crime shall report having been charged to his/her supervisor within 3 days of becoming aware of such charge.
|Educational and Professional Leave
||The president may grant leaves of absence for scholarly work or professional development, with or without pay, to employees of the institution.
||Every employee's job title is assigned a specific identification code (BCAT) that is linked to the Federal Integrated Postsecondary Education and Data System (IPEDS) job classifications.
||Each new employee shall be responsible for reading and familiarizing himself/herself with the contents of the appropriate policy and/or procedures manuals* at his/her institution.
||A candidate applying for a classified position or faculty position at a USG institution must complete an application form
|Employment Beyond Retirement
||When an employee has retired from the University System of Georgia and is receiving benefits from the Teachers Retirement System or the Optional Retirement Plan, he/she may be re-employed by the University System under certain conditions.
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