duke minors in the workplace policy

Duke has designed its corrective-action protocols to identify and correct problems or behaviors that affect the work performance of staff. The following materials will give Program Staff the needed skills to protect Minors who participate in activities and programs, act as a positive role model, and avoid putting themselves in a risky situation. Home Policies by Category Human Resources Policies Human Resources Policies The Duke Human Resources Policy Manual offers comprehensive details about Duke's Human Resources policies, procedures and forms. For example, in the case of serious misconduct, immediate termination of employment may be warranted. Student Sexual Misconduct Policy prohibits all forms of sex/gender-based harassment, sexual/gender violence, sexual exploitation, relationship violence (domestic violence and dating violence), and stalking. Issued Date: 07/01/2006. Duke has developed specific corrective-action protocols that should be followed when staff do not meet expectations for conduct and/or performance. Issued Date: 07/01/2006. Phone: (919) 684-5600 through reviews of the Duke Staff Handbook and with regular discussions between the supervisor and the staff member). Annual schedule of designated and discretionary holidays for University staff and staff in academic medical and research units. Disciplinary procedures will be administered consistently and in a manner that is intended to be corrective. Policies by Category Human Resources Workplace Expectations & Guidelines Workplace Expectations & Guidelines Successful job performance depends upon an array of factors including - first and foremost - a clear and full understanding of and commitment to workplace expectations and guidelines. Certain staff may be required to meet special dress, grooming and hygiene standards, such as wearing uniforms, depending on the nature of their job. During the months of March and October, all updated or new policies and procedures will be posted on the HR Policy Manual and communicated to staff. Duke has developed Standards that all Programs, where applicable, must follow. The health and safety of every staff member, patient, student, visitor, and the environment are primary considerations in Duke's continuous efforts to eliminate or reduce conditions and behaviors that could result in injuries or illnesses. Univeral health coverage is a matter of health, rights, and justice, and also a key enabler of human security. Phone:919-613-7630, "toggle " + jQuery(this).prev().text() + " sub nav", and the governing Boards of DUHS, DUMAC, and the related wholly-owned subsidiaries, support corporations, and controlled affiliates, Bursar - Restrictions on Past Due Accounts, Charitable Contributions & Non-Governmental Grants, Conflict of Interest or Commitment Policy, Conflict of Interest Policy for Faculty (Principal Investigators), Corrective Action Guidelines and 12-Month Rolling Period, Document Retention Policies and Guidelines, Dual Interest (Conflict of Interest) Policy for Trustees and Boards, Dual Interest and Outside Activity (Conflict of Interest) Policy for Faculty and Staff, Duke University Compliance Program Accountability and Assurance, Educational Allowance for Long-Term International Assignment, Effort Commitment, Reporting, & Certification, Diversity and Institutional Equity, Human Resources, Governance, International, University-Wide, Human Resources, Workplace Expectations and Guidelines, Human Resources, Workplace Health and Safety, Financial Compliance, Human Resources, Research, Accounting, Finance, Financial Compliance, Research, Research Finance, Accounting, Finance, Information Technology, Procurement. Policy Violations. Adhere to and comply with Duke and department-specific safety policies and training requirements. The "Performance Improvement Plan" aims to fulfill the following goals: An underlying assumption in the successful resolution of performance issues is that taking action early is always better than waiting. Note: Effective beginning July 1, 2020, Duke University will become tobacco-free on all property and grounds owned and leased by Duke. Payment of accrued and unused vacation time upon leaving Duke. Compensation and benefits from an injury or illness as a result of on-the-job work. Have questions? This corrective action is usually unpaid. Student Tobacco Policy: Duke University seeks to preserve a living and working environment supportive of behaviors that contribute to the physical health and well-being of all community members. Process for addressing a concern and/or disagreement relating to employment policies. 96 Euston Road London, NW1 2DB turing.ac.uk Children in the Workplace Policy HRPOL012 Purpose 1.1 The Turing is committed to being supportive of its members' family commitments. Workplace Policies Your workplace policies help you build a lawful and pleasant workplace where your employees can thrive. Use and safeguard the property of others and of Duke through proper and authorized use. If your policy question is not addressed here, please contact the Duke Office of Audit Risk and Compliance at OARC.duke.edu or 919-613-7630. Definition For purposes of this policy, a child is defined as an individual under the age of 18 years who is not a student or employee of the University. Summary of development opportunities for staff and procedure for participation. 1. enter a shop, as customers or with parents. Phone: (919) 684-5600 (link included in policy). Phone:919-613-7630, "toggle " + jQuery(this).prev().text() + " sub nav", Conflict of Interest or Commitment Policy, Corrective Action Guidelines and 12-Month Rolling Period, Educational Allowance for Long-Term International Assignment, Kiel Memorial Voluntary Vacation/PTO Donation Policy Program, Participating in Duke Professional Development Opportunitities, Pre-placement Substance Abuse Screening Policy, Protected Health Information and Patient Privacy Policy, Recording, Reporting & Payment of Work Time, Recruitment, Hiring, & Transferring Policies, Diversity & Institutional Equity Policies. Process for addressing a concern and/or disagreement relating to employment policies. For staff covered by a bargaining agreement, there are policies included in the Human Resources Policy Manual that may be superseded by provisions found in the bargaining unit agreement for their unit. Duke University protects academic freedom for its entire instructional staff, and guards against incursions upon its own essential academic freedoms. Applicability Please note: the email address that you enter below must match the address that was used to register you for the minors program. youthprotection@duke.edu. The proper steps for corrective action must be handled consistently within and across each entity/department/unit and for each problem. If further information is needed beyond a supervisors advice, an entity or department Human Resources representative should be contacted. See the chart below to confirm the appropriate corrective action track. All policy changes included in the handbook are effective as of November 2015. Phone: 919.684.2224 Fax: 919.684.4398 Email: deptAAH@duke.edu Administration: 114 S Buchanan Blvd Smith Warehouse Bay 9, room A289 Durham, NC 27708 We crafted a template to help you communicate your basic workplace policies pertaining to confidentiality, health & safety and anti-violence practices. Summary Plan Descriptions & Required Notices, Employee Occupational Health & Wellness (EOHW), Professional Development Course Offerings, Volunteer & Unpaid Intern Policy Guidelines, Equal Employment Opportunity & Affirmative Action, Protected Health Information and Patient Privacy, Integrity in Action - Duke Health Compliance Program Code of Conduct, Recording, Reporting & Payment of Work Time, Kiel Memorial Voluntary Vacation/PTO Donation Program, Returning to Work from a Work-Related Injury/Illness, Workplace Violence Prevention and Response. Phone:919-613-7630, "toggle " + jQuery(this).prev().text() + " sub nav". All charitable contributions to Duke, including non-governmental grants, must be deposited through the Office of Alumni and Development Records. Banners on the exterior or interior of buildings and light poles must be approved and installed by designated University staff. Phone:919-613-7630, "toggle " + jQuery(this).prev().text() + " sub nav", Pre-placement Substance Abuse Screening Policy, Returning to Work from a Work-Related Injury/Illness Policy, Workplace Violence Prevention and Response Policy, Recruitment, Hiring, & Transferring Policies, Diversity & Institutional Equity Policies. (4) Despite governments having made ambitious universal health coverage commitments, including commitments to leave no-one behind, many population groups lacked access to and did not have financial protection for health care even . Employees are not covered by the University's auto liability insurance while operating their own vehicles for University business. Organizational, department, and job-specific orientations for new staff, Reviews and discussions of the Duke Staff Handbook, Reviews and discussions of department and work-unit expectations, Regular dialogue between supervisors and staff regarding performance accomplishments and annual summary discussions of overall performance and future expectations and goals. After reviewing the handbook and having an opportunity to ask questions or seek clarification, staff should sign the Acknowledgement of Receipt form on the back page and return it to their supervisor for inclusion in the individual's department personnel file. if the circumstances do not justify the suspension, the staff member(s) will be paid for the period of the suspension and be returned to the workplace, although other corrective action may be taken; if the circumstances do not justify termination but are serious and justify disciplinary suspension, the staff member(s) may not be paid for the period of the suspension; or other corrective actions may be issued; or. Many Duke departments/units allow staff to dress more casually at least on limited occasions. Duke University officials have announced a new policy effective Sept. 1, 2012, establishing safeguards for children under the age of 18 who participate in activities and programs at Duke or under the authority of the university in other locations. Statement about compliance with ADA and Rehabilitation Act. Box 90046 Durham, NC 27708 +1 919 684 4510 To require regular meetings for the supervisor and staff member. Any faculty member who performs research under an agreement stipulating that a specified percentage of his or her total effort will be devoted to that project must be able to demonstrate he or she is in compliance with that requirement. Problems with hygiene can be more difficult to address and remedy. When an update for the manual is communicated (including distribution of new or revised Duke policies), the supervisor is responsible for updating his or her staff. P.O. You can access the quiz by entering your email address below. Staff who are absent for three consecutive, scheduled workdays without contacting an immediate supervisor will be considered as having resigned their position(s) at Duke and will be immediately terminated. Uniforms may be required for certain positions. Background The standards of conduct and performance should be communicated to each staff member in a variety of ways (i.e. All corrective actions are determined on a case-by-case basis by individual entities, departments, and units and by Duke's Staff and Labor Relations staff. Durham, NC 27705 To require cooperation and ongoing communication between supervisor and staff member. Summary Plan Descriptions & Required Notices, Employee Occupational Health & Wellness (EOHW), Professional Development Course Offerings, Minors in Duke University Programs Website, Volunteer & Unpaid Intern Policy Guidelines, Equal Employment Opportunity & Affirmative Action, Protected Health Information and Patient Privacy, Integrity in Action - Duke Health Compliance Program Code of Conduct, Recording, Reporting & Payment of Work Time, Kiel Memorial Voluntary Vacation/PTO Donation Program, Returning to Work from a Work-Related Injury/Illness, Workplace Violence Prevention and Response, Enrolled Duke students who are under 18 (however, note that the mandatory reporting requirements described in this Policy do apply to students under 18), Events open to the general public that are not targeted towards Minors, and at which any Minors will be accompanied by their parent/legal guardian at all times, Guest speakers whose role in a Program is limited to a short one-time presentation, and who are never alone with Minors, Patient care-related activities pertaining to Minors in the Duke University Health System or Duke patient related settings. Eligibility requirements for staff to participate in benefits after retirement. OARC office email: oarc@duke.edu Duke Human Resources Requires staff to comply with Duke Confidentiality Agreement. Circumstances for approval of outside solicitation. Duke expects all members of the university community to adhere to and act in accordance with this Policy, including but not limited to faculty, staff, administrators, students, and volunteers who work with, instruct, or otherwise come into contact with Minors. Duke supervisors are responsible for guiding and supporting the professional development of their staff by offering learning opportunities, creating professional development protocols, and providing coaching and feedback. Standards of conduct and performance are reasonably related to the orderly, efficient, or safe operation of work at . Include this template in your Employee Handbook. Contact information for Employee Occupational Health and Wellness or Disability Management System Office for assistance. Policy Details This statement will be written in SMART (Specific, Measurable, Action, Results, Time Bound) format and will include appropriate time lines. Guidelines for appropriate workplace attire. If the staff member is going to be required to wear uniform or special equipment, then rules covering ownership and maintenance responsibility of these items should be carefully spelled out. Report all on-the-job injuries within 24 hours. Certain staff positions require a periodic health review. Supervisor's responsibility for determining whether a staff member is eligible for rehire upon termination. DUHS staff relating to all paid time off. Policy Purpose The purpose of this policy is to establish UW System Administration's policy regarding the presence of children in the workplace. . Enforcing Dukes Workplace Attire policy can present delicate challenges for even the most skilled human resource professional. Successful job performance is dependent upon many factors - not the least of which is a full and clear understanding of and commitment to job performance expectations and applicable Duke and department policies and procedures. 705 Broad St. Requirements to ensure no conflict of interest (COI) or commitment interferes with their role at Duke. Duke is committed to the principle that such a safety culture will help maintain staff member health, increase productivity, minimize lost work time, and reduce costs. Scope This policy applies to all UW System Administration employees. Since Congress enacted Title VII, the proportion of women who work outside the home has significantly increased, 2 and women now comprise nearly half of the U.S. labor force. through reviews of the Duke Staff Handbook and with regular discussions between the supervisor and the staff member). Procedures for appointment and review of university officers. Requirements for determining hours worked for hourly-paid staff. Children may be visiting a workplace, may live at a workplace, or may be there as part of a work process. Providing basic guidelines and relying on staff members judgment and supervisors enforcement of the policy. Issued Date: 09/16/2014 Revised: 03/13/2019 Policy Statement Duke University appreciates the contributions of Volunteers and Unpaid Interns in fulfilling its mission of education and research. Ensure and protect the confidentiality of sensitive information (oral, written or electronic). No restriction on content but Duke reserves the right to remove content if policies or law are violated; users are responsible to comply with policies and laws and should protect private information of others. Gainesville, FL 32611. While the supervisor is considering termination, the staff member(s) may be relieved from duty and suspended from employment pending a full investigation of the circumstances. Supervisor's role and responsibilities for orientation of a new staff employee. This includes U.S. and international antitrust laws. Suggestions for changes to the manual or policies contained in this manual should also be submitted to Human Resources, Staff and Labor Relations. Addresses the type of drone operations acceptable and processes for requesting permission to operate drones on Duke property or for Duke purposes. Requirements for the entire recruitment and hiring process (e.g. Pre-placement health reviews are required for certain positions. After reviewing the policy training materials, Program Staff must successfully complete a training quiz to confirm their understanding of the material. Policy Number: 04.02 It conducts its affairs ethically, honestly, and in compliance with applicable laws and regulations. All Minors Programs must be registered with Duke Human Resources at least four (4) weeks before the start date of the Program. Use Dukes property only for legitimate work purposes (telephones, e-mail, facsimile machines, computers, printers, copiers, cell phones, tools, vehicles, furniture and other work-related equipment). Any questions about Title VII compliance should be reviewed with the Office for Institutional Equity or Staff and Labor Relations. Box 90496 Criteria for university staff using leaving leave for bereavement/funeral. Organizations that implement dress-down guidelines often find that they are inexpensive benefits that improve staff morale and, in some cases, increase productivity. Durham, NC 27705 Supervisors and staff are expected to understand and follow job and workplace performance standards and to take advantage of the many resources available to support successful performance. Every workplace attire and appearance standard and/or guideline should include a statement that certain staff may have to meet special attire, grooming and hygiene standards. Supervisors should ensure that when staff indicate that a health problem limits their performance, the staff member is advised of the availability of. Policy and guiding principles on dual interests and dual commitments (conflict of interest/COI) and reporting requirements for faculty and staff. Have questions? Regardless of dress, all staff must carry or wear the Duke identification badge at all times while at work. Duke University students with delinquent account balances will not be allowed to register for future courses, receive an academic record transcript, have academic credits certified, or receive a diploma at graduation. It may also consider and make recommendations to the President regarding any and all phases of educaiton at the University. The Office for Institutional Equity is responsible for preparing the University's annual affirmative action plan, and for implementing and monitoring the Equal Opportunity Policy. DUHS staff and select university positions required to have a substance abuse screen before hire. Definitions of employment status and related benefit categories. The Human Resources Policy Manual is designed to serve the following needs: The Human Resources Policy Manual is divided into separate sections as follows: Each section contains relevant policies, contacts and forms. to promote a positive working environment and limit distractions caused by provocative or inappropriate dress. Teamwork and Workplace Behavior The Maintenance of appropriate workplace behavior that fosters collaboration, customer service and teamwork: Use respectful, courteous and helpful language when communicating with supervisors, co-workers and customers. Identify safety issues, and report all hazards, incidents and safety concerns on a timely basis. DUHS staff relating to all paid time off. The standards of conduct and performance should be communicated to each staff member in a variety of ways (i.e. Duke University Police (available at 919-684-2444) can assist in providing contact information for reporting to social service agencies. Requirements for hourly staff to accurately report time and supervisor's responsibility to review and approval. These principles and the appropriate behaviors that define them are essential aspects of Dukes policies and procedures and reflect the supportive work culture on which Duke prides itself. Trinity College of Arts & Sciences. Successful job performance depends upon an array of factors including - first and foremost - a clear and full understanding of and commitment to workplace expectations and guidelines. OARC office email: oarc@duke.edu Phone: 919-613-7630. Requirements to comply with all laws and regulations and resources to contact if concerns or questions. In accordance with the Policy for Minors in Duke Programs, the person who will be in charge of the Program ("Program Director") must get approval for the minors Program at the Dean or Vice President level, or written designee.University-side Programs operating under the Provost's Office require approval from the Provost's . OARC office email: oarc@duke.edu Examples of Programs covered by this Policy include but are not limited to athletic camps and athletic clinics; academic camps and activities; student organizations working with Minors; intern and observer placements; Minors interning or working in laboratories; campus visits and housing of visiting Minors in residential halls; activities or classes that involve service to Minors; and any other Programs or activities organized, run, or hosted by the university or any university-related entity for Minors. Where appropriate, the Program should also collect Health Forms completed by the Minor's parent/ legal guardian and a licensed health care provider before the Minor can participate. Responsibilities for ensuring safety of employees and work environment. The Performance Improvement Plan form is available here. Policy Number: 04.17 Standards of conduct and performance are reasonably related to the orderly, efficient, or safe operation of work at Duke or its entities, schools, or departments. Requirements for having Minor participate in activities and programs. Where applicable, employees who escort or supervise the activities of Non-Physician Visiting Observers will also abide by the Duke Policy "Visiting Observer Policy (Non-Physician)". Access to this site is restricted to employees who have been granted log-in privileges. Facilities are equipped with access authentication devices per Facilities Governing Principles.
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