EmployEE Handbook - Marymount University

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E. Grievance Committee Structure 1. Anyone eligible to file a grievance through this process is eligible to participate in the election of members and to serve on the Grievance Committee. 2. The Committee consists of five members, two of whom are employed in supervisory capacities. Once each year, each exempt and non-exempt staff member will be provided the opportunity to vote. Each staff group elects two regular members to serve a one-year term on the Grievance Committee. Two alternate members will also be elected to serve if a regular member leaves the employ of the University during the year or is otherwise unable to serve on a particular grievance. The Chairperson of the Grievance Committee is designated by the President. If the regularly appointed Chairperson is a party to a grievance, the President shall appoint another Chairperson. If during his/ her term, a Committee member leaves the employ of the University or is no longer a member of the group he/she was elected from, and an alternate is not available, the President or his/her designee will appoint a temporary replacement from the employee group of the regular member. 3. If an elected member of the Committee is a party to a grievance, has any reason to believe that he/she cannot be completely objective in considering a grievance, or wishes to be excused from the deliberations about a particular grievance, he/she will temporarily disqualify herself/himself. The President or his/her designee will appoint a temporary replacement from the employee group of the disqualified member. 4. The Office of Human Resource Services is responsible for scheduling and conducting elections of the members of the Grievance Committee, arranging for grievance hearings, assisting with the hearing and notification process, and ensuring the integrity of the Grievance Procedure. Employment Separations All Separations from Active University Employment The University recognizes that an employee may separate from active University employment for a variety of reasons which may be broadly categorized as either voluntary or involuntary in nature. Return of University Property An employee who separates from active University employment shall return all University owned equipment and/or property charged to him/her before he/she shall be issued his/ her final check. Such equipment or property may include, but shall not be limited to the following: uniforms, locker keys, ID badges and/or cards, laptops, cell phones, credit cards, office keys and materials, supplies or equipment issued or loaned to the employee. The following are the steps required to complete the employee separation process: 1. A department head shall notify an employee who is separating from active University employment that he/she must return all University owned equipment and/or property charged to him/her before he/she may receive his/her final check. 16
2. Any time prior to his/her last day of work, an employee can access his/her Employee Exit Procedure Form from the Internal Forms and Documents section of MyMarymount at https://my.marymount.edu/group/mycampus/forms-andinternal-documents. 3. It is the employee’s responsibility to return all University owned equipment and/or property assigned or issued to him/her to his/her department head or appropriate designee and to obtain authorized signatures on the Employee Exit Procedure Form. 4. A completed Employee Exit Procedure Form must be returned to the separating employee’s department head on the employee’s last day of work. 5. The department head must attest that all University owned equipment and/or property has been returned and/or accounted for before the end of the employee’s last day of work. 6. The department head must forward a completed Employee Exit Procedure Form to the Office of Human Resource Services. 7. The separating employee is also asked to complete the exit interview survey that is located at: https://my.marymount.edu/group/mycampus/forms-and-internaldocuments. Use of Accrued Leave Prior to Last Day Worked Employees separating from Marymount and who have unused accrued annual leave, can request payment for their unused leave or take some or all of their unused accrued annual leave prior to their last day worked. NOTE: A separating employee’s last day worked cannot be a day of vacation. Last Day Paid, a Holiday A separating employee’s last day paid must be the last work day prior to a holiday or the first day after a holiday. Final Check(s) The department head shall notify all employees separating from active University employment that all final checks shall be distributed by the Payroll Office. This includes the check for time worked up to and including the employee’s last day of work and the check for any accrued vacation. Issuance of final checks is subject to completion and submission with all necessary signatures of the Employee Exit Procedure Form. The University will try to recover any fines or fees owed to the University at the time of separation and will deduct appropriately from the final check. Failure to have filed all appropriate timesheets or annual leave reports may result in errors in the final check amount. Timesheet The department head shall indicate on an employee’s final timesheet that the employee is separating from active University employment and shall identify the employee’s last day of work. 17
Page 1 and 2: Marymount University Employee Handb
Page 3 and 4: Table of Contents Welcome Universit
Page 5 and 6: Standards of Conduct In their actio
Page 7 and 8: Free shuttle service to and from th
Page 9 and 10: 1. Administrator (Executive) 2. Fac
Page 11 and 12: immediately report this information
Page 13 and 14: An employee who has been subject to
Page 15 and 16: Progressive Discipline All employee
Page 17: from the HR website) within five (5
Page 21 and 22: 1. No staff employee separating fro
Page 23 and 24: Time Records and Payday Guidelines
Page 25 and 26: 4. Any employee seeking accommodati
Page 27 and 28: Sexual Harassment is a form of sex
Page 29 and 30: Early reporting and intervention ha
Page 31 and 32: employee’s role in the protection
Page 33 and 34: performance; and strained work rela
Page 35 and 36: Avoid unstable structures; smoke; e
Page 37 and 38: III. Procedures a) Non-emergency si
Page 39 and 40: An unreported absence by an employe
Page 41 and 42: employment. Employees may not devel
Page 43 and 44: Enforcement Violations of this Comp
Page 46 and 47: In addition to salary, Marymount of
Page 48 and 49: Group Short Term Disability Insuran
Page 50 and 51: take a maximum of eighteen (18) cre
Page 52 and 53: Holiday Leave Leave Policies All re
Page 54 and 55: for benefits. Sick leave is accrued
Page 56 and 57: Jury or Witness Duty Required time

EmployEE Handbook - Marymount University

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