mccs henderson hall naf employee handbook 2012 - Marine Corps ...

14 15
PRIVACY ACT AND CONFIDENTIALITY
The Human Resources Branch keeps an official personnel file on each employee which contains personal
information such as name, social security number, address, birthdate, etc. This information is necessary for employment,
participation in benefit plans, payroll purposes, and other personnel actions and is strictly confidential.
No employee of the MCCS may release such information to persons other than MCCS management and
employees who handle the required personnel/payroll records without the employee’s written permission. Disclosure
of confidential personal information by any MCCS employee to an unauthorized person may lead to
immediate discharge and a fine of up to $5,000.
If you change your personal information such as address, telephone number, marital status, beneficiary, etc.,
please notify your supervisor and the Human Resources Office. Keeping your file up to date is important to you
and to MCCS for purposes of payroll deductions, insurance, or notification in case of emergency. You may inspect
your own official record by calling or sending a written request for appointment to the Human Resources Office.
POLITICAL ACTIVITY
As an employee of the United States government, you cannot use your official position or influence to affect
the results of any political election. You may not be a candidate for public office in a partisan election, solicit or
receive political contributions, or solicit or discourage political activity from anyone doing business with your
agency. You also cannot engage in political activity—to include wearing a political button—while on duty, in a
government office or vehicle, or while wearing an official uniform. You may, of course, vote as you chose, campaign
for your candidates or issues, or be a candidate in a nonpartisan election as long as it does not conflict with
your job duties.
PERSONAL COUNSELING
You may occasionally have a personal problem or minor complaint you would like to discuss with someone
not connected with your work section. Your may also need help in locating child care or other family assistance.
The Human Resources Office is always ready and willing to help you. If you need some information or want a
meeting, request time away from work from your supervisor and make an appointment.
LABOR ORGANIZATION
MCCS has a negotiated agreement with the American Federation of Government Employees (AFGE), Local 1786,
covering NAF non-supervisory employees. Copies of the contract are available in your Human Resources Office.
Remember: You are free to join or refrain from joining any labor organization or association. The union is
responsible for representing the interests of all employees in the unit without discrimination and without regard
to labor organization membership.
GRIEVANCES
MCCS employees have the right to have their grievances heard. Should problems arise during your employment,
we encourage you to bring matters of personal concern directly to the attention of your supervisor or any
other appropriate MCCS official. Bargaining unit employees who want to file a formal grievance will find the
procedure in the Negotiated Agreement between MCCS and AFGE, Local 1786. Non-bargaining unit employees
must use the administrative grievance procedure posted on the employee bulletin boards and employee webpage.
If you have any questions on either, please contact your Human Resources Office.
APPRAISAL AND PERFORMANCE COUNSELING
All employees have their performance reviewed by their supervisors at least once a year. However, anytime
your performance merits comment because of its quality or its deficiencies, your supervisor may complete a special
appraisal. If performance is still below average after a trial period, dismissal will result. Copies of the appraisals
used for both exempt and non-exempt employees are available on the employee webpage.
GUIDELINES FOR PROFESSIONAL CONDUCT
Management has developed regulations for the guidance of all employees to help its employees know what is
expected of them. However, willful or inexcusable breaking of these rules will be dealt with firmly under a uniform
policy which applies to everyone.
DISCIPLINARY ACTION
Any employee who does not follow the established rules and regulations will first be counseled verbally for
minor offenses. More serious failings may mean reprimands, suspensions without pay, or discharge. Major infractions
will result in immediate discharge. Some reasons for discharge will be, but are not limited to:
1. Any willful damage to or unauthorized removal of property belonging to the MCCS, another employee,
or patron or endangering government property or funds through carelessness,
2. Illegal or improper introduction, possession, or use of drugs, narcotics, or intoxicants or reporting to
work under their influence,
3. Insubordination, including refusal or failure to perform work assigned, or the use of abusive or threatening
language,
4. Immoral, indecent, disorderly or disgraceful conduct,
5. Proven or confessed dishonesty,
6. Violation of security regulations,
7. Violation of safety practices and regulations,
8. Violation of the Standards of Conduct,
9. Falsification of any work-related record or material fact, including deliberate omission or incorrectness
on an employment application,
10. Solicitation of or gambling on government property,
11. Misconduct off-duty which reflects unfavorably on the organization,
12. Failure to report serious offenses by another employee,
13. Gross negligence,
14. Abuse of NAFI privileges,
15. Disclosure of confidential information,
16. Discrimination or sexual harassment,
17. Advocating the overthrow of the U. S. government or participating in a strike against the government.
EQUAL EMPLOYMENT OPPORTUNITY AND SEXUAL HARASSMENT
MCCS will not condone discrimination or sexual harassment in any form. Our work place will have an environment
in which everyone is free to reach his or her maximum potential without coercion, intimidation or
humiliation. Make sure that all conversations are professional in tone and that they would not be misunderstood.
Remember, discrimination and sexual harassment are defined by the victim, so you cannot be too careful. Proven
instances of discrimination or sexual harassment will result in immediate dismissal. If you have any questions
or need to bring a complaint, contact your supervisor or Human Resources Office immediately.
SEPARATIONS
If you must end your employment with the MCCS, give as much advance notice as possible to allow the
Human Resources Branch to plan for your replacement. Two weeks is usually the minimum. On your last day,
return your I.D. card, name tag, parking passes, government-issued credit cards, plastic handbag, keys, smocks
and other MCCS property to your supervisor or the Human Resources Office.
Please contact the Human Resources Office to schedule an Exit Interview prior to your departure.
MCCS Henderson Hall NAF Employee Handbook 2012 MCCS Henderson Hall NAF Employee Handbook 2012