Employee Handbook 2010 - Home - Welcome - Bridgewater College
Employee Handbook 2010 - Home - Welcome - Bridgewater College
Employee Handbook 2010 - Home - Welcome - Bridgewater College
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BRIDGEWATER COLLEGE EMPLOYEE HANDBOOK | FALL <strong>2010</strong><br />
Only actual hours worked are calculated in the 40-hour work week for overtime<br />
purposes. It is permissible to grant compensatory time off to non-exempt employees<br />
in order to ensure total hours do not exceed 40 in any work week, but the compensatory<br />
time off must be taken during the same work week. Compensatory hours off<br />
cannot be carried forward into a following week, or “banked” for extended holidays.<br />
All non-exempt employees must record their actual time worked.<br />
Overtime is reserved for peak periods, special projects and emergencies. When<br />
operating requirements or other needs cannot be met during regular working hours,<br />
employees may be scheduled and/or required to work overtime. All overtime must<br />
be authorized in advance by the employee’s supervisor. Working overtime without<br />
prior authorization may result in disciplinary action.<br />
1.12 Work Breaks<br />
During the workday, an employee may be allowed a 10-minute rest period every<br />
4 hours if workload permits. Work breaks are not mandatory and may not be accumulated.<br />
1.13 Outside Employment<br />
It is necessary that the <strong>College</strong> make every effort to ensure that outside employment<br />
does not lead to a conflict of interest, have the potential of discrediting the <strong>College</strong>,<br />
or affect an employee’s job performance while working for the <strong>College</strong>.<br />
<strong>Employee</strong>s who desire to hold a second job should notify their immediate supervisor<br />
of the nature of the job and the required working hours. The supervisor<br />
will review the information and, if necessary, discuss it with the appropriate Vice<br />
President. If the second job is deemed inappropriate or a conflict of interest, the<br />
supervisor will notify the employee in writing, with a copy sent to the Department<br />
of Human Resources for inclusion in the employee’s personnel file. If an employee<br />
has been notified that the second job is unacceptable by the <strong>College</strong> and continues<br />
to hold the job, the employee may be subject to disciplinary action up to and including<br />
dismissal. The work schedule of the second job may never overlap with the<br />
employee’s work schedule at the <strong>College</strong>.<br />
1.14 Americans with Disabilities Act (ADA)<br />
The Americans with Disabilities Act (ADA) prohibits discrimination against a<br />
qualified individual with a disability because of the disability of such individual<br />
in regard to job application procedures, the hiring, advancement, or discharge of<br />
employees, employee compensation, job training, and other terms, conditions, and<br />
privileges of employment. A “qualified individual with a disability” is an individual<br />
with a disability who, with or without reasonable accommodation, can perform the<br />
essential functions of the employment position that such individual holds or desires.<br />
If an applicant or current employee meets the definition “qualified individual with a<br />
disability” <strong>Bridgewater</strong> <strong>College</strong> must and will provide reasonable accommodation<br />
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