FOREWORD - Wentworth Institute of Technology

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WIT Employee HandbookSection II: Employment Policy7. HOURS OF WORKa. Work YearWentworth operates on a fifty-two-weeks-a-year basis.b. Work WeekAdministrative, laboratory technicians, professional andclerical personnel are employed on a 37.5-hour work week, 7.5 hours a day,between 8:15 a.m. and 4:45 p.m., Monday through Friday. They observe anunpaid one-hour lunch break to be taken between the hours of 11:30 a.m. and1:30 p.m. Variations may occur to conform with the working schedules ofparticular departments, and to make certain that all departments are adequatelystaffed during the normal work day.Any changes in the established beginning and ending hours must berecommended in writing by the supervisor and approved by the DepartmentHead, Division Head and Human Resources. These changes are filed in theHuman Resources Office.Unauthorized use of the facilities may be subject to disciplinary action.Employees should notify Public Safety of their location and anticipatedhours on campus when working beyond the normal work day.8. ABSENCESPunctual and regular attendance is required, and is important for satisfactorywork performance. Persistent tardiness may result in loss of wages, disciplinaryaction or separation. Persons unable to report for work are expected to notify theimmediate supervisor or Department Head within one hour of the beginning ofeach work day. Failure to notify the supervisor may result in loss of wages and/orother disciplinary action.9. PERFORMANCE REVIEWSExempt and non-exempt staff receive a three-, six- and twelve-monthperformance evaluation during the first year of employment. Salaried (exempt)staff have a six- and twelve-month performance review during the first year ofemployment. Annual performance reviews occur thereafter for both groups.However, a supervisor may initiate a review when deemed appropriate. Annualperformance reviews are conducted each fall.Performance evaluations are facilitated through the Peopleadmin system.10. JOB DESCRIPTIONSA new employee should discuss his/her job description and responsibilities withhis/her supervisor during the first week of employment to clarify expectedperformance. Current employees should periodically review their job descriptionsMarch 200928
WIT Employee HandbookSection II: Employment Policyfor accuracy. It is recommended that this occur during the annual performancereview.11. REQUESTS FOR POSITION REVIEWAnyone feeling that their position duties and requirements have changedsufficiently to warrant a new evaluation should speak to their supervisor. Aspecific questionnaire available in Human Resources is to be completed by theemployee and the supervisor and should be reviewed by the appropriate VicePresident. Upon receipt of the position evaluation questionnaire, the HumanResources Department will review the title request.12. SALARY REVIEWSalaries are reviewed annually in the fall after the annual performanceappraisals. Based on guidelines from the Board of Trustees, increases may beawarded. Increases generally become effective January 1. Raises are awardedprincipally on performance/merit.13. PROMOTIONSWentworth encourages its employees to seek positions of greater responsibilitythrough promotions and/or transfers. Vacancy listings are posted on the HumanResources bulletin board. Normally, these positions are posted for a minimum offive working days. Employees may apply for any position posted for which theyfeel qualified. All applicants must fill out the position application forms availablefrom Human Resources as well as applying to our online application site athttp://jobs.wit.edu. Promotions and transfers will be with equal opportunity for all,without regard to race, color, religion, sex, sexual orientation, age, ethnic ornational origin, veteran status, or disability, but otherwise qualified.14. CAREER DEVELOPMENTAn employee who would like assistance in evaluating his/her future careeropportunities at Wentworth has several options available. Options include: a)discuss career development with the supervisor or Department Head; b) meetwith Human Resources; or c) participate in the Wentworth-sponsored tuitionassistance program by taking courses at Wentworth or another institution.15. PROGRESSIVE DISCIPLINEThe purpose of progressive discipline is to correct or improve job-relatedperformance or behavior. For discipline to be progressive in nature, it shouldinvolve the least severe action necessary to correct undesirable behavior andmove to increasingly more severe measures only if the problem is not corrected.The steps of discipline usually will follow a sequence of a verbal warning, writtenwarning, suspension, demotion or discharge. Immediate suspension or dischargemay be required for major infractions, repeated violations, or safety concerns.Discipline at this level must be authorized by Human Resources.March 200929
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FOREWORD - Wentworth Institute of Technology

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