Human Resources Policies

Posted here 5-7-16 from a Word Document called hrpolicies011704 UPDATED RON.doc Excess white space removed, index removed

(Introductory Notice: The hard copy of the HR policies is available in the Office. What appears here should be the same as the hard copy version with the following exceptions. The table of contents has been deleted because the page references are meaningless in this format. In addition, a few trivial errors have been corrected on the grounds that any error will lurk unseen for years and ought to be corrected when spotted in any document. This document was received and posted January 17, 2004, Evaluation Form Added 5-12-05)

The Unitarian Society of Hartford

HUMAN RESOURCES POLICIES

INTRODUCTION

The Unitarian Society of Hartford (USH) desires to maintain a productive and harmonious work environment that meets the administrative and programmatic needs of the Society. This environment and the policies contained in this manual have been developed with a spirit of trust, good faith, and fairness between USH and its employees.

This manual is not a contract for employment between the church and its employees, and in no way alters or affects any employee’s status as an employee at will. This manual and employee job descriptions do create conditions of employment, stating both rights and responsibilities of the Society and is employees. The Society retains the right to alter these policies and procedures at any time without notice. This manual supersedes all previous personnel policy documents and practices which have applied previously to subjects covered within the manual. The Personnel Committee is responsible to maintain this manual and to recommend changes to the USH Council, as they are needed. All recommendations of the Personnel Committee are subject to review and approval by the USH Council. These policies and procedures can only be changed by the action of the Council of USH.

This manual is presented as information concerning policies and procedures and is not intended to provide fixed rules for dealing with all questions that arise in the work environment of the Society, rather it sets forth guidelines, subject to modification or alteration as circumstances require.

A copy of this manual will be provided to all employees at the time of their hire and copies of revisions to the manual will be provided to all staff after the approval by the Society Council. It is the employee’s responsibility to comply with the provisions of the manual. Questions may be clarified with the employee’s supervisor.

Copies of this manual will also be provided to Society Council members and to Society Committee Chairpersons.

HISTORY OF USH

Unitarian Universalism is a religious position uniquely suited to the enlightened, inquiring modern mind. In harmony with the principles and conclusions of science, receptive to the values and wisdom of all the great religions of humanity, sensitive to the deep psychological needs of mankind, Unitarian Universalism may well be the free, growing and unifying religion today and tomorrow’s world so urgently needs. A small group of Unitarian minded people began, in 1830, to try to bring what was then considered a radical religious idea to Hartford. They succeeded in founding a branch of the American Unitarian Association in 1844, and signed a Declaration of Faith, which gave to no person or group “dominion over the faith of others, but secures to every one the undeniable and inviolable right of private judgment in all matters of religious faith and duty.”

The Unitarian Society of Hartford has occupied four different church structures over the years from 1844 to today. The congregation is drawn from many communities in the Greater Hartford Area. There is an active Religious Education Program for children from pre-k to high school. There is also a varied adult education program and many community outreach endeavors that many congregants participate in.

ORGANIZATION

USH is a non-profit organization sharing in the 501(c)(3) status of the Unitarian Universalist Association (UUA) and a member congregation of the UUA of North America. The Association represents consolidation in 1961 of the American Unitarian Association, organized in 1825, and the Universalist Church of America, organized in 1793. Outstanding Unitarians and Universalists have included John Adams, Louisa May Alcott, Ralph Waldo Emerson, Clara Barton, and Oliver Wendell Holmes.

Each of the more than one thousand congregations which are located in the United States, Canada, and overseas are democratic in structure and governs itself. These congregations work with the UUA to provide services that individual churches cannot provide for themselves, and to support national and international work within the goals of Unitarian Universalism.

Our living tradition derives its vitality from both the Jewish and Christian traditions, humanist teachings, and truths found in the world religions. We promote the use of reason in religion. We encourage freedom of belief. We respect diversity. We work for social justice and peace.

GOVERNANCE

USH is governed by a Society Council. The Society Council operates as the policy-making entity of the church, and oversees the various committees that function on behalf of the church. The Society Council has the overall responsibility to see that the church is operating in a manner that accomplishes its goals and purposes.

100 Applicability of H.R. Policies

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

These policies shall apply to all employees of the Society, unless otherwise indicated in the policy statements themselves. Additionally, individual job descriptions or contractual agreements may supersede these general guidelines, when specifically stated. Any job descriptions or contractual agreements that contain content that does not conform to these general guidelines are to be reviewed by the Personnel Committee and approved by the Society Council prior to their implementation.

110 Employment Classifications

Approval Date: January 17, 2004

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POLICY:

Under the Fair Labor and Standards Act (FLSA), jobs fall into two major categories, “exempt” meaning the position is exempt from the regulations of the FLSA, and “non-exempt” meaning the position is governed by the regulations of the FLSA.

Non-Exempt Positions

These positions are paid on an hourly basis. They could be generally characterized as involving fairly routine work to be performed during specified work hours, with the methods and means for carrying out the job well defined. A non-exempt position must be compensated for overtime work, according to FLSA regulations.

Overtime for Non-Exempt Staff

It is the intent of USH that employees not be required to work beyond their normal work hours. In unusual circumstances, however, it may be necessary to ask a non-exempt employee to work in excess of the standard 40-hour workweek. The workweek runs from Monday through Sunday. The employee’s supervisor must authorize all overtime work in advance. In the event of overtime worked, with the prior approval of the supervisor, the employee will be paid for the overtime hours at one and a half times their normal rate of pay.

Exempt Positions

These positions are exempt from the regulations of the FLSA. Exempt positions are paid on a salaried basis, and could be generally categorized as executive, administrative, or professional according to the provisions of the FLSA. These positions are paid to deliver a particular service or product, and have greater latitude in how and when they accomplish the service.

Exempt Staff Who Work Long Hours

It is expected that USH exempt staff will perform the duties and responsibilities required by their positions. This may require that employees work in excess of their regularly scheduled hours to complete their work without additional compensation.

However, we recognize that in an unusual circumstance which requires the employee to work a significant number of additional hours, particularly on weekends, there is a need for some additional time off. The employee must obtain their supervisor’s approval on the amount and the scheduling of such time off. This time is not accrued, should not be recorded on attendance sheets, and is not compensated when employment is terminated.

110 Employment Classifications

Approval Date: January 17, 2004

Sheet 2 of 2

Full Time or Part Time Employee versus Independent Contractor

All persons receiving compensation and performing assigned duties at USH will be considered employees unless they meet the specific requirements of an independent contractor.

An employee means an individual receiving compensation for assigned, supervised duties under the primary direction and control of the Society. An independent contractor is an individual who performs duties and receives compensation for those tasks, but does so under the specifications established for independent contractor status by State and Federal regulatory entities.

Full time employee means an employee designated by USH as a full time employee who fills a position for which there is a recurring work schedule which reflects 2,080 hours work annually. Part time employee means an employee working a recurring work schedule of less than 2,080 hours annually.

200 Attendance

Approval Date: January 17, 2004

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POLICY:

Attendance and punctuality are important aspects of satisfactory job performance. If an employee is unable to arrive at work at their scheduled time, he or she should call and speak to their immediate supervisor as far in advance of their work time as possible. If the employee’s absence extends beyond one day, the employee should call in each day, unless other arrangements have been made with their supervisor.

USH recognizes that circumstances beyond an employee’s control may cause him or her to be absent from work on occasion. However, USH defines generally accepted standards of attendance as no more than three percent (3%) of scheduled time off from work, or five occasions, during a one-year period. In calculating the 3% of scheduled time do not include vacation, bereavement leave, jury duty, or military leave. In this regard, USH recognizes two distinctly different categories of absenteeism:

  1. Excessive use of leave time: Absence caused by legitimate illness or

other legitimate circumstances, but which exceeds the standard,

interferes with proper performance and/or hinders USH functions.

  1. Abuse of sick leave: Use of accrued sick leave when legitimate illness is

not involved.

 

USH reserves the right to discipline, including the right to terminate, an employee for excessive use of leave time or abuse of sick leave

300 Benefits

310 Benefits – Continuing Education

Approval Date: January 17, 2004

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POLICY:

Society employees are encouraged to participate in training opportunities that enhance their work-related knowledge and skills. Employees who wish to participate in training opportunities must have the approval of their supervisor prior to enrollment in a training event that takes place during working hours. Tuition expense or other training costs may be reimbursed by the Society, as funds are available.

320 Benefits – Flextime

Approval Date: January 17, 2004

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POLICY:

Flexible working hours are sometimes an option for staff members who desire slightly different work schedules due to such factors as transportation issues, child or family care, school hours, etc. Flextime is also an option for staff who attend evening or other “off hours” meetings or events as part of their job responsibilities. Flextime work schedules must be approved by the employee’s supervisor prior to implementation.

330 Benefits–Insurance

Approval Date: January 17, 2004

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POLICY:

HEALTH CARE INSURANCE

The Society will pay all or part of the premiums, as determined by the Society, to each employee working at least full time for health care insurance coverage. Staff working less than full time will not be entitled to such coverage.

WORKERS’ COMPENSATION

The Society provides workers’ compensation insurance benefits to staff persons sustaining an injury at work in accordance with the laws of the State of Connecticut. Accidents on the job must be reported immediately to the minister or the staff person’s Supervisor and an official accident report must be filed within 24 hours.

UNEMPLOYMENT INSURANCE

Staff persons who leave, are terminated or laid off from the Society are not eligible for Unemployment compensation, because the USH is not covered by the unemployment Laws of the State of Connecticut.

340 Benefits – Holidays

Approval Date: January 17, 2004

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POLICY:

Employees scheduled to work on the following holidays will receive time off with pay on those days. If an employee must work on a scheduled holiday, he/she may take another day off with pay as arranged with their supervisor. Employees not scheduled to work on recognized holidays may not take another day off instead.

Designated paid holidays are:

New Year’s Day (if holiday falls on a weekend, observed on the closest weekday)

Martin Luther King Day (observed the third Monday in January)

President’s Day (observed third Monday in February)

Memorial Day (observed the last Monday in May)

The Fourth of July (if holiday falls on a weekend, observed on the closest weekday)

Labor Day (observed the first Monday in September)

Thanksgiving Day

Friday after Thanksgiving Day

Christmas Day (if falls on a weekend, observed on the closest weekday)

The Day After Christmas (observed the next weekday after Christmas is observed)

350 Benefits – Jury Duty

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

A regular employee who is called to serve on jury duty on a regularly scheduled work day will be compensated by USH for the difference between his or her normal daily regular time pay and the compensation received from the court for jury duty for a maximum of 10 business days. The employee shall notify their supervisor as soon as they are notified of jury duty.

360 Benefits – Leaves of Absence

362 Benefits – Leave of Absence: Bereavement

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

A regular employee may be allowed up to three days off with pay by reason of a death in the employee’s immediate family. “Immediate family” shall mean the following relatives of the employee or of the employee’s spouse/domestic partner:

Spouse or Domestic Partner

Child

Mother

Father

Sister

Brother

Grandmother

Grandfather

Grandchild

Aunt

Uncle

Niece

Nephew

In-Law

364 Benefits – Parental Leave Policy

Approval Date: May 12, 2014

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Policy:

Employees who know they will be taking parental leave are asked to give their supervisor and the HR Office as much notice as possible, but at least 30 days notice of the anticipated departure date and whether or not they intend to return to employment. To be eligible for this policy the employee

must work a minimum of 15 regularly scheduled hours a week. Employees do not accrue vacation time during parental leaves.

BIRTH PARENT AND ADOPTION PARENT BENEFIT

Length of Service     Birth Parent and Adoption Parent Benefit

0-6 months                 No leave granted

6-12 months               4 weeks paid then 4 weeks unpaid*

12-18 months             6 weeks paid then 6 weeks unpaid*

> 18 months              8 weeks paid then 4 weeks unpaid*

Notes *May use sick (if medically necessary), personal, and/or vacation

time in lieu of unpaid leave.

Legal: The Family Medical Leave Act (FMLA) applies to employees with

>12 months service, allows up to 12 weeks/year (paid or unpaid) for

each parent, whether adoptive or birth. No medical certification

required.

FMLA information is included only for reference, as it does not apply to employers with fewer than 50 employees.

In the case of a birth, where there are medical complications for either birth parent or child, the USH will consider up to six months of additional unpaid leave on a case-by-case basis. If this additional leave is taken, the employee’s job will not be guaranteed to be held open; however, every effort will be made to find a comparable position for employees who wish to return to work at the end of such additional leave.

Adoption benefit applies only to an adoption in which child is new to both parents. Second parent adoptions will be handled on a case-by-case basis.

NON-BIRTH PARENT BENEFIT

Length of Service     Non-Birth Parent Benefit

0-6 months               No leave granted

6-12 months             4 weeks unpaid*

12-18 months            2 weeks paid then 10 weeks unpaid*

>18 months               4 weeks paid then 8 weeks unpaid*

Notes *May use sick (if medically necessary), personal, and/or vacation

time in lieu of unpaid leave.

 

Legal: The Family Medical Leave Act (FMLA) applies to employees with

>12 months service, allows up to 12 weeks/year (paid or unpaid) for

each parent. No medical certification required.

366 Benefits – Leave of Absence: Personal

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

A leave of absence without pay can be granted at the discretion of the Minister. Pension, vacation, or other paid time-off benefits do not accrue during the leave period.

370 Benefits – Retirement Plan

Approval Date: January 17, 2004

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POLICY:

The Society will offer the pension plan provided by the UUA to employees who meet the stipulated eligibility criteria. Employees may participate in the defined contribution pension plan available under the auspices of the UUA if they meet the following conditions: the employee must be employed on at least a half time basis or greater; they must have reached their one year anniversary date of continuous employment at the Society; and they must be 21 years of age or above.

USH will make an annual contribution reflecting a percentage of the annual salary of each eligible employee, subject to the availability of funds. The percentage of contribution will be determined by the Society Council and shall apply equally to all staff members. Vesting (ownership) of the funds by the employee occurs upon enrollment. Employees may contribute additional funds to this plan based on the rules set forth in the plan.

380 Benefits – Sick Leave

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

Sick leave is accrued at the rate of 1/2 day per month worked for full time staff, and prorated for part time staff. There is no payout for any unused sick leave at the point of resignation or termination.

Employees who are sick shall contact their supervisor by their scheduled starting time on the day their illness keeps them from coming to work. Thereafter, the employee shall keep their supervisor informed as to their probable date of return to work.

The supervisor may request a doctor’s letter after 3 days of continuous or intermittent absences within any twelve-month period. The Society may request a doctor’s certificate verifying an employee’s ability to return to work.

Sick leave may be used for employee illness or the illness or injury of an immediate family member. Sick leave may also be used for an employee’s medical and dental appointments.

390 Benefits – Vacation

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

Vacation time will be accrued according to the following guidelines for regular full time employees:

1st Calendar Year 10 days (accrued at rate of .833 days per month)

Calendar Year 2, Year 3 15 days (accrued at rate of 1.250 days per month)

Calendar Year 4, Year 5 18 days (accrued at rate of 1.500 days per month)

Calendar Year 6 and Beyond 20 days (accrued at rate of 1.667 days per month)

 

Although vacation time accrues from the first day of employment, it cannot be used until after the successful completion of the first six months of employment without approval of the Minister.

All vacation taken must be coordinated and approved by the appropriate supervisor. Vacation time will be prorated for part time employees. Employees are encouraged to use their vacation time in the year it is earned. Unused vacation time cannot be carried over to the next calendar year.

Vacation time accrued but not used will be paid to regular employees upon their separation from employment from USH, except where (a) the employee fails to provide two-weeks written notice of resignation, or (b) the employee is terminated for willful misconduct or gross negligence.

400 Confidentiality

Approval Date: January 17, 2004

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POLICY:

In the course of their employment at the Society, employees and members of the congregation will receive sensitive information about other members of the staff, the congregation, or the wider community. This information may be in written or verbal form. This information shall be protected, maintained in confidence, and shared only when such sharing is part of the effective performance of duties as a staff member, and sharing of information is done with discretion on a “need to know” basis. Questions on matters of confidentiality should be directed to a supervisor.

Breach of this policy can result in disciplinary action including but not limited to termination.

600 Drug and Alcohol Abuse

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

USH has a legitimate concern when an employee’s use of alcohol or other chemical substance has an adverse effect on job performance. Therefore, the inappropriate use of alcohol or other chemical substances by any employee during work hours is unacceptable. Employees found to be intoxicated or to be abusing other chemical substances during working hours will be subject to disciplinary procedures, up to and including dismissal. The employee should not consume alcohol or other chemical substance that could affect judgment or behavior within a reasonable time prior to the start of the workday. The criteria used to determine this will be that no evidence of the consumption will be present, as determined by their supervisor, when the employee reports to work

An employee’s dependence on alcohol or other chemical substances is regarded as a treatable disease. USH is committed to assist employees to utilize programs that evaluate and treat such a disease. However, employees must be willing to accept evaluation and recommended treatment or they may be subject to termination for inappropriate work performance and/or behavior.

While USH wishes to be supportive of individuals seeking treatment, it does not assume any financial responsibility for evaluation or treatment services.

700 Employee Grievance

Approval Date: January 17, 2004

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POLICY:

An employee, other than the Minister, experiencing a work-related problem should first discuss the matter with their supervisor. If the employee cannot reach a satisfactory resolution, the employee may submit their grievance in writing to the Personnel Committee. The employee is encouraged to notify their supervisor of their intent to do so. If resolution is not reached with the Personnel Committee, the employee should present his/her grievance to the Council President in writing who will investigate the situation. The Council President will discuss the issues with the Executive Committee of the Council, which will make a recommendation to the Council at their next meeting. The decision of the Council will be final.

The Minister will discuss any work-related problem he or she may experience with the Ministerial Relations Committee and follow procedures outlined in his/her contract with the Society.

900 Expense Reimbursement

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

It is the policy of the Unitarian Society of Hartford to reimburse its employees for all pre-approved necessary and reasonable expenses incurred in the performance of their job duties.

PROCEDURE:

Program Staff Expenses

1) The following expenses are reimbursable, to the extent budgeted for the positions:

  1. a) Automobile expenses to perform work requirements. Does not

include cost of traveling to or from work at USH.

  1. b) Travel expenses while away from home including airfare, taxis, rental

cars, lodging, food costs.

  1. c) Books and periodical subscriptions. All books or manuscripts become

the property of the Society after purchase.

  1. d) Educational expenses including tuition, books, and supplies.
  2. e) Professional dues and fees including membership in professional

organizations.

  1. f) Professional convention and conference expenses including General

Assembly and District meetings.

2) Method of Reimbursement:

3) Submit a monthly Professional Expense Report to the Treasurer which will include: purpose of the expense, amount, date incurred, receipt for any expense more than $25, auto mileage reported on a Mileage Report showing date, reason for trip, and miles for each trip.

4) An annual summary of expense reports will be submitted to the Personnel Committee for review.

5) Expense reimbursement must be submitted within 60 days of expense.

Support Staff Expenses

Support staff will be assigned a pool of funds from which pre-approved professional activity expenses can be reimbursed. Activities may include attending classes, workshops or conferences to upgrade work skills. See Professional Development Plan as specified as part of the staff evaluation process. Support staff shall submit required reimbursement forms to the Treasurer in a timely manner, usually within 60 days of the expense. Reimbursement requests must include receipts. Reimbursement requests must be reviewed and signed by the employee’s supervisor, prior to submission to the Treasurer for payment.

1000 Harassment

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

USH expects all of its employees to conduct themselves in a professional, respectful manner in regard to all people, including colleagues, members of the church, visitors, and guests.

Any harassment on the basis of age, color, ethnicity, gender, handicap, national origin, race, religion, or sexual orientation will not be tolerated. Such harassment includes unsolicited remarks, gestures, physical contact, display or circulation of derogatory written materials or pictures directed at any of these categories. In addition, sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  1. Submission to such conduct or communication is made a term or condition either explicitly or implicitly to obtain or maintain employment; or

 

  1. Submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting such individual’s employment; or

 

  1. Such conduct or communication has the purpose or effect of substantially interfering with an individual’s employment or creating an intimidating, hostile, or offensive employment environment.

Any and all possible violations of this policy should be reported immediately to the employee’s supervisor, the Minister or to the Personnel Committee. All such reports will be promptly and fairly investigated and appropriate action taken. To the highest degree possible, while allowing for a fair investigation, all such reports will be treated in the strictest confidence. Please refer to the USH Grievance Policy for specific procedures.

1100 Hours of Work

Approval Date: January 17, 2004

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POLICY:

The administrative offices of USH are generally open Monday through Friday with office hours from 8:30 a.m. to 4:30 p.m. Full time employees shall be scheduled for 40 hours of work each week. The 40-hour workweek includes a paid half-hour meal break and two fifteen minute breaks each day. Employees are encouraged to coordinate breaks and meal times as necessary to promote coverage of basic office functions.

Specific work schedules for each staff member will be determined by their supervisor. Schedules of work will not exceed fair labor practices. Work schedules and actual hours worked by an employee shall be documented to maintain current balances on sick leave, vacation time, etc., as well as for other record keeping purposes of the Society.

1200 Inclement Weather

Approval Date: January 17, 2004

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POLICY:

In the event of snow or other extreme weather condition the Unitarian Society of Hartford will follow the decisions made by the West Hartford Public Schools. The Minister and / or the Society President will decide on non-school days. Employees should utilize radio or television reports on such days to determine their attendance at work. If feasible, supervisory staff may call and inform staff of the church closure status.

If it is determined that the church remains open, employees who decide to not come in must take vacation time. If the church is closed for inclement weather, no vacation time need be used.

Employees will not be penalized for additional travel time needed to arrive at work on days of inclement weather; they will be expected to be at work if the church is open. Common sense is encouraged. USH does not want employees to take undue risk.

 

1300 Non-Discrimination, Reasonable Accommodation

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

Non-Discrimination

USH is committed to promote full participation of persons in all of its activities and personnel practices. USH does not discriminate in employment and personnel practices on the basis or race, gender, color, national origin, ethnicity, creed, religion, age, sexual orientation, marital status, veteran status, citizenship, the presence of any sensory, mental or physical disability.

All personnel actions such as compensation and benefits will be administered equitably to all employees.

Reasonable Accommodation

Employees with disabilities are entitled to reasonable accommodations to enable their performance of the essential functions of their jobs. Employees who believe they are in need of accommodation must make their specific needs known to their supervisor. USH will make every effort to reasonably accommodate employees with disabilities. Employees may be requested to provide verification or documentation regarding their disability.

1400 Pay Periods and Compensation

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

Employees shall be paid on such schedule as determined by the Society Council at the beginning of the fiscal year. Salaries will be reviewed annually by the Personnel Committee, with recommendations for any adjustment made to the Society Council. Any salary changes must be approved by the Society Council, either by inclusion in the annual budget, or by specific motion if done at a time other than the approval of the annual budget of the Society.

USH will strive to provide compensation that is fair and internally equitable as well as comparable to that of peer institutions.

1500 Performance Reviews

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

All employees’ performance shall be reviewed at least annually in writing by their supervisor. Supervisors will complete a Performance Review Form for each staff member and share it with staff members in individual conferences with their supervisor at such time determined by the Personnel Committee. The Performance Review will include supervisory review data as well as employee self-evaluation information.

PROCEDURE:

The supervisor will distribute Performance Review Forms to each employee under their supervision; the employee will be requested to complete the self-evaluation portion of the Review and schedule an appointment with their supervisor. The supervisor will complete their portion of the Review Form and ensure that the conference with the employee occurs. Upon completion of the evaluation, the Review Form will be signed by the supervisor, the employee, and the Chair of the Personnel Committee. The Ministerial Review will be conducted under the terms of the minister’s contract. A copy of the completed Review shall be given to the employee, with the original placed in the employee’s personnel file.

(See USH Annual Performance Review Form attached.)

1600 Standards of Employee Conduct

Approval Date: January 17, 2004

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POLICY:

The Unitarian Society of Hartford expects each staff member to perform his or her job in satisfactory manner. To assist employees in the performance of their duties and to ensure just and equitable treatment by the Society, the Society continues to develop necessary policies and procedures. Employees must adhere to these policies and procedures, which set forth general requirements for all personnel.

USH expects its employees to conduct themselves in a manner consistent with high standards of professional conduct, which are conducive to a harmonious, effective working environment. These standards include respect and courtesy toward others, punctuality, timely completion of tasks, and a cooperative approach to the work environment. Violation of these standards of employee conduct may result in disciplinary or corrective action, up to and including termination of employment.

A variety of actions may violate USH’s standards of employee conduct, including but not limited to the following:

Violation of USH policies

Sexual harassment or sexual misconduct in violation of USH policies

Theft or misuse of USH equipment, supplies or other property

Disruptive workplace behavior

Excessive absenteeism or lateness

Inappropriate use of alcohol or other drugs

Falsification of records

Violation of confidentiality standards

1700 Termination of Employment

Approval Date: January 17, 2004

Sheet 1 of 1

POLICY:

The employment relationship at USH is based upon mutual satisfaction and respect. Continued employment of an individual depends on the Society’s need and an ongoing evaluation of the employee’s ability to satisfy standards of conduct and performance. Employees are encouraged to evaluate their satisfaction with employment at USH and may voluntarily terminate their employment at any time. USH maintains a similar right.

Unitarian Society of Hartford

Performance Review of Employee

Employee Name:____________________________________________________

Title of Position:____________________________________________________

Position Reports to:__________________________________________________

Date of Evaluation_________________________________________________________

Employee’s time in present position:_____________ Total time at USH:________

Evaluator’s name and title:____________________________________________

It is the stated policy of the USH to conduct an annual review of each employee by his/her supervisor.  This shall be done in writing and includes the employee’s self-appraisal, as well as the supervisor’s appraisal.  The review will be placed in the employee’s file and a copy will be given to the employee.

The annual evaluation should be seen as an opportunity to review the past year together.  The structure of the performance review is focused on communication and is designed to allow the dialog to have real meaning.

Qualities that should be covered in the evaluation include (but are not limited to):

meeting job objectives

planning and organizing

communication skills

decision making and problem solving

interpersonal skills

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Review of the past year by employee:____________________________________ ______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

Continue on another sheet if necessary.

 

Review of the past year by supervisor:___________________________________

 

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

Continue on another sheet if necessary.

 

Signatures: (both sign):  Employee__________________________________

 

Supervisor_________________________________________________________ Date:_______________

 

Note: for Microsoft Word Evaluation Document download here

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