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pace bus employee handbook

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Failure to provide requested certification in a timely manner may result in denial of leave until it is provided. Information on work record or employment history will be provided to supervisors on a need-to-know basis. Pace University prohibits smoking or carrying of any ignited tobacco containing products, within a 50 foot perimeter, to all facilities owned, operated or leased by Pace University, at any University-sponsored event or program, or in any vehicle owned, operated or leased by Pace University. Upvote. %PDF-1.7 You will need to walk around the building to the front doors to enter. Cigna Leave Solutions also administers our Long-Term Disability benefit. PaceAlert is Pace University’s emergency notification system for Pace students, faculty, and staff. Below is a grid that identifies the visa categories that will most commonly be used to hire/pay international employees holding staff or faculty positions at Pace University. As a general rule, essential services include, but are not necessarily limited to: Staff employees who have taken paid time off or are not at work for any reason when the University is closed for an emergency are not entitled to additional paid time off. Participants in the Review of the Background Check Result. Your supervisor will be as helpful as possible when illness occurs. Employees should refer any questions to their immediate or departmental supervisors and/or an authorized member of Human Resources for any assistance with the interpretation of such policies. Eligible for the NYS Disability benefit only. In such cases where the entire overpayment is less than or equal to the net wages earned after other permissible deductions in the next wage payment, the employer may recover the entire amount of such overpayment in that next wage payment. The employee received no money at all on the regular pay day. <> View University Holiday Calendar for the current year. Employees are encouraged to sign up for the Pace University Emergency Alert System to receive a phone call, text message and emails regarding emergency notifications. Consequently, it is important for all users to behave in a responsible, ethical, and legal manner. The University shall not retaliate against an employee for requesting or obtaining a leave of absence for the purpose of undergoing a medical procedure to donate bone marrow. You will be automatically enrolled after completing 1 year of full time continuous service. Contact Auxiliary Services or the ID office on your campus for more information. If you would like to suggest story ideas for this publication, please email opportunitas@pace.edu. Pace University will not make any contributions to your retirement plan while you are on military leave. When an eligible employee contacts CIGNA to apply for FMLA or Short-Term Disability, a CIGNA Intake Specialist will request the necessary information, instruct the employee on follow-up and grant provisional approval (in writing) of the FMLA leave. Payroll is responsible for making timely and accurate salary payments to University employees. Human Resources Information Systems The age of the person at the time of occurrence of the criminal offense(s). However, when a former employee is rehired or recalled crediting of prior service may occur. Pace University fully complies with all federal and state legislation and regulations regarding discrimination. Report answer. To qualify for the benefits and rights governed under USERRA, employees should notify their supervisors and the University Benefits department, in writing, at least 4 weeks in advance of the leave, unless notice is precluded by military necessity or it is impossible or unreasonable to give such notice. For leaves that extend beyond one calendar month, the University cannot guarantee that the employee will return to the same position. Newly hired full-time employees will receive pro-rated vacation days based upon their initial full-time date of employment, as indicated in their offer letter. Short-notice deployment (of up to seven (7) days of leave) for a period of seven (7) calendar days from the date of notification; Attending certain military events and related activities; Arranging for alternative childcare and attending certain school meetings; Addressing certain financial and legal arrangements; Spending time with a covered service member who is on short-term rest and recuperation leave (up to five (5) days of leave); Attending post-deployment activities that occur up to ninety (90) days after the termination of the covered service member’s active duty status; and addressing issues arising from the death of a covered military member. If the individual provides incomplete or inadequate information to substantiate that the employee has a disability and/or needs the reasonable accommodation requested, the University may, at its discretion, require the employee to provide the additional information at the employee’s expense, or submit to an examination by an appropriate health care provider selected by the University and at the University’s expense. Employees who have worked for the University for at least twelve (12) months and at least one thousand two hundred and fifty (1250) hours during the twelve (12) month period preceding the commencement of leave are eligible for unpaid, job protected family or medical leave under the Family and Medical Leave Act of 1993 (“FMLA”) as amended, under the terms described in the following policy. When an experienced staff member does not maintain a satisfactory performance level (i.e. Reviews from PACE BUS employees about PACE BUS culture, salaries, benefits, work-life balance, management, job security, and more. ... School-Bus Driver (Former employee) - Hamilton, ON. Exercise responsible, ethical behavior when using the university’s computing facilities. Pace University employees are compensated on a semi-monthly basis on the last working day closest to the 15 and end of the month. Strict compliance with the University’s policies and procedures concerning demonstrations and rallies is required. Furthermore, it is important to administer such programs in a fair and equitable manner for all employees. After 3 months, another meeting to provide performance feedback and to set performance objectives for the rest of the fiscal year should occur. Questions regarding the ADA and its interpretation can be directed to the Human Resources department, the Affirmative Action Officer, or the Coordinator of Disability Services. The Pace Security department audits the University safety program and ensures that the University is in compliance with all applicable codes and standards from regulatory agencies. Below is a brief summary of some key factors influencing time reporting and compensation: New York State Labor Law entitles employees to a noon-hour break of at least 30 minutes after six hours of work. Sabbaticals and other leaves of absence granted to faculty members pursuant to the Faculty Handbook are not deemed breaks in service for the purposes of this Policy. All performance evaluations should be conducted on University premises. The management system, with the President as Chief Executive Officer, provides the channels and authority for review of complaints and misunderstandings between subordinates and supervisors. Parking is permitted in designated areas only and prohibited in crosswalks, fire lanes, bus stops, unpaved areas, spaces reserved for the disabled and other areas designated as no parking areas. We have the path. The University is mindful that issues around monetary compensation can pose a hardship for employees and may be difficult to address. Full-time faculty and staff are recognized for their 5-year milestone anniversaries with a choice of gifts available through Tiffany & Co., for all honorees at each service level. When overpayments have been identified, employees will work with Payroll to promptly repay the University the debt. Bookmarks from the Mount Laurel Gifted Academic Program This site has links to dozens of sites that are great for kids! In this way, not only will the employee receive useful and immediate performance feedback, but the manager will be able to summarize the staff member’s overall performance more completely when the formal performance review is done. The Pace tradition is something in which we can all take pride. It is the policy of Pace University to provide most employees with a one-hour unpaid meal period for each 8-hour workday. After an authorized representative of the Human Resources Division has reviewed the documentation and completeness of the form, the employees must sign the eligibility verification form I-9 in the presence of the authorized representative. Pace University is committed to providing equal access and opportunities to job applicants, faculty and staff members with qualified disabilities, and prohibits discrimination on the basis of disability in the application process and the employment relationship. Exceptions: Off-cycle checks for ADDITIONAL PAY (compensation which is earned in addition to base pay) to an employee will not be issued. Notice should be sent to HRIS and the Director of HR Initiatives – this may include notifications from Budget Representatives, Faculty Load Representatives, Payroll or any other area of University on notice of the overpayment occurrence. Keep in mind that student employment is a learning experience, not just a way to earn money. Normally, two weeks’ notice is recommended. If the employee decides not to notify the supervisor and wishes to keep the application confidential, then Human Resources will honor this request until the point at which the employee becomes a final candidate. Permission to tele-work is dependent upon the employee having a suitable work location at the off-site premises, and in compliance with the requirements set forth below. Vacation, Sick, Flexible Summer Days), as per the Attendance and Punctuality policy. Deans or Vice Presidents must authorize requests for flexible work arrangements when: Requests for a flexible work arrangement should not be considered when: The following guidelines apply to flexible work arrangements: All flexible work arrangements are granted on a temporary and revocable basis, subject to an initial thirty day pilot period, during which the effectiveness of the arrangement will be evaluated. Pace's newly revitalized, 200-acre Pleasantville Campus gives students the best of both worlds. Glassdoor is your resource for information about Pace Suburban Bus benefits and perks. We’re looking forward to Spring 2021! The home page contains up-to-the-minute information on events and news at Pace. (Further information may be found in the University’s Drug and Alcohol Policy.). For the University Emergency Protocol policy regarding Hazardous chemicals, please refer to the Emergency Response Plan. Compliance with the smoke-free workplace policy is mandated for all employees and persons visiting the University, and is not negotiable. If you experience difficulty reaching your supervisor, contact Human Resources for assistance. Pace’s COVID-19 Task Force, alongside faculty and University administration, continues to plan and prepare for our return to campus for the start of the spring semester on January 23, 2021. A student employee is defined as an individual who is: 1. Employees who work overtime without the appropriate approval from their supervisor are in violation of this policy and may be disciplined. Up to 16 paid holidays, including the break from Christmas Eve through New Year’s Day, per calendar year. The unlawful use, possession, sale, distribution or manufacture of controlled substances and drug paraphernalia on University premises or at University-sponsored events is prohibited. Exceptions for identification cards and email accounts apply only to qualified retirees and individuals on long term disability. Talent Development promotes and support employee development and organizational effectiveness by providing high-quality training, career advice and leadership development programs. Pace University prohibits its employees, contractors and agents from seeking out, using, or disclosing background check information except within the scope of assigned duties and this Policy, and/or as allowed or required by applicable laws. 4. a statement that the employee is needed to care for the spouse, child, or parent, with an estimate of the amount of time that the care will require. Family matters All deans, directors, chairs, and department heads are responsible to enforce this Smoke-Free Policy and app existing disciplinary policies as appropriate. Pace prefers job seekers to use the online application, however a printable copy of the employment application is available below. The University utilizes a Kronos Time Management System to: • Collect, view, edit, calculate and approve employee time, • Track accruals (leave time, example: vacation time), • Maintain the required reporting documentation for compliance with all governmental regulations. There are two councils for employees and they are located in Pleasantville and New York. Preparation and coordination of responsibilities will help to ensure that foreign nationals who are hired to work at Pace will obtain and maintain lawful status while at the University. The employee or requesting department will be notified when the off-cycle check is ready for pick-up. Department managers may then proceed to make recommendations, based on performance reviews under the Performance Management Development Process (PMDP), on individual merit increases for their full and part-time employees. If military leave is less than 31 days, reemployment must be sought within the “first scheduled work day” following the completion of service. The University has also created a toll-free hotline number to allow the University community to anonymously and confidentially report suspected violations of University policies and federal, state and local laws. In addition to the Emergency Alert System, the following radio and television stations will make periodic announcements between 6:00 a.m. and 9:00 a.m. on: The above radio and television stations are the only stations authorized to announce University closings and delayed openings. The background check results are also stored in the Vendor’s database. Pace University employees are expected to adhere to high standards of professional and ethical conduct in carrying out their duties. In the spirit of continuing to provide Opportunitas, the university is committed to providing support for continuing education, training, and career advancement. Each background check will, consist of: A Motor Vehicle Violation report may be requested for individuals being hired to drive University Vehicles and/or who are authorized to drive their own vehicles to transport students in connection with University activities. Instead, the vacation allotments associated with all full-time staff employee classes will be adjusted to reflect that the 3 days previously classified as personal days will now be part of the vacation allotment. 4. More informally, you should be meeting with your supervisor on a regular basis to discuss progress against your performance goals. In general, a disability is defined as a physical, mental, medical, or psychological impairment that substantially limits a major life activity or that prevents the exercise of a normal bodily function, a record of such impairment, or a condition regarded by others as such an impairment. Deliberate actions that cause, or might reasonably be expected to cause, injury, either physical or mental, to any member of the University community are prohibited. All employees must comply with all policies and procedures that have been developed to ensure safety at the University. Email: thamilton2@pace.edu. Violations of this policy by active employees may result in disciplinary action, up to and including termination. New York Tax Policy on Nonresident Employees: State income taxes will be paid based on the employee division’s primary facility on University premises. The integrity of the data in the system depends upon the extent to which employees, timekeepers and time approvers comply with the guidelines set forth in this policy as follows: • Employees are expected to comply with the Semi-Monthly Payroll Time Reporting guidelines. The authority to cancel classes and/or close operations is vested and restricted to the Provost/Executive Vice President for Academic Affairs, and the Executive Vice President for Finance and Administration. (NOTE: New employees must wait 3 months from their full-time date of hire to be paid for any absence (i.e. The University provides a Short-Term Disability (STD) benefit, which offers salary and benefits continuation*, in the event that an eligible employee is unable to perform the duties of his/her job due to illness, injury or pregnancy, to a maximum of 26 weeks** within a 52-week period. Meal periods are unpaid time and as such, employees must be completely relieved of duty for the purpose of eating lunch. The legitimate interest of a private employer in protecting property, and the safety and welfare of one or more members of the University or the general public. Associated with the university primarily in pursuit of an academic degree. Whether the Criminal Record was disclosed during the application process. All full-time and part-time individual staff members are eligible for consideration of flexible work arrangements. the employee is absent more frequently than certification indicated); The University receives information that casts doubt about the continuing validity of the certification; or. Responsibility for maintaining information about current and former employees rests with Human Resources. To that end, The Human Resources Talent Acquisition department will work directly with hiring managers to ensure that the University maintains compliance in all aspects of the recruitment, hiring and sponsorship process. Academic expansion forced yet another move to 41 Park Row in 1951, and two years later Pace College received authorization from the State Education Department to grant the Bachelor of Arts degree. Eligible employees may take up to twelve (12) workweeks of unpaid, job-protected leave during a rolling twelve (12) month period measured backward from the date an employee uses any FMLA leave for one or more of the following reasons: (ii) the placement of a child for adoption or foster care; (iii) to care for the employee’s spouse, child, or parent who has a serious health condition; (iv) a serious health condition that makes the employee unable to work; or. In addition, faculty and staff members who have questions or concerns about possible discrimination on the basis of a disability may contact the Title IX Coordinator/Affirmative Action Officer. Phone: (914) 923-2644. Parking: Enter through the bus entrance, pass the Jr. High stadium, the parking lot is at the end of the drive. Through teaching, scholarship, and creative pursuits, our faculty foster a vibrant environment of knowledge creation and application. If an employee does not report to work on such a day and does not charge the absence to vacation time, the employee will not be compensated. Should the employee’s department supervisor agree and decide to allow his/her direct report to use their own equipment, such as computers, internet access from home, office furniture, and telephone lines, the employee must refer to the ITS Appropriate Use Policy, which outlines the responsibility of the employee to maintain full confidentiality of University information and data during access of the University network. For purposes of this policy, “serious health condition” is an illness, injury, impairment or physical or mental condition that involves: A. any period of incapacity or treatment in connection with or consequent to inpatient care (i.e., an overnight stay in a hospital, hospice or residential medical care facility); B. any period of incapacity requiring absence from work, school or other regular daily activities of more than three (3) consecutive calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves: (1) treatment two (2) or more times by a health care provider within thirty (30) days of the first day of incapacity (unless extenuating circumstances exist); or. The University pays the premium for Long-Term Disability insurance. The employee is not required to pay more than the employee share, if any, for such coverage. Act in a professional manner concerning confidentiality of university and/or student records. Convictions and the existence of pending criminal proceedings (a “Criminal Record”) disclosed or discovered through these background checks may influence the hiring of an individual who has been conditionally offered employment (or the continuation of a current employee) when the facts related to the criminal activity reasonably bring into question whether the individual can be relied upon to safely and honestly perform his or her job duties. For a full explanation of the policy, refer to Pace University Appropriate Use Policy for Information Technology. Exceptions exist for GA’s who have been authorized for “practical or academic training”. Furthermore, the hotline is not designed to capture reports related to academic matters such as grading and academic integrity. Step 1 To request a reasonable accommodation, a faculty or staff member with a disability should first contact their campus Employee & Labor Relations Manager. 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Of March 1, 2021 through June 30th schedule methods to protect confidential information States citizens, residents!

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