Today, most of the world. Why was minimum wage. Watch breaking news videos, viral videos and original video clips on CNN.com. 1.1 Mission Statement. The mission of the University Corporation is to provide services and solutions that address the needs of California State University. Four CA Regional Agritourism Summits in February & March. The University of California Small Farm Program and UC Cooperative Extension advisors in four California. INTRODUCTIONWelcome to The University Corporation (TUC)! It is a pleasure to welcome you to TUC. We wish you every success here. TUC (formerly the California State University Foundation, Northridge) was established in 1. San Fernando Valley State College separated from California State College at Los Angeles to become California State University, Northridge (the 'University'). An independent auxiliary, TUC serves the University by engaging in activities that further its educational mission, foster excellence in its programs, and help implement its goals. TUC's main activities include: The Matador Bookstore. TUC's primary retail operation provides textbooks, general books, supplies and CSUN gifts and clothing to the University community. The bookstore is managed by Follett Higher Education Group, one of the country's leading college retailers. Food Services. Corporation Foodservices provides convenient, reasonably- priced meals at various locations throughout campus. Our food units include such popular franchises as Burger King, Subway, Juice It Up, Panda Express, and El Pollo Loco. Real Estate- Faculty/Staff Housing. TUC leases to faculty/staff 3. College Court Townhomes units near campus. Through its Real Estate Fund, TUC makes strategic real estate purchases for the University's long- term needs. TUC owns University House, the official residence of the University President as well as real estate adjacent to campus. Sponsored Programs. Federal, state and other research grants awarded to faculty or staff, as well as contracts and community- oriented programs are administered by TUC. Investments. TUC maintains a significant investment portfolio, a portion of which is managed by CSUN Finance students. Endowments. UC endowments provide grants for faculty research, student research, and innovative teaching development. TUC provides scholarships for CSUN students and textbook discounts to many University scholarship recipients. We believe that every employee contributes directly to TUC's growth and success. We hope you will take pride in being part of our team and that you find working at TUC rewarding. Rick Evans, Executive Directorback to top. Please read it carefully and keep it for future reference. This Handbook is not intended to create a contract of employment, express or implied, or to modify the rights of TUC and you to terminate employment at will at any time for any reason. This Handbook replaces all prior handbooks, manuals, and policies. This Handbook cannot answer every question, anticipate every situation, or set forth every TUC policy. Owing to ongoing changes in applicable governmental regulations and the needs of our organization to retain necessary operational flexibility in the administration of policies and procedures, TUC reserves the right to modify, rescind, delete, or add to any of the provisions of this Handbook, except for the policy of at- will employment. Your immediate supervisor will be a major source of information, although we also encourage you to seek clarification of any policy or procedure by discussing it with your supervisor, or with the Human Resources Manager. We welcome your interest and we will do our best to give you a prompt response. EMPLOYMENT RELATIONSHIP2. Equal Employment Opportunity. TUC is committed to a policy of equal employment opportunity with regard to an individual's race, color, creed, sex, gender, religion, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, and sexual orientation. TUC's policy of equal employment opportunity applies to all employees and applicants for employment, and it applies to all aspects of employment, including recruitment, hiring, training, compensation, benefits, promotion, transfer, reassignment, discipline and termination. It is the duty of every employee to help maintain a work environment that promotes these policies. With regard to qualified individuals with a physical or mental disability, TUC will make reasonable accommodations for the known physical or mental limitations of a qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation to perform the essential functions of the job should contact the Human Resources Manager and request such an accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. TUC then will conduct an investigation to identify the barriers that interfere with the equal opportunity of the applicant or employee to perform his or her job. TUC will identify possible accommodations, if any, that will help eliminate the limitation. If the accommodation is reasonable and will not impose an undue hardship, TUC will endeavor to make the accommodation. If you have a question or a concern about discrimination in the workplace, you should bring your concerns to the attention of your supervisor, the Human Resources Manager, or the Executive Director. You may raise such concerns without fear of reprisal. Pink Shares Gym Selfie, Says She's 'Obese' by 'Regular Standards': 'Stay Off That Scale, Ladies!'.Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. Harassment Prohibited. TUC is committed to providing a work and educational environment that is free of sexual harassment, as well as other unlawful harassment based on such factors as race, color, creed, sex, gender, religion, veteran status, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, gender identity,gender expression and sexual orientation. In keeping with this commitment, TUC maintains a strict policy that prohibits unlawful harassment of employees by managers, supervisors, co- workers, interns, or volunteers, and unlawful harassment of students by any TUC employee. Visitors to the campus, and workers employed by the University, by other auxiliaries, or by other public or private organizations engaged in business with TUC, are expected to comply with this policy. The purpose of this policy is to: (1) familiarize TUC employees with the definition of unlawful harassment and the forms it can take; (2) confirm that unlawful harassment will not be tolerated and is contrary to the standards of conduct expected and required of TUC employees; and (3) make clear that employees who engage in unlawful harassment are subject to possible disciplinary action which may include discharge. TUC also provides regular training to its supervisors and managers regarding this policy. Definition of Harassment. For the purposes of this policy, unlawful harassment means harassment on the job that is in fact prohibited by provisions of state or federal law applicable to TUC at the time the harassment occurs. Subject to this general definition, unlawful harassment may include unwelcome verbal, physical or visual conduct that unreasonably interferes with an employee's or student's performance or that creates an intimidating, offensive or hostile working or educational environment. This may occur where: Submission to the conduct is explicitly or implicitly made a term or condition of an individual's employment or education. Submission to or rejection of the conduct by the individual is used as the basis of employment or educational decisions affecting the individual. The conduct has the purpose or effect of having a negative impact upon the individual's work performance or of creating an intimidating, hostile or offensive work or educational environment. Under most circumstances, harassment refers to the type of conduct that is pervasive, repetitive, and that is sufficiently severe to alter the conditions of an employee's employment or a student's education or employment. A model (from Middle French modelle) is a person with a role either to promote, display, or advertise commercial products (notably fashion clothing) or to serve as a. The first California Fitness club was established in 1996 in the business district of Hong Kong near Lan Kwai Fong. There are 16 clubs in Hong Kong, Singapore and China. Find internships and employment opportunities in the largest internship marketplace. Search paid internships and part time jobs to help start your career. It also may refer to a single incident that is sufficiently outrageous or harmful, in and of its self, that it substantially alters the conditions of an employee's employment or interferes with that individual's ability to perform job related responsibilities. Employees should not confuse harassment with supervision. Supervisors have the right and responsibility to define the job that they want an employee to perform, as well as the manner in which an employee must perform that job. Thus, close supervision of an employee (which includes, but is not limited to counseling and warnings about job performance, inappropriate conduct, or other performance issues) is not considered to be an example of unlawful harassment. Examples of Harassment. Harassment may take many forms and will vary with the particular circumstances. Examples of unlawful sexual harassment prohibited by this policy may include, but are not limited to, the following: unwanted flirtations, advances and/or propositions of a sexual nature; deprecating remarks, insults, humor, jokes and/or anecdotes that belittle or demean an individual's body or clothing; unwelcome and/or offensive displays of sexually suggestive objects or pictures; unwelcome and offensive touching, such as patting, pinching, hugging or intentional brushing against an individual's body; sexual assault; and/or suggestions that submission to or rejection of sexual advances will affect decisions regarding such matters as an individual's work assignments, status, salary, benefits or other terms or conditions of employment. Conduct that is part of a consensual relationship is not considered harassment. Nevertheless, a prior consensual relationship does not permit subsequent unwelcome or unwanted harassment. Reporting and Complaint Procedure. Employees and students are encouraged to report incidents of inappropriate or unwelcome conduct whenever it occurs, and are not required to wait for the conduct to be repeated or to worsen.
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