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Purpose of Handbook
This handbook provides in a brief , readable form the policies
and benefits of the Board of Regents applicable to employees in
the University System of Georgia and Armstrong Atlantic State
University.
Interpretations and enforcement of policies
in the handbook shall be made by the vice president for business
and finance and/or the director of human resources of Armstrong
Atlantic State University. These policies are subject to review
and change by the Board of Regents and the administration of the
university.
This handbook is prepared for the convenience
of employees and is not an official publication of the Board of
Regents of the University System of Georgia. In case of any divergence
from or conflict with the Bylaws or Policies of the Board of Regents,
the official Bylaws and Policies of the Board of Regents shall
prevail. An institutional or Board of Regents policy or procedure
shall override any departmental policy or procedure which conflicts
with those outlined in this handbook.
Any questions should be directed to your
supervisor or the Human Resources Department which is located
in the Human Resources Annex.
To Whom Does This Handbook Apply?
The information contained in this handbook applies to all classified
employees working one-half time or more. A classified employee
is one who is not identified as a member of the faculty or a student
employee. There are two categories of classified personnel. They
are as follows:
Professional and Administrative Personnel
(Exempt):
All employees who are exempt from the Federal Wage-Hour provisions
of the Fair Labor Standards Act because of their professional
or administrative responsibilities and who are not identified
as faculty or graduate assistants shall be designated as professional
and administrative personnel.
Staff (Non-Exempt):
All employees who are not exempt from the provisions of the Fair
Labor Standards Act shall be designated as staff.
The Human Resources Department
The Human Resources Department functions to serve the best interests
of both the employees and Armstrong Atlantic State University.
The director of human resources and the human resources staff
are responsible for implementing university personnel policies,
recruiting, position classification, wage and salary administration,
orientation, training, employee records, and staff benefits. If
you need information or guidance, please contact the Human Resources
Department for assistance.
History of the University
Armstrong Atlantic State University was founded in 1935 as Armstrong
Junior College to enhance educational opportunities in the community.
The city-supported college was housed in the historic Armstrong
House, a gift to the city from the family of George F. Armstrong.
Over the years, the college occupied eight additional buildings
in the Forsyth Park and Monterey Square areas. Armstrong Junior
College of Savannah became a two-year unit of the University System
of Georgia in 1959, and in 1964 the Board of Regents conferred
four-year status on Armstrong State College. In January 1966,
the college moved to its present 250-acre site, a gift from the
Mills B. Lane Foundation and Donald Livingston. Additional buildings
joined the eight original structures as Armstrong added professional
and graduate programs and quadrupled in size. In 1996, the institution
gained university status and a new name: Armstrong Atlantic State
University.
The Armstrong Sports Center and University
Hall are the grandest and most recent additions to campus. Both
provide state-of-the-art facilities for students and faculty.
A $20 million science building and a new residence hall for 300
students are scheduled for completion by the year 2000.
Armstrong Atlantic State University offers
seventy-five academic programs and majors in the College of Arts
and Sciences, the College of Health Professions, the College of
Education, and the School of Graduate Studies. The AASU community
includes approximately 5,700 students and 250 faculty.
Armstrong Atlantic State University was
fully accredited as a senior institution by the Southern Association
of Colleges and Schools in December 1968, with accreditation retroactive
to January 1, 1968 and was last reaccredited in December 1992.
A substantive change to offer master's degrees was submitted and
approved in June 1996. AASU is accredited by the Commission on
Colleges of the Southern Association of Colleges and Schools to
award associate's, bachelor's, and master's degrees.
Mission Statement
Armstrong Atlantic State University was founded in 1935 as a city
college and continues to fulfill an urban mission, teaching a
diverse population of traditional and nontraditional students.
Throughout its history, Armstrong Atlantic has shared its creative,
scholarly, technical, and leadership expertise with individuals
and organizations throughout southeast Georgia. It is a designated
Regional Health Professions Education Center. Offering a broad
range of programs in arts and sciences, teacher education, health
professions, and graduate studies, Armstrong Atlantic provides
all students with a firm foundation in the liberal arts and anchors
its academic excellence in its baccalaureate and graduate programs.
Armstrong Atlantic State University shares
with other institutions in the University System of Georgia the
following common mission:
The mission of the University System of
Georgia is to contribute to the educational, cultural, economic,
and social advancement of Georgia by providing excellent undergraduate
general education and first-rate programs leading to associate,
baccalaureate, master's, professional, and doctoral degrees; by
pursuing leading edge basic and applied research, scholarly inquiry,
and creative endeavors; and by bringing these resources to bear
on the economic development of the state and the continuing education
of citizens through public service.
While the core teaching, research and scholarship,
and service functions differ by institutional type, the campus
life of every institution in the University System of Georgia
will be characterized by:
* a supportive campus climate, necessary
services, and leadership and development opportunities, all to
educate the whole person and meet the needs of students, faculty,
and staff;
* cultural, ethnic, racial, and gender diversity in the faculty,
staff, and student body, supported by practices and programs that
embody the ideals of an open, democratic, and global society;
* technology to advance educational purposes, including instructional
technology, student support service, and distance education;
* collaborative relationships with other University System of
Georgia institutions, state agencies, local schools and technical
institutes, and business and industry, sharing physical, human,
information, and other resources to expand and enhance programs
and services available to the citizens of Georgia.
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Armstrong Atlantic State University shares
with the other state universities of the University System of
Georgia the following core characteristics or purposes:
* a commitment to excellence and responsiveness
within a scope of influence defined by the needs of an area of
the state, and by particularly outstanding programs or distinctive
characteristics that have a magnet effect throughout the region
or state;
* a commitment to a teaching/learning environment, both inside
and outside the classroom, that sustains instructional excellence,
serves a diverse and university-prepared student body, promotes
high levels of student achievement, offers academic assistance,
and provides developmental studies programs for a limited student
cohort;
* a high quality general education program supporting a variety
of disciplinary, interdisciplinary, and profession academic programming
at the baccalaureate level, with selected master's and educational
specialist degrees, and selected associate degree programs based
on area need and/or inter-institutional collaborations;
* a commitment to public service, continuing education, technical
assistance, and economic development activities that address the
needs, improve the quality of life, and raise the educational
level within the university's scope of influence;
* a commitment to scholarly and creative work to enhance instructional
effectiveness and to encourage faculty scholarly pursuits, and
a commitment to applied research in selected areas of institutional
strength and area need.
Organization of the University
The organization of Armstrong Atlantic State University is outlined
in the campus organizational chart. The duties and responsibilities
of some of the main administrative officers are listed below.
The President
The president is the chief executive officer
of the university and is responsible for the efficient operation
of the university. The president operates the university according
to the policies and regulations issued by the Board of Regents.
He or she is the official medium for the communication to the
chancellor of all official matters pertaining to the university,
its faculty, its students, and its administration.
Some of the president's responsibilities
are to recommend to the Board of Regents, through the chancellor,
all appointments, or reappointments, of the administrative staff,
the faculty, and other instructional and non-instructional employees
including such items as salaries, professional rank, promotion,
etc., to prepare an annual report for the Board of Regents, and
to submit to the Board of Regents, through the chancellor, new
programs approved by the faculty and recommended by the president.
The president, with the help of appropriate
officials, prepares the annual budget of the university, confers
degrees upon and issue diplomas to those students who have successfully
completed the required programs and who are recommended to the
president by the faculty, and appoints special or standing committees
to advise the president in any problem at the university.
The president decides all questions of
interpretation of the university statutes and has veto power over
all decisions of the faculty, any university committee, or any
student organization.
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Vice President and Dean of Faculty
The vice president and dean of faculty
is the chief academic officer, responsible for the overall supervision
of the faculty and of the instructional programs at the university.
The vice president is second to the president in administrative
authority and acts for the president in the president's absence.
Some of the vice president's main responsibilities
and duties are to supervise the work of the academic deans, to
give continuing attention to matters of faculty scholarship, rank,
tenure, and salaries, to see that office, classroom, and laboratory
space and equipment are efficiently utilized, to keep and have
available detailed records for each faculty member, showing each
faculty member's training, experience, and record of service to
the university, to prepare and maintain a list of faculty publications,
special recognitions, appointment to important commissions, honorary
degrees, and other special distinctions received by faculty members.
to be the final authority, after consultation with the academic
deans, and approval of the president, on the scheduling of classes
and on the deletion or addition of classes, to process, after
consultation with the academic deans, all recommendations concerning
personnel matters affecting teaching faculty, to be responsible
for submitting to the president an annual report on academic activities
at the university, to be responsible for the coordination of all
off-campus programs and for all cooperative or joint ventures
with other colleges and universities, to be responsible for the
supervision of the library, the office of academic and enrollment
services, and the offices of information and instructional technology,
and to be responsible for the preparation of the budgets for instruction
and for the offices under the vice president's supervision for
submission to the president.
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Vice President for Business and Finance
The vice president for business and finance
is directly responsible to the president. The duties of the vice
president for business and finance include being responsible for
the business affairs of the university, subject to the jurisdiction
of the president, and to have custody and control of all its funds
and securities, being responsible for the physical property of
the university, responsibility for all accounting records and
procedures, the preparation and interpretation of all financial
reports, and the proper functioning of internal auditing procedures,
maintaining adequate records of all deeds, contracts, leases,
and other legal instruments or documents affecting the institution
or the titles of property under its jurisdiction, keeping proper
books of account setting forth the financial condition and transactions
of the university, examining all accounts, claims, and demands
against the university, receiving any and all funds paid to the
university from any source and provide receipt in the name of
the university. The vice president for business and finance is
authorized to sign checks against all funds deposited in the name
of the university.
The vice president for business and finance
is also responsible for employing all classified personnel, subject
to the jurisdiction of the president, for the maintenance of the
buildings and grounds, for the operation of the auxiliary enterprises
of the university and for making periodic reports to the president
concerning such operations, and for submitting to the president
an annual report concerning the activities of the office.
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Vice President for Student Affairs
The vice president for student affairs
reports directly to the president. Some of the duties of the vice
president for student affairs are to coordinate all student activities
and the university's nonacademic relations with students, to supervise
student orientation, counseling, institutional testing, placement,
health services, housing, PREP, minority affairs, and volunteer
and service learning, to be responsible for the student government
activities, fraternities and sororities, student social affairs,
and the overall supervision of all student organizations and publications,
to be responsible for student discipline and for initial disciplinary
action concerning students, including suspension and expulsion
for misconduct, to initiate, as needed, revisions of the Code
of Student Conduct and the Honor Code that govern the conduct
and discipline of student, to be responsible for general supervision
of the Student Conduct and Honor Courts, and to be responsible
for traffic control and supervision of the processing of traffic
violations.
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Vice President for External Affairs
The vice president for university advancement
is directly responsible to the president. The duties of the vice
president for external affairs are to promote and direct all development
activities of the university, to plan, organize, and implement
all fund raising activities, to maintain and enhance relations
with alumni, to direct and coordinate, in concert with the president,
external university programs concerned with alumni contributors,
to oversee the participation of the faculty and staff in the advancement
activities of the university, to hire, supervise, and evaluate
the personnel in the office of the vice president for university
advancement, to prepare a strategic plan and an annual budget
for the office, to advise the president on the university's relationship
with the public, and to serve as the university's liaison with
the AASU Foundation.
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Academic Deans
The academic deans are directly responsible
to the vice president. Under the direction of the vice president,
the deans' duties are to supervise the departments of the university
in their respective college or school, to work with the appropriate
department heads and departmental faculties in the development
of the university's curriculum, to be responsible for the recruitment
process for teaching faculty and department heads and for the
preparation of the instructional budget, to be responsible for
the supervision of the evaluation of instruction in the appropriate
departments, to submit an annual report of the academic activities
of the departments of the college or school, to explore with the
appropriate department heads ways in which the quality of instruction
in the college or school may be improved, to advise the vice president
in the preparation of the annual budget for programs of the college
or school, to insure that all teaching faculty members within
the college or school carry proper teaching loads and maintain
a satisfactory quality of work, to be responsible, after consultation
with the department heads, for submission to the vice president
of all recommendations concerning personnel matters affecting
teaching faculty, to supervise the scheduling of classes and the
deletion or addition of classes, subject to the final authority
of the vice president, to supervise the implementation of graduate
educational policies as they relate to graduate courses and degrees
offered by the college or school, to supervise graduate student
admissions and student compliance with respect to graduate degree
requirements for those graduate programs within the college or
school, and to work with the appropriate faculties and academic
officials in the development of graduate curricula at the university.
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Affirmative Action
Armstrong Atlantic State University is an equal employment opportunity/affirmative
action institution. In accordance with the policy of the Board
of Regents and the institution's official affirmative action policy,
there shall be no discrimination based upon race, color, sex,
religion, creed, national origin, age, or handicap of employees
in their appointment, promotion, retention, renumeration, or any
other condition of employment. Any questions or assistance with
affirmative action should be directed to the director of human
resources, who also serves as the affirmative action officer for
the university.
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Americans with Disabilities Act
The Americans with Disabilities Act of 1990 prohibits discrimination
against individuals with disabilities in employment, public services,
public accommodations, and telecommunications. Employees may self-identify
any qualified disability as defined under ADA for which assistance
is needed in carrying out their assigned duties. Individuals with
disabilities are defined under ADA as persons who either have
or are regarded as having a record of a physical or mental impairment
that substantially limits one more major life activities. AASU
will make every effort possible to accommodate any employees needing
assistance within the definitions of the law.
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YOU AND YOUR JOB
The Employee
Armstrong Atlantic State University recognizes that its employees
are important, and fairness to all determines the relationship
of the university to its personnel.
University policy is to employ those persons
who are best qualified based on ability, skill, experience, training,
character, and physical condition, regardless of race, color,
sex, or creed. The university provides working conditions, salaries,
and benefits that will attract and retain competent employees.
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Types of Employment
There are two types of employment: regular and temporary. A regular
employee is employed continuously for more than six months. A
temporary employee is employed for a period no longer than six
months under Board of Regents policy provisions.
Temporary employees may be reappointed
at the end of their period of employment for another period of
not more than six months. Such a reappointment, however, will
not automatically change the status of the employee from temporary
to regular. When the status of an employee is changed from temporary
to regular, the employee will be notified by the appropriate department
head and the Human Resources Department. All graduate assistants,
student assistants, and casual laborers shall be classified as
temporary.
Certain benefits contained in this handbook
are not applicable to employees classified as temporary.
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Conditions of Employment
Prior to starting work at Armstrong Atlantic State University
all new employees must complete the following before their paychecks
can be processed:
* The State of Georgia requires all employees
to complete a Security Questionnaire/Loyalty Oath to be retained
in the permanent files of the university;
* Federal and Georgia tax withholding forms;
* Where applicable, application for Teachers Retirement system
of Georgia and other optional benefit forms;
* In compliance with the Federal Immigration Reform and control
Act, all persons accepting employment must provide proof of identity
and employment eligibility by providing specific documents requested.
Failure to do so may result in termination of employment.
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Employment of Relatives
No individual shall be employed in a department or unit under
the supervision of a relative who has or may have a direct effect
on the individual's progress, performance, salary, or welfare.
Provisional/Probationary Appointments
All regular classified employees, with the exception of public
safety officers pending training, are required to serve the first
six months of employment on a provisional basis. If the work of
the employee is satisfactory, employment will be continued. Should
the work not be satisfactory, the employee will be notified in
writing at any time prior to the completion of the six-month provisional
period and the employee may be terminated at that time without
right of appeal.
Transfers to other positions are not made
during the provisional period. Temporary employees hired into
regular positions are considered new employees and will serve
a six-month probationary period beginning with the first work
day of regular employment.
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Fair Labor Standards Act
All non-exempt staff employees are covered by the provisions of
this act which, in part, establishes a minimum hourly wage and
requires the payment of overtime for work suffered in excess of
forty hours per week at a rate not less than one and one-half
times the employee's regular hourly rate of pay. Overtime will
not be paid until the employee has physically worked forty hours
in one week, not including holiday, vacation, or sick leave.
For the purposes of calculating a forty-hour
work week, the week begins at 12:01 A.M. Sunday and ends at midnight
the following Saturday.
Should any employee be required to work
beyond the normal eight-hour day, the direct supervisor may make
provisions for comparable time off to compensate for the overtime
within that forty-hour work week. If that is not possible, then
such overtime will be recorded on the time records and paid as
overtime in accordance with FLSA provisions. Compensatory time
is not allowed.
This act also provides that employees of
one sex must not be paid wages at rates lower than those paid
employees of the other sex for equal work on jobs requiring equal
skill, effort, and responsibility which are performed under similar
working conditions.
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Time Records
Employees subject to the provisions of the Fair Labor Standards
Act are required to keep a time record of the hours worked. Plant
operations employees will use time clock cards; other employees
will prepare handwritten bi-weekly time reports.
The timesheet should be completed in ink
and not have any strikeovers or whiteout. It should be checked
for completeness and accuracy and signed by the employee and supervisor.
Timesheets are due by noon on the last Friday of the pay period.
If the time sheets are not received by
the stated deadline, it is not possible to verify hours worked
for that period. In this case, the payroll check may be delayed
until the following pay period.
Payroll records are subject to audit and
will reflect actual time worked and leave taken. Any intentional
falsification of time records may be grounds for termination of
employment.
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Pay Plan
Armstrong Atlantic State University has adopted a formal pay plan
to provide fair and equitable compensation for its staff employees
on the basis of the prevailing job specifications set by the University
System of Georgia and the pay ranges presently in force throughout
the university. The primary aim of this program is to attract
and retain a high level of qualified employees and remain competitive
with pay practices in the community.
The plan pertains to those staff positions
not exempt from the provisions of the Fair Labor Standards Act
and is administered by the director of human resources in accordance
with FLSA, the Equal Employment Opportunities Commission, and
the affirmative action policies. This plan includes classification
titles, a specified pay grade, and a minimum, midpoint, and maximum
pay level for each classification.
Pay rates depend upon many factors, including:
knowledge, training, special skills, and the responsibilities
of the job. Constant effort is made to maintain a fair wage or
salary range for each job and an equitable relationship between
the ranges of the job. Wage and salary adjustments are made annually
based on performance and the availability of funds for the university.
Performance Evaluations
The University System of Georgia requires that each employee be
evaluated on total performance at least once every twelve months.
The evaluation is completed by the employee's immediate supervisor,
and the employee is provided with a copy. The evaluation will
include results achieved in the job as well as performance of
specific job duties and responsibilities. The performance evaluation
is one of the factors in the pay for performance plan utilized
in determining annual salary increases.
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Promotions
Regular employees, after completing the provisional period of
employment, will be eligible for promotion to a higher position
within the university. Salary advancements and promotions are
based on merit. Whenever practical, vacancies are filled by the
promotion of present employees. A promotion is the shift of an
employee from one position to another having more responsible
duties or involving more skill (higher classification). To be
promoted, an employee must meet the qualifications required by
the new position. The Human Resources Department will provide
information concerning available openings to all eligible employees.
Notices of vacancies will be mailed individually or announced
in the campus newsletter, whichever is most expeditious.
Promotional increases are contingent upon
the availability of funds, and with the approval of the appropriate
supervisor and the director of human resources. Promotional increases
must be managed within the established salary budget. It is important
to note that almost every promotion is unique and factors affecting
them will vary. Common factors to consider are:
* number of salary levels promoted
* salaries of current employees in the same or closely related
positions
When an employee's present job is reclassified
to a higher grade level, the employee shall be eligible for a
promotional increase at the next authorized salary adjustment
date or upon special approval by the vice president. At that time,
the affected employee must be brought to at least the minimum
of the new range.
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Transfers
A transfer is a shift of an employee from one position to another
in the university. It may be in the same classification or to
one with comparable skills and in the same pay grade. It may also
be a promotion based on experience, ability, or training. It is
based on a mutual agreement between appropriate supervisors and
staff. Transfers are not made during the provisional period of
employment.
Upon movement of an employee among institutions
of the university system, accumulated sick leave, retirement,
and other applicable benefits and service continuity will be transferred
if there is no actual break in service. Use or transfer of accrued
vacation leave will be based upon mutual agreement of the institutions
involved and in accordance with Board of Regents policies. Employees
transferring to AASU who have more than twenty days of accrued
vacation leave at another university system institution may request
their departing institution to either transfer the total accrued
leave not to exceed forty-five days or make payment for accrued
vacation leave greater than twenty days, but not exceeding twenty-five
days.
Changes in Status
It is the employee's responsibility to notify the Human Resources
Department of changes in name, address, telephone number, tax
exemptions, etc. and to keep information current in the personnel
record at all times. It is vital that an emergency contact be
maintained in the personnel file in the event of an accident or
injury to the employee during working hours.
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Resignations
Employees who resign for any reason should give their supervisor
and the director of human resources as much notice as possible.
Minimum notice is two weeks, but a longer or shorter period of
time may be agreed upon in writing between the supervisor and
the employee. An employee who resigns with proper notice is entitled
to all benefits due.
Exit Interview
All regular employees who are terminating their employment must
participate in an exit interview conducted by the Human Resources
Department. At that time, employees will receive all pertinent
information regarding their separation, complete all necessary
paperwork, and return any identification cards, keys, or other
institutional property to the university. This interview will
also give employees an opportunity to express their feelings about
their employment experience at Armstrong Atlantic.
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Grievance Procedure
In the day-to-day operation of any area or department, problems
and misunderstandings sometimes occur. While consideration, cooperation,
and common sense can resolve most of these situations, a few require
special attention.
A grievance is defined as any formal complaint
registered by the employee expressing dissatisfaction with working
conditions, disciplinary actions, or alleged discriminations with
regard to race, sex, age, religion, national origin, or handicap
for any condition of employment. The grievance procedure is applicable
to those classified employees who have completed their provisional
work period of six months.
Armstrong Atlantic State University has
established a formal grievance procedure. If employees believe
that they have a legitimate complaint, they should feel free to
discuss it with their supervisor. If that does not prove satisfactory,
the normal procedure is to discuss the problem with their department
head then the director of human resources.
An impartial Board of Review will be appointed
to hear appeals from regular employees when their grievances cannot
be resolved through normal administrative channels of the university.
The recommendation of the Board of Review will be forwarded to
the president for final decision. If this does not meet the satisfaction
of the employee, he or she may file an appeal, in writing, to
the Board of Regents within twenty days following the president's
decision.
Classified employees terminated prior to
completion of the six months provisional period do not have the
right to appeal.
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Dismissal, Demotion, or Suspension
Dismissal, demotion, or suspension of classified employees may
be effected by the employee's immediate supervisor when the supervisor
determines that the employee's performance of duty or personal
conduct is unsatisfactory.
The employee shall be informed in writing
of the reasons for the action taken (except during the six-month
probationary period) and granted a reasonable opportunity (not
less than five working days) to respond to the next highest authority
prior to the effective date of action; provided however, that
under emergency circumstances when immediate action is necessary,
the employee may be forthwith dismissed, demoted or suspended,
with or without pay, by the immediate supervisor, pending a review
by the next highest authority.
Any such employee shall also be entitled
to the procedural protections of a hearing before a Board of Review
convened pursuant to Section II-K (Appeals) of the Board of Regents
Policy Manual upon request made within fifteen working days following
the adverse personnel decision of the immediate supervisor, provided
that the Board of Review hearing may take place either before
or after the effective date of the personnel decision in question.
Any employee who has been dismissed or
suspended without pay and is later reinstated shall be entitled
to recover back pay unless the president or his designee determines
otherwise.
Georgia is an employment-at-will state.
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Deductions from Salary
There are certain amounts that, by law, must be deducted or withheld
from your paycheck. Among these may be federal or state income
tax, Social Security/Medicare taxes, and applicable retirement
contributions. All deductions will be explained during orientation.
Employees eligible for benefits may elect
certain benefits offered by the university in the form of insurance,
tax-sheltered annuities, credit union, various charities, and
direct deposit of your payroll check. These benefits will be explained
to employees during an extensive orientation and are subject to
change as the institution deems necessary.
Orientation
A major responsibility of the supervisor is to provide orientation
of the job to each new employee. This means explaining the nature
of the job to be done and the usual work methods. New employees
shall be responsible for reading and familiarizing themselves
with the contents of this handbook.
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Working Conditions
One of the most important aspects of employment to both the employee
and the employer is working conditions. The university makes every
effort to provide an atmosphere that is good for individual development
and job enrichment.
In general, the policy in this area is
one of common courtesy and understanding. The university must
always strive to understand the needs of the employees and, likewise,
each employee should realize the role he or she plays in the overall
goals of the university.
All policies have been established to create
a cooperative working environment for both the university and
the employee.
Breaks
If the work situation permits, a supervisor may authorize two
fifteen-minute breaks, one in mid-morning and one in mid-afternoon.
Care should always be taken to see that all work assignments are
covered. Such breaks are not mandatory and are a benefit subject
to departmental and the supervisor's needs. An employee may not
forego breaks to accumulate extra time off.
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Workweek
A minimum work week of forty hours is observed by all full-time
staff employees. The requirements of the various operations of
the university are highly diverse and different work schedules
may be adopted to meet these needs. The schedules for a given
department are established by that department head, subject to
the approval of the administrative officer. Most offices shall
be open from 8:15 a.m. to 5:00 p.m., Monday through Friday and,
as required by some departments, in the evening and weekends.
This schedule may differ in some departments, but only by mutual
agreement between the employee and supervisor. Lunch periods will
be forty-five minutes depending on the individual department,
while ensuring the forty-hour workweek.
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Attendance
All employees are advised of their work hours when they accept
employment at the university. For the university to maintain a
smooth and consistent operation, employees must be conscientious
in all areas of their work. For this reason, each employee must
report to work at the designated time and remain on duty in accordance
with the schedule.
Employees or their representatives must
notify their supervisor when, in the event of an emergency, they
are unable to report to work. Prompt notification is essential.
If for some reason the supervisor cannot be reached, a call should
be placed to the Human Resources Department.
Excessive absenteeism or tardiness or failure
to report the reason for absenteeism affects promotions and can
eventually result in termination of employment.
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Paydays
Paychecks (or pay advices) for exempt personnel are issued on
the last working day of each month. Non-exempt personnel are paid
every other Friday. Any alterations to this schedule that may
be required due to holidays or shutdown periods will be communicated
by the Human Resources Department or the Payroll/Business Office.
Checks are to be picked up in the Business Office. Upon receipt,
please review the information to make sure the proper deductions
have been made. If an error is found or there are questions, notify
the Human Resources Department immediately.
Units of the university system are authorized
to withhold paychecks or deduct from paychecks amounts owed by
employees for any fine, penalty, or other financial obligation
to the institution.
Direct Deposit
The university does offer the benefit of direct deposit of pay
to banks and other financial institutions. Arrangements for this
may be made through the Human Resources Department.
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Safety
Employees are expected to perform their duties as safely as possible
to ensure the protection of themselves, their fellow workers,
and the general public, and to reduce the amount of time lost
through injuries or accidents. Unsafe conditions or practices
observed by an employee should be reported to the supervisor.
All personal injuries and accidents must
be reported to the Human Resources Department immediately so that
a First Report of Injury, as required by the Occupational Safety
and Health Administration, may be completed. Employees requiring
medical treatment for an injury on the job must check with the
Human Resources Department for directions on where to receive
treatment. Deviation from the approved Workers Compensation Panel
of Physicians may result in non-payment of the claim by the Department
of Administrative Services.
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Employee Travel
Travel by employees on official business is covered by regulations
relating to reimbursement for reasonable and necessary expenses.
Employees required to make official trips should understand the
regulations by consulting with their supervisor and/or the director
of business services. Tax-exempt forms for hotel/motel excise
taxes are also provided for employees on official business by
contacting the director of business services.
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GENERAL WORK RULES
Behavior on the Job
Besides being on time and observing safety rules, here are some
other suggestions for making employment at Armstrong Atlantic
State University pleasant.
Courtesy
One of the most important parts of a job is to be courteous at
all times to everyone whether in face-to-face contact, by telephone,
by letter, or any other electronic media. Proper behavior includes
promptness, efficiency, cooperation, and impartial treatment of
faculty, students, the public, and fellow employees. It also includes
recognition of lines of authority and a friendly attitude toward
co-workers.
Appearance
Employees of Armstrong Atlantic State University will probably
meet the public in connection with their duties. They will also
meet people on off-duty hours who know they are employed at the
university. Remember, actions and appearance can influence other
people's perception of the university.
Employees should dress appropriately for
their position. Be neat, clean, and well-groomed at all times.
By having these qualities, employees will make a favorable impression
on those they meet and serve in the performance of their duties.
What is fashionable is not always appropriate for the workplace.
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Social Life
Social events should be planned and discussed at times other than
during working hours.
Telephone, Equipment, and Software Utilization
Prompt, courteous answers to telephone calls are very important.
Telephone manners can make or lose friends on or off campus. University
telephone lines must be kept clear for business use. Incoming
and outgoing personal calls are discouraged, and should be limited
to emergencies only. Personal long distance calls may not be charged
to the university, as this constitutes a misuse of state funds.
Other university equipment, such as fax machines and e-mail are
also for university business only. Employees are reminded to use
their university assigned electronic mail account responsibly
and in compliance with state and federal laws and university policies
and procedures. All employees shall use software only in accordance
with AASU's license agreement. Any duplication of copyrighted
software is a violation of federal law and AASU policy. Questions
regarding software policies for the university may be directed
to the Office of Computer and Information Services.
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Confidential Information
In the performance of their duties, some employees must deal with
confidential information. Such information should not be discussed
or made available to anyone until it has been approved for release
by proper authority. Certain university records are strictly confidential.
Georgia's Open Records Act
As an employee of Armstrong Atlantic State University, you should
know that certain information maintained by the institution about
you and your employment record is considered to be a matter of
public record and is subject to the Open Records Act of the State
of Georgia. This means that any citizen of Georgia may request
access to certain information contained in your personnel file
without your knowledge or consent. Open records requests are filed
with the Custodian of Open Records. Although some information
is excluded by law and cannot be accessed under provisions of
the Open Records Act, your employment and salary history and performance
evaluations are among the material that may be available for review.
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Public Employee Hazardous Chemical
Protection and Right to Know
The State of Georgia has enacted legislation to protect employees
from the dangers of hazardous chemicals which may be encountered
in the workplace. Armstrong Atlantic State University has developed
a plan to assure that employees receive training and information
about hazardous chemicals present in their workplace. The university
offers basic training to all new employees, and those employees
whose jobs involve the handling of such materials must receive
additional training in the safe use, storage, and disposal of
any chemicals they use. Plant operations employs an environmental
services and safety coordinator to assist in compliance with this
policy.
Children in the Workplace
As a place of employment, Armstrong Atlantic State University
is an inappropriate environment for children. Because of the possible
disruption of business and for liability reasons, employees are
not permitted to have children and infants at the workplace during
normal working hours.
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Economy
Employees of Armstrong Atlantic State University have a responsibility
to hold costs of operation down. University property should be
given the same care as one's personal property. Supplies should
not be wasted simply because they may appear to be plentiful.
Office equipment lasts longer and performs better if given proper
care and kept covered when not in use. Employees are not permitted
to use university supplies and equipment for personal reasons.
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Disruptive Behavior
While supporting freedom of expression and peaceful dissent, the
university, in the interest of orderly operation and preservation
of an environment favorable to productive study, has adopted a
policy prohibiting disruptive behavior on the part of any student,
faculty member, administrator, or employee.
Armstrong Atlantic State University expects
its employees to be productive. It also expects people to follow
not only the published rules and regulations but also accepted
customs and standards of courtesy, conduct, and cooperation.
The following are examples of actions that
can result in disciplinary action or discharge:
* Insubordination
* Theft
* Discourteous behavior
* Entering an unauthorized area at any time
* Wasting materials
* Willful violation of safety regulations
* Continued failure to perform assigned duties
* Negligence
* Falsifying records, reports, or information
* Intoxication or drinking on the job
* Failure to report an employee's absence or reason for absence
* Habitual absence or tardiness
* Unauthorized absence from assigned work area
* Interfering with work performance of another employee
* Willful damaging of equipment or property
* Gambling
* Sleeping while on duty
* Drug-related charges
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Drug Free Schools and Communities Act
Armstrong Atlantic State University, as any other educational
institution, has a clear responsibility to its students, their
parents, and its employees. This involves providing the very best
academic atmosphere for the students and a wholesome working environment
for the employees.
Any element which may hinder the efforts
to carry out these responsibilities cannot be tolerated. Employees
involved with drugs pose such a hindrance. Therefore, employees
should realize that drug-related convictions could lead to termination
of employment.
Armstrong Atlantic State University also
abides by terms and provisions <= BR> of the Drug Free Schools
and Communities Act Amendments of 1989. This policy provides that
an employee must notify the director of human resources of any
drug statute conviction for a violation no later than five calendar
days after such conviction. A copy of the complete policy is available
in the human resources department and is provided during the employee's
orientation session.
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Purchase of Goods and Services: Use
of University Property
Employees of Armstrong Atlantic State University are not allowed
to purchase goods or services for personal use through university
channels. Nor shall any employee permit any university property
to be removed from the campus for private use.
The Office of Business Services will handle
all purchasing and receiving of merchandise for the university.
Requisitions for supplies and equipment should be submitted well
in advance of need to the director of business services. The Office
of Business Services is the only authorized purchasing agent for
the university. Unauthorized purchases or receipt of items for
the university may result in the person making such purchases
or accepting items having to pay for them. Disciplinary action
may result for any employee who fails to abide by these regulations.
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Mail Services
The university mail room is for the incoming and outgoing correspondence
of the institution and is not to be used for personal mail delivery
in lieu of a home address. Any personal mail sent through the
university facilities must have a postage stamp attached. Personal
packages are not to be routinely routed through central stores
either for delivery or mailing.
Gifts and Gratuities
No official or employee of Armstrong Atlantic State University
may accept gratuities, courtesies, or gifts in any form whatsoever
from any person or persons, corporations, or associations that
directly or indirectly, may seek to use the connection for consideration
of any commercial commodity, process, or undertaking.
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Issuance of Keys
If it is determined that keys are needed in the performance of
a job, they will be issued by plant operations. Lost keys should
be reported immediately to the director of plant operations. Terminating
employees must turn in all keys to plant operations. Failure to
do so may result in a delay of final payment of wages.
Garnishments and Other Legally Mandated
Deductions
Armstrong Atlantic State University considers the acceptance and
settlement of just and honest debts to be a mark of personal responsibility.
Failure to meet personal financial obligation causes discredit
to the university. The university is required by law to accept
and process garnishments served by officials of a court of law.
However, repeated instances of default in payment by the employee
after appropriate counseling shall be considered sufficient grounds
for disciplinary action, to and including termination.
Other mandated payments such as child support,
tax levies, educational loans, etc. may be deducted from an employee's
salary upon receipt of official notice from the appropriate agency.
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Political Activities
As an individual, each employee of Armstrong Atlantic State University
retains all rights and obligations of citizenship provided in
the Constitution and Laws of the United States. However, no employee
of Armstrong Atlantic State University shall hold or be a candidate
for public or political elective office at the state or federal
level while in the employ of Armstrong Atlantic State University,
or take an active part in a political campaign while on duty to
perform services for which he or she receives compensation from
Armstrong Atlantic State University.
Conflicts of Interest
An employee of Armstrong Atlantic State University should avoid
actual or apparent conflicts of interest between their obligations
and outside activities.
State law also requires employees and family
members to report any business transactions with the state each
calendar year. Business transactions do not have to be reported
when the amount of each transaction is less than $250 and the
aggregate of all such transactions does not exceed $9,000for the
calendar year. This includes consulting or other services provided
to state agencies for which an employee is compensated through
the AASU payroll.
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Automobile Registration and Parking
All employees of the university are required to register their
cars with the Department of Public Safety and to display a current
decal. Those failing to do so will subject themselves to a fine.
Parking is permitted in areas marked Faculty and in the open parking
areas.
Identification Cards
These cards are available for all regular employees of the institution
and are processed through the Human Resources Department and the
Office of Student Activities. These cards may be used for admission
to certain events, for use of some university facilities, and
may be honored at selected businesses for discount purposes. These
cards must be surrendered to the Human Resources Department upon
termination of employment.
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Harassment
It is the policy of this university that all employees shall have
the opportunity to work in an atmosphere and environment free
from any form of harassment or retaliation based on race, color,
religion, gender, sex, national origin, age, or disability. Such
forms of harassment or retaliation constitute discrimination under
various state and federal laws and will not be tolerated by the
university.
General
Harassment is defined as verbal or physical conduct that denigrates
or shows hostility or aversion toward an individual because of
their race, color, religion, gender, sex, national origin, age,
or disability or that of their relatives, friends, or associates,
and that:
* has the purpose or effect of creating
an intimidating, hostile or offensive working environment;
* has the purpose or effect of unreasonably interfering with an
individual's work performance;
* otherwise adversely affects an individual's employment opportunities
Examples of harassing conduct include,
but are not limited to, the following:
* Epithets, slurs, negative stereotyping,
or threatening, intimidating, or hostile acts that relate to race,
color, religion, gender, sex, national origin, age, or disability
* Written or graphic material that denigrates or shows hostility
or aversion toward an individual or group because of race, color,
religion, gender, sex, national origin, age, or disability and
that is placed on walls, bulletin boards, or elsewhere on university
premises or circulated in the workplace.
Sexual
* Making, as a condition of employment,
acceptance of unwelcome sexual advances or requests, requests
for sexual favors, or other verbal or physical conduct of a sexual
nature
* Making submission to or rejection of such conduct the basis
for employment decisions
* Creating an intimidating, offensive, or hostile work environment
by such conduct
The following are examples of sexual harassment:
* Verbal: sexual innuendo, suggestive
comments, insults, threats, jokes about gender-specific traits
or sexual propositions
* Non-verbal: suggestive or insulting noises, leering, whistling,
or obscene gestures
* Physical: touching, pinching, brushing the body, coercing sexual
intercourse, or assault
Employees who feel that they have suffered
any form of harassment or retaliation must immediately report
the alleged conduct to their supervisor or department head so
that a confidential investigation of the complaint can be undertaken.
Alternatively, the employee may report the alleged conduct to
the director of human resources/affirmative action officer. Further,
any employee who observes conduct by another employee which he
or she believes to be harassing, retaliatory, or discriminatory
must report such conduct as outlined above. All com-plaints of
harassment will be treated confidentially and will be investigated
promptly and thoroughly.
Any individual found by the university
to have harassed another employee will be subject to appropriate
disciplinary action ranging from a written warning in his or her
file up to and including termination. Retaliation or discrimination
against an employee for reporting or complaining about harassment
is prohibited and will result in disciplinary action up to and
including termination.
However, employees should realize that
false accusations of harassment can have serious effects on innocent
individuals. Making accusations which are known by the accusing
person to be false is a form of misconduct which will likely result
in serious impairment of the university's efforts to administer
this policy properly and effectively for the benefit of all employees.
Accordingly, such misconduct will result in disciplinary action
up to and including termination.
We trust that all university employees
will continue to act in a responsible and professional manner
to establish a pleasant environment free of discrimination and
harassment.
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Internal Investigations
All employees of the university shall cooperate to the fullest
extent possible in any internal investigation when directed to
do so by their immediate supervisor or other persons given investigative
authority by the president. Such cooperation may involve the use
of polygraph tests. Failure to cooperate shall be grounds for
adverse personnel action, including possible termination of employment.
Random Drug Testing of High-Risk Employees
Employees working in high-risk jobs on a regular basis are subject
to random drug testing for evidence of illegal drug use. This
includes campus law enforcement officers who regularly perform
high-risk work where inattention to duty or errors in judgment
while on duty will have a potential for significant risk of harm
to the employee, other employees, or the general public. Random
testing means a process by which the names of high-risk law enforcement
officers to be tested are chosen purely by lot. Testing will be
performed in accordance with the same regulations and procedures
as those prescribed by the State Merit System. Such testing shall
not, at any one time, be given to more than one officer of each
work shift who has been previously classified as a high-risk employee.
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EMPLOYEE BENEFITS
Holidays
The university observes twelve paid holidays each year for regular
employees working one-half time or more. Temporary employees will
not be paid for holidays. A schedule of holidays is published
each year by the university.
A terminating employee will not be paid
for any official holiday occurring after the last working day
of employment. A new employee will not be paid for any official
holidays occurring before the first day of employment. Any employee
on approved leave without pay will not be paid for an official
holiday. Holidays are in addition to annual leave (vacation) days.
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Vacation Leave
Regular employees working one-half time or more earn vacation
in accordance with the following schedule:
* One and one-fourth working days per
month (ten hours) for one to five years of continuous employment
* One and one-half working days per month (twelve hours) for five
to ten years of continuous employment
* One and three-fourths working days per month (fourteen hours)
for ten or more years of continuous employment
In all cases, a day of vacation will be
computed for purposes of pay and time off on the basis of the
employee's regular workday.
Regular employees who work one-half time
or more but less than full-time shall earn and accrue vacation
leave in a ratio equivalent to the percentage of hours worked.
A new bi-weekly (non-exempt) or terminating
employee must be physically at work for at least one full week
of the pay period in order to accrue vacation leave for that pay
period. A monthly (exempt) paid employee must be actively at work
on the fifteenth calendar day of the month to accrue vacation
leave for that month.
The maximum accrual of vacation time is
forty-five days. On December 31 of each year, each employee's
leave record will be adjusted to show not more than forty-five
days accrual.
The university reserves the right to require
that employees take vacation leave in conjunction with a holiday
shutdown period or an officially declared shutdown period. Employees
not having accrued vacation leave to cover such periods will be
charged leave without pay.
Any vacation time taken by employees must
be at times mutually acceptable to the employee and their supervisor.
All unused accrued vacation time (not to
exceed forty-five days) will be paid to the employee upon termination
of employment. Terminating employees will not accrue vacation
leave after the last day of their employment.
Temporary employees and regular employees
working less than one-half time do not earn vacation or sick leave.
No employee will be allowed to take leave
without pay unless all vacation leave has been exhausted.
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Sick Leave With Pay
Armstrong Atlantic State University has a sick leave policy which
allows salary to be continued for all regular employees who are
incapacitated by illness or injury. Employees should realize that
sick leave is a privilege. It is not meant to be used simply to
take additional time off the job. Abuse of this privilege is a
serious offense and will be considered just grounds for termination.
Employees should notify their supervisor
immediately if they are ill and unable to report to work. Employees
who fail to notify their supervisor might have the absence charged
against their vacation time or it might be considered as leave
without pay, depending upon the supervisor's recommendation. Employees
suspected of abusing the sick leave privilege may be required
to support each absence by a physician's statement prior to having
it charged to sick leave.
Regular employees who work one-half time
or more but less than full-time shall earn and accrue sick leave
in a ratio equivalent to the percentage of hours worked.
New or terminating monthly-paid (exempt)
employees must be actively at work on the fifteenth calendar day
of any month to accrue sick leave for that month. To accrue sick
leave for any pay period, a new or terminating bi-weekly (non-exempt)
employee must be actively at work for at least one full week of
the pay period. There is no maximum to the amount of sick leave
an employee may accumulate. Sick leave may be granted at the discretion
of the university and upon approval of the employee's immediate
supervisor for any of the following reasons:
* Illness or injury of the employee
* Medical and dental treatment or consultation
* Quarantine due to a contagious illness in the employee's household
* Illness, injury, or death in the employee's immediate family
requiring the employee's presence. In the event of death or illness
in the immediate family, sick leave with pay may not exceed three
working days. Immediate family is defined as mother, father, brother,
sister, spouse, son, daughter, in-laws of any of the foregoing,
and grandparents of the employee.
In all cases, a day of sick leave will
be computed for purposes of pay and time off on the basis of the
employee's regular workday.
If sick leave is claimed for a continuous
period in excess of one week (five actual working days), a physician's
statement may be required to permit further sick leave with pay.
When all accrued sick leave is exhausted, accrued vacation leave
will automatically be used in a continuous absence.
A terminating employee will not accumulate
sick leave or be entitled to receive paid sick leave after the
last working day of employment.
For those persons employed prior to October
1, 1970, a sick leave reserve has been established by the university
by computing maximum benefits under the previous university policy
and under the policy stated above and crediting the employee with
the benefits which work to his or her best advantage. Employees
in this category should check with the Human Resources Department
in the event of an extended illness.
HB 203 has provisions to allow any member
of Teachers Retirement System of Georgia who retires July 1, 1998
or after to establish unused sick leave as service credit under
TRS. Retiring employees must have at least sixty days of sick
leave accumulated on their retirement date. For each forty days
of sick leave accumulated and unused, a retiring employee will
receive credit for one month of service under TRS. Sick leave
credit can be used to qualify for retirement, but cannot be used
to become vested under TRS.
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Family Medical Leave Act (FMLA)
Any employee who has been employed on a one-half time basis or
greater for at least twelve consecutive months is eligible for
up to twelve weeks of family leave under conditions authorized
by the Family Medical Leave Act. Generally, FMLA leave is unpaid.
However, the employee may elect to utilize - or the institution
may require the employee to utilize - his/her accrued paid sick
leave and/or annual leave, as appropriate for such absences. Armstrong
Atlantic State University requires accrued paid leave to be utilized
for FMLA leave.
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Sick Leave Without Pay
Any regular employee unable to return to work after exhausting
all accumulated sick leave, vacation leave, and leave under the
Family Medical Leave Act, may request an extension of sick leave
without pay. Such sick leave without pay must be approved by the
employee's supervisor and the director of human resources. Approval
by the appropriate supervisor for such unpaid sick leave is required
and would allow the employee the right to elect continuation of
group insurance benefits with the institution continuing its share
of the cost. All other benefits are prohibited which would otherwise
accrue to the employee while on unpaid leave.
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Educational Leave Without Pay
The university may grant educational leave without pay to regular
employees for periods not to exceed one year at a time for the
purpose of encouraging professional development. Such approved
leave shall allow the employee the right to continue group insurance
benefits with the institution continuing its share of the cost.
Annual and sick leave do not accrue while on any leave without
pay.
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Military Leave With Pay
Ordered Military Duty: Ordered military duty shall mean any military
duty performed in the service of the state or the United States,
including but not limited to service schools conducted by the
armed forces of the United States. Such duty, performed for a
period or periods not exceeding a total of thirty days in any
one calendar year, shall be deemed ordered military duty regardless
of whether the orders are issued with the consent of the employee.
Leave of Absence: An employee who receives
orders for active military duty shall be entitled to absent himself
or herself from duties and shall be deemed to have a leave of
absence with pay for the period of such ordered military duty,
and while going to and returning from such duty, not to exceed
a total of eighteen work days in any one calendar year and not
exceeding eighteen work days in any one continuous period of absence
(as authorized by Georgia Law O.C.G.A. 382-279[e]). At the expiration
of the maximum paid leave time, continued absence by the employee
shall be considered as military leave without pay. The employee
shall be required to submit a copy of orders to active duty.
Emergency Leave of Absence: Notwithstanding
the foregoing leave limitation of eighteen days, in the event
the governor declares an emergency and orders an employee to state
active duty as a member of the National Guard, such employee while
performing such duty shall be paid his or her salary or other
compensation as an employee for a period not exceeding thirty
days in any one calendar year and not exceeding thirty days in
any one continuous period of such state active duty service.
Payment of Annual Leave: After an employee
has exhausted his or her paid military leave, an institution may
pay the employee for his or her accumulated vacation leave.
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Military Leave Without Pay
Periods of absence for military duty in the service of the state
or the United States of America for thirty days or more, but not
exceeding six calendar months, shall be treated as leave without
pay. No employee shall be entitled to absent himself or herself
in excess of a total of six months during any four-year period,
except in the case of declared emergency.
Military leave without pay shall be granted
when a regular employee voluntarily enlists, or is ordered to
active service with any branch of the armed forces of the United
States for the initial period of such service. Upon completion
of active service, such employees shall be restored to their former
position upon request, or, at the discretion of the university,
to one of similar status with all privileges of accumulated seniority,
salary increase, etc., provided:
* Discharge is under conditions other
than dishonorable
* Reinstatement is requested within ninety days after discharge
or separation from active duty
If as a result of military service, employees
are not physically or mentally qualified to perform the duties
of their former position or one of like status, the university
shall offer employment in a position at a level which their physical
or mental condition will permit them to perform at the established
rate of compensation for that position.
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Miscellaneous Leave
Court duty leave with pay shall be granted regular employees for
the purpose of serving on a jury or as a witness. Such leave shall
be granted upon presentation of official orders from the appropriate
court.
Voting
Employees of Armstrong Atlantic State University are encouraged
to exercise their constitutional right to vote in all federal,
state, and local elections. When normal working hours coincide
with voting hours, employees shall be granted leave as stipulated
by their immediate supervisor for the purpose of voting.
Selective Service and Military Physical
Examinations
Any regular employee required by federal law to take a Selective
Service or military physical examination shall be paid for any
time lost to take such an examination.
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Personal Leave of Absence
Upon the recommendation of the supervisor and at the discretion
of the president, the employee may be granted a personal leave
of absence without pay for periods not to exceed one year. Such
approved personal leave shall allow the employee the right to
elect to continue group insurance benefits.
Other Leave
In the event of inclement weather or any emergency, the president
of the university may declare leave with or without pay. Each
office will have a posted listing of persons to be contacted in
the event of a natural disaster and activity disruption.
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Teachers Retirement System of Georgia
Armstrong Atlantic State University staff (non-faculty) employees
are required to participate in the retirement system provided
for its employees by the University System of Georgia. The Teachers
Retirement System of Georgia was established by the General Assembly
of the State of Georgia and placed under the management of a Board
of Trustees for the purpose of providing retirement allowances
for teachers of Georgia.
As a condition of employment, all regular
employees who work one-half time or more, and are otherwise qualified,
are required to be members of the Teachers Retirement System of
Georgia. Membership is waived for any individual who has attained
age sixty and first became a teacher on or after July 1, 1987
-- or for persons attaining age sixty who have previously withdrawn
employee contributions from TRS and again entered the profession
on or after July 1, 1987.
The membership contribution rate is currently
five percent of gross salary paid. In addition to this contribution,
the university also contributes to the system on the employee's
behalf.
All employee contributions to the Teachers Retirement System are
tax deferred. Employees will be responsible for full tax liability
at any time the contributions are refunded due to IRS regulations.
Retirement benefits from the Teachers Retirement
System become available after completion of thirty years of service,
regardless of age, or after completing ten years of creditable
service and attainment of age sixty. Some provisions are available
for early retirement with specific penalties. Disability retirement
is available in certain circumstances according to TRS policies.
Employees transferring to another institution
of the university system or a public school in the state of Georgia
with no break in service time will transfer their creditable service
time and contributions paid to that school. Teachers Retirement
System regulations and provisions are available in the Human Resources
Department. Vested members of Employees Retirement System of Georgia
transferring to the university will have the option of continuing
their membership and contributions to ERS.
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Credit Union Membership
Armstrong Atlantic State University employees are eligible to
join the Savannah Federal Credit Union. Family members of each
eligible employee are also welcome to join the credit union. Such
membership is offered to the employees, but the university does
not regulate or decide policy for the credit union, which is operated
by a separate board of directors.
The credit union offers its members various
savings plans, checking account benefits, IRAs, and loan plans.
Detailed information on the benefits offered by the credit union
is available in the Human Resources Department.
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Tax-Sheltered Annuities
Employees may wish to participate in various tax-deferred annuity
programs wherein they invest a portion of their salary affording
a current tax benefit. Income invested in such programs is not
subject to federal taxes until it is withdrawn at a later date.
The university does not approve or disapprove
any plan or underwriting company. Proper investigation of each
program is the employee's responsibility. Further information
concerning tax-sheltered annuities may be obtained by contacting
an insurance representative. Choices are limited to those companies
presently having contracts with the university.
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Group Life Insurance
All regular, benefits-eligible employees of Armstrong Atlantic
State University are covered by life insurance with accidental
death and disability provisions. Each employee eligible for benefits
working one-half time or more will have $25,000 in basic life
insurance coverage with accidental death and disability provisions.
Such coverage is provided by the university at no expense to the
employee.
In addition, employees may purchase life
insurance on their dependents as provided by the plan and additional
(supplemental) life insurance for themselves.
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University System Health Benefits Plan
Armstrong Atlantic State University also provides its regular
employees who are employed on a one-half time or more basis the
opportunity for single, employee plus one, or family healthcare
benefits. The coverage is optional with the employee paying a
percentage of the premium cost and the university contributing
a percentage of the premium cost. Upon employment, an employee
may enroll within thirty-one days. Otherwise, an employee may
enroll during the annual open enrollment period. A full explanation
of benefits and booklets are available in the Human Resources
Department.
Any employee who terminates employment,
has a reduction in hours to less than one-half time, or is terminated
for any reasons other than gross misconduct or for cause, is eligible
to continue the healthcare coverage for a limited time under the
Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986.
Coverage under the COBRA provision is also available to dependents
who lose coverage due to divorce, death of the employee, or ceases
to be eligible for coverage due to attaining maximum age limitation.
The employee would assume 102% of the cost of the coverage. Details
are available in the Human Resources Department.
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Dental Insurance
Armstrong Atlantic State University also offers a comprehensive
dental plan for its employees and their dependents. The employee
pays the full cost of the premium. Enrollment is limited to within
thirty-one days of employment unless otherwise specified by the
Board of Regents.
Long Term Disability
Armstrong Atlantic State University offers a long-term disability
insurance protection plan to employees. This insurance provides
a monthly income in the event of total disability while employed
at the university. This is a voluntary program with all premium
costs paid by the employee. Additional information is available
in the Human Resources Department.
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Workers' Compensation
All employees of Armstrong Atlantic State University are covered
under the provisions of the Georgia Workers' Compensation Law.
This law provides protection for employees and their dependents
in the event of injury or death while performing services for
the university. There is no employee contribution.
In the event an employee sustains any injury,
regardless of how small it may seem, it must be reported to the
Human Resources Department at once. Determination will be made
concerning the advisability of first aid or additional medical
treatment. Failure to report an injury may result in non-payment
of any medical claims.
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Social Security
All employees of Armstrong Atlantic State University, except those
specifically excluded under an agreement with the Social Security
Administration, are covered by the Federal Social Security Act.
This act provides aid to dependent children, disability payments,
retirement, and death benefits. Deductions are made from salary
for the employee's share of the cost of providing this insurance,
with the university also contributing a percentage. The deduction
is split between the old age insurance and Medicare.
Unemployment Compensation
Employees are also covered under the Georgia Employment Security
Law, commonly referred to as Unemployment Compensation. The law
provides some economic security when persons become unemployed
through no fault of their own.
The unemployment payments supplied by this
act help the worker get through the difficult time of unemployment
and maintain some degree of purchasing power. Eligibility for
these benefits is determined through information requested by
the Georgia Department of Labor and an employer.
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Athletic Facilities and Dining Services
The swimming pool, tennis courts, and other athletic facilities
are available to university employees and their families at certain
times. Employees must present their university ID in order to
use these facilities. A cafeteria is also available and located
in Memorial College Center.
Retirement Benefits
Those employees eligible for retirement from the University System
of Georgia in accordance with the set criteria will be eligible
to continue their life, health, and dental insurance benefits
in accordance with plan provisions. Benefit information and applications
for retirement are available in the Human Resources Department.
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Service Awards
The university will recognize the service of long-term employees
annually in conjunction with the reception for the new retirees.
These awards will acknowledge certain periods of service to the
university for both faculty and staff.
Tuition Remission and Reimbursement
Tuition remission and reimbursement are available to all regular
(forty hours/week, non-temporary) full-time employees who have
completed the six-month probationary period to take courses at
Armstrong Atlantic State University (or another University System
of Georgia institution, or a private institution only if an equivalent
course is not available at a USG school within seventy miles).
This is based, in part, on the availability of funds, space availability
in the course, and with approval of the employee's immediate supervisor
that the course is job related. A copy of the complete tuition
remission and reimbursement policy, as well as applicable forms,
is available in the Human Resources Department.
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Employee Development and Continuing
Education
Auditing Courses: In order to improve job performance, employees
of an institution of the university system may attend classes
as auditors but no credit shall be awarded for such attendance.
Continuing Education: Employees may participate
in these at no charge on a space available basis and with approval
by the Office of Continuing Education and the appropriate supervisors.
In all cases, the employee and the supervisor
should arrange satisfactory work and class schedules so that office
operations are not impaired.
You can call us at 927-5267 with your questions,
or you can go to the University System of Georgia.
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