Alcohol and Drug Free Workplace
Henderson State University’s most valuable resource is our people. By selecting the best employees and providing them an environment for professional growth and development, HSU can deliver the highest quality education and services to our students. Employees have the right to work in an alcohol and drug-free environment and to work with persons free from the effects of alcohol and drugs. Students who rely on our education should also expect the same right to interact with alcohol and drug-free professionals. It is the policy of State of Arkansas that the unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance or being under the influence of alcohol at a university facility or while engaged in university-related activities is prohibited. Any employee violating this policy will be subject to discipline up to and including termination.
Attendance and Punctuality
If you are absent from work, it is your responsibility to personally call in according to departmental/ divisional procedures at least one hour prior to the start of your workday, provide the reason for the absence, and when you expect to report back to work. Any employee who fails to comply with this rule will be subject to disciplinary action. In addition, any employee whose absence from work is unreported for two (2) consecutive working days will be considered to have abandoned his/her job. Excessive absenteeism shall be considered grounds for disciplinary action up to and including discharge. Employees absent for three (3) or more consecutive days may be asked to provide a medical release to return to work. Henderson State University seeks to establish a balance between employee time off and the university’s need to maintain staff to fulfill its mission. Accrued time and uncompensated time off must be used by members of the workforce in a manner, which minimizes interference with normal operations.
The following absences will not be considered as absent periods for disciplinary purposes: Military Leave; Inpatient Care for oneself or spouse, child, brother, sister, parent (stepparent), grandparent, or grandchild (appropriate documentation may be required before absence is approved.); Outpatient medical care when pre-approved or covered under Family Medical Leave Policy; Scheduled and approved time off; Jury Duty or legal requirements to act as a witness in a court of law; Time off required to attend a funeral for members of the employees/spouses' immediate family (appropriate documentation may be required before absence is approved.) On the job injury; any approved leave of absence or absences qualifying under the Family Medical Leave Act-FMLA.
Children in the Workplace and Children on Campus
Unattended children (under 16 years of age) are not allowed on campus or in university buildings. This is to include children of faculty, staff, students, community, and visitors.
Employees are welcome to have their children visit their worksite, provided that the visits are infrequent, brief and planned in a manner that limits disruption to the workplace. While children are in the workplace, they must be directly supervised by the parent/family member at all times. If the frequency, length or nature of visits becomes problematic, the employee will be advised of the situation and will be expected to take corrective action. As responsible adults, employees are expected to make childcare and backup childcare arrangements. They may not bring children to work in place of childcare. Any exception to this requirement must be made in writing by the president of the university.
Employees are not permitted to bring ill children to work. This policy is not to be utilized as a backup childcare arrangement. Full-time employees are provided paid time off benefits which should be used for personal reasons or to care for an ill child.
Hours of Work
Your hours of work are arranged by your dean, director and/or supervisor and are generally regular, however they may require that you work varied hours, overtime, Saturdays, and/or Sundays in order to meet staffing requirements during peak times. Except at the end of each regularly scheduled work day, office staff members are expected to notify the receptionist/secretary when leaving the premises. Administrative offices are to be open and staffed Monday through Friday from 8 a.m. through 5 p.m. Departments that serve students and their families are encouraged to expand department hours when possible.
Exempt employees are employees who, because of their position duties and responsibilities and level of decision-making authority, are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA). A full-time employee customarily works a 40-hour work week with the expectation that exempt employees will work all hours necessary to accomplish their jobs. A nonexempt employee must be awarded comp time for time worked in excess of 40 hours. Exempt employees receive a salary–the same amount of pay every month, regardless of how many hours they work. All employees can be required to use accrued and unused leave time during a week they work fewer than 40 hours. An exempt employee that has exhausted his accrued leave time may be placed on leave without pay in weekly time periods. Unpaid FMLA can be taken in 15-minute increments.
Human Resources Records
HR and payroll records must contain accurate and up-to-date information about every employee. Any changes in marital status, number of children or other dependents in the immediate family must be reported promptly to Human Resources. This information may have a direct bearing on the amount of your payroll deductions and benefits. Any change in telephone number or address should also be reported promptly. If you have furthered your education in any way, it should also be recorded in your HR record. This is helpful in determining your qualifications for promotion or transfer within Henderson State University.
Your HR record is kept on a need to know basis. It is released to authorized persons within the university for official use only. Should you apply for a transfer or promotion, the supervisor of the position for which you are applying will be given access to your performance evaluations and any disciplinary actions contained in the file. The Freedom of Information Act (FOIA) does allow access to HR files under some circumstances. Under most circumstances and except as allowed by the Arkansas FOIA, outside parties are not provided information contained in your records except date of hire, job title, and date of termination and whether you are eligible for rehire or as specifically authorized by you in writing, or as required by law.
You may review your HR file by contacting the Human Resources Department. During the review of the file, a Human Resources representative will be present to answer any questions. Documents may not be removed from the file, but appropriate written statements from you may be included in the file.
While all full-time employees are expected to devote their time and efforts primarily to the university, it is recognized that a limited amount of outside work can sometimes be desirable. Outside work which will contribute to professional development or update technical skills is to be encouraged. Such employment, however, must not interfere with the discharge of the employee’s duties at the university. It is expected that the employee will make clear, in all instances, that outside employment is their individual responsibility, and that the university is not being represented. University assets are not to be used without expressed written permission.
Driving University Vehicles or on University Business
It is the policy of Henderson State University that all employees whose job duties include driving a university vehicle must have a valid Arkansas driver’s license with a driving record acceptable to the university’s automobile insurance carrier. Records shall be obtained and reviewed annually. All employees must have travel clearance. See Ermatine Johnson, extension 5125 with your driver’s license and car insurance documentation to drive on state business. All employees who drive a privately owned vehicle on official university business are expected to have a valid driver’s license for the state of Arkansas and carry the minimum insurance required by state law. Students, other than graduate assistants, may not drive university owned vehicles or vehicles rented by the university under any circumstances, pursuant to advice from the Arkansas Insurance Department. Students may drive their private vehicles on official university business with appropriate administration approval. (Contact Ermatine Johnson two weeks in advance.) Students traveling to and from campus and students driving their personal vehicles to and from clinical sites or teacher intern schools are not considered to be driving on “Official University Business.” These students are driving their personal vehicles for “personal academic/coursework” not official university business.
It is the policy of Henderson State University that any employee that drives a university vehicle or any employee driving a privately owned vehicle on official university business must operate the vehicle safely and in accordance with all applicable laws and driving conditions. Employees that drive on university business must immediately report any accident, driving ticket, or citation to his/her supervisor. Should an approved driver be involved in an accident while driving his/her own vehicle on university business, the employee’s insurance will be considered the primary carrier.
The Faculty Senate is responsible for the official faculty consideration of policies, procedures, issues, and problems affecting the well-being and operations of the university and the transmission of its recommendations to the president of the university and the communication of his responses to the faculty. On the Faculty Senate page of the website you will find links to the Senate Roster, Senate Officers, Committees, Meeting Minutes, Senate Constitution, and Bylaws.
The Staff Senate is responsible for the official staff consideration of policies, procedures, issues, and problems affecting the well-being and operations of the university and the transmission of its recommendations to the president of the university and the communication of his responses to the staff. On the Staff Senate page of the website you will find links to the Senate Roster, Senate Officers, Committees, Meeting Minutes, Senate Constitution, and Bylaws.
Sex Discrimination, Misconduct, Harassment and Retaliation
At Henderson State University, we celebrate every human being; we value an inclusive community; and we cultivate a climate of academic, personal, and professional integrity by holding ourselves and each other to the highest ethical standards in all we say and do.
In support of those core values, Henderson State University is committed to providing an environment that is free from harassment and discrimination based upon race, color, ethnicity, religion, sexual orientation, gender identity, national origin, service in the uniformed services (as defined in state and federal law), veteran status, sex, age, physical disability or mental disability. Such an environment is necessary for a healthy learning, working, and living atmosphere. Accordingly, all acts of discrimination, harassment, retaliation, and sexual misconduct as defined by this policy are prohibited.
Henderson State University believes in a zero tolerance policy for sex- and gender-based misconduct. When an allegation of misconduct is brought to the Title IX Coordinator’s attention, and a responding party is found to have violated this policy, effective sanctions will be used to reasonably ensure that such actions are never repeated.
Any person found to have violated the University’s policy against sexual harassment will be subject to appropriate disciplinary action including reprimand, suspension, termination, or expulsion. Any disciplinary action taken will depend upon the severity of the offense. It is also a violation of law for any person to attempt in any way to retaliate against a person who makes a claim of sexual harassment. Any behavior deemed to be retaliation against a person who makes a claim of sexual harassment will result in disciplinary action up to and including termination. All employees are required to report any student allegations of sexual harassment. Failure to report the allegation to the Title IX Coordinator, Title IX Deputy, Provost, Dean of Students, or HRD in the case of employee harassment will result in disciplinary action up to and including termination.
Any person found to have violated the University’s policy against sex discrimination, sexual misconduct or harassment will be subject to appropriate disciplinary action including reprimand, suspension, termination, or expulsion. Any disciplinary action taken will depend upon the severity of the offense. It is also a violation of law for any person to attempt in any way to retaliate against a person who makes a claim of sexual harassment. Any behavior deemed to be retaliation against a person who makes a claim of discrimination, sex misconduct or harassment will result in disciplinary action up to and including termination. See: Policy Prohibiting Sex- and Gender-Based Discrimination, Harassment, Misconduct and Retaliation.