This manual is an agency-wide effort to answer the most common questions about employment. If this Personnel Policy Manual does not provide you with an answer to every question, talk to your supervisor, who can provide the needed technical assistance.
Because you play an important part in the NorthStar Services mission, this Policy Manual is issued as a means of providing basic information on important personnel policies.
It is important that you understand the manual is not an employment contract between management and yourself. The manual reflects a general description of personnel policies, services and benefits currently in effect, all of which are subject to change.
Employees should also become familiar with the Procedure for Payroll (See Initial Orientation training).
As a new employee, you serve what is known as an original probationary period. This period lasts for at least one year. Your employment may be terminated during this year at any time without cause.
The original probationary period is considered the final phase of the selection process. It is a period, which enables the supervisor to verify that the employee's knowledge, abilities, skills, and other factors discussed in the interview, meet performance expectations. It is also an opportunity for the employee to evaluate the job and decide on compatibility with the agency's goals and work environment.
Should a NorthStar Services employee terminate employment and later return to NorthStar Services, he/she will be classified as an employee under original probation.
Upon satisfactory completion of the original probationary period, you may be eligible to receive a salary increase in accordance with the current Classification and Pay Plan in effect. A review of performance will be completed to determine your status. Probationary increases are not guaranteed.
If your performance is less than satisfactory during the initial probationary period, the supervisor has the discretion to extend the original probationary period for up to a six-month period.
The decision to extend must be written and completed before the original probationary period ends. The written notice of extension is to include reasons for any length of the extension.
POLICY REGARDING THE FIRST 90 DAYS OF EMPLOYMENT
A new employee will begin at a training salary. The training salary will be paid for the training/inservices, travel, meetings, and direct support services of the new employee. At the end of 90 calendar days, if the new employee has completed the required training, he/she will be entitled to base pay starting the next full pay period. If the training is not completed, the employee will remain at the training wage until the training is completed. At the end of 90 calendar days or when training is completed (if longer than 90 days), the immediate supervisor will authorize base pay starting the next full pay period. The immediate supervisor will use the Authorization for Base Pay form for this purpose.
Note: “90 days” is 90 calendar days, not 3 months.
Employees hired solely for an Asleep Overnight position will be paid at the current salary schedule rate for training /inservices, travel, meetings and the Asleep Overnight position. This also applies to the receptionist who will receive his or her current rate for training.
Employees working an Asleep Overnight position and a Direct Support Staff position, will be paid the Asleep Overnight pay for Asleep Overnight services. For their other positions/requirements, the policy for the first 90 days of employment applies.
Any employee who provides respite services for the agency will be paid at his/her current rate of pay.
PROMOTIONAL PROBATIONARY PERIOD
NorthStar Services encourages career advancement from within, however, an employee advancing to a position of a higher classification will be required to complete a satisfactory promotional probationary period. An employee working under a promotional probationary status is subject to all guidelines set forth under original probation excluding leave time (see Original Probationary Period in Personnel Policy). Employees receiving a promotion to a higher classification will be placed on the base salary for that classification unless otherwise approved by the CEO.
MANAGEMENT FUNCTIONSNorthStar Services is mandated by the NorthStar Services Governing Board to provide services for persons with developmental disabilities. Within the limits of authority delegated, the agency is empowered to exercise management rights to meet its statutory mandate and goals. These management rights include, but are not limited to:
1. Managing and directing the agency's employees, including work assignments and scheduling employee’s work weeks.
2. Establishing reasonable work rules and rules of conduct.
3. Selecting, hiring, promoting, suspending, dismissing, reassigning, supervising, and disciplining employees to maintain efficient use of staff for effective services.
4. Determining the size and composition of the agency's work force, including the layoff of employees in the event of budget cuts, workload reduction, or agency reorganization.
5. Determining the agency's mission and the necessary means and methods to efficiently fulfill that mission.
6. Determining and modifying job descriptions.
7. Carrying out usual and customary functions of management.
Management decisions are governed by careful consideration of the agency's mission. These decisions reflect needs of individuals served as well as the needs of the agency and its employees.
NEBRASKA CENTRAL REGISTRY INFORMATION
When applying for employment with NorthStar Services, applicants will be asked to sign a Release of Information form which allows the Nebraska Department of Health and Human Services or appropriate state agency for employee’s state of residency, to release information to NorthStar Services regarding if a record for the applicant has been found in the Nebraska Central Registry.
Refusal to sign such a release when making application for employment will mean that the individual will not be considered for employment with NorthStar Services. If information received from the Nebraska Department of Health and Human Services indicates that a record has been found for the job applicant in the Central Registry for either Adult Protective Services or Child Protective Services, the applicant will not be considered for employment with NorthStar Services.
At various times throughout employment with the NorthStar Services, employees
may be asked to sign a Release of Information from the Central Registry. Refusal
on the part of the employee to allow NorthStar Services to have access to Central
Registry data may result in termination of employment.
CRIMINAL BACKGROUND CHECK
Pursuant to Nebraska Statute, all new employees will be required to submit to a criminal background check by law enforcement authorities.
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
NorthStar Services fully supports and is committed to providing equal opportunity in all aspects of its operations.
The agency promotes equal opportunities for all applicants and employees through an Affirmative Action Plan. This plan prohibits discrimination concerning any individual or group based on race, religious creed, national origin, physical or mental disability, color, sex, age, marital status, or political affiliation, and with proper regard for their privacy and constitutional rights. This policy provides for equality of employment opportunity and treatment in internal staffing which covers hiring, promotion, training, and employment termination. Persons hired are selected on the basis of their qualifications for the job. These qualifications include specific job related abilities, work experience, necessary educational training, professional capability, and willingness to do the work.
AFFIRMATIVE ACTION PLANIt is the employment policy and practice of NorthStar Services to recruit and to hire employees without discrimination based on race, color, religion, sex, disability, national origin, age, or marital status, and to treat all employees equally with respect to compensation (equal pay for equal work), and to provide for an equal opportunity for upward mobility which may include transfers from position to position or class to class in NorthStar Services' personnel system. Rights to benefits, due process termination and all other terms and conditions of employment are guaranteed to all eligible employees of NorthStar Services.
In furtherance of these policies and practices, the Agency has designed and agreed to implement an Affirmative Action Plan. NorthStar Services further recognizes that the effective application of a policy of employment involves more than just a positive and aggressive manner and will make known its commitments to this effort and that equal opportunities are available within NorthStar Services' employment on the basis of individual merit.
It is the policy of NorthStar Services to maintain a work environment free of sexual harassment. Sexual harassment is unacceptable and will not be permitted. Any employee found to have acted in violation of this policy shall be subject to appropriate disciplinary action by his/her immediate supervisor, the CEO, or the Executive Committee. This disciplinary action may include termination of employment.
Sexual Harassment:
Unwelcome sexual advances, request for sexual favors and other verbal, visual, or physical conduct of a sexual nature which:
1. is made an explicit or implicit term or condition of an individual's employment.
2. is used as a basis of a worker's employment.
3. has the purpose or effect of unreasonably interfering with a person's work
performance or creating an intimidating, hostile or offensive working environment.
(Sexual harassment does not include personal compliments welcomed by the recipient,
or social interaction including relationships freely entered into by the employees
or prospective employees).
Any employee who believes that he/she is being sexually harassed shall contact his/her supervisor, or supervisor's supervisor (if the immediate supervisor is the person accused of harassing the employee). Supervisors are expected to investigate allegations; failure to do this will result in a performance review. An investigation will be conducted by the Area Director, CEO, or the Executive Committee, (whichever is (are) the closest agency supervisor(s) to the person accused of harassment). Confidentiality must be assured and maintained for the protection of both the employee voicing the complaint and the employee accused.
NorthStar Services encourages career advancement. Employees possessing the required knowledge, abilities and skills will be given consideration, along with outside candidates, when a position is open.
NorthStar Services, an Equal Opportunity Employer, awards promotions without regard to race, color, sex, national origin, political affiliation, age, marital status, mental or physical handicap, or religious creed. In addition, efforts are made to ensure that employees have the opportunity for both individual growth and career advancement. Personnel accepting a promotion will be placed on the base salary for that classification. The CEO must approve any variance from this salary placement.
An employee may request a transfer to a position equal to or lower on the Classification and Pay Plan than their current position. When this situation occurs, the employee will be placed on the corresponding experience step of the appropriate classification.
Personnel accepting a transfer, at the sole discretion of the CEO, may be placed on the appropriate salary step to minimize any reduction in pay associated with the transfer. An employee has one week to transfer from one Area Program to another to remain on the same salary step and avoid being considered as re-hired.
Injuries occurring while engaging in job duties for NorthStar Services must
be reported to the employee’s immediate supervisor at the earliest convenience.
The proper notification to the Workers Compensation carrier must occur within
one week.