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Evangel Staff Handbook

I. Introduction

This handbook has been prepared to introduce you to Evangel University. It will acquaint you with the policies, guidelines and benefits that apply to all non-academic employees of Evangel University, excluding the University Administrators. It is presented as a matter of information and as rules and guidelines regarding your employment. Its contents should not be interpreted as a contract between the University and any of its employees.

Please read the handbook carefully and keep it handy for future reference. One of your first responsibilities is to be familiar with its contents. This handbook is only an overview of our policies, however, so please review it with your supervisor or the Human Resources Department if you have any questions.

Changes in Policy

Evangel University reserves the right to change any of the policies, including those covered here, at any time. The University will notify you of any changes by memo or other appropriate means. Changes will be effective on the dates determined by the University and you may not rely on policies that have been superseded. No supervisor, manager or committee other than the Board of Administration of Evangel University has the authority to alter the foregoing.

If you are uncertain about any policy or procedure, please check with your supervisor and/or the Human Resource Office.

This employment handbook supersedes all previous employee handbooks and management memos which may have been issued on subjects covered herein. Latest revision: April 16, 2004.

II. Employment Policies

General Statement

Evangel University is the Liberal Arts University of the Assemblies of God and preference is given to qualified members of the Assemblies of God when employment opportunities exist. Employees are expected to uphold and support the belief systems and priorities of the Assemblies of God.

Nondiscrimination Policy

Evangel University does not discriminate on the basis of sex, race, color, national origin, age, or handicap in its education programs, admissions, activities, or employment practices. Inquiries regarding this policy may be directed to the Vice President for Business and Finance.

Harassment

It is the intent of Evangel University that no one be subjected to harassment, whether it is sexual, racial, ethnic, or of some other type. Harassment in any form, verbal, physical, or visual, is incompatible with the biblical standards of conduct and academic integrity. Harassment is strictly against University policy and will result in corrective actions. Any person believing they have experienced or observed harassment should immediately report the situation to the Vice President for Business and Finance.

Classification of Employees

The following terms will be used to describe the classification of employees and their employment status:

Post-Offer, Pre-Employment Physical

If the activity of the position warrants, Full-time, Regular and Part-time employees may be required to pass a medical examination prior to employment. The exam will be scheduled by the University and at the expense of the University. All information will be treated confidentially.

Orientation/Probation Period

The orientation period for new employees and transfers is 90 days from date of hire. During this time the employee has the opportunity to evaluate Evangel University as a place to work, and management has the opportunity to evaluate the employee. Upon satisfactory completion of the orientation period, the employee will become a Full-time, Regular or Part-time employee. An unsatisfactory evaluation of the employee’s job performance during this period will result in termination of employment with the University.

Transfer Policy

Employees may transfer within the University provided they have the qualifications for the open position and the approval of their current and prospective supervisors. Any interest in transferring shown by employees will in no way have an adverse effect on their current position.

During the 90-day Orientation/Probation period, a transferred employee may return to their previous position with the approval of their previous supervisor.

Employment of Relatives

Immediate family members are not to be employed, nor placed in committee service, in staff positions under the same supervisor; nor is one immediate family member to be supervised by another. This rule extends to Full-time, Regular, and Part-time employees, as well as student employees. An immediate family member refers to any person having any of the following biological or step relationships: spouse, child, parent, sibling, mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, grandchild, or grandparent.

Employment of Minors

Generally, regular employees must be 16 years of age or older. For jobs that are declared particularly hazardous, the minimum age is 18 years. (FLSA)

Personnel Records

Important events in each employee's history with the University will be recorded and kept in the employee’s personnel file. Regular performance reviews, change of pay status records, emergency contact, and payroll deduction changes are examples of the records maintained.

The employee is responsible for notifying the Human Resources Department when there is a change in address, telephone number, and/or family status (births, death, marriage, divorce, legal separation, etc.), as income tax status and group insurance may be affected by these changes.

Emergency Information

Employees should instruct family members to contact the office of the Vice President for Business and Finance in case of emergency.

If there is a change in the name or phone number of the person that the University should contact in case of an emergency, please notify the Human Resources Department.

Hours of Work; Time Records

Our normal workweek consists of five, 8-hour days for a total of 40 hours per workweek. The workweek begins at 12:01 a.m. Monday and ends at 12:00 midnight Sunday. This may vary depending on prearranged work schedules and job requirements.

Your time card is a legal record of the hours that you are at work, and your paycheck is based on the time recorded on your time card. Hourly employees are responsible for properly recording their hours on the time card. The departments with time clocks will give you specific instructions on punching in and out on their clocks. The supervisor must initial additions, corrections or changes to a time card.

Lunch and Break Periods

All employees working six or more hours in succession are expected to take a 30-minute lunch period in order to maintain health and working efficiency. The department supervisor will assign the time of the lunch period.

All employees are permitted two 15-minute breaks each eight-hour working period; one during the first four hours and one during the second four hours. The 15 minutes is calculated from the time employees leave their work area and until they return to their work area. This time may not be accumulated for time off, and the employees are not permitted to leave campus during the 15-minute break times.

Your Job Description

We use job descriptions to aid in staffing, wage and salary administration and training. It is also a tool to help employees and supervisors communicate about job responsibilities. However, job descriptions are not fixed University policy, they are only guidelines and can normally be expected to change over time.

Sometimes employees are expected to perform duties and handle responsibilities that are not a part of their normal job. If, over a period of time, the new duties and responsibilities remain a significant part of the assignment, the job description may be updated to reflect these changes.

Performance Appraisals

You will receive a performance appraisal from your supervisor during the month of April, each year. This provides an opportunity for you and your supervisor to discuss your job description and job performance, to review your strengths, to identify areas needing improvement, and to establish goals for the next year.

Employment Seniority

All new employees begin to accumulate seniority from the first day of their employment. Seniority will not be lost due to authorized leave. Employees laid off because of lack of work will retain seniority for one year.

Employees who transfer from the General Council or a General Council affiliate shall retain their accumulated seniority for the purpose of determining eligibility for benefits as long as there is no break in employment of more than 30 days.

Resignation

In order to separate in good standing with the University, employees must give their supervisor a minimum of two weeks’ written notice of their departure. Supervisors must give a minimum of one month’s written notice to the administrator responsible for their area.

Employees who give insufficient notice may not be eligible for reemployment within any department at the University and may forfeit accrued vacation pay.

Termination

If termination becomes necessary, the employee will receive two weeks’ of severance pay, unless termination takes place for reasons of insubordination or misconduct. Employees dismissed for cause are not eligible for reemployment in any department of the University.

Exit Interviews

If you leave the University, you need to schedule an exit interview with the Human Resources Department before your last day. This process includes completing required forms and turning in your identification card and returning all keys to Evangel facilities to Security.

Rehiring

An employee must have met the requirements stated under "Resignation" in order to be eligible for rehiring.

The status of a rehired employee will be the same as a new employee and eligibility for benefits is based on the most recent date of hire (with the exceptions stated under "Employment Seniority").

III. Wage and Salary Policies

Wage or Salary Increase Policy

All staff positions are assigned a job group and each job group has a pay range. Our wage and salary policy provides for progression within each group.

Typically, your pay rate will be reviewed once a year during the month of April. Increases within groups are not automatic but are solely based on individual merit as determined from your performance appraisals. An employee’s eligibility for a pay adjustment is determined by the ratings given in the six categories listed in Part 1 of the Performance Appraisal document:

An employee (whose current wage rate is below the maximum for their pay range) who receives ratings in the “Meets Requirements” or above, shall receive the general percentage wage increase authorized by the Board of Directors, plus an additional 1% increment as long as this combined rate does not increase the employee’s pay rate beyond the maximum for their Job Group and as the University budget allows at the discretion of the Administration..

Overtime Pay

All overtime work by a non-exempt employee must be authorized in advance by the supervisor. Non-exempt employees will be paid time and one-half for authorized hours worked in excess of forty hours within the seven-day workweek period.

Payroll Deductions

Various payroll deductions are made each pay period to comply with federal and state laws pertaining to taxes and insurance for all employees who are not considered self-employed ministers. Deductions will be made for the following:

Federal and State Income Tax Withholding (based on your W-4 forms)
Social Security/Medicare (FICA)
Other Items Designated by the Employee

After the end of each calendar year, you will receive a W-2, Wage and Tax Statement. This statement summarizes your income and tax deductions for the calendar year. If you have any questions regarding these deductions, please contact the Human Resources Department.

Paydays

Employees are paid bi-weekly, every other Friday. Hourly employees’ pay is based on the hours worked for the previous two full weeks prior to the date paychecks are issued and salaried employees’ pay is based on their work one week prior to, and including, the week of the payday.

Payroll Direct Deposit

If you would like to take advantage of the convenience of direct deposit for your regular payroll checks, contact the Human Resources Department.

IV. Employee Benefits and Services

The University provides a comprehensive package of benefits for our employees. Complete and official details of insurance and payroll plans will be discussed during your New Employee Orientation. The descriptions in this handbook are only brief summaries for your general information. Contact the Human Resources Department for more details.

Our group health insurance program may be continued if you leave the University under circumstance described by federal law. Employees will receive a detailed explanation of this privilege under separate cover when they enroll in the health, dental, and/or flexible spending account plans.

The existence of these employee benefits and plans, in and of themselves, does not signify that an employee will be employed for the required time necessary to qualify for these benefits and plans.

Contact Information

AFLAC
Customer Service: Toll-free 800-992-3522
Contact Person: Torrey Amstutz (417) 863-2211 (o) or (417) 459-9921 (c) torrey_amstutz@us.aflac.com
Available Coverage (pdf)

Catalyst Rx
Customer Service: Toll-free 888-341-8578

Cox Healthplans
Member Services local (417) 269-2900 Toll-free 800-205-7665
You may obtain the most current list of providers by specialty online.

Health Insurance Documents (Links below are to pdf's and require a login)

Central United Life Insurance (existing participants only)
(formerly Manhattan Life)
Customer Service: 800-669-9030

Colonial Life(existing participants only)
Service Center: 800-325-4368

Dearborn National
Customer Service: 1-800-348-4512 or contactus@dearbornnational.com
Base Plan (pdf)
Enhanced Plan (pdf)

Liberty Mutual Insurance Company (existing participants only)
Phone: (417) 882-4222
Toll-free: 800-552-1436

TASC FlexSystem
Customer Service: 800-422-4661
You will need your twelve digit ID# and pin #.
If you have lost your id or pin, please contact your Human Resource Coordinator.
Flex Spending Information (pdf)

Changes to Flex Spending, HRAs and HSAs (pdf) Effective January 1, 2011

UNUM
Customer Service: (800) 421-0344
Voluntary Life (pdf) Booklet (pdf)
Voluntary STD (pdf) Booklet (pdf)
Group Life and AD&D (pdf) Booklet (pdf)
LTD (University paid) (pdf)

403(b) Retirement Plans:

AG Financial (formerly MBA)
Contact Person: Mark Kroger (417) 848-4440 (c) mkroger@agfinancial.org
Toll-free: 800-622-7526

John Hancock (existing participants only)
Eric Peterson, President: (417) 887-4950 epeterson@sbcglobal.net
Toll-free: 866-887-4950

TIAA-CREF
Automated Telephone Service: 800-842-2252
Telephone Counseling Center: 800-842-2776

Group Insurance

The University makes available and pays 50% of the cost for comprehensive health insurance and 100% for life and disability insurance for Full-time, Regular, and Part-time employees working 30 hours or more per week. Insurance benefits become effective on the first day of the month following 30 calendar days from the date of hire except for disability insurance which becomes effective after one year of service.

Health Insurance. Employees have the option of purchasing coverage for themselves and their dependents under our group health plan. New employees and their dependents must enroll within 30 days of the date of hire or wait until the next open enrollment period.

Life Insurance. Employees will receive group term life insurance coverage equal to two times their annual salary plus $15,000.

Accidental Death and Dismemberment Insurance. Employees will receive AD&D coverage in amounts relating to the type of accidental injury or death.

Long-Term Disability Insurance. After one year of service, employees will be eligible for LTD insurance, which will provide a percentage of their income if they become disabled for an extended period of time.

Retirement Pension - 403(b)

After a one year waiting period, all Full-time, Regular and Part-time employees, working 30 hours or more per week, are eligible to participate in the retirement pension plan as long as they have attained 21 years of age.

To help supplement retirement income, this plan permits the employee to defer a minimum of 4% of their gross, pre-tax earnings into one of several savings options. The University will contribute 6% of the employee’s gross earnings into their chosen pension fund. The employee may contribute more than 4% but the University’s contribution is limited to 6% of their earnings. You will be notified prior to your eligibility date and given time to review your options.

IRS Section 125 Cafeteria Compensation Plan

All Full-time, Regular and Part-time employees, working 30 hours or more per week, are eligible to participate in the IRS Section 125 program, which allows an employee to pay for certain medical and dependent care expenses, and eligible health insurance premiums with pre-tax dollars. You will receive complete details during your orientation. If you have any questions about this program, contact the Human Resources Department.

Tuition Discount

Full-time employees and their dependents are eligible for a tuition discount on undergraduate classes taken at Evangel University. Children must be under the age of 24 at the time of enrollment to be eligible for a tuition discount for that semester. The child (unmarried or married) does not have to be living at home to be eligible for the tuition discount. Tuition benefits are limited to 150 “attempted” undergraduate hours or a completed baccalaureate degree (whichever comes first) per spouse/child. This discount applies to tuition only; the student must pay any other fees. The amount of the discount is based upon the employee’s length of service, which is determined from the hire date. The employee must remain employed by the University until the end of the current semester to be eligible for the tuition discount.

If an employee dies while employed at Evangel or as a result of an illness or disability, which began during employment at Evangel, the employee’s spouse and children are entitled to receive tuition benefits at the discount rate applicable at the time of the employee’s last date of service. The children of a deceased staff member shall not lose the tuition benefits because of the remarriage of a surviving spouse.

An employee who terminates employment and later resumes employment with the university shall be given immediate credit for prior years of service for the purpose of calculating the current tuition discount benefit. There will be no expiration of benefits for the employee or spouse/child of an employee who retires from the university as long as the child meets the age qualification requirements.

A student benefiting from the employee tuition discount must be in good standing with the University academically, financially, and socially. A student will become ineligible for the tuition discount for any of the following reasons:

Employees shall be responsible for the student account at Evangel, if their dependent receives the tuition benefit, regardless of any personal agreement that may exist between the employee and the family member receiving the tuition benefit.

Tuition Benefit Schedule
Length of employment Tuition benefit
During first two years of employment No tuition benefit
During third year of employment 50%
During fourth year of employment 75%
After completion of fourth year 100%

Guidelines for Employees Taking Classes During Regularly Scheduled Work Hours

An employee may take only one, three-hour class per semester and will not be paid for time away while attending class. Prior to enrollment, the employee is required to discuss plans with the supervisor to determine if make-up time is appropriate and available. The employee is expected to make every effort to create the least amount of difficulty in the department. A signed Class Enrollment Approval Form detailing the arrangements must be completed prior to enrollment.

Vacations

Vacation time is designed to provide the employee with the opportunity to rest and get away from the everyday routine.

Vacation begins to accrue from the employee’s date of hire and is prorated according to the number of hours worked. After the completion of the 90-day probationary period, an employee may take earned vacation with the approval of their supervisor. Vacation hours will accrue from the employment anniversary date for each eligible employee as follows:

Vacation Schedule
Length of employment Vacation time
From date of hire through the completion of 7 years of service 2 weeks
From the beginning of the 8th year through 15 years 3 weeks
From the beginning of the 16th year through 25 years 4 weeks
26 or more years of service 5 weeks

No staff employee will be eligible to accrue more than 5 weeks of vacation.
Regular employees and eligible Part-time employees accrue vacation on the same basis as Full-time employees, except it is pro-rated according to the number of hours worked.

Vacation scheduling is to be arranged with the employee’s supervisor with enough advance notice to allow the supervisor to make any necessary adjustments in work schedules or to give the employee time to reschedule if the vacation is not approved because of the potential impact on the University.

Although vacation time is not accumulative, employees may carry over up to 50% of their earned vacation time for one year. Employees are not permitted to borrow from unearned vacation time and will not be permitted to receive vacation pay without actually taking the time away from work. Upon termination, you will be paid for any unused and accrued vacation except in the case of discharge for misconduct or failure to give the required two weeks notice.

The current amount of earned vacation available to each employee will be reported on the employee’s bi-weekly payroll check stub. The amount reported will increase as the employee accrues vacation and will decrease when the employee utilizes vacation time. At no time will payroll system allow the number of vacation hours reported to exceed 150% of the possible vacation hours that can be earned based upon the employee’s length of service bracket.

Sick Leave

Sick leave is absence with pay for bona fide illness, pregnancy, dental or medical appointment for Full-time, Regular and Part-time employees working 20 or more hours per week.

Sick leave accrues from the employee’s date of hire and becomes available following the completion of the 90-day probationary period. Full-time employees earn sick leave at the rate of one day per month. Regular and Part-time employees earn sick leave on a pro-rated basis according to the number of hours worked.

Employees may use up to three days of their earned sick leave per year to care for an immediate family member who is ill.

Employees are not allowed to borrow from unearned sick leave and it cannot be used for sickness or accident resulting from employment outside the University. If an employee uses all of their accrued sick leave and is still unable to return to work, they must then take the remainder of the time off as vacation or time off without pay.

Unused sick leave may accumulate according to the following schedule.

Sick Leave Schedule
Length of employment Sick hours
From date of hire to the completion of 7 years 240
Year 8 through 15 years 280
Year 16 through 25 years 320
26 or more years 360

Paid Holidays

Regular, full-time and part-time employees are eligible for up to eleven paid holidays in each calendar year. The holiday must fall on the employees' regularly scheduled work day in order for the employee to receive holiday pay.

Paid Holidays
Holiday Date usually observed
New Year's Day January 1
Martin Luther King Day Third Monday in January
Good Friday Friday before Easter
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Thanksgiving Day Fourth Thursday in Nov
Day after Thanksgiving Fourth Friday in Nov
Christmas Eve December 24
Christmas Day December 25
Day after Christmas December 26

When the holiday falls on a Saturday or Sunday, the holiday observance will be designated by the Board of Administration.

Paid Personal Time Off

Funeral Leave. In the event of death in the immediate family or step-family, the employee may have up to three working days, with pay, to handle family affairs and attend the funeral. "Immediate family" is defined as spouse, children, parents, brothers, sisters, grandparents, grandchildren, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, and daughter-in-law.

Jury Duty. In order that the employee may serve on a jury without loss of earnings, the University will pay scheduled earnings for the period of jury service. The employee must, however, sign over to the Human Resources Department all court payments received for jury service. Please contact your supervisor promptly after receiving notification to serve.

Blood Donations. When special opportunities are provided on campus, employees will be granted time away from work to donate blood.

Severe Weather

When University classes are officially closed due to severe weather, the offices may also be closed. Do not rely on media announcements regarding the closing of offices. You will be contacted by your supervisor in the event the University is closed. Employees who are determined to be essential to the operations of the University may still be required to work. If so, they will be paid straight time in addition to their regular pay for any hours worked while the University is officially closed. All other employees will receive regular compensation.

Leave of Absence Without Pay

A leave of absence without pay may be granted to an employee at the University's discretion to maintain continuity of service in instances where unusual or unavoidable circumstances require prolonged absence. Leaves of absence without pay are of the following types:

Disability. The specific period must be supported by a physician's statement showing the medical necessity for time off.

Military Leave. For the duration of required service, there will be no break in the employee’s record of service with the University for the time served away on duty.

Military Reserve Training. Up to two weeks per year for members of an active Armed Forces Reserve or National Guard training unit.

Family Medical Leave. Employees may be granted leave without pay due to their own or a family member’s illness in accordance with the Federal Family Medical Leave Act. The employee’s supervisor must contact the Human Resources Department to initiate the process of granting a Family Medical Leave.

Employees on approved leave of absence without pay will retain their health insurance and life insurance benefits for up to 90 calendar days of their leave. Employees on leave of absence without pay for a longer period will be responsible for paying the cost of their health insurance and life insurance coverage after 90 calendar days. Employees’ eligibility to continue their health and life insurance policies will be determined by COBRA guidelines.

Sick leave and vacation time do not accrue during this period and employees are not paid for holidays that occur during unpaid leave. An employee returning from a leave of absence does not have to fulfill a waiting period in order to reestablish eligibility for benefits. Normally, the University will endeavor to place employees back in their original job; however, we cannot guarantee employment after a leave of absence without pay. Employees granted leave without pay under the FMLA, however, may expect to return to their previous employment position. Employees who are granted a leave for medical reasons shall provide a doctor’s release to the Human Resources Department prior to returning to work.

Make-up Time

Employees may be permitted to make up time within the same pay period with the approval of their supervisor, if there is constructive work to be done. However, time may not be made up by skipping breaks.

Vehicle Registration

In order to be able to park on campus, your vehicle must display a window decal-parking permit. This permit is obtained in the Security office at no cost to Full-time, Regular and Part-time employees. Failure to register your vehicles and display the decal in the appropriate window may result in a fine.

Identification Card

All employees are required to obtain an identification card from the Student Services office. This card will be required for entrance to various University functions and athletic events and for checking out material at the library. Upon termination of employment, the ID card must be turned in to the Human Resources Department.

University Facilities and Services

Chapel Services. All Full-time, Regular and Part-time employees are extended the privilege of attending chapel once a week at the discretion of their supervisor.

Health Center. First aid treatment from our campus nurse is available to all employees during the fall and spring semesters in the Health Center. The Health Center does not provide routine medical services to employees. Employees should make arrangements with their Primary Care Physician for those services.

University Bookstore. All items in the Bookstore may be purchased by employees and their dependents. Discounts may be applied to certain articles by presenting your employee ID card before making a purchase.

Post Office. Postal information, postage stamps, Federal Express, and U.P.S. service may be obtained through the campus Post Office.

Library. By presenting your employee ID card, you are able to check out library material in accordance with their regulations.

Check Cashing. Employees may cash a personal check in amounts up to $250.00 (per day) at the cashier's window, which is located in the Administration Building.

Athletic Events. Employees and their dependents are permitted free admission to most University-sponsored athletic events by presenting their employee ID card.

Recreational Facilities. Employees and their dependents may use the University
recreational facilities. Contact the Athletic office for hours of operation and regulations.

Food Service. Cafeteria and Student Union snack bar facilities are available to all employees and their dependents on a cash basis.

Artist Series Lectures and Special Performances. Watch for information on the outstanding cultural programs, which are presented on campus throughout the year. Many of these events are free to employees and their dependents.

Lost and Found. The Security office is the clearinghouse for all lost and found articles. Employees should turn in all found articles and report lost articles to the Security office.

General Council Credit Union. Membership at the GCCU is available to all employees and their dependents. Information concerning the services available can be obtained at the General Council Credit Union. For your convenience an ATM is located in the Student Union.

Radiant Book & Music Center. By presenting your ID card prior to purchase, you will receive a 20% discount on most items at Radiant.

V. Employee Safety and Health

Evangel University strives to provide safe working conditions for our employees. Safety is every employee's responsibility and all employees are expected to do everything reasonable and necessary to keep the University a safe place to work. If an unsafe condition or activity is observed, contact a member of the Safety Committee or the Human Resources Department as soon as possible.

Fires and Emergencies

IN CASE OF EMERGENCY DIAL 911 (NOT 9-911) FOR A PRIORITY LINE INTO SECURITY.

If a fire truck, ambulance or other emergency vehicle is required on campus; employees should contact the Security office at the above priority extension instead of calling the fire department or emergency ambulance services directly. Security will contact the appropriate agency and then escort the emergency vehicle to the location on campus.

Accidents or Injuries Occurring on the Job

No matter how insignificant an injury may seem when it occurs, notify your supervisor and/or the Human Resources Department immediately.

All employees of the University are covered by Workers' Compensation. This coverage provides for the payment of medical expenses and compensation to an employee who has an accident or injury generally defined as one "which has arisen out of and in the course of employment". Compensation under the Workers' Compensation provision is mandated by State statutes and not by the University.

Employees who are injured will be excused from work to obtain medical attention without the loss of pay on the day an accident occurs. If the physician determines that an employee is unable to return to work for a specified period of time, the employee will be granted leave without pay for the first three days. The employee has the option to use accumulated sick or vacation leave for up to (but not more than) these first three consecutive workdays following the incident. If the physician mandates additional time off, partial compensation will be made in accordance with Worker's Compensation laws.

If the physician authorizes temporary restricted duty for an employee injured while working, the University will accommodate those restrictions whenever possible. A physicians release will be required when an employee returns to work following an accident or injury or at the end of a period of restricted duty.

Evangel University reserves the right to choose the health care provider for work-related injuries.

Workers' Compensation Procedures

The injured employee must first obtain authorization to receive medical attention from either their supervisor or the Human Resources Department. If the employee does not obtain authorization or chooses not to see the doctor at the time of injury and complications develop later, the medical expenses will be the responsibility of the employee if medical insurance declines coverage for work-related injuries.

Evangel University requires that you see one of the physicians at Springfield Physical Medicine at 1308 North Glenstone (across Glenstone from Evangel).

Their office hours are: 8 a.m.-5 p.m. Monday - Friday

Have your supervisor or the Human Resources Department CALL THEM FIRST (864-4100) to make an appointment or, in the case of a more serious injury, to alert the staff.

Walgreens is the pharmacy that fills Workers’ Compensation prescriptions.

There are several exceptions:

An injury report must be filed with the Human Resources Department within 24 hours of the incident in accordance with Department of Labor regulations. Each department will have a supply of these reports. It is the employee’s responsibility to immediately notify their supervisor of any injury and to complete a report, even if medical treatment is not necessary.

If proper authorization has been given to obtain medical attention, the medical provider will bill Evangel University directly for services rendered. If you receive any medical bills for a work-related injury, forward them to the Human Resources Department.

When an employee requires treatment in the emergency room, Evangel University reserves the right to require a follow-up appointment with a health care provider of our choice.

If you have any questions or concerns about Workers’ Compensation, contact the Human Resources Department.

VI. Standards of Conduct and Corrective Action

Employee Appearance and Conduct

By accepting employment at Evangel University, an employee becomes a representative of the General Council of the Assemblies of God and is expected to conduct himself or herself in a manner that will reflect credit to the University and to the fellowship. Employees are expected to comply with the generally accepted standards of conduct and life-style of the Assemblies of God fellowship.

Some of our standards include abstaining from:

Although there is no way to identify every possible violation, the following is a partial list of other general infractions, which will result in corrective action:

Falsifying employment application, time card, personnel or other University documents or records.

Any disorderly conduct, which may endanger the well being of any employee on University premises.

Engaging in acts of dishonesty, fraud or sabotage.

Insubordination or refusals to comply with instructions or failure to perform reasonable duties, which are assigned.

Unauthorized use of University material, time, equipment or property.

Damaging or destroying University property due to careless or willful acts.

Dress and Personal Appearance

Employees should strive to always present a professional appearance to the many guests on our campus. Good taste, good grooming, and good personal hygiene are acceptable standards. Professional attire for the Evangel University administrative staff is as follows:

Inappropriate attire includes jeans, mini skirts, shorts/skirts and any clothing that is either low-cut, tight fitting, or that exposes the midriff.

It is understood that personnel working in the Physical Plant department (and other non-office areas) may dress appropriately for the kind of work they perform.

Appropriate attire is required any time employees are being compensated for their time on campus.

Attendance Standards

Punctuality and regular attendance are essential to the proper operation of any business. These also help to establish a good working reputation and add to an employee’s opportunity for advancement. Notify your supervisor as soon as you know that you are unable to report for work (for any reason), will be arriving late, or if you must leave early.

We reserve the right to require a physician's release when an employee returns to work following an illness or injury.

Absence Without Notice

For the University to operate effectively, we ask that you keep us informed of your status when you are off work because of illness or injury. If you fail to notify your supervisor of your absence for two consecutive days, we will presume that you have resigned and you will be terminated. The employee may be reinstated after reviewing the circumstances with their supervisor and the Vice President for Business and Finance.

Children and Pets in the Work Area

During working hours, children are only allowed in the work areas of the University for a brief visit. Violation of this rule may result in disciplinary action, including termination.

Pets are not appropriate in the workplace.

Confidentiality

During the course of your employment you may work with information that is considered confidential. Maintain confidentiality by protecting this information when in use, filing it properly when not in use, and discussing it only with those who have a legitimate business need to know.

Employee Discipline

Violations of our standards will result in one of the following forms of corrective action: Oral reprimand, written reprimand, demotion, compensation reduction, suspension, or discharge. In arriving at a decision for proper action, the following will be considered: The seriousness of the infraction, the past record of the employee, and the circumstances surrounding the matter.

Employee Relationships with Students

Staff employees are not permitted to date nor have amorous relationships with students under the staff members’ respective realm of authority.

Procedure For Resolving Conflicts

Most conflicts can be resolved in conversation between staff members and their immediate supervisor. All staff members have the right to utilize the following steps to resolve conflicts. Furthermore, a staff member shall not be discriminated against in their employment for following this policy.

Step 1: Conversation With Immediate Supervisor

Every effort should be made to satisfactorily resolve the conflict at this level. If this initial conversation between employee and the employee’s supervisor does not result in a resolution, then the conversation should be documented by the supervisor and signed by the supervisor and the employee. However, if the issue is not resolved to the employee's satisfaction within five working days, the employee may move to the next step.

Step 2: Filing a Conflict Resolution Form

A written statement containing the date of Step 1, the issue in conflict, the dissatisfaction with the action or lack of action by the supervisor shall be made on a Conflict Resolution Form. Copies of this document shall be filed with 1) the director of the employee's department, 2) the employee's supervisor, 3) the employee's own personal records. If the employee's direct supervisor is also the director of the employee’s department, a copy shall be filed with the administrator responsible for that department. The director (or administrator) shall 1) respond within five working days, and 2) reach a satisfactory resolution within ten working days. If the issue is still not resolved to the employee's satisfaction, the employee may move to the next step.

Step 3: Meeting with the President of the University

A written request to meet with the President shall be accompanied with all previous documentation. The President will respond to the employee after receiving the written request and all documentation. The President's decision is the final word on the issue.

VII. Guidelines for Staff Affairs Committee

Purpose and Duties

This committee shall serve as a channel and filter to receive suggestions from the staff regarding staff related issues and determine if a proposal to the Board of Administration is appropriate. The committee shall then present to the Board of Administration those proposals, which will promote the welfare of the staff. They will be responsible to relay the Board of Administration's reason for decisions and policies relating to the staff.

Committee Personnel

To be eligible for election to the Staff Affairs Committee, a staff member must have been employed by Evangel at least one (1) year by Fiscal year end and be a voting staff member. (See "Definitions", page 25)

The committee shall be composed of six (6) members. These members shall be elected from the following areas:

Two (2) from the Physical Plant area
Two (2) from the Departmental Secretaries
Two (2) from the remaining staff areas

The committee shall be composed of the above listed personnel with no more than two (2) Directors serving on the committee at any one time. If the election process selects more than two (2) Directors, only the two (2) Directors with the most votes will serve.

Officers

Committee Chairperson. The Staff Affairs Representative to the Board of Administration may also serve as the chairperson of the Staff Affairs Committee. If the appointed person vacates this office, the Board of Directors will appoint a new person to fill the position with preference being given to the member that received the next highest number of votes on the election ballot.

Staff Affairs Representative to the Board of Administration. The Staff Affairs Committee may choose to nominate a committee member to serve as the Committee’s Representative to the Board of Administration and may choose to nominate a different member of the Committee to serve as Committee Chair.

Secretary. This officer shall be elected annually by the committee members. The duties of the secretary shall be to record and distribute all minutes of committee meetings. Distribution shall be to all committee members, administration and non academic departments campus-wide. The secretary shall also prepare and distribute all nomination, election and absentee ballots.

Nominations

Nomination will be made by ballot beginning the last payday of March. Each voting staff member will receive a ballot with their paycheck and a list of all eligible names from their area. Absentee ballots may be obtained from the committee secretary or chairperson. Members will vote for two (2) nominees. Ballots must be turned in by the following Tuesday before 4:30 P.M. to the Physical Plant Office or Post Office.

Election of Committee Members

The two nominees with the highest number of votes from each area (See "Committee Personnel", page 23) will become the official candidates on the election ballot. If a nominee declines, the nominee from that area who received the next highest number of votes will become the candidate for the election ballot. In the event of a tie, both nominees will be placed on the voting ballot. Each voting member will receive an official ballot and will vote for one (1) candidate.

Selection of the Staff Representative to the Board of Administration

One (1) of the six (6) elected members will be appointed by the Board of Directors to serve as staff representative on the Board of Administration, with preference given to the candidate who received the highest number of votes on the election ballot. The Staff Affairs Representative to the Board of Administration may also serve as the chairperson for the Staff Affairs Committee, unless the committee chooses to nominate another committee member to serve as committee chair. If this appointed position is vacated, the Board of Directors will appoint a new person, with preference being given to the member who received the next highest number of votes on the election ballot.

Vacancies

Any vacancy on the committee will be filled by the alternate from that area. (See "Definitions", page 25)

Length of Service

Terms of office for Staff Affairs Committee members shall be two (2) years.No member may serve more than two (2) consecutive terms. After serving two consecutive terms, a person must sit out one term before being eligible for re-election.

Meeting and Reports

The committee shall determine a convenient time for meeting. The frequency of meetings shall be no less than once a month. Minutes/Reports of each meeting will be distributed to all staff areas after they have been approved at the next meeting.

Definitions

Voting Staff Members. Voting Staff members include all non-academic employees of Evangel University who receive full benefits. The Administrator for each Division shall determine if contracted personnel in their area are to be considered as voting staff members.

Alternate. The alternates include any nominee or candidate who receives the second highest number of votes from their area.

VIII. Handbook Receipt and Acknowledgement

On (date)_________________ I received a copy of the Evangel University Staff Handbook.

The handbook contains policies and rules, which apply to me. I agree to read this handbook to familiarize myself with the policies and to follow them during my employment with the University. I further understand this handbook may be amended at any time and all changes will be communicated to me.

Employee Signature: ________________________________ Date: ____________

Employee Name (Printed): _____________________________________________

Witness Signature: __________________________________ Date: ___________