J. SECURITY
The security of our facilities as well as the welfare of our employees depends upon the alertness and sensitivity of every individual to potential security risks. You should immediately notify your supervisor when unknown persons are acting in a suspicious manner in or around the facilities, or when keys or identification badges are missing. NHUF is not responsible for lost or stolen property.
Doors to all classrooms and maintenance areas shall be kept locked except while in use. Keys are not to be loaned out or left unattended at any time. Duplication of keys without authorization may result in disciplinary action, up to, and including termination.
K. HEALTH AND SAFETY
All employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safety-conscious at all times. All work-related injuries or illnesses should be reported immediately to the human resources office or to your supervisor.
In compliance with Proposition 65, NHUF will inform employees of any known exposure to a chemical known to cause cancer or reproductive toxicity.
No candles, incense or anything else may be burned or lit on fire at any time for any reason inside any building, as this is a fire hazard. The only exceptions are controlled experiments in the Science Labs.
B. EMPLOYMENT AT-WILL
Except if stated expressly otherwise by employment contract, it is the policy of the NHUF that all employees are considered “at-will” employees of the NHUF. Employment at-will may be terminated with or without cause and with or without notice at any time by the employee or NHUF. Nothing in this Manual shall limit the right to terminate at-will employment. No manager, supervisor, or employee of NHUF has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment on other than at-will terms for NHUF personnel and non-faculty LCPA staff. Unless otherwise delegated by the President of the NHUF, only the President of NHUF has the authority to make any such agreement, which is binding only if it is in writing.
C. BACKGROUND CHECKS
It is the policy of the NHUF that all employees who have students under their direct supervision or may be assigned to directly supervise students, must have a background prior to employment. Such background checks are done at the expense of the NHUF.
D. HEALTH TESTING REQUIRED BY STATUTE
Testing such as TB testing are mandated by statute and are done at the expense of the employee. Such testing is generally covered by health insurance
F. EQUAL EMPLOYMENT OPPORTUNITY
NHUF (NHUF) is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. NHUF policy prohibits unlawful discrimination based on race, color, creed, gender, religion, marital status, age, national origin or ancestry, physical or mental disability, and medical condition including genetic characteristics, sexual orientation, or any other consideration made unlawful by federal, state, or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.
Americans with Disabilities Act. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, NHUF will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship would result.
G. UNLAWFUL HARASSMENT
NHUF is committed to providing a work environment free of unlawful harassment. NHUF policy prohibits sexual harassment, and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, gender, national origin or ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation or any other basis protected by federal, state or local law or ordinance or regulation. All such harassment is unlawful. The Foundation’s anti-harassment policy applies to all persons involved in the operation of the Foundation and prohibits unlawful harassment by any employee of the Foundation, including supervisors, co-workers and any other persons. It also prohibits unlawful harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.
Prohibited unlawful harassment includes, but is not limited to, the following behavior:
· Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments;
· Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;
· Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race, or any other protected basis;
· Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors; and
· Retaliation for reporting or threatening to report harassment.