Page 13 - Post Handbook Update 7-18-23

CHAPTER 2: GETTING STARTED EMPLOYMENT-AT-WILL
The University adheres to the principle of “employment at-will” as a realistic recognition that from time to time the University or an associate may determine on
a discretionary basis that continued employment is
not in the best interest of either the University or the associate. This means that either the University or the associate may terminate the employment relationship at any time and for any reason or no reason at all,
with or without cause or notice. In addition, terms
and conditions of employment with the University
may change from time to time as the Post University story progresses. Therefore, terms and conditions of employment may be modified at the sole discretion of the University with or without cause and with or without notice.
No manager, supervisor, associate or other agent of the University has the authority to alter the employment at-will relationship or to make any agreement limiting the University’s discretion to modify the terms and conditions of employment by, for example, making a commitment, express or implied, of guaranteed or continued employment to any associate. As stated above, the Employment At-Will Policy may only be changed with respect to an associate if the University enters into a formal written agreement with the associate that expressly changes the at-will employment relationship and that it is duly executed/signed by the associate and the Chief Executive Officer and President of the University.
IMMIGRATION LAW COMPLIANCE
As a responsible employer and community partner, the University is committed to employing only individuals who are legally authorized to work in the United States. The University does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with applicable law, each new associate, as a condition of employment, must correctly complete the Employment Eligibility Verification Form I-9 and present approved documentation establishing identity and employment eligibility. You are encouraged to contact the Associate Experience team with questions or if you need more information on immigration legal issues. Associates may raise questions or concerns about immigration law compliance without fear of reprisal.
CONFIDENTIAL INFORMATION
Protecting the privacy of confidential information involving students, associates, contractors, or other University business partners applies to all associates. Although Post University utilizes various information security measures and systems, safeguarding proprietary information on a daily basis is every associate’s and every external business partner’s responsibility.
At Post, access to or discussion of confidential information is limited to those with pre-approval based on the associate’s role. Examples of confidential information include, but are not limited to: student records, marketing plans, business strategies, budgets, trade secrets, student
lists, confidential associate information, regulatory agency correspondence, financial data, technological innovations, credit files, computer software, strategic plans, ideas developed by or for the University, or any other information which gives the University a competitive advantage over others who do not know or have access to such information.
Proprietary or confidential information, knowledge or data relating to the University or any of its subsidiaries or affiliates, which was obtained by you during your employment may only be used for work related purposes. Failure to keep such information confidential could
have a negative impact on students, associates and
the University at large. In addition, the distribution or unauthorized possession or use of trade secrets or certain proprietary information may result in civil or criminal penalties. In brief, you are entrusted to act responsibly with confidential information. Do not discuss it or
share it during or after employment without advance management approval.
As part of Post’s information security measures,
“to be shredded” depositories or document shredders (electronic or hard-copy) are provided in designated office locations and must be used to discard certain information as required by University policies. Please contact your supervisor with related questions.
Upon termination of employment with the University,
you must return to Post all University documents, files, manuals, handbooks, materials, computer or other electronics equipment, and other property obtained during your employment with the University, including e.g., any originals and all copies of any confidential or proprietary documents, whether in electronic form or hard copy.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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