Page 23 - Post Handbook Update 7-18-23

CHAPTER 5: ABOUT YOUR EMPLOYMENT
COMPENSATION
At Post, investing in associates takes many different forms, including monetary pay based on performance and non-monetary compensation – both of which are designed to facilitate a culture of happy and proud associates, consistently providing amazing service to students
and each other. Post’s competitive pay practices and performance management processes are also designed to reward and recognize associates’ demonstrated, individual contributions in comparison to their expectations.
Post’s total compensation package includes a variety
of important offerings such as high quality/affordable health coverage, income continuation plans, generous paid time off, substantial tuition reduction, opportunities for advancement, company paid training, access to an associate relief fund, the provision of statutory benefits such as workers’ compensation coverage, and other special incentives.
To provide associates with a big picture understanding
of the exceptional value of Post’s total compensation package compared to other employers, from time to
time Associate Experience will confidentially distribute detailed, personalized Total Compensation Statements
to eligible associates. Post takes a broad based, holistic approach when addressing associates’ compensation needs.
PAY SCHEDULE AND PAYCHECKS
Associates are paid on a bi-weekly cycle over 26 pay periods. Associates will normally be paid on alternate Thursdays for work performed during the previous two-week period, ending at 11:59 p.m. on alternate Saturdays. Should a normal payday fall on a University observed holiday, associates will normally be paid on the day prior to the holiday.
You are encouraged to take advantage of enrollment in direct deposit at time of initial employment because of its distribution and record keeping convenience. This bene- fit allows you to allocate all or a portion of your paycheck to a designated bank account(s). It is also suggested that you sign up for electronic pay statements through ADP Workforce Now. Electronic pay and tax statements remain available to you through ADP Workforce Now for three years following separation from employment.
The self-serve functionality of the payroll system
provides associates with 24-hour services to view pay stubs, change tax exemptions, change addresses of
record, review W2s, change banking allocations, etc. Please be reminded that as a standard process, pay rate changes generally become effective at the beginning of the next upcoming pay period after required approval has been received by the Payroll Department.
WORKING LOCATION (ONSITE/REMOTE)
Post University utilizes a variety of work scheduling best practices to enhance its efforts to serve, interact, and communicate with existing or potential students in the most effective and respectful manner possible. Therefore, associates may be assigned to either onsite or remote work status taking into account associates’ personal needs, role accountabilities, and other business considerations. The policies in this Handbook generally apply equally to both onsite and remote associates.
As an example, maintaining professional standards
and behaviors applies to both remote and non-remote associates when working for Post. This expectation applies to personal grooming, attire, attentiveness, workstation virtual backgrounds, screen lighting, noise levels, elimination of workstation distractions, maintaining
the required internet access, etc. In addition, specific role expectations may require an associate to report to work daily at either Post Main Campus or at the Howland Hughes building, downtown Waterbury. Associates who are required to report to work onsite should inform their supervision in advance of relocation plans that will prevent this expectation from being met. Should an associate’s change of residence prohibit the associate from meeting this requirement, the associate will forfeit their option to continue employment in this role.
Remote associates should pay special attention to certain points of emphasis below and as noted in the full policy located in ADP designed to ensure the associate’s experience when communicating with students or each other is always exceptional.
• Remote work assignments require management approval, and associate relocations must be communicated promptly to the Associate Experience team. Associates are generally not permitted to work from outside of the United States.
• As is the case with onsite associates, remote associates are trusted and therefore are not subject to extensive or overly restrictive workday rules, meaning they are expected
to perform as required without excessive supervision, intervention, or oversight.
• Remote associates must comply with certain IT Department network requirements to include maintaining home internet connections that enable secure, stable, and consistently clear communications’ functionality and usage. In addition, home network speeds must be maintained to meet IT requirements. (Please be reminded that Post’s IT team does not support the connection of personal equipment to Post’s systems.)
• Non-exempt associates (non-remote or remote) must report start time and end time in the Post payroll system daily on each scheduled work day.
• Work completion for all associates may be routinely monitored with or without associate advance notification.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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