Page 24 - Post Handbook Update 7-18-23

CHAPTER 5: ABOUT YOUR EMPLOYMENT
• All Post associates are required to demonstrate good judgment and be laser focused on getting the job done with excellence and eliminate personal distractions which could interfere with their completion of daily work priorities.
• All associates are expected to respond promptly to work related inquiries from their supervision or other Post associates during work time.
• All Post property remains the sole and exclusive property of Post and must be returned to Post upon its request.
• In general, you may not use Post equipment for personal purposes or permit non-Post associates
to use Post equipment at any time. Use of home internet services generally is not a Post reimbursable expense unless local, state, or federal regulations require otherwise.
• You should protect and safeguard Post’s confidential information in accordance with the terms of any Confidentiality, Non-Solicitation and Non-Competition Agreement or Policy completed upon hire or other related policies whether written or verbal.
• Post reserves the right to conduct inspections of associates’ work locations as necessary.
• Post may terminate a remote work location arrangement at its discretion based on business considerations.
• In the case of remote associates, policy violation(s) may also result in discontinuance of the associate’s work remote arrangement, possible transfer to a management determined onsite role, or termination.
• You must inform Associate Experience of any relocation of your remote or home-based work location in advance.
Other Important Reminders:
• Working remotely or onsite is not an automatic entitlement and such arrangements in no way change the terms and conditions of all associates’ at-will employment status.
• Wage garnishments are processed in accordance with applicable law.
• Use of direct pay check depositing is recommended to avoid lost or stolen paychecks.
• In the unlikely event you are overpaid you will be required to fully repay the overage through payroll deduction beginning with the next scheduled paycheck.
• Annual W-2s are distributed no later than January 31st and may be accessed on line through ADP Workforce Now once posted.
• Associates are responsible for continued payments for their normal benefit deductions when an extended absence such as an approved leave occurs.
• Amounts owed by associates for benefit coverages must be paid on an up-to-date basis through payroll deduction to avoid benefits cancellation. However, exception payment arrangements may be approved by Associate Experience for those on approved leaves of absence.
• As a general rule incorrect deductions or withholdings are corrected on the next scheduled paycheck.
• Post does not provide salary advances or payroll loans. ASSOCIATE CLASSIFICATIONS
Your job classification is a key factor in determining your requirements for reporting time worked, eligibility for overtime pay, etc. However, keep in mind that job classifications do not guarantee employment for
any specified period of time nor do they obligate the University to provide you any set number of hours of work within a particular week.
As previously mentioned, you or the University may terminate the employment relationship at-will, at any time.
Each associate is classified in one of the following employment categories:
• “Full-time” employment applies to those associates who are regularly scheduled to work the University’s full-time work schedule of 40 hours weekly and who the University designates as a full-time associate.
• “Part-time” employment applies to those associates who are regularly scheduled or scheduled as needed to work less than the University’s full-time work schedule and who the University designates as a “part-time” associate.
• “Temporary” associates generally are individuals who are hired as interim replacements to temporarily supplement the work force or to assist in the completion of a specific project, and are designated as temporary associates by the University. Employment assignments in this category are of a limited duration based on the business needs of the University. Employment beyond any initially determined period does not, in any way, imply a change in employment status. Temporary associates retain that status
unless and until notified of a change by Associate Experience. While temporary associates receive
all legally mandated benefits, such as workers’ compensation insurance, they are ineligible for most other Post benefits.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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