Page 17 - CZS Employee Handbook
P. 17
applicants to individuals who do not otherwise have access During the probationary period, employees have no
to compensation information, except for certain legal seniority and may be terminated by the Society at any
reasons such as responding to a complaint or as part of an time without assigning cause. Upon satisfactory comple-
investigation. tion of the probationary period, an employee’s seniority is
computed from the most recent hire date into a full-time
Overtime Pay When nonexempt employees work or regular, part-time position. New full-time and regular,
part-time employees are evaluated after six months and
overtime, they are entitled to overtime pay. Overtime is again at their one-year employment anniversary to deter-
calculated at a rate of 1 ½ times the employee’s regular mine if they will be retained as a regular employee.
hourly rate of pay for time worked in excess of 40 hours
in a work week (Saturday through Sunday) or, for union Performance Appraisals Evaluation of your
positions, in excess of the employee’s normal 8 or 10 hours
of work each day. If you have a question as to whether your performance is an important tool to give you feedback
position is exempt or nonexempt from overtime, please see on how you are performing. Performance evaluation is a
your management supervisor or contact Human Resources. standard process, and your performance is documented on
Any overtime worked must be approved in advance by a performance appraisal form. You and your management
the employee’s management supervisor or other authorized supervisor will discuss your performance, your goals, and
management official. Exempt employees are not eligible for how well you performed in your job. Successful perfor-
overtime pay. mance is based on both what you do and how you go about
doing it. Performance evaluations become part of your
Probationary Period The Society selects employees official personnel file.
it believes have the potential to succeed in their positions. Call-in Procedures Good attendance is an expecta-
It is important for the management supervisor and the new
employee to work together to realize that potential, partic- tion of employment. However, whenever you are unable
ularly during that important first year, which is considered to report to work as scheduled, it is your responsibility to
the entry probationary period for all full-time and regular, notify your management supervisor as far in advance as
part-time positions. This is viewed as a trial period during possible so that other arrangements can be made, if appli-
which the employee has the opportunity to determine if cable. It is essential that all absences are reported daily and
he or she is well suited to the position and the organiza- that the absences are correctly noted in the employee’s time
tion, and it gives the Society the opportunity to determine record. The Society provides various benefits for full-time
whether the employee is able to meet the expectations and staff that provide income, including sick pay and disability
requirements of the position, the department, and the insurance, in the event of an absence, if applicable. All
Society. While your supervisor will provide direction and unscheduled absences, whether paid or unpaid, are to be
leadership, you are also expected to ask questions, seek recorded.
out information, and request clarification so that you can If you are absent for more than three days or there is a
perform your job most effectively. pattern of absences, your supervisor and Human Resources
SECTION 3: General Workplace 15
