Presented by: The Office of
Human Resources
Management
1200 W. Montgomery Road 101 Kresge Center
Tuskegee, AL 36088 Main: 334.727.8510
Fax: 334.724.4319
Welcome TO
TUSKEGEE UNIVERSITY!
ORIENTATION INFORMATION
To Welcome you as an employee to Tuskegee University. To provide information about Tuskegee University Mission,
Vision, and Structure. To provide an overview of Policies and Procedures
associated with your employment. To provide an overview of University benefits. To assure you of our commitment to fair employment
practices. To apprise you of your responsibility to the students, faculty,
and staff of Tuskegee University.
PURPOSE OF ORIENTATION
Instruction: Education is our core of why we exist in preparing students for
learning as a lifelong endeavor. We provide a high quality core experience in the Liberal Arts.
We develop superior technical, scientific, and professional
education with a career orientation. We stress the relationship between education and employment, and
merge what students learn to the changing needs of a global workforce.
TUSKEGEE UNIVERSITY MISSION STATEMENT
Research: We preserve, refine, and develop further the bodies of knowledge
already discovered. We discover new knowledge for the continued growth of individuals
and society and for the enrichment of the University's Instructional and Service programs. We develop applications of knowledge to help resolve problems of
modern society.
TUSKEGEE UNIVERSITY MISSION STATEMENT
Engagement: We serve the global society as well as the regional and campus
community and beyond through the development of outreach programs that are compatible with the University's educational mission that improve understanding of community problems, and that help develop relevant alternative solutions. We engage in outreach activities to assist in the development of
communities as learning societies.
TUSKEGEE UNIVERSITY MISSION STATEMENT
Founded in a one room shanty near Butler Chapel A.M.E. Zion Church.
Authorized by the Alabama House Bill 165 – July 4, 1881. George Campbell, (former slave owner) and Lewis Adams,
(former slave) were major roles in the founding of the University.
Dr. Booker T. Washington – served as first principal of the school from July 4, 1881 until his death in 1915.
HISTORY OF TUSKEGEE UNIVERSITY
LEGACY OF FAME
Tuskegee Airman Distinguished Alumni
Celebrating America's first black fighter pilots.
Tuskegee University alumni
- Scientist Extraordinaire - Man of Faith - Educator - Humanitarian
George Washington Carver
Tom Joyner Radio/TV Personality
Lionel Richie Singer-Songwriter
Dr. Brian Johnson, June 16, 2014-
Dr. Matthew Jenkins, Acting – 2013 to Present
Dr. Gilbert Rochon – 2010 to 2013
Dr. Charlotte P Morris - August 1, 2010 to October 31, 2010 (Interim)
Dr. Benjamin F. Payton – 1981 to 2010
Dr. Luther H. Foster – 1953 to 1981
Dr. Frederick Patterson – 1935 to 1953
Dr. Robert R. Moton – 1915 to 1935
PAST PRESIDENTS OF TUSKEGEE UNIVERSITY
EXEMPT- Not subject to overt ime provisions (No overt ime is paid).
FACULTY – EXEMPT EMPLOYEES
TEMPORARY EMPLOYEE – No benefi ts.
TEMPORARY/PART-TIME/VISITING FACULTY/Adjunct – No benefi ts
*I f you work 30 or more class hours this may qual i fy for some Universi ty benefi ts. This must be veri f ied by your Dean/Supervisor and Human Resource Director.
EMPLOYEE CLASSIFICATIONS(FACULTY)
STAFF – Both EXEMPT and NON-EXEMPT
EXEMPT- No over t ime is paid.
NON-EXEMPT– (main ly hour ly employees) Qual i f ies for over t ime
Overt ime is based on hours worked and must be approved by the supervisor prior to worked. Any hours worked above 40 hours for the workweek wi l l be paid at t ime and one hal f .
PART-TIME(20 or more hours per week)- Benef i t e l ig ib le.
TEMPORARY–No benef i ts
EMPLOYEE CLASSIFICATION (STAFF)
Applies to Faculty employees:
Contractual Staff – are subject to terms and conditions of the contract.
PROBATIONARY PERIOD
Applies to Staff employees:
All regular full-time or part-time
employees are subject to a six month probationary period or introductory period upon employment or promotion.
PROBATIONARY PERIOD
MONTHLY PAYROLL
Exempt
BI-WEEKLY PAYROLL
Hourly Wage
Non-Exempt
PAY TIMES
Appointing authorities may schedule: Work hours and work periods, including overtime, to meet
work requirements of the department. Work hours, work periods and overtime are subject to the
provisions of federal and state law and/or Policy approval. There is no legal requirement for break time or lunch
hours, however non-exempt employees must be compensated for all overtime.
Overtime requires PRIOR approval.
Non-exempt employees are paid double time for hours
worked on approved holidays.
HOURS OF WORK AND WORK PERIODS
Telephone System: telephones and cellular phones are provided for conducting
official business only. Only official long distance calls may be charged to the University.
Electronic Mail and Internet: is intended for business purposes only; informal use is
permitted within reasonable limits and may be monitored to ensure that all communication is appropriate, accurate and lawful.
You should not shutdown at the end of each day. You
should logoff, so that your information can be backed-up.
COMMUNICATION ETIQUETTE
Inappropriate Language/Actions: Employees will not in any instance use inappropriate language (oral or written) or take actions/gestures on University properties, at any time even if not in an official work status at the time. Such unacceptable behavior interferes with a positive work environment and can negatively impact University students, employees, vendors, consultants, and visitors and will not be tolerated. *The University will take appropriate corrective action up to and including termination of employment in response to violations of this policy. .
COMMUNICATION ETIQUETTE
Inappropriate Language/Actions: Some examples of inappropriate actions and language, directly to or in regard to another, include but are not l imited to: •Shouting, raising voice at an individual in public and/or in private • Using obscene gestures and/or language • Not allowing the person to speak or express him/herself (i.e., ignoring or interrupting) • Personal insults and use of offensive nicknames, descriptions, etc. • Public humiliation in any form • Spreading rumors and gossip regarding individuals. Distributing offensive electronic/written material • Sending rude, unprofessional, insult ing, abusive, or derogatory emails .
COMMUNICATION ETIQUETTE
All Leave MUST be approved and submit leave forms
Sick Leave – One working day per month
Family and Medical Leave – after completion of 12 months of
service
Military Leave – full t ime employee on the basis of a 7.5 or 8 hour
workday.
Bereavement/Emergency Leave – personal leave of absence pays
only for 5 working days.
Leave without Pay
Unauthorized Leave without Pay may result in dismissal
EMPLOYEE LEAVE (FACULTY)
All Leave MUST be approved and submit leave forms
Vacation Leave
Sick Leave – One working day per month
Family and Medical Leave – after completion of 12 months of
service
Military Leave – full t ime employee on the basis of a 7.5 or 8 hour
workday.
Emergency Leave – (eligible after completion of probationary
period) personal leave of absence pays only for 5 working days.
Leave without Pay
Unauthorized Leave without Pay may result in dismissal
EMPLOYEE LEAVE (STAFF)
Non-Discrimination Sexual Harassment Leave FMLA Military Leave Emergency Leave
ADA (Americans with Disabilities Act)
Smoke-Free Work Environment
Drug-Free Environment
Weapon Free Environment
Cyber Policy Work Hours Dress Code
POLICIES AND DISCLOSURES
APPROPRIATE WORKPLACE BEHAVIORS & POLICIES DISCUSSED
Attendance
Personal Calls, Text Messaging, Cell
Phone usage
Appropriate Business Conduct
Identification Badges
Safety- Report all incidents to Manager
and HR
Business Communication Systems
Smoke Free
Drug Free/Weapon Free
Evacuation Procedures
Dress Code
Tuskegee Universi ty in recognit ion of i ts legal and moral obl igations wi l l not tolerate discrimination against: Race Color, Religion Sex National or Ethnic Origin Age Pregnancy Marital Status Parental Status Economic Status Sexual Orientation Gender Identity Genetic Information Citizenship Veteran Status or Disability The University also prohibits and has zero tolerance for harassment, violence, hazing, physical
and cyber-bullying. This nondiscrimination policy covers employment, admissions, training, organizational affiliation, student housing, and health services treatment in all Tuskegee University programs and activities.
Please be sure to read a l l po l ic ies and s ign the d isc losures. They wi l l be d iscussed and located in your New Hi re Or ientat ion package. They are posted on Tuskegee Univers i ty In t ranet .
NON-DISCRIMINATION POLICY
A form of discrimination which takes place or occurs in an employment context and is based on or results from some protected status of the victim. Protected status include: (Everybody may fall in this category.) Other Types of Harassments: Quid Pro Quo - (this for that; something for something) -
submission to unwanted sexual advances as a condition of employment, to gain some employment benefit or to avoid some employment harm.
Hostile or Offensive Work Environment - harassment is so pervasive that it is difficult to bear and impossible to function in the work place.
HARASSMENT
KINDS OF HARASSING BEHAVIORS
Physical
Verbal
Non-Verbal Written
Texting
Social Media
Employer can avoid liability for harassment by a Supervisor ONLY when… No tangible employment action is involved.
The employer exercised reasonable care to prevent and
promptly address harassing conduct….AND The employee unreasonably failed to use preventive and
corrective measures provided by the employer.
DID YOU KNOW?
REMEMBER The unwanted behavior must involve some physical, verbal or nonverbal behavior related to or because of some protected status of the victim.
HARASSMENT SUMMARY
Purpose: To maintain a safe, violence free workplace
prohibiting anyone from behaving in a violent or threatening manner
Workplace Violence includes: threats, aggressive or violent behavior,
behavior that suggests a propensity toward violence, defacing county property or bringing weapons into county buildings
WORKPLACE VIOLENCE POLICY
Tuskegee University prohibits any person from using, possessing,
carrying, displaying, storing, or distributing any weapon on university property regardless whether the owner of the weapon has a permit to carry concealed weapons. This prohibition includes employees, contractors, visitors, students, volunteers and vendors performing work for the University, whether working on or off University premises.
The exceptions to this prohibition are Tuskegee University Police, or other certified law enforcement officers acting within the scope of their employment. In addition, ROTC instructors and enrolled ROTC students may carry and use weapons only for University approved training, and at officially authorized ceremonies, parades, and dril ls. Other exceptions to this policy will be considered by the President on a case by case basis.
DANGEROUS WEAPONS AND FIRE ARM POLICY
It is the policy of Tuskegee University to accommodate a qualified person with a disability.
A qualified person with a
disability is one who, with or without a reasonable accommodation, can perform the essential functions of a job.
Tuskegee University offers
compensation and other benefits without regard to disability.
AMERICANS WITH DISABILITIES (ADA)
University employees enjoy the following holidays: New Year ’s Day (January 1)
Martin Luther King Holiday (January- One day)
Easter Recess (March or April -Two days)
Memorial Day (Last Monday in May)
Independence Day (July 4th)
Labor Day (1st Monday in September)
Thanksgiving Day (November- Two days)
Christmas Break (December 24 & 25- Two days)
HOLIDAYS
Medica l Insurance – B lue Cross B lue Sh ie ld (Hea l th , Den ta l ) - Low Op t ion - H igh Op t ion Vis ion – Humana Employee Assistance Program Li fe Insurance – P ruden t ia l Basic Term Life: ($23,000 paid by University) No cost to the Employee Short-Term Disability: (at a cost to Employee)
Long-Term Disability: (automatic enrollment after six months) at no cost to the employee
Optional Life/Accidental Death & Dismemberment: (at a cost to Employee)
Additional Coverage(Self) Spouse Dependents Ret i rement (Employees a re 100% immed ia te ly ves ted) Educat ion Ass is tance (Tu i t ion D iscoun t a t 50%)
BENEFITS
Blue Cross Blue Shield: Consolidated Omnibus Budget Reconciliation
(COBRA) If you should terminate your employment with
the University, you can continue your health benefits by applying for COBRA coverage.
The same applies for dependents that lose
coverage.
CONTINUATION OF HEALTH COVERAGE (COBRA)
Tuskegee offers a voluntary retirement plan in which employees make a pre-tax contribution. Here are some key features of the Defined Contribution Retirement Plan…. •All employees (working 20 or more hours per week) can enroll, after 1 year of employment unless they demonstrate proof of contribution to an existing or previous plan, in which they will be immediately eligible for participation in the DC Plan. •Employee’s may contribute up to the maximum IRS allowable of their gross salary on a pre-tax basis. •Employee’s are 100% Immediately Vested. •YOU MUST ENROLL on TIAA-CREF Web Site. The University will not automatically enroll for you. •Participation is strictly VOLUNTARY.
Plan #1-Tuskegee University Defined Contribution
RETIREMENT Plan (403(b)Primary Plan)
Tuskegee offers a voluntary retirement plan in which employees make a pre-tax contribution. Type of account: Retirement Annuity (RA) contracts. •Employee’s can withdraw the employee contributed funds at termination of employment.
•No withdrawals are allowed while stil l employed from this plan.
•No Loans are allowed on this plan.
•Investments- Annuity and Mutual Funds offered.
•Roth contributions (after-tax) are not currently allowed. *Please note that additional information regarding the investment line-up is available at www.tiaa-cref.org/tuskegee.
Plan #1-Tuskegee University Defined Contribution
RETIREMENT Plan (403(B)(Primary Plan)
Second plan offered Tax Deferred Annuity Plan (TDA). This is a supplemental plan where employees can contribute pre-tax funds. Here are some key features of this supplemental TDA plan… •All employees are immediately eligible for this TDA plan and can contribute to pre-tax funds. •Type of accounts used: Group Supplemental Retirement Annuity (GSRA) accounts. •Rollovers in are allowed from previous employer accounts (account types accepted 401k, 403b, 401a, 403a, 457b,and/or IRA).
•Employee’s are 100% vested.
Plan #2-Tuskegee University Tax Deferred Annuity Plan
(Supplemental Plan)
TDA Plan (cont’d): •Employee’s can withdraw 100% at Termination from employment. However, there are tax penalties. •Loans are allowed- please contact TIAA for more information.
•Investments- Annuity and Mutual Funds offered (same investments offered as the DC plan #1).
•Roth Contribution (after-tax) are not currently allowed.
Plan #2-Tuskegee University Tax Deferred Annuity Plan
(Supplemental Plan)
TUSKEGEE UNIVERSITY RETIREMENT PLAN BENEFITS & TIAA
TIAA Contacts
• National Contact phone center, (M-F 8am-11pm ET, Sat & Sun 9am-6pm ET) 1-800-842-2776 • www.tiaa-cref.org & www.tiaa-cref.org/tuskegee
• Automated Telephone Service: For account access and current performance, 24 hours a day, 7 days a week 1-800-842-2252
Step #1- go to www.t iaa-cref.org/tuskegeew.t iaa-cref.org/tuskegee
Step #2- c l ick on the “Enroll Now ” but ton (you can a lso view an onl ine enro l lment
demo.)
Step #3- complete Salary Reduct ion Agreement form ( for both the DC matching p lan
and the TDA supplementa l p lan provided to you by your Univers i ty Human Resource
Department) . This form is the agreement between you and Tuskegee to a l low for the
deduct ions f rom your pay.
Step #4- Cl ick the “Register with TIAA-CREF ” but ton i f you are a new customer
enro l l ing for the f i rst t ime. I f you a l ready have a TIAA-CREF account then you can
log in wi th your user id and password
Step #5- In the Enro l l Onl ine sect ion choose the p lan you are want ing to enro l l in-
e i ther the Def ined Contr ibut ion Plan (RA150356 ) or the Tax Deferred Annui ty Plan
(supplemental -SRA150357 . )
Step #6- Fol low the step by s tep inst ruct ions for enter ing your personal in format ion
and u l t imately submit t ing the appl icat ion.
HOW DO I ENROLL IN THE RETIREMENT PLANS?
DRUG/ALCOHOL FREE WORKPLACE
Purpose: To maintain a safe and healthy environment and will not tolerate drug or alcohol use.
Testing will include pre-employment
or transfers to safety sensitive positions; accidents; injuries; reasonable suspicion; random; and return to duty from suspension.
A confidential, counseling and referral service for employees and their families who need help in any of the following areas:
• Confidential Counseling on Personal Issues • Financial Information, Resources and Tools • Legal Information, Resources and Consultation • Other Information, Tools and Services
ComPsych: 800-311-4327 Online: www.guidanceresouces.com, Web ID: GEN311
EMPLOYEE ASSISTANCE PROGRAM
Time sheets should be completed daily. Indicate your time in and your time out. Indicate your lunch time. Indicate your time you return from lunch and the time
you leave at the end of the day. Work time information should be accurate and reflect
your work hours. As a reminder, all overtime must be approved by your
supervisor prior to hours worked. There are no exceptions.
TIMESHEET REPORTING
Leave is accrued during the six month probationary period.
However, you can not take leave until after completion of the six-month probationary period.
When you become eligible for vacation leave and sick leave, you
must complete a Leave form and submitted it to your supervisor for approval.
It is highly recommended that leave requests are submitted at
least two weeks in advance, when possible. This allows the supervisor to plan for the absence.
Your leave is not approved until you receive notification from your
supervisor that the leave is approved.
LEAVE REPORTING
Welcome to Tuskegee University!
If you are an existing employee, thank you for your continued service to Tuskegee University.
THANK YOU
Upon completion of the presentation, click the link below:
CLICK HERE
Tuskegee University
Office of Human Resources Management
(334)727-8510
QUESTIONS & ANSWERS?
