Georgia state university employee handbook

GSW Website Search. Employee Self-service. OneUSG Connect. Employee Resources. Human Resources officers and institutional managers should read, understand, and comply with all provisions of this manual. Also, institutions may develop institutional level policies that comply with these policies. The policies contained herein also outline responsibilities for employees and programs developed by the University System of Georgia to benefit employees.

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Students Free-onlinecourses. Please contact the Department of Human Resources if you have questions regarding policies or procedures Employee Handbook. Clayton State University recognizes that an ethical, efficient, and effective work environment is essential to successfully accomplish our mission.

As a result, we have always placed a high priority on assuring that each member of our university community has the opportunity and means to convey any matter that could compromise that environment. Reporting through your supervisory chain frequently produces the most thorough and timely resolution of a matter and is encouraged. However, other reporting avenues, such as Public Safety and Human Resources have been and continue to be readily available. In keeping with our efforts to expand alternatives for reporting matters of significance, we have Hotline reporting available through a service provided by an independent company, Global Compliance.

This service is available 24 hours a day, 7 days a week, and allows you to voice your concerns, and to remain anonymous if you prefer.

This service allows you to anonymously send additional information if available, attachments and also receive feedback or questions on your report via a report number and PIN. Of special concern are fraud, waste, and abuse as well as harassment of any kind, given that they so directly impact our stewardship responsibilities and the well-being of individuals within our campus community.

Yet, we would encourage you to report any other significant issue as well through any of the methods available to you. This service is more than just a Hotline through which individuals can report issues of suspected fraud, waste or abuse.

We also want to also solicit questions, comments and feedback about areas which could be streamlined and made more efficient and effective.

Your input is essential to ensure that Clayton State University maintains a positive, productive workplace. This is your system and we encourage you to use it — together we will achieve excellence. To promote the protection of Minors, our Protection of Minors on Campus Policy describes the requirements of administrators, faculty, staff, students, volunteers and others who interact with Minors and informs all members of the University community of their obligation to report any instances of known or suspected abuse or neglect of Minors.

Questions about the interpretation or application of this Policy should be raised with Human Resources, which shall update or modify the Policy as necessary and administer and oversee the implementation of the Policy in a manner that best achieves its goals. This document is intended to provide a policy and procedure to protect the rights of claimants and respondents at Clayton State University and to affirm and support an environment free of sexual harassment through the protection of these rights and the standardization of practices.

Clayton State University is committed to a working and learning environment in which all individuals are treated with respect and dignity. No member of this environment, including faculty, staff, and students, should be subjected to sexual harassment. Each person has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including sexual harassment.

Sexual harassment is a violation of law, and thus is a basis for disciplinary action up to and including termination of employment, or for students, dismissal. In addition to students, faculty and staff, this policy also applies to all non-employee professionals, consultants, independent contractors and their employees and employees of contract services.

Retaliation against any member of the CSU community who has reported sexual harassment or filed a sexual harassment complaint or has cooperated in the resolution or investigation of a sexual harassment complaint is also prohibited.

Any member of the CSU community engaged in retaliatory conduct is subject to disciplinary action, up to and including termination of employment, or for students, dismissal. Sexual harassment most often exploits a relationship between individuals of unequal power and authority i. At a university, sexual harassment also constitutes unprofessional conduct which compromises the university's commitment to the pursuit of learning.

Unwelcome sexual advances, requests for sexual favors, verbal and written comments, or physical conduct of a sexual nature may constitute sexual harassment when such conduct occurs in one or more of the following conditions:. The ultimate responsibility for the effective implementation of this policy is with the President of the university. Every student, faculty member and staff member is expected to become aware of and support this policy.

Failure of supervisors to respond to allegations or delaying an investigation of sexual harassment in a timely manner is a violation of policy and a violation of the law. The university is prepared to take preventive and corrective action in cases of sexual harassment; individuals who engage in such misconduct are subject to appropriate disciplinary action. All efforts will be made to respect the right to confidentiality of all parties involved in a sexual harassment charge.

Confidentiality, however, cannot be guaranteed under certain laws.