Logan University Employee Handbook

Logan University

Employee Handbook

2024

ABOUT THIS HANDBOOK/DISCLAIMER

We prepared this handbook to help employees find the answers to many questions that they

may have regarding their employment with Logan University. Please take the necessary time

to read it.

We do not expect this handbook to answer all questions. Supervisors and Human Resources

also serve as a major source of information.

This handbook does not constitute an agreement, contract of employment, express or implied,

or a promise of treatment in any particular manner in any given situation, nor does it confer

any contractual rights whatsoever. Logan University adheres to the policy of employment at

will, which permits the University or the employee to end the employment relationship at any

time, for any reason, with or without cause or notice.

This handbook states only general University guidelines. The University may, at any time, in

its sole discretion, modify or vary from anything stated in this handbook, with or without notice.

“Employment at will” with the University, may only be modified by an express written

agreement signed by the employee and an authorized member of the Cabinet.

The handbook also contains addendums that relate to employment in specific states. The

general provisions of the handbook are applicable employees, regardless of location; the

state-specific provisions apply only to employees performing work for the University in those

specific states. In some instances, state-specific policies will apply only if the University

employs a specific number of individuals in that state. This means that not all of the policies

listed in the state-specific addenda will apply to employees working in those states. For this

reason, employees who work in states other than Missouri should contact Human Resources

if they have questions about whether a state-specific policy is applicable to them. If the state-

specific addendum applies to an employee, that state-specific addendum supersedes the

generally applicable handbook provision, to the extent there is disagreement between the

provisions.

This handbook supersedes all prior handbooks.

Table of Contents

Section 1 - Governing Principles of Employment ......................................................... 6

1-1 Introduction ...................................................................................................... 6

1-2 Mission and Vision ........................................................................................... 7

1-3 Notice of Nondiscrimination……………………………………………...……......7

1-4 Equal Employment Opportunities ................................................................... 8

1-5 Non-Harassment .............................................................................................. 9

1-6 Sexual Harassment ......................................................................................... 9

1-7 Drug-Free and Alcohol-Free Workplace ........................................................ 12

1-8 Workplace Violence ....................................................................................... 13

Section 2 - Operational Policies ................................................................................. 16

2-1 Employee Classifications ............................................................................... 16

2-2 Your Employment Records ............................................................................ 16

2-3 Working Hours and Schedule ........................................................................ 16

2-4 Remote Work/Telecommuting ....................................................................... 17

2-5 State Hiring and Relocation ........................................................................... 19

2-6 Timekeeping Procedures ............................................................................... 20

2-7 Overtime ........................................................................................................ 21

2-8 Travel Time for Non-Exempt Employees ....................................................... 21

2-9 Safe Harbor Policy for Exempt Employees.................................................... 22

2-10 Your Paycheck ............................................................................................. 23

2-11 Direct Deposit .............................................................................................. 24

2-12 Salary Advances ..........................................................................................

2-13 Performance Review ................................................................................... 24

2-14 Record Retention ......................................................................................... 24

2-15 Job Postings ................................................................................................ 24

Section 3 - Benefits ..................................................................................................... 26

3-1 Benefits Overview .......................................................................................... 26

3-2 Paid Holidays ................................................................................................. 26

3-3 Paid Vacations ............................................................................................... 28

3-4 Paid Time Off ................................................................................................. 28

3-5 Paid Medical Leave ....................................................................................... 28

3-6 Lactation Breaks ............................................................................................ 30

3-7 Workers' Compensation ................................................................................. 30

3-8 Jury Duty ........................................................................................................ 33

3-9 Bereavement Leave ....................................................................................... 33

3-10 Voting Leave ................................................................................................ 33

3-11 Insurance Programs .................................................................................... 33

3-12 Long-Term Disability Benefits ...................................................................... 34

3-13 Salary Continuation ..................................................................................... 34

3-14 Employee Assistance Program .................................................................... 34

3-15 Retirement Plan ........................................................................................... 34

Section 4 - Leaves of Absence ................................................................................... 35

4-1 Personal Leave .............................................................................................. 35

4-2 Paid Medical Leave (Eligible FMLA)…………………………………………….36

4-3 Military Leave ................................................................................................. 37

4-4 Family and Medical Leave ............................................................................. 37

4-5 Victims of Domestic Violence and Sexual Assault…………………………….44

Section 5 - General Standards of Conduct ................................................................. 48

5-1 Workplace Conduct ....................................................................................... 48

5-2 Punctuality and Attendance ........................................................................... 49

5-3 Use of Communications and Computer Systems ........................................ 499

5-4 Use of Social Media ....................................................................................... 50

5-5 Acceptable Use of Technology Resources .................................................... 51

5-6 Inspections ..................................................................................................... 53

5-7 Smoking ......................................................................................................... 53

5-8 Personal Visits and Telephone Calls ............................................................. 53

5-9 Solicitation and Distribution ........................................................................... 53

5-10 Bulletin Boards ............................................................................................. 54

5-11 Confidential Company Information .............................................................. 54

5-12 Conflict of Interest and Business Ethics ...................................................... 54

5-13 Use of Facilities, Equipment and Property, Including Intellectual Property . 55

5-14 Health and Safety ........................................................................................ 55

5-15 Hiring Relatives/Employee Relationships .................................................... 56

5-16 Employee Dress and Personal Appearance ................................................ 56

5-17 Publicity/Statements to the Media ............................................................... 57

5-18 Operation of Vehicles .................................................................................. 57

5-19 University Expense Reimbursement ............................................................ 58

5-20 References .................................................................................................. 58

5-21 If You Must Leave Us .................................................................................. 58

5-22 Exit Interviews .............................................................................................. 58

5-23 A Few Closing Words .................................................................................. 58

Section 6 - California Addendum ................................................................................ 60

Section 7 - Colorado Addendum ................................................................................ 73

Section 8 - Florida Addendum .................................................................................... 79

Section 9 - Illinios Addendum ..................................................................................... 80

Section 10 - Indiana Addendum ................................................................................. 92

Section 11 - Iowa Addendum ..................................................................................... 94

Section 12 - Louisiana Addendum .............................................................................. 95

Section 13 - Maine Addendum ................................................................................... 96

Section 14 - Massachusetts Addendum ................................................................... 103

Section 15 - Michigan Addendum ............................................................................. 115

Section 16 - Nevada Addendum ............................................................................... 116

Section 17 – New Mexico Addendum ....................................................................... 118

Section 18 - New York Addendum ........................................................................... 122

Section 19 – North Carolina Addendum ................................................................... 146

Section 20 - Oregon Addendum ............................................................................... 147

Section 21 - Pennsylvania Addendum ...................................................................... 153

Section 22 – South Carolina Addendum .................................................................. 154

Section 23 - Tennessee Addendum ......................................................................... 157

Section 1 - Governing Principles of Employment

1-1 Introduction - Welcome

For employees who are commencing employment with Logan University, let me extend a

warm and sincere welcome. For employees who have been with us, thanks for your past and

continued service.

We are thrilled you have made the choice to join one of the leading academic institutions in

chiropractic and health sciences.

What makes Logan thrive is the dedication, passion and commitment of our faculty and

staff. You not only have the opportunity to make a positive difference at our institution, but

you play a vital role in each student's success - here at Logan and beyond.

I extend my personal best wishes for success and happiness here at Logan University. We

understand that it is our employees who provide the services that our customers rely upon,

and who will enable us to create new opportunities in the years to come.

We thank you for your partnership and look forward to supporting you in your new role at

Logan.

J. Clay McDonald, President

1-2 Mission Vision Values

Mission: Logan University is a diverse and engaging community committed to excellence in

health sciences, education and service, guided by integrity, commitment and passion.

Vision: Logan University aspires to be a community to transformative student success in

health and wellness.

Values

Logan is deeply committed to a number of principles and qualities that best represent our

identity and culture. The following values not only serve as a boundary for our behavior, but

also set expectations for ourselves and for those we serve.

DIVERSITY

EMPATHY

STUDENT FIRST

POSITIVE ATTITUDE

EVIDENCE-INFORMED

CHARACTER/INTEGRITY

TEAMWORK

Logan provides service to the University and to the local, state, national and international

communities.

1-3 Notice of Nondiscrimination

It is the policy of “Logan to provide an equal employment opportunity to all prospective and current

employees. All employment practices – such as employment, promotion, demotion, transfer,

compensation, assignment of work duties, recruiting, advertisement, layoff, termination, rate

of pay, and selection for training – are based on each individual’s qualifications and merit

without regard to race, color, sex (and sexual orientation), national origin, religion, disability,

age, genetic information or veteran status.” Any persons having inquiries concerning Logan's

compliance with the regulations implementing Title IV, VI, IX and Section 504 are directed to

contact either the Compliance Officer or Human Resources (for employment and patient

treatment) or the Dean of Student Services (students), 1851 Schoettler Road, Chesterfield,

Missouri 63017 or call at 800-782-3344. The Chief of Compliance and Engagement Office is

designated as Logan's officer to comply with regulations implementing Title VI, IX and

Section 504. Any person may also contact the Assistant Secretary for Civil Rights, U.S.

Dept. of Education, regarding the institution's compliance with the regulations implementing

Title IV, VI, IX or Section 504.

1-4 Equal Employment Opportunity

It is the policy of Logan to provide an equal employment opportunity to all prospective and

current employees. All employment practices - such as employment, promotion, demotion,

transfer, compensation, assignment of work duties, recruiting, advertisement, layoff,

termination, rate of pay, and selection for training - are based on each individual's

qualifications and merit or any other characteristic protected by applicable federal, state or

local laws. The University is dedicated to this policy with respect to recruitment, hiring,

placement, promotion, transfer, training, compensation, benefits, employee activities and

general treatment during employment.

Accommodations for Individuals with Disabilities: The University will make reasonable

accommodations, as required by law, for the known physical or mental disabilities of an

otherwise qualified applicant or employee, unless doing so would impose an undue hardship

upon the University's operations.

Any applicant or employee who believes they require an accommodation in order to perform

the essential functions of the job should contact the Vice President of Human Resources to

request such an accommodation. Employees should specify what accommodation they need

to perform the job and, as necessary to establish the need for accommodation, explaining the

underlying physical or mental disability and the basis for the requested accommodation. The

University then will review and analyze the request, including engaging in an interactive

process with the employee or applicant, to identify if such an accommodation can be made.

The University will evaluate requested accommodations, and as appropriate identify other

possible accommodations, if any. The employee will be notified of the University's decision

regarding the request within a reasonable period. The University treats all medical information

submitted as part of the accommodation process in a confidential manner.

Religious Accommodations: The University will endeavor to accommodate the sincere

religious beliefs of its employees to the extent such accommodation does not pose an undue

hardship on the University's operations. If you wish to request such an accommodation, please

speak to the Vice President of Human Resources.

Any employees with questions or concerns about equal employment opportunities in the

workplace are encouraged to bring these issues to the attention of the Vice President of

Human Resources. The University will not allow any form of retaliation against individuals who

raise issues of equal employment opportunity. If an employee feels he or she has been

subjected to any such retaliation, he or she should bring it to the attention of the Vice President

of Human Resources. To ensure our workplace is free of artificial barriers, violation of this

policy including any improper retaliatory conduct will lead to discipline, up to and including

discharge. All employees must cooperate with all investigations.

1-5 Non-Harassment

It is Logan University's policy to prohibit intentional and unintentional harassment of any

individual by another person on the basis of any protected classification including, but no

limited to, race, color, sex (and sexual orientation), national origin, religion, disability, age or

veteran status.” The purpose of this policy is not to regulate our employees' personal morality,

but to ensure that in the workplace, no one harasses another individual.

If an employee believes someone has violated this policy, the employee should promptly bring

the matter to the immediate attention of the Vice President of Human Resources at the

following address 1851 Schoettler Rd. and phone number (636) 230-1720.

If the employee makes a complaint under this policy and has not received a satisfactory

response within five (5) business days, the employee should contact the Chief of Compliance

and Engagement immediately at the following address, 1851 Schoettler Rd, and phone

number (636) 230-1932.

Every supervisor who learns of any employee’s concern and conduct in violation of this policy,

whether in a formal complaint or informally, or who otherwise is aware of conduct in violation

of this policy, must immediately report the issues raised or conduct to the Chief of Compliance

and Engagement.

Every report of perceived harassment will be fully investigated and corrective action will be

taken where appropriate. All complaints will be kept confidential to the extent possible, but

confidentiality cannot be guaranteed. In addition, the University prohibits any form of retaliation

against individuals who report unwelcome conduct to the University or who cooperate in the

investigations of such reports in accordance with this policy. If an employee feels he or she

has been subjected to any such retaliation, he or she should report it in the same manner in

which the employee would report a claim of perceived harassment under this policy. Violation

of this policy including any improper retaliatory conduct will result in disciplinary action, up to

and including discharge. All employees must cooperate with all investigations.

1-6 Sexual Harassment

Logan University is committed to a workplace free of sexual harassment and retaliation.

Logan University does not tolerate and prohibits sexual harassment of or against job

applicants’ contractors, interns’, volunteers, or employees by another employee, supervisor,

vendor, customer or any third party. Logan University also prohibits retaliation as defined

below.

Sexual harassment and retaliation are unacceptable in the workplace and in any work-related

settings such as business trips and University-sponsored social functions, regardless of

whether the conduct is engaged in by a supervisor, co-worker, client, customer, vendor, or

other third party. In addition to being a violation of this policy, sexual harassment and

retaliation are unlawful. For example, sexual harassment and retaliation against an individual

because the individual filed a complaint of sexual harassment or because an individual aided,

assisted or testified in an investigation or proceeding involving a complaint of sexual

harassment are unlawful.

Definition of Sexual Harassment

Sexual harassment includes harassment on the basis of sex or gender (including pregnancy,

childbirth and related medical conditions), gender identity or gender expression (including

transgender status) and/or sexual orientation. Sexual harassment includes unwelcome

conduct which is either of a sexual nature or which is directed at an individual because of that

individuals’ sex or gender (including pregnancy, childbirth and related medical conditions),

gender identity or gender expression (including transgender status) and/or sexual orientation

when:

• submission to that conduct or those advances or requests is made either explicitly

or implicitly a term or condition of an individual's employment; or

• submission to or rejection of the conduct or advances or requests by an individual

is used as the basis for employment decisions affecting the individual; or

• the conduct or advances or requests have the purpose or effect of unreasonably

interfering with an individual’s work performance or creating an intimidating, hostile

or offensive working environment.

Sexual harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing),

visual (including offensive posters, symbols, cartoons, drawings, computer displays, text

messages, social media posts or emails) or physical conduct (including physically threatening

another) that denigrates or shows hostility or aversion towards an individual on the basis of

sex or gender (including pregnancy, childbirth and related medical conditions), gender identity

or gender expression (including transgender status) and/or sexual orientation. Such conduct

violates this policy, even if it is not unlawful.

Because it is difficult to define unlawful sexual harassment, employees are expected to

behave at all times in a manner consistent with the intended purpose of this policy.

Examples of conduct that violates this policy include:

• unwelcome sexual advances, comments, gestures, flirtations, leering, whistling,

touching, kissing, pinching, assault, blocking normal movement;

• requests for sexual favors or demands for sexual favors in exchange for favorable

treatment;

• sexual jokes or comments about a person's body, sexuality or sexual experience;

• propositions or suggestive or insulting comments of a sexual nature;

• derogatory, obscene or vulgar cartoons, posters, pictures, and drawings;

• sexually-explicit emails or voicemails;

• conversation about one's own or someone else's sex life;

• conduct, comments, or hostile actions consistently targeted at only one gender or

because of the person's gender or gender identity or expression, even if the content

is not sexual.

Definition of Retaliation

Retaliation means adverse conduct taken because an individual reported an actual or

perceived violation of this policy, opposed practices prohibited by this policy or participated in

the reporting and investigation process described below. "Adverse conduct" includes but is

not limited to:

• any action that would discourage an employee from reporting sexual harassment or

retaliation;

• shunning and avoiding an individual who reports sexual harassment or retaliation;

• express or implied threats or intimidation intended to prevent an individual from

reporting sexual harassment or retaliation; and

• denying employment benefits because an applicant or employee reported or

encouraged another employee to report sexual harassment or retaliation or

participated in the reporting and investigation process described below.

Reporting Procedures

If an employee believes someone has violated this policy, the employee should promptly bring

the matter to the immediate attention of the Vice President of Human Resources at the

following address 1851 Schoettler Rd. and phone number (636) 230-1700.

Written complaints can be submitted internally using the form provided in this handbook.

If the employee makes a complaint under this policy and has not received a satisfactory

response within five (5) business days, the employee should contact the Chief of Compliance

and Engagement immediately at the following address 1851 Schoettler Rd. and phone number

(636) 230-1932.

If the person against whom the complaint is directed is one of the individuals listed above, the

employee should contact any higher-level supervisor in the reporting hierarchy of the

individual against whom the complaint was made.

Every supervisor who learns of any employee's concern about conduct in violation of this

policy, whether in a formal complaint or informally, or who otherwise is aware of conduct in

violation of this policy, must immediately report the issues raised or conduct to Chief of

Compliance and Engagement. Reports or concerns about the Chief of Compliance and

Engagement should be made to the University President.

Investigation Procedures

Upon receiving a complaint, the University will promptly conduct a fair and thorough

investigation into the facts and circumstances of any claim of a violation of this policy to ensure

due process for all parties. To the extent possible, the University will endeavor to keep the

reporting individual's concerns confidential. However, complete confidentiality may not be

possible in all circumstances. All individuals are required to cooperate in all investigations

conducted pursuant to this policy.

During the investigation, the University generally will interview the complainant and the

accused, conduct further interviews as necessary and review any relevant documents or other

information. Upon completion of the investigation, the University will determine whether this

policy has been violated based upon its reasonable evaluation of the information gathered

during the investigation. The University will inform the complainant and the accused of the

results of the investigation.

The University will take corrective measures against any person who it finds to have engaged

in conduct in violation of this policy, if the University determines such measures are necessary.

These measures may include, but are not limited to, counseling, suspension or immediate

termination. Anyone, regardless of position or title, whom the University determines has

engaged in conduct that violates this policy will be subject to discipline, up to and including

termination. This includes individuals engaging in sexual harassment or retaliation, as well as

managers who fail to report violations of this policy, or knowingly allow prohibited conduct to

continue.

1-7 Drug-Free and Alcohol-Free Workplace

The Logan University drug and alcohol policy includes all students, faculty, staff, fellows,

residents, administration and volunteers. Logan University has a significant interest in

ensuring that the work environment is free from the hazards to patients, students,

employees, and visitors that are created due to the unauthorized use of alcohol, drugs, or

controlled substances. The Drug Free Workplace Act of 1988 and Drug Free Schools and

Community Act of 1989 requires Logan University, as a Federal grant recipient and

contractor, to certify that it will provide a drug free workplace and learning environment. A

drug free awareness program has been established to inform all employees and students

about:

• The dangers of drug abuse in the workplace

• The University’s policy of maintaining a drug-free workplace

• The availability of drug counseling, rehabilitation, student and employee assistance

programs.

Potential penalties for drug abuse violations. This is accomplished by providing to each

employee and student a copy of the University’s Drug Free Workplace policy statement, and

requiring that as a condition of employment under such a grant or contract the employee will

abide by the terms of this statement; and notify the Vice President of Human Resources of

any criminal drug statute conviction for a violation occurring in the workplace no later than

five (5) days after such conviction. Copies of this policy can be obtained from the Dean of

Students and Vice President of Human Resources.

STANDARDS OF CONDUCT

The purpose of a drug and alcohol-free campus is to promote the safety, health and general

well-being of students and employees and to facilitate the efficient operations of campus

business toward accomplishing the college or institution mission. Accordingly, employees

and students will not engage in the unlawful manufacture, distribution, possession, or use of

controlled substances, illicit drugs, or alcohol while on University property or engaged in

University-related activities. Controlled substances include, but are not limited to, narcotics,

depressants, stimulants, hallucinogens, cannabis (marijuana), and prescription drugs,

except when used in accordance with instructions from a proper medical authority. Logan

also prohibits the sale, use and dispensing of alcoholic beverages on College premises with

the exception of University sponsored events, where alcohol may be served. When alcohol

is served at University sponsored events, employees and students are expected to comply

with all University policies, including Logan’s Code of Conduct.

1-8 Workplace Violence

Logan University is strongly committed to providing a safe workplace. The purpose of this

policy is to minimize the risk of personal injury to employees and damage to University and

personal property. Logan strictly prohibits workplace violence, acts of violence and/or threats

or violence (including domestic violence) whether expressed or implied toward any student,

employee, or other individual on the University’s campus or in the University’s clinic or other

facilities.

We do not expect employees to become experts in psychology or to physically subdue a

threatening or violent individual. Indeed, we specifically discourage employees from engaging

in any physical confrontation with a violent or potentially violent individual. However, we do

expect and encourage employees to exercise reasonable judgment in identifying potentially

dangerous situations.

Experts in the mental health profession state that prior to engaging in acts of violence, troubled

individuals often exhibit one or more of the following behaviors or signs: over-resentment,

anger and hostility; extreme agitation; making ominous threats such as bad things will happen

to a particular person, or a catastrophic event will occur; sudden and significant decline in

work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate

behavior; reacting to questions with an antagonistic or overtly negative attitude; discussing

weapons and their use, and/or brandishing weapons in the workplace; overreacting or reacting

harshly to changes in University policies and procedures; personality conflicts with co-workers;

obsession or preoccupation with a co-worker or Manager; attempts to sabotage the work or

equipment of a co-worker; blaming others for mistakes and circumstances; or demonstrating

a propensity to behave and react irrationally.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by

any University employee WILL NOT BE TOLERATED. For purposes of this policy, a threat

includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling

fear in others, menacing gestures, flashing of weapons, stalking or any other hostile,

aggressive, injurious or destructive action undertaken for the purpose of domination or

intimidation. To the extent permitted by law, employees and visitors are prohibited from

carrying weapons onto University premises.

Procedures for Reporting a Threat

All potentially dangerous situations, including threats and acts of violence must be reported

immediately to Campus Security, Logan University’s Chief of Compliance and Engagement

and any member of the University with whom the employee feels comfortable, and to law

enforcement, if the situation requires an immediate or emergency response. Reports of

threats may be maintained confidential to the extent maintaining confidentiality does not

impede our ability to investigate and respond to the complaints. All threats will be promptly

investigated. All employees must cooperate with all investigations. No employee will be

subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in

good faith under this policy.

If the University determines, after an appropriate good faith investigation, that someone has

violated this policy, the University will take swift and appropriate corrective action.

If an employee is the recipient of a threat made by an outside party, that employee should

follow the steps detailed in this section. It is important for us to be aware of any potential

danger on our campus. Indeed, we want to take effective measures to protect everyone from

the threat of a violent act by an employee or by anyone else.

WEAPONS ON CAMPUS POLICY

Logan strives to make the learning and work environment as safe as possible. To that end,

Logan does not tolerate actual or threatened violence on its premises or when directed at a

Logan staff member, faculty member, student, guest or visitor on or off premises.

Verbal or written threats of any kind, even in jest, will not be tolerated and may result in

disciplinary action up to and including termination, expulsion or removal from the premises

pending investigation. Fighting or verbal threats will be dealt with promptly. In a further effort

to maintain a violence-free learning and work environment, Logan has adopted the following

policy regarding firearms and concealed weapons:

(1) firearms, concealed weapons and explosives are not allowed at any time on property

owned or leased by Logan (including Logan owned or leased parking lots) or in vehicles owned

or leased by Logan, or on the person of any faculty or staff member, student, visitor or guest

while that individual is on Logan property;

(2) firearms, concealed weapons and explosives are not allowed in the private vehicle of any

faculty or staff member, student, visitor or guest of Logan while such vehicle is on Logan

property; and

(3) Logan reserves the right to search and/or inspect faculty and staff members, students,

guests and visitors, their personal belongings, and their vehicles located on Logan property if

Logan believes it is necessary to enforce this policy.

Even though Missouri has passed a concealed weapons law, the law provides that one is not

entitled to carry a concealed weapon into any higher education institution without the consent

of the governing body of the higher education institution. Logan does not, under any

circumstances, consent to carrying a concealed weapon on its property or to having a

concealed weapon in a vehicle while parked on Logan property. Only law enforcement officers

or authorized security personnel are allowed to carry weapons on Logan property.

Any violation of this policy or any refusal to allow Logan to search and/or inspect one’s person,

belongings or vehicle while on Logan property will result in discipline up to and including

termination of employment, suspension, expulsion or removal from the premises.

Section 2 - Operational Policies

2-1 Employee Classifications

For purposes of this handbook, all employees fall within one of the classifications below.

Full-Time Employees - Employees who regularly work at least 30 hours per week who were

not hired on a short-term basis.

Part-Time Employees - Employees who regularly work fewer than 30 hours per week who

were not hired on a short-term basis.

Short-Term Employees - Employees who were hired for a specific short-term project, or on

a short-term freelance, per diem or temporary basis. Short-Term Employees generally are not

eligible for University benefits, but are eligible to receive statutory benefits.

In addition to the above classifications, employees are categorized as either "exempt" or

"non-exempt" for purposes of federal and state wage and hour laws. Employees classified as

exempt do not receive overtime pay; they generally receive the same weekly salary regardless

of hours worked. Such salary may be paid less frequently than weekly. The employee will be

informed of these classifications upon hire and informed of any subsequent changes to the

classifications.

2-2 Your Employment Records

In order to obtain their position, employees provided us with personal information, such as

address and telephone number. This information is contained in the employee's personnel

file.

The employee should keep his or her personnel file up to date by informing Human Resource

Office of any changes. The employee also should inform the Human Resource Office of any

specialized training or skills he or she may acquire in the future, as well as any changes to

any required visas. Unreported changes of address, marital status, etc. can affect withholding

tax and benefit coverage. Further, an "out of date" emergency contact or an inability to reach

the employee in a crisis could cause a severe health or safety risk or other significant problem.

2-3 Working Hours and Schedule

Logan University normally is open from 7:00 am to 4:30, Monday through Friday. The

employee will be assigned a work schedule and will be expected to begin and end work

according to the schedule. To accommodate the needs of the University, at some point we

may need to change individual work schedules on either a short-term or long-term basis.

Employees will be provided meal and rest periods as required by law. A supervisor will provide

further details.

2-4 Remote Work/Telecommuting

Logan University may allow employees to work remotely if their job duties and work

performance are determined to be eligible for remote work. Eligibility will be decided on a

case-by-case basis by the Department Head. Employees also may be required to work

remotely during periods of public health emergencies if government orders and mandates

recommend such work.

This policy provides general information regarding remote work/telecommuting. Employees

who are approved to work remotely should consult their manager for specific details of their

remote work/telecommuting arrangement, such as expected work hours, equipment provided,

and other important information.

Any remote work/telecommuting arrangement may be discontinued by the Department Head

at any time and at the discretion of the university. Employees also may discontinue the

arrangement but may not be guaranteed office space at the university’s location.

At-Will Employment

This policy and any individual agreement addressing this work arrangement do not create a

contract of employment and are not intended to be considered or construed as a promise of

continued employment. Employment is at will and may be discontinued at any time by the

University or employee without notice, cause, or liability.

Hours of Work

Employees will work full-time from home. Scheduled hours of work will be set by the

employee’s manager or supervisor. Employees should maintain regular contact with their

supervisors and managers.

Nonexempt employees must accurately record all hours worked pursuant to the university’s

timekeeping system and take rest and meal breaks as if in the university’s workplace and as

required by law. Nonexempt employees may not work beyond scheduled working hours

(including working more than 40 hours in a workweek) without prior, written authorization from

their manager or supervisor.

Location

Employees will provide, at their expense, a secure, dedicated work area. Employees are

responsible for maintaining the work area in a safe, secure, and nonhazardous condition at all

times. Employees will maintain security devices and procedures necessary to prevent use by

unauthorized persons, including by preventing the connection of any university-furnished

computer system, network, or database to any computer, network, or database other than a

computer, network, or database to which connections are provided or authorized by the

university.

Duties

Employees are expected to follow all existing university policies and procedures. The duties,

obligations, responsibilities, and conditions of employment at the university remain

unchanged. Employees must stay engaged with work throughout the workday and be fully

available during normal business hours. If employees do not successfully perform their job

duties remotely, this arrangement will be revoked. Employees are expected to follow existing

university policies with respect to scheduled and unscheduled time off, including the obligation

to speak with their manager or supervisor before the scheduled start time in the event of an

unscheduled absence, tardiness, or early departure.

Accidents and Injuries

Employees agree to maintain safe conditions in the remote workspace and to practice the

same safety habits and rules applied on university premises. If employees incur an injury

arising out of the course and scope of the assigned job duties while working in a remote

workspace, the workers’ compensation provisions in place for the state in which the

employees are working will apply. Employees must notify human resources and their

supervisor or manager immediately and complete all necessary and/or requested documents

regarding the reported injury. The university assumes no responsibility for injuries occurring

in the remote workspace outside normal working hours or for injuries that occur as a result of

a reasonably recognizable unsafe remote workspace.

Equipment

Employees agree to use electronic equipment that has been encrypted and meets all the

university’s security requirements. If the university provides equipment for home use,

employees agree to provide a secure location for university-owned equipment and will not

use, or allow others to use, such equipment for purposes other than university business.

Employees have no expectation of ownership of such equipment, linkages, property, or other

items installed or provided by the university. The university will bear the expense of removal

of any such equipment, linkages, and installations provided by the university upon the

termination of the remote work/telecommuting arrangement but not modification of or repairs

to the work location. Employees hereby release the university from any damage or liability

incurred in the installation or removal of the equipment provided by the university.

Return of University Property

All equipment, records, and materials provided by the university will remain university

property. Employees agree to return university equipment, records, and materials upon

request. All university equipment will be returned by employees for inspection, repair, or

replacement as needed or requested or immediately upon termination of the remote

work/telecommuting arrangement. All equipment must be returned within five (5) business

days of the written notice to the employees.

Expenses

Upon the presentment of receipts and in accordance with the Business Expense

Reimbursement policy, the University will reimburse employees for certain preapproved

expenses.

Regular household utility charges, such as electricity, water, phone, Internet service, auto,

homeowners’ insurance, etc., are not reimbursable unless state law requires reimbursement.

Confidentiality

Employees agree that they are subject to the university's policies prohibiting the nonbusiness

use or dissemination of the university's confidential business information. Employees will take

all appropriate steps to safeguard the university's confidential business information, including

segregating it from personal papers and documents, not allowing nonemployees to access

such information, and keeping such information in locked drawers or file cabinets when not in

use. Employees will maintain confidential information, including, but not limited to, information

regarding the university’s products or services, processing, marketing and sales, client lists,

client e-mail addresses and mailing addresses, client data, orders, memoranda, notes,

records, technical data, sketches, designs, plans, drawings, trade secrets, research and

development data, experimental work, proposals, new product and/or service developments,

project reports, sources of supply and material, operating and cost data, and corporate

financial information.

Contact

If employees have any questions concerning this policy or would like to apply to work remotely,

they should contact the Human Resource Department.

2-5 State Hiring and Relocation

Logan University maintains its principal place of business in Chesterfield, Missouri and

therefore prioritizes hiring in Missouri and in neighboring areas of Illinois, including the St.

Louis Metropolitan area. However, the university recognizes that in operating a primarily

online College of Health Sciences and in seeking the best talent to deliver on the university

mission, vision, and values, from time to time, the need may arise to hire outside the state of

Missouri and the St. Louis Metropolitan area. In those cases the university will consider what

additional legal and regulatory issues may arise from such a hire and may decline to extend

an offer where such a hire adds complexity and cost to university operations.

Effective March 2023, the university will publish and periodically update a list of approved

states from which applicants for employment may be considered. Hiring managers and

employees who are considering relocating should familiarize themselves with this list. Hiring

or relocating outside of approved states will only be considered based on the specific role,

the skill set of the potential hire, and the relative importance of the role to the delivery of the

university’s mission, vision, and values. Hiring from and/or relocating to a state that is not on

the approved list requires the approval of the Controller and the Head of Human Resources.

Employees should also be advised that working remotely and/or relocating when working

remotely, requires the express approval of their direct supervisor and Human Resources.

Approved States for Hiring/Relocation, updated February 2023

• Arizona

• Florida

• Georgia

• Illinois

• Louisiana

• Maine

• Michigan

• Missouri

• Nebraska

• North Carolina

• South Carolina

• Tennessee

• Texas

• Virginia

• Wisconsin

• Wyoming

2-6 Timekeeping Procedures

Employees must record their actual time worked for payroll and benefit purposes. Non-exempt

employees must record the time work begins and ends, as well as the beginning and ending

time of any departure from work for any non-work-related reason, on forms as prescribed by

the University or the employee’s supervisor.

Altering, falsifying or tampering with time records is prohibited and subjects the employee to

discipline, up to and including discharge.

Exempt employees are required to record their daily work attendance and report full days of

absence from work for reasons such as leaves of absence, sick leave or personal business.

Non-exempt employees may not start work until their scheduled starting time.

It is the employee's responsibility to sign time records to certify the accuracy of all time

recorded. Any errors in the time record should be reported immediately to a Manager, who will

attempt to correct legitimate errors.

2-7 Overtime

At times, Logan University experiences periods of extremely high activity. During these busy

periods, additional work may be required from some employees. Supervisor are responsible

for monitoring the University activity and requesting overtime work if it is necessary. Effort will

be made to provide employees with adequate advance notice in such situations.

Any non-exempt employee who works overtime will be compensated at the rate of one and

one-half times (1.5) his/her normal hourly wage for all time worked in excess of forty (40) hours

each week, unless otherwise required by law.

Employees may work overtime only with prior authorization from the employee’s supervisor.

For purposes of calculating overtime for non-exempt employees, the workweek begins at 12

a.m. on Sunday and ends 168 hours later at 12 a.m. on the following Sunday.

2-8 Travel Time for Non-Exempt Employees

Normal work hours, for the purposes of this policy, are defined as an employee’s regularly

scheduled work hours (e.g., 7:00 a.m. to 4:30 p.m.). This definition applies to normal workdays

(Monday through Friday) and to weekends (Saturday and Sunday). Employees with variable

work hours will have their normal work hours defined by human resources prior to travel, based

on a review of time records over the previous month.

Overnight, Out-of-Town Trips

Non-exempt employees will be compensated for time spent traveling (except for meal

periods) during their normal working hours, on days they are scheduled to work and

on unscheduled work days (such as weekends). Non-exempt employees also will be

paid for any time spent performing job duties during otherwise non-compensable travel

time; however, such work should be limited, absent the advance authorization from the

employee’s supervisor.

Out-of-Town Trips for One Day

Non-exempt employees who travel out of town for a one-day assignment will be paid for all

travel time, except for, among other things: (i) time spent traveling between the employee’s

home and the local railroad, bus or plane terminal; and (ii) meal periods.

Local Travel

Non-exempt employees will be compensated for time spent traveling from one location to

another location during a workday if the travel is work-related. The trip home, however, is

non-compensable when an employee goes directly home from his/her final worksite, unless it

is significantly longer than his/her regular commute home from the regular worksite. In such

case, the portion of the trip home in excess of the regular commute is compensable.

Commuting Time

Travel time from home to work and from work to home is generally non-compensable.

However, if a non-exempt employee regularly reports to a worksite near his/her home, but is

required to report to a worksite farther away than the regular worksite, the additional time

spent traveling is compensable.

If compensable travel time results in more than 40 hours worked by a non-exempt employee,

the employee will be compensated at an overtime rate of one-half times the regular rate.

To the extent that applicable state law provides greater benefits, states law applies.

2-9 Safe Harbor Policy for Exempt Employees

It is our policy and practice to accurately compensate employees and to do so in compliance

with all applicable state and federal laws. To ensure proper payment and that no improper

deductions are made, employees must review pay stubs promptly to identify and report all

errors.

Employees classified as exempt salaried employees will receive a salary which is intended to

compensate them for all hours they may work for Logan University. This salary will be

established at the time of hire or classification as an exempt employee. While it may be subject

to review and modification from time to time, such as during salary review times, the salary

will be a predetermined amount that will not be subject to deductions for variations in the

quantity or quality of the work performed.

Under federal and state law, salary is subject to certain deductions. For example, unless state

law requires otherwise, salary can be reduced for the following reasons:

• full-day absences for personal reasons;

• full-day absences for sickness or disability;

• full-day disciplinary suspensions for infractions of our written policies and

procedures;

• family and Medical Leave absences (either full- or partial-day absences);

• to offset amounts received as payment from the court for jury and witness fees or

from the military as military pay;

• the first or last week of employment in the event the employee works less than a full

week; and

• any full work week in which the employee does not perform any work.

Salary may also be reduced for certain types of deductions such as a portion of health, dental

or life insurance premiums; state, federal or local taxes; social security; or voluntary

contributions to a 403(b).

In any work week in which the employee performed any work, salary will not be reduced for

any of the following reasons:

• partial day absences for personal reasons, sickness or disability;

• an absence because the employer has decided to close a facility on a scheduled

work day;

• absences for jury duty, attendance as a witness, or military leave in any week in

which the employee performed any work (subject to any offsets as set forth above);

and

• any other deductions prohibited by state or federal law.

However, unless state law provides otherwise, deductions may be made to accrued leave for

full- or partial-day absences for personal reasons, sickness or disability.

If the employee believes he or she has been subject to any improper deductions, the employee

should immediately report the matter to a manager. If the manager is unavailable or if the

employee believes it would be inappropriate to contact that person (or if the employee has not

received a prompt and fully acceptable reply), he or she should immediately contact Human

Resource Office.

2-10 Your Paycheck

All employees are paid bi-weekly on Fridays. In the event, a payday falls on a bank holiday;

the pay date will be day prior. Non-exempt employees are paid one week in arrears to allow

time for timesheets to be entered by the employee and approved by the supervisor. Exempt

employees paid current.

Payroll stubs itemize deductions made from gross earnings. By law, the University is required

to make deductions for Social Security, federal income tax, and any other appropriate taxes.

These required deductions also may include any court-ordered garnishments. Payroll stubs

also will differentiate between regular pay and overtime pay received.

If there is an error in an employee's pay, the employee should bring the matter to the attention

of the Human Resource Office immediately so the University can resolve the matter quickly

and amicably.

Paychecks will be given only to the employee, unless he or she requests that they be mailed,

or authorize in writing, another person to accept the check.

2-11 Direct Deposit

Logan University strongly encourages employees to use direct deposit. Direct deposit is the

safest and most timely way to ensure paychecks are received immediately on each pay date.

The University reserves the right to require direct deposit in situations where an employee is

working remotely or repeatedly requiring stale or lost paychecks to be reissued. Employees

who choice to receive a paper check, may pick up their paycheck from the Payroll Department

each pay date. Paychecks will only be given to the employee, unless he or she requests that

they be mailed, or authorize in writing for another person to accept the check.

2-12 Salary Advances

Logan University does not permit advances on paychecks or against accrued paid time off.

2-13 Performance Review

Depending on the employee's position and classification, Logan University endeavors to

review performance annually. However, a positive performance evaluation does not guarantee

an increase in salary, a promotion or continued employment. Compensation increases and

the terms and conditions of employment, including job assignments, transfers, promotions,

and demotions, are determined by and at the discretion of the University.

In addition to these formal performance evaluations, the University encourages employees

and managers to discuss job performance on a frequent and ongoing basis.

2-14 Record Retention

The University acknowledges its responsibility to preserve information relating to litigation,

audits and investigations. Failure on the part of employees to follow this policy can result in

possible civil and criminal sanctions against the University and its employees and possible

disciplinary action against responsible individuals (up to and including discharge of the

employee). Each employee has an obligation to contact the President to inform him or her of

potential or actual litigation, external audit, investigation or similar proceeding involving the

University that may have an impact on record retention protocols.

2-15 Job Postings

Logan University is dedicated to assisting employees in managing their careers and reaching

their professional goals through promotion and transfer opportunities. This policy outlines the

on-line job posting program which is in place for all employees. To be eligible to apply for an

open position, employees must meet several requirements:

• Should be a current, regular, full-time or part-time employee

• Been in your current position for at least six months

• Maintain a performance rating of satisfactory or above

• Should not be on an employee conduct/performance-related probation or warning

• Must meet the job qualifications listed on the job posting

• Required to provide the employee's supervisor with notice prior to applying for the

position.

If the employee finds a position of interest on the job posting website and meets the eligibility

requirements, an on-line job posting application must be completed in order to be considered

for the position. Not all positions are guaranteed to be posted. The University reserves the

right to seek applicants solely from outside sources or to post positions internally and

externally simultaneously.

For more specific information about the program, please contact the Human Resources

Department.

Section 3 - Benefits

3-1 Benefits Overview

In addition to good working conditions and competitive pay, it is Logan University's policy to

provide a combination of supplemental benefits to all eligible employees. In keeping with this

goal, each benefit program has been carefully devised. These benefits include time-off

benefits, such as vacations and holidays, and insurance and other plan benefits. We are

constantly studying and evaluating our benefits programs and policies to better meet present

and future requirements. These policies have been developed over the years and continue to

be refined to keep up with changing times and needs.

The next few pages contain a brief outline of the benefits programs Logan University provides

employees and their families. Of course, the information presented here is intended to serve

only as guidelines.

The descriptions of the insurance and other plan benefits merely highlight certain aspects of

the applicable plans for general information only. The details of those plans are spelled out in

the official plan documents, which are available for review upon request from the Human

Resource Department. Additionally, the provisions of the plans, including eligibility and

benefits provisions, are summarized in the summary plan descriptions ("SPDs") for the plans

(which may be revised from time to time). In the determination of benefits and all other matters

under each plan, the terms of the official plan documents shall govern over the language of

any descriptions of the plans, including the SPDs and this handbook.

Further, Logan University (including the officers and administrators who are responsible for

administering the plans) retains full discretionary authority to interpret the terms of the plans,

as well as full discretionary authority with regard to administrative matters arising in connection

with the plans and all issues concerning benefit terms, eligibility and entitlement.

While the University intends to maintain these employee benefits, it reserves the absolute right

to modify, amend or terminate these benefits at any time and for any reason.

If employees have any questions regarding benefits, they should contact the Human Resource

Department.

3-2 Paid Holidays

Full-time, Part-time employees will be paid for the following holidays:

New Year's Day

Day after New Year’s Day

Martin Luther King, Jr. Day

President's Day

Good Friday

Memorial Day

Juneteenth

Independence Day

Labor Day

Wednesday before Thanksgiving

Thanksgiving Day

Day after Thanksgiving

Christmas Eve

Christmas Day

Day after Christmas

New Year's Eve

When holidays fall or are celebrated on a regular workday, eligible employees will receive one

(1) day's pay at their regular straight-time rate. Eligible employees who are called in to work

on a holiday will receive one (1) day's pay at their regular straight-time rate and an additional

payment of straight-time for the actual time they work that day.

If a holiday falls within an eligible employee's approved vacation period, the eligible employee

will be paid for the holiday (at the regular straight-time rate) in addition to the vacation day, or

the eligible employee will receive an additional vacation day at the option of the University.

If a holiday falls within a jury duty or bereavement leave, the eligible employee will be paid for

the holiday (at the regular straight-time rate) in addition to the leave day, or the eligible

employee will receive an additional day off at the option of the University.

3-3 Paid Vacations – Standing Faculty Employees (only)

We know how hard employees work and recognize the importance of providing time for rest

and relaxation. We fully encourage employees to get this rest by taking your vacation time.

Full-time Faculty employees receive vacation annually on September 1

as follows:

Vacation accrued on academic-year basis (Sept – Aug)

Standing Faculty

with academic year

contracts

4 weeks (teaching faculty must take

vacation during breaks; health center

clinicians may take vacation at any time

based on supervisor’s approval)

Academic Provisional Faculty & Standing

Faculty with less than an annual contract

None

Vacation accrued based on contract year

Residents and Fellows

4 weeks (*effective at beginning of

contract anniversary)

***Standing Faculty are employees with annual contracts such as teaching and health center faculty.

Vacations should be taken during the year accrued, unless otherwise required by law. Unused

vacation time will be lost, unless otherwise required by state or local law.

3-4 Paid Time Off – Staff Only

Paid time off (PTO) allows full and part-time employees to take control of their time away

from work that can be used for vacation, personal time, personal illness or time off to care

for their spouse, domestic partner or dependents. PTO should be scheduled in advance and

have supervisory approval except in the case of illness or an emergency. Employees who

are absent three consecutive days (unscheduled PTO), must provide doctor’s note to return.

The PTO policy takes the place of sick leave, birthday float and vacation, therefore,

employees will maintain the same award amount annually.

All full and part time employees are eligible to earn PTO. Part-time employees earn PTO at

a rate equal to 50 percent of full-time employee rates for months when they work at least

100 hours. Temporary or contract employees are not eligible for this benefit.

PTO is awarded on an annual basis and the annual award is credited to an employee’s PTO

bank on January 1 of each year. PTO, however, is earned on a monthly basis and, in the

event an employee terminates from the University, an employee’s final PTO payout will be

calculated based on earned monthly accrual rates. An employee’s final paycheck will be

reduced by any unearned PTO that has already been used.

Hourly, non-exempt employees may take PTO in increments necessary to reach their

regularly scheduled work day or 40 paid hours per week.

Salaried, exempt employees should use PTO in increments of 4 hours.

Earned

Award Years of Annual Accrual

Job Type Year Service Award Rate

Non-Exempt Calendar 1-4 18 days 1.5 days/per month

Hourly Employees

5-9 23 days 1.9 days/per month

10+ 28 days 2.3 days/per month

Exempt Calendar 1-4 23 days 1.9 days/per month

Dean/Director &

Exempt direct reports 5-9 28 days 2.3 days/per month

10+ 33 days 2.7 days/per month

Exempt Calendar 1-4 28 days 2.3 days/per month

Cabinet Level

5-9 33 days 2.7 days/per month

10+ 38 days 3.2 days/per month

3-5 Paid Medical Leave

Full-time Logan University faculty members are eligible to receive up to twelve (12) weeks

of paid sick days each rolling back year for serious illnesses. Full-time Logan University

staff (non-faculty) members are eligible to receive up to six (6) weeks of paid sick leave each

rolling back year for serious illness. All employees must call in and notify his or her manager

as early as possible, but at least by the start of the workday. If the employee calls in sick for

three (3) or more consecutive days, he or she may be required to provide their manager and

the Human Resource Office with a doctor's note on the day he or she returns to work.

Eligible employees must meet the following criteria:

• Out due to own serious illness for 5 consecutive days

• Have been employed with the company for at least 12 months

• Have worked at least 1,250 hours during the 12 consecutive months immediately

preceding the date the leave would begin.

• Be a benefit eligible regular full -time employee (temporary employees are not eligible

for this benefit).

While sick days are intended to cover only an employee's own illnesses, if required by

applicable state or local law, sick days may be used to care for a family member's (including

civil union partners') illness or for any other reason required by applicable state or local law.

3-6 Lactation Breaks

The University will provide a reasonable amount of break time to accommodate an employee

desiring to express breast milk for the employee's infant child, in accordance with and to the

extent required by applicable law. The break time, if possible, must run concurrently with rest

and meal periods already provided to the employee. If the break time cannot run concurrently

with rest and meal periods already provided to the employee, the break time will be unpaid,

subject to applicable law.

The University will provide employees with reasonable break time to express milk for their

nursing child for up to one year after the birth of the child in a private location other than a

toilet stall or bathroom.This location may be the employee's private office, if applicable. The

University may not be able to provide additional break time if doing so would seriously disrupt

the University's operations, subject to applicable law. Please consult the Human Resources

Department if you have questions regarding this policy.

Employees should advise the University if they need break time and an area for this purpose.

Employees will not be discriminated against or retaliated against for exercising their rights

under this policy.

3-7 Workers' Compensation/Job-Related Incidents

On-the-job injuries are covered by our Workers' Compensation Insurance Policy, which is

provided at no cost. If employees are injured on the job, no matter how slightly, they should

report the incident immediately to their Supervisor, Human Resources and to Campus

Security. Failure to follow University procedures may affect the ability of the employee to

receive Workers Compensation benefits.

This is solely a monetary benefit and not a leave of absence entitlement. Employees who need

to miss work due to a workplace injury must also request a formal leave of absence. See the

Leave of Absence sections of this handbook for more information.

Employees of the University who suffer an injury or illness caused by an accident or

occupational disease arising out of and in the course of their employment (“a work-related

injury”) will receive appropriate medical care and a managed return to work, in accordance

with the Workers’’ Compensation Law of the State of Missouri or other applicable state law

(“the Law”).

Workers’ Compensation Benefits Payable

Employees who suffer a work-related injury will receive benefits paid by the University

according to the Law.

In Missouri, if an injury is deemed compensable, the employee will receive, subject to all

provisions of the Law:

1. Medical treatment approved by the University

2. Temporary total disability (“TTD”) benefits from the University’s insurer, if the

employee is absent from work for more than three working days. TTD benefits are

equal to two-thirds of the employee’s average of the employee’s wages for the

thirteen weeks preceding the work-related injury.

3. If an employee is absent from work due to work-related injury for only three working

days or less, the employee will not receive TTD benefits; however, the employee

may elect to use any accumulated sick/PTO leave days for any missed time from

work.

4. If an employee is absent from work for more fourteen (14) working days, the

employee may elect to apply any accumulated sick/PTO leave to make up the

difference between the employee’s regular wage and the TTD benefits paid by the

University insurer. The total received from both sources shall not exceed the

employee’s regular wage. “Regular wage” is the fixed salary, or the regular hourly

wage, excluding any overtime, of the employee, computed on a daily or weekly

basis. No employee may use vacation benefits to supplement wages while absent

from work due to work-related injury.

5. An employee’s available Family and Medical Leave Act (FMLA) absence allowance

may drawn down concurrent with absences due to a work-related injury, if the

absence qualifies as a serious health condition under FMLA.

Direction of Medical Care

In Missouri, the University is afforded the right to select the medical care provider(s) for

employee work-related injuries. The Human Resources Department will direct the employee

to an approved medical provider. The employee however maintains the right to use a provider

of the employee’s choice, but any expenses associated with that use will be borne solely by

the employee.

Continuation of Employee Benefits While Off Work Due to Compensation Injury.

If an employee is not able to work due to compensable injury, and as long as the injured

person remains an employee of the University, all regular employee benefits may continue.

However, since the employee will receive wage benefit checks directly from the University’s

insurer and not through the University’s regular payroll system, the employee’s portion of the

cost for those benefits cannot automatically be deducted from the employee’s payroll check.

Therefore, the employee is responsible for making separate payment arrangements with the

University’s Human Resources Department.

Compliance with Physician’s Orders

An employee with a compensable injury must strictly follow any and all instructions of the

treating physician. This compliance includes, but is not limited to: prescription use, therapy,

rest, following activity restrictions, and returning for follow-up visits. Compliance with medical

instructions is mandatory and odd the job. Failure to comply with the treating physicians’

instructions may result in the denial of benefits under the Law.

Notice Requirements

A work-related injury or illness must be reported in writing by the injured employee to his or

her supervisor immediately and to the Human Resources Office.

Drug and/or Alcohol Use

Under Missouri Law, workers’ compensation benefits can be denied if an employee is found

to be using alcohol and/or non-prescribed controlled drugs in the workplace and the use is the

proximate cause of the injury. If the employee is found to be using alcohol/drugs and the use

is not the proximate cause of the injury, a 15% penalty can be levied against otherwise payable

benefits.

Rule Violation or Willful Failure to Use Safety Devices

If an employee violates a rule of the University or willfully fails to use a required safety device,

that employee’s workers’ compensation benefits may be reduced by 15%.

Failure to Return to Work After Physician Release

An employee who fails to return to work after receiving a release from their treating physician

to do so, will be considered absent from their job without authorization. The University

considers three (3) consecutive work days of unauthorized absences without notice to be a

voluntary resignation.

Penalties for Fraud

In accordance with Missouri Law, any employee who submits a fraudulent workers’

compensation claim and/or misrepresents facts can be found guilty of a Class A misdemeanor

and may be subject to substantial criminal fines.

Policy Compliance

Employees are expected to comply with these polices as a condition of their employment. This

includes, but is not limited to, the expectation that employees shall:

1. Comply with physician’s order, Workers’ Compensation guidelines, and guidelines for

modified duty.

2. Immediately notify supervisor, Campus Security, and the Human Resources Office of

work-related injury or illness.

3. Refrain from the use of drugs and/or alcohol in violation of the University’s policies.

4. Comply with safety standards

5. Return to work under release of physician

6. Be absolutely truthful and accurate in all claims and reports.

Failure to comply with this policy may result in University discipline up to and including

discharge.

3-8 Jury Duty

Logan University realizes that it is the obligation of all U.S. citizens to serve on a jury when

summoned to do so. All employees will be allowed time off to perform such civic service as

required by law. Employees are expected, however, to provide proper notice of a request to

perform jury duty and verification of their service.

Employees also are expected to keep their supervisors informed of the expected length of

length of jury duty service and to report to work for the major portion of the day if excused by

the court. If the required absence presents a serious conflict for the University, employees

may be asked to try postpone jury duty.

Employees on jury duty leave will be paid for their jury duty service in accordance with state

law; however, exempt employees will be paid their full salary for any week in which time is

missed due to jury duty if work is performed for the University during such week.

3-9 Bereavement Leave

We know the death of a family member is a time when employees wish to be with their families.

If the employee is a full-time, part-time employee and loses a close relative, he or she will be

allowed paid time off of up to 3 days to assist in attending to his or her obligations and

commitments. For the purposes of this policy, a close relative includes a spouse, domestic

partner, child, parent, sibling or in-laws of same. Paid leave days only may be taken on

regularly scheduled, consecutive workdays following the day of death. Employees must inform

their Supervisors prior to commencing bereavement leave. In administering this policy, the

University may require verification of death.

3-10 Voting Leave

In the event an employee does not have sufficient time outside of working hours to vote in a

statewide election, if required by state law, the employee may take off enough working time

to vote. Such time will be paid if required by state law. This time should be taken at the

beginning or end of the regular work schedule. Where possible, your Managers should be

notified at least two days prior to the voting day.

3-11 Insurance Programs

Full-time employees may participate in the University's insurance programs. Under these

plans, eligible employees will receive comprehensive health and other insurance coverage for

themselves and their families, as well as other benefits.

Upon becoming eligible to participate in these plans, you will receive summary plan

descriptions (SPDs) describing the benefits in greater detail. Please refer to the SPDs for

detailed plan information. Of course, feel free to speak to Human Resources if you have any

further questions.

3-12 Long-Term Disability Benefits

Full-time employees are eligible to participate in the Long-Term Disability plan, subject to all

terms and conditions of the agreement between the University and the insurance carrier.

This is solely a monetary benefit and not a leave of absence. Employees who will be out of

work must also request a formal leave of absence. See the Leave of Absence sections of this

handbook for more information.

3-13 Salary Continuation

Logan University provides enhanced monetary short-term disability benefits at the employee’s

expense to full-time employees.

This is not a leave of absence provision. Employees who will be out of work must request a

leave of absence. See the Leave of Absence sections of this handbook for more information.

Employees will be required to submit medical certification as requested by Logan University.

Required medical certification under this policy may differ from the medical certification

required for any leave of absence requested.

3-14 Employee Assistance Program

Logan University provides an employee assistance program for employees. This program

offers qualified counselors to help you cope with personal problems you may be facing. Further

details can be obtained through Human Resources.

3-15 Retirement Plan

Logan’s Retirement Contribution: After one-year of employment, all full-time Regular, Standing

Faculty, Academic Administrative Faculty and some part-time Regular & Academic Provisional

Faculty employees (scheduled to work 1000 hours per year or more) are eligible to receive upto 5%

of their base salary into a Logan’s 401(a) Retirement Plan. These contributions are 100% vested,

meaning the funds are immediately yours. Plan documents control. Please contact Human

Resources for a Summary Plan Description.

Employee’s Supplemental Retirement Plan: Immediately upon employment, employees may enroll in

a voluntary retirement plan with TIAA-CREF. Contribution amounts are dependent upon IRS and

plan limitations.

Section 4 - Leaves of Absence

4-1 Personal Leave (non-eligible FMLA)

If employees are ineligible for any other University leave of absence, Logan University, under

certain circumstances, may grant a personal leave of absence without pay. A written request

for a personal leave should be presented to the University at least two (2) weeks before the

anticipated start of the leave. This request should be submitted to Human Resources. If the

leave is requested for medical reasons and employees are not eligible for leave under the

federal Family and Medical Leave Act (FMLA) or any state leave law, medical certification may

be requested. The request will be considered on the basis of staffing requirements and the

reasons for the requested leave, as well as performance and attendance records. Normally,

a leave of absence will be granted for a period of up to six (6) weeks. However a personal

leave may be extended if, prior to the end of leave, employees submit a written request for an

extension to Human Resources and the request is granted. During the leave, employees will

not earn vacation, personal days or sick days. We will continue health insurance coverage

during the leave if employees submit their share of the monthly premium payments to the

University in a timely manner, subject to the terms of the plan documents.

When the employee anticipates returning to work, he or she should notify Human Resources

of the expected return date. This notification should be made at least one week before the end

of the leave.

Upon completion of the personal leave of absence, the University will attempt to return

employees to their original job or a similar position, subject to prevailing University

considerations. Reinstatement, however, is not guaranteed.

Failure to advise Human Resources of availability to return to work, failure to return to work

when notified or a continued absence from work beyond the time approved by the University

will be considered a voluntary resignation of employment.

Personal leave runs concurrently with any University-provided Short-Term Disability Leave of

Absence.

4-2 Paid Medical Leave (Eligible FMLA)

Logan University recognizes the need for paid time off to allow benefit-eligible employees to

achieve work/life balance. This policy provides six weeks of paid leave for non-faculty

employees and twelve weeks to faculty for medical-related FMLA absences if the employee

is out for a minimum of 5 full days for FMLA for their own health.

Eligibility

Eligible employees must meet the following criteria:

• Out due to own serious illness for 5 consecutive days (physician approved)

• Have been employed with the university for at least 12 months

• Have worked at least 1,250 hours during the 12 consecutive months immediately

preceding the date the leave would begin.

• Be a benefit eligible regular full -time employee (temporary employees are not eligible

for this benefit).

In addition, employees must meet one of the following criteria:

• Have given birth to a child.

 A serious health condition that makes the employee unable to perform the functions

of his or her position.

Amount, Time Frame and Duration of Paid Parental Leave

• Eligible employees will receive a maximum of six weeks of paid FMLA parental leave

per birth, or a serious health condition that makes the employee unable to perform the

functions of his or her position. The fact that a multiple birth occurs (e.g., the birth of

twins) does not increase the six-week total amount of paid FMLA leave granted for

that event. In addition, in no case will an employee receive more than six weeks of

paid FMLA leave in a rolling 12-month period, regardless of whether more than one

birth, or serious health condition that makes the employee unable to perform the

functions of his or her position occurs within that 12-month time frame.

• Each week of paid FMLA leave is compensated at 100 percent of the employee’s

regular, straight-time weekly pay. Paid FMLA leave will be paid on a biweekly basis

on regularly scheduled pay dates.

• Approved paid parental leave may be taken immediately following the birth or during

the time approved by the medical professional. Paid FMLA leave may not be used or

extended beyond the certification from the medical professional.

• Employees must take paid leave in one continuous period.

• Upon termination of the individual’s employment, he or she will not be paid for any

unused paid FMLA leave for which he or she was eligible.

Coordination with Other Policies

• In no case will the total amount of leave—whether paid or unpaid—granted to the

employee under the FMLA exceed 12 weeks during the 12-month FMLA period.

Please refer to the Family and Medical Leave Policy for further guidance on FMLA.

• After the paid FMLA leave (and any short-term disability leave for employees) is

exhausted, the balance of FMLA leave (if applicable) will be compensated through

employees’ sick bank and Paid Time Off balance. Upon exhaustion of sick bank and

paid time off balances, any remaining leave will be unpaid leave. Please refer to the

Family and Medical Leave Policy for further guidance on the FMLA.

• Logan University will maintain all benefits for employees during the paid FMLA leave

period just as if they were taking any other company paid leave such as paid time off

or sick leave. However, if employees leave extend past the six weeks paid leave and

they have exhausted their paid time off, and sick bank, the employee will be

responsible for their portion of paid benefits.

• If a university holiday occurs while the employee is on paid FMLA leave, such day will

be charged to holiday pay; however, such holiday pay will not extend the total paid

leave entitlement.

Requests for Paid FMLA Leave

• The employee will provide his or her supervisor and the human resource department

with notice of the request for leave at least 30 days prior to the proposed date of the

leave (or if the leave was not foreseeable, as soon as possible). The employee must

complete the necessary HR forms and provide all documentation as required by the

HR department to substantiate the request.

4-3 Military Leave

If employees are called into active military service or enlist in the uniformed services, they will

be eligible to receive an unpaid military leave of absence. To be eligible for military leave,

employees must provide Human Resources with advance notice of service obligations unless

they are prevented from providing such notice by military necessity or it is otherwise

impossible or unreasonable to provide such notice. Provided the absence does not exceed

applicable statutory limitations, employees will retain reemployment rights and accrue

seniority and benefits in accordance with applicable federal and state laws. Residents of other

states may have different requirements under applicable state or local law. Employees should

ask Human Resources for further information about eligibility for Military Leave.

If employees are required to attend yearly Reserves or National Guard duty, they can apply

for an unpaid temporary military leave of absence not to exceed the number of days allowed

by law (including travel). They should give the University as much advance notice of their need

for military leave as possible so that we can maintain proper coverage while employees are

away.

4-4 Family and Medical Leave

The Leave Policy

Employees may be entitled to a leave of absence under the Family and Medical Leave Act

(FMLA). This policy provides employees information concerning FMLA entitlements and

obligations employees may have during such leaves. If employees have any questions

concerning FMLA leave, they should contact the Human Resource Office.

I. Eligibility

FMLA leave is available to "eligible employees." To be an "eligible employee," an employee

must: 1) have been employed by the University for at least 12 months (which need not be

consecutive); 2) have been employed by the University for at least 1,250 hours of service

during the 12-month period immediately preceding the commencement of the leave; and 3)

be employed at a worksite where 50 or more employees are located within 75 miles of the

worksite.

II. Entitlements

As described below, the FMLA provides eligible employees with a right to leave, health

insurance benefits and, with some limited exceptions, job restoration.

A. Basic FMLA Leave Entitlement

The FMLA provides eligible employees up to 12 work weeks of unpaid leave for certain family

and medical reasons during a 12-month period. The 12-month period is determined based on

a rolling 12-month period measured backward from the date an employee uses his/her FMLA

leave. Leave may be taken for any one, or for a combination, of the following reasons:

• To care for the employee's child after birth or placement for adoption or foster care;

• To care for the employee's spouse, son, daughter or parent (but not in-law) who has

a serious health condition;

• For the employee's own serious health condition (including any period of incapacity

due to pregnancy, prenatal medical care or childbirth) that makes the employee

unable to perform one or more of the essential functions of the employee's job;

and/or

• Because of any qualifying exigency arising out of the fact that an employee's

spouse, son, daughter or parent is a military member on covered active duty or

called to covered active duty status (or has been notified of an impending call or

order to covered active duty) in the Reserves component of the Armed Forces for

deployment to a foreign country in support of contingency operation or Regular

Armed Forces for deployment to a foreign country.

A serious health condition is an illness, injury, impairment or physical or mental condition

that involves either an overnight stay in a medical care facility, or continuing treatment by a

health care provider for a condition that either prevents the employee from performing the

functions of the employee's job, or prevents the qualified family member from participating in

school or other daily activities. Subject to certain conditions, the continuing treatment

requirement may be met by a period of incapacity of more than 3 consecutive calendar days

combined with at least two visits to a health care provider or one visit and a regimen of

continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition.

Other conditions may meet the definition of continuing treatment.

Qualifying exigencies may include attending certain military events, arranging for alternative

childcare, addressing certain financial and legal arrangements, attending certain counseling

sessions, caring for the parents of the military member on covered active duty and attending

post-deployment reintegration briefings.

B. Additional Military Family Leave Entitlement (Injured Service member Leave)

In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is

the spouse, son, daughter, parent or next of kin of a covered service member is entitled to

take up to 26 weeks of leave during a single 12-month period to care for the service member

with a serious injury or illness. Leave to care for a service member shall only be available

during a single-12 month period and, when combined with other FMLA-qualifying leave, may

not exceed 26 weeks during the single 12-month period. The single 12-month period begins

on the first day an eligible employee takes leave to care for the injured service member.

A "covered service member" is a current member of the Armed Forces, including a member

of the National Guard or Reserves, who is undergoing medical treatment, recuperation or

therapy, is otherwise in outpatient status or is on the temporary retired list, for a serious injury

or illness. These individuals are referred to in this policy as "current members of the Armed

Forces." Covered service members also include a veteran who is discharged or released

from military services under condition other than dishonorable at any time during the five years

preceding the date the eligible employee takes FMLA leave to care for the covered veteran,

and who is undergoing medical treatment, recuperation or therapy for a serious injury or

illness. These individuals are referred to in this policy as "covered veterans."

The FMLA definitions of a "serious injury or illness" for current Armed Forces members and

covered veterans are distinct from the FMLA definition of "serious health condition" applicable

to FMLA leave to care for a covered family member.

C. Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks or months. However,

employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule

when medically necessary due to a serious health condition of the employee or covered family

member or the serious injury or illness of a covered service member. Qualifying exigency

leave also may be taken on an intermittent basis.

D. No Work While on Leave

The taking of another job while on family/medical leave or any other authorized leave of

absence is grounds for immediate discharge, to the extent permitted by law.

E. Protection of Group Health Insurance Benefits

During FMLA leave, eligible employees are entitled to receive group health plan coverage on

the same terms and conditions as if they had continued to work.

F. Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job

restoration of "key employees" will cause the University substantial and grievous economic

injury, employees generally have a right to return to the same or equivalent positions with

equivalent pay, benefits and other employment terms. The University will notify employees if

they qualify as "key employees," if it intends to deny reinstatement, and of their rights in such

instances. Use of FMLA leave will not result in the loss of any employment benefit that accrued

prior to the start of an eligible employee's FMLA leave.

G. Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave are entitled to receive written notice from the University

telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they

are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice

of: 1) their rights and responsibilities in connection with such leave; 2) University's designation

of leave as FMLA-qualifying or non-qualifying, and if not FMLA-qualifying, the reasons why;

and 3) the amount of leave, if known, that will be counted against the employee's leave

entitlement.

The University may retroactively designate leave as FMLA leave with appropriate written

notice to employees provided the University's failure to designate leave as FMLA-qualifying at

an earlier date did not cause harm or injury to the employee. In all cases where leaves qualify

for FMLA protection, the University and employee can mutually agree that leave be

retroactively designated as FMLA leave.

III. Employee FMLA Leave Obligations

A. Provide Notice of the Need for Leave

Employees who take FMLA leave must timely notify the University of their need for FMLA

leave. The following describes the content and timing of such employee notices.

1. Content of Employee Notice

To trigger FMLA leave protections, employees must inform the Human Resource Office of the

need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known.

Employees may do this by either requesting FMLA leave specifically, or explaining the reasons

for leave so as to allow the University to determine that the leave is FMLA-qualifying. For

example, employees might explain that:

• a medical condition renders them unable to perform the functions of their job;

• they are pregnant or have been hospitalized overnight;

• they or a covered family member are under the continuing care of a health care

provider;

• the leave is due to a qualifying exigency caused by a military member being on

covered active duty or called to covered active duty status to a foreign country; or

• if the leave is for a family member, that the condition renders the family member

unable to perform daily activities or that the family member is a covered

servicemember with a serious injury or illness.

Calling in "sick," without providing the reasons for the needed leave, will not be considered

sufficient notice for FMLA leave under this policy. Employees must respond to the University's

questions to determine if absences are potentially FMLA-qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When

employees seek leave due to FMLA-qualifying reasons for which the University has previously

provided FMLA-protected leave, they must specifically reference the qualifying reason for the

leave or the need for FMLA leave.

2. Timing of Employee Notice

Employees must provide 30 days' advance notice of the need to take FMLA leave when the

need is foreseeable. When 30 days' notice is not possible, or the approximate timing of the

need for leave is not foreseeable, employees must provide the University notice of the need

for leave as soon as practicable under the facts and circumstances of the particular case.

Employees who fail to give 30 days' notice for foreseeable leave without a reasonable excuse

for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave

delayed or denied.

B. Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting

Transfers to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, employees must consult with the University and make a

reasonable effort to schedule treatment so as not to unduly disrupt the University's operations,

subject to the approval of an employee's health care provider. Employees must consult with

the University prior to the scheduling of treatment to work out a treatment schedule that best

suits the needs of both the University and the employees, subject to the approval of an

employee's health care provider. If employees providing notice of the need to take FMLA leave

on an intermittent basis for planned medical treatment neglect to fulfill this obligation, the

University may require employees to attempt to make such arrangements, subject to the

approval of the employee's health care provider.

When employees take intermittent or reduced work schedule leave for foreseeable planned

medical treatment for the employee or a family member, including during a period of recovery

from a serious health condition or to care for a covered servicemember, the University may

temporarily transfer employees, during the period that the intermittent or reduced leave

schedules are required, to alternative positions with equivalent pay and benefits for which the

employees are qualified and which better accommodate recurring periods of leave.

When employees seek intermittent leave or a reduced leave schedule for reasons unrelated

to the planning of medical treatment, upon request, employees must advise the University of

the reason why such leave is medically necessary. In such instances, the University and

employee shall attempt to work out a leave schedule that meets the employee's needs without

unduly disrupting the University's operations, subject to the approval of the employee's health

care provider.

C. Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to

Requests for Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical

certifications supporting their need for FMLA-qualifying leave. As described below, there

generally are three types of FMLA medical certifications: an initial certification, a

recertification and a return to work/fitness for duty certification.

It is the employee's responsibility to provide the University with timely, complete and sufficient

medical certifications. Whenever the University requests employees to provide FMLA medical

certifications, employees must provide the requested certifications within 15 calendar days

after the University's request, unless it is not practicable to do so despite an employee's

diligent, good faith efforts. The University will inform employees if submitted medical

certifications are incomplete or insufficient and provide employees at least seven calendar

days to cure deficiencies. The University will deny FMLA leave to employees who fail to timely

cure deficiencies or otherwise fail to timely submit requested medical certifications.

With the employee's permission, the University (through individuals other than an employee's

direct manager) may contact the employee's health care provider to authenticate or clarify

completed and sufficient medical certifications. If employees choose not to provide the

University with authorization allowing it to clarify or authenticate certifications with health care

providers, the University may deny FMLA leave if certifications are unclear.

Whenever the University deems it appropriate to do so, it may waive its right to receive timely,

complete and/or sufficient FMLA medical certifications.

1. Initial Medical Certifications

Employees requesting leave because of their own, or a covered relation's, serious health

condition, or to care for a covered servicemember, must supply medical certification

supporting the need for such leave from their health care provider or, if applicable, the health

care provider of their covered family or service member. If employees provide at least 30 days'

notice of medical leave, they should submit the medical certification before leave begins. A

new initial medical certification will be required on an annual basis for serious medical

conditions lasting beyond a single leave year.

If the University has reason to doubt initial medical certifications, it may require employees to

obtain a second opinion at the University's expense. If the opinions of the initial and second

health care providers differ, the University may, at its expense, require employees to obtain a

third, final and binding certification from a health care provider designated or approved jointly

by the University and the employee.

2. Medical Recertification

Depending on the circumstances and duration of FMLA leave, the University may require

employees to provide recertification of medical conditions giving rise to the need for leave.

The University will notify employees if recertification is required and will give employees at

least 15 calendar days to provide medical recertification.

3. Return to Work/Fitness for Duty Medical Certifications

Unless notified that providing such certifications is not necessary, employees returning to work

from FMLA leaves that were taken because of their own serious health conditions that made

them unable to perform their jobs must provide the University with medical certification

confirming they are able to return to work and the employees' ability to perform the essential

functions of the employees' position, with or without reasonable accommodation. The

University may delay and/or deny job restoration until employees provide return to work/fitness

for duty certifications.

D. Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of

the covered active duty or call to covered active duty status of a military member, the

University may require employees to provide: 1) a copy of the military member's active duty

orders or other documentation issued by the military indicating the military member is on

covered active duty or call to covered active duty status and the dates of the military member's

covered active duty service; and 2) a certification from the employee setting forth information

concerning the nature of the qualifying exigency for which leave is requested. Employees shall

provide a copy of new active duty orders or other documentation issued by the military for

leaves arising out of qualifying exigencies arising out of a different covered active duty or call

to covered active duty status of the same or a different military member.

When leave is taken to care for a covered servicemember with a serious injury or illness, the

University may require employees to obtain certifications completed by an authorized health

care provider of the covered servicemember. In addition, and in accordance with the FMLA

regulations, the University may request that the certification submitted by employees set forth

additional information provided by the employee and/or the covered servicemember

confirming entitlement to such leave.

E. Substitute Paid Leave for Unpaid FMLA Leave

Employees must use any accrued paid time while taking unpaid FMLA leave.

The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA

leave and the paid time will run concurrently with an employee's FMLA entitlement.

Leaves of absence taken in connection with a disability leave plan or workers' compensation

injury/illness shall run concurrently with any FMLA leave entitlement.

F. Pay Employee's Share of Health Insurance Premiums

During FMLA leave, employees are entitled to continued group health plan coverage under

the same conditions as if they had continued to work. Unless the University notifies employees

of other arrangements, whenever employees are receiving pay from the University during

FMLA leave, the University will deduct the employee portion of the group health plan premium

from the employee's paycheck in the same manner as if the employee was actively working.

If FMLA leave is unpaid, employees must pay their portion of the group health premium

through a ''pay-as-you-go'' method.

IV. Questions and/or Complaints about FMLA Leave

If you have questions regarding this FMLA policy, please contact the Human Resource Office.

The University is committed to complying with the FMLA and, whenever necessary, shall

interpret and apply this policy in a manner consistent with the FMLA.

The FMLA makes it unlawful for employers to: 1) interfere with, restrain or deny the exercise

of any right provided under FMLA; or 2) discharge or discriminate against any person for

opposing any practice made unlawful by FMLA or involvement in any proceeding under or

relating to FMLA. If employees believe their FMLA rights have been violated, they should

contact Human Resource Office immediately. The University will investigate any FMLA

complaints and take prompt and appropriate remedial action to address and/or remedy any

FMLA violation. Employees also may file FMLA complaints with the United States Department

of Labor or may bring private lawsuits alleging FMLA violations.

V. Coordination of FMLA Leave with Other Leave Policies

The FMLA does not affect any federal, state or local law prohibiting discrimination, or

supersede any State or local law or collective bargaining agreement that provides greater

family or medical leave rights. For additional information concerning leave entitlements and

obligations that might arise when FMLA leave is either not available or exhausted, please

consult the University's other leave policies in this handbook or contact the Human Resource

Office.

4-5 Victims of Domestic Violence and Sexual Assault

In compliance with applicable law, the University provides unpaid leave and

accommodations to individuals who themselves have been the victim of domestic violence

or sexual violence; or who have a household member who is a victim of domestic or sexual

violence whose interests are not adverse to the employee as it relates to the domestic or

sexual violence.

I. Leave for Victims of Domestic Violence and Sexual Assault

The University will provide up to unpaid leave, as required by law, to eligible employees who

are (1) seeking medical attention for, or recovering from, physical or psychological injuries

caused by domestic violence or sexual violence, as defined herein, against the employee or

the employee’s family or household member; (2) obtaining victim services for the employee

or the employee’s family or household member; (3) obtaining psychological or other

counseling for the employee or the employee’s family or household member; (4)

participating in safety planning, including temporary or permanent relocation, or other

actions to increase the employee or the employee’s family or household member’s safety

from future domestic or sexual violence or to ensure economic security; or (5) seeking legal

assistance or remedies to ensure the health and safety of the employee or the employee’s

family or household member, including preparing for or participating in court proceedings

related to the violence.

Such leave will not exceed two (2) weeks; this policy does not create a right to take unpaid

leave that exceeds the amount of unpaid leave allowed under the FMLA.

Employees who are residents of other states may be entitled to additional leave in

accordance with state law. Please see Human Resources. If employees have any questions

or need to request this leave, they should contact the Human Resource Office.

II. Safety Accommodation Requests

The University will also make reasonable safety accommodations in a timely manner to

known limitations resulting from the domestic or sexual violence experiences of an eligible

employee or an eligible employee’s a family or household member unless such

accommodation would result in an undue hardship for the University. Examples of

accommodations for eligible employees include:

• adjustment to a job structure, workplace facility or work requirement;

• a transfer or reassignment;

• a modified schedule;

• leave from work (as described above);

• a changed telephone number or seating assignment;

• installation of a lock or implementation of a safety procedure; or

• assistance in documenting domestic violence that occurs at the workplace or in

work-related settings, in response to actual or threatened domestic violence.

If employees have any questions or need to request safety accommodations, they should

contact the Human Resource Office.

III. Definitions

1. “Abuse” means any physical injury, sexual abuse, or emotional abuse inflicted

on a child other than by accidental means by those responsible for the child's

care, custody, and control.  Victims of abuse shall also include any victims of sex

trafficking or severe forms of trafficking as those terms are defined in 22 U.S.C. 78

Section 7102(9)-(10).

2. “Domestic violence” means abuse or stalking committed by a family or

household member, as such terms are defined in this policy.

3. “Family or household member" means a spouse, parent, son, daughter, other

person related by blood or by present or prior marriage, other person who shares

a relationship through a son or daughter, and persons jointly residing in the same

household.

4. “Sexual violence” means sexual assault (causing or attempting to cause

another to engage involuntarily in any sexual act by force, threat of force, duress,

or without that person's consent) or trafficking for the purposes of sexual

exploitation.

5. “Victim of domestic or sexual violence” means an individual who has been

subjected to domestic violence, sexual violence, or abuse.

IV. Notice and Documentation

An employee must provide the University with at least 48 hours’ advance notice of the need

for leave under this Policy unless such notice is impractical, and in which case, the notice

must be given as soon as possible. The University may, in its discretion, require

documentation showing that the employee is eligible for leave under this Policy (such as a

police report or documentation from a victim services organization, medical professional,

attorney, member of the clergy, or another professional from whom the employee or the

employee’s family or household member has sought assistance in addressing domestic or

sexual violence and/or the effects of such violence) and/or a sworn statement from the

employee.

If an employee requests a reasonable safety accommodation under this Policy, the

University may, in its discretion, require the employee to provide a written statement signed

by the employee or an individual acting on the employee’s behalf, certifying that the

employee is eligible for a reasonable safety accommodation under this Policy.

If documentation is requested by the University under this Policy, such documentation will be

maintained by the University in the strictest confidence and will not be disclosed unless

consent is provided by the employee or disclosure is otherwise required by applicable

federal or state law.

V. Benefits During Leave

Eligible employees who take leave under this Policy will be entitled to maintain all accrued

benefits through the University. Additionally, the eligible employee will continue to be

covered by the University’s group health insurance policy while taking leave under this

Policy at the same level and under the same conditions coverage would have been provided

if the eligible employee had continued employment with the University continuously for the

duration of such leave, assuming the eligible employee participated in the University’s group

health insurance coverage prior to taking leave under this Policy.

If an eligible employee fails to return to work after the expiration of leave under this Policy for

any reason other than the continuation, recurrence, or onset of domestic violence, sexual

violence, abuse, a sexual assault, or human trafficking that entitled the employee to leave

under this Policy or for other circumstances beyond the control of the eligible employee, the

University may seek reimbursement for the premiums paid by the University, if any, for

maintaining coverage under the University’s group health insurance plan for the eligible

employee’s and/or the eligible employee’s family or household member(s), if applicable,

during leave under this Policy.

VI. Retaliation Prohibited

The University will not retaliate against eligible employees for taking or requesting leave or a

reasonable safety accommodation under this Policy. Any eligible employee who takes leave

under this Policy shall be entitled, on return from such leave, to be restored to the position of

employment held by the eligible employee when the leave commenced or an equivalent

position with equivalent employment benefits, pay, and other terms and conditions of

employment.

Section 5 - General Standards of Conduct

5-1 Workplace Conduct

Logan University endeavors to maintain a positive work environment. Each employee plays a

role in fostering this environment. Accordingly, we all must abide by certain rules of conduct,

based on honesty, common sense and fair play.

Because everyone may not have the same idea about proper workplace conduct, it is helpful

to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to

disciplinary action, up to and including discharge, in the University's sole discretion. The

following are examples of some, but not all, conduct which can be considered unacceptable:

1. Obtaining employment on the basis of false or misleading information.

2. Stealing, removing or defacing Logan University property or a co-worker's property,

and/or disclosure of confidential information.

3. Completing another employee's time records.

4. Violation of safety rules and policies.

5. Violation of Logan University's Drug and Alcohol-Free Workplace Policy.

6. Fighting, threatening or disrupting the work of others or other violations of Logan

University's Workplace Violence Policy.

7. Failure to follow lawful instructions of a manager.

8. Failure to perform assigned job duties.

9. Violation of the Punctuality and Attendance Policy, including but not limited to

irregular attendance, habitual lateness or unexcused absences.

10. Gambling on University property.

11. Willful or careless destruction or damage to University assets or to the equipment

or possessions of another employee.

12. Wasting work materials.

13. Performing work of a personal nature during working time.

14. Violation of the Solicitation and Distribution Policy.

15. Violation of Logan University's Harassment or Equal Employment Opportunity

Policies.

16. Violation of the Communication and Computer Systems Policy.

17. Unsatisfactory job performance.

18. Any other violation of University policy.

Obviously, not every type of misconduct can be listed. Note that all employees are employed

at-will, and Logan University reserves the right to impose whatever discipline it chooses, or

none at all, in a particular instance. The University will deal with each situation individually and

nothing in this handbook should be construed as a promise of specific treatment in a given

situation. However, Logan University will endeavor to utilize progressive discipline but

reserves the right in its sole discretion to terminate employment at any time for any reason.

The observance of these rules will help to ensure that our workplace remains a safe and

desirable place to work.

5-2 Punctuality and Attendance

Employees are hired to perform important functions at Logan University. As with any group

effort, operating effectively takes cooperation and commitment from everyone. Therefore,

attendance and punctuality are very important. Unnecessary absences and lateness are

expensive, disruptive and place an unfair burden on students, fellow employees and

supervisors. We expect excellent attendance from all employees. Excessive absenteeism or

tardiness will result in disciplinary action up to and including discharge.

We do recognize, however, there are times when absences and tardiness cannot be avoided.

In such cases, employees are expected to notify their supervisor as early as possible, but no

later than the start of the work day. Asking another employee, friend or relative to give this

notice is improper and constitutes grounds for disciplinary action. Employees should call,

stating the nature of the illness and its expected duration, for every day of absenteeism.

Unreported absences of three (3) consecutive work days generally will be considered a

voluntary resignation of employment with the University.

5-3 Use of Communications and Computer Systems

Logan University's communication and computer systems are intended primarily for University

purposes; however limited personal usage is permitted if it does not hinder performance of job

duties or violate any other University policy. This includes the voice mail, e-mail and Internet

systems. Users have no legitimate expectation of privacy in regard to their use of the Logan

University systems.

Logan University may access the voice mail and e-mail systems and obtain the

communications within the systems, including past voice mail and e-mail messages, without

notice to users of the system, in the ordinary course of business when the University deems

it appropriate to do so. The reasons for which the University may obtain such access include,

but are not limited to: maintaining the system; preventing or investigating allegations of system

abuse or misuse; assuring compliance with software copyright laws; complying with legal and

regulatory requests for information; and ensuring that University operations continue

appropriately during an employee's absence.

Further, Logan University may review Internet usage to ensure that such use with University

property, or communications sent via the Internet with University property, are appropriate.

The reasons for which the University may review employees' use of the Internet with University

property include, but are not limited to: maintaining the system; preventing or investigating

allegations of system abuse or misuse; assuring compliance with software copyright laws;

complying with legal and regulatory requests for information; and ensuring that University

operations continue appropriately during an employee's absence.

The University may store electronic communications for a period of time after the

communication is created. From time to time, copies of communications may be deleted.

The University's policies prohibiting harassment, in their entirety, apply to the use of

University's communication and computer systems. No one may use any communication or

computer system in a manner that may be construed by others as harassing or offensive

based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any

other characteristic protected by federal, state or local law.

Further, since the University's communication and computer systems are intended for

University use, all employees, upon request, must inform the University of any private access

codes or passwords.

Unauthorized duplication of copyrighted computer software violates the law and is strictly

prohibited.

No employee may access, or attempt to obtain access to, another employee's computer

systems without appropriate authorization.

Violators of this policy may be subject to disciplinary action, up to and including discharge.

5-4 Use of Social Media

Logan University respects the right of any employee to maintain a blog or web page or to

participate in a social networking, Twitter or similar site, including but not limited to Facebook

and LinkedIn. However, to protect University interests and ensure employees focus on their

job duties, employees must adhere to the following rules:

All rules regarding confidential and proprietary University information apply in full to blogs,

web pages and social networking platforms, such as Twitter, Facebook, LinkedIn or similar

sites. Any information that cannot be disclosed through a conversation, a note or an e-mail

also cannot be disclosed in a blog, web page or social networking site.

Whether an employee is posting something on his or her own blog, web page, social

networking, Twitter or similar site or on someone else's, if the employee mentions the

University and also expresses either a political opinion or an opinion regarding the University's

actions that could pose an actual or potential conflict of interest with the University, the poster

must include a disclaimer. The poster should specifically state that the opinion expressed is

his/her personal opinion and not the University's position. This is necessary to preserve the

University's good will in the marketplace.

Any conduct that is impermissible under the law if expressed in any other form or forum is

impermissible if expressed through a blog, web page, social networking, Twitter or similar site.

For example, posted material that is discriminatory, obscene, defamatory, libelous or violent

is forbidden. University policies apply equally to employee social media usage.

Logan University encourages all employees to keep in mind the speed and manner in which

information posted on a blog, web page, and/or social networking site is received and often

misunderstood by readers. Employees must use their best judgment. Employees with any

questions should review the guidelines above and/or consult with their supervisor. Failure to

follow these guidelines may result in discipline, up to and including discharge.

5-5 ACCEPTABLE USE OF TECHNOLOGY RESOURCES

This Acceptable Use of Technology Resources Policy explains the acceptable and

unacceptable uses of Logan’s technology resources. It applies to all users of Logan’s

technology resources.

1. Technology Resources Are for Educational and University Business Use.

A. Logan University purchases and provides access to technology resources

(equipment, software and services) for use by the staff, faculty and students. The

primary purpose of these technology resources is to support Logan’s educational

mission and enable day-to-day University operations.

B. These technology resources include but are not limited to: computers, software,

internet access, online services, databases, telecommunications equipment,

networking equipment, and monitors/projectors.

2. Use Must Be Legal and Ethical.

A. Technology resources must only be used for lawful purposes. Users of Logan’s

technology resources must follow all federal, Missouri, and other applicable laws.

Examples of applicable laws include but are not limited to the laws of defamation,

privacy, copyright, trademark, obscenity, and child pornography. Users must

follow the University policies for student, faculty and staff conduct, and any

contractual or license requirements.

B. Technology resources may not be used for any purpose that is illegal, immoral,

unethical, dishonest, damaging to the reputation of the University, inconsistent

with the mission and values of the University, or likely to subject the University to

harm. Users should avoid nuisance emails such as chain letters, and never use

University technology resources to post, view, print, store, or send obscene,

pornographic, sexually explicit, harassing or offensive material.

3. Use Must Be Authorized and Secure.

A. All Logan University community members are responsible for their own use of the

University’s information technology resources, both on and off-campus. Users

must maintain good habits of personal safety and privacy while accessing the

Internet, and are responsible for ensuring that their activities do not endanger,

impede access to, or threaten the privacy or security of others’ information or

systems.

4. Use Must Recognize That Resources Are Shared.

A. Because Logan’s technology resources have a limited capacity, and are shared by

all users; staff, faculty and students must restrict their use of the resources to what

is needed for authorized activities. Users must not consume such an

unreasonable amount of technology resources that they degrade the resources for

other users. If necessary, Logan may require users of technology resources to

limit or refrain from specific uses.

5. Use Must Recognize That Resources Are Not Private.

A. Logan’s technology resources are not private. The University reserves the right to

inspect the activities, communication and accounts of individual users of Logan’s

technology resources as needed and without notice, except as prohibited by law.

In its discretion, the University may use or disclose the results of any inspection,

including the contents and records of individual communications, to University

personnel, third parties, or law enforcement agencies

B. The University may inspect its technology resources when it determines it is

necessary, including but not limited to the following:

• To protect the integrity, security, or functionality of University or other

technology resources, or to protect the University from harm.

• If there is reasonable cause to believe that a user has violated, or is

violating any Logan policy or applicable civil or criminal law.

• If an information technology resource is experiencing unusually excessive

activity.

6. Use Must Be Compatible with Logan’s Mission.

A. Logan’s technology resources are not private. The University reserves the right to

inspect the activities, communication and accounts of individual users of Logan’s

technology resources as needed and without notice, except as prohibited by law.

In its discretion, the University may use or disclose the results of any inspection,

including the contents and records of individual communications, to University

personnel, third parties, or law enforcement agencies.

B. The University permits occasional personal use of technology resources on a

limited basis. Such use must not consume a significant amount of Logan’s

technology resources, interfere with job performance or with other University

responsibilities, interfere with the efficient operation of the University or its

technology resources, and must be otherwise in compliance with Logan policy.

7. Use Must Respect Copyright.

A. Users of Logan’s technology resources must honor the rights of copyright owners,

and not participate in the unauthorized use, distribution, or reproduction of

copyrighted materials, including but not limited to music or video files. The

University investigates any claims of possible copyright infringement taking place

through its computer networks. Users who violate copyright law, including the use

of peer-to-peer networks, may be subject to civil or criminal liabilities

8. Logan Will Enforce This Policy.

A. Access to Logan’s technology resources is a privilege. Abuse of the privilege may

result in disciplinary procedures and/or legal action as described in Logan’s

policies and handbooks. In some situations, Logan may be required to

immediately disable technology resources and suspend access privileges where

unacceptable use is severely impacting system performance or security.

5-6 Inspections

Logan University reserves the right to inspect an employee’s work area and the University’s

property or equipment to protect the property and safety of student’s employees, and other

individuals on the University’s campus and to prevent the use or possession of weapons on

the University’s campus. If the inspection reveals violations of University policy, the employee

may be subject to corrective action up to and including termination of employment.

Additionally, any illegal activity discovered during an inspection may be referred to law

enforcement.

5-7 Smoking

Smoking, including the use of e-cigarettes, is prohibited on University premises and in all

University vehicles.

5-8 Personal Visits and Telephone Calls

Disruptions during work time can lead to errors and delays. Therefore, we ask that personal

telephone calls be kept to a minimum, and only be made or received after working time, or

during lunch or break time.

For safety and security reasons, employees are required to get the approval of their supervisor

when having personal guests visit or accompany them anywhere in our facilities other than

the reception areas.

5-9 Solicitation and Distribution

To avoid distractions, solicitation by an employee of another employee is prohibited while

either employee is on work time and in all immediate patient care areas. "Work time" is defined

as the time an employee is engaged, or should be engaged, in performing his/her work tasks

for Logan University. Solicitation of any kind by non-employees on University premises is

prohibited at all times.

Distribution of advertising material, handbills, printed or written literature of any kind in

immediate patient care areas and all other working areas of University is prohibited at all times.

Distribution of literature by non-employees on University premises is prohibited at all times.

5-10 Bulletin Boards

Important notices and items of general interest are continually posted on our monitor’s and

HR bulletin board. Employees should make it a practice to review it frequently. This will assist

employees in keeping up with what is current at Logan University. To avoid confusion,

employees should not post or remove any material from the bulletin board.

5-11 Confidential University Information

During the course of work, an employee may become aware of confidential information about

Logan University, including but not limited to information regarding University finances, pricing,

products and new product development, software and computer programs, marketing

strategies, suppliers and customers and potential customers. An employee also may become

aware of similar confidential information belonging to the University's clients. It is extremely

important that all such information remain confidential, and particularly not be disclosed to our

competitors. Any employee who improperly copies, removes (whether physically or

electronically), uses or discloses confidential information to anyone outside of the University

may be subject to disciplinary action up to and including termination. Employees may be

required to sign an agreement reiterating these obligations.

5-12 Conflict of Interest and Business Ethics

It is Logan University's policy that all employees avoid any conflict between their personal

interests and those of the University. The purpose of this policy is to ensure that the

University's honesty and integrity, and therefore its reputation, are not compromised. The

fundamental principle guiding this policy is that no employee should have, or appear to have,

personal interests or relationships that actually or potentially conflict with the best interests of

the University.

It is not possible to give an exhaustive list of situations that might involve violations of this

policy. However, the situations that would constitute a conflict in most cases include but are

not limited to:

1. holding an interest in or accepting free or discounted goods from any organization

that does, or is seeking to do, business with the University, by any employee who

is in a position to directly or indirectly influence either the University's decision to do

business, or the terms upon which business would be done with such organization;

2. holding any interest in an organization that competes with the University;

3. being employed by (including as a consultant) or serving on the board of any

organization which does, or is seeking to do, business with the University or which

competes with the University; and/or

4. profiting personally, e.g., through commissions, loans, expense reimbursements or

other payments, from any organization seeking to do business with the University.

A conflict of interest would also exist when a member of an employee's immediate family is

involved in situations such as those above.

This policy is not intended to prohibit the acceptance of modest courtesies, openly given and

accepted as part of the usual business amenities, for example, occasional business-related

meals or promotional items of nominal or minor value.

It is your responsibility to report any actual or potential conflict that may exist between you

(and your immediate family) and the University.

5-13 Use of Facilities, Equipment and Property, Including Intellectual

Property

Equipment essential in accomplishing job duties is often expensive and may be difficult to

replace. When using property, employees are expected to exercise care, perform required

maintenance, and follow all operating instructions, safety standards and guidelines.

Employees should notify their supervisor if any equipment, machines, or tools appear to be

damaged, defective, or in need of repair. Prompt reporting of loss, damages, defects, and the

need for repairs could prevent deterioration of equipment and possible injury to employees or

others. The supervisor can answer any questions about an employee's responsibility for

maintenance and care of equipment used on the job.

Employees also are prohibited from any unauthorized use of the University's intellectual

property, such as audio and video tapes, print materials and software.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result

in discipline, up to and including discharge.

Further, the University is not responsible for any damage to employees' personal belongings

unless the employee's supervisor provided advance approval for the employee to bring the

personal property to work.

5-14 Health and Safety

The health and safety of employees and others on University property are of critical concern

to Logan University. The University intends to comply with all health and safety laws applicable

to the University. To this end, we must rely upon employees to ensure that work areas are

kept safe and free of hazardous conditions. Employees are required to be conscientious about

workplace safety, including proper operating methods, and recognize dangerous conditions

or hazards. Any unsafe conditions or potential hazards should be reported to the University

immediately, even if the problem appears to be corrected. Any suspicion of a concealed

danger present on the University's premises, or in a product, facility, piece of equipment,

process or practice for which the University is responsible should be brought to the attention

of the University immediately.

Periodically, the University may issue rules and guidelines governing workplace safety and

health. The University may also issue rules and guidelines regarding the handling and disposal

of hazardous substances and waste. All employees should familiarize themselves with these

rules and guidelines, as strict compliance will be expected.

Any workplace injury, accident, or illness must be reported to the employee's supervisor and

security as soon as possible, regardless of the severity of the injury or accident. Employees

should see the Workers’ Compensation/Job Related Incidents policy for more information.

5-15 Hiring Relatives/Employee Relationships

A familial relationship among employees can create an actual or at least a potential conflict of

interest in the employment setting, especially where one relative supervises another relative.

To avoid this problem, Logan University may refuse to hire or place a relative in a position

where the potential for favoritism or conflict exists.

In other cases, such as personal relationships where a conflict or the potential for conflict

arises, even if there is no manager relationship involved, the parties may be separated by

reassignment or discharged from employment, at the discretion of the University. Accordingly,

all parties to any type of intimate personal relationship must inform Human Resources.

If two employees marry, become related, or enter into an intimate relationship, they may not

remain in a reporting relationship or in positions where one individual may affect the

compensation or other terms or conditions of employment of the other individual. The

University generally will attempt to identify other available positions, but if no alternate position

is available, the University retains the right to decide which employee will remain with the

University.

For the purposes of this policy, a relative is any person who is related by blood or marriage,

or whose relationship with the employee is similar to that of persons who are related by blood

or marriage.

5-16 Employee Dress and Personal Appearance

You are expected to report to work well groomed, clean, and dressed according to the

requirements of your position. Some employees may be required to wear uniforms or safety

equipment/clothing. Please contact your manager for specific information regarding

acceptable attire for your position. If you report to work dressed or groomed inappropriately,

you may be prevented from working until you return to work well-groomed and wearing the

proper attire.

5-17 Publicity/Statements to the Media

All media inquiries regarding the position of the University as to any issues must be referred

to the President and/or the Head of Communications. Only the President and/or the Head of

Communications is authorized to make or approve public statements on behalf of the

University. No employees, unless specifically designated by the President and/or the Head of

Communications, are authorized to make those statements on behalf of University. Any

employee wishing to write and/or publish an article, paper, or other publication on behalf of

the University must first obtain approval from the President and/or the Head of

Communications.

5-18 Operation of Vehicles

All employees authorized to drive University-owned or leased vehicles or personal vehicles in

conducting University business must possess a current, valid driver's license and an

acceptable driving record. Any change in license status or driving record must be reported to

Human Resources immediately.

An employee must have a valid driver's license in his or her possession while operating a

vehicle off or on University property. It is the responsibility of every employee to drive safely

and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate

safe driving habits at all times.

University-owned or leased vehicles may be used only as authorized by the University.

Portable Communication Device Use While Driving

Employees who drive on University business must abide by all state or local laws prohibiting

or limiting portable communication device (PCD) use, including cell phones or personal digital

assistants, while driving. Further, even if use is permitted, employees may choose to refrain

from using any PCD while driving. "Use" includes, but is not limited to, talking or listening to

another person or sending an electronic or text message via the PCD.

Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while

driving, employees should proceed to a safe location off the road and safely stop the vehicle

before placing or accepting a call. If acceptance of a call is absolutely necessary while the

employee is driving, and permitted by law, the employee must use a hands-free option and

advise the caller that he/she is unable to speak at that time and will return the call shortly.

Under no circumstances should employees feel that they need to place themselves at risk to

fulfill the University needs.

Since this policy does not require any employee to use a PCD while driving, employees who

are charged with traffic violations resulting from the use of their PCDs while driving will be

solely responsible for all liabilities that result from such actions.

Texting and e-mailing while driving is prohibited in all circumstances.

5-19 University Expense Reimbursement

Employees will be reimbursed for reasonable approved expenses incurred in the course of

University. These expenses must be approved by the employee’s supervisor, and may include

air travel, hotels, motels, meals, cab fare, rental vehicles, or gas and car mileage for personal

vehicles. All expenses incurred should be submitted to the employee's supervisor along with

the receipts in a timely manner.

Employees are expected to exercise restraint and good judgment when incurring expenses.

Employees should contact their supervisor in advance if they have any questions about

whether an expense will be reimbursed.

5-20 References

Logan University will respond to reference requests through the Human Resources

Department. The University will provide general information concerning the employee such as

date of hire, date of discharge, and positions held. Requests for reference information must

be in writing, and responses will be in writing. Please refer all requests for references to the

Human Resources Department.

Only the Human Resources Department can provide references.

5-21 If You Must Leave Us

Should an employee decide to leave the University, we ask that he or she provide a supervisor

with at least 2 weeks advance notice of departure. Thoughtfulness will be appreciated. All

University, property including, but not limited to, keys, security cards, parking passes, laptop

computers, fax machines, uniforms, etc., must be returned at separation. Employees also

must return all of the University’s Confidential Information upon separation. To the extent

permitted by law, employees will be required to repay the University, (through payroll

deduction, if lawful) for any lost or damaged University, property. As noted previously, all

employees are employed at-will and nothing in this handbook changes that status.

5-22 Exit Interviews

Employees who resign are requested to participate in an exit interview with Human

Resources, if possible.

5-23 A Few Closing Words

This handbook is intended to give employees a broad summary of things they should know

about Logan University. The information in this handbook is general in nature and, should

questions arise, the Vice President of Human Resources should be consulted for complete

details. While we intend to continue the policies, rules and benefits described in this handbook,

Logan University, in its sole discretion, may always amend, add to, delete from or modify the

provisions of this handbook and/or change its interpretation of any provision set forth in this

handbook. Employees should not hesitate to speak to the Human Resources Office if they

have any questions about the University or its personnel policies and practices.

Section 6 - California Addendum

6-1 Discrimination, Harassment, and Retaliation Prevention

Logan University does not tolerate and prohibits discrimination, harassment or retaliation of or

against job applicants, contractors, interns, volunteers or employees by another employee,

supervisor, vendor, customer or third party based on actual or perceived race, color, creed,

religion, age, sex or gender (including pregnancy, childbirth and related medical conditions),

sexual orientation, gender identity or gender expression (including transgender status),

national origin, ancestry, marital status, protected medical condition as defined by state law

(including cancer or genetic characteristics), physical or mental disability, military and veteran

status, genetic information, or any other characteristic protected by applicable federal, state,

or local laws and ordinances. The University is committed to a workplace free of discrimination,

harassment and retaliation.

Our management team is dedicated to ensuring the fulfillment of this policy as it applies to all

terms and conditions of employment, including recruitment, hiring, placement, promotion,

transfer, training, compensation, benefits, employee activities and general treatment during

employment.

Discrimination Defined

Discrimination under this policy means treating differently or denying or granting a benefit to

an individual because of the individual's protected characteristic.

Harassment Defined

Harassment is defined in this policy as unwelcome verbal, visual or physical conduct creating

an intimidating, an offensive or a hostile work environment that interferes with work

performance. Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or

teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays

or e-mails) or physical conduct (including physically threatening another, blocking someone's

way, etc.) that denigrates or shows hostility or aversion toward an individual because of any

protected characteristic. Such conduct violates this policy, even if it is not unlawful. Because

it is difficult to define unlawful harassment, employees are expected to behave at all times in

a manner consistent with the intended purpose of this policy.

Sexual Harassment Defined

Sexual harassment can include all of the above actions, as well as other unwelcome conduct,

such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations

regarding sexual activities, and other verbal or physical conduct of a sexual nature. Sexual

harassment includes unwelcome or unwanted conduct that is either of a sexual nature or

directed at an individual because of that individual’s sex when:

• submission to that conduct or to those advances or requests is made either explicitly

or implicitly a term or condition of an individual's employment;

• submission to or rejection of the conduct or advances or requests by an individual

is used as the basis for employment decisions affecting the individual; or

• the conduct or advances or requests have the purpose or effect of unreasonably

interfering with an individual’s work performance or creating an intimidating, hostile

or offensive working environment.

Examples of conduct that violate this policy include:

1. unwelcome or unwanted sexual advances, flirtations, advances, leering, whistling,

touching, pinching, assault and blocking normal movement;

2. requests for sexual favors or demands for sexual favors in exchange for favorable

treatment;

3. obscene or vulgar gestures, posters or comments;

4. sexual jokes or comments about a person's body, sexual prowess or sexual

deficiencies;

5. propositions or suggestive or insulting comments of a sexual nature;

6. derogatory cartoons, posters and drawings;

7. sexually explicit e-mails, text messages or voicemails;

8. uninvited touching of a sexual nature;

9. unwelcome or unwanted sexually related comments;

10. conversation about one's own or someone else's sex life;

11. conduct or comments consistently targeted at only one gender, even if the content

is not sexual; and

12. teasing or other conduct directed toward a person because of the person's gender.

Retaliation Defined

Retaliation means adverse conduct taken because an individual reported an actual or a

perceived violation of this policy, opposed practices prohibited by this policy, or participated in

the reporting and investigation process described below. "Adverse conduct" includes but is

not limited to:

• shunning and avoiding an individual who reports harassment, discrimination or

retaliation;

• express or implied threats or intimidation intended to prevent an individual from

reporting harassment, discrimination or retaliation; and

• denying employment benefits because an applicant or employee reported

harassment, discrimination or retaliation or participated in the reporting and

investigation process described below.

All discrimination, harassment and retaliation is unacceptable in the workplace and in

any work-related settings such as business trips and business-related social functions,

regardless of whether the conduct is engaged in by a supervisor, a coworker, a client,

a customer, a vendor or another third party.

Reporting Procedures

The following steps have been put into place to ensure the work environment is respectful,

professional, and free of discrimination, harassment and retaliation. If the employee believes

someone has violated this policy or the Equal Employment Opportunity Policy, the employee

should promptly bring the matter to the immediate attention of the Head of Human Resources.

(Phone numbers are available through the University directory.) If this individual is the person

toward whom the complaint is directed, the employee should contact any higher-level

manager in the reporting chain. If the employee makes a complaint under this policy and has

not received a satisfactory response within five (5) business days, Chief of Compliance should

be contacted immediately. (Phone numbers are available through the University directory.)

Every supervisor who learns of any employee's concern about conduct in violation of this

policy, whether in a formal complaint or informally, must immediately report the issues raised

to the Head of Human Resources.

Investigation Procedures

Upon receiving a complaint, the University will promptly conduct a fair and thorough

investigation into the facts and circumstances of any claim of a violation of this policy or the

Equal Employment Opportunity policy. To the extent possible, the University will endeavor to

keep the reporting employee's concerns confidential. However, complete confidentiality may

not be possible in all circumstances.

During the investigation, the University generally will interview the complainant and the

accused, conduct further interviews as necessary, and review any relevant documents or

other information. Upon completion of the investigation, the University shall determine whether

this policy has been violated based on its reasonable evaluation of the information gathered

during the investigation. The University will inform the complainant and the accused of the

results of the investigation.

The University will take corrective measures against any person who it finds to have engaged

in conduct in violation of this policy, if the University determines such measures are necessary.

These measures may include, but are not limited to, counseling, suspension or immediate

termination. Anyone, regardless of position or title, who the University determines has

engaged in conduct that violates this policy will be subject to discipline up to and including

termination.

Training

All Employees are required to undergo harassment prevention training as required by

applicable law. For more information about this training requirement, visit

https://www.dfeh.ca.gov/shpt/.

Retaliation Prohibited

In addition to being a violation of this policy, harassment, discrimination or retaliation also can

be against the law. Employees who engage in conduct that rises to the level of a violation of

law can be held personally liable for such conduct.

Remember, the University cannot remedy claimed discrimination, harassment or retaliation

unless employees bring these claims to the attention of management. Employees should not

hesitate to report any conduct they believe violates this policy.

6-2 Witness Leave

Employees called to serve as an expert witness in a judicial proceeding on behalf of the State

will be granted leave with pay. Employees summoned to appear in court as an expert witness,

but not on behalf of the State may use available vacation and personal time to cover the period

of absence.

Employees subpoenaed for witness duty must notify their supervisor as soon as possible.

6-3 Paid Family Leave Benefits

Employees may be eligible to receive benefits through the California Paid Family Leave (PFL)

program, which is administered by the Employment Development Department (EDD), when

they take leave to:

• care for a child, spouse, parent, grandparent, grandchild, sibling, parent-in-law or

registered domestic partner, with a serious health condition;

• bond with a minor child within the first year of the child’s birth or placement in

connection with foster care or adoption; or

• participate in a qualifying exigency related to the covered active duty or call to

covered active duty of the employee’s spouse, domestic partner, child or parent in

the Armed Forces of the United States.

These benefits are financed solely through employee contributions to the PFL program. That

program is solely responsible for determining if the employee is eligible for such benefits.

If employees need to take time off work for any of the reasons set forth above, they must

advise Logan University, and they will be given information about the EDD's PFL program and

how to apply for benefits. Employees also may contact their local EDD Office for further

information. Employees should maintain regular contact with the University during the time off

work so the University may monitor the employee’s return-to-work status. In addition, the

employee should contact the University when ready to return to work so the University may

determine what positions, if any, are open.

When the employee applies for PFL benefits, the Human Resources Department will

determine if the employee has any accrued but unused vacation and personal days available.

If the employee has accrued but unused time available, then the employee will be required to

use up to two (2) weeks of such time before becoming eligible for PFL benefits.

Employees taking time off work for any of the reasons set forth above are not guaranteed job

reinstatement unless they qualify for such reinstatement under federal or state family and

medical leave laws.

Any time off for Paid Family Leave purposes will run concurrently with other leaves of absence,

such as Family and Medical Leave/California Family Rights Act Leave, if applicable. Please

see the "Family and Medical Leave/California Family Rights Act" policies in this handbook for

eligibility requirements, if applicable.

6-4 Bone Marrow Donation Leave

The employee who has been employed for at least 90 days may request a leave of absence

for up to five (5) business days in any one-year period to undergo a medical procedure to

donate bone marrow. Employees must provide a certification from their physician regarding

the purpose and length of each leave requested. The employee must use any accrued

vacation time, sick leave or paid time off for this leave, but the use of vacation accrual, sick

leave or paid time off does not extend the term of this leave. If accrued vacation, sick leave or

paid time off is not available, the time off for such procedure shall be paid, but the paid time

off shall not exceed five (5) days. Bone marrow donation leave will not be designated as FMLA

or CFRA leave time. Employees will receive health benefits for the duration of their Bone

Marrow Donation Leave and upon returning from such leave will have a right to return to the

same or equivalent positions they held before such leave.

6-5 Organ Donation Leave

Employees who have been employed for at least 90 days may request a paid leave of absence

for up to 30 business days in any one-year period to undergo a medical procedure to donate

an organ. Employees can request an additional 30 days of unpaid leave in any one-year period

for this same purpose. Employees must provide a certification from their physician regarding

the purpose and length of each leave requested. The one-year period is measured from the

start of the leave.

For an initial request for organ donation leave, the employee must use up to two weeks of

accrued vacation, sick leave or paid time off for this leave, but the use of vacation accrual,

sick leave or paid time off does not extend the term of the leave. If accrued vacation, sick

leave or paid time off is not available, the time off for such procedure shall be paid however

the paid time off shall not exceed 30 days. Organ donation leave will not be designated as

FMLA or CFRA leave time. Employees will receive health benefits for the duration of their

organ donation leave and upon returning from such leave will have a right to return to the

same or equivalent positions they held before such leave. Absences due to organ donation

leave do not count as a break in service for the purpose of the employee’s right to salary

adjustments, sick leave, vacation and paid time off or seniority.

6-6 Leave for Victims of Crime or Abuse (including Domestic Violence,

Sexual Assault or Stalking)

Employees who are victims of a crime or abuse, including domestic violence, sexual assault

or stalking, may take unpaid leave for up to 12 weeks for the following reasons:

• to seek medical attention for injuries caused by crime or abuse;

• to obtain services from a domestic violence shelter, program, rape crisis center or

victim services organization or agency as a result of the crime or abuse;

• to obtain psychological counseling or mental health services related to an

experience of crime or abuse; or

• to participate in safety planning and take other actions to increase safety from future

crime or abuse, including temporary or permanent relocation.

Employees are covered as victims and entitled to leave under this policy if they are:

• a victim of stalking, domestic violence or sexual assault;

• a victim of a crime that caused physical injury or that caused mental injury and a

threat of physical injury; or

• a person whose immediate family member is deceased as the direct result of a

crime.

Logan University may require proof of the employee’s participation in these activities.

Whenever possible, employees must provide their supervisor reasonable notice before taking

any time off under this policy.

Employees may substitute any accrued vacation, sick or other time off for the leave under this

policy. Leave under this policy does not extend the time allowable under the "Family and

Medical Leave" policy in this handbook.

No employees will be subject to discrimination or retaliation because of their status as a victim

of a crime or abuse, including crime or abuse related to domestic violence, sexual assault or

stalking. Victims of a crime or abuse, including crime or abuse related to domestic violence,

sexual assault or stalking, may request other accommodations in the workplace such as

implementation of safety measures.

6-7 Bereavement Leave

Employees who have been employed for at least 30 days may take bereavement leave of up

to five (5) days upon the death of a family member. For the purposes of this policy a family

member includes a spouse or a child, parent, sibling, grandparent, grandchild, domestic

partner, or parent-in-law.

Bereavement leave need not be consecutive but must be completed within three (3) months

of the family member's death.

Bereavement leave will be paid at the employee's base rate of pay at the time of absence for

the number of hours the employee otherwise would have worked that day. Bereavement leave

is not counted as hours worked for purposes of calculating overtime.

Employees, if requested by the University, within 30 days of the first day’s leave must provide

documentation of the death of the family member. Documentation includes, but is not limited

to, a death certificate, a published obituary, or written verification of death, burial, or memorial

services from a mortuary, funeral home, burial society, crematorium, religious institution, or

governmental agency.

The University will maintain the confidentiality of any employee requesting leave under this

policy including documentation provided to the University related to a request for leave.

Employees wishing to utilize bereavement leave should contact Human Resource

Department. Employees will not be subject to adverse action for exercising rights or attempting

to exercise rights under this policy, opposing practices that they believe to be in violation of

this policy, or supporting the exercise of rights of another under this policy.

6-8 Time Off for Crime Victims

Employees who have been victims of serious or violent felonies, as specified under California

law, or felonies relating to theft or embezzlement, may take time off work to attend judicial

proceedings related to the crime. Employees also may take time off if an immediate family

member has been a victim of such crimes and the employee needs to attend judicial

proceedings related to the crime. "Immediate family member" is defined as spouse, registered

domestic partner, child, child of registered domestic partner, stepchild, brother, stepbrother,

sister, stepsister, mother, stepmother, father or stepfather.

Employees must give their supervisor a copy of the court notice given to the victim of each

scheduled proceeding before taking time off, unless advance notice to Logan University of the

need for time off is not feasible. When advance notice is not feasible, the employee must

provide the University with documentation evidencing the judicial proceeding, within a

reasonable time after the absence. The documentation may be from the court or government

agency setting the hearing, the district attorney or prosecuting attorney's office or the

victim/witness office that is advocating on behalf of the victim.

Employees may elect to use accrued paid vacation time, paid sick leave time or other paid

time off for the absence. If the employee does not elect to use paid time off, the absence will

be unpaid. However, exempt employees will be paid their full salary for any workweek

interrupted by the need for time off under this policy.

6-9 Pregnancy Disability Leave

If employees are disabled by pregnancy, childbirth or related medical conditions, they are

eligible to take a pregnancy disability leave (PDL). If affected by pregnancy or a related

medical condition, employees also are eligible to transfer to a less strenuous or hazardous

position or to less strenuous or hazardous duties, if such a transfer is medically advisable and

can be reasonably accommodated. Employees disabled by qualifying conditions may also be

entitled to other reasonable accommodations where doing so is medically necessary. In

addition, if it is medically advisable for employees to take intermittent leave or work a reduced

schedule, the University may require them to transfer temporarily to an alternative position

with equivalent pay and benefits that can better accommodate recurring periods of leave.

The PDL is for any period(s) of actual disability caused by pregnancy, childbirth or related

medical condition up to four (4) months per pregnancy. For purposes of this policy, "four

months" means time off for the number of days the employee would normally work within the

four (4) calendar months (one-third of a year or 17 1/3 weeks), following the commencement

date of taking a pregnancy disability leave. For a full-time employee who works 40 hours per

week, "four months" means 693 hours of leave entitlement, based on 40 hours per week times

17 1/3 weeks. Employees working a part-time schedule will have their PDL calculated on a

pro-rata basis.

The PDL does not need to be taken in one continuous period of time, but can be taken on an

intermittent basis pursuant to the law.

Time off needed for prenatal or postnatal care, severe morning sickness, gestational diabetes,

pregnancy-induced hypertension, preeclampsia, doctor-ordered bed rest, postpartum

depression, loss or end of pregnancy, and recovery from childbirth or loss or end of pregnancy

are all covered by PDL.

To receive reasonable accommodation, obtain a transfer or take a PDL, employees must

provide sufficient notice so the University can make appropriate plans. Thirty days' advance

notice is required if the need for the reasonable accommodation, transfer or PDL is

foreseeable, otherwise as soon as practicable if the need is an emergency or unforeseeable.

Employees are required to obtain a certification from their health care provider of the need for

pregnancy disability leave or the medical advisability of an accommodation or for a transfer.

The certification is sufficient if it contains: (1) a description of the requested reasonable

accommodation or transfer; (2) a statement describing the medical advisability of the

reasonable accommodation or transfer because of pregnancy; and (3) the date on which the

need for reasonable accommodation or transfer became or will become medically advisable

and the estimated duration of the reasonable accommodation or transfer.

A medical certification indicating disability necessitating a leave is sufficient if it contains: (1)

a statement that the employee needs to take pregnancy disability leave because of disability

due to pregnancy, childbirth or a related medical condition; (2) the date on which the employee

became disabled because of pregnancy; and (3) the estimated duration of the leave.

Upon request, the employee will be provided with a medical certification form that the

employee can take to the doctor.

As a condition of returning from pregnancy disability leave or transfer, the University requires

the employee to obtain a release from a health care provider stating ability to resume the

original job duties with or without reasonable accommodation.

PDL is unpaid. At the employee's option, the employee can use any accrued vacation time or

other accrued paid time off as part of the PDL before taking the remainder of leave on an

unpaid basis. Logan University requires, however, that the employee use any available sick

time during the PDL. The substitution of any paid leave will not extend the duration of the PDL.

Employees who participate in the University's group health insurance plan will continue to

participate in the plan while on PDL under the same terms and conditions as if they were

working. Benefit continuation under PDL is distinct from benefit continuation for employees

who also take birth bonding leave under the California Family Rights Act. Employees should

make arrangements for payment of their share of the insurance premiums.

Logan University encourages employees to contact the California Employment Development

Department regarding eligibility for state disability insurance for the unpaid portion of the leave.

If employees do not return to work on the originally scheduled return date, nor request in

advance an extension of the agreed upon leave with appropriate medical documentation, they

may be deemed to have voluntarily terminated their employment with the University. Failure

to notify the University of their ability to return to work when it occurs or continued absence

from work because the leave must extend beyond the maximum time allowed, may be deemed

a voluntary termination of employment with the University, unless employees are entitled to

Family and Medical Leave or entitled to further leave pursuant to applicable law.

Upon return from a covered PDL, the employee, in most instances, will be reinstated to the

same position.

Taking a PDL may affect some benefits and the employee's seniority date. The employee may

request more information regarding eligibility for PDL and the impact of the leave on seniority

and benefits.

Any request for leave after the disability has ended will be treated as a request for family care

leave under the California Family Rights Act (CFRA) and the federal Family and Medical Leave

Act (FMLA), if the employee is eligible for that type of leave. PDL runs concurrently with FMLA

(but not CFRA). Employees should refer to the FMLA policy. Employees who are not eligible

for leave under the CFRA or FMLA will have a request for additional leave treated as a request

for disability accommodation.

6-10 Time Off For Volunteer Firefighters, Reserve Peace Officers &

Emergency Rescue Personnel

Employees who are volunteer firefighters, reserve peace officers or emergency rescue

personnel are permitted unpaid time off, not to exceed 14 days per calendar year, for the

purpose of engaging in fire, law enforcement or emergency rescue training. If the employees

request time off under the policy they must notify their direct supervisor immediately after the

need for the leave becomes known.

6-11 Acknowledgment and Receipt of California: Discrimination,

Harassment and Retaliation Prevention Policy