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Retention of Information on Synod Employees Disposition of RecordsCare of RecordsFinal Disposition Letters of application Letters of call Position description Mobility form Resume Continuing education documentation Honors and clippingsRetain for the tenure of the employee.Send to the synod or regional archives upon completion of service. Letters of recommendation Background checks Performance appraisal Contracts Health related documents, including worker’s compensationIf the information attests

Cash Reimbursement Form (pdf) view download Please use Mileage Reimbursement Form for personal vehicle travel.

Student clubs are entitled to the creation of a FOAP Banner Account. The account will have a fund number XXXXXX, followed by an organization number XXXX, with sub accounts XXXX appended to the end of the number. Funds roll over year to year. As of fall 2021, fully registered clubs will be funded by the Student Activities and Resource Fee for a certain amount depending on time of registration during the academic year. All other funds must be raised by the individual club/organization. Clubs may

STAFF October 2000; Revised January 2011 The university seeks to hire well-qualified applicants for vacant positions. To achieve this goal, the university has developed this policy regarding background checks, reference verifications and related inquiries. This policy applies to all regular full-time and regular part-time staff positions filled after the effective date of this policy. The university will determine whether this policy will apply to temporary positions, on a case-by-case basis

A work week is defined as a recurring period of seven consecutive twenty-four hour periods (168 hours). The established university work week begins at 12:01 Saturday morning and ends at 12:00 midnight Friday night. The work week for nonexempt employees is the basic unit for determining the proper wage due employees.

Effective June 1, 2022   Purpose The pay differential policy allows for extra compensation to aide in recruitment and retention of nonexempt hourly employees who are scheduled to work during specified hours as defined within this policy. Eligibility Nonexempt hourly employees in specified positions are eligible for a pay differential for actual hours worked between 9:00 p.m. through 4:59 a.m., Saturday-Friday. For example, an employee scheduled to work from 4:00 p.m. to 12:00 a.m. will receive

Testing in the School of Nursing is a high-stakes process for students, an essential component of student learning, and a formal component of program curriculum. Testing is one essential method of assessing student learning, program outcomes, and program quality. As such it must be managed with purpose, integrity, consistency across the curriculum, and accountability for the education we provide. Testing also provides feedback to the students, which is particularly important in their mastery of

Back to Work Pacific Lutheran University values the safety, health and well being of all employees. PLU policy is to provide safe and healthful working conditions in all operations and to follow the laws and regulations about the safety and health of our employees. When working with supervisors and employees, PLU will draw on all applicable policies. Should you become injured or ill, it is important that you return to employment as early as is medically safe for you to do so. At the same time

Staff must complete a time sheet for each pay period. Exempt employees are required to report leaves and holidays only. Nonexempt employees are required to report all hours worked in addition to their leaves and holidays. Supervisors are responsible for ensuring that time sheets are completely accurate, and that they are submitted to Payroll by the due date. Time sheets not completed by the employee until after the due date are held and will be processed in the following payroll.

Corrective Action Revised September 2006 Staff employees are employed at will. That means that their employment exists and continues at the will of the organization and that the university need not provide notice, prior warning or show cause for termination of employment. By the same token, staff employees may terminate their employment at any time without the need to show cause. Even though the employment relationship is at will and the university need not show cause for termination, PLU