REVIEW OF PERSONNEL AND WORK PRACTICES
Employees may request a review of a Disciplinary action or an unsatisfactory Annual performance review. Employees are expected first to discuss their concern with their immediate supervisor. If further discussion is desired, the employee may then discuss the situation with the Owner/Founder. The decision of the Owner/Founder is final.
VHN has established a formal performance evaluation program.
The purpose of the performance evaluation is to:
1) Enable the employee to discuss their performance based on responsibilities and objectives as well as performance factors;
2) Provide an opportunity for the employee to participate in defining objectives and identifying actions he/she can take to increase overall performance; and
3) Clarify and communicate the relationship between the employee's performance and pay.
Performance evaluations are normally conducted on an annual basis, typically occurring in January. Employees do not need to wait for a performance evaluations to discuss issues or problems. Immediate concerns should always be brought to the attention of the employee's immediate supervisor on a day-to-day basis.
PERSONNEL RECORDS
Personnel records are the property of VHN, and access to the information they contain is restricted and confidential. A personnel file shall be kept for each employee and should include the employee’s job application, copy of the letter of employment and position description, performance reviews, disciplinary records, records of salary increases and any other relevant personnel information. It is the responsibility of each employee to promptly notify his/ or her supervisor in writing of any changes in personnel data, including personal mailing addresses, telephone numbers, names of dependents, and individuals to be contacted in the event of an emergency.
All employees must complete, within two days of the end of each pay period, their time and attendance record for review and approval by their direct supervisor. Accurately recording time worked is the responsibility of every employee. Tampering, altering, or falsifying time records, or recording time on another employee's time record may result in disciplinary action, including separation from employment with VHN.
OUTSIDE EMPLOYMENT
Individuals employed by VHN may hold outside jobs as long as they meet the performance standards of their job with VHN. Employees should consider the impact that outside employment may have on their ability to perform their duties at VHN. All employees will be evaluated by the same performance standards and will be subject to VHN scheduling demands, regardless of any outside work requirements. If VHN determines that an employee's outside work interferes with their job performance or their ability to meet the requirements of VHN, as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain employed with VHN. Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals or organizations for materials produced or services rendered while performing their jobs with VHN.