EMPLOYEE ORIENTATION Welcome & Introduction About AOI General Employee Information Payroll & Benefits

AUSTRALIAN ONLINE INSITIUTE  Founded in 2001  Established to serve the needs of “Overseas” students  Initial enrollment of just 50 students

AOI’S MISSON STATEMENT AOI demonstrates dedication to student success by providing rich opportunities to learn, excellence in teaching and comprehensive support services, in close collaboration with its diverse community. Shoreline serves the community's lifelong educational and cultural needs

PERFORMANCE EVALUATION Performance will be reviewed on an annual basis Classified Staff Evaluated at 2 and 5 months of probation and annually thereafter Faculty Evaluated regularly Administrators Evaluated annually

EQUAL EMPLOYMENT OPPORTUNITY AOI is an equal opportunity employer and does not discriminate on the basis of race, religion, color, national origin, marital status, sex, sexual orientation, age or disability.

HARASSMENT POLICY  The College condemns any acts in its work environments that create the potential for illegal harassment, both in terms of individual employee morale and in violation of applicable federal, state, and local laws.  The College will not tolerate harassment of any employee because of that employee’s sex, gender, sexual orientation, race, color, religion, national origin, age, or disability

ACCEPTABLE CONDUCT The College expects all employees to demonstrate the highest degree of integrity, responsibility, and professional conduct at all times. Avoid any behavior that may: (1) Be harmful to yourself, other employees, or the College, or (2) Cause any unfavorable reaction from current or potential students.

WORKPLACE VIOLENCE  Employees should report threats or unusual actions immediately.  Direct Supervisor  Campus Security  Human Resources

PROBLEM RESOLUTION  Employees are encouraged to make it known if an employment problem arises.  A clear and frank discussion with your immediate supervisor is the most efficient way to reconcile it.  Sometimes discussion with other administrative personnel or with HR may be helpful.  If the concern is unresolved, employees are encouraged to meet with their supervisor to discuss solutions.

DRESS CODE  It is the responsibility of each employee to maintain a professional work appearance.  Casual Friday: Wear your formal Shirt!

PAYCHECKS: DATES OF PAY  Pay Dates  Work from 1 st – 15 th of the Month, paid on 25 th  Work from 16 th – End of the Month, paid on 10 th  If the regular pay day falls on a holiday/weekend; paychecks are distributed on the closest business day  Pay Day on Saturday, Checks distributed Friday  Pay Day on Sunday, Checks distributed Monday

VACATION/PERSONAL LEAVE Depends on Type of Employee  Faculty (See Agreement)  Staff (See Collective Bargaining Agreement)  Administrative/Exempt

SICK LEAVE  Leave Depends on Type of Employee  Faculty (See Agreement)  Staff (See Collective Bargaining Agreement)  Administrative/Exempt  For your own illness/injury or for care of eligible dependents  Submit your approved leave form to Human Resources

BENEFITS: OTHER AMENITIES  On-site Child Care Center  Library/Media Center Services  Wellness/Intramural Programs  Cosmetology Program Services  Employee Credit Unions  Dental Hygiene Program Services  Automotive Center services  Free parking  Employee Advisory Programs (EAP)

WORKERS COMPENSATION  Workers’ Compensation  Income protection for on- the-job injuries.

YOUR SUPERVISOR WILL REVIEW YOUR PERFORMANCE  The structure and workflow of your department.  Who your internal and external customers are  Your job responsibilities and functions  Management expectations for your performance  Hours of work including lunchtime and breaks  Call-in requirements - Where to go for questions

THANK YOU FOR YOUR ATTENTION DURING THIS ORIENTATION We Wish You Much Success in Your Career With Us