NEW YORK OFFICE EMPLOYEE MANUAL by lso20334

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									              NEW YORK OFFICE EMPLOYEE MANUAL

Table of Contents
Chapter I - Introduction
Chapter II - Employment Relationship
Chapter III - University Policies
Chapter IV - Employment at AUB
Chapter V - Wages and Hours Administration
Chapter VI -Time Off (Paid and Unpaid)
Chapter VII - Benefits
Chapter VIII - Educational Allowance
Chapter IX - Termination
Appendix I - Disclaimer/Acknowledgment
Appendix II - E-Mail Interception Acknowledgment




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               (To download this policy in Word format, click here)
     For any comments, feedback, or query, please contact: policies@aub.edu.lb.
                       Last updated on: November 3, 2003
Chapter I - Introduction

The American University of Beirut (AUB) is a private, non-sectarian institution of higher
learning which was established in 1866 in Beirut, Lebanon, and which functions under a
charter of the board of regents of New York State. It is administered by a private,
autonomous board of trustees. The purpose of AUB, as an institution of higher learning, is to
share in the education of the youth of the Middle East, in the service of its peoples, and in the
advancement of knowledge. The University also operates the AUB medical center in Beirut
with a 400-plus bed teaching hospital, outpatient clinics, and an emergency room. AUB has
been dedicated since its foundation, and continues to be dedicated, to the cultivation of high
ethical, moral, and spiritual values.

This manual is a guide to many aspects of your employment with AUB's New York office. It
also sets forth the general rules and regulations under which you are expected to operate.
AUB reserves the right to make changes in the content or application of this manual at any
time and to make such changes effective whether or not they have been incorporated in this
manual, or otherwise, communicated. Amendments to this manual will be authorized in
writing and signed by AUB's director of the New York office. No other person has authority
to modify or contradict by word or action the policies of AUB or employee benefits provided
to eligible employees. In the event that any question arises regarding the meaning of any
provision of this manual, AUB's interpretation will govern.



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N.B.: The policies set out in this manual are solely applicable to employees at the New
      York Office.
Chapter II – Employment Relationship

Unless you are given a written contract signed by the president of AUB or, in the president's
absence, by the director of the New York office, specifying an employment term, your
employment is at will. This means that both, AUB and its employees, have the right to
terminate employment at any time, with or without cause, and with or without notice.
Nothing in this manual or any oral or written representation by any employee or official of
AUB shall be construed as a contract, unless the president of AUB or the director of the New
York office signs a written agreement.



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Chapter III - University Policies

1. Equal Employment Opportunity Policy and Policy Against Harassment

   a. Equal Employment Opportunity Policy

       It is the policy of AUB to provide an equal employment opportunity to all employees
       and all applicants for employment regardless of their race, color, religion, age,
       national origin, sex, sexual orientation, marital status, disability, genetic
       predisposition or carrier status, citizenship, Vietnam Era Veteran's status, or any other
       characteristic protected by law. This policy applies to all of AUB's activities,
       including but not limited to recruitment, hiring, compensation, assignment, training,
       promotion,       or   any      other     term     or   condition     of    employment.

       AUB will provide reasonable accommodation consistent with the law to otherwise
       qualified employees and prospective employees with a disability, and to employees
       and prospective employees with needs related to their religious observance or
       practices.   What constitutes a reasonable accommodation depends on the
       circumstances, and thus, will be addressed by AUB on a case-by-case basis.

   b. Policy Against Harassment

       i.   In general: AUB prohibits conduct that constitutes or could lead or contribute to
            harassment based on race, color, sex (whether or not of a sexual nature), religion,
            national origin, age, sexual orientation, disability, marital status, genetic
            predisposition or carrier status, citizenship, Vietnam Era Veteran's status, or any
            other characteristic protected by law. Examples of such conduct are:

               ethnic slurs;
               use of computers (including via the internet) or the email system to view or
                distribute racially offensive communications;
               threatening, intimidating, or hostile acts directed at a particular sex or religious
                group, or directed at an individual because of his or her sexual orientation,
                color, or ethnicity.
                Harassment does not require an intent to offend. Thus, inappropriate conduct
                meant as a joke, a prank, or even a compliment can lead or contribute to
                harassment.

       ii. Sexual harassment: sexual harassment is a specific type of discriminatory
           harassment. According to the EEOC's guidelines, unwelcome sexual advances,
           requests for sexual favors, and other verbal or physical conduct of a sexual nature
           constitutes sexual harassment when: (1) submission to such conduct is made
           explicitly or implicitly a term or condition of an individual's employment; (2)
           submission to or rejection of such conduct by an individual is used as the basis for
           employment decisions affecting such individual; or (3) such conduct has the
           purpose or effect of unreasonably interfering with an individual's work
           performance or creating an intimidating, hostile, or offensive working
           environment.
      AUB prohibits conduct that constitutes or could lead or contribute to sexual
      harassment. Examples of such conduct are:

         unwelcome sexual flirtations, advances, or propositions;
         inappropriate touching of an individual's body;
         graphic verbal comments about an individual's body or appearance;
         sexually degrading words used to describe an individual;
         the use of computers (including via the internet) or the email system to display
          or distribute sexually explicit images, message, or cartoons.
          Additional rules apply to individuals with supervisory authority at AUB. No
          one with a supervisory role may at any time: (1) threaten or imply that an
          individual's submission to or rejection of a sexual advance will in any way
          influence any decision regarding that individual's employment, performance
          evaluation, advancement, compensation, assignments, discipline, discharge, or
          any other term or condition of employment; or (2) make any employment
          decision concerning an individual on such a basis.

c. Procedures

   If you believe that you or another individual has been subjected to any conduct of the
   type described in this policy, you are urged and expected to report the relevant facts
   promptly. You should direct such reports to your supervisor, the president, or the
   director of the New York office. You should choose whichever of the listed
   individuals you feel most comfortable contacting under the circumstances. You
   should report the conduct regardless of the offender's position at AUB, and should
   also report the conduct even if the offender is not employed at AUB (for example, a
   vendor, guest, or "temp"). Your prompt reporting is very important so that AUB can
   take action to stop the conduct before it is repeated. All reports will be followed up
   on promptly, with further investigation conducted where needed to confirm facts or
   resolve disputed facts. In conducting its investigations, AUB will strive to keep the
   identity of individuals making reports as confidential as possible.

   Appropriate disciplinary action (up to and including termination of employment) will
   be taken against AUB personnel found to have violated these policies. Individuals
   who violate these policies may also be subject to personal, legal, and financial
   liability under applicable law.

d. No Retaliation

   Threats or acts of retaliation against individuals who report inappropriate conduct
   pursuant to these policies or provide information in connection with a report by
   another individual will not be tolerated. In the event you believe that you have been
   retaliated against for such action, you should use the above procedures to report the
   pertinent facts promptly. AUB will investigate and take appropriate action in the
   manner described above.

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2. Smoking Policy

   AUB is a smoke-free workplace; no smoking is permitted anywhere in AUB's offices.

   Employees with questions, complaints, or disputes about this policy should contact their
   supervisor or the director of the New York office. When dealing with any questions,
   complaints, or disputes raised under this policy, AUB will accord priority to the health
   concerns of those employees desiring a smoke-free area. Any such communications
   about this policy will be responded to promptly, with an effort made to keep the source of
   the communications as confidential as possible.

   No retaliatory adverse personnel action will be taken against any employee or applicant
   for employment who exercises, or attempts to exercise, any right granted under New
   York City's smoke-free air act or this policy, including reporting violations. Prohibited
   retaliatory adverse personnel actions include, but are not limited to: dismissal, demotion,
   suspension, disciplinary action, negative performance evaluations, any action resulting in
   loss of staff, compensation or other benefit, failure to hire, failure to appoint, failure to
   promote, or transfer or assign, or transfer or assignment against the wishes of the affected
   employee.

   Any employee or applicant for employment who believes that a retaliatory adverse
   personnel action has been taken against them because of their exercise, or attempt to
   exercise rights under New York City's smoke-free air act or this policy, should contact
   their supervisor or the director of the New York office. All such complaints will be
   investigated promptly, with an effort made to keep the source of the complaint as
   confidential as possible.

   This policy will be posted on the bulletin board, and a copy of the policy will be provided
   to employees or applicants upon request.



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Chapter IV - Employment at AUB

Classes of Employees

Full-time employees are those employees who are hired to work 35 hours per week.

Temporary employees are those employees who are hired for short term fluctuations in work
flows, or for specific projects. Temporary employees are not subject to normal policies
regarding benefits, leave, and pay increases and, like full-time employees, can be terminated
at any time, with or without cause or notice.

Introductory Period of Employment

An employee's first three months of employment with AUB are considered the introductory
period of employment. This period gives the employee and AUB the opportunity to
determine the employee's abilities with regard to his/her job assignment. Employment during
the introductory period is at will, and AUB and its employees have the right to terminate
employment at any time, with or without cause, and with or without notice. Employees are
not entitled to accrue or take vacation leave during the introductory period.

A record of progress and problems (if any) may be maintained by the employee's supervisor
during this period. At the end of the introductory period, AUB will evaluate the employee's
performance. Successful completion of the introductory period does not create a right to
continued employment and will not alter the at-will employment relationship between AUB
and the employee.

Work Schedule

AUB depends on its employees to ensure the ongoing success of its operations. In this
regard, consistent and timely employee attendance is extremely important.

AUB's hours of operation are 9 am to 5 pm. The working day is seven hours, not including a
one-hour lunch break. Supervisors may, in their sole discretion, provide written authorization
for certain employees to work flexible shifts.

Employees are expected to be at work and ready to perform their job no later than 9 am.

All employees must report any absence or tardiness to their supervisor no later than one hour
before the start of their scheduled workday. If the supervisor is not available, a voicemail
should be left for the director of the New York office. If advance notice is not possible
because of an emergency, employees must notify their supervisor of the reason for their
absence or tardiness as soon as possible.

Regular and timely attendance records are a factor in decisions regarding promotions,
transfers, and discharge. Excessive absenteeism or tardiness will result in disciplinary action
up to and including termination. Regular and timely attendance is an essential job function.

AUB will consider any employee who is absent from work for three consecutive days without
notice as having abandoned his or her position and constructively resigned his or her
employment.
Personnel Files

The director of the New York Office maintains records on all employees of AUB. For each
employee's benefit and protection, it is extremely important that each employee ensure that
his/her personnel file is up to date at all times. Therefore, employees are requested to advise
the director of any change in name, address, telephone number, emergency contact, marital
status, beneficiaries, or number of dependents.

Personal Business

Personal business should be conducted during non-working hours.

Telephones are to be used for AUB business. AUB recognizes that it may be necessary to
make or receive personal phone calls during working hours. Employees who abuse this
policy are subject to disciplinary action, up to and including termination of employment.

Electronic Communication Systems

Electronic communication systems include computer networks, electronic mail and access to
the internet, voice mail, facsimile machines, and photocopiers. Electronic communication
systems are AUB property and their purpose is to facilitate AUB business. Employees
should not assume electronic communications are totally private. Communications
transmitted or stored in these systems are the property of AUB and AUB, in its sole
discretion, reserves the right to monitor, access, retrieve, read, disclose, and/or delete any
material on its electronic communications systems to make sure that the systems are not
being misused and that business is being conducted properly. AUB may exercise this right,
despite the use of passwords or other security measures.

1. Appropriate Usage: electronic communications - including access to the internet - should
   be used only for job-related purposes. Occasional or incidental personal use is
   permissible so long as, in AUB's opinion, (1) it does not consume more than an
   insignificant amount of AUB resources and employee time; (2) it does not interfere with
   the employee's responsibilities and productivity; (3) it does not preempt, interfere, or
   conflict with any business-related activity; and (4) it does not preempt, interfere, or
   conflict with existing employee standards of conduct or other policies set forth in this
   manual. Because personal use of the internet affects the speed and effectiveness of AUB's
   computer systems, employees are specifically counseled to access the internet for job-
   related purposes only.

   Electronic communications should never be used for inappropriate purposes. Since
   electronic communications can be copied, forwarded, saved, intercepted, and archived,
   employees should be careful about the words they use and the documents they transmit,
   as well as the internet sites they access. Electronic communications are subject to AUB's
   policy against harassment. Anything that would be inappropriate to send in a non-
   electronic communication (e.g., by memo or letter) is similarly inappropriate if sent
   electronically (e.g., by email or telephone).

2. User Accountability: to prevent unauthorized parties from obtaining access to electronic
   communications, employees should choose passwords that are difficult to guess (not a
   personal detail or reflection of work activities) and these should be changed regularly.
   Passwords must be disclosed to AUB's director of information technology – New York.
   Employees should not reveal their individual passwords to anyone other than director of
   information technology – New York.

Conflicts of Interest

Employment with AUB carries with it a duty of loyalty to AUB and a responsibility to
conduct AUB's affairs honestly and economically. AUB depends on its employees to give
their time and efforts exclusively to the benefit of AUB. Each employee is to exercise his/her
best care, skill, integrity, and judgment for the benefit of AUB.

Because of the varied backgrounds of the individuals employed with AUB, situations may
develop which involve a duality or conflict of interest between AUB and either the
individual, the individual's family members, or the individual's business interests. All
decisions and actions of AUB's employees shall be made in a manner which avoids the
prospect or perception of such conflicts of interest. When a duality or conflict of interest
situation arises, the employee must disclose in writing the affiliation that creates the conflict
to his/her supervisor and the director of the New York office, and withdraw from any debate,
voting, or other decision-making process where the duality or conflict may exist.



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Chapter V - Wages and Hours Administration

Pay Period

The pay period covers a 2-week period; payroll checks will be prepared every other Thursday
for the period from the beginning of the prior week through the end of the current week.
AUB does not grant pay advances.

All payroll records and related information are considered private and confidential. Only the
employee and designated AUB management personnel or AUB's designated agent may have
access to an employee's payroll-related information. No employment information will be
released to any other individual or organization unless authorized by the employee or
required by law or court action.

Time Sheets

Employees will be required to complete time sheets indicating absences and any vacation and
sick days used. Employees must turn in completed time sheets to the director of the New
York office no later than the close of business Monday following the end of a 2-week pay
period.

Compensatory Time Off and Overtime

1. Executive and Management Employees

   Given the nature of AUB's business, executive and management employees are often
   required to work beyond office hours and travel to attend meetings as part of their work
   assignment. Executive and management employees are not eligible for compensatory
   time off.

2. Clerical Employees

   Normally, clerical employees are not required to work beyond their regularly scheduled
   hours. However, in isolated instances, these employees may be asked to work more than
   35 hours in a work week.

   Certain clerical employees qualify to receive overtime pay for extra hours worked during
   a work week. Overtime pay is granted at a straight rate (one hour of overtime for each
   extra hour worked) for extra hours worked up to forty; overtime pay is granted at a rate of
   time and a half (one and a half hours of overtime for each extra hour worked) for hours
   worked in excess of forty.

   Clerical employees must seek approval from their supervisor before working any extra
   hours. Employees who have questions about their eligibility for overtime are encouraged
   to speak with the director of the New York office.


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Chapter VI - Time Off (Paid and Unpaid)

Holidays

Prior to January 1 each year, AUB will publish and distribute a list of holidays on which the
office will be officially closed.

Vacation

All active full-time clerical employees are eligible for paid vacation according to the
following schedule:

Length of Continuous Employment                                Annual Vacation
6 months to 3 years                                            10 days
over 3 years to 5 years                                        15 days
over 5 years                                                   22 days


All management employees receive 22 days of vacation annually.

Annual vacation days will vest with each employee on October 1 of each year. New
employees are not eligible to accrue paid vacation time until they have successfully
completed their introductory period. Upon successful completion of the introductory period,
new employees will be entitled to a pro rata number of vacation days for the remainder of
that year.

Unused vacation days may be carried over from one fiscal year to the next. Any carried-over
vacation not used in the following fiscal year (i.e., the fiscal year immediately following that
in which vacation days were earned) will be forfeited.

Pay is not provided in lieu of vacation, except if employment is terminated.

Vacation may be scheduled at any time of the year, so long as it is scheduled to avoid conflict
with other employees' vacation and with workload demands. Employees are strongly
encouraged to provide their supervisors with as much advance notice as possible prior to
taking vacation. Vacation requests may be denied if there is a conflict with University
business or other workload demands.

Sick Days

Employees are entitled to 10 sick days per year with pay. Employees accrue sick days on
October 1 of each year. Sick days may not be carried over into the following year, and pay
will not be provided in lieu of sick days. Employees who exhaust their sick leave allotment
must use any other accrued paid leave.

When employees intend to use a sick day, they must notify their supervisor no later than one
hour before the start of their scheduled workday. If the supervisor is not available, a
voicemail should be left for the director of the New York office. If advance notice is not
possible because of an emergency, employees must notify their supervisor of the reason for
their absence as soon as possible. AUB may require written certification from the employee's
doctor verifying the reason for the absence.

Leaves of Absence

1. Disability

   Up to 12 weeks unpaid leave in a twelve-month period will be granted to eligible
   employees with short-term disabilities who have worked for AUB for at least twelve
   months. For the purposes of this policy, disability is defined as the inability to perform
   the functions of one's position for a period of five or more working days due to
   pregnancy,    childbirth,  or    serious     non-occupational      illness    or    injury.

   To qualify for a disability leave, the individual must be under the continuous care of a
   doctor. AUB may require certification of the disability from the employee's doctor and a
   second medical opinion at its own expense. Whenever the need for leave is foreseeable,
   the employee must give AUB notice at least 30 days before the leave begins.

   When leave is not foreseeable, the employee must notify AUB as soon as possible.
   Employees may be eligible for New York State disability insurance payments during
   periods of disability leave.

   Normal accrual of annual vacation days is suspended during unpaid leaves of absence.
   AUB will continue to make employer contributions to the employee's group health
   insurance while the employee is on approved leave.

   Before returning to work, employees may be required to submit medical certification
   verifying their fitness to return to work. AUB will endeavor to place employees returning
   from disability leave in their previous position or, based upon the needs of AUB, in an
   equivalent position, provided the employee has complied with all terms and conditions of
   leave. However, a grant of disability leave does not alter AUB's right to restructure,
   reorganize, or eliminate any position at AUB at any time and for any reason.

   Failure to return to work within three days upon expiration of approved disability leave
   will be considered a voluntary resignation, unless an approved extension has been
   finalized.

2. Child Care Leave

   Up to 12 weeks unpaid child care leave in a 12-month period will be granted to eligible
   employees who have worked for AUB for at least twelve months for the birth or adoption
   of that employee's child. Child care leave must be taken on a continuous basis. The
   employee must give AUB notice at least 30 days before the leave begins.

   Normal accrual of annual vacation days is suspended during an unpaid leave of absence.
   AUB will continue to make employer contributions to the employee's group health
   insurance while the employee is on approved leave.

   AUB will endeavor to place employees returning from child care leave in their previous
   position or, based upon the needs of AUB, in an equivalent position, provided the
   employee has complied with all terms and conditions of leave. However, a grant of child
   care leave does not alter AUB's right to restructure, reorganize, or eliminate any position
   at AUB at any time and for any reason.

   Failure to return to work within three days upon expiration of approved child care leave
   will be considered a voluntary resignation, unless an approved extension has been
   finalized.

3. Other Leaves of Absence

   An unpaid leave of absence of up to 12 weeks may be granted to employees who have
   worked for AUB for at least twelve months to deal with special circumstances such as
   personal or family crises or extended child care leave. Such a leave of absence must be
   approved in advance by the president of AUB, or in the absence of the president, by the
   director of the New York office, at the president's or director's sole discretion. In general,
   approval depends upon the reason for the request, length of the leave requested, length of
   service, attendance, work record, and workload in the employee's area. Employees
   seeking an unpaid leave of absence must submit a request in writing as far in advance of
   the effective date as possible.

   Normal accrual of annual vacation days is suspended during an unpaid leave of absence.
   AUB will continue to make employer contributions to the employee's group health
   insurance while the employee is on approved leave.

   AUB will endeavor to place employees returning from an unpaid leave of absence in their
   previous position or, based upon the needs of AUB, in an equivalent position, provided
   the employee has complied with all terms and conditions of leave. Employees returning
   from a leave of absence of 12 or more weeks may be offered a lesser position, if one is
   available. However, a grant of unpaid leave does not alter AUB's right to restructure,
   reorganize, or eliminate any position at AUB at any time and for any reason.

   Failure to return to work within three days upon expiration of the approved leave of
   absence will be considered a voluntary resignation, unless an approved extension has
   been finalized.

4. Bereavement Leave

   Three days bereavement leave will be granted to employees following the death of an
   immediate family member. For purposes of this policy, immediate family is defined as
   spouses, domestic partners, children, parents, siblings, mothers-in-law, fathers-in-law,
   grandparents, or any family member residing in the employee's household.

5. Jury Duty

   Employees who receive a summons to report for jury duty must notify their supervisor
   immediately and provide their supervisor with a copy of the summons as soon as it is
   received. For the first four weeks of jury duty, AUB will pay the employees' salary.
   After completion of the jury duty, in order to be paid for time spent on jury duty,
   employees must present a signed court voucher and proof of actual jury service.
6. Military Leave

   AUB will grant unpaid military leave for all employees upon request and provision of
   appropriate documentation from the applicable armed service. When the employee
   returns from military leave, rights regarding employment will be in accordance with
   applicable state and federal laws. Employees may elect to apply any accrued, unused
   vacation time towards their military leave.



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Chapter VII - Benefits

AUB presently provides a pension program, health care insurance (including dental
insurance), group life insurance, and long-term disability benefits to eligible full-time
employees. These benefits are explained to all employees upon their hire. The details of
these benefit plans are more fully set forth in plan documents which can be obtained from the
director of the New York office. AUB reserves the right to change the terms of or eliminate
its benefit programs at any time, with or without notice to its employees. However, no
employee has the authority to modify the terms of an individual benefit policy without the
express written consent of the director of the New York office.



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Chapter VIII – Educational Allowance

AUB provides an educational allowance to help defray tuition costs of children of current
employees who are enrolled on a full-time basis in an undergraduate degree program at an
accredited college or university. For each child of a current employee, AUB will provide up
to four years of educational allowances in an amount equal to the tuition charged for a
comparable course of study at AUB, as determined by the director of the New York office in
his or her sole discretion. AUB will not provide an educational allowance for any portion of
a college or university education commenced and/or completed before the employee joins
AUB, and such portion of a college or university education will be counted towards the four
years maximum of educational allowance provided by AUB; nor will AUB provide an
educational allowance for any portion of a college or university education after the employee
leaves AUB's employ. AUB will not provide educational allowances for costs not associated
with tuition costs (for example, costs associated with room, board, activity fees, books, or
travel to and from school). Employees must submit to the director of the New York office
the original tuition statement received from the college or university at the beginning of each
semester, and any other documentation required by the director of the New York office.



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Chapter IX - Termination

Voluntary Termination

Except as provided by an applicable employment contract signed by the president of AUB or
the director of the New York office, an employee may voluntarily terminate his/her
employment with AUB. AUB requests at least two weeks' notice in writing of an employee's
resignation so that it can plan its business needs accordingly. This written notice should be
submitted to the employee's supervisor and to the director of the New York office. AUB
reserves the right to pay the employee for all or any portion of that period of notice in lieu of
the employee actually working. Upon resignation, employees must return all AUB property
including any keys and identification cards.

Involuntary Termination

AUB may terminate any employee at any time with or without cause and without prior
notice. Any employee discharged by AUB must return all AUB property including any keys
and identification cards.

Benefits and Obligations Upon Termination

The director of the New York office will advise departing employees of their eligibility to
continue certain benefits and their various obligations upon leaving AUB.



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                             APPENDIX I
                    DISCLAIMER/ACKNOWLEDGMENT

                (To download this appendix in Word format, click here)


This manual describes the policies, practices, and procedures of the American University of
Beirut (AUB). This manual applies to all employees of AUB and is designed to be a working
guide for those employees. Please review this manual and retain it for future reference.

The contents of this manual are only guidelines, and AUB has the right to decide that they
may not be applied in some cases. AUB also reserves the right to amend its policies,
practices, and procedures, including those set forth in this manual, as it may deem
appropriate. Amendments to this manual will be authorized in writing and signed by AUB's
director of the New York office. No other person has authority to modify or contradict by
word or action the policies of AUB or employee benefits provided to eligible employees. In
the event that any question arises regarding the meaning of any provision of this manual,
AUB's interpretation will govern.

Employment at AUB is at will, and either the employee or AUB may terminate the
employment relationship at any time, for any reason, with or without cause or notice.
Nothing contained in the manual should be interpreted as in any way limiting this at-will
relationship. No one has the authority to make any agreement contrary to the foregoing,
unless the agreement is made in writing and signed by AUB's president or the director of the
New York office.

I acknowledge that I have read and understand the preceding paragraphs. I also acknowledge
that I have received a copy of the manual, and that it is my responsibility to read it and
become familiar with its contents.

Employee's Signature _____________________________
Employee's Name _____________________________
Date _____________________________



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                           APPENDIX II
             E-MAIL INTERCEPTION ACKNOWLEDGMENT

                 (To download this appendix in Word format, click here)


As an employee of the American University of Beirut (AUB), I understand that the
confidentiality and protection of AUB's information is of the utmost importance.

I understand that all information stored in, transmitted, or received through AUB's electronic
communications systems is the property of AUB, and is to be used primarily for job-related
purposes. I further understand that authorized representatives of AUB may monitor the use
of AUB electronic communications systems from time to time to ensure that such use is
consistent with AUB's policies and interests. Further, I am aware that use of a password or
code does not in any way restrict AUB's right or ability to access its electronic
communications systems.

Employee's Signature _____________________________
Employee's Name _____________________________
Date _____________________________



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