Christian Theological Seminary-North Charleston

4914 Nesbitt Avenue
North Charleston, SC 29405
Email: drmyradawson@cts-northcharleston.com
Website: www.cts-northcharleston.com
Phone: 1-843-801-2046

We want to outline the expectations we have of all our employees and describe the policies, programs, and benefits available to eligible employees. They should familiarize themselves with this document's contents as soon as possible. It will answer many questions about employment with Christian Theological Seminary-North Charleston.

Newly hired employees are on a six-month probationary period from the date of hire. This is a period during which both the employee and the employer can evaluate whether the employment relationship will meet their expectations. At any time during the probationary period, either party may terminate the employment relationship, with or without cause.

Our goal at Christian Theological Seminary-North Charleston is to recruit, hire, and maintain a diverse workforce. Equal employment opportunity is the law, and it applies to all aspects of employment. As an equal opportunity employer, CTS-North Charleston does not discriminate in its employment decisions based on race, color, age, physical disabilities, marital status, religion, creed, sex, or political beliefs.

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All employees must clock in and out or fill out a daily time sheet. The time sheets are used to compute earnings and are kept as a permanent record. Each employee is responsible for accurately clocking in on their time sheet. Falsifying or altering your time sheet is a violation of policy and is grounds for termination.

When an employee is separated from employment for cause or laid off by Christian Theological Seminary-North Charleston, final wages will be paid on the employee's next regularly scheduled payday for the period, or within 15 days of the separation.

Christian Theological Seminary-North Charleston has the right to discipline, suspend, or discharge employees for good cause. The employee has the right to determine the appropriate action based on the seriousness of the offense and the past work history.

Christian Theological Seminary-North Charleston is committed to providing a safe and productive workplace for employees and to developing awareness of safe work practices. Employees are expected to work safely and to observe safe working procedures. Employees shall report all unsafe conditions, inoperable equipment, or safety hazards to the person in charge. All incidents, accidents, and injuries shall be reported immediately to the individual in charge and appropriate paperwork completed within 24 hours.

Employees are to use tobacco products, including cigarettes, cigars, pipes, and smokeless tobacco, only outside the facility. This policy relates to the entire campus or premises, before and after working hours.

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Christian Theological Seminary-North Charleston provides a safe and productive work environment for all employees. It is the policy of CTS-North Charleston that employees shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect our business. Employees shall not possess alcoholic beverages in the workplace or consume alcoholic beverages during work time. If we are to continue to fulfill our responsibility to provide reliable and safe service to our customers and a safe work environment for our employees, employees must be physically and mentally fit to perform their duties safely and efficiently.

The policy of Christian Theological Seminary-North Charleston is to provide a work environment free from sexual harassment of employees, customers, and clients. At CTS-North Charleston, we prohibit unwelcome sexual conduct that interferes with an employee's job performance or creates an intimidating, hostile, or offensive working environment. This includes displaying sexually suggestive emails, objects, pictures, cartoons, or posters. CTS-North Charleston prohibits verbal abuse of a sexual nature, sexually oriented jokes, innuendoes, or obscenities. Sexual conduct sought in return for job benefits or opportunities, such as the threatened loss of a job for failing to comply with a supervisor's sexual demands, is considered discrimination. Harassment not involving sexual activity or language is also discriminatory if it is pervasive and directed at employees because of their sex.
Employees should contact the individual in charge or an HR professional to report an incident. Employees may also file a complaint with the Better Business Bureau.

If an employee has a question about employment with CTS-North Charleston, we encourage him/her to bring it to the attention of the person in charge. To address potential problems, we ask all our employees to bring these issues to our attention. Any comments you bring forward will be given serious consideration and will remain confidential within the boundaries of the fact-finding process. In the event you do not feel comfortable discussing with your supervisor, we have a formal grievance procedure as follows:

To file a formal grievance, we ask that you address your concerns in writing and be

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as specific as possible. Present your written grievance to the person in charge within 20

days of the date of the situation. The individual in charge will have 20 additional days to respond
to your formal grievance.

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