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Title: ... Dressmaking, Millinery Design and Photography wer

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Table of Contents
This handbook is provided for your use as a ready
reference and as a summary of The Art Institute
On line personnel policies, procedures, work
guidelines and benefits. The handbook represents
a general statement of policy and benefits and a
general overview of the responsibilities and
obligations of employees. You will find it to
your advantage to read the entire handbook
promptly, so that you will have a good overview
of the material covered. All employees should
read, understand and follow the provisions of
this manual. Additional policies and practices
relating to faculty employment are published in
the Institute's Faculty handbook. All employees
are hired for an unspecified duration and nothing
in this employee handbook is meant to create an
explicit or implicit employment contract.
Employment is at the mutual consent of the
employee and the Institute. Accordingly, either
the Institute or the employee can sever the
employment relationship at will, at any time,
with or without cause or advance notice. No
manager or representative other than the
President has the authority to enter into oral
contracts of employment of any kind. It is
obviously not possible to anticipate every
situation that may arise in the work place or to
provide information that answers every possible
question. In addition, circumstances will
undoubtedly require that our policies, practices
and benefits change from time to time.
Accordingly, the Board of Directors and the
Institute reserve the right to modify,
supplement, rescind or revise any provisions of
this manual as they deem necessary or appropriate
in their discretion. No modification shall change
the at-will nature of employment with the
Institute. As policies and benefits are revised,
however, updated pages will be distributed to you
for insertion in this handbook. The Institute is
constantly striving to improve its personnel
policies and the services that it provides to its
students. If you feel there is something useful
that should be added, or if you have any
suggestions for improvement, please forward your
comments to your Department Director or any
member of the Executive Committee. Your input
will be welcomed.
General Information
The Art Institute Online Mission, Values and
Vision Mission AiO is dedicated to extending
the opportunity for learning to all students
without geographic, lifestyle or physical
constraints. We are equally dedicated to
achieving student satisfaction and adding
significant value to the organization. Our
success will not be a matter of chance but of
commitment to the core values that distinguish
us. Values We work to the highest ethical
standard, and strive to achieve a consistent
culture of empowerment, fairness and trust. The
high quality of our educational product, service
to our customers and external and internal
communications are the foundations of our
business success. We provide an exceptional,
learner-centered educational environment that
ultimately seeks to provide every student the
highest return on his or her educational
investment. We acknowledge the commitment,
dedication and loyalty of each employee we
believe that every job is essential and
contributes to our success as a team. We value
each team members creativity, participation and
initiative in the decision-making
process. Supporting employee growth, and
maintaining an appropriate balance between the
demands of our professional and personal lives,
is key to the long-term success of each
employee. We embrace and promote continuous
growth and constructive change.
  • Vision
  • AiO will be an
    international leader in career-based, higher
    education design programs and professional
    development training, delivered exclusively
    online. A curriculum featuring outstanding
    instructional design, coupled with rich,
    interactive media will be our key
    differentiator. The Art Institute Online will
    have two functional divisions Degree programs
  • CPD.
  • AiO graduates are in
    demand and employed at 98 rate within 6 months
    of graduation. The students of The Art Institute
    Online graduate with high-quality portfolios and
    quickly obtain employment with the highest
    average salaries in the Art Institutes system.
    The Art Institute Online's technology
    infrastructure seamlessly supports all forms of
    online education and media, providing students
    and faculty with a high-usability interface 100
    of the time, 24 hours per day, 7 days per week,
    52 weeks per year. The AiO web site provides full
    service support for students they can apply to
    school, register for classes and pay accounts on
    line. We will have an outstanding online student
    gallery showing off our student work, as well as
    a completely automated online customer support
    system. We will have broadened our audience to
    include not just adult working professionals, but
    also international students, all college-age
    students, some high school students and teachers,
    home school parents and students and rural
    communities at large. Strategic partnerships will
    be one important key to our success. We will
    create partnerships with several other technology
    leaders and business partners. The on ground
    schools will have quickly integrated the best of
    the online techniques into their existing
    curricula. Ai students will move freely between
    the online and on ground environments. Most on
    ground classes will have an online component,
    with selected classes only offered online.
  • All on ground schools use
    online preparatory or remedial training. The Art
    Institute Online enrolls 10-15 of all the
    students in the Art Institute system in its
  • The placement operation in the on ground schools
    have centralized and organized to provide
    national support for all students. AiO provides
    national placement capability.

History of The Art Institute of Pittsburgh The
Art Institute of Pittsburgh was founded in 1921
as the Artists League of Pittsburgh. The first
commercial art school east of Chicago began
classes in a 500 square foot space in the Fulton
Building. A single instructor taught nine
students drawing, painting, lettering and
cartooning. In 1930, the school's name was
changed to The Art Institute of Pittsburgh. The
student body had grown to 500 students enrolled
in Commercial Art and Fashion Illustration
diploma programs. During its first decade, the
school had moved four times and was now located
on Stanwix Street directly across from Joseph
Horne Co. Barely surviving the depression, the
Institute flourished in the forties and fifties
primarily due to the large number of veterans who
opted to pursue an education in commercial art.
By 1945, the Institute occupied an 8-story
building on Smithfield Street and served 1700
students from 40 states and 5 countries.
Interior Design, Dressmaking, Millinery Design
and Photography were offered in addition to the
original curricula in both day and evening
classes. During the sixties, enrollment remained
at a level of 600-700 students until 1969 when
the Institute became affiliated with Education
Management Corporation. In the 1970's, the
Institute achieved accredited status with the
National Association of Trade and Technical
Schools, now recognized as The Accrediting
Commission for Trade and Technical Schools of the
Career College Association. Fashion Marketing
was added to the school's academic majors, and
all two-year programs were reviewed by the
Pennsylvania Department of Education and approved
to award the Associate Degree. A.I.P. began
development of the College Affiliate Program,
greatly expanded services to students and moved
to its present location. By 1980, enrollment
had reached 1500 students. Moderate growth
continued through the 1980's until 1988-1989 when
the Industrial Design Technology and Music and
Video Business programs began and were approved
for degree granting status. An increased effort
to attract international students was initiated.
Desktop Publishing was added in 1991 nearly
doubling diploma program enrollment. In 1991,
The Art Institute of Pittsburgh reached a record
enrollment of 2600 students. In 1993, the
Institute developed and secured approval from the
State Board of Private Licensed Schools to offer
programs in Computer Animation/Multimedia and
Artisan Technology. In 1995 AIP was approved to
offer the Video Production program. AIP
constantly strives to offer programs that are
state- of- the- industry. The most consistent
statistic throughout A.I.P.'s history is the
exceptional achievements of its graduates.
Studies over the years indicate that 80 - 95 of
graduates are placed in field-related positions
within nine months of graduation. Even in the
current economic climate, graduates of The Art
Institute of Pittsburgh continue to compete
successfully in the marketplace.
Building And Information Security The main
entrance of The Art Institute is attended by
security guards during hours of operation .
Guards are responsible for ensuring that persons
entering the building are students, members of
their families, faculty, staff or invited
guests.Students, staff and faculty should be
prepared to show identification to enter the
building. The unarmed security personnel may not
make arrests but will promptly contact the city
police if and when illegal activity
occurs. General Policies Equal
Employment Opportunity The Art Institute
Online believes that all persons are entitled to
equal employment opportunity and does not
discriminate against its employees or applicants
because of race, color, religion, sex, sexual
orientation, age, national origin, disability,
or on any other basis prohibited by law. The
Institute's policy of nondiscrimination applies
to all levels of employment and all personnel
practices, including recruitment, hiring,
upgrading, demotion, compensation, benefits,
transfer, layoff, termination, training and
educational, social, and recreational
programs. All supervisors are responsible for
adhering to and implementing the provisions of
this policy.
Sexual Harassment The Art Institute Online is
committed to providing a work place and
educational programs and activities for
employees, faculty, students and applicants for
admission which are free from sexual harassment.
Sexual harassment in any manner or form is
expressly prohibited. All claims of sexual
harassment are to be promptly and thoroughly
investigated, and appropriate action will be
taken, based upon the results of the
investigation. A. Definition Sexual harassment
consists of unwelcome sexual advances, requests
for sexual favors, or other verbal or physical
conduct of a sexual nature directed toward an
employee, student or applicant for admission
where (1) Submission to the conduct is an
explicit or implicit term or condition of either
employment or a person's status in a course,
program or activity, or in admission or in an
academic decision or (2) Submission to or
rejection of the conduct is used as the basis for
academic or employment decisions or (3) The
conduct has the purpose or affect of unreasonably
interfering with an individual's work or
academic performance or creating an intimidating,
hostile or offensive work environment. B.
Problem Resolution Employees, students or other
individuals who feel that they have been sexually
harassed have several ways to make their concerns
known. If the employee feels that it is
appropriate they can tell the harasser to stop.
They also may talk with anyone of the Sexual
Harassment Board of Advisors for guidance to make
an informal complaint. If the informal complaint
procedure fails to satisfy, the employee should
make a formal complaint in writing to one of the
Advisors. The Board of Advisors will respond in
writing within thirty days. Sexual Harassment
Board of Advisors Trudith Stroede VP Director of
Operations Office locations and telephone
extensions can be found in the directory. Every
effort will be made to treat complaints with the
utmost discretion. Information will be
communicated on a "need to know" basis. While
anonymity and confidentiality will be protected
as much as possible, it cannot be guaranteed.
Regardless of the method of resolution, a person
who initiates a sexual harassment complaint will
not be retaliated against, nor will initiation of
complaint affect employment, compensation or work
assignments for employees, or grades, class
selection or other matters for students.
C. Responsibility for Implementation All
levels of administration and management are
responsible for implementing this policy and
helping to create an environment free of sexual
harassment. Administrators, managers and
supervisors who receive a sexual harassment
complaint should bring it to the attention of the
Director of Human Resources or a member of the
Board of Advisors. The complaint and the details
surrounding it should be documented. Non-Fraterni
zation All employees are expected to conduct
themselves in a professional manner that
contributes to the proper educational, business
and employment environment. Due to the
inherently unequal relationship that exists
between a faculty member and his or her students,
or a manager and his or her subordinates, close
social relationships can be problematic. Such
relationships can easily degenerate into cases of
sexual harassment, and the real or perceived
problem of favoritism can seriously affect the
educational or management process. Accordingly,
sexual relationships between faculty and students
and staff and students are prohibited except in
cases where a relationship has been established
prior to the student or employee starting school
or work. The employee should discuss those
situations with the Human Resources Director.
Similarly, sexual relationships between a manager
and his or her subordinates are also
prohibited. Violations of this policy may be
brought to the attention of the appropriate
Department Director or Director of Human
Resources and may result in disciplinary action
up to and including termination of employment.
Such matters will be handled with discretion and
in confidence. Working Hours And
Attendance Full-time faculty are normally
scheduled for 4 online classes per quarter and
also have an additional amount of office hours.
Assessment activities, lesson plans and class
preparation are in addition to scheduled class
time. Schedules vary from quarter to quarter
based on course offerings and student body
distribution. The normal work week for
full-time, non-exempt staff as defined in the
overtime pay section of this handbook is 40 hours
per week. Scheduled work hours and work days may
vary slightly from department to department. The
school operates 7 days per week. Classes are
held and offices are open at various
schedules. Various factors, such as work loads,
client service and staffing needs may require
variations in an employee's actual hours of work.
Some employees may be required to work extra
time or hours other than those normally scheduled
as necessary.
As part of our responsibility to our clients, the
public and to other employees, employees are
expected to be at work as scheduled, to arrange
personal schedules to accommodate our established
working hours and to notify their supervisors as
soon as possible if they expect to be absent or
tardy. Changes Of Employee Personal
Information It is the employee's responsibility
to report changes of address, telephone number,
name, beneficiary or emergency contact.
Employees who have dependent medical coverage
should notify the Institute if their marital
status or number of dependents changes in order
to administer benefits properly. Any changes
should be reported to the Human Resources
Department within 30 days. Personal
Appearance In the interests of presenting a
professional image to our clients, we ask that
employees observe good habits of grooming and
appearance. Please dress conservatively, in good
taste, and in keeping with the requirements of
your position. More specific information on
proper dress and appearance is available through
the Institute's Department Directors. Employmen
t And Promotion Employability Under Immigration
Laws The Immigration Reform and Control Act of
1986 provides that only American citizens and
aliens who are authorized to work in the United
States may be hired. An Employment Eligibility
Verification Form, (I-9), must be completed by
all persons hired after November 6, 1986.
Promotion From Within The Institute
encourages employees to apply for promotions for
which they are qualified. Open positions are
posted on the intranet and bulletin boards. It
is advised that you talk directly with your
supervisor prior to applying for another position.
The practice of announcing vacancies gives
interested employees an opportunity to apply for
consideration. It is important to remember that
simply applying for the position does not
automatically qualify an employee there may be
other more qualified candidates from within or
outside the Institute. The employee's
qualifications, past performance, potential and
capacity to assume increased responsibilities
will be evaluated. Because of the nature of our
business, it is suggested that you have been in
your current position for one year before
applying for another job within the
school. Staff employees who have the required
skills, credentials and interest may apply to
teach a class at the school. The class cannot
interfere with the employees primary position
and must have the approval of their supervisor.
Two classes per quarter are the maximum that an
employee may teach in addition to their primary
job. Employee Relations Problem Solving
Procedure If there is something about your job
that is bothering you or you feel that you have
not been treated according to the Institute's
policies, there is an established problem-solving
procedure that should be used. The Institute is
eager to learn of any condition that may be
causing problems for you on the job, and will
make every effort to resolve your
problems. First Step Talk with your
supervisor as soon as you become aware of the
problem. Your supervisor is in the best
position to address your concerns. Second
Step If you feel that the problem is not
solved to your satisfaction with your
immediate supervisor, you may involve the
Director of Human Resources by meeting in
person or by submitting a written statement. You
will be provided with a written answer to your
complaint within ten days. Third Step If
you still feel that the problem is not resolved
to your satisfaction, you can request a
meeting with the President of The Art
Institute. Because the full responsibility
for the operation of the Institute rests with
the President, any decision rendered by this
office must be regarded as final.
Drug Prevention Policy The Art
Institute Online has adopted and implemented a
drug prevention policy which is designed to
prevent the unlawful possession, use, or
distribution of illicit drugs and alcohol by
students and employees. The policy has been
implemented in compliance with The Drug Free
Schools and Communities Act Amendments of 1989,
Public Law 101-226. All employees will receive a
copy of the Institute's drug prevention policy
and will be expected to comply. All employees
are required to comply with the added
certification provisions of the Drug Free Work
Place Act. Standards Of Conduct Since the
proper working relationship of all employees
depends upon each of us, the Institute has
established certain minimum standards of personal
conduct. These "common sense" guidelines are
included here for those who, through lack of
understanding or experience, could experience
difficulties. Examples of impermissible conduct
that may lead to disciplinary action are
identified below to promote understanding of what
is considered unacceptable conduct and to
encourage consistent action by the Institute.
The following list contains some examples of
conduct that may lead to the imposition of
discipline, including possible termination
excessive or unexcused absenteeism and tardiness
theft use or possession of illegal drugs or
alcohol in violation of our published policy
being under the influence of alcohol while at
work possession of firearms unsafe acts
violations of privacy or confidentiality
carelessness or negligence harassment, including
sexual harassment insubordination and
unsatisfactory performance. The preceding list
is not meant to be all inclusive, but is only a
representative sample of the types of prohibited
Compensation Pay Practices Education
Management offers pay by Direct Deposit into your
bank account. You will receive a deposit advice
slip which details your pay for the period. Your
pay may also be available by check, but direct
deposit is the companys preferred method of
payment. Direct deposit not only saves you time,
but eliminates the risk of a lost paycheck. All
paychecks and paystubs are mailed from our
corporate payroll department to your home
address. In the event that a paycheck does not
arrive on time or is lost, it will take at least
two( 2) weeks to stop payment and reissue the
check. Certain deductions which are required by
law will be withheld from your pay. These
include state, federal and local taxes, and
social security taxes . Other deductions may be
made from your pay only with your written
permission, including insurance premiums for
your dependents and voluntary retirement plan
contributions. Covenants of our Employee Stock
Ownership Plan prohibit credit extension or
salary advances. Your Salary It is the policy
of The Art Institute Online to maintain a
compensation program that will permit the
attraction and retention of high quality
employees. The Institute strives to maintain
salaries which are competitive in the area and
are set to reflect the responsibility,
performance and skills of each employee.
Periodically, your salary will be reviewed to
determine if an increase is warranted. Any
increase will be based, most importantly, on your
job performance. Many other things may be
considered in determining salary increases,
including your current salary compared to others
in similar positions, time since last increase,
and the internal and external economic situation.
Your salary is confidential information and
should not be discussed with anyone other than
your supervisor, the Executive Committee member
responsible for your area of operation, the
President, or the Human Resource Director.
Overtime Pay Employees may be required due to
the needs of the business to work beyond their
normally scheduled hours. Eligible employees who
are required or permitted to work overtime will
be paid in accordance with this policy. For
purposes of overtime pay eligibility, employees
are divided into two categories exempt and
non-exempt. Exempt employees are those occupying
positions not eligible for overtime pay for
example, Presidents, Executive Committee Members,
Department Directors, (non-Admissions) Assistant
Directors, Supervisors, Instructors and some
other administrative and professional positions.
Non-exempt employees are those holding positions
eligible for overtime pay. These categories are
determined by actual job duties and
responsibilities using specific criteria and are
not simply determined on the basis of job title.
You will be advised of your eligibility for
overtime pay.
Overtime Pay Eligible employees who work more
than their regular work week will be compensated
at the rate of one and one half times their
regular rate of pay for all hours worked in
excess of 40. Assistant Directors of Admissions
are compensated at one times their regular rate
of pay for all hours worked in excess of
40. Authorization for Overtime Pay All
overtime worked by non-exempt employees must be
approved in advance by their supervisor.
Unauthorized overtime is against company policy
and employees who violate this policy are
subject to discipline. Recording Time
Worked All non-exempt employees must accurately
complete a "time record" each month. Both the
employee and his or her supervisor must sign the
form verifying the hours worked. The form will
then be used to authorize any overtime payments
that will be paid during the next scheduled pay
period. If you are required to complete a time
record, the form will be provided to
you. Leaves Of Absence Leaves of absence will
be considered in cases of medical disability and
for compelling personal reasons, military duty,
jury duty, bereavement, or on any other basis as
provided for by law. Unless specifically
provided otherwise, all leaves of absence are
available only on an unpaid basis. In the case
of family or medical leave, however, paid leave
time (sick leave, accrued vacation, personal
leave and disability leave) will be substituted
where the leave satisfies the terms of the paid
leave plan. Subject to any applicable legal
restrictions, requests for leaves of absence will
be considered on the basis of the employee's
length of service, performance, responsibility
level, the reason for the request, and the
Institute's ability to satisfactorily replace the
employee during the leave. When an employee is
placed on leave of absence for reasons other than
those applicable to family and medical leave, an
effort will be made to hold the employee's
position open for the period of the approved
leave. However, due to operating needs, there
will be times when positions cannot be held open.
Accordingly, it is not possible to guarantee
reinstatement, except where legally required to
do so. It is the employee's responsibility to
notify the Institute of his/her intention to
return to work following the expiration of an
approved leave. If an employee's former position
is unavailable when he/she is ready to return
from an approved leave, every effort will be made
to place the employee in a comparable position
for which he or she is qualified. If such a
position is not available, the employee will be
offered the next available position for which the
employee is qualified. When an employee returns
from a family or medical leave, he or she will be
restored to the position held at the start of the
leave, or to an equivalent position with
equivalent pay, benefits and other terms and
conditions of employment. When necessary to
protect the operations of the company, it may be
impossible to reinstate certain highly-paid key
employees following the use of family or medical
An employee who does not accept a position
offered, who accepts other employment during the
leave, or fails to return to work on the next
scheduled work day following the expiration of
the leave, will be considered to have voluntarily
terminated. Misrepresenting the reasons for
applying for a leave of absence may result in
disciplinary action. Listed below is general
information regarding certain types of leave.
Other types of leave may be available. More
detailed information will be provided to you by
the Institute's benefits representative. Medical
Leaves A medical leave of absence may be granted
for an employee who is temporarily disabled and
unable to work due to a non-occupational illness
or injury, including a pregnancy-related
disability. A medical leave of absence will be
granted for the duration of the disability. All
requests must be substantiated by an attending
physician's statement. A request for an extension
of the leave that is not due to medical
disability will be considered a personal
leave. Group health insurance benefits and life
insurance will be continued during the period of
the medical leave on the same cost basis as
active employment. Participation in the
Retirement Plan and the Employee Stock Ownership
Plan will be according to the respective
plans. Pay for eligible employees will be
provided in accordance with the Income Protection
Plans in effect, as described in the Group
Insurance section of your handbook and the
applicable Summary Plan Descriptions. Family and
Medical Leave Eligible employees are entitled to
up to a total of twelve work weeks of leave
during a 12-month period for one or more of the
following reasons the birth of a child the
placement of a child for adoption or foster
care to care for a spouse, child or parent who
has a serious health condition or a serious
health condition of the employee. The amount of
leave entitlement depends upon an employee
meeting the necessary eligibility
requirements and his or her regular work
schedule. Entitlement applies equally to male
and female employees. The Institute will
maintain coverage under all group health plans
(medical, dental and/or vision) for the duration
of the leave at the level and under the
conditions coverage would have been provided if
the employee had continued employment. Life and
long-term disability coverage may be continued to
the extent permitted by the insurance carrier.
Participation in the Retirement Plan and the
Employee Stock Ownership Plan will be according
to the respective plans. Paid leave time (sick
leave, accrued vacation, personal leave and
disability leave) will be substituted where the
family or medical leave satisfies the terms of
the paid leave plan. Employees requesting leave
must furnish notice to the Institute 30 days in
advance of the leave, or as soon as practicable.
Leave requests for the employee's own serious
illness must also be substantiated by an
Attending Physician's Statement. For planned
medical treatment, employees must make a
reasonable attempt to schedule treatment so as
not to unduly disrupt the operations of the
company. A request for an extension of a leave
that is not due to medical disability will be
considered a personal leave. Miscellaneous
Personal Leave A leave of absence for compelling
personal reasons may be granted, without pay, for
up to thirty (30) days at the discretion of the
Institute President. Any extensions due to
special circumstances also require the express
approval of the President. Requests must be
submitted in writing as early as possible before
the leave is to begin. It is the employee's
responsibility to report to work at the end of an
approved leave. Premiums for benefits are the
responsibility of the employee during a personal
leave. Accordingly, employees who wish to
continue their benefits during a personal leave
must pay their premiums in a timely
manner. Military Leave Military leaves of
absence are granted only with written
verification from the appropriate military
authority. The School will reinstate employees
returning from a military leave in accordance
with "The Veteran's Reemployment Rights Act", and
other applicable laws. Employees who are
required, as members of the National Guard or a
Reserve unit, to attend a training period not
exceeding two weeks plus required travel time,
will be paid the difference between their normal
compensation and the pay they receive while on
military duty, less travel allowance. Employees
who enlist, or are inducted or ordered to active
duty to fulfill their reserve obligations, or who
are ordered to active duty in connection with
reserve activities for indefinite periods, or for
periods in excess of their annual training are
not eligible for leave with pay as outlined
above. Institute provided benefits will be
continued during military leaves not exceeding 30
calendar days. Bereavement Leave In the event
of the death of an immediate family member
(parent, sibling, spouse, or child) an employee
will be granted a leave with pay for the time
actually lost from regularly scheduled work on
the day of the death, and the days following it,
up to and including the day of the funeral, not
to exceed three days. Under special
circumstances, the supervisor may authorize the
employee time off with pay to attend the funeral
of a relative not listed above. In cases where
considerable travel to and from the funeral is
involved, the leave may be extended as
appropriate to a maximum of five days. Jury
Duty Employees called to jury duty will be
provided with time off to fulfill their civic
obligations. Employees should notify their
supervisor immediately upon receiving notice from
the court. Full-time employees will be paid
their regular salary, less amounts received from
the court.
Employee Benefits Group Insurance / Signature
Benefits The Company is pleased to offer a
flexible benefits program, which means that each
year you can build the specific benefits plan
that is right for you using "flex credits" that
the Company provides and, if necessary, your own
salary dollars. The following benefit plans are
provided as choices under our Signature Benefits
Plan Signature Benefits Plan Group Medical
Insurance and/or HMO's Group Dental Care
Insurance Group Vision Care Insurance Addition
al Life and Accidental Death and Dismemberment
Insurance Disability Insurance Health Care
Flexible Spending Account Dependent Care
Flexible Spending Account Through Signature
Benefits, full-time employees receive an
allocation of flex credits which they may use,
along with their own salary dollars if necessary,
to buy a personalized package of benefits for
themselves and their dependents. Part-time
employees will not receive any flex credits, but
may purchase a medical plan and participate in
the two (2) Flexible Spending Accounts. Most
benefits may be purchased using pre-tax dollars
which offers substantially improved spending
power. Details of the programs described above,
and instructions for enrollment will be provided
to you by the Company's benefits representative.
You are eligible to participate in the Company's
benefits plans on the first day of the month
following 30 days of employment. Group Life
Insurance Plan Both full-time and part-time
employees receive group life insurance at no
cost. Full-time employees will receive insurance
equal to two times their annual salary, rounded
up to the next higher 1,000. You will also have
an equal amount of accidental death and
dismemberment (ADD) insurance. Part-time
employees will receive life and ADD insurance of
15,000 regardless of salary. Employees may
purchase additional coverage at one to three
times their annual salary. The monthly cost for
this additional life insurance depends upon your
age, and prices will be available in your
enrollment package. Sick Days The Institute
provides protection against loss of income due to
incidental absences due to illness or injury.
Full-time employees are eligible for six paid
work days of this benefit. These sick days may
not be carried over from one year to the next,
and will be coordinated with other disability
programs described in this handbook. Sick days
are only to be used for genuine illnesses and the
Institute reserves the right to request
a doctor's note to verify such absence. If, in
the judgment of the department director, abuse of
the sick pay benefit has occurred, he or she may
determine that excessive sick days are unpaid.
Consistent unexcused absenteeism may result in
probation or termination. Personal Business
Days Occasionally an employee encounters
situations that they must take care of during
normally scheduled work hours. The Institute
grants two work days at the discretion of the
Department Director for this purpose. This
benefit must be approved by your Department
Director in advance. Short-Term Disability
Plan Full-time employees are eligible to
participate in the short-term disability plan at
no cost. In the event of a disability, the
short-term salary continuation plan pays 100 of
your salary. Depending on your length of
service, you may be eligible for a minimum of 10,
up to a maximum of 130 paid days. Long-Term
Disability Plan If you are disabled in excess of
sixty (60) days or after you have used all of
your STD days, you would be eligible for benefits
under this plan if elected through flex benefits.
You may purchase long- term disability coverage
that continues your salary at either 50 or 66
2/3. Your salary would continue at the
percentage elected through your disability or
until you reach age 65. The premiums of this
coverage would be made through payroll
deductions. Details of the programs described
above will be provided to you by the Institute's
Human Resource office. Vacations /
Non-Faculty The Institute provides vacation
benefits for eligible employees to promote rest
and relaxation away from work. Full-time,
non-faculty employees begin to accrue vacation
benefits from their date of hire and may take
vacation after their first six months employment.
Our vacation year runs from July 1 to June 30,
the same as our fiscal year. Full-time staff
accrue vacation benefits as follows Continuous
Service Vacation Amount During
first fiscal year of service Pro-rata share of 10
days (.83 days/month) Through five fiscal
years of service 10 days (.83
days/month) After five fiscal years of
service 15 days (1.25 days/month) Over ten
fiscal years of service 20 days (1.66
Vacation accrued must be taken during that
vacation year, and you may not receive payment in
lieu of vacation. Unused vacation will be
forfeited if it is not taken by June 30.
Vacation is accrued on a monthly basis, and any
vacation taken during a year that is not fully
accrued is considered to be advanced. If you
terminate your employment you will receive pay
for any unused, accrued vacation, but you will
also have any advanced vacation deducted from
your final paycheck. If you terminate in good
standing and then return to the Institute within
one year, you will be credited with your prior
continuous service for vacation
purposes. Vacations must be scheduled at least
30 days in advance with your supervisor. Some
employees may not be able to schedule vacations
during certain periods of time due to the
requirements of the Institute, however, your
supervisor will attempt to accommodate your
request if in his/her judgment it will not
interfere with the performance of your
duties. Vacations / Faculty Full-time faculty
receive up to 20 days paid vacation per year
during breaks between quarters at the rate of up
to one week vacation for each quarter of
full-time instruction. Any exception must be
requested in advance and in writing to the Dean
of Education or Director of Human
Resources. Holidays The Institute observes 12
paid holidays each year, 11 of which are
pre-determined, and one "floater" that will be
announced at the beginning of each year.
Full-time employees are eligible for holiday pay.
Part-time employees will be paid for holidays on
which they would normally be scheduled to work.
Holidays which fall within faculty vacation
breaks are considered part of their vacation
time. Our holidays are Independence Day
Labor Day Veterans Day Thanksgiving
Day Thanksgiving Friday Christmas Day New
Years Day Martin Luther King's Birthday
President's Day Good Friday Memorial
Day Floater (To be Determined.) Holidays
falling on a Saturday will normally be observed
the preceding Friday those falling on a Sunday
will normally be observed on the following
Monday. Employees may substitute two religious
holidays for any two of the school designated
holidays. Depending on the nature of your
specific responsibilities, you may be asked to
work on some of the Institute's recognized
holidays. In those situations you will be
entitled to a compensatory day to be scheduled at
the discretion of your supervisor. Retirement
Plan Employees of the Company may participate in
the Retirement Plan of Education Management
Corporation highlighted below. The Plan helps
you save for retirement in three ways through
your own payroll deductions, through matching
contributions from EMC, and through discretionary
year- end profit sharing contributions that the
Company may make.
You decide how to invest your own account.
You may choose among many funds, all available
through Fidelity Investments, the largest private
mutual fund company in the United States.
Through automatic payroll deductions, you can
contribute between 1 and 99 of your eligible
pay on a pre-tax basis, up to the annual IRS
dollar limit (11,000 in 2002). You can change
your contribution amount at any time by logging
onto NetBenefits at www.401k.com or calling the
Fidelity Retirement Benefits Line at
1-800-835-5092. Your account will grow
tax-free until you withdraw your money. For
the first 3 of compensation that you contribute,
EDMC will equally match your contributions a
dollar for each dollar you contribute. This is
like earning a 100 return immediately. For the
next 3, EDMC will match .50 on the dollar for
each dollar you contribute. You may
"borrow" money from your personal account during
your employment, or even take a "hardship"
withdrawal for specified reasons. You can
receive the value of your account when you
retire, terminate, or become permanently
disabled. If you die before then, your
beneficiary will receive the value of your
account. You are eligible to contribute to
the plan immediately and are eligible for the
company match at the first enrollement following
900 hours of service. You are fully vested in the
companys contributions after only 3 years of
service. You will receive a statement of your
retirement plan account each quarter. The
Retirement Plan is designed to help you prepare
financially for those leisure days later in life
when you no longer receive a paycheck. A Summary
Plan Description is provided to all eligible
participants, and it should be consulted for more
specific information about the Retirement Plan.
Employee Stock Purchase Plan The Education
Management Corporation Employee Stock Purchase
Plan presents an employee with the opportunity to
conveniently acquire stock ownership in EDMC at a
discount through payroll deduction. The ESPP
enables you to purchase shares of EDMC common
stock at a 15 discount and no brokers fee
through payroll deduction. You may invest from 1
up to 5 of base pay. For more details see your
Human Resources Director. Art Institute Tuition
Grants The Art Institute Online will provide
full-tuition grants for eligible employees and
their immediate family members to attend courses
at the Institute, on a space-available basis.
Full-time employees are eligible for this
benefit, for themselves and their immediate
family members, immediately after one year of
service. Part -time employees must complete one
year of service to be eligible for this benefit.
Eligibility also requires that the employee be
employed at the beginning of each academic term
in order to receive a grant for the term.
Immediate family members include the spouse and
children only. They may enroll in an Art
Institute program on a part-time or full-time
basis. Courses must be approved by the Director
of Education who will assure that any course
prerequisites are met. Grants will include all
tuition and enrollment fees, but not application
fee, online course fee, supplies, kit or living
expenses, which are the responsibility of the
student. In the event of an employee's death or
disability, currently enrolled students will be
permitted to continue through the completion of
the course or curriculum. In the event the
employee resigns or is terminated from the
Company, the grant is void at the completion of
the quarter in which the student is
enrolled. Scheduling is administered on a
space-available basis. Specific Art Institute
policies and procedures will apply to program
participants. Employees cannot attend classes
during working hours. Interested employees
should submit a letter of request approved by
his/her supervisor along with an Application and
Enrollment Agreement, when applicable, to the Art
Institute President. Internal Revenue Service
regulations in effect at the time of the grant
will govern whether the grant's value is included
as taxable income to the employee. The employee
should inquire before any courses are undertaken
to determine if withholding amounts should be
changed. In addition, extended family members
of employees are eligible for a 25 tuition grant
on any courses or programs offered by the
Institute. Extended family members include the
parents, sisters, brothers, nephews and nieces of
eligible employees. Please see your Department
Director or the Director of Human Resources for
procedures for applying for this benefit.
Similar tuition grants are available for
attendance at other Art Institutes around the
country. See your benefits representative for
more complete details on this program. Tuition
Assistance The Art Institute will provide
tuition reimbursement at the rate of 75 for
eligible full-time employees and 50 for eligible
part-time employees. To be eligible
full-time employees must have completed one year
of service, part-time employees, two years
the course work will, in the judgment of the
Department Director, enhance the employee's
professional skills and knowledge and is relevant
to his/her position the grade earned is a C
or better the employee takes the course on
his/her own time.
Assistance will be awarded subject to satisfying
the best overall interest of the Institute. This
will be determined by priority and the economic
conditions of the Institute. Reimbursement will
be on an individual course basis award for a
particular course does not guarantee
reimbursement for an entire degree program. This
benefit is intended for the mutual benefit of AIP
and its employees. Any participant in this
program who resigns or whose employment with AIP
is terminated for causes, other than for job
performance reasons, will be required to repay
any amounts received for courses that were begun
during the 12 months preceding the termination
date. Contact the Human Resources Director for
details on the program. Employee Purchases You
may purchase a variety of merchandise at a
discount through the Institute Supply Store. The
store carries a wide range of art and
photographic equipment as well as office
supplies. See the store manager for further
details of the Employee Purchase
Program. COBRA The Consolidated Omnibus
Reconciliation Act of 1985, or COBRA, requires an
employer to offer continuation coverage under a
group health plan to employees and their spouses
and dependent children who lose coverage because
of certain qualifying events. These events
include the employee's termination of
employment reduction in hours of employment
which results in loss of benefit coverage death,
divorce or legal separation entitlement to
Medicare or a dependent child losing dependent
status. The Institute is responsible for making
COBRA continuation coverage available,
determining eligibility and complying with all
other requirements of the law. Training And
Employee Development Performance
Reviews Periodically, you will receive input
concerning your work performance from your
supervisor or department director. These reviews
are constructive in nature and are intended to
provide a forum for two-way communications
between you and your supervisor concerning your
performance on the job. It is anticipated that
these reviews will take place at least once a
year, but more frequent reviews may take place as
needed. The Performance Planning and Appraisal
Review or PPAR will provide an opportunity for
you to provide an evaluation of your own
performance and a vehicle to discuss your
supervisor's observations. The focus will be on
your performance, a discussion of strengths and
weaknesses, development plans, and the
establishment of goals for the coming period. In
addition, a discussion of your career plans and
training needs will be a part of your performance
review. The results of your performance review
will be documented, and you will be given a copy
of the review for your records.
Miscellaneous Information Safety Every
employee is responsible for safety and must be
safety conscious. Please report any unsafe or
hazardous condition directly to your supervisor
immediately. Every effort will be made to remedy
problems as quickly as possible. In case of an
accident involving any personal injury,
regardless of how serious, please notify the
Director of Human Resources immediately. Failure
to report accidents promptly can result in a
violation of our legal requirements and can lead
to difficulties in processing medical and
insurance claims. The Institute carries
workers' compensation insurance for injuries
sustained while on the job and will assist
employees to obtain all benefits to which they
are entitled. Telephone Policy Our telephone
lines are intended solely for business purposes.
Therefore, employees are requested to keep all
personal phone calls to a minimum. Friends and
relatives should be discouraged from calling
during working hours unless absolutely necessary.
Under no circumstances should you make or charge
a long distance call to the Institute unless it
is work-related nor should you offer the
Institutes 800 number to anyone other than a
student, parent or individual providing services
or employment for students. Electronic Mail and
Phone Mail E-mail and voicemail are to be used
for business purposes. Correspondence through
these devices are considered property of The Art
Institute Online. Under no circumstances should
messages of a lewd, harassing or inappropriate
nature be posted to or left on e-mail or
phonemail. It is the responsibility of every
employee to check their mailboxes on a timely
basis. Solicitation And Distribution In order
to eliminate the possibility of disruption of
operations and annoyance of employees, the
following rules regarding solicitations and
distribution of literature on school property
will apply. Solicitation by an employee of his
or her fellow employee, during working time of
either employee, on behalf of any individual,
organization, club or cause is not permitted.
Distribution of any literature to an employee by
another employee during working time, or at any
time in any working area, is also not allowed.
Any solicitation or distribution by any persons
who are not employees of the Institute is also
Bulletin Boards Information of special interest
to all employees is posted regularly on bulletin
boards in the employee and faculty lounges.
There you will find notices of state and federal
laws, as well as general communications, and
other information regarding any changes in
policies. Position openings will also be posted
on the bulletin boards. All requests to place
information on the boards should be made directly
to the V/P Director of Operations. Mailroom The
activities of the mailroom are for AiO/EDMC
business only. It is not acceptable to have your
personal mail delivered to the school. The Art
Institute Online is not responsible for the loss
of personal items or the inadvertant opening of
personal mail that is delivered
here. Smoking The Art Institute Online is
committed to providing a safe and healthful work
place. Accordingly, smoking is not permitted in
individual offices or common areas. Smoking is
permitted only on the terrace. Termination The
Art Institute Online is committed to a standard
of excellence in the services it provides to its
student clients. Our employees have participated
in our efforts to meet this commitment and to
achieve a standard of excellence. Because the
Institute and its employees are judged on their
performance and results, it is important that
both retain the ability to determine their own
relationship with one another. Consequently, it
is also important to note that employees and the
Institute share the right to sever the employment
relationship at will, at any time, with or
without cause or advance notice. There are no
express or implied promises that in any way
conflict with this right.
Employee Acknowledgement (Please Sign and Return
to the Human Resources Department) This is
to acknowledge that I have received a copy of The
Art Institute Online Employee Handbook . Legal
words and phrases have been avoided as much a
possible in this handbook. The contents are
presented as a matter of information and are not
to be construed as a contract. However, I
understand that it contains important information
regarding personnel policies and my obligations
and privileges as an employee, and I will
familiarize myself with the material in the
handbook. The Art Institute Online may change,
rescind, or add to any policies, benefits, or
practices described in the handbook from time to
time at its sole discretion with or without
notice. Any material changes will be
communicated to employees within a reasonable
time. __________________________________
_______________________ Employee
Signature Date ____________________________
Employee Name (Type Or
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