Workplace Policies
Is smoking allowed on the EUREKA! campus?
No.
Smoking is not permitted at any time within museum facilities or on school grounds.
Violations will result in discipline or discharge.
What do you do if you miss a clock in/out punch on Dashboard?
If you miss a punch, you must immediately record it on the missed punch board.
How often should staff check their EUREKA! emails?
Staff members shall check their email on a daily basis. Suggestion: download gmail to your cell phone or have it forward to your personal.
Should employees clock in before leaving their house to travel to their shift at the museum?
NO
When did John McConnell move to Grand Junction?
1990
List 3 examples of unacceptable conduct.
Insubordination
Disloyalty to the Center
Agitation against the Center or other staff members that is or may be harmful to morale or work performance and is not protected concerted activity
Violation of a statute or Center rule that results or could result in damage to the Center’s property or interests or could endanger the life, health or well-being of the staff member or others
Immoral or other conduct which has an adverse effect on the staff member’s job or otherwise conflicts with the Center’s business interests
Divulging of confidential information that could or does damage the Center’s interests
Failure to observe safety or other work rules
Falsification of records or reports or other acts of misleading by omission or by misrepresentation
Removal or attempted removal of the Center’s property from the premises without prior and proper authority
Off-the-job use of not medically prescribed intoxicating beverages to a degree resulting in interference with job performance or the employee smelling of alcohol on the job
On-the-job use or possession of intoxicating beverages
Testing positive for intoxicating beverages (at State legal level for DWI or DUI) or controlled substances during work hours
Possessing or using illegal drugs at any time while a staff member unless the use is in accordance with a prescription provided by a licensed medical provider to the Employee and the possession or use is otherwise legal
Theft, fraud, or other act of dishonesty
Incarceration after conviction of a violation of any law or incarceration that interferes with performance of job duties
Loss of license, certification, credential, or other professional designation that is essential to job performance or otherwise makes the staff member unqualified for the job
Assaulting or threatening to assault another person; engaging in horseplay on the job or on the Center’s premises or the premises of a client; engaging in any act of violence or threat of violence toward any other staff member, supervisor, client or other person, which conduct occurs on the job or has an adverse impact on the work place
Neglect or damage to the Center’s property or interests; failure to properly safeguard, maintain, or account for the Center’s property when this obligation is part of the job
Rudeness, insolence, harassing, or offensive behavior toward a customer, client, supervisor or fellow employee, or other person while on the job or that adversely affects the work place
Careless or shoddy work
Taking unauthorized vacations or other leave, or failing to return at the end of an authorized vacation or leave
Refusal to work a different shift, or overtime, or to perform any reasonable work request
Unexcused or excessive absenteeism or tardiness
Sleeping or loafing on the job
Failure to meet job performance standards
Possessing a firearm or other dangerous weapon on the Center’s premises or at anytime while on duty or while acting within the course or scope of duties for the Center
Violation of any policy in this Handbook.
Staff engaging in unlawful discrimination, harassment, or unprofessional conduct will be subject to what?
Subject to disciplinary action, which may include termination, demotion, suspension or whatever disciplinary action the Admin team or Board deems appropriate under the circumstances.
When can cell phones be used?
Cell phones should not be used during working hours, other than as an emergency resource. Cell phones should only be used to communicate with other EUREKA! staff in regards to the safety or logistics of camp.
What is the employee lateness policy?
Employees are expected to be at their work place prepared to work at the scheduled time. Regardless of the reason, absenteeism and tardiness are subject to disciplinary action. Absenteeism is defined as failure to report for work without prior approval of the Education Director. Tardiness is defined as arriving late for work.
At the first or second instance of unscheduled absence or tardiness, the employee receives verbal warning.
At the third instance the employee receives a written warning informing them that any additional occurrences will result in further disciplinary action such as probation or termination.
Any additional occurrences in the next three months will result in termination.
What was John McConnell doing for his professional career in 1961?
physicist at the Ames Laboratory at Iowa State University
When is personal protective equipment required to be worn by staff?
When required by law or by request of the Admin team.
How should you report unwelcomed conduct/workplace harassment?
You should report the conduct immediately, using the procedures specified below, if (1) the conduct is severe; (2) you are concerned about retaliation; or (3) it is conduct by your supervisor.
Can staff bring and use their personal devices while instructing camp?
No
Staff should use EUREKA! devices while instructing camp purely for lesson plan curriculum. Staff is not to use personal devices, and staff should not be doing non-EUREKA! work during their shifts.
According to the lateness policy, what does it mean to be prepared?
dressed appropriately, has reviewed the lesson, and is fully present
How should you respond to angry parents during pick up?
EUREKA! interns are to refer frustrated or angry families, or any families with feedback, to the admin team. If no one is available, take the parents name and contact info, and immediately forward it to an admin staff member, or you can provide the admin staff’s business card to the family.
What behaviors constitute a refusal to take a substance test?
Tampering with, or attempting to adulterate the specimen or collection procedure.
Not reporting to the collection site in the time allotted.
Leaving the scene of an accident without a valid reason and not submitting to the test as required by the museum.
What are 4 examples of clothing that is not considered proper attire for staff while working?
Low-cut tops or low-waist pants that reveal underwear or midriff skin.
T-shirts with obscene or offensive pictures or sayings
Tattered or frayed clothing
Other clothing the Admin team has requested not be worn
Who has access to your EUREKA! email?
The employee plus admin staff.
Staff members have no reasonable expectation of privacy when using Center-owned computers, E-mail, voice mail or other electronic devices. Staff members should not use these electronic devices for any communication that would be embarrassing or humiliating to the staff member if reviewed by persons who were not party to the communication. They should also discourage family and friends who might communicate with them on these electronic devices from sending or recording messages of a highly personal nature that would be embarrassing or humiliating if disclosed. Recorded materials may also be subject to subpoena, discovery and review in any litigation.
When should time off requests be submitted?
Time off request must be submitted 2 weeks before that day in question.
What are the consequences of a substance violation?
Consequence of Violation – any violation will result in disciplinary action, which may include suspension, termination or other discipline for the first offense. A staff member who produces a positive test, at a minimum, will be removed from all safety-sensitive positions and work assignments until the staff member tests negative. Drug and alcohol counseling may be required at the staff member’s expense, as a condition of returning to work. Any staff member who produces a positive test a second time within ten years will be discharged (or in the case of a S.T.E.M. Intern staff member, asked not to return to the Center). A staff member can be terminated without being tested, or offered rehabilitation, without prior violations or discipline.
What are the 2 scenarios that may require you to be subjected to substance testing?
Any staff member 1) injured while acting within the course or scope of their job, which injury requires medical examination or treatment, or a vehicle accident while working, may be subject to an alcohol and controlled substance test, or 2) if the supervisor or Education Director has reasonable suspicion of prohibited use of alcohol or controlled substance.
Who can you loan your EUREKA! key card to?
Any EUREKA! staff members.
Keys to the Center should not be loaned to any non-staff member without prior approval by the Operations Manager. Keys will be issued to essential staff, as needed, by approval of the Operations Manager.
What should you do if you decide to play a random youtube video, and it ends up having inappropriate language?
If anything happens in the class that could be perceived as inappropriate towards other students or staff, please immediately inform the Admin Team to assess next steps.
Examples include but are not limited to:
An inappropriate video was accidently played to students
Another student was discussing inappropriate topics with other students
Non-EUREKA! students harass EUREKA! students during lunch
An adult waiting for the GVT bus is seen physically abusing another person
If you can't work a shift that has already been published, what do you do?
If staff isn’t able to work a shift after the schedule is published, it is the responsibility of the employee to find a sub.
What is the Liability policy for the use of any vehicles during EUREKA! shifts?
Property damage to vehicles that occurs while an Employee is driving the vehicle or is in control of the vehicle is the Employee’s responsibility. The Center has no obligation to pay for damage to the Employee’s vehicle that occurs while the vehicle is on Center premises or while it is being used for job-related purposes unless the damage is caused by the Center’s negligence and is not due to any negligence by the Employee.