netrashetty
Netra Shetty
Nvidia (NASDAQ: NVDA pronounced /ɪnˈvɪdi.ə/[1] in-VID-ee-ə) is a multinational corporation which specializes in the development of graphics processing units and chipset technologies for workstations, personal computers, and mobile devices. Based in Santa Clara, California, the company has become a major supplier of integrated circuits (ICs), designing graphics processing units (GPUs) and chipsets used in graphics cards, in personal-computer motherboards, and in video game consoles.
Notable Nvidia product lines include:
* the GeForce series for gaming
* the Tesla series for supercomputing
* the Quadro series for computer-aided design and for digital content creation (DCC) on workstations
* the nForce series of integrated motherboard chipsets
* the Tegra for mobile devices
Workers' Compensation and Absence Due to Work-Incurred Injury or Illness
All employees, including students while in an employment status and recognized volunteers, are covered under workers' compensation. Medical expenses and compensation are paid to any covered individual who is either injured in a work-related accident or incurs an occupational disease. Death benefits are provided should the injury or disease result in death. Medical expenses and compensation are payable as prescribed by state or other statutes, and not by the university.
A three-day waiting period, beginning the next calendar day following the on-the-job illness or injury the employee is unable to work, is determined by the authorized physician. No workers' compensation is payable during this period unless the disability lasts beyond 14 calendar days. In this case, compensation for the waiting period is allowed.
Further information and assistance are available from the campus safety representative (Workers' Compensation Coordinator, Department of Risk and Insurance Management, University Administration). (HR 307, HR 409)
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Jury Duty
If you are called for jury service, you should notify your supervisor as soon as possible of the date you will be required to be absent and, when possible, the probable length of time involved. You will be excused from your job, without loss of pay, for the reasonable period of time required for such jury service. In addition, you may keep any pay you receive for your required jury service. (HR 410)
back to top
Time off for Voting
If you are eligible to vote in any local, state or national election in the state of Missouri, you will normally be able to vote before or after work. If your hours of work give you three successive hours on election day between the opening and closing of the polls when you are not on duty, you will not be eligible for any paid time off for the purpose of voting. However, if such a three-hour period cannot be achieved in this manner, you will be excused from your duties for a period of time for voting, not to exceed three successive hours, including off-duty time, between the opening and closing of the polls on the day of election.
If it is necessary to be absent during scheduled working time for the purpose of voting, you will be paid for that time provided that you have requested permission in advance.
Your supervisor shall have the right to specify the time when you shall be relieved from duties and services to provide the three successive hours for voting. If you reside in an adjoining state, the same policies will apply for national elections and primaries held in preparation for national elections, but not for state and local elections. (HR 411)
back to top
Absence Due to Death in the Family
If you are a regular employee and a death occurs in your immediate family, you will be granted a maximum leave of three days (24 hours) leave without loss of pay or vacation during the period starting on the date of death and ending on the second calendar day after the funeral. Such time should be provided on a pro rata basis for an employee who works 99 percent to 75 percent FTE.
"Immediate family" means husband, wife, parent (including stepparent), grandparent, great-grandparent, grandchild, son, daughter, brother or sister, mother-in-law, father-in-law, and foster children who have become members of the family. If the schedule allows, any additional days off must be charged to vacation, personal days, or taken as excused leave without pay. (HR 412)
back to top
Military Leave
All employees who are or become members of the Armed Forces of the United States are entitled to leave of absence without loss of pay or vacation when engaged under official orders in the performance of emergency mobilization or annual training. However, you will not receive university pay for more than 15 scheduled working days per federal fiscal year.
You will be granted military leave without pay for the initial term of military service up to five years, or if you are a reservist or a member of a National Guard unit called to active duty. Military leaves of absence of 30 calendar days or more may be granted.
When released from active duty under honorable conditions, you may be reinstated in your former position, if it still exists, or one of similar status and pay without loss of seniority. However, you must apply for reinstatement within certain specified time periods after release from active duty and be physically and mentally capable of performing the duties of the job. If the job no longer exists, every attempt will be made to place you in a similar position. If you have become physically or mentally unqualified to perform the duties of the former position, you shall be offered employment for a position for which you are qualified. (HR 405)
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Leave of Absence
In order to preserve the employee's employment rights and benefits, all regular employees may be granted a leave of absence only if the employee has a bona fide intention to return to the university following the leave. A leave of absence may be granted for periods of 30 calendar days up to one year, but not extending beyond the ending date of the employee's appointment.
A leave of absence without pay may be granted when the requirements of the department permit, when such leave is for prolonged illness or injury, or for any exceptional personal or institutional reason. Leaves of absence without pay may be granted only after all appropriate accumulated leave has been used. Such leave must be requested by the employee and recommended by the department chairperson or administrative head and approved in accordance with the delegation of authority. Unpaid leaves of absence of less than 30 calendar days may be approved by the department chairperson or administrative head and are handled as an excused absence.
Upon expiration of leave of absence, an employee is eligible for reinstatement to the former position or to one of similar requirements and compensation in the same department or division from which the leave was granted. Should a position not be available at the time of return to work, the leave of absence may be extended up to six months or until such time as a position for which the employee is qualified becomes available. Failure to return to work upon expiration of the leave of absence or when a position becomes available results in termination of the employee's services. (HR 408)
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Family and Medical Leave Act
The university will provide up to twelve (12) weeks within any 12-month period (or twenty-six (26) weeks for specified family members of military personnel) for a family or medical leave to any individual who has been employed for at least 12 months at the time of the leave and has worked at least 1,250 hours in the 12-month period preceding the leave. The leave may be for any of the following reasons: birth of an employee's child(ren); adoption of a child or official placement with the employee for foster care; care of a son, daughter, spouse or parent (not parent-in-law) having a serious health condition; or incapacity of an employee as a result of a serious health condition. Vacation and other paid leave programs must be used as part of the 12-week period. Advance notice is required, if possible.
Up to twenty-six (26) weeks of leave may be taken during a single 12-month period to care for a spouse, son, daughter, parent or next of kin recovering from an illness or injury incurred in the line of active duty while in the Armed Forces or National Guard or Reserves. (HR 407)
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Seniority
The seniority of regular employees consists of their relative tenure with respect to other employees in their occupational group (for service/maintenance employees) within their respective department; the department; and campus/university. Seniority accumulates from the first day of employment in the employee's group or special skill, but an employee is not entitled to benefits of seniority until successful completion of the probationary period. (HR 501)
back to top
Promotions and Transfers
Vacancies are often filled by internal promotion. The university's philosophy is that good job performance should lead to better opportunity for individual employees. The normal avenue of promotion will be within the department where you work. You may prepare for promotion through excellent performance of your present job and by demonstrating you are capable of assuming added responsibilities or extra study in your chosen field.
To advise you of opportunities for promotion or advancement, job vacancies on each campus are announced by means of bulletin board and online postings. Transfers and promotions require coordination between department heads and approval by Human Resource Services. Transfers may be made among departments and campuses without loss of benefits, accumulated vacation, sick leave or personal days. An employee must have successfully completed the six-month probationary period and be in good standing in order to be eligible for transfer.
You are free at any time to inquire, through Human Resource Services, about vacancies on your campus and to advise Human Resource Services of other positions in which you have an interest. (HR 207–209) See also probationary period. (HR 109, HR 112)
back to top
Resignations and Terminations
Employees who separate from the university, except in the case of retirement or layoff, will be removed from the payroll on the last day of actual work. Compensation for vacation time will be included in the final paycheck.
Employees terminating their employment must give at least two weeks' advance notice in order to resign their positions in good standing. In turn, employees must be given two weeks' advance notice if being terminated because of circumstances for which they are not responsible, such as discontinuation of job, reorganization, etc.
Advance notice is not required when termination is a result of incidents which in and of themselves are so serious as to justify immediate summary discharge. It is also not required if there is a failure to meet punctuality or attendance standards, misconduct, abuse of privilege, violation of university policy or when progressive discipline has been followed. Upon termination, employees must return their keys, ID cards or badges, and other equipment or items issued to them to perform their job. (HR 118, 226, 601)
back to top
Complaint and Grievance Procedure
When you have questions or problems related to your employment, you are encouraged to discuss such matters informally with your supervisor to obtain appropriate answers or advice. If you want further informal consideration, you should feel free to consult with your department head or with Human Resource Services regarding your problem. Experience shows that many potential misunderstandings can be cleared up in this manner. At this stage you may also wish to seek advice from Human Resource Services (general grievances).
If the informal discussion does not resolve the matter to your satisfaction, the university grievance procedure may be utilized if you have completed your probationary period or if the issue involved is one of prohibited discrimination including sexual harassment or of application or interpretation of the university's human resources policies and procedures. If you wish to pursue a formal grievance, you must submit the unresolved issues in writing to your immediate supervisor, department head or designated representative within 10 days of the date the grievable matter occurred. On the following page, you will find a diagram that outlines the various steps in the grievance procedure.
A copy of the grievance procedure may be obtained from Human Resource Services. A detailed grievance procedure is outlined in the Human Resources Policy Manual.
Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS
The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.
Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Notable Nvidia product lines include:
* the GeForce series for gaming
* the Tesla series for supercomputing
* the Quadro series for computer-aided design and for digital content creation (DCC) on workstations
* the nForce series of integrated motherboard chipsets
* the Tegra for mobile devices
Workers' Compensation and Absence Due to Work-Incurred Injury or Illness
All employees, including students while in an employment status and recognized volunteers, are covered under workers' compensation. Medical expenses and compensation are paid to any covered individual who is either injured in a work-related accident or incurs an occupational disease. Death benefits are provided should the injury or disease result in death. Medical expenses and compensation are payable as prescribed by state or other statutes, and not by the university.
A three-day waiting period, beginning the next calendar day following the on-the-job illness or injury the employee is unable to work, is determined by the authorized physician. No workers' compensation is payable during this period unless the disability lasts beyond 14 calendar days. In this case, compensation for the waiting period is allowed.
Further information and assistance are available from the campus safety representative (Workers' Compensation Coordinator, Department of Risk and Insurance Management, University Administration). (HR 307, HR 409)
back to top
Jury Duty
If you are called for jury service, you should notify your supervisor as soon as possible of the date you will be required to be absent and, when possible, the probable length of time involved. You will be excused from your job, without loss of pay, for the reasonable period of time required for such jury service. In addition, you may keep any pay you receive for your required jury service. (HR 410)
back to top
Time off for Voting
If you are eligible to vote in any local, state or national election in the state of Missouri, you will normally be able to vote before or after work. If your hours of work give you three successive hours on election day between the opening and closing of the polls when you are not on duty, you will not be eligible for any paid time off for the purpose of voting. However, if such a three-hour period cannot be achieved in this manner, you will be excused from your duties for a period of time for voting, not to exceed three successive hours, including off-duty time, between the opening and closing of the polls on the day of election.
If it is necessary to be absent during scheduled working time for the purpose of voting, you will be paid for that time provided that you have requested permission in advance.
Your supervisor shall have the right to specify the time when you shall be relieved from duties and services to provide the three successive hours for voting. If you reside in an adjoining state, the same policies will apply for national elections and primaries held in preparation for national elections, but not for state and local elections. (HR 411)
back to top
Absence Due to Death in the Family
If you are a regular employee and a death occurs in your immediate family, you will be granted a maximum leave of three days (24 hours) leave without loss of pay or vacation during the period starting on the date of death and ending on the second calendar day after the funeral. Such time should be provided on a pro rata basis for an employee who works 99 percent to 75 percent FTE.
"Immediate family" means husband, wife, parent (including stepparent), grandparent, great-grandparent, grandchild, son, daughter, brother or sister, mother-in-law, father-in-law, and foster children who have become members of the family. If the schedule allows, any additional days off must be charged to vacation, personal days, or taken as excused leave without pay. (HR 412)
back to top
Military Leave
All employees who are or become members of the Armed Forces of the United States are entitled to leave of absence without loss of pay or vacation when engaged under official orders in the performance of emergency mobilization or annual training. However, you will not receive university pay for more than 15 scheduled working days per federal fiscal year.
You will be granted military leave without pay for the initial term of military service up to five years, or if you are a reservist or a member of a National Guard unit called to active duty. Military leaves of absence of 30 calendar days or more may be granted.
When released from active duty under honorable conditions, you may be reinstated in your former position, if it still exists, or one of similar status and pay without loss of seniority. However, you must apply for reinstatement within certain specified time periods after release from active duty and be physically and mentally capable of performing the duties of the job. If the job no longer exists, every attempt will be made to place you in a similar position. If you have become physically or mentally unqualified to perform the duties of the former position, you shall be offered employment for a position for which you are qualified. (HR 405)
back to top
Leave of Absence
In order to preserve the employee's employment rights and benefits, all regular employees may be granted a leave of absence only if the employee has a bona fide intention to return to the university following the leave. A leave of absence may be granted for periods of 30 calendar days up to one year, but not extending beyond the ending date of the employee's appointment.
A leave of absence without pay may be granted when the requirements of the department permit, when such leave is for prolonged illness or injury, or for any exceptional personal or institutional reason. Leaves of absence without pay may be granted only after all appropriate accumulated leave has been used. Such leave must be requested by the employee and recommended by the department chairperson or administrative head and approved in accordance with the delegation of authority. Unpaid leaves of absence of less than 30 calendar days may be approved by the department chairperson or administrative head and are handled as an excused absence.
Upon expiration of leave of absence, an employee is eligible for reinstatement to the former position or to one of similar requirements and compensation in the same department or division from which the leave was granted. Should a position not be available at the time of return to work, the leave of absence may be extended up to six months or until such time as a position for which the employee is qualified becomes available. Failure to return to work upon expiration of the leave of absence or when a position becomes available results in termination of the employee's services. (HR 408)
back to top
Family and Medical Leave Act
The university will provide up to twelve (12) weeks within any 12-month period (or twenty-six (26) weeks for specified family members of military personnel) for a family or medical leave to any individual who has been employed for at least 12 months at the time of the leave and has worked at least 1,250 hours in the 12-month period preceding the leave. The leave may be for any of the following reasons: birth of an employee's child(ren); adoption of a child or official placement with the employee for foster care; care of a son, daughter, spouse or parent (not parent-in-law) having a serious health condition; or incapacity of an employee as a result of a serious health condition. Vacation and other paid leave programs must be used as part of the 12-week period. Advance notice is required, if possible.
Up to twenty-six (26) weeks of leave may be taken during a single 12-month period to care for a spouse, son, daughter, parent or next of kin recovering from an illness or injury incurred in the line of active duty while in the Armed Forces or National Guard or Reserves. (HR 407)
back to top
Seniority
The seniority of regular employees consists of their relative tenure with respect to other employees in their occupational group (for service/maintenance employees) within their respective department; the department; and campus/university. Seniority accumulates from the first day of employment in the employee's group or special skill, but an employee is not entitled to benefits of seniority until successful completion of the probationary period. (HR 501)
back to top
Promotions and Transfers
Vacancies are often filled by internal promotion. The university's philosophy is that good job performance should lead to better opportunity for individual employees. The normal avenue of promotion will be within the department where you work. You may prepare for promotion through excellent performance of your present job and by demonstrating you are capable of assuming added responsibilities or extra study in your chosen field.
To advise you of opportunities for promotion or advancement, job vacancies on each campus are announced by means of bulletin board and online postings. Transfers and promotions require coordination between department heads and approval by Human Resource Services. Transfers may be made among departments and campuses without loss of benefits, accumulated vacation, sick leave or personal days. An employee must have successfully completed the six-month probationary period and be in good standing in order to be eligible for transfer.
You are free at any time to inquire, through Human Resource Services, about vacancies on your campus and to advise Human Resource Services of other positions in which you have an interest. (HR 207–209) See also probationary period. (HR 109, HR 112)
back to top
Resignations and Terminations
Employees who separate from the university, except in the case of retirement or layoff, will be removed from the payroll on the last day of actual work. Compensation for vacation time will be included in the final paycheck.
Employees terminating their employment must give at least two weeks' advance notice in order to resign their positions in good standing. In turn, employees must be given two weeks' advance notice if being terminated because of circumstances for which they are not responsible, such as discontinuation of job, reorganization, etc.
Advance notice is not required when termination is a result of incidents which in and of themselves are so serious as to justify immediate summary discharge. It is also not required if there is a failure to meet punctuality or attendance standards, misconduct, abuse of privilege, violation of university policy or when progressive discipline has been followed. Upon termination, employees must return their keys, ID cards or badges, and other equipment or items issued to them to perform their job. (HR 118, 226, 601)
back to top
Complaint and Grievance Procedure
When you have questions or problems related to your employment, you are encouraged to discuss such matters informally with your supervisor to obtain appropriate answers or advice. If you want further informal consideration, you should feel free to consult with your department head or with Human Resource Services regarding your problem. Experience shows that many potential misunderstandings can be cleared up in this manner. At this stage you may also wish to seek advice from Human Resource Services (general grievances).
If the informal discussion does not resolve the matter to your satisfaction, the university grievance procedure may be utilized if you have completed your probationary period or if the issue involved is one of prohibited discrimination including sexual harassment or of application or interpretation of the university's human resources policies and procedures. If you wish to pursue a formal grievance, you must submit the unresolved issues in writing to your immediate supervisor, department head or designated representative within 10 days of the date the grievable matter occurred. On the following page, you will find a diagram that outlines the various steps in the grievance procedure.
A copy of the grievance procedure may be obtained from Human Resource Services. A detailed grievance procedure is outlined in the Human Resources Policy Manual.
Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS
The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.
Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
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