netrashetty
Netra Shetty
Quest Software (Quest Software, Inc.) (NASDAQ: QSFT) is a computer software manufacturer, headquartered in Aliso Viejo, California and founded in 1987. Quest develops, sells, and supports network management, database management, Windows management, end-user service monitoring (Foglight products[2]), application management and virtualization management software products. Its products enable users to develop, deploy, and manage packaged and custom software applications, as well as associated software infrastructure components, such as databases, application servers, operating systems and hypervisors. The company also provides consulting, training, and support services. Quest sells its products and services through its direct sales organization as well as through a variety of partners and resellers worldwide. Quest's virtualization business is serviced primarily through its wholly owned subsidiaries Vizioncore and Provision Networks.
Quest's application management products focus in the ERP, Java EE and Microsoft .NET market spaces. Database management tools include support for MySQL, SQL Server, DB2, Sybase, and Oracle. In the field of computer systems management, the Big Brother product[3] monitors and reports on activities across multiple nodes. In the Windows infrastructure management arena, products cater to Active Directory, Exchange, SharePoint, Windows, System Center and directory service migration users.
Positive Work and Learning Environment
The University of Missouri is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect, regardless of their status. Intimidation and harassment have no place in a university community. To honor the dignity and inherent worth of every individual student, employee, or applicant for employment or admission is a goal to which every member of the university community should aspire and to which officials of the university should direct attention and resources. (HR 119)
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Drug and Alcohol Abuse in the Workplace
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on all university-owned or controlled property and at university-sponsored or supervised activities. The university has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.
The university offers the following resources to employees and students: education and information about the dangers of drugs and alcohol abuse in the workplace; programs that address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; self-referrals, as well as supervisory referrals, to drug and alcohol counseling and rehabilitation programs available through the Employee Assistance Program and/or community agencies. (HR 508)
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Sexual Harassment
The University of Missouri, in accord with providing a positive discrimination-free environment, mandates that sexual harassment in the workplace or the educational environment is unacceptable conduct. Sexual harassment is subject to discipline, up to and including separation from the institution.
Sexual harassment is defined as: unwelcome sexual advances or request for sexual activity by a university employee in a position of power or authority to an employee or a member of the student body, or other unwelcome verbal or physical conduct of a sexual nature by a university employee or a member of the student body to an employee or a member of the student body, when: submission to or rejection of such conduct is used explicitly or implicitly as a condition for academic or employment decisions, or the purpose or effect of such conduct is to interfere unreasonably with the work or academic performance of the person being harassed, or the purpose or effect of such conduct to a reasonable person is to create an intimidating, hostile or offensive environment.
The university prohibits retaliation against any person who brings an accusation of discrimination or sexual harassment, or who assists with the investigation or resolution of sexual harassment. The university may discipline an employee or student who has been determined to bring an accusation of sexual harassment in bad faith. (HR 510)
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Background Checks and Criminal Convictions
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position that does not require driving. For positions that require operation of a motor vehicle the term conviction shall include minor traffic violations. Falsification of application materials, including failure to disclose criminal convictions, is grounds for termination of employment or non-selection of an applicant. (HR 504)
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Violence in the Workplace
The University of Missouri strives to provide a safe and secure work environment for all employees. Toward this end, intimidation, threats and acts of violence, with or without the presence of a weapon, will not be tolerated. Individuals found to engage in behavior in violation of this policy will be subject to discipline up to and including termination.
Employees who are the victims of violence, believe they may be the recipients of violence, or who have knowledge of potential violence against others, are encouraged to promptly notify an appropriate administrator, University Police and/or human resources. (HR 517)
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Conflict of Interest
University employees shall faithfully discharge their duties and shall refrain from knowingly engaging in any outside matters of financial interest incompatible with the impartial, objective and effective performance of their duties. Employees shall not realize personal gain in any form, which would influence improperly the conduct of their university duties. Employees shall not knowingly use university property, funds, position or power for personal or political gain. Employees shall inform their supervisor in writing of reasonably foreseen potential conflicts.
Conduct by an employee that violates the university's policies, regulations or rules pertaining to conflict of interest may lead to disciplinary action.
When an employee disagrees with the evaluation and cannot resolve the
disagreement with the supervisor, the employee may appeal to the reviewer for
reconsideration. The employee must make this appeal in writing within 10
workdays of the initial evaluation meeting. The reviewer should discuss the
appeal with the supervisor and the employee.
After discussion of the appeal, the reviewer should provide the
employee with a written response within 5 workdays of receipt. The response
should indicate the reviewer’s conclusion of the performance evaluation. In
13
addition, agencies may develop their own appeals process for the
reconsideration of employee performance evaluations. The appeals process
should be outlined in the Agency Salary Administration Plan (see Appendix
A).
VII. Performance Evaluation Formula
The General Assembly and the Governor annually determine the
statewide average performance increase for the Commonwealth’s workforce.
Agencies may not supplement the funding provided by the General Assembly
and Governor for employee performance increases.
The agency may elect to distribute the performance increase based on
the agency as a whole or proportion the increase based on designated sub-
agencies. A sub-agency is a designation an agency may use to sub-divide into
smaller organizational units to fairly and equitable distribute performance
increases based on available funding. This designation would normally occur
at a level where the responsible manager exercises full authority over both
personnel and budget management.
For employees that receive an overall performance rating of
Contributor, they must receive at least 80% of the statewide average increase.
The actual increase may vary from one agency or sub-agency to another based
on the formula used within these limits and the number of employees in the
agency or sub-agency that are rated as Contributor. Employees that are rated
as Extraordinary Contributor must receive no more than 250% of the
statewide average increase.
The actual increase may vary from one agency or sub-agency to another
based on the formula used within these limits and the number of employees in
the agency or sub-agency that are rated as Contributor. All agencies or sub-
agencies (within an agency) do not have to give the same percentage increase to
employees rated as Contributors or Extraordinary Contributors. However,
employees that receive the same rating within the agency or sub-agency must
receive the same performance increase amount.
Quest's application management products focus in the ERP, Java EE and Microsoft .NET market spaces. Database management tools include support for MySQL, SQL Server, DB2, Sybase, and Oracle. In the field of computer systems management, the Big Brother product[3] monitors and reports on activities across multiple nodes. In the Windows infrastructure management arena, products cater to Active Directory, Exchange, SharePoint, Windows, System Center and directory service migration users.
Positive Work and Learning Environment
The University of Missouri is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect, regardless of their status. Intimidation and harassment have no place in a university community. To honor the dignity and inherent worth of every individual student, employee, or applicant for employment or admission is a goal to which every member of the university community should aspire and to which officials of the university should direct attention and resources. (HR 119)
back to top
Drug and Alcohol Abuse in the Workplace
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on all university-owned or controlled property and at university-sponsored or supervised activities. The university has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.
The university offers the following resources to employees and students: education and information about the dangers of drugs and alcohol abuse in the workplace; programs that address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; self-referrals, as well as supervisory referrals, to drug and alcohol counseling and rehabilitation programs available through the Employee Assistance Program and/or community agencies. (HR 508)
back to top
Sexual Harassment
The University of Missouri, in accord with providing a positive discrimination-free environment, mandates that sexual harassment in the workplace or the educational environment is unacceptable conduct. Sexual harassment is subject to discipline, up to and including separation from the institution.
Sexual harassment is defined as: unwelcome sexual advances or request for sexual activity by a university employee in a position of power or authority to an employee or a member of the student body, or other unwelcome verbal or physical conduct of a sexual nature by a university employee or a member of the student body to an employee or a member of the student body, when: submission to or rejection of such conduct is used explicitly or implicitly as a condition for academic or employment decisions, or the purpose or effect of such conduct is to interfere unreasonably with the work or academic performance of the person being harassed, or the purpose or effect of such conduct to a reasonable person is to create an intimidating, hostile or offensive environment.
The university prohibits retaliation against any person who brings an accusation of discrimination or sexual harassment, or who assists with the investigation or resolution of sexual harassment. The university may discipline an employee or student who has been determined to bring an accusation of sexual harassment in bad faith. (HR 510)
back to top
Background Checks and Criminal Convictions
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position that does not require driving. For positions that require operation of a motor vehicle the term conviction shall include minor traffic violations. Falsification of application materials, including failure to disclose criminal convictions, is grounds for termination of employment or non-selection of an applicant. (HR 504)
back to top
Violence in the Workplace
The University of Missouri strives to provide a safe and secure work environment for all employees. Toward this end, intimidation, threats and acts of violence, with or without the presence of a weapon, will not be tolerated. Individuals found to engage in behavior in violation of this policy will be subject to discipline up to and including termination.
Employees who are the victims of violence, believe they may be the recipients of violence, or who have knowledge of potential violence against others, are encouraged to promptly notify an appropriate administrator, University Police and/or human resources. (HR 517)
back to top
Conflict of Interest
University employees shall faithfully discharge their duties and shall refrain from knowingly engaging in any outside matters of financial interest incompatible with the impartial, objective and effective performance of their duties. Employees shall not realize personal gain in any form, which would influence improperly the conduct of their university duties. Employees shall not knowingly use university property, funds, position or power for personal or political gain. Employees shall inform their supervisor in writing of reasonably foreseen potential conflicts.
Conduct by an employee that violates the university's policies, regulations or rules pertaining to conflict of interest may lead to disciplinary action.
When an employee disagrees with the evaluation and cannot resolve the
disagreement with the supervisor, the employee may appeal to the reviewer for
reconsideration. The employee must make this appeal in writing within 10
workdays of the initial evaluation meeting. The reviewer should discuss the
appeal with the supervisor and the employee.
After discussion of the appeal, the reviewer should provide the
employee with a written response within 5 workdays of receipt. The response
should indicate the reviewer’s conclusion of the performance evaluation. In
13
addition, agencies may develop their own appeals process for the
reconsideration of employee performance evaluations. The appeals process
should be outlined in the Agency Salary Administration Plan (see Appendix
A).
VII. Performance Evaluation Formula
The General Assembly and the Governor annually determine the
statewide average performance increase for the Commonwealth’s workforce.
Agencies may not supplement the funding provided by the General Assembly
and Governor for employee performance increases.
The agency may elect to distribute the performance increase based on
the agency as a whole or proportion the increase based on designated sub-
agencies. A sub-agency is a designation an agency may use to sub-divide into
smaller organizational units to fairly and equitable distribute performance
increases based on available funding. This designation would normally occur
at a level where the responsible manager exercises full authority over both
personnel and budget management.
For employees that receive an overall performance rating of
Contributor, they must receive at least 80% of the statewide average increase.
The actual increase may vary from one agency or sub-agency to another based
on the formula used within these limits and the number of employees in the
agency or sub-agency that are rated as Contributor. Employees that are rated
as Extraordinary Contributor must receive no more than 250% of the
statewide average increase.
The actual increase may vary from one agency or sub-agency to another
based on the formula used within these limits and the number of employees in
the agency or sub-agency that are rated as Contributor. All agencies or sub-
agencies (within an agency) do not have to give the same percentage increase to
employees rated as Contributors or Extraordinary Contributors. However,
employees that receive the same rating within the agency or sub-agency must
receive the same performance increase amount.