Employee Handbook


As you begin your employment with TSRT, I would like to welcome you to our organization an invite you to read and become familiar with the contents of this employee handbook. I hope that you find it full of helpful and valuable information about the policies, benefits, procedures and opportunities available to guide and assist you in performing to the best of your abilities and in developing and realizing your potential as on of our valued employees.

TSRT is the professional organization for all imaging professionals in Texas. With your help, we are looking forward to continuing growth and prosperity as we find new and better ways to serve our members needs.

The policies, procedures, and programs outlined in this handbook are designed to serve as guidelines to keep you informed of relevant facts about your employment. They are not intended to create any kind of contractual relationship and are subject to change at TSRT’s discretion, with or without notice. While the policies and procedures outline in this handbook should give you answers to most of the general questions you might have about your job or the organizations programs and procedures, it cannot cover every situation that might arise. If you have any questions about these guidelines or need further information about any subject, please consult with the TSRT Board Chair.

Once again, I welcome you and wish you success as we face the numerous challenges, opportunities and potential rewards ahead.


Dr. Cleveland Black, TSRT Board Chair 1999


Policies and Procedures

At-Will Disclaimer

No policy or provision in this handbook is intended to create a contract binding the employee or TSRT to an agreement of employment for a specific period of time. Your employment can be terminated by either the employee or TSRT at any time, for any reason, with a 30 day notice. No representative or agent of TSRT other than the TSRT Board Chair can authorize or sign an employment agreement contrary to the above terms or otherwise make any binding offer of employment for a specific term.

Management Rights

The TSRT Board Chair has the right to exercise the customary functions of all management decisions affecting its operations of the Executive Office. These rights may or may not be enumerated in this handbook. This handbook does not constitute a contract.

Equal Employment Opportunity

TSRT’s policy is to select and maintain the best possible employee staff. All persons applying for employment, as well as other employment decisions, shall be given consideration solely on the basis of work experience, personal qualifications, job performance and , where applicable, seniority. Factors such as age, citizenship, color, marital status, disability, national origin, race, religion or sex shall not be used to discriminate against any individual.

Age Limitations for Employment

Qualified applicants will be eligible for employment if they are at least 17 years old, in good health and have proven ability to perform a particular job.

Attendance Standards

You are expected to be present and ready for duty during hours of operation. If you are not able to be available for those hours, the TSRT Board Chair needs to be notified via telephone and email. It is your responsibility to make personal contact with the TSRT Board Chair.


As an employee of TSRT, your ability to maintain good relationships with its Board and membership is essential to the attainment of our mission. The levels of courtesy, cooperation and consideration displayed by you can assure efficient working conditions in all areas.


A formal contract is used to provide you with a level of compensation which is appropriate for the duties and responsibilities of your job and the rates being paid others for similar work. Previous work experience may be recognized. The Executive Office has a salary cap of $30,000. This rate will never increase. Your performance will be reviewed periodically by the TSRT Board Chair.



Bereavement Leave

In the event of a death in your immediate family, you will be granted four days off. Immediate family for this policy is defined as spouse, children, parents, brothers, sisters, mother-in-law or father-in-law, brothers or sisters-in-law, grandparents or grandchildren.


TSRT recognizes the following days as holidays:

New Years Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

Jury Duty and Subpoenas

As an employee, you will be provide time off to appear in court for either jury duty or as a witness. However, you must present your summons or subpoena to the TSRT Board Chair in advance of your absence in order to have coverage of the office available.

If you are summoned for jury duty selection, you are to notify the TSRT Board Chair as soon as possible so that coverage of the office is available.


General Information

Problem/Complaint Resolution

The day to day problems affection employees shall normally be adjusted informally between the employee and the TSRT Board Chair. Such matters shall not be deemed problems/complaints.

A problem/complaint is considered to be a disagreement, conflict, or dispute concerning the interpretation, application or enforcement of established policies, rules and regulations which cannot be resolved informally.

Complaints involving sexual harassment or any violations of Title VII will be handled by the TSRT Board Chair and Executive Board of TSRT immediately.

When the review of a resolved problem/complaint has been made, a copy of the problem/complaint and the final decision is to be filed in the TSRT Executive Office Notebook under the employee name.

TSRT guarantees that there shall not be any discrimination or adverse action against an aggrieved employee.

Anti-Harassment Policy

It is the policy of TSRT to maintain a working environment which encourages mutual respect, promotes respectful and congenial relationships between employees, TSRT Board and Officers, and its members. The TSRT Executive Office will be free from all forms of harassment of any employee by anyone, including board members and individual members of the organization. Harassment in any manner or form is expressly prohibited and will not be tolerated. Accordingly, TSRT is committed to vigorously enforcing this policy against harassment, including but not limited to sexual harassment, at all levels within the organization.

All reported or suspected occurrences of harassment will be promptly and thoroughly investigated. Where harassment is determined to have occurred, immediate disciplinary action will be taken which may include written warnings, suspension, termination, loss of membership, or removal of officer position. TSRT will not permit or condone any acts of retaliation against anyone for filing a harassment complaint or cooperating in the investigation of same.

All harassment complaints should be sent to the TSRT Board Chair. The term “harassment” includes but is not limited to unwelcome slurs, jokes, verbal, graphic or physical conduct relating to an individuals race, religion, sex, age, national origin, or disability. Sexual harassment consists of unwelcome sexual advances, request for sexual favors, or other verbal or physical conduct of a sexual nature. The term harassment may also include conduct of TSRT Board Members or TSRT members who engage in verbally or physically harassing behavior which has the potential for humiliating or embarrassing an employee of TSRT.

Filing a Complaint of Harassment

Complaints should be sent to the TSRT Board Chair in written form.