Employee Handbook 2010 - Home - Welcome - Bridgewater College

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BRIDGEWATER COLLEGE EMPLOYEE HANDBOOK | FALL 2010 Certain violations of conduct may be cause for immediate dismissal. These causes for dismissal include, but are not limited to, the following: 1. Breach of employee/student confidentiality 2. Insubordination 3. Theft 4. Improper or illegal use of, possession of, or distribution of harmful drugs, including alcohol and narcotics 5. Falsification of employment application forms or other College records including altering or falsifying one’s own or someone else’s time card 6. Purposely destroying College property 7. Verbal, physical or inconsiderate treatment of students, faculty or staff 8. Sleeping on duty or gambling on College premises 9. Absent for three consecutive scheduled working days without notification or failure to return from authorized leave of absence within three days 19. Failure to comply with verbal or written instructions, policies or procedures 11. Unauthorized possession of firearms or other weapons on College premises 12. Sexual or racial harassment 13. Fighting and other serious misconduct 14. Excessive absenteeism 2.6 Personal Business Employees should not conduct personal business on College time or with College resources. For non-faculty staff, personal appointments, meetings, etc., should be planned for times other than regular office hours, if possible. If time is taken during the regular working day, either earned compensatory time should be used within the same work week (supported by records shared with the supervisor) or the employee will have the appropriate compensation deducted. All such absences must be approved by his or her supervisor in advance. 2.7 Proper Dress All employees should be neat, well groomed, and dressed in a manner that reflects good taste. Employees assigned to the Physical Plant are expected to wear the appropriate uniform (except managers and clerical staff). The cost of replacing lost or misplaced uniforms is the responsibility of the employee. Upon termination of employment, all issued uniforms are to be returned. 2.8 Policy on Prohibited Discrimination and Harassment Bridgewater College is a community based on trust and respect for others. The 16
FALL 2010 | BRIDGEWATER COLLEGE EMPLOYEE HANDBOOK quality of its life, academic and social, is shaped by the guiding principle of civility, and every member of the community is entitled to expect civil behavior from all other members. Students, faculty and staff have the right to be free from prohibited discrimination and harassment within the College community. Specifically, the College prohibits discrimination, including harassment, on the basis of race, color, religion, national or ethnic origin, sex, age, disability, or veteran’s status in its educational programs and activities and with regard to employment. Such conduct violates not only College policy, but may also violate state and federal law. Unwelcome verbal or physical conduct toward a member of the College community may constitute prohibited harassment, depending on the circumstances of each case. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature or on the basis of gender may constitute prohibited sexual harassment, depending on the circumstances of each case. Whether sexual or non-sexual, such conduct constitutes prohibited harassment: 1) if the conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance, or of creating an intimidating, hostile or offensive work or academic environment; 2) if submission to such conduct is an implicit or explicit condition of employment or academic success; or 3) if submission to or rejection of such conduct is used as the basis for an employment or academic decision. Any employee who believes herself or himself to be the object of prohibited discrimination or harassment by a member of the faculty or staff should consult with the Director of Human Resources or one of the designated officers listed below responsible for enforcement of the College’s policy. The designated officer will provide that person with information concerning Bridgewater’s policy and procedures for dealing with formal complaints or prohibited discrimination and harassment. Dr. Carol A. Scheppard, Vice President & Dean for Academic Affairs (540) 828-5607, cscheppa@bridgewater.edu Anne B. Keeler, Vice President for Finance (540) 828-5470, akeeler@bridgewater.edu Dr. Karen W. Wigginton, Vice President for College Relations (540)828-5782, kwiggint@bridgewater.edu Beverly S. Butterfield, Vice President for Institutional Advancement (540) 828-5450, bsbutter@bridgewater.edu Roy W. Ferguson, Jr., Executive Vice President (540)828-5307, rferguso@bridgewater.edu Victoria L. Ingram, Director of Human Resources (540) 828-5393, vingram@bridgewater.edu No employee will be disciplined or otherwise retaliated against for identifying such discrimination or harassment. It is important to inform the College; we cannot remedy the situation if we are unaware that a problem exists. Confidentiality will be maintained to the extent possible without jeopardizing a full investigation of the complaint. 17
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Employee Handbook 2010 - Home - Welcome - Bridgewater College

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