7.A. Equal Employment
The institution offers equal employment opportunity to prospective employees and current employees on the basis of qualifications and merit without regard to race, color, religious creed, ancestry, national origin, age, disability, sex, sexual orientation, or status as a disabled or Vietnam-era veteran. Charges of harassment or discriminatory behavior should be directed to the director of human resources. Any questions or problems about this policy should be directed to the Office of Human Resources.
7.B. Standards of Conduct
To promote a safe and productive work environment, the institution cannot tolerate certain irresponsible and/or illegal behaviors such as, but not limited to, stealing; dishonesty; harassment; possession, use or sale of drugs and alcohol while on campus; working while under the influence of drugs or alcohol; excessive absenteeism; insubordination; physical violence; deliberate violations of safety practices; or inability and/or unwillingness to perform one’s job.
7.C. Smoking Policy
The institution does not
permit smoking in any academic and administrative buildings, or in the
7.D. Drug-Free
Workplace and The
In support of the national strategy to combat illegal drug and alcohol
abuse, Congress enacted The Drug Free Workplace and The Drug-Free Schools and
Communities Act Amendments which require that "... as a condition of
receiving funds or any other form of financial assistance under any federal
program, an institution of higher education, State educational agency, or local
educational agency must certify that it has adopted and implemented a program
to prevent the unlawful manufacture, possession, use or distribution of illicit
drugs and alcohol by students and employees." Therefore,
The unlawful manufacture,
possession, use or distribution of illicit drugs and alcohol on institutional
property or on campus while conducting any officially sanctioned institutional
activity by any student or employee of the institution is strictly prohibited. Students
and employees will be subject to severe disciplinary action and may incur
penalties prescribed by civil authorities. Faculty and staff, as a condition of
employment, must abide by the terms of this policy and report any convictions
under criminal drug statue for violations occurring on or off the premises
while conducting business for the institution within five (5) days after the
conviction.
For students, sanctions imposed by the institution for
violations of the above conditions may range from probation up to and including
expulsion and referral for prosecution. Sanctions for violation of any of the
aforementioned standards imposed on employees may vary from mandatory
participation in rehabilitation programs to termination of employment and
referral for prosecution.
Definition of Illicit Drugs and Alcohol
Illicit
drugs are controlled substances that possess a high potential for abuse, have
no currently accepted medical use in the
Alcohol,
the shortened term for ethyl alcohol, is a depressant that slows the activity
of the central nervous system and the brain. Alcohol is a substance regulated
by local, state and federal agencies with respect to the purchase,
transportation, consumption, and possession by individuals under age 21.
All
drugs, including alcohol, can produce serious side effects. Because drugs
impair the mind, they increase the likelihood of accidents and violent
behavior. The many health risks associated with alcohol use are well documented.
Small amounts may affect judgment and coordination, impairing an individual's
performance of even simple routine tasks. The repeated use of alcohol can lead
to dependence, with myriad physical, emotional, and psychological
complications. Effects of the prolonged use of alcohol may include the
following: (1) damage to the central nervous system; (2) malnutrition and
anemia; (3) damage to the heart, lungs, and liver; (4) mental disorders; and
(5) death.
The health risks associated with the seven categories
of illicit drugs may include the following:
• Marijuana--impaired memory, lung and pulmonary
damage, chronic emphysema, cancer and toxic psychosis.
• Stimulants--paranoia with hallucinations, dizziness,
headaches, abdominal cramps, malnutrition, over-stimulation of the central
nervous system, seizures, stroke, heart failure, and death.
• Depressants-- (initial effects are similar to alcohol
inebriation) slowed reflexes, unstable mood, loss of memory, coma, and death.
• Hallucinogens--distortion of reality, including
illusions and hallucinations, injuring self or others, convulsions, brain
damage, coma, and death.
• Opiates (narcotics)--skin abscesses, respiratory
damage, malnutrition, pneumonia and hepatitis, heart disease, diabetes, coma,
and death.
• Inhalants--fatigue, weight loss, permanent damage to
the nervous system, hepatitis, and organic failure.
• Designer Drugs--psychosis, instant paralysis and
brain damage, and death.
In summary, drug and alcohol abuse can reduce the
body's resistance to infections and bring about malnutrition, organic damage,
and mental illness. Overdoses of these substances can cause psychosis,
convulsions, coma, and death.
Students or employees who use controlled substances or
who abuse alcohol are encouraged to seek assistance and/or referral through the
Many options are available in the
a. Intake and Referral:
b. Support Groups: Alcoholics Anonymous (434-0614),
Narcotics Anonymous (439-8440)
c. Residential Treatment:
d. Outpatient Counseling--
This list is only a partial listing of the services and
programs available in the greater
The
purchase, consumption, transportation or possession of alcoholic beverages by a
person under 21 is punishable by fines of up to $400 and loss of driving
privileges in
The legal
sanctions for the unlawful possession, use, or distribution of illicit drugs
are more diverse than the sanctions governing alcohol. They may vary from fines
for first-time, misdemeanor offenses involving simple possession of certain
substances, to felony counts and multiple year terms of imprisonment for more
serious violations. The unlawful possession of less than 30 grams of marijuana
or less than 8 grams of hashish, for example, is a misdemeanor and may carry a
maximum jail sentence of 30 days and/or a fine of $500. The manufacture,
delivery or possession with intent to manufacture or deliver heroin and other
narcotics is a felony and carries a maximum jail sentence of 15 years and/or a
$250,000 fine. A more complete summary of penalties related to unlawful
possession, use or distribution of alcohol and illicit drugs may be found in
the Department of Campus Safety or the Student Services Office. Individuals
seeking legal advice regarding drug or alcohol related laws should consult
legal counsel.
7.E.
·
No student shall be denied enrollment and no
individual shall be denied employment on the basis of an HIV infection.
·
Testing
for seropositivity shall not be a requirement of
admission of employment.
·
Individuals
who are seropositive, whether or not symptomatic,
shall not be denied free and unrestricted access to all College facilities,
programs, or events.
·
HIV
infection shall not be used to restrict participation in any of the College’s
educational, recreational, social, or athletic activities.
·
Individuals
who know that they are seropositive are encouraged,
although not required, to discuss their condition with the health services
director. Such disclosure shall be for
the purpose of proper medical care and follow-up. Any disclosure shall be kept in the strictest
confidence in accord with the maintenance of confidentiality of medical records
and will be released only with the express written permission of the seropositive student or employee, unless required by law to
be reported.
·
Health
services will be available to provide individuals with medical guidance,
supervision, and appropriate referrals for HIV antibody testing. All such involvement with Health Services as
well as any information shared or generated by that involvement will be kept
strictly confidential unless required by law to be reported.
·
The
College Health Service must report to local public health authorities
cases of AIDS meeting the criteria of the surveillance definition of the
Centers for Disease Control.
·
Any
individual concerned about HIV or HIV-related issues may seek personal
counseling and assistance through the Counseling Office. As with Health Services, confidentiality
shall be strictly protected within statutory limits.
·
Any
employee having questions regarding HIV infection and its relationship to
employment or the workplace may address those questions to the Director of
Human Resources. All such questions or
concerns shall be kept strictly confidential.
·
No
individual shall be denied access to residential housing nor otherwise
isolated, restricted, or segregated on the basis of seropositivity.
·
In
accord with the principle of confidentiality and current medical information,
the College has no obligation to inform co-workers, instructors, roommates, or
others of any individual’s HIV status.
·
Individuals
with AIDS shall be accorded the legal status of having a handicapping
condition.
·
Parents,
media, or other persons outside the College community seeking information
regarding the status of HIV infection on campus or the institution’s response
to such infection shall be directed to the president of the College or his or
her designee.
7.F. Employee Records and Information
The Office of Human
Resources maintains a record of each employee's employment at the institution,
including such information as education, experience, work performance, and
progress. These records are carefully reviewed when an employee is being
considered for promotion, salary increase, or transfer.
In accordance with institutional policy and applicable
law, all employee records (including but not necessarily limited to application
forms and other records pertaining to hire, promotion, demotion, transfer, work
schedule, layoff, termination, rates of pay or other terms of compensation,
performance appraisal, and selection for training) kept by the institution will
be preserved for at least three years from the date of the personnel action.
This does not apply to records for positions known to be of a temporary or
seasonal nature.
A personnel file may contain personal data as well as
employment information. The Office of Human Resources regards this information
as confidential and will release it only with the written permission of the
employee or by order of a court.
When the Office of Human Resources receives a request for
information from agencies, stores, banks, or other institutions, only
non-confidential information such as date of employment and name of department
will be released. Confidential information such as pay rate, past earnings,
home address or phone number will not be released unless authorized in
writing by the employee.
Any change of home or work address or telephone number, a
change in emergency contact information, or other personal data changes must be
report to Human Resources. Employees may
also designate the suppression of home address and telephone number in the
Directory. Changes in name require the employee to present a copy of a new
Social Security card to the Office of Human Resources and to complete a form
provided by that office. The acquisition of further education or work-related
skills should also be reported to the Office of Human Resources.
An employee may schedule an appointment to review the
contents of his/her file by calling the Office of Human Resources.
7.G. Sexual Harassment Policy
The institution in its formal mission statement affirms that “the best education brings together men and women of all ages, races, and convictions or religious faiths in a climate that cherishes equality, fosters diversity, promotes mutual respect, rewards personal achievement, and develops individual character and potential.” A community which incorporates such a statement as one of its foundational principles cannot condone or permit sexual harassment. Therefore, it is the policy of the institution that no member of the community may sexually harass another, and those who engage in such conduct will be subject to appropriate disciplinary action.
Sexual harassment is defined as
unwelcome sexual advances, requests for sexual favors and other unwelcome
verbal or physical conduct of a sexual nature. This policy applies to all
employees and students of the institution. Sexual harassment occurs when any of
the following conditions exists:
· Submission to such conduct,
either explicitly or implicitly, is made a term or condition of an individual’s
education or employment.
· Submission to
or rejection of such conduct by an individual is used as a basis for academic
or employment decisions affecting that individual.
· Such conduct
has the purpose or effect of unreasonably interfering with an individual’s
academic or professional performance and/or creating an intimidating, hostile,
or offensive employment, educational or living environment.
· An individual
is made the object of unwelcome requests for sexual favors, dates, or other
social engagements.
· There is an
inappropriate display of sexually-oriented photographs, magazines, cartoons, or
other visual material with sexual content.
· There is
aggressive sexual behavior or offensive touching or language, especially when
such behavior is persistent. In such circumstances, sexual harassment has
occurred whether or not the victim suffers any adverse consequences as a result
of the harassment.
A special form of sensitivity is
required of those in positions of authority over others (e.g., faculty towards
students, managers towards subordinates, supervisors
towards interns) to the possibility of abuse of such authority. Because of the
asymmetries of authority and power in such relationships, the potential exists
for conflicts of interest. Therefore, those in positions of authority should
avoid such relationships.
Any student, staff member, faculty
member, or administrator of the institution who believes that he or she has
been sexually harassed by any other student, staff member, faculty member or
administrator should address the complaint to the appropriate official. In the
case of a College student, that official is the dean of students. In the case
of a Seminary student, that official is the dean of the seminary. In the case
of a College or Seminary staff member, faculty member, or administrator, that
official is the director of personnel.
The official addressed will promptly
investigate the complaint and will either resolve the complaint or will appoint
another official or an existing or specially named group to resolve the
complaint. Because of the sensitive nature of the complaint, the official will
take necessary steps to protect the rights and where possible, the confidentiality
of both parties. The resolution by an official or group may be appealed to the
president by either party to the complaint.
7.H. Statement on
Professional Ethics (approved May 2002)
As
an institution of higher learning whose express purpose is to educate students,
promote scholarship, and create an environment of open inquiry and intellectual
integrity,
1.
Professors, guided by a deep conviction of the worth and dignity of the
advancement of knowledge, recognize the special responsibilities placed upon
them. Their primary responsibility to
their subject is to seek and to state the truth as they see it. To this end professors devote their energies
to developing and improving their scholarly competence. They accept the obligation to exercise
critical self-discipline and judgment in using, extending, and transmitting
knowledge. They practice intellectual
honesty. Although professors may follow
subsidiary interests, these interests must never seriously hamper or compromise
their freedom of inquiry. Faculty should
also honor their professional commitments as defined by
2.
As teachers, professors encourage the free pursuit of learning in their
students. They hold before them the best
scholarly and ethical standards of their discipline. Professors demonstrate respect for students
as individuals and adhere to their proper roles as intellectual guides and
counselors. Professors make every reasonable
effort to foster honest academic conduct and to ensure that their evaluations
of students reflect each student’s true merit.
They respect the confidential nature of the relationship between
professor and student. They avoid any
exploitation, harassment, or discriminatory treatment of students. While faculty may be friendly with students,
they should not have sexual relationships, of any sort, with students. They should also avoid other types of
intimate interpersonal relationships with students. Such inappropriate relationships may result
in a conflict of interest for one or both parties. Faculty acknowledge
significant academic or scholarly assistance from students and protect their
academic freedom.
3.
As colleagues, professors have obligations that derive from common
membership in the community of scholars.
Professors do not discriminate against or harass colleagues. They respect and defend the free inquiry of
associates. In the exchange of criticism
and ideas professors show due respect for the opinions of others. Professors acknowledge academic debt and
strive to be objective in their professional judgment of colleagues. Professors accept their share of faculty
responsibilities for the governance of their institution. Professors are expected to behave according
to strict professional standards with all members of the college community.
4.
As members of an academic institution, professors seek above all to be
effective teachers and scholars.
Although professors observe the stated regulations of the institution,
provided the regulations do not contravene academic freedom, they maintain
their right to criticize and seek revision.
Professors give due regard to their paramount responsibilities within
their institution in determining the amount and character of work done outside
it, in accordance with college policies.
When considering the interruption or termination of their service,
professors recognize the effect of their decision upon the program of the
institution and give due notice of their intentions.
5.
As
members of their community, professors have the rights and obligations of other
citizens. Professors measure the urgency
of these obligations in the light of their responsibilities to their subject,
to their students, to their profession, and to their institution. When they speak or act as private persons,
they avoid creating the impression of speaking or acting for their college or
university. As citizens engaged in a
profession that depends upon freedom for its health and integrity, professors
have a particular obligation to promote conditions of free inquiry and to
further public understanding of academic freedom.
FERPA (the Family
Educational Rights and Privacy Act of 1974, also known as the “Buckley
Amendment”) governs access to students’ educational records in all colleges and
universities that receive federal funding.
In general, the act prohibits faculty members from releasing a student’s
academic records—including grades—to anyone other than the student him or
herself except with the written permission of the student. Faculty members may, however, release
academic records to other members of the
In general faculty members
need to be careful to maintain the confidentiality of grades. This means for example that instructors may
not post grades publicly or return graded work in such a way that others might
be able to discover a student’s grade without his or her consent. Neither may faculty members inform parents
about the student’s academic records.
While there are some exceptions to this rule, the best response to a
parent inquiring about a child’s grades is to refer the parent to the Academic
Affairs Office.
Faculty members should also
be aware that FERPA guarantees a student the right to inspect her or his
academic records. This includes, for
example, letters of recommendation, unless the student explicitly waives that
right in writing. Students do not have a
right to review records that faculty members create and maintain for their own
use and do not communicate to others.
There are many other ways in which FERPA can affect
faculty members at
7.J. Americans with Disabilities Act (
Moravian’s policy towards
students with disabilities is governed by Section 504 of the Rehabilitation Act
of 1973 and by the Americans with Disabilities Act of 1990. In general, the law requires that the
programs offered by Moravian be accessible to students with disabilities. This means that teachers may at times be
required to modify their usual practices of teaching and testing, for example
by permitting some students to take more time with their exams, by allowing
students to tape record lectures or discussions, by allowing service animals in
the classroom, or by moving the class to a more accessible location.
Students who require special
accommodations provide documentation of their disabilities to the Learning Services
Office, which informs faculty members of the accommodations which are
needed. Questions regarding students
with disabilities should be directed to the Director of Learning Services or to
the designated
7.K. Policy Against Intolerance
The institution denounces intolerance particularly
that based on ethnicity, culture, religion, race, or sexual orientation which
interferes with those rights guaranteed by law, and insists that such conduct
has no place in a community of learning. We also recognize the obligation of
the institution to protect the rights of free inquiry and expression, and
nothing in the Resolution in Support of Pluralism or Policy Against
Intolerance shall be construed or applied so as to abridge the exercise of
rights under the Constitution of the
7.M. Pet Policy
Institutional policy
prohibits pets, other than fish, from being allowed in undergraduate residence
areas or in administration and academic facilities of the College and
Seminary. This insures for the health
and comfort of students and employees while providing for the general
cleanliness of our facilities. Dogs needed to provide services and assistance
for medical or physical reasons are permitted.
7.N. Facilities
Use
Use of offices,
studios, classrooms, practice rooms, concert halls and other teaching spaces
for personal reasons or professional duties not explicitly tied to
In
special cases, use of facilities for professional or personal reasons outside
of the regular operating functions of Moravian College may be requested through
the PR Office (academic year) or Residence Life (summer).
7.O. Open Door Policy
Good
communication and clear understanding can help avoid or clear up problems.
If
you encounter a problem or complaint, talk to your department chair and give
them the opportunity to resolve the problem. We believe it is important to work
out the problem, if at all possible, with your department chair, as they are
usually in the best position to assist you. Please bring it to their attention
within 10 days of the occurrence of a problem.
However, if your department
chair is the source of the grievance, then go directly to associate dean for
academic affairs to discuss the problem.
The Academic Affairs Office will work with appropriate management to
assist in resolving the situation.
If discussing your concern with your
department chair or with Academic Affairs does not result in a satisfactory
resolution of the problem, then you should submit in writing the problem or
grievance to the department chair and the Director of Human Resources for review
of the issue(s) so as to reach a resolution of the problem. Confidential
counseling with Human Resources will be respected as much as feasible for
employees with complaints or problems.
The existence and/or use of this open door policy does
not alter the institution's at-will employment relationship.