- Employment Labor Laws
- Online Training Course #1:
- Online Training Course #2:
- Recruitment Procedures
Mount Saint Mary's University and Seminary prohibits discrimination on the basis of race, color, national or ethnic origin, political or religious opinion or affiliation, marital status, age, sex or disability in the recruitment or admission of students, against any employee or applicant for employment, or in the administration of the University 's educational policies, admission policies, scholarship and athletic programs, employment policies, (except when sex, age or religion constitutes a bonafide occupational qualification), and other University administered activities and programs.
The University does not discriminate on the basis of race, color, national origin, age, religion, sex, genetic information, or disability in admission and access to, or treatment in employment, educational programs or activities as required by Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act of 1990 and their implementing regulations. Questions or complaints may be directed to the Director of Human Resources.
Mount St. Mary's University is a Catholic University committed to upholding standards which promote respect and human dignity in an environment fostering learning and professionalism. Any form of sexual harassment is a violation of these standards and a violation of state and federal laws and will not be tolerated by the University. Mount St. Mary's University views sexual harassment as a very serious matter and will make every effort to eliminate it.
Formal complaints of sexual harassment involving an employee (administrator, faculty, or staff) as the accused will be heard by the employee's supervisor, the Compliance Officer and/or the Discrimination Grievance Panel. Formal complaints of sexual harassment involving a student as the accused will be resolved under student discipline policies and procedures.
The University considers sexual harassment to be an act of misconduct and grounds for disciplinary action or dismissal. The University reserves the right to take appropriate action to enforce its policy prohibiting sexual harassment, whether or not the person who alleges a violation or any other party wishes to pursue the matter. Questions or complaints may be directed to the Director of Human Resources.
General Policy Statement: Mount St Mary's University is committed to programs that promote safety in the workplace and employee health and well-being. Consistent with the spirit and intent of this commitment, the University has developed this policy statement regarding the sale, use, possession, or distribution of drugs and alcohol by all University employees.
Employee involvement with drugs and alcohol can adversely affect job performance, employee morale and jeopardize student, visitor and community morale and safety. Such involvement is particularly unacceptable in an organization such as ours because of the importance of providing the highest standards for our student and community population. Our goal, and the purpose of the policy are to establish and maintain a safe workplace and a healthy and efficient work force free from the effects of drugs and alcohol.
Mount St Mary's University encourages any employee with a drug or alcohol problem to contact the Director of Human Resources, his or her private physician, WellSpan Employee Assistance Program (EAP), or any agency with special interest in this field. The University is eager to help employees and will, at the employee's request, refer him or her to an appropriate source of professional assistance. All communications will be strictly confidential. Employees will not be subject to disciplinary action for voluntarily acknowledging their drug/alcohol problems. However, this will not excuse violations of the Drug and Alcohol Policy for which the employee is subject to immediate discipline up to and including completion of an appropriate rehabilitation program, termination of employment or referral to the authorities for prosecution.
Procedure: The unauthorized use, possession, sale or distribution of drugs or alcohol while on University property will be cause for disciplinary action up to and including discharge. In addition, substances prohibited by this policy will be confiscated and the appropriate law enforcement agencies will be notified. (For purposes of this policy, the term drugs and alcohol includes, but is not limited to, all alcoholic beverages, narcotics, controlled substances, such as tranquilizers, barbiturates, amphetamines, stimulants, illicit drugs, such as heroin, cocaine, crack and marijuana as well as any other chemical substances that produce physical, mental, emotional or behavioral change in the user including over-the-counter products as well as prescription medicine.) It is also a violation of this policy to report for work under the influence of drugs and/or alcohol or to work while under the influence of drugs and/or alcohol.
An employee who is arrested for or convicted of any alcohol related offense, a drug offense which involves the off duty sale, distribution, use or possession with use or intention to distribute illegal drugs or manufacture them, must promptly inform the Director of Human Resources of the arrest, the nature of the charges and the ultimate disposition of the charges. Failure to do so is grounds for disciplinary action, up to and including discharge. In order to meet federal requirements, all convictions must be reported to the Director of Human Resources within 5 days after such conviction.
Employees who take over-the-counter or prescribed medication are responsible for being aware of any effect the medication may have on the performance of their duties and must report to their supervisor the use of any medication, which is likely to impair their ability to do their job prior to commencement of their assigned shift. Moreover, the employees who take over-the-counter or prescribed medication contrary to instructions while on duty or report to work under the influence of such medication may be subject to disciplinary action, up to and including discharge.
Thursday, March 24
Monday, May 30
Monday, July 4
Friday, October 14
Thursday, November 24
Monday, December 26
New Year's Day
Monday, January 2
Martin Luther King Day
Monday, January 16
Monday, March 6
Thursday, April 13
Monday, May 29
This explains information regarding the Worker's Compensation plan and is for information purposes only. Questions regarding coverage should be directed to the Department of Human Resources.
Despite the best health and safety efforts, accidents do occur on the job. That's why Mount St Mary's University is concerned about protecting your health and safety. If you are injured on the job, The Mount, in coordination with Hartford Group, wants to ensure that you understand and receive benefits and the best medical care to which you are entitled under Maryland Worker's Compensation law.
How Does It Work?
At the time of your injury, the Mount would report your injury to Hartford. You may seek necessary medical treatment. Your attending physician may refer you to specialists when necessary and work with Hartford to make sure your care is both effective and appropriate. You may obtain a second medical opinion in the same specialty while being treated for a work-related injury.
What If The Injury Is An Emergency?
In a medical emergency, call the Public Safety office or go directly to the nearest emergency care facility.
As soon as possible after the emergency, be sure to notify your supervisor and Human Resources following the steps below.
What Should I Do If the Injury Is Not An Emergency?
Please follow these steps if your injury is not an emergency:
Report any injury to your supervisor and prepare an Occupational Injury Worksheet. Please be very specific when completing this form, for example: "cut left hand between pinky and ring fingers with a screw driver while repairing the electric outlet in Bradley building." Please provide other specific information to the best of your ability. You may request an Occupational Injury Worksheet form from your supervisor or the Department of Human Resources. This form will be sent to the Human Resources Office and is used to report your injury. All injuries must be reported even though you may not desire or need medical treatment.
Seek prompt medical care. Services are available at Corporate Occupational Health Solutions of Frederick, Gettysburg WellSpan ReadyCare, WORKFIRST-WellSpan Hanover, and HanoverWorks Express Care locations.
Return to your supervisor as soon as possible after your treatment. Bring with you any medical forms from the doctor and turn them into the Department of Human Resources. Tell them about your scheduled follow-up care.
Acquire your claim number from Human Resources and present your physician with the claim number for future billing purposes.
Return to work as soon as your doctor advises and provide your supervisor with a "Return To Work" form from your doctor. If medically necessary, you may return to work based on a restricted duty schedule until you are completely recovered.
The Mount will compensate you for the day of the injury.
A 3-day waiting period will apply to all Workers' Compensation injuries. Accrued sick leave or vacation leave may be utilized during this time.
If compensable, you will receive benefits from Hartford through the duration of your absence (subject to qualifications).
Any questions regarding this program should be directed to the Department of Human Resources at email@example.com.
Emergency Weather Policy
The intent of this policy is to ensure the safety of Mount St. Mary's students, faculty, staff and administrators and to ensure the efficient operation of the university during periods of severe/hazardous weather.
Mount Saint Mary's University defines severe/hazardous weather conditions as any weather condition that may endanger our faculty, students, or staff while en route to their classroom or work place. Faculty, students, and staff are encouraged to follow the guidelines of this institutional policy.
1. The president of the university will decide if severe/hazardous weather conditions exist and warrant a delayed opening or a closing of the University. The Seminary, as a resident institution, does not close because of severe/hazardous weather.
In the absence of the president, the decision will be made by the executive vice-president. A delay or closing of the university includes both classes and offices. The president will make the decision in consultation with the director of public safety, based on the following information:
conditions of the campus roadways and parking lots and the ability of physical plant staff to keep up with the storm
conditions of local roadways and the ability of the state and county to keep the roads passable
weather forecasts for the next 12 hours - (according to the National Weather Service)
state and/or county restrictions
2. For storms occurring late at night or early in the morning, the decision to close the university or delay operations will be announced at approximately 5:30 a.m. The decision to cancel evening undergraduate and graduate classes will be made by the president before 3:00 p.m. The decision to cancel off campus classes will also be made at this time, by the president in consultation with the dean for continuing studies.
3. Severely changing weather conditions could dictate that these decisions be made at a later time or that a delay be extended. When a storm is in the forecast, faculty, students, and staff are expected to monitor the designated TV and radio station in their area, access the university web page, or call one of the Information-Call-Lines for updated information. In no cases should students, faculty, or employees travel to campus if the local weather conditions are unsafe. Given the distances and local weather conditions the university will accept the personal judgment concerning the safety of travel. Students, faculty and employees should always exercise caution and consider safety as their first priority.
4. There are two delay schedules: Schedule "A" is for the class schedule on Mondays, Wednesdays and Fridays. Schedule "B" is for Tuesdays and Thursdays. Essential personnel arriving on campus before that time will be paid overtime.
10:00 - 10:40 a.m.
10:50 - 11:30 a.m.
11:40 - 12:20 a.m.
12:30 - 1:10 p.m.
1:20 - 2:00 p.m.
2:10 - 2:50 p.m.
3:00 - 3:40 p.m.
3:50 - 4:30 p.m.
10:00 - 11:00 a.m.
11:10 a.m. - 12:10 p.m.
12:20 - 1:20 p.m.
1:30 - 2:30 p.m.
2:40 - 3:40 p.m.
3:50 - 4:50 p.m.
5. Following a decision to delay or close the university, an emergency status will be immediately implemented. The President will notify the vice presidents, the director of athletics and the director of communications. The director of public safety will be responsible for contacting the appropriate media outlets. The Mount's "Weather Line" and the university's web page will be the first notified of the decision. Class cancellations will be posted on the Mount's Weather Line and web page and updated every half hour.
Mount Weather Line: (301) 447-5777
The following radio and TV stations can be monitored as an additional source of information concerning the status of the university:
Gettysburg WGET 1320 AM
Frederick WFMD 930 AM
WFRE 99.9 FM
WAFY 103.1 FM
Waynesboro WAYZ 1380 AM
Hagerstown WHAG Channel 25
Washington WUSA Channel 9
Baltimore WBAL Channel 11
6. In the event of a university closing, only essential personnel should report to work. In the event of a delay, essential personnel and all physical plant personnel should report to work as regularly scheduled. Hourly staff employees will be paid in accordance with the Employee Handbook for Staff Employees of Mount Saint Mary's University.
Scheduled Public Safety officers, Residence Life staff, Student Health Services staff, and designated Physical Plant employees are considered essential personnel. Although not considered essential services, the library, media center, PC Labs, and Knott PNC Sports Complex have each developed contingency plans so that limited services can be offered except in the most extreme of weather conditions. The post office, university store, and all other offices and services are considered non-essential and will not open when the university is declared closed.
Non-essential employees must not report to work during a delay or university closing without the expressed consent of their immediate supervisor. This permission should not be given by the immediate supervisor without first consulting the executive director of human resources or the divisional vice president.
7. Unless otherwise announced, all extra-curricular activities (lectures, recitals, athletic events, etc.) are canceled when the university is closed because of weather conditions.
8. Weather conditions in a particular area that is not severe enough for a university delay or closing still might make it hazardous for a faculty member or employee to make it to the Mount. In such cases, faculty members should inform Public Safety of their class cancellations. This information will be added to the Mount Weather Line and the university web page. The faculty member will be asked to provide the last four digits of his/her Social Security number. Employees, including those designated essential employees, should notify their immediate supervisors prior to their scheduled shifts if they cannot report to work.
9. The liberal leave policy will be recognized for any employee who cannot get to work because of hazardous weather conditions. Liberal leave means an employee must use his/her vacation, personal leave, or leave without pay, but need not have to obtain for prior approval.
10. Resident and commuter students can obtain information on University closings, delays, or class cancellations through:
A. School Closing or delay:
X5777 Weather Line
radio and TV announcements
university web page (Student and Staff Announcements)
B. Class cancellation:
X5777 Weather Line
university web page (Student and Staff Announcements)
11. No university fleet vehicle will be dispatched to any university employee or student when road conditions are unsafe for travel. If the snow emergency plan for Frederick County is in effect no vehicles will be dispatched from campus till it is lifted.
12. Vehicles parked in a "snow emergency" lot which are not assigned to that lot, and are interfering with snow removal, will be towed at the owner's expense. Terrace, Pangborn, Bradley (front and back), and Apartment lots are designated as snow emergency lots. It is the owners' responsibility to move vehicles to the assigned lot in advance of an approaching storm.
13. Snow removal plan - following is the schedule for snow removal. Keep in mind that several operations will be occurring at the same time.
A. Main Campus Roads, including PNC Sports Complex circle
B. Parking Lots
C. Essential walkways and steps - the main arteries from parking lots, Academic Center, and McGowan Center to residence halls and offices.
Lots 5 and 5A
Faculty & Commuter Lots
Lots 10 and 8
Lots 3 and 3A
PNC Sports Complex Employee Lots
Lot 14 and north ramp
Lots 11 and 11A
Resident and Theme Homes
Resident Student Parking
Lots 7 and 10
PNC Sports Complex Event Parking
Lots A-F and 14A
14. The university will reopen at normal times the following day unless otherwise notified.