Human Resources and Campus Policies
Campus Smoking Policy
The buildings on the Muskingum University campus are smoke-free. Smoking is permitted on University grounds but smokers must be at least twenty-five feet away from building entrances, exits, air intakes, and operable windows as to not allow smoke to enter the building.
Policy On Acquired Immune Deficiency Syndrome (AIDS)
The University prohibits discrimination or harassment against any individual because he/she has AIDS, because a person tests HIV positive, or because a person associates with an individual testing positive or with AIDS.
An employee testing positive for AIDS will be treated as any other employee with a chronic illness according to the Rehabilitation Act, the Americans with Disabilities Act and established University policy.
The prevailing philosophy which will guide the University’s response to AIDS is that each situation or concern must be addressed individually, an a case-by-case basis, as determined by medical facts currently available. The University will respond to conflicts or harassment involving persons in the captioned groups first by informal means, through counseling and education of the individuals involved. If harassment continues, however, such conduct will be dealt with through established procedures as a student or employee.
Americans With Disabilities Policy
It is the University’s policy not to practice or permit employment discrimination of any form against “a qualified individual with a disability” which is defined as one having a physical or mental impairment that substantially limits one or more major life activities or an individual who no longer has such an impairment but who has a record of such an impairment; or an individual who has no impairment but is regarded as having such an impairment. The University is also committed to not discriminating against any qualified employee or applicant because he or she is related to or associates with a person with a disability. In determining whether an individual is substantially limited in a major life activity, the University will consider the nature and severity of the impairment; its duration or expected duration; and its permanent or long-term impact, or expected impact and any mitigating circumstances.
A “qualified individual with a disability” is one who possesses any requisite credentials for the position held or sought and who is able to do its essential functions with or without reasonable accommodation. Essential functions are defined as primary job duties that are intrinsic to the employment position.
The University will make reasonable accommodations unless such accommodations would pose an "undue hardship" (defined as unduly expensive or disruptive to the University or an accommodation that could fundamentally alter the nature of the operation of University business). Under the Courts interpretation, if a person’s condition is correctable that person is not “disabled” under the law because there is no impairment.
Muskingum University will hold all employees, disabled and non-disabled to the same performance and conduct standards whether or not the unacceptable conduct is caused by the disability.
In order to procure accommodations, qualified individuals with a disability need to identify themselves, request reasonable accommodations through and describe the accommodations requested to the Muskingum University Compliance Officer (Human Resources Manager 826-8114). The University is not obligated to supply the best available accommodation, particularly if a less costly effective accommodation for the purpose is available. Job accommodations, appropriate aids and services may be obtained from public or private rehabilitation agencies.
Policy For Animal Care And Human Subject Research
All human subject research conducted at or sponsored by Muskingum University or off-campus research in fulfillment of course or program requirements is subject to review by the Animal Care and Human Research Committee. Approval is required for any research designed to test a hypothesis or that ends with a hypothesis (quantitative/qualitative research) and that involves: 1) collection of data through interaction or intervention with an individual or individuals, or 2) identifiable private information. Refer to complete policy in the office of Vice President for Academic Affairs.
Antitrust Compliance Policy
It is the University's policy to comply fully with all applicable antitrust laws. In carrying out this policy, the University, its officers, all managerial and certain other employees shall observe and comply with antitrust guidelines and all additional directives of the President or general counsel of the University, when and as such additional directives are given.
Certain employees are referred to as "designated employees,” will receive an individual copy of the University's Antitrust Compliance Manual and will be required to give the University periodic written certifications of compliance. All employees of the University, however, must comply with anti-trust laws.
Background Check Policy
Purpose: The purpose of this policy is to describe the terms and conditions under which background checks are conducted. Muskingum University believes that hiring qualified individuals to positions contributes to the University’s overall strategic success. Background checks serve as an important part of the selection process.
Policy: Muskingum University conducts background checks on all full-time job candidates and also part-time faculty. The type of information that can be collected by this third party agency includes, but is not limited to, a criminal background check, education, employment history, credit, and professional and personal references. This process is conducted to verify the accuracy of the information provided by the candidate and determine his/her suitability for employment.
Muskingum University will ensure that all background checks are held in compliance with applicable federal and state statutes, such as the Fair Credit Reporting Act. All criminal background screens are conducted post-offer (contingency offer). However, as part of Title VII of the Civil Rights Act, this information cannot be used as a basis for denying employment, unless it is determined to be job-related.
Muskingum University reserves the right to make the sole determination concerning information or any employment decision arising out of the background check. When verbally making the offer of employment to the successful candidate, the hiring manager must inform the candidate that the offer is contingent upon the successful results of the background check. The Human Resource Office then conducts any and all applicable background checks on the final candidate.
NEW HIRES: Background checks are required for all full-time employees. The background check must be completed and results verified before any employee begins work. At no time should an employee begin work until the Human Resource Office has verified results of the background check.
REHIRES: A background check is required for all rehires that have been separated for longer than 90 days.
EMPLOYMENT CONTINGENCY: Background checks are to be processed after a contingent offer of employment has been extended to the applicant. Note: The offer of employment is contingent upon the successful results of the background check.
AUTHORIZATION BY APPLICANT: The candidate must authorize the background check. This is done by having the applicant complete the Employment Background Authorization form. This form is available in the Human Resource Office.
VERIFICATION OF BACKGROUND CHECKS: Results of all background checks will be sent directly to the Human Resource Office. If the background check is favorable, the Human Resource Office will notify the hiring manager that the candidate is approved to begin employment.
ADVERSE ACTION NOTIFICATIONS: If a background check is returned with unfavorable results, the Human Resource Office will notify the hiring manager. The Human Resource Office will contact the candidate to inform him/her that Muskingum University is rescinding its contingent offer of employment and that he/she will receive written notification that the University third party administrator will send a summary of the candidate’s rights under the Fair Credit Reporting Act. The third party administrator will give the candidate the opportunity to review a copy of the report which informs him/her of his/her rights to dispute inaccurate information.
University Cell Phone Policy
To provide guidelines for the use of University provided cell phone.
To provide guidelines for the administration of cell phone allowance.
The University provides cell phones to certain management staff, coaches, and admissions personnel, whose duties require them to conduct business on behalf of the University.
University provided cell phones must be approved by the department Vice President and purchased through CNS.
University provided phones, chargers, etc. remain University property and must be returned upon termination of employment. Likewise, the telephone number assigned to the employee will remain with the University upon termination of employment. Any PIN numbers and/or passwords on the phone should be either disabled before, or provided when, turning in the phone.
- All University business conducted via phone must be conducted on a University device, whether it be a University provided cell phone or desk phone.
- The University provides a cell phone allowance to certain employees whose duties require them to be available after hours.
- The employee will use their personal cell phone without reimbursement for the cost of the cell phone, cell phone equipment, or activation fees.
- The employee will make all purchases through the cell phone carrier of their choice and will not purchase through CNS.
- The cell phone allowance will be paid through the reimbursement process established by the Business Office and not through payroll. This allowance will not be considered taxable and will not be subject to fringe benefit calculations.
- The cell phone service owned by the employee must be used for business and may be used for personal matters.
- To receive the cell phone allowance, the employee must maintain an active cell phone number and availability of cell phone service. The cell phone number must be provided to the supervisor
- The cell phone allowance will be up to $60.00 per month for employees who use their cell phones occasionally for work purposes and up to $90.00 per month for employees who are required to use their personal cell phone on a regular basis for work purposes.
Staff Performance Review Program
(Necessary forms for the Staff Performance Review process can be found under Downloadable Forms on the Human Resources website.)
All supervisors annually complete a staff performance review for the non-faculty employees reporting to them and such is an integral part of the University compensation process. In preparation for this evaluation, supervisors are encouraged to review Supervisors Guide Staff Reviews 2020 located on Downloadable Forms.
The review process includes a written Staff Performance Review Form and a one-on-one performance review session with each employee.
To complete the performance form click on Staff Performance Review Form located on the Downloadable Forms site. After the document opens, click on File. Go to Save As and name and save a copy on your computer for use again the next appraisal period. Complete the Staff Performance Review document on the website and print it.
Schedule a meeting with each staff member to discuss their performance and the Performance Review Form and to discuss goals for the coming review period. If available, share any change to wage or salary for the coming year during this discussion. The supervisor and staff member both sign the document understanding that the staff member's signature does not indicate agreement nor forfeit the right to review.
Return the completed and signed Performance Review Form to the Office of Human Resources by July 17. Supervisors should give a copy of the completed and signed review form to each staff member; maintain a copy for reference for the coming review period and as a resource in preparation for the next year's process.
Purpose of This Performance Review Process:
- Provides supervisors an opportunity to share with staff members an assessment of performance
- Provides a clear understanding of development needs and opportunities available for change
- Creates a planning process between supervisor and employee
- Provides specificic expectations, goals and objectives for the coming assessment period
- Provides documentation on which to base any change or adjustment to salary or wage