Mount St. 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 bona fide 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. See the Title IX webpage for more information.
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.
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 five 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.
The Annual Security Report is compiled by out Public Safety Office. Read the Annual Security Report.
The University Governing Documents lives on the Mount's SharePoint team site. You will need your Mount email and password to login.
Learn about our professional search and recruitment policies and procedures:
Employees are strongly encouraged to get a COVID-19 vaccine and a booster so that, as a community, we can minimize the risk of transmission to those who cannot be vaccinated. When vaccinated or boosted, employees should upload a copy of their immunization card in Workday or provide the card to Human Resources. The Mount will confidentially maintain records documenting vaccination status.
If you are “at risk,” as defined by OSHA’s Workplace Guidance, it is recommended that you take extra precautions to prevent becoming infected with COVID-19 even if you are fully vaccinated. At risk individuals include those who have had a prior organ transplant, as well as prolonged use of corticosteroids or other immune-weakening medications that may affect an individual’s ability to have a full immune response to vaccination.
If you are experiencing COVID-19 symptoms that are not associated with a previous health condition (such as allergies), please immediately leave work and contact your health care provider and Human Resources. Employees should follow any established procedures within their department for notifying their supervisor of their absence. Please do not report to work if you are sick and experiencing any COVID-19 symptoms. You may be required by Human Resources to quarantine for 5 or more days.
In the event of a COVID-19 absence, employees should use their accumulated sick or personal leave. If sick or personal leave is exhausted, employees can use their accumulated vacation leave. Employees should follow any established leave procedures for reporting absence to their supervisor. Employees must follow the protocol for positive cases and close contacts noted below.
Employees who test positive for COVID-19 or have COVID-19 symptoms unrelated to a previous health condition, regardless of vaccination status, must follow CDC isolation guidelines:
Employees who are not fully vaccinated must monitor their temperature and COVID-19 symptoms daily. If you are experiencing COVID-19 symptoms that are not associated with a previous health condition (such as allergies), wear a mask for 10 days and get tested 5 full days after the onset of symptoms.
This section 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. 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.
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.
Please follow these steps if your injury is not an emergency:
Any questions regarding this program should be directed to the Department of Human Resources at humanresources@msmary.edu.