Employment Policies and Procedures

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.

• Online Sexual Harassment & Discrimination and Sexual Misconduct Training Program(.pdf)
  • Students Employees (only):
    • Show Some Respect! Prevent Harassment
  • Staff/Faculty/Administrator Employees:
    • Mosaic: Prevent Discrimination and Harassment (for Supervisor)
    • Mosaic: Prevent Discrimination and Harassment (for Staff/Faculty)
    • Protecting Children from Sexual Misconduct (for Staff/Faculty/Administrators)
    • Mosaic: Prevent Sexual Violence Together (for Staff/Faculty/Administrators)
• Harassment: Workplace Bullying Policy (.pdf)

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 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. Learn More > 

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: 

• Professional Recruitment (.pdf)
• Staff Recruitment (.pdf)

• ADA
• IRS
• Social Security Administration
  • Social Security Retirement Estimator Benefit Calculator
• Maryland Tax Information
• Pennsylvania Tax Information
• Retirement Toolkit

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.

1. In a medical emergency, call the public safety office or go directly to the nearest emergency care facility.
2. As soon as possible after the emergency, be sure to notify your supervisor and human resources following the steps below.

Please follow these steps if your injury is not an emergency:

1. Report any injury to your supervisor and prepare an Occupational Injury Worksheet (.pdf).  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.
2. 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.
3. 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.
4. Acquire your claim number from human resources and present your physician with the claim number for future billing purposes.
5. 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.

1. The Mount will compensate you for the day of the injury.
2. A 3-day waiting period will apply to all Workers' Compensation injuries. Accrued sick leave or vacation leave may be utilized during this time.
3. If compensable, you will receive benefits from Hartford through the duration of your absence (subject to qualifications).