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In keeping with its mission of delivering high-quality
education to students, the college requires high standards of performance from its
employees. However, situations sometimes arise when an employee’s job performance
or conduct does not meet these required standards. While the college wishes to assist
employees encountering difficulties, it reserves the right to terminate employment
at its discretion. Employment at Smith College is on an at-will basis and therefore
either party may end the employment relationship at any time.
Regardless of any specific policies or infractions listed
here, the college has and reserves the right to discipline, suspend, or discharge
employees or to take any other appropriate action which it believes necessary to
protect the rights and safety of members of the college community.
Supervisory Referral
Supervisors may refer employees to the Employee Assistance
Program (EAP) when there are indications of job performance difficulty that might
be appropriate for EAP counseling. Your supervisor would make an informal referral
if, for example, you confided that you were having difficulty in your personal life.
Your supervisor would make a formal referral to the EAP if you had
work performance issues. In this case, your supervisor would discuss the concerns
and outline the corrective steps that you must take. You would be asked to sign a
voluntary "release of information" form which allows the EAP to confirm
your attendance at counseling sessions (though not the content of those counseling
sessions). An employee who has been referred to the EAP is expected to follow the
recommendations of the EAP counselor and to continue to meet the performance expectations
of their position.
Corrective Discipline
Where appropriate, the college uses corrective discipline
in instances of failure to meet performance standards. Through informal counseling,
supervisors or department heads will inform employees of instances of performance
deficiencies or inappropriate conduct, indicate the improvements required, and provide
an opportunity to correct the problem(s). If an employee's performance or conduct
does not improve to the required standard, a supervisor or department head may take
further disciplinary action after consulting with the Office of Human Resources.
Disciplinary actions may include written warning, suspension, or discharge based
on the seriousness of the performance deficiency and the employee's prior work record.
Immediate Suspension in Cases of Serious Misconduct
In cases of serious misconduct, a department head may
immediately suspend an employee pending completion of an investigation and final
determination of employment status.
Discharge
Prior to discharging an employee, a department head
must consult with the Executive Director of Human Resources. The employee will be
notified in writing by the department head as to the reasons for discharge and the
effective termination date.
Misconduct
The following are examples of misconduct that warrant
immediate disciplinary action. These examples do not preclude the college's right
to discipline, suspend or discharge employees for other causes. The college may also
discipline, suspend, or discharge employees for criminal or felonious acts which
occur off college property. In cases of serious misconduct, the department head may
immediately suspend an employee pending investigation of the incident.
Actions which the college considers serious breaches
of acceptable conduct include, but are not limited to:
- assaulting, threatening, intimidating,
harassing, or coercing co-workers, students, or others
- sexual or racial harassment or discrimination;
- transporting or possessing weapons, firearms,
fireworks, or explosives on college property;
- fighting or provoking or instigating a fight
or engaging in dangerous "horseplay" which could result in injury to
others or damage to property;
- insubordination or willful refusal to perform
assigned duties or any type of verbal or physical abuse of a supervisor;
- possessing or using alcohol or illegal drugs
during scheduled work hours;
- reporting to work or working under the influence
of alcohol or non-prescribed drugs and/or the unlawful manufacture, distribution,
dispensing, possession, or use of controlled substances;
- speeding or reckless driving on college
property or violating college safety rules or procedures ;
- stealing, destroying, or defacing college,
co-workers', or students' property or the improper or unauthorized use of college
property;
- sleeping on the job;
- indecency in language or behavior;
- supplying false or misleading information
on the employment application, personal information questionnaire, or benefits
forms, or altering or falsifying any college record (e.g., attendance records,
financial records, student grades, inventories, etc.);
- accepting gifts, gratuities, trips, or favors
from firms, organizations (their employees or agents), or other individuals who
provide goods and services to the college, or otherwise taking advantage of your
position for personal gain; (please also see the Code
of Conduct - Gifts and Gratuities for additional information)
- taking advantage of the office or department
where you work to request or receive favored treatment or special privileges and
services which are not available to other staff members at the college;
- failing to maintain the confidentiality
of college information;
- gambling, lotteries, or other games of chance
on college property;
- duplicating or loaning college keys.
Misuse of Authorized Leaves
- absenteeism or tardiness that, in the
judgment of the college, is unexcused or excessive;
- using an authorized leave granted for a
specific purpose for any purpose other than that for which it was granted;
- failing to report for work at the end of
an authorized leave.
The college has and reserves the right to discipline,
suspend or discharge employees or to take any other appropriate action which it believes
necessary to protect the rights and safety of members of the college community.
College Policy on Alcoholic Beverages
It is contrary to college policy to serve alcoholic
beverages to individuals who are under 21 years of age. In August, 2000, the Commonwealth
of Massachusetts adopted a statute which makes it a criminal offense, punishable
by up to a year in jail and a $2,000 fine, for any person to furnish any alcoholic
beverage to a person under 21 years, parents or grandparents of the person excepted.
This law covers public and private functions, for example, dinner parties or department
events.
If a college employee violates this law, and any
loss or damage were to result from the behavior of individuals served at the function,
the faculty or staff member would not be defended or indemnified under the college’s
general liability policies, because the act was criminal in nature. The potential
financial and other liability for the individual is thus enormous.
Alcohol and Drug Problems
Employees are expected to meet the performance standards
for their positions. Problems with drugs or alcohol can and do affect work performance.
Employees who are experiencing such problems at work are responsible for seeking
help so that their performance does not negatively affect departmental or college
operations. Employees whose work performance is affected may be subject to corrective
action. Smith College cannot and will not tolerate drug or alcohol use in the workplace.
In order to promote an environment free of substance
abuse, the college supports an active program of community awareness and education.
This program extends to the misuse or abuse of controlled substances, including prescription
drugs, alcohol, and other harmful substances. The college also offers assistance
with confidential counseling. Faculty and staff are encouraged to refer individuals
who appear to be troubled by drug or alcohol use to the Employee Assistance Program.
The Employee Assistance Program (EAP) offers confidential
counseling for employees confronting substance abuse. Employees or supervisors can
contact the EAP at (800) 828-6025. The Office of Human Resources (585-2270) may be
contacted for information on the EAP program.
The Office of Human Resources is available to
assist employees in finding appropriate professional care. Sick leave is available
for physician-authorized absences for treatment. For additional information, please
refer to the policies on Sick Leave for Exempt/Administrative
Staff, Sick Leave for Non-Exempt/Administrative
Support Staff, Family Leave, and Leave
Without Pay.
Copyright Policies
All members of the Smith College community are required
to comply with copyright laws. Federal copyright laws provide valuable protection
to the authors of original works, and Smith College expects all members of the Smith
community to respect those rights. Copyright laws also permit users of copyrighted
works to make fair use of copyrighted materials under some limited circumstances.
Smith College is committed to full support of the fair use of copyrighted works by
the Smith College community under the provisions of applicable laws. The Smith College
community are expected to have knowledge of, and make reasonable application of,
the four factors of fair use. Failure to comply with copyright laws and to act in
good faith in the fair use of copyrighted material will result in a Smith College
community member assuming liability for his or her actions and may result in disciplinary
action.
Related links
Smith
College Copyright Policies.
Copyright
and the Classroom
Policy
On Acceptable Use Of Computer Resources |
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Table
of Contents
Mission
Statement
Chapter
I
General Policies
Chapter
II
Employment at Smith
Chapter
III Salary/Compensation
Chapter
IV Benefit Administration
Chapter
V
Benefited Leaves
Chapter
VI
General Information |
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