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XIII. General College Policies
Salary Administration and Payroll Practices; Benefits; MSCA Contract; Faculty Hiring Manual; IT Policies; Reporting Absences; Jury Duty; School Cancellations; Research Policies; Travel Policy; Use of College Telephones; Employment Verification and Public Information; Personal Data Changes; Policy on Non-Discrimination and Affirmative Action; Policy on Sexual Harassment; Policy on Racial Harassment; Policy on Age Discrimination; Policy on Non-Discrimination and Accommodations for Persons with Disabilities; Drug-Free Workplace Policy; Smoking Policy
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Salary Administration and Payroll Practices
Information on withholding, pay periods, and payroll deductions is on the HR website at http://www.bridgew.edu/HR/Handbook/Salary_Administration.cfm.
The central location of information on benefits is on the HR website at http://www.bridgew.edu/HR/Benefits.cfm.
See http://mscaunion.org/contract/toc.htm.
The Faculty Hiring Manual provides information for search committees for full-time faculty and librarian positions. Committee responsibilities, dates for conducting searches, recruitment policies, legal issues, affirmative action, and forms are provided at http://www.bridgew.edu/Depts/AcAffairs/Useful_Information.cfm. Click on Faculty/Librarian Hiring Manual under Faculty/Librarian Resources.
Policies governing responsible use of information technology are at http://it.bridgew.edu/Policy/.
Faculty who are teaching and who will be absent must call 508-531-1396 by 7:00 a.m. on the day of the absence, or as soon after 7:00 a.m. as possible. A recording device will take your name, department, access code (last four digits of your social security number), the expected length of your absence, and the reason for your absence. After 7:00 a.m., a list of those faculty unable to hold classes will be compiled and posted outside the Office of Academic Affairs and outside the Information Booth in the Campus Center. A message will also be recorded for students on a designated telephone line.
Any employee called to serve as a member of a jury is granted paid leave for the period of service, if the time of the duty conflicts with his or her work schedule at the college. Jury duty fees (other than for expenses), if received, must be turned over to the college to compensate for the paid leave. The employee must furnish a copy of the jury summons to Human Resources prior to taking jury duty leave. A copy of the official verification of jury service must also be furnished to Human Resources subsequent to service.
Employees are also granted court leave to serve as a witness for the college, or as a subpoenaed witness for the state or federal government.
The Vice President for Administration and Finance, in consultation with the other vice presidents, is charged with the responsibility of closing the college and/or canceling classes due to adverse weather conditions. Individual faculty are not authorized to initiate such class cancellations. Procedures in the event of inclement weather are posted at http://www.bridgew.edu/AdminFin/inclement.cfm.
If classes are cancelled because of adverse weather conditions or other emergency circumstances, only essential personnel are required to report for work. All essential personnel receive written notice of such status, which may be indicated on job posting and/or in annual written notices. All other personnel including faculty and librarians are excused.
Faculty and students may call the Bridgewater State College Weather Line to confirm school cancellations at 508-531-1777. Some departments may also have procedures for notifying students and faculty of cancellations. Contact your department secretary for details.
Under extreme emergency conditions (such as a total ban on road travel or natural disaster), the college may be completely closed. In the event of such a closing, the radio announcement will specify which personnel, if any, are expected to report for work.
Announcements pertaining to school cancellations are usually carried on the following stations:
| WBZ-TV Channel 4 | WBZ-AM 1030 |
| WCVB-TV Channel 5 | WBET-AM 1460 |
| WLNE-TV Channel 6 | WPEP-AM 1570 |
| WHDH-TV Channel 7 | WBIM-FM 91.5 |
| WLVI - Channel 56 | WCAV-FM 97.7 |
| WRKO-AM 680 | WBUR-FM, 90.9 |
The Office of Grants and Sponsored Projects posts policies relating to the conduct of research by faculty and students, including human subjects research, integrity of scientific research, animal welfare, use of hazardous materials, and indirect costs for externally funded research. These policies are posted at http://www.bridgew.edu/SponProj/.
All employees who travel on college business should complete a “Request for Absence for Professional Travel” form even if no expense reimbursement is involved. This substantiates the business nature of travel in the event of a worker’s compensation claim and documents authorization to be absent for business purposes.
Reimbursement for expenses can only be made if the travel authorization form has been completed and fully approved and if proper receipts have been submitted. Further details on travel reimbursement are specified in Article IV of the MSCA Contract. Contact the Academic Affairs office, ext. 1295, with questions.
College telephones should be used for business purposes. While occasional and necessary brief local personal calls are permitted, employees are expected to limit such use.
Long distance personal calls at college expense are prohibited. Employees who need to make a long distance personal call should use a personal telephone card, a pay phone, or a personal cellular phone.
Employment Verification and Public Information
See http://www.bridgew.edu/HR/Handbook/Employment.cfm. The Human Resources Department will verify past and/or current employment at the college upon receiving a request from a prospective employer or a financial institution. The policy of the department is to verify dates of employment, title, and basic responsibilities only. Qualitative references are not given. The Human Resources Department will not release salary data over the telephone other than to confirm the level of employment on the salary scale. Salaries are released in writing to financial institutions when a written request, accompanied by the release signature of the employee, is received. Salary verification forms will be forwarded directly to financial institutions; they will not be returned via the employee.
All employees are advised that, under Massachusetts law, the names, position titles, home addresses, telephone numbers (if listed), and salary data of college employees are public information. The college releases this information only upon receipt of a written request for information listings.
See http://www.bridgew.edu/HR/Handbook/Employment.cfm. Employees are responsible for insuring that all personal data changes are furnished to the Human Resources Department. Changes in address, marital status, emergency notification information, etc. should be reported promptly.
Policy on Non-Discrimination and Affirmative Action
See HR Employee Handbook. As part of the Massachusetts Public Higher Education System, Bridgewater State College is committed to a policy of non-discrimination and affirmative action in its educational programs, activities, and employment practices. Inquiries concerning the college’s compliance with affirmative action programs may be addressed to the Affirmative Action Office in Boyden Hall, Room 226.
See HR Employee Handbook. Bridgewater State College prohibits any member of the college community, male or female, from sexually harassing another employee, student or other person having dealings with this institution. The college is committed to providing a working, living and learning environment that is free from all forms of sexually abusive, harassing or coercive conduct. This policy seeks to protect the rights of all members of the college community and other persons having dealings with the institution, and to assure that all are treated with respect and dignity.
Sexual harassment is any unwanted attention or behavior of a sexual nature from someone in the workplace or classroom that causes discomfort or interferes with work or academic performance. Unwelcome sexual advances, sexual remarks, touching and requests for sexual favors are examples of behaviors that may be considered sexual harassment.
Sexual harassment is a form of behavior that fundamentally undermines the integrity of academic and employment relationships. It is of particular concern within educational institutions where all members of the college community are connected by strong bonds of intellectual interdependence and trust.
Students, faculty, administration, and staff, are entitled by law to a workplace and learning environment that is free from unwelcome sexual behaviors. Confronting an offender is often difficult. While deciding how to best deal with the situation, individuals are encouraged to seek information and guidance at any time from the college Counseling Center, the Human Resources Department, and/or the Affirmative Action Office.
See HR Employee Handbook. Bridgewater State College is dedicated not only to learning, but also to the development of ethically sensitive and responsible persons. Because this college prepares individuals for participation in an increasingly diverse world, the climate of college life must be one in which academic freedom prevails along with respect for and tolerance of cultural, ethnic, racial and religious differences.
The college seeks to achieve these goals through sound educational programs and conduct policies that encourage independence and maturity. Racial harassment, clearly in conflict with the general mission of this college, is strictly prohibited. In addition, racial harassment in many instances violates Massachusetts criminal statutes, and, when civil rights are denied, may violate other state and federal laws as well.
Racial harassment includes—but is not limited to—verbal, physical, or written abuse directed towards an individual or group on the basis of race or racial affiliation. While some examples of racial harassment, such as physical and verbal assaults, are easily identified, more frequent and generalized instances, such as blatant and subtle graffiti and insensitive use of language – including epithets and “humor,” – often go unacknowledged. Both types, however, can be equally damaging.
Beyond state law and college regulations, Bridgewater State College sees as part of its educational mission the responsibility for creating an open environment which develops and nurtures respect for cultural and linguistic differences, and seeks to educate its members of the need for all types of diversity within its community.
Persons who feel that they have been victims of racial harassment are encouraged to use the college’s administrative and/or legal processes. Whether an individual decides to pursue a complaint through the college procedures or through the civil courts, or both, it is important that all cases of racial harassment be thoroughly documented.
If you feel that you have been a victim of racial, religious or any other type of harassment, it is recommended that you contact the Office of Affirmative Action for guidelines and policy information for processing a complaint.
See HR Employee Handbook. In recognition of the current problems which exist in society today with respect to discrimination against persons over 40, and in accordance with federal and state law, Bridgewater State College has adopted a policy prohibiting discrimination based on age in the working, living and learning environment of our college campus.
This policy specifically prohibits the use of age as a factor where prohibited by law, in decisions affecting the employment or educational status of a member of the college community or of an applicant for admission or employment.
Any individual who feels he/she has been a victim of age discrimination or harassment should contact the Office of Affirmative Action for guidelines and policy information for processing a complaint.
Policy on Non-Discrimination and Accommodations for Persons with Disabilities
See HR Employee Handbook. Bridgewater State College recognizes the multitude of barriers that confront persons with disabilities in access to both employment and education. Consistent with state and federal statutes which affirm and protect the equal opportunity rights of otherwise qualified persons with disabilities, the college adopted a policy of non-discrimination and equal opportunity for otherwise qualified persons with disabilities. In all matters of employment and education such persons will receive full and fair treatment.
In accordance with law, the college will afford reasonable accommodations to any otherwise qualified employee with a disability to enable the employee to perform the essential functions of the job. Reasonable accommodations will also be afforded to applicants for employment who have a disability to enable them to adequately pursue a candidacy.
See HR Employee Handbook. Bridgewater State College seeks to maintain an environment that is safe and secure and that promotes productivity for all students and employees. Since the inappropriate or illegal use of alcohol and other drugs on college property or at college activities may impair the health and safety of students and employees, inhibit the personal and academic growth of students, lower productivity and the quality of work performed by employees, and undermine the public’s confidence in the college, a strong policy prohibiting such use has been established.
All members of the college community are urged to carefully and seriously reflect on their personal responsibility to remain drug free and to demonstrate care and concern for others who may be experiencing a substance abuse problem through timely intervention and referral.
An employee of the college (including student employees) shall not unlawfully manufacture, distribute, dispense, possess or use controlled substances or alcohol on college property or in conjunction with any college activity, whether work-related or non-work related. Alcohol may not be served at any college sponsored employee activity without the express permission of the appropriate Vice President or the President.
Employees who have questions about this policy should contact the Assistant Vice President for Human Resources at 1324.
See HR Employee Handbook. In 1987 the Commonwealth of Massachusetts adopted a policy that called for the elimination of smoking in public buildings that fall under the jurisdiction of the state. The measure was designed to reduce the health risks that are associated with secondhand smoke. As of January 1, 1993, smoking at the college is restricted to designated rooms in residence halls and in student apartments only (for students only).
Last Modified: July 5, 2012
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