Marymount Manhattan College
221 East 71st Street
New York, NY 10021
The Marymount Manhattan College Staff Handbook (Handbook) is intended solely as a guide. Nothing in the Handbook is intended or should be construed to create contractually enforceable obligations on the part of the College or rights on behalf of the employee.
The Handbook is a compilation and condensation of governing language with respect to employee benefits, policies and procedures. In the event that any statement of an employee benefit, policy and/or procedure, found in this Handbook is inconsistent or contrary to the language or intent of the governing employee benefit, policy and/or procedure, the governing document takes precedence. This includes, but is not limited to, grammatical and/or formatting errors that may unintentionally alter the meaning of the stated employee benefits, policies and procedures in the Handbook.
If any information contained in this Manual is in conflict with individual employment contracts, any applicable collective bargaining agreements or information contained in official Company bulletins, the information in those documents will govern.
The College reserves the right to add, amend, or revoke any of the employee benefits, policies and procedures or incorporate additional ones, with or without notice, as circumstance or the good of the college community may require.
Employees should consult with Human Resources for further details and/or clarification on current employee benefits, policies and procedures.
History and Mission
- College Seal
- College Motto
- College Mascot
Rights and Responsibilities
- Equal Employment Opportunity and Affirmative Action
- Inclusivity Statement
- Sexual Harassment and Unlawful Discrimination Policy
- Policy Prohibiting Relationships Between College Employees and Students
- Americans with Disabilities Act
- Conflict of Interest
- Drug Free Workplace
- Domestic Violence Policy
- Violence in the Workplace
- Standards of Conduct
- Hate/Bias Crimes
- Policy for Reporting Dishonest or Fraudlent Behavior (Whistleblower Policy)
- Gifts and Gratuities
- Immigration Reform and Control Act
- Your Personnel File
- Disciplinary Action
- School Closings
- Open Door Policy
About Your Employment
- Employment at Will
- Job Opportunities and Posting
- Employment of Relatives
- Requests for References
- Media and Other Inquiries
- Personal Property
- Dress Code
- Information Systems Use Policy
- Employee Responsibilities
- Personal Workspaces
- Telephone Use
- Absence and Punctuality
- Upon Hire-Orientation
- Career Opportunities and Development
- Termination Procedure
- Exit Interview
- Maintenance of Personnel Records
- Performance Appraisals
- Service Recognition
Compensation and Work Hours
- Employment Status
- Introductory Employment Period
- The Workweek
- Lunch Periods
- Teaching Appointments and Additional Work Assignments
- Paid Holidays
- Holiday Premium Pay
- Pay Days
- Paychecks/Direct Deposit
- Prenote Period
- Payroll Deductions
- Timekeeping/Attendance Reporting
- Statutory Benefits
- Salary Attachments
- Job Evaluation and Compensation Level
Time Off and Leave
- Sick Time
- Personal Days
- Vacation Time
- Jury Duty and Court Appearances
- Religious Holidays
- Election Day
- Family and Medical Leave Act
- Unpaid Personal Leave of Absence (other than FMLA)
- Military Leave
- Medical Plan
- Dental Plan
- Life Insurance
- Short Term Disability Coverage
- Long Term Disability Coverage
- Flexible Spending
- Transportation Reimbursement
- Tuition Remission
- Tuition Reimbursement
- ETRAC(Mass Transit Account)
- Commuter Parking
- Continuing Insurance Coverage
College Facilities and Services
Facilities and Resource Centers
- Main Building
- Joseph C. Nugent Building
- The Hewitt Gallery of Art
- Theresa Lang Theatre
- Thomas J. Shanahan Library
The Nugent Lounge
Appendix C - Employee Rights under FMLA
Info about Family Medical Leave Act rights and responsibilities
HISTORY AND MISSION
Faithful to the vision of its founders, MMC has a long history of reaching out to diverse populations in need of higher education. Originally, MMC served women, many of whom were commuting students of traditional college age. Over the years, MMC’s mission as an urban, independent, coeducational nonsectarian liberal arts college has expanded to include a greater variety of students, including men, nontraditional students, and students from a variety of ethnic and geographic backgrounds.
The center portion of the seal is the coat of arms, which is divided by a diagonal band of thirteen stripes of alternating red and white, indicating that the College was founded by the order of the Religious of the Sacred Heart of Mary in the United States. Above this band, a flaming heart is surrounded by roses and pierced with a sword - the emblem of the order of the Religious of the Sacred Heart of Mary. The three fleur-de-lis below the band commemorate the French origin of the order of the Religious, founded in Beziers, France in 1848.
Two beavers, derived from the seal of New York City, face the Latin Cross of Botonny, which is the emblem of the Catholic faith. The star Rayonnant, surmounting the cross, symbolizes the Blessed Virgin heraldic symbol of agility and eternal vigilance. The Lion Rampant on the right side of the seal signifies strength. The College Motto, “Tua Luce Dirige”, is displayed in the banner across the lower portion of the seal. Collegium Mariamontis Manhattanensis, the College’s Latin name, surrounds the seal.
Prior to 2003, when MMC redesigned its branding and logo, the seal was included on almost every published document. Today, because of new logo guidelines requiring the College to include its official logo on all published works, the seal is utilized less often. It is still used on official College documents and in publications reflecting the history of MMC.
RIGHTS AND RESPONSIBILITIES
Revised on: September 25, 2012
Marymount Manhattan College (the College) strives to create a workplace and an academic environment that excludes all types of harassment and discrimination. As a matter of policy, the College specifically prohibits unlawful employment discrimination and sexual harassment by officers, senior administrators, managers, supervisors, faculty, staff employees, students, advisors, vendors and contractors. In addition, and as a matter of policy, the College considers retaliatory behavior unlawful. Therefore, the College will not tolerate retaliatory acts against individuals who have complained about sexual harassment, unlawful discrimination, or against individuals who cooperate with the investigation of a complaint of sexual harassment or unlawful discrimination. Violators of this policy will be subject to disciplinary action that may include termination of employment, expulsion, and/or termination of an existing contractual relationship with the College.
Differential treatment based upon race, color, gender, age, sexual orientation, gender identity and expression, religion, ethnic or national origin, disability, veteran status, genetic information or any other protected status that affects the terms or conditions of employment or education constitute unlawful discrimination. As a matter of policy, the College strictly prohibits, and will not tolerate, unlawful discrimination.
Sexual harassment is a form of discrimination, and is illegal under both Federal and New York State laws. The College will not tolerate sexual harassment, or any form of harassing behavior. Unwelcome sexual advances, requests for sexual favors, and physical or verbal conduct of a similar nature constitute sexual harassment when:
- Submission to such advances, requests or conduct is either explicitly or implicitly a term or condition of employment, academic advancement or participation in College programs or activities, or used as a basis for employment or academic decisions; or
- Rejection of such advances, requests or conduct affects a term or condition of employment, academic advancement or participation in College programs or activities, or is used as a basis for employment or academic decisions; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s job, academic performance, education, or participation in College programs or activities, or of creating an intimidating, hostile, workplace or academic environment.
Retaliating directly or indirectly against a person who has filed, supported, or participated in an investigation of a complaint of any type of discrimination, harassment, or sexual misconduct as defined above is prohibited. Retaliation includes but is not limited to ostracizing the person, pressuring the person to drop or not support the complaint or to provide false or misleading information, or engaging in conduct that may reasonably be perceived to affect adversely that person’s educational, living, or work environment. Depending on the circumstance, retaliation may be unlawful, whether or not the complaint is ultimately found to have merit. Any act of retaliation will be subject to appropriate disciplinary action, such as but not limited to reprimand, change in work assignment, loss of privileges, mandatory training or suspension and/or immediate termination of employment.
- Unlawful Discrimination
Conduct That May Constitute Sexual Harassment
Sexual harassment is unwelcome, gender-based verbal and physical conduct that is sufficiently severe, persistent or pervasive and has the effect of unreasonably interfering with, limiting or denying someone the ability to become or continue to be a productive member of the College community. This type of behavior can occur in a variety of situations that share a common element: the inappropriate introduction of sexual advances or comments into the workplace or academic environment. Harassing conduct does not have to be motivated by sexual desire in order to constitute unlawful sexual harassment.
Sexual harassment often involves relationships of unequal power. Such situations may contain elements of coercion, as when compliance with requests for sexual favors becomes a condition for granting privileges or favorable treatment on the job or in the classroom. However, sexual harassment may also involve relationships among persons of equal authority or power, such as when repeated unwelcome advances or demeaning verbal comments by a co-worker towards another co-worker unreasonably interferes with the ability to perform one’s job. Sexual harassment can also involve behavior directed to or by students, as well as employees and non-employees of the College. In short, all members of the community may become harassers or victims of harassment. Depending upon specific circumstances, and how they affect the workplace or academic environment, examples of sexual harassment include, but are not limited to, such interpersonal conduct as:
- Verbal abuse, insults, jokes, comments or innuendo of a sexual nature that can include lewd, obscene or sexually suggestive displays or remarks;
- Uninvited and unwanted physical contact, such as touching, hugging, kissing, patting, or pinching. Note that in arts education, and especially in theatre and dance instruction, students and faculty engage in touching and other physical contact that is necessary and appropriate to the teaching and learning process, and that the same contact might not be appropriate in another class environment;
- Requests or demands for sexual favors accompanied by implicit or explicit promised rewards or threats concerning an individual’s employment status or educational status;
- Repeated, unwelcome social invitations, sexual flirtations, advances, propositions or unwarranted requests for sexual favors;
- Threatened, attempted, or completed physical sexual assault or indecent exposure;
- Romantic involvement between supervisors and subordinates that affects the workplace and/or other individuals in terms of assignments, advancements and benefits; or retaliation against an employee for complaining about the type of behavior described above. Refer to Policy Prohibiting Relationships between College Employees and Students.
- Romantic involvement between teachers and the students that they supervise that affects the academic environment and/or other students in terms of assignments, grades and academic benefits; or retaliation against a student or an employee for complaining about the type of behavior described above. Refer to Policy Prohibiting Relationships between College Employees and Students.
Conduct Which May Constitute Unlawful Discrimination or Harassment Based Upon Other Classifications Protected by Law
Harassment is verbal or physical conduct that degrades or shows hostility or aversion towards an individual because of his or her race, color, gender, age, sexual orientation, gender identity and expression, religion, ethnic or national origin, disability, veteran status, genetic information or any other protected status. For example, ethnic harassment includes harassment based on immutable characteristics associated with race (e.g., skin color or accent). Religious harassment may include demands to alter or renounce a religious belief in exchange for job benefits. As a matter of policy, the College prohibits behavior which:
- Has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
- Has the purpose or effect of unreasonably interfering with an individual’s work performance; or
- Otherwise unfairly and adversely affects an individual’s employment opportunities.
Legally actionable harassment based upon race, color, gender, age, sexual orientation, gender identity and expression, religion, ethnic or national origin, disability, veteran status, genetic information or any other protected status is often difficult to define. As a matter of policy, however, the College will not tolerate the following behavior, regardless of whether such behavior rises to the level of legally actionable harassment:
- Decisions about a person’s employment, compensation or education that are based upon race, color, gender, age, sexual orientation, gender identity and expression, religion, ethnic or national origin, disability, veteran status, or any other protected status;
- Verbal abuse, offensive innuendo or derogatory words, concerning a person’s race, color, gender, age, sexual orientation, gender identity and expression, religion, ethnic or national origin, disability, veteran status, or any other protected status;
- Any open display of objects or pictures designed to create a hostile working/learning environment based on a person’s race, color, gender, gender identity and expression, age, sexual orientation, religion, ethnic or national origin, disability, veteran status, or any other protected status;
- Jokes, pranks, or other forms of humor that are demeaning or hostile with regard to race, color, gender, age, sexual orientation, gender identity and expression, religion, ethnic or national origin, disability, veteran status, or any other protected status.
Duty to Report
Every employee, faculty member, administrator and student of the College is personally responsible for ensuring that his or her conduct does not sexually harass or unlawfully discriminate against anyone in the workplace or educational setting. Similarly, every employee, faculty member, administrator and student is responsible for cooperating in any investigation of alleged sexual harassment or unlawful discrimination if requested to do so by the College officials or legal authorities authorized to conduct such investigation. Any person who observes an incident that may constitute sexual harassment or unlawful discrimination or who otherwise becomes aware of such an incident should immediately notify one of the authorized investigators listed in Section X of this document.
Within the College’s educational setting, there is latitude for a faculty member to exercise professional judgment in determining the appropriate content and presentation of academic material. Academic curriculum and pedagogical goals that serve legitimate and reasonable educational purposes do not, in and of themselves, constitute sexual harassment or other unlawful discrimination. Faculty members who participate in the educational setting have a responsibility to balance their professional academic responsibilities and professional judgment in light of the reasonable sensitivities of other participants in the same educational setting.
Nothing contained in this policy should be construed to limit the legitimate and reasonable academic responsibilities and professional judgment of the College’s professional educators.
Procedures for Reporting Unlawful Discrimination and Complaints of Sexual or Other Harassment
All members of the community are encouraged to make a formal report of incidents to an authorized investigator. Any complaints received by these individuals will be considered official notice to the College. Formal reports of sexual or other harassment or unlawful discrimination will be taken seriously and all reports will be investigated and resolved through administrative procedures. Formal reporting means only people who need to be notified will be informed and information will only be shared as necessary with investigators, witnesses, and the accused individual.
Any person, who receives a complaint of sexual or other harassment or discrimination from an employee or a student, or who otherwise knows or has reason to believe that an employee or a student has been subject to sexual or other harassment or discrimination, must report the incident promptly to an authorized investigator. See Section X.
Student: If a student believes that s/he has been subject to discrimination or sexual or other type of harassment, whether by another student, co-worker, faculty member, vendor, contractor or any other person with whom s/he comes in contact with at the College, the individual should report the incident promptly to the Title IX Coordinator, Misty Beasley at 212.774.0759.
Employee: If an employee believes that s/he has been subject to discrimination of sexual or other type of harassment, whether by another employee, vendor, contractor or any other person with whom s/he comes in contact with at the College, the individual should report the incident promptly to the Director of Human Resources, Bree Bullingham at 212.517.0532.
Procedures for Addressing Complaints of Sexual or Other Harassment or Unlawful Discrimination
When the College receives a complaint alleging discrimination or harassment, it will promptly investigate the allegations in a fair and expeditious manner. The College will make every effort to conduct its investigation in a manner that maintains privacy to the extent practicable under the circumstances. If the College determines inappropriate conduct has in fact occurred, it will act promptly to eliminate the offending conduct, and where appropriate will also impose disciplinary action.
The following is a summary of the College’s follow-up procedure when the Title IX Coordinator or Director of Human Resources receives a complaint: The Title IX Coordinator and/or Director of Human Resources, together with the appropriate area Vice President or Dean, will conduct a prompt and impartial investigation of the complaint. This investigation consists of (but will not necessarily be limited to) interviews of the individual who lodged the complaint, the person(s) against whom the complaint was made, and other individuals who may have witnessed the reported incident or incidents.
Upon completion of the investigation, the investigator(s) meet individually with the person who lodged the complaint and the person (s) against whom the complaint was made, to report the results of the investigation and, where a remedy is determined to be appropriate, to inform the parties of the steps that will be taken to remedy the situation.
Following the completion of an appropriate review of the complaint, the complainant and/or the accused may appeal the disposition of the complaint in accordance with College grievance procedures. The Office of Human Resources, the Office of the Vice President of Academic Affairs and Dean of the College and the Office of the Vice President of Student Affairs can provide information concerning these procedures.
In the event that the investigation reveals that discrimination, sexual or other harassment, or other inappropriate or unprofessional conduct (even if not unlawful) has occurred, further action will be taken, including disciplinary action, such as but not limited to reprimand, change in work assignment, loss of privileges, mandatory training or suspension and/or immediate termination of employment.
All actions taken to investigate and resolve complaints through this procedure will be conducted with as much privacy and discretion as possible without compromising the thoroughness and fairness of the investigation. All persons involved in the investigation will treat the situation respectfully. In order to conduct a thorough investigation, the investigator(s) may discuss the complaint with witnesses, and those persons involved in or affected by the complaint, as well as those persons deemed necessary to assist in the investigation or to implement appropriate disciplinary action.
Authorized Investigators of Complaints of Sexual or Other Harassment and Unlawful Discrimination
The following College administrators are responsible for investigating complaints of sexual harassment and unlawful discrimination under this policy. The College reserves the right to retain any outside party to investigate complaints of sexual or other harassment and/or unlawful discrimination:
- Rosemary Ampuero, Assistant Dean & Director of Student Activities firstname.lastname@example.org
- Misty Beasley, Director of Community Service/Title IX Coordinator email@example.com
- Bree Bullingham, Director of Human Resources firstname.lastname@example.org
- Jimmy Cambria Director of Security email@example.com
- Carol Jackson, Vice President for Student Affairs and Dean of Students firstname.lastname@example.org
- David Podell, Vice President for Academic Affairs and Dean of the Faculty email@example.com
The ADA prohibits discrimination against individuals with disabilities in all aspects of employment. Such conduct is expressly prohibited and will not be tolerated.
MMC prohibits discrimination in any employment practices against qualified individuals with disabilities. This applies to job application procedures, job training, hiring, discharge or advancement of employees, employee compensation, and other terms, conditions, and privileges of employment. This policy also applies to recruitment, advertising, layoff, leave, fringe benefits, and all other employment related activities.
MMC will make reasonable accommodations for disabled workers when such accommodations would not impose undue hardship. Additionally, it charges each member of the management team with the responsibility for ensuring the success of this policy through initiative and personal leadership.
- As a condition of employment, MMC requires that employees adhere to a strict policy regarding the use and possession of drugs and alcohol.
- MMC encourages employees to voluntarily seek help with drug and alcohol problems.
Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician’s prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job.
The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our drug-free workplace policy to intentionally misuse and/or abuse prescription medications. Appropriate disciplinary action will be taken if job performance deterioration and/or other accidents occur.
Any employee convicted of any criminal offense must notify the Director of Human Resources, in writing, within 5 days from the date of the conviction. Failure to provide the required notification is grounds for termination, and employees may also be subject to disciplinary action, including termination, for committing a criminal offense.
Domestic violence is a pattern of coercive behavior that is used by one person in a household to gain power and control over another. Examples of domestic violence include, without limitation, physical, sexual, emotional and psychological violence and abuse, threats, intimidation, verbal abuse, economic control with the intent to intimidate, stalking, and destruction or attempted destruction of property. Domestic violence occurs between people of all racial, economic, educational, religious backgrounds, in heterosexual and same sex relationships, living together or separately, married or unmarried, in short-term or long-term relationships.
Domestic violence manifests itself in the workplace through, among other things, excessive absenteeism, employee distraction and loss of productive time, increased medical assistance to the victim and insurance claims, and potential physical violence against the employee victim and/or others that may be affected by violence in the workplace.
It is the policy of the College to attempt to make available to the victim or potential victim early intervention information and referrals to professionals in the field in order to attempt to avoid or minimize the occurrence and effects of domestic violence in the workplace. While MMC cannot guarantee any employee’s safety, it is committed to full compliance with all applicable laws governing domestic violence in the workplace, some of which may provide entitlement to unpaid leave for employees who are victims of domestic violence.
MMC will not tolerate acts or threats of domestic violence or other violence against any employee while in the workplace or while conducting College affairs or business. Any employee who threatens, harasses, or abuses someone at the workplace or from the workplace while conducting business and/or using any College resources such as time, telephones, FAX machines, mail, e-mail, the Internet, or other means may be subjected to corrective or disciplinary action, up to and including dismissal.
If an employee reports that he or she is a victim of domestic violence and/or is in need of leave because of domestic violence, MMC will, to the extent allowed by law, take reasonable steps to respect the confidentiality and autonomy of the reporting employee, informing other employees or other persons on a need to know basis only, and only to the extent reasonably necessary to protect the safety of the employee or others and comply with law. Wherever practicable, advance notice will be given to the reporting employee if the College needs to inform others about the domestic violence situation or if it receives a subpoena ordering the disclosure of such information.
Employees are strongly encouraged to be alert to and inform appropriate personnel and specifically, The Director of Human Resources, of any behavior which they believe in good faith presents a threat to the workplace and such reports will, to the extent permitted by law, be treated by the College.
Employees should notify their supervisor or a manager of the situation and the possible need to be absent or other potential needs and provide a copy of the restraining order or other relevant legal process to the supervisor or manager.
Prohibited behaviors include, but are not limited to:
- Threats or acts of violence made directly or indirectly by words, gestures or symbols.
- Threats or acts of violence that are targeted at any specific class of individuals
- Intimidating threats or acts in any manner or form which intimidate, coerce or cause fear of harm
- Other crimes that interrupt departmental productivity or cause fear or harm
- The use of physical force with the intent to commit harm
- MMC has a zero tolerance policy for violence in the workplace. Any form of violent behavior is destructive to the College community and will not be tolerated. As an employee, you have a responsibility to report promptly to your immediate supervisor, any threats or incidents of workplace violence, whether they are directed at you or at another member of the College community. Your supervisor, the Department of Security and the Department of Human Resources will coordinate an appropriate response.
Violations of MMC’s policy on Violence in the Workplace may result in corrective action, up to and including termination of employment.
Nothing in this policy is intended to interfere with, or should be interpreted to limit, an employee’s rights to discuss their wages, hours and conditions of employment or other free speech rights consistent with the National Labor Relations Act
- Refusing to carry out job duties or reasonable directives of the supervisor
- Deliberate or reckless action that causes either actual or potential loss to MMC or employees or damage to property or physical injury to employees
- Action that is or can reasonably be expected to be seriously detrimental to MMC or its reputation
- Fighting or disorderly conduct on the premises or at a College sponsored event
- Unauthorized disclosure or use of confidential or related material or information
- Misrepresentation, including falsification of reports or records, or deliberate failure to accurately complete reports or records
- Misappropriation of College funds or other assets
- Illegal or unauthorized possession of a weapon on MMC premises or at a College sponsored event
- Theft or unauthorized removal of College property or of the property of others
- Willful discrimination in hiring, firing, pay, promotion, transfer and conditions of employment of employees for reasons of race, color, religion, creed, ancestry, age, gender, sexual orientation, gender identity and expression, national origin, disability or status a Vietnam-era and/or disabled veteran
- Sexual harassment, defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature
- Serious or continued violation of safety standards
- Drug and alcohol use
- Any other breach of the employment relationship
- This list is merely illustrative of prohibited behavior and not intended to be all-inclusive.
An employee’s job performance, prior violations of rules and other relevant circumstances may be considered in determining whether to warn, suspend or discharge any employee. The employee’s Supervisor and Management will decide whether corrective action, up to and including dismissal, is appropriate.
The above list is not a limitation on MMC’s right to terminate its employees. MMC maintains the right to terminate an employee at any time, for any reason, with or without cause.
Nothing in this policy is intended to interfere with, or should be interpreted to limit, an employee’s rights to discuss their wages, hours and conditions of employment or other free speech rights consistent with the National Labor Relations Act
Penalties for bias-related crimes are very serious and range from fines to imprisonment for lengthy periods, depending on the nature of the underlying criminal offense, the use of violence, or previous convictions of the offender. Perpetrators who are employees will also be subject to College disciplinary procedures where sanctions including termination of employment are possible.
If you are a victim of, or witness to, a hate/bias crime on campus, report it immediately to the Director of Security.
MMC is committed to providing a safe and productive environment for all members of the College community. The College’s internal controls and operating procedures are intended to deter activity that is contrary to College policy, or in violation of federal, state and local laws and regulations. It is the College’s responsibility to investigate matters that may represent intentional and unintentional violations of laws, regulations, policies and procedures.
In view of this, MMC encourages all members of the College community to express their concerns about:
- fraud and financial irregularities
- a serious breach of health and safety regulations, endangering the health and safety of College community members and others.
- any criminal activity
- any violation of law
- failure to comply with legal obligations
- unethical conduct.
MMC will, as much as possible, respect the confidentiality of the discloser and will protect him/her from reprisals. MMC will not tolerate any attempt to victimize the discloser. Should retaliation actually occur, such act shall be considered a serious violation of College policy and will be dealt with accordingly. Encouraging others to retaliate is also a violation of this policy.
Individuals are encouraged to come forward in good faith with genuine concerns. However, persons using this policy to make false or malicious accusations should know that such behavior could constitute an act of gross misconduct that would be subject to internal disciplinary action and could result in subsequent legal action.
If you have any questions or need more information on immigration law issues, please contact Human Resources.
In the event that you do not have your ID you will be asked to show a photo ID and sign the Security Log book stating the purpose of your meeting.
The College has created a Security Director Hotline that can be reached at (212) 774-4878 or extension 878. Any member of the MMC community who wishes to discuss any matter of a confidential nature can use this number.
The front security desk is staffed 24 hours a day. In the event of an emergency please call the front desk at extension 411.
In the event of an injury to any employee, no matter how slight, she/he should notify their supervisor as soon as possible so that appropriate action may be taken and proper reports are filled out and filed with the Department of Human Resources.
You may review the contents of your personnel file by making a written request to the Office of Human Resources. When the office receives your request, a time will be scheduled for you to review your file in the Human Resources office.
Progressive discipline may be used for problems involving an employee’s work performance, attendance or lateness. In most cases disciplinary action should occur in progressive steps so that termination occurs only after efforts have been made to correct the performance issues. However, in some cases immediate termination may be appropriate.
The above list and guidelines are not a limitation on MMC’s right to terminate its employees. As stated earlier in this Handbook, MMC maintains the right to terminate an employee at any time, for any reason, with or without cause.
You can also log on to our website, www.mmm.edu to receive updates or call 212.517.0400 and a recorded message will inform you of a delay or closing.
If it is announced that the College is closed, only required physical plant personnel should report to work to maintain the buildings.
The Open Door Policy provides a basis for resolving those problems. Under the Open Door Policy, employees are encouraged to resolve problems internally by systematically reviewing issues through the management reporting structure. These individuals maintain an Open Door Policy, which you should feel is always available to you. While we cannot guarantee that we will always give you the answer that you want, you can expect fair consideration of any problem or question that may arise.
Employees are encouraged to discuss problems with their Supervisor first. Since your Supervisor is the person responsible for activities in your work area, he or she most often is in the best position to resolve a problem. If your concern involves your immediate supervisor and you are not comfortable discussing your situation with him or her, you should bring your concern to your department head or human resources representative.
If you are not satisfied with your supervisor’s response, you may then submit a written statement with your department head. If the issue is not resolved at your business unit level or if you prefer to talk with someone outside your immediate business area, you may contact your human resources representative. Your human resources representative may speak with you and your manager to resolve your concern. It may be necessary to conduct an investigation to gain a complete understanding of the issue under review before you receive a response.
Depending on the number of people who must be consulted to resolve the problem, you should receive a response within one week. Decisions reached at this level are final.
ABOUT YOUR EMPLOYMENT
Further, I understand that the disciplinary rules contained in this manual are only guidelines, and except as may be limited by any applicable collective bargaining agreement which I am subject to, my employment may be terminated at any time, at either my option or the Company’s, with or without cause.
The College reserves the right to amend any present or future policies and procedures as it deems necessary and appropriate.
It is the College policy that relatives of persons currently employed by the organization may be hired only if they will not be working directly for or supervising a relative or will not be directly above the relative’s immediate supervisor or working directly for the relative’s immediate subordinate. If already employed, they cannot be transferred into such a reporting relationship.
A relative is defined to include spouses/domestic partners, parents, children, brothers, sisters, brothers and sisters-in-law, fathers and mothers-in-law, stepparents, stepsiblings and stepchildren. This policy also applies to individuals who are not legally related but who reside with another employee.
Only Human Resources may release employment information if they receive an appropriate release or if they are required to do so in order to comply with legal requirements.
It is important that all MMC employees project a professional image to the people with whom they interact internally and externally. Employees, in conjunction with their managers, may use their judgment regarding the days that they wear “business casual” dress. Your schedule of activities should determine work attire.
The following guidelines apply to “business casual” attire:
- Appropriate business casual attire includes slacks, skirts and shirts with collars.
- Appropriate business casual attire does not include: jeans, athletic attire (sweatshirts, sweatpants, gym shoes), T-shirts, spandex, casual sandals and shorts.
Free Speech in CyberspaceCollege campuses like MMC take pride in providing an environment for free speech. However, “college administrators are also charged with protecting the rights of others in the university community by maintaining an atmosphere in which insulting, obscene, or harassing speech is prohibited. The failure to do so can result in potential legal liability as well as negative publicity for the institution” (“Computer and Internet Use on Campus,” Constance S. Hawke, 42). For the protection of all constituents of MMC, the following guidelines apply for e-mail sent on the MMC network:
- Using foul or obscene language, posting obnoxious or inappropriate announcements, or making defamatory statements is not acceptable.
- Sending “chain letter,” “spam” or “broadcast” messages to lists or individuals, and other types of similar use, which would cause network congestion or otherwise interfere with the work of others is not acceptable.
- Performing repeated, unsolicited and unwanted communication of an intrusive nature, for example, continuing to send e-mail messages to an individual after being asked to stop is unacceptable.
- All responsibility for statements made in public computer-mediated communication rests with the individual posting the statements. Statements do not represent the opinions of the supervisor or employer of that person or anyone involved with the networks that comprise the MMC network.
- At a minimum, users will respect the privacy of other users and employ appropriate standards of civility when using electronic systems to communicate with other individuals.
- MMC provides to its faculty, staff and students the capacity to access the Internet and to engage in various kinds of communication that are mediated by computers. This includes the use of bulletin boards, computer lists, e-mail, and computer servers that provide the basis for such communication. MMC does not undertake any responsibility to review the contents of messages sent and received or the use of the Internet, but, if an abuse or a violation of law or College policy is identified, MMC may take steps to intercept or remove the message, and may remove access by the user.
- Privacy Issues for Users
All MMC users should be aware that “the use of campus computing networks is not completely private. The normal operation and maintenance of a system requires backup and caching of data, logging activity, and other legitimate reasons for monitoring. Users should be made aware that the institution occasionally monitors activity related to the rendition of network service” (Hawke 115). Typically, “a user’s account may be subject to monitoring … when the system administrator has reasonable cause to believe that the user is violating the acceptable use policy (e.g., on notification of alleged copyright infringement or defamation). Users should also be aware that their communications posted to newsgroups are accessible to the network administrator as well as to most Internet users” (Hawke 116).
In her text, Constance Hawke concludes with a candid assessment of the privacy issue: “The very nature of cyberspace defies constraints of time and space. It is undisputed that, once connected to the Internet, a network’s system will generally be available to anyone with a computer and a modem anywhere in the world. A provider of Internet access will have minimal control over those who access its system; similarly, a user will have little control over who views his or her communication” (Hawke 119).
In conclusion, the TSC and MMC Network System Administrators recommend common sense and discretion on the part of all users in the Community. Free access to the Internet from campus computers is a privilege and we all need to appreciate that opportunity and use it with care and respect for all other users.
Nothing in this policy is intended to interfere with, or should be interpreted to limit, an employee’s rights to discuss their wages, hours and conditions of employment or other free speech rights consistent with the National Labor Relations Act
- Ensure that service to students and the general public is top priority;
- Arrive at their departments and begin work on time;
- Do a productive full day’s work;
- Demonstrate a considerate, friendly and constructive attitude toward fellow employees and students; and
- Adhere to the policies adopted by Marymount Manhattan College.
Telephone manner is a vital part of the College’s public relations. The impression that you make on a caller is often the only impression the caller will have of both you and the College. If you have any questions about the specific manner in which to answer calls, please check with your supervisor.
You should practice the following courtesies:
- Answer phones promptly
- Identify yourself
- Quickly notify the person being called if other than you
- Be attentive and obtain complete and accurate information
- Explain any delays, transfer calls competently and end calls pleasantly.
If an employee is unable to come to work, she/he must call her/his on-site supervisor as soon as possible but no later than the time she/he was expected to begin work so that essential services can be covered.
If you are absolutely unable to call, a relative or friend may call for you. If your Supervisor is not available, they should leave a detailed message on their Supervisor’s voice mail containing the following information: employee’s name, time of call, nature of the problem and a telephone number where they can be reached. The employee should then contact his/her Supervisor personally later in the day and each day thereafter while absent.
Where it can be reasonably be expected that you could have called, an absence of three days without notification to your supervisor or the Human Resources Department will be deemed voluntary termination of employment as of the close of business that third day.
Frequent absences or lateness, as well as failure to give proper notice of absence, decrease the value of a staff member’s services to the College, and may result in disciplinary action, up to and including termination.
Except as otherwise provided in the “Resignation” section of this handbook, at the time of termination of employment, the College pays employees accumulated, but unused, vacation leave not to exceed the equivalent of one year’s accrual. In addition, any payment due for “Waiver of Medical Benefits” will be included.
Once an employee has given notice, vacation, sick or personal leave will not be granted without approval from HR. The employee is expected to report to work during this period to aid the office in transition unless there is a compelling reason for paid time off to be taken. Any sick or personal time that is taken during the notice period will be deducted from the accrued but unused vacation payout upon termination.
If proper written notice has been given in a timely manner, the employee will receive a lump-sum payment for accrued but unused vacation leave upon termination. This amount cannot exceed the amount of vacation the individual is eligible to accrue in a given year. If less than 2 weeks notice is given, this payment is forfeited. No other payments for accrued leave(s) of any kind are made after resignation or termination.
The individual should be directed by the supervisor to make an appointment with the Human Resources Department for an exit interview upon notice of resignation.
- Telephone number
- Immigration status
- Name of individual to notify in case of emergency
- Benefits coverage or beneficiaries (e.g. a change in marital/domestic partner status or dependents)
- Emergency Contact
An annual performance appraisal is conducted to clarify expected year-end results and modify priorities to allow time for any correction that may be required.
At the end of the annual cycle, the employee and the supervisor provide a written assessment of accomplishments, areas where improvements could have produced higher-level results, and identify goals for the next cycle. The final version of the supervisor’s document, which is approved by the next level of management, becomes part of the employee’s record of accomplishment and is maintained in his/her personnel file.
COMPENSATION AND WORK HOURS
- Exempt Employees are those whose job assignments meet the federal and state requirements for overtime exemption as defined by the Fair Labor Standards Act (FLSA) that allowed for exemptions from minimum wage and overtime pay requirements for executive, administrative, professional and outside sales staff. Exempt employees are compensated on a salary basis and are not eligible for overtime pay.
- Non-exempt Employees are covered by the overtime provisions of the FLSA and are therefore compensated on an hourly basis for actual hours worked in the performance of the job. Non-exempt employees will be paid time and one half compensation for all hours worked in excess of 40 in one workweek and as otherwise required by state and federal law.
An employee’s exempt or non-exempt classification may be changed only in writing by management.
- Regular full-time employees
Any employee who has successfully completed his/her 3 month introductory employment period, and is regularly scheduled to work at least 35 hours per week. Regular full-time employees are eligible for the College’s entire benefits package, after meeting eligibility requirements in certain cases.
- Regular part-time employees
Any employee who has successfully completed his/her 3 month introductory employment period, and is regularly scheduled to work 20 hours per week, exclusive of meal breaks, and not to exceed 999 hours in an employment anniversary year. Regular part-time employees are not eligible to participate in College provided benefits.
- Temporary employees
Any employee who is hired to work for a limited period of time generally not exceeding 6 months. Temporary employees are not entitled to any benefits that are included in the employee benefit package.
- Regular and College Work Study Students
Any student who is hired during the school semester and is scheduled to work no more than 20 hours per week. Regular and College Work Study Students are not eligible for College provided benefits.
During the introductory employment period, department managers will make every effort to acclimate new employees to their jobs and to the College’s policies. Thereafter, your supervisor and Human Resources shall continue to be resources to you regarding personnel policies and procedures.
If it is clear that a new hire is not suitable for continued employed by the College, the introductory employment period may be cut short, and the employment relationship terminated, at any time, with or without cause.
Upon completion of the introductory employment period, a new or transferred employee will become a regular employee, i.e., one who has successfully completed the introductory period.
Completion of the introductory employment period does not alter the continuing at-will status of the employee and in no way guarantees continual employment with MMC.
During the summer months the schedule may be changed to allow for closing on some Fridays. Any such change of schedule will be announced to all personnel in advance.
Staff must teach outside of their regular work hours. Only under extraordinary circumstances, and if a change in their schedule meets the needs of their department, a direct supervisor may permit staff members to teach during the 7-hour work day. In such cases, the employee must make up the time. A request to change the staff member’s work schedule to accommodate a teaching assignment must be approved by his or her direct supervisor and the area Vice President. All teaching approval is given at the discretion of the Academic Dean.
Payment for teaching as a staff member:
Exempt employees who are teaching a course will be paid a flat rate that will coincide with the college’s adjunct rate and will be prorated depending upon the number of credits in a given course.
Non-exempt employees will be paid at their given hourly rate and will need to indicate on their timesheets the time that was spent on teaching. This will include prep time, meeting with students and the course itself. This time must be approved and signed by the employee’s supervisor and area Vice President.
Altering, falsifying, and tampering with time records, or recording time on another Employee’s time record is prohibited and subject to disciplinary action, up to and including termination of employment.
Exempt employees may also be required to record their time worked and report full days of absence from work for reasons such as vacation, leaves of absence, sick leave, or personal business. Please see your Supervisor for further clarification.
A payroll schedule, detailing timesheet submission dates and pay dates, is distributed by the Payroll Department at the beginning of each fiscal year.
Social Security (FICA)
Social Security provides employees with disability and retirement benefits, and provides qualifying dependents with survivor benefits. Social Security also provides eligible employees hospital and medical benefits under Medicare. The College contributes to Social Security according to the rates and limits prescribed by law.
Worker’s Compensation provides benefits that may apply as a result of a job-related injury or sickness. These benefits may cover expenses for medical care, replacement of a portion of income lost as a result of disability, and benefits to a beneficiary in case of death. The College pays the total cost of the program.
Remember: All job-related accidents, no matter how small, should be reported immediately to the supervisor and the Human Resources Department regardless of the severity of the injuries.
This insurance program provides a certain portion of salary payments if an employee loses her/his job through no cause of her/his own. The New York State Unemployment Division determines the amount of benefits. The College pays the total cost of the program.
Your job has been evaluated to determine the salary range and corresponding grade level appropriate for the position, job factors and requirements. Your pay is also associated with external labor markets, comparison with other internal positions, your performance and the availability of the College’s financial resources.
Overtime is paid based on the actual time worked. Holidays, vacation, sick time, personal time, jury duty and similar days in which you perform no work, are not counted toward the calculation of overtime.
If you work between 35 and 40 hours in one week you can, with your supervisor’s approval, receive either straight time pay or compensatory time off for those hours. You must take compensatory time-off within the pay period in which you earn it. You may not carry-over compensatory time hours from one pay period to the next. If you work over 40 hours in a workweek, you cannot elect compensatory time-off in lieu of overtime pay.
TIME OFF AND LEAVE
(a) Sick LeaveEmployees, after one (1) year of employment, shall be entitled to six (6) paid sick leave days, accrued one day per month, during each July 1 to June 30 year. During the first year of employment, upon completion of the probationary period, employees shall receive a pro rata portion of the six (6) days, up to a maximum of five (5) paid sick leave days.(b) Personal Days
Unused sick leave may be accumulated up to a maximum of one hundred twenty (120) days.
Employees who are unable to come to work because of sickness must notify their supervisor as soon as possible, but no later than the two (2) hours before the commencement of the workday, except in the event of emergency. Employees who will be late must notify their supervisor as soon as possible. Notification of the supervisor by voicemail to the supervisor’s voice mailbox shall be deemed sufficient notice if timely pursuant to the foregoing.
With the exception of the allotment of sick days permissible under the Personal Days policy, sick days are to be used only for employee illness and/or injury. MMC reserves the right to request medical certification for absences of 3 days or more.
In addition to the above sick days, employees with at least six (6) months of service, shall be entitled to six (6) personal days during each July 1 to June 30 year, accrued .50/day per month. During the first year of employment, upon completion of the probationary period, employees shall receive a pro rata portion of the six (6) days. Unused personal days may not be carried over after June 30 of each year, but shall be converted to unused sick days and may be carried over subject to the limitations set forth in section (a) above. Personal days may not be used to supplement vacation time. Employees may request to use up to two (2) personal days prior to their accrual in any July 1 to June 30 year; however, the decision to grant such request shall be within the sole discretion of the employee’s supervisor and the Human Resources Department.
First Two Years of Continuous Service - vacation is accrued at the rate of 5.83 hours per month for an accrual of 2 weeks per year.
Two to Five Years of Continuous Service - vacation is accrued at the rate of 8.75 hours per month for an accrual of 3 weeks per year.
Five or More years of Continuous Service - vacation is accrued at 11.67 hours per month for an accrual of 4 weeks of vacation per year.
Upon separation from employment, employees will be paid for any unused, accrued vacation time, subject to a maximum equal to the employee’s annual entitlement for the fiscal year in which separation occurs. If an employee leaves before three months, she/he is not entitled to any accrued vacation.
Employees may carry over a maximum of one-year’s accrual into the new fiscal year (which begins July 1st). Accruals in excess of this amount are forfeited unless used by August 31.
Example: Employee A currently accrues vacation leave at the rate of 11.67 hours per month (4 weeks vacation/year) and has accumulated to date 8 weeks of unused vacation leave. According to the College’s vacation policy, Employee A will forfeit all accrued vacation leave in excess of the 4 week carry-forward permitted under this policy. To avoid this forfeiture, Employee A must use, by August 31, all of her/his accrued but unused vacation leave in excess of the 4 week carry-forward allowed her/him.
Unearned, but used vacation leave will be deducted from the final paycheck.
Vacation is subject to prior approval of the supervisor and should be planned and approved well in advance, taking into account workflow and other employees’ schedules. Employees may request to use up to one week of vacation entitlement prior to its accrual in any School year; however, the decision to grant such request shall be within the sole discretion of the employee’s supervisor and the Human Resources Department.
Individuals subpoenaed for jury duty are expected to show their supervisor the jury notice in advance of this absence and to obtain from the clerk of the court a certification of the time spent on jury duty. In order to be paid for their time out, employees must attach copies of these documents to the appropriate timesheets. A copy of the jury duty notice should accompany the timesheet in advance of this absence and the certificate noting completion of service should be attached to their timesheet after they have been released from jury duty.
An employee who is released from jury duty during working hours is expected to report for work that same day for the remainder of the work day.
Employees who wish to observe a religious holiday that is not included in the College holiday schedule, may request to do so. Employees may choose to use accrued vacation or personal days.
- Birth and/or care of your newborn child
- The placement with you of a son or daughter for adoption or foster care
- To care for an immediate family member (spouse, child or parent) with a serious health condition
- To take medical leave when you are unable to work because of a serious medical condition.
- You must have worked for the College for a total of 12 months; and
- You must have performed at least 1,250 hours of service during the twelve months prior to the date leave is requested to commence.
- To request family or medical leave under the FMLA, contact the Department of Human Resources for information and to complete a Request for Leave form.
- You must provide Human Resources with 30 days prior notice if the need for leave is foreseeable, such as a birth or planned medical treatment. If the leave is unforeseeable, you must contact the Department of Human Resources as soon as it is practicable, but you should provide at least verbal notice within one or two days of your learning of the need for leave.
- For any qualifying family or medical reason, or if the request is for intermittent or reduced leave schedule, you will need to provide Human Resources with medical certification and periodic re-certifications. Forms are available in Human Resources.
- In most cases, you must furnish medical certification within 15 days of making the application for FMLA leave. If you fail to supply medical certification within a reasonable period of time, your FMLA leave request may be delayed. MMC reserves the right to terminate the leave if you fail to provide the medical certification in a timely manner.
- While you are on leave, you must give the Department of Human Resources periodic reports regarding your status and your intent to return to work.
- In cases of your own serious illness, any accrued sick time is applied at the beginning of the leave period, and you have the option to use your accrued vacation. Any remaining leave time is taken unpaid. FMLA leave runs concurrently with any paid or unpaid time off.
- During an approved leave, you will continue to receive credit for service time at the College.
- When you have exhausted leave under FMLA, the College may recruit to fill your position or eliminate or restructure the position, as the needs of the College dictate. At the end of the FMLA-covered period, if you do not return to work, or you do not request and are not granted a Personal Leave of Absence, you will be terminated from employment with the College.
- If you take leave due to your own serious health condition, you must submit a fitness-for-duty report prior to returning to work, which states that you are able to perform the essential functions of your position.
Intermittent or Reduced Leave
- Under certain conditions, you may be allowed to take intermittent leave or work on a reduced leave schedule.
- Intermittent or reduced leave will not be granted for the birth, adoption, or foster care placement of a child unless the College specifically approves such leave. Intermittent or reduced leave will be granted due to the serious health condition of the employee or a family member if such leave is medically necessary.
- If you select intermittent leave or a reduced work schedule, MMC has the right to transfer you to a job that is more suitable to recurring periods of leave.
- You may elect to continue your benefits for the duration of the leave; if you do elect to continue these benefits, you remain responsible for your share of the premiums.
- An employee who does not return to work from FMLA leave may be responsible for the reimbursement of the premiums paid by the College.
The College is not obligated to grant requests for unpaid personal leave, but will consider each application on a case-by-case basis.
While on an unpaid leave, the employee will be responsible for paying 100% of their medical and dental premiums. No vacation or sick leave will accrue while on unpaid leave.
Except in an emergency, an employee who wishes to request an unpaid leave must do so in writing to his/her supervisor at least 39 days prior to the proposed starting date of the unpaid leave.
The Department of Human Resources will forward the request as well as any pertinent documentation to the President for consideration.
In accordance with applicable law, any employee who is a member of the National Guard, a reserve component of the Armed Forces, or who becomes an active member of the Armed Forces, shall, upon furnishing a copy of your official orders or instructions, be granted an unpaid military leave. Military leaves will be granted for the period of time required by law; for example, during the period of active duty, or during the annual two week obligation.
Employees must request leave for military duty through their immediate supervisor or the Human Resources Representative. Employees should notify the Company of their requests as soon as possible after learning of the dates of their service obligations. The Company will have to make necessary arrangements to cover employees’ work while away. Employees will not be paid for the time you are away for Military Service.
MMC offers various health and welfare benefits for its eligible employees. Set forth below is a summary of these benefits. For a full description and explanation of the benefits offered by MMC and their eligibility requirements, please refer to the full text of the official plan documents, which are available for your examination from the Human Resources Department. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official plan documents will govern in all cases.
Employees may also participate in the College’s Tuition Exchange Program and Council of Independent College’s and Universities Tuition Exchange Plan.
The CIC-TEP is a network of colleges and universities willing to accept, tuition-free, students from families of full-time employees of other CIC participating colleges.
The Tuition Exchange Inc. also offers competitive scholarships at participating colleges and universities to dependents of MMC full time employees.
The College also provides a cash allowance to support each qualified dependent of an employee enrolled in an undergraduate degree granting credit program of higher education other than MMC. Reimbursement is provided in accordance with the following schedule of employee service:
5 years of continuous service $200 per year 10 years of continuous service $400 per year 15 years of continuous service $600 per year 20+years of continuous service $800 per year
In order to encourage staff development, under the Graduate Tuition Assistance benefit, Marymount Manhattan College will provide partial reimbursement for graduate study to College staff employees in accordance with the policy outlined below. The benefit applies to employees seeking to obtain a first Master’s level degree or a Doctoral degree if a Master’s degree was obtained prior to employment at MMC. Once you have participated in the program, you may not receive reimbursement for a subsequent program. Unless approved by the Executive Vice President ? Administration & Finance, the College will not reimburse a staff member for both a Masters degree and a Doctoral degree.
To be eligible for Graduate Tuition Assistance, the staff employee must have completed one year of continuous full-time service at the College. The eligibility period begins on the first day of regular full-time employment. At the time of registration for the degree program, the staff employee shall have completed the one-year full-time service requirement.
Before enrolling in a graduate course, the staff employee must submit an Application for Tuition Reimbursement, along with materials describing the specific graduate program and related course description(s) to his or her supervisor. Upon approval, the supervisor will send the application to the Human Resources department for examination and approval. The Human Resource department will determine if the proposed program meets the criteria for reimbursement as outlined below. Approval is in the sole determination of the Human Resources department with the concurrence of the Executive Vice President, Administration and Finance. The Human Resources department will notify the employee in writing of the outcome of the approval process.
Criteria for Reimbursement
The staff employee must have enrolled in a graduate degree program with an accredited college or university to qualify for reimbursement under this program. The College will not provide reimbursement for individualized course work taken outside of a graduate degree program. In order for a staff employee to receive tuition reimbursement under this benefit, the Human Resources department will determine the relationship between proposed graduate program and the staff employee’s job position at Marymount Manhattan College. In order for approval to occur, the Human Resources department must determine that the proposed course is “job-related”. By definition, a “job related” course of study should have the potential to improve a staff employee’s performance in his or her current position and/or improve the staff employee’s likelihood to advance to another position within the College.
Reimbursement will apply to a grade of a grade of B or better as documented by an official transcript from the college or university attended by the staff employee.
For reimbursement purposes, staff employees must submit the following paperwork to the Human Resources office: a) a Reimbursement of Tuition Form, completed in advance of course registration and available at the Human Resources office; b) a course syllabus for each course taken; c) an official transcript, and d) proof of tuition payment.
- The College will reimburse the employee up to $200 per credit. Reimbursement is limited to 10 credits per year and is capped at $6000 for the year. Participation in the program will occur on a first come first served basis. Availability of funding will determine the number of participants in the program.
- Since graduate study may not interfere with or interrupt the participant’s normal duties within any given business day, staff employees should not register for classes scheduled during regular daily business hours of the College, which are 9 AM through 5 PM.
- Should a staff employee participating in the tuition reimbursement benefit terminate his or her employment with the College before the completion of an academic semester for reasons other than disability, then full tuition charges for that semester are the responsibility of the staff employee.
- Exclusions from this policy include attendance at workshops, seminars, conferences and other non-degree granting institutions.
This is a pilot program with a proposed trial period of three years. The College reserves the right to amend or discontinue this benefit at any time.
Such expenses would not include any parking used for residential purposes. Eligible employees may enroll in this benefit during Open Enrollment each year.
In addition, an employee’s life insurance and long-term disability benefits terminate on the last day of their employment. Employees may convert their term life insurance to an individual policy with the insurance carrier by notifying the insurance company, in writing, within 31 days of the termination of employment (or reduction in hours) of their desire to convert the policy, and by paying the required premium. The long-term disability policy has no conversion option. Human Resources will provide any affected employee with the specific information necessary to continue these benefits.
- Lending privileges at the College Library, which holds 90,000 volumes, as well as access to various electronic databases.
- Use of the College’s dining facilities (cafeteria).
- Various dance/theater performances, as well as lectures and exhibits are offered free to College faculty, staff and their families.
- Discounts on personal and business automobile rentals through Avis and Hertz. Simply present your College ID to receive the discount.
- Discounted membership at the 92nd Street Y-use of their gym and pool and discounts on all of their classes, concerts and lectures. Upon purchasing a membership, simply present your College ID to receive the discount. Call 92nd Street Y Membership Services (212) 415-5729 for more details. www.92ndsty.org
FACILITIES AND RESOURCE CENTERS
The Library’s collection of 85,000 books, 4,000 videos and CDs, 735 periodical subscriptions, and over fifty electronic databases (available via remote access) is easily accessible to both students and faculty. Nowhere is the College’s commitment to new technological learning resources more visible than in the Library. The electronic library system, Voyager, has many advanced features that allow its users to access e-books and full-text journals directly. Voyager also enables its users to simultaneously search 15 other local college catalogs along with MMC’s. Both the new catalog and 50 full-text databases are accessible through MMC’s Web pages on the Internet. In the past year the library has significantly increased its e-book collection to over 4,000, which are directly accessible through MamaCat, the library’s online catalog.
One of the most popular areas in the library is its Media Center. Housing audiotapes, several thousand videotapes and over 1000 DVDs, the MC, also provides equipment for college events and classroom teaching. Students may view reserve videos and DVDs on four new flat screen monitors or use our IPTV (Internet Protocol Television) system with laptop computers. Students may also borrow from our more than 4000 videos and DVDs, including the critically acclaimed Criterion Collection, a set of over 300 foreign and domestic films.
The Shanahan Library is home also home to the College’s Archives, which have seen considerable growth in the past several years. In addition to housing MMC’s historical records, ephemera and photographs, the Archives hold the Geraldine M. Ferraro papers and the Martin and Harris papers. The Library is in the process of digitalizing all of the Archive’s resources so that they are more readily available to students and other researchers.
During the summer of 2001 the library underwent major renovations to provide comfortable and attractive space for students to study and access a wireless computer environment that accommodates over 100 Dell laptop computers that feature Microsoft components such as Excel, PowerPoint, Word and Internet Explorer. The renovation was very successful, evidenced by the increasing number of students using the library, and the laptop program, now in its fifth year, continues successfully.
APPENDIX C - EMPLOYEE RIGHTS UNDERE FMLA
The appropriate number of words on a page depends on its purpose and audience. If it is one of your main landing pages, it should be short (100-250 words), and paired with images and stories.
Pages deeper in the site that provide details can be up to 500 words. If you have a very text-heavy, informational page, use friendly headers to guide readers all the way to the bottom—or consider breaking the information out onto additional pages.
Headers (like this one)
Heavy blocks of text are hard to read. And important facts can get lost along the way. Along with short paragraphs, headings help web readers find their place and absorb information more quickly. As a general rule, there ought to be a heading for every 125 or so words. As you can see from this page, using them more often works too.
Links in text
Links within the text are important means of guiding your users to important info. They limit duplicate information and help keep visitors moving to key content throughout the site. You can also add a “Related Links” list to highlight additional pages or programs.
Marymount Manhattan is a warm, intimate community where people are familiar and friendly with one another. Overall, the writing should be smart, knowing, engaging, and straightforward.
Think about how you would talk to someone who called your office, or if you ran into them on the Terrace – and write as you might explain the information.
Before you publish a page, read it out loud to yourself. If it sounds natural, it’s more likely to be good.
Just by editing web pages, you’re helping to show thousands of people what a dynamic, helpful, and rewarding place this is. Thanks for your help!