Muskingum College: Human Resources

The buildings on the Muskingum College campus are smoke-free. Smoking is permitted on College grounds utilizing ash receptacles placed away from building doors.

Policy On Acquired Immune Deficiency Syndrome (AIDS)

The College prohibits discrimination or harassment against any individual because he/she has AIDS, because a person tests HIV positive, or because a person associates with an individual testing positive or with AIDS.

An employee testing positive for AIDS will be treated as any other employee with a chronic illness according to the Rehabilitation Act, the Americans with Disabilities Act and established College policy.

The prevailing philosophy which will guide the College’s response to AIDS is that each situation or concern must be addressed individually, an a case-by-case basis, as determined by medical facts currently available. The College will respond to conflicts or harassment involving persons in the captioned groups first by informal means, through counseling and education of the individuals involved. If harassment continues, however, such conduct will be dealt with through established procedures as a student or employee.

Americans With Disabilities Policy

It is the College’s policy not to practice or permit employment discrimination of any form against “a qualified individual with a disability” which is defined as one having a physical or mental impairment that substantially limits one or more major life activities or an individual who no longer has such an impairment but who has a record of such an impairment; or an individual who has no impairment but is regarded as having such an impairment. The College is also committed to not discriminating against any qualified employee or applicant because he or she is related to or associates with a person with a disability. In determining whether an individual is substantially limited in a major life activity, the College will consider the nature and severity of the impairment; its duration or expected duration; and its permanent or long-term impact, or expected impact and any mitigating circumstances.

A “qualified individual with a disability” is one who possesses any requisite credentials for the position held or sought and who is able to do its essential functions with or without reasonable accommodation. Essential functions are defined as primary job duties that are intrinsic to the employment position.

The College will make reasonable accommodations unless such accommodations would pose an "undue hardship" (defined as unduly expensive or disruptive to the College or an accommodation that could fundamentally alter the nature of the operation of College business). Under the Courts interpretation, if a person’s condition is correctable that person is not “disabled” under the law because there is no impairment.

Muskingum College will hold all employees, disabled and non-disabled to the same performance and conduct standards whether or not the unacceptable conduct is caused by the disability.

In order to procure accommodations, qualified individuals with a disability need to identify themselves, request reasonable accommodations through and describe the accommodations requested to the Muskingum College Compliance Officer (Director of Human Resources 826-8114). The College is not obligated to supply the best available accommodation, particularly if a less costly effective accommodation for the purpose is available. Job accommodations, appropriate aids and services may be obtained from public or private rehabilitation agencies.

Policy For Animal Care And Human Subject Research

All human subject research conducted at or sponsored by Muskingum College or off-campus research in fulfillment of course or program requirements is subject to review by the Animal Care and Human Research Committee. Approval is required for any research designed to test a hypothesis or that ends with a hypothesis (quantitative/qualitative research) and that involves: 1) collection of data through interaction or intervention with an individual or individuals, or 2) identifiable private information. Refer to complete policy in the office of Vice President for Academic Affairs.

Antitrust Compliance Policy

It is the College's policy to comply fully with all applicable antitrust laws. In carrying out this policy, the College, its officers, all managerial and certain other employees shall observe and comply with antitrust guidelines and all additional directives of the President or general counsel of the College, when and as such additional directives are given.

Certain employees are referred to as "designated employees,” will receive an individual copy of the College's Antitrust Compliance Manual and will be required to give the College periodic written certifications of compliance. All employees of the College, however, must comply with anti-trust laws.

Staff Performance Review Program

(Necessary forms for the Staff Performance Review process can be found under Downloadable Forms on the Human Resources website.)

All supervisors annually complete a staff performance review for the non-faculty employees reporting to them and such is an integral part of the College compensation process. In preparation for this evaluation, supervisors are encouraged to review "Tips for Performance Review and Goal-Setting" located on Downloadable Forms.

The review process includes a written Staff Performance Review Form and a one-on-one performance review session with each employee.

To complete the performance form click on Staff Performance Review Form located on the Downloadable Forms site. After the document opens, click on File. Go to Save As and name and save a copy on your computer for use again the next appraisal period. Complete the Staff Performance Review document on the website and print it.

Schedule a meeting with each staff member to discuss their performance and the Performance Review Form and to discuss goals for the coming review period. If available, share any change to wage or salary for the coming year during this discussion. The supervisor and staff member both sign the document understanding that the staff member's signature does not indicate agreement nor forfeit the right to review.

Return the completed and signed Performance Review Form to the Director of Human Resources by May 15. Supervisors should give a copy of the completed and signed review form to each staff member; maintain a copy for reference for the coming review period and as a resource in preparation for the next year's process.

Purpose of This Performance Review Process:

Provides supervisors an opportunity to share with staff members an assessment of performance
Provides a clear understanding of development needs and opportunities available for change
Creates a planning process between supervisor and employee
Provides specificic expectations, goals and objectives for the coming assessment period
Provides documentation on which to base any change or adjustment to salary or wage