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Emmanuel College
Human Resources
Bias Incidents A bias incident is a speech, act, or harassing action that targets, threatens, or attacks an individual or group because of their actual or perceived race, color, national origin, ethnicity, religious affiliation, sex, gender identity, disability, or sexual orientation that is perpetrated against a student in violation of the student conduct code. Bias incidents and hate crimes involving only students will be adjudicated through the office of student life and/or referred to federal, state, or local authorities.
Conflict of Interest A situation in which a person or a family member has a financial interest or non financial interest that may compromise, or provide the incentive to compromise, the behavior in the conduct of the person's duties at the institution, the person's influence on decisions that the institution may make, or the person's influence over his or her associates outside the institution. A conflict of interest may be real, potential or apparent.
Discrimination or Harassment Uninvited and unwelcome verbal or physical conduct directed at an employee because of his or her sex, religion, ethnicity or beliefs. (Examples include: bias in hiring, bias in assignments, wrongful termination, bias in promotions, bias in educational decisions, unfair compensation, inappropriate language). Use of retaliation or retribution.
EEOC or ADA Matters Failure to meet requirements as defined by Equal Employment Opportunity Commission (EEOC) or American Disability Act (ADA). (Examples include: Nepotism, proper disability access)
Employee Benefits Abuses Improper, misleading or deceptive actions /statements, falsification of records, or misrepresentation of actual conditions related to institution benefits plans, including health and supplemental insurance plans, tuition benefits and sick or other paid time-off programs.
Employee Misconduct Involves any employee conduct that is in violation of the institution's code of conduct, ethics policy, faculty handbook or any other printed materials that constitute employee conduct. Time abuse concerns about an employee or manager who are falsifying his/her work hours.
Nepotism Patronage bestowed by public officers in consideration of a family relationship and not merit.
Offensive or Inappropriate Communication The use of inflammatory, derogatory, unduly critical or insulting communication to a staff person, faculty, administrator, alumni or student.
Sexual Harassment The making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position or when acquiescence to such behavior is a condition of continued employment, promotion, or satisfactory evaluation.
Threat or Inappropriate Supervisor Directive Improper use of supervisory authority in response to employee taking action or refusing to take action. Inappropriate management practices.
Time Abuse Improper and/or excessive use of work time for personal business, interest, advantage, or gain.
Unsafe Working Conditions Failure to meet requirements needed to perform all duties in a secure environment. Potential areas of harm. (Examples include: environmental damage, OSHA, EPA, supervisor directive, poor housekeeping)
Workers Compensation or Disability Benefits Abuses Observation of physical activity of employees receiving disability or other compensation benefits from the institution in contradiction to the degree of the disability certified by medical personnel.
Other Human Resource Matters Other matters of concern not specifically outlined above.