1. General Policies
1-2 Affirmative Action
1-3 Background Check
1-4 Policy Against Sexual Harassment and Other Unlawful Discrimination
1-5 Policy on AIDS
1-6 Drugs and Alcohol Policy
1-8 Conflict of Interest
1-9 Workplace Violence
1-11 Policy for Access to Student Residence Halls
This Handbook is designed to provide an overview of many of the employment policies, procedures and benefits for administrative employees at Wellesley College (hereinafter the "College"). The contents of this handbook and the policies and procedures described in it are presented as a matter of information and general guidance only.
This handbook is intended to provide guidelines for administrative employees of the College. Those employees subject to a collective bargaining agreement will reference their union contract with regard to their terms and conditions of employment. Members of the Faculty should refer to the Faculty Handbook.
The handbook does not create a contract between the College and any of its employees. No policies in the handbook or any oral interpretation of the policies and procedures create an express or implied contract of employment between the College and employees regarding length of service, wages, hours, procedures, policies, benefits, or any terms or conditions of employment. This handbook does not alter the employment at-will relationship between the College and its employees whose employment is not subject to a collective bargaining agreement. The College or employee may terminate the employment relationship at any time.
The College may change any portion of this Handbook at any time, with or without notice.
The principle of affirmative action, as it is endorsed at Wellesley College, directs members of the College community--students, faculty, and staff--to make special efforts in all areas of life and work at the College. In each case, the principle requires that we eliminate patterns of discrimination and ignorance about one another that obscure our recognition of human dignity and individuality, and work towards achieving a more open, just and tolerant community. In addition, the principle requires that we make positive efforts to overcome the effects of earlier patterns of discrimination whether that discrimination occurred here or in the society at large.
Affirmative action at Wellesley encompasses three areas of responsibility. Under federal and state law, we are forbidden to discriminate against certain categories of persons in employment or admission. Beyond this, we have made a positive institutional commitment to recruit minority students and hire minority faculty and staff, in order to structure our community in accord with canons of equality and social justice. Finally, we want to ensure that this community respects diversity, learns from differences, and avoids intolerance. All these objectives mandate action. Neither the actors nor the audience is quite the same for each goal.
- Wellesley College admits students without regard to race, color, religion or national origin, to all the rights, privileges, programs and activities generally accorded or made available to students at the College. The College does not discriminate on the basis of race, color, religion, national origin, or sexual orientation, in administration of its educational policies, scholarship and loan programs, athletic and other college administered programs or in its employment policies.
- Wellesley College, as an independent, undergraduate educational institution for women, does not discriminate on the basis of sex against its students in the educational programs or activities which it operates, and does not discriminate on the basis of sex in its employment policies, in compliance with Title IX of the Education Amendments of 1972; nor does the College discriminate on the basis of handicap in violation of Section 504 of the Rehabilitation Act of 1973 or on the basis of disability in violation of the Americans with Disabilities Act of 1990.
- The commitment to recruiting minority students, faculty, and staff must be community-wide. For all categories of employment, especially those where minority persons are under-represented, we will make vigorous efforts to attract minority applicants and give their applications careful consideration. To ensure the success of these efforts in every department, we will monitor departmental search procedures closely. The implementation of this policy rests with the Board of Admission, the Dean of the College, the academic departments, and the Human Resources Office.
- The College's commitment to affirmative action transcends legal requirements. No member of our community shall experience acts of discrimination in regard to educational policy or employment practices because of any factor which is not relevant to the issue at hand, such as ethnic background, age or sexual preference. A good education should promote understanding of difference and remove barriers of ignorance which divide us.
Responsibility for the quality of our community life rests with all of us. The Director of Affirmative Action/EEO stands available to hear and act on complaints in any of these categories.
Affirmative action as a principle yields clear directives: to take active steps to remedy damaging imbalances, and to avoid caricature, slurs against members of any group, and the deadening effects of ignorance. It does not teach us how to reach our goals in every instance. Therefore, the same principle requires us to be tolerant of diversity of views about the best way to reach goals of justice and understanding, and to work together affirmatively in order to achieve these goals.
Affirmative Action for Handicapped Persons and Veterans
Wellesley College has adopted affirmative action programs with regard to employment opportunities for qualified individuals who are handicapped persons, disabled veterans and Vietnam-era veterans. These categories are defined as--
- Handicapped: a person who (1) has a physical or mental impairment which substantially limits one or more of that person's major life activities, (2) has a record of such an impairment or (3) is regarded as having such an impairment. A handicap is substantially limiting if it is likely to cause the person difficulty in securing, retaining, or advancing in employment.
- Disabled Veteran: any person entitled to disability compensation under laws administered by the Veterans Administration for a disability rated at 30 per centum or more or any person whose discharge or release from active duty was for a disability incurred or aggravated in the line of duty.
- Vietnam-era Veteran: any person who was on active duty with any branch of the United States military service during any portion of the Vietnam era and who (1) served on active duty for a period of more than 180 days and was discharged or released with other than a dishonorable discharge or (2) was discharged or released from active duty for a service-connected disability. Federal regulations define the Vietnam era as the period between August 5, 1964 and May 7, 1975.
Effective July 1, 2010, Wellesley College will conduct background checks with the assistance of a third party agency. This process is being implemented to ensure the safety and protection of our employees and students, property, data, and to aid management in making optimum employment decisions. A background check may be used to retrieve information from an individual’s past employers, educational institutions, government agencies, companies, corporations, credit reporting agencies, and/or law enforcement agencies at the federal, state or county level to supply any and all information pertaining to an applicant’s or employee’s background.
All employees hired after July 1, 2010, will be subject to a background check. Background checks will take place at the time an offer is made. The selected applicant will sign a release form authorizing the check. The employee may start pending the results of the background check.
In addition, Wellesley College reserves the right to conduct a new background check on any individual being considered for either a promotion or lateral opportunity, which could place the individual in a position of particular sensitivity, such as an administrative position going into a Res Life position or a position in the Controllers’ Office. Such individuals will be asked to sign a release document authorizing the college and the third party agency to conduct the check. Failure to sign the release will result in non-selection for employment or non-selection for a promotional opportunity.
Background summary reports will be obtained and reviewed by Human Resources. If potentially adverse information is found in the background check, Human Resources will review the matter with the Division Head or the Hiring Manager before finalizing a formal offer of employment or selection for promotion. Depending on the severity and relevance of the adverse information an offer may be rescinded. Background checks may include, but are not limited to:
- Review of County/State/Federal Criminal Records;
- Verification of Social Security Number;
- Verification of Educational records;
- Verification of Employment records;
- Sexual Offender Registry Search;
- Credit History (for those positions with financial responsibilities);
- Review of Department of Motor Vehicle records (for those positions which drive college vehicles).
Wellesley College will ensure that all background checks are held in compliance with all federal and state statutes. The college guarantees that all information obtained from the reference and background check process will only be used as part of the employment process, or for evaluation of existing employees, and will be kept separate from the personnel file and held strictly confidential.
If you have any questions about this policy, please contact Human Resources.
It is the policy of the College to maintain a work and academic environment that is free of sexual harassment and discriminatory actions based on race, color, gender, age, sexual orientation, religion, ethnic or national origin, physical or mental disability, genetic information, veterans’ status, membership in uniformed services, or any other protected status. Unlawful employment discrimination and sexual harassment by officers, managers, faculty, supervisors, employees, students, advisors, vendors, clientele, and contractors will not be tolerated.
Further, any retaliation against an individual who has complained about sexual harassment or unlawful discrimination, or retaliation against individuals for cooperating with an investigation of a complaint of sexual harassment or unlawful discrimination, is similarly unlawful and will not be tolerated.
The College will investigate complaints of violation of this policy. Persons who violate this policy will be subject to disciplinary action up to and including termination of employment, suspension, and/or expulsion.
I. DEFINITION OF UNLAWFUL DISCRIMINATION AND SEXUAL HARASSMENT
A. UNLAWFUL DISCRIMINATION
Unlawful discrimination is strictly prohibited by the College and will not be tolerated. Treating an employee or student differently in the terms or conditions of his or her employment or education on the basis of the employee’s or student’s race, color, gender, age, sexual orientation, religion, ethnic or national origin, physical or mental disability, genetic information, veterans’ status, membership in uniformed services, or any other protected status constitutes unlawful discrimination.
B. SEXUAL HARASSMENT
Sexual harassment is a form of sex discrimination that is illegal under both federal and Massachusetts state law and is strictly prohibited by the College. Unwelcome sexual advances, requests for sexual favors and other physical or verbal conduct of a sexual nature constitute sexual harassment when:
Submission to such advances, requests or conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic advancement or participation in College programs or activities, or is used as a basis for employment or academic decisions affecting the individual; or
Rejection of such advances, requests or conduct affects a term or condition of an individual’s employment or academic advancement or participation in College programs or activities, or is used as a basis for employment or academic decisions affecting the individual; or
Such conduct has the purpose or effect of unreasonably interfering with an individual’s work, academic performance, education, or participation in College programs or activities, or of creating an intimidating, hostile, work or academic environment.
II. CONDUCT WHICH MAY CONSTITUTE UNLAWFUL SEXUAL HARASSMENT
Sexual harassment does not refer to words or actions of a welcome nature. It refers to behavior that is not welcome and occurs in a variety of situations which share a common element: the inappropriate introduction of sexual activities or comments into the work or academic environment. Harassing conduct need not 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, such 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 a person’s ability to perform his or her work. Sexual harassment can also involve behavior directed to and/or by students of the College, 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 the circumstances and how they impact the workplace or academic environment, examples of sexual harassment include but are not limited to such conduct as the following:
- verbal abuse, insults, jokes, comments or innuendo of a sexual nature that include lewd, obscene or sexually suggestive displays or remarks;
- physical contact, such as touching, hugging, kissing, patting, or pinching, that is uninvited and unwanted by the other person;
- the 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 unwanted requests for sexual favors;
- threatened, attempted, or completed physical sexual assault;
- indecent exposure;
- romantic involvement (even if consensual) between supervisors and subordinates that impacts the workplace and/or other individuals in areas such as assignments, advancements and benefits; or
- romantic involvement (even if consensual) between supervisors and students they supervise that impacts the academic environment and/or other students in areas such as assignments, grades and academic benefits.
III. CONDUCT WHICH MAY CONSTITUTE UNLAWFUL DISCRIMINATION
Depending upon the circumstances and how they impact the workplace or academic environment, examples of unlawful discrimination could include the above-referenced examples concerning sexual harassment, as well as the following types of conduct:
- Making decisions about a person’s employment, compensation or education based upon his or her race, color, gender, age, sexual orientation, religion, ethnic or national origin, physical or mental disability, genetic information, veterans’ status, membership in uniformed services, or any other protected status;
- Verbal abuse, offensive innuendo or derogatory words, concerning a person’s race, color, gender, age, sexual orientation, religion, ethnic or national origin, disability, veterans’ status, or any other protected status;
- An open display of objects or pictures designed to create a hostile working/learning environment based on a person’s race, color, gender, age, sexual orientation, religion, ethnic or national origin, physical or mental disability, genetic information, veterans’ status, membership in uniformed services, or any other protected status.
IV. EMPLOYEE, FACULTY AND STUDENT RESPONSIBILITIES
Each 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. Each 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 person conducting the 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 investigator(s) listed below.
V. EDUCATIONAL SETTING
In the educational setting within the College, there exists latitude for a faculty member’s 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. Those participating in the educational setting bear a responsibility to balance their professional academic responsibilities and academic freedoms with a consideration of the reasonable sensitivities of other participants.
Nothing contained in this policy shall be construed to limit the legitimate and reasonable academic responsibilities and academic freedoms of the College’s professional educators.
VI. PROCEDURES FOR ADDRESSING COMPLAINTS OF VIOLATIONS OF THIS POLICY
When Wellesley College receives any complaint of harassment it will promptly investigate the allegation in a fair and expeditious manner. Wellesley College will make every effort to proceed in such a way as to maintain confidentiality to the extent practicable under the circumstances. If it is determined that inappropriate conduct has occurred we will act promptly to eliminate the offending conduct, and where appropriate we will also impose disciplinary action.
Procedure: If an individual believes that s/he has been subjected to discrimination or sexual or other harassment prohibited by this policy, whether by a supervisor, a co-worker, faculty member, student, vendor, contractor or any other person with whom s/he comes in contact at the College, the individual should report the incident promptly to his/her supervisor or Department Head, the Director of Human Resources at X2890, or to those listed in Section X of this policy.
If the particular circumstances make a discussion with or a complaint to an employee’s own supervisor inappropriate (for example, the complaint involves the employee’s supervisor, or the employee fears retaliation by his/her supervisor), the employee should bring the matter immediately to his/her Department Head, the Director of Human Resources at X2890, or to those listed in Section X of this policy. Any person who receives a complaint of sexual harassment or discrimination from an employee or student, or who otherwise knows or has reason to believe that an employee or student has been subjected to sexual harassment or discrimination, is expected to report the incident promptly to the Director of Human Resources for investigation.
The following is an outline of the procedure generally followed once a complaint has been brought to the attention of the College:
- A prompt and impartial investigation of the complaint is conducted by the College Investigators or by their designee. (For example, for a complaint against a student, this would be the Dean of Students or her designee.) This investigation will consist of (but will not necessarily be limited to) interviews of the individual who made the complaint, of the person or persons against whom the complaint was made and of other individuals who may have witnessed the reported incident or incidents.
- Upon completion of the investigation, the person who conducted the investigation will meet individually with the individual who made the complaint and the individual or individuals 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.
VII. DISCIPLINARY ACTION
In the event that the investigation reveals that sexual harassment, discrimination, 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.
All actions taken to investigate and resolve complaints through this procedure shall be conducted with as much privacy, discretion and confidentiality as possible without compromising the thoroughness and fairness of the investigation. All persons involved are to treat the situation with respect. To conduct a thorough investigation, the Investigator(s) may discuss the complaint with witnesses and those persons involved in or affected by the complaint, and those persons necessary to assist in the investigation or to implement appropriate disciplinary actions.
IX. NO RETALIATION FOR FILING A COMPLAINT OF SEXUAL HARASSMENT OR UNLAWFUL DISCRIMINATION
Retaliation against any individual for making a complaint of sexual harassment or of any unlawful discrimination or for assisting in the investigation of such a complaint is illegal and will not be tolerated. Any acts 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.
X. COLLEGE INVESTIGATORS OF COMPLAINTS OF SEXUAL HARASSMENT AND UNLAWFUL EMPLOYMENT DISCRIMINATION
The College has designated Kathryn Howe Stewart, Deputy Director of Human Resources, as the College’s Title IX Coordinator. Additionally, the following investigators are designated as those persons who are charged with coordinating the College’s implementation of this policy, and investigating complaints of sexual harassment and unlawful discrimination for the College. They may be contacted to initiate an investigation under the policy or to answer questions regarding this policy. The College also reserves the right to retain an outside investigator to investigate complaints regarding violations of this policy.
Eloise See McGaw, ext. 2890
Room 136 Green Hall
Assistant Vice President and Director of Human Resources & Equal Opportunity
Andrew Shennan, ext. 3583
Room 349 Green Hall
Provost and Dean of the College
Kathryn Howe Stewart, ext. 2214
Room 136 Green Hall
Deputy Director of Human Resources
Debra DeMeis, ext. 2323
Room 344 Green Hall
Dean of Students
Michelle Lepore, ext. 2370
Room 342 Green Hall
Associate Dean of Students
Carolyn M. Slaboden, ext. 2216
Room 136 Green Hall
Associate Director of Human Resources & Equal Opportunity
STATE AND FEDERAL AGENCIES
In addition to the above, employees who believe that they may have been subjected to sexual harassment or unlawful discrimination, may file a formal complaint with either or both of the government agencies set forth below. Using the College’s complaint process does not prohibit an employee from filing a complaint with these agencies.
The United States Equal Employment Opportunity Commission (“EEOC”)
John F. Kennedy Federal Building
475 Government Center Boston, MA 02203
617.565.3200 or 800.669.4000
Massachusetts Commission Against Discrimination (“MCAD”)
Boston Office: Springfield Office:
One Ashburton Place 424 Dwight Street
Boston, MA 02108 Springfield, MA 01103
455 Main Street
Worcester, MA 01690
U.S. Department of Education
Office of Civil Rights
5 Post Office Square, 8th Floor
Boston, MA 02109-3921
EXPECTATIONS OF PROFESSIONAL CONDUCT BETWEEN COLLEGE EMPLOYEES AND SUPERVISEES OR BETWEEN EMPLOYEES AND STUDENTS
A. Unprofessional Conduct and Romantic Relationships between College Employees and Those They Supervise
The College prohibits all individuals it employs, whether faculty, staff or students, from directly or indirectly supervising other individuals at the College with whom they have a sexual, intimate, and/or romantic relationship, even if such relationships are consensual. Sexual, intimate, and/or romantic relationships, even if consensual, between College employees and those they supervise are potentially exploitive because of the imbalance of power inherent in them. Such relationships raise concerns about the validity of consent, conflict of interest, fairness of treatment, and the creation of a hostile or intimidating work environment. Further, they may give rise to liabilities for the College and/or the individuals involved in the relationships.
The term “directly or indirectly supervising” includes, but is not limited to: (1) making or influencing hiring, promotion, salary, tenure, or similar advancement and compensation or benefit decisions; (2) evaluating work performance, contributing to, or conducting, performance reviews; (3) making or participating in decisions about work assignments or schedules; and (4) participating in the resolution of employee relations matters. By way of example, a supervisor (faculty or staff) involved in a sexual, intimate and/or romantic relationship with an employee under his or her supervision shall not write a job performance review, recommend a salary increase, or become involved in any disciplinary or other employee relations matter involving the individual, or participate in re-appointment, assignment, tenure, promotion, compensation or merit increase decisions.
Any employee who violates this policy will be subject to disciplinary action, up to and including termination of employment.
B. Unprofessional Conduct and Romantic Relationships between Students and College Employees
One of the foundations upon which Wellesley College’s educational mission rests is the maintenance of a safe and intellectually stimulating environment where students may learn, think, work, and live without undue negative influences, concerns of favoritism, intimidation, and/or a hostile working or learning environment.
When a supervisory relationship exists between faculty or staff members and students, or such a supervisory relationship is likely in the future, a sexual, intimate, and/or romantic relationship, even if consensual, between those individuals is clearly detrimental to the educational process and to promoting an environment where favoritism and/or intimidation are absent. Such a relationship is unconditionally unacceptable.
A “supervisory relationship” is defined to include relations between a student and any faculty, staff member or student who (1) now supervises or would have a reasonable or usual expectation of supervising the student in the future; (2) now provides or would have a reasonable or usual expectation of providing the student with oral or written recommendations; (3) now grades and/or formally evaluates or would have a reasonable or usual expectation of grading and/or formally evaluating the student in future; and/or (4) now makes significant decisions, or would have a reasonable or usual expectation of making significant decisions in future affecting the student’s living space, financial aid, and/or access to essential College programs and services.
Even when no supervisory relationship is present or anticipated, sexual, intimate, and/or romantic relationships, even if consensual, can be detrimental to the ideal of a collegial and supportive mentoring environment. The College strongly discourages faculty and staff from engaging in any consensual sexual, intimate, and/or romantic relationships with any student. Even if the relationship is consensual and the initiator of the relationship is a student, any ensuing adverse consequences arising from it will affect the employee whose institutional responsibility it is to deal in a professional manner with such situations. In addition, because of the implicit or explicit power differential, if a student makes an allegation of sexual harassment, the affected faculty or staff member may have difficulty proving the relationship was fully consensual. Relationships that begin on a consensual basis sometimes deteriorate into unwanted situations.
Any employee who violates this policy will be subject to disciplinary action, up to and including termination of employment.
Acquired Immune Deficiency Syndrome (AIDS) is a communicable, life-threatening disease with no cure at this time. Recognizing that prevention of infection is the best defense against AIDS, Wellesley College believes its primary response to this health threat should be community education about the disease and ways to avoid infection.
AIDS results from infection with the Human Immunodeficiency Virus (HIV). HIV is transmitted to individuals only by intimate sexual contact or by blood contact as with HIV contaminated needles or HIV-containing blood transfusion. Authoritative medical opinion from the United States Public Health Service, the Centers for Disease Control, and the American College Health Association states that there is no risk of acquiring AIDS by ordinary social or occupational contact such as working with, sitting near, or living in the same residence with an HIV-infected person. There is no risk in eating food handled by an infected person, being coughed or sneezed upon by an infected person, or swimming in a pool with an infected person.
Based on these facts, Wellesley College will not tolerate discrimination against any student, faculty member, or employee infected with HIV who is performing his/her usual student or job-related activities. HIV-infected persons have rights as members of the Wellesley College Community. Such persons, however, also have a responsibility to the community and are expected to act in accordance with known medical advice to prevent the spread of infection to others. Infected individuals are encouraged to communicate with the College Health Service in order to receive appropriate medical advice and support. All information regarding HIV infection will be treated in a confidential manner, and recommendations made will be based on guidelines from the Centers for Disease Control, United States Public Health Service, and the American College Health Association.
All students, faculty, administrative and union staff are expected to recognize the potential for alcohol and drug abuse whenever illegal drugs or alcohol are sold, given, manufactured, and/or used and that such abuse is in conflict with the College's purpose. The College's drug and alcohol policy for staff and faculty is stated below.
Illegal or improper use of alcohol will not be tolerated and may result in disciplinary action, up to and including termination of employment. The unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs by any person on the property of Wellesley College is prohibited. Such action shall result in disciplinary action, up to and including termination of employment.
Violations of the Wellesley College Drug Policy or of any Commonwealth of Massachusetts or Town of Wellesley laws are subject to disciplinary action. Acts in violation of the Wellesley College Drug Policy that occur on campus will be subject to disciplinary action. Additionally, acts in violation of the Wellesley College Drug Policy that occur off campus may be subject to disciplinary action.
Drug and Alcohol Programs:
Below is a list of some drug and alcohol prevention, counseling, treatment and rehabilitation, and re-entry programs. Additional programs may be listed in the local and other area telephone directories.
190 North Main Street
Natick, MA 01760
368 Congress Street
Boston MA 02210
Al-Anon/Adult Children of Alcoholics...781.843.5300
Al-Anon Family Groups of Mass., Inc.
639 Granite Street
Braintree, MA 02184
Solicitation by one College employee of another employee for any purpose is prohibited while either employee is on his or her working time ("working time" does not include meal periods, authorized rest breaks, or any period when employees are properly not engaged in the performance of their work tasks.)
Distribution by College employees of advertising materials, handbills, or printed or written literature of any kind to other employees during work time or in work areas is prohibited.
Solicitation of employees or distribution of advertising materials, handbills, or printed or written literature of any kind to employees on the premises of Wellesley College by persons who are not Wellesley College employees is prohibited at any time. This policy does not include Wellesley College authorized vendors.
To view the full policy please click this link: Business Conduct Policy
Wellesley College seeks to maintain a safe, healthy and secure work environment. It is the College's goal to create a workplace free from violence, threats of violence, harassment, intimidation, and other disruptive behavior. Employees play a major role in the College's efforts by complying with this policy, contributing to a respectful atmosphere, treating all threats seriously, and reporting incidents immediately.
Wellesley College treats reports of threatening behavior or violence seriously and will take appropriate action in response. The College has the right to search any area or property, including personal property, in order to investigate reports of workplace violence. For information regarding the College's response to a workplace violence crisis, please refer to the Wellesley College Emergency Response Plan.
Prohibited Conduct and Behavior:
Wellesley College will not tolerate any workplace violence, whether carried out by coworkers, visitors, former employees, or other individuals. The College expressly prohibits violence, threats, harassment, intimidation, and other disruptive behavior on its property. Violence or threatening behavior can include physical acts of violence, gestures, intimidating presence, oral or written statements, sexual assaults and weapons possession.
The College will initiate appropriate action in response to reports of such incidents, which may include, but is not limited to, immediate removal from Wellesley College property, suspension, termination and/or referral for criminal prosecution. All employees are required to cooperate in any investigations the College conducts in response to reports or acts of workplace violence.
All employees are responsible for reporting workplace violence and can do so without the fear of reprisal or criticism. Community members should not ignore violent, threatening, harassing, intimidating or other disruptive behavior.
Employees can consult this list to determine when and to whom to report incidents.
- Situation Report to any act of violence or threat of violence, or any emergency situation Call Wellesley College Police (x5555)
- Verbal abuse, perceived intimidation, or harassment, or any non-emergency situation Report incident to immediate supervisor or Office of Human Resources (x3202)
- All other situations or not sure Call Office of Human Resources (x3202) or Wellesley College Police (x2121)
If you have any questions about this policy please contact the Director of Human Resources (x3202) or the Chief of Campus Police (x2121).
Wellesley College expressly prohibits the use, possession, or sale of any weapon, other than as expressly authorized by the College, by any person or employee while on College property and/or while conducting business on behalf of or for the benefit of, the College. This prohibition applies even if an individual has a legal permit to carry a weapon. Massachusetts General Laws (MGL, Chapter 269, section 10(j)) also prohibit carrying a firearm, whether loaded or unloaded, or any other dangerous weapon, in any building or on the grounds of any college or university.
Persons who are on Wellesley College property and/or conducting business on behalf of, or for the benefit of, the College, are required to abide by this policy and are required to cooperate in any investigation the College deems necessary to enforce this policy.
Persons who do not comply with this policy may be subject to disciplinary action, up to and including removal from College property and/or termination from employment. This action is separate from any criminal penalties that may be pursued for violation of state laws.
Special Exemption for the Possession of Chemical Defensive Sprays:
In the Commonwealth of Massachusetts, chemical defensive sprays are considered regulated ammunition. This definition includes any device or instrument that contains or emits a liquid, gas, powder, or other substance designed to incapacitate.
Residents of Massachusetts must obtain the appropriate Firearms Identification Card (FID), or License to Carry (LTC) in order to possess chemical defensive sprays in public. The licensing authority for granting permission to possess any form of defensive chemical sprays is generally the chief of police in the town where the person resides. For example, the Chief of Police, Town of Wellesley, would be the licensing authority for a staff member who resides in the Town of Wellesley. Individuals residing in other cities, towns, or villages should apply for their FIDs or LTCs with their local police departments. Non-residents of Massachusetts should contact the applicable licensing authority for additional information regarding exemptions to this requirement. Refer to Massachusetts General Laws, chapter 140, section 129B and chapter 140, section 131, for additional information.
Only Student Life staff members, police, maintenance staff, and custodians who are on official College business are permitted in the private areas of the residence halls. All other College employees visiting the residence halls must restrict their presence to the common public areas. Maintenance staff and custodians working in the private areas should be wearing uniforms and all employees entering the residence halls must have Wellesley College identification. Anyone without an ID who claims to be an employee or privately contracted by the College must go to Campus Police and obtain proper ID and visitor’s pass.
The professional Residence Life staff has access to rooms for a variety of health and safety reasons.
Anyone in the building, employee or visitor, who is a guest of a student, needs to be escorted through the building by the resident. This is crucial to the safety of everyone in the building.
- Of course, non-consensual relationships are strictly prohibited by the College and are also subject to legal prohibitions. Back
- Examples of supervisory relations between faculty and students would include, but not be limited to: (a) individuals involved, or likely to be involved, in a classroom situation; (b) individuals involved, or likely to be involved, in a tutorial such as a 350, 360, 370, or other independent work; (c) any situation wherein a student is majoring in a professor’s department; (d) any situation wherein a student is a member of a group under the professor’s supervision, such as a junior year abroad program, or other group activities. In addition, other kinds of academic supervisory roles come under this definition (e.g. class deans and students).
Examples of supervisory relations between staff and students would include, but not be limited to: (a) relations involving the heads of any division, and/or the managers of any department within the college; (b) relations between students and student life staff, including Resident Directors, counseling and medical staff; (c) relations between members of the Wellesley College Campus Police and any student; (d) students working for and/or reporting to any staff member as part of their employment; (e) students and staff serving on College committees together; or (f) any formal or informal advising relationship between staff and students. Back
- Non-consensual relationships are strictly prohibited by the College and are also subject to legal prohibitions. Back