Employment Policies

Whether you are a new hire or a former employee returning to Kenyon College, you may feel a little strange in your new surroundings. This is a normal feeling and is expected. Your fellow employees, especially your supervisor, want to help you get off to a good start. Feel free to ask them for help concerning anything you don't understand.

One of the first things you should do is carefully read this Handbook. It is designed to answer many of your questions about the practices and policies of Kenyon College, what you can expect from Kenyon College, and what Kenyon College expects from you.

Anniversary Date

The first day you report to work is your "official" anniversary date. Your anniversary date is used to compute various conditions and benefits described in this Handbook.

At Will Employment

All employment and compensation with Kenyon College is "at will" which means that your employment can be terminated with or without cause, and with or without notice, at any time, at the option of either Kenyon College or yourself, except as otherwise provided by law.

Business Hours

Our regular office operating hours are 8:30 A.M. to 4:30 P.M. Monday through Friday.

Your particular hours of work and the scheduling of your lunch period will be determined and assigned by your supervisor or department head. Most employees are assigned to work a thirty-five (35) hour work week. You are required to take a one (1) hour unpaid lunch period daily; please understand that you may not "work through lunch" in order to arrive late or to leave early or to work extra time unless this request is made and approved in advance by your supervisor.

Confidential Information

Our students, their parents, employees and other persons affiliated with Kenyon College may entrust us with information which may be confidential. The nature of this relationship requires maintenance of confidentiality. In safeguarding the information received, Kenyon College earns the respect and further trust of our patrons.

Your employment with Kenyon College assumes an obligation to maintain confidentiality, even after you leave our employ.

Any violation of confidentiality may seriously injure Kenyon College's reputation and effectiveness. Therefore, please do not discuss College business with anyone who does not work for us, and never discuss business transactions with anyone who does not have a direct association with the transaction. Even casual remarks can be misinterpreted and repeated, so develop the personal discipline necessary to maintain confidentiality. If you hear, see or become aware of anyone else breaking this trust, consider what they might do with information they get from you.

If you are questioned by someone outside the College or your department and you are concerned about the appropriateness of giving them certain information, remember that you are not required to answer, and that we do not wish you to do so. Instead, as politely as possible, refer the request to your supervisor or to the head of your Division.

No one is permitted to remove or make copies of any Kenyon College records, reports or documents without prior management approval.

Because of its seriousness, disclosure of confidential information could lead to dismissal.

Customer Relations

The success of Kenyon College depends upon the quality of the relationships between Kenyon College, our employees, our students, their parents, alumni(ae), our suppliers, the general public and others. Our customers' impression of Kenyon College and their interest and willingness to obtain services from us is greatly formed by the people who serve them. In a sense, regardless of your position, you are an ambassador for Kenyon College. The more goodwill you promote, the more our customers will respect and appreciate you and the unique educational experience that Kenyon College provides.

Here are several things you can do to help give customers a good impression of Kenyon College:

1.Act competently and deal with customers in a courteous and respectful manner.

2.Communicate pleasantly and respectfully with other employees at all times.

3.Follow up on calls and questions promptly, provide businesslike replies to inquiries and requests, and perform all duties in an orderly manner.

4.Take great pride in your work and enjoy doing your very best.

These are the building blocks for your and Kenyon College's continued success. Thank you for adding your support.

Driver's License & Driving Record

Employees whose work requires operation of a motor vehicle must present and maintain a valid driver's license and a driving record acceptable to our insurer. You may be asked to submit a copy of your driving record to Kenyon College from time to time. Any changes in your driving record must be reported to your supervisor and the Office of Human Resources immediately. Failure to do so may result in disciplinary action, including possible dismissal. If driving a College vehicle you must be a "certified" driver.

Note: See "Use of Company Vehicle" in the "Other Policies" section of this Manual for further information.

Driver Certification and Training Policy

Only certified employees and students are permitted to drive College vehicles. To be certified as a driver one must:

1. Be at least 18 years of age to drive a College car or minivan; be at least 21 years of age to drive a fifteen-passenger van.

2. Possess a valid driver's license.

3. Have fewer than six traffic violation demerit points under state of Ohio rules.

4. Have no chargeable accidents within the last 24 months.

5. Have no convictions on record for driving under the influence of alcohol or drugs, or other major traffic violations such as reckless operation, hit/skip, driving under suspension, or fleeing from a police officer.

6. Attend a defensive driving class sponsored by the College and pass an exam. In order to drive a fifteen-passenger van, also successfully complete an on-the-road training program.

Potential drivers are asked to fill out the application form (which can be obtained at the Office of Security and Safety) and submit a copy of their driver's license. Security and Safety will run an initial check of the motor vehicle record for each applicant and our insurance carrier will carry out random checks on the driving records of all certified drivers. The College reserves the right to rescind the driving privileges of any applicant making false statements on the application form.

Applicants should contact the Department of Security and Safety to find out when the defensive driving class will be offered and to arrange for on-the-road training for fifteen-passenger vans.

Equal Employment Opportunity Statement; Statement on Discrimination

Kenyon College has a long standing record of nondiscrimination in employment and opportunity based on age, ancestry, disability, national or ethnic origin, race, religion, sex or sexual orientation. The President has issued the following policy statement regarding nondiscrimination:

Kenyon is committed to providing equal employment opportunity without regard to age, ancestry, disability, national or ethnic origin, race, religion, sex or sexual orientation and additionally, does not support discrimination on the basis of marital status, political belief or activity or status as a veteran. This policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, all other conditions and privileges of employment in accordance with applicable federal, state and local laws.

Equal employment opportunity notices are posted on appropriate employee bulletin boards as required by law. The notices summarize the rights of employees to equal opportunity in employment and lists the names and addresses of the various government agencies that may be contacted in the event that any person believes he or she has been discriminated against.

It is the practice and policy of Kenyon College to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). Kenyon College will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. Kenyon College also will make reasonable accommodation wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made do not require significant difficulty or expense.

Management is primarily responsible for seeing that Kenyon College's equal employment opportunity policies are implemented, but all members of the staff share in the responsibility for assuring that by their personal actions the policies are effective and apply uniformly to everyone.

Any employees, including managers, involved in discriminatory practices will be subject to discharge.

Harassment Policy Statement

Kenyon College intends to provide a work environment that is pleasant, healthful, comfortable and free from intimidation, hostility or other offenses which might interfere with work performance. Harassment of any sort - verbal, physical, visual, sexual - will not be tolerated. Kenyon College is committed to free expression, free inquiry, honesty, tolerance and respect for the rights and dignity of others. Harassment is a very serious offense that can result in the imposition of severe disciplinary measures. Harassment is offensive to the principles of appropriate discourse and civil conduct. Indeed, it is a form of persecution that can cause extreme anguish and humiliation. It is unacceptable under any circumstances and will not be tolerated.

Those in positions of authority must recognize that in their relationships with subordinates and students there is always an element of unequal power. It is incumbent upon those with authority not to abuse the power with which they have been entrusted. Also, in order to encourage the free pursuit of learning, Faculty, Administrators and Staff members should be aware that romantic and sexual involvement with students over whom they have a direct or indirect authority is discouraged by Kenyon College.

What Is Discriminatory Harassment?

Discriminatory harassment can take many forms. It may be, but is not limited to: words, signs, jokes, pranks, intimidation, physical contact, or violence. It also may include harassment that is sexual in nature or directed at the gender of another (as in sexual harassment - see page 22 for more information).

Speech or other expression constitutes harassment by personal vilification if it:

a) is intended to insult or stigmatize an individual or an identifiable group of college-related individuals on the basis of their age, ancestry, disability, national or ethnic origin, race, religion, sex or sexual orientation.

b) is addressed directly to (though not necessarily in the presence of) the individual(s) whom it insults or stigmatizes, and;

c) makes use of words or nonverbal symbols that convey hatred or contempt for human beings on the basis of their age, ancestry, disability, national or ethnic origin, race, religion, sex or sexual orientation.

Harassment may also be constituted by nonverbal acts that would also be punishable as, for example, vandalism, physical assault, or destruction of property. Other examples of harassment include epithets or "jokes" referring to an individual’s group-based attributes; placement of offensive written or visual material on another’s work area; offensive messages sent through e-mail; and undesired physical contact, physical violence, or threat of same.

HARASSMENT & DISCRIMINATION COMPLAINT AND HEARING PROCEDURES

Responsibility

All Kenyon College employees, and particularly supervisors, have a responsibility for keeping our work environment free of harassment. Any employee who becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, must report it to their immediate supervisor or any management representative with whom they feel comfortable. The immediate supervisor or management representative to whom the harassment was reported must inform the EOO/Ombudsperson OR the Director of Human Resources of the incident.

Reporting

Any incidents of harassment should be immediately reported to a supervisor or other management representative. Any supervisor or management representative to whom an incident of harassment was reported must inform the EOO/Ombudsperson OR the Director of Human Resources. All reports will be promptly investigated with due regard for the privacy of everyone involved. Any employee found to have harassed a fellow employee or subordinate will be subject to severe disciplinary action or possible discharge. Kenyon College will also take any additional action necessary to appropriately remedy the situation. No adverse employment action will be taken for any employee making a good faith report of alleged harassment.

Discrimination/Harassment Complaints

A member of the administration or staff who believes he or she has been discriminated against, either intentionally or inadvertently on the basis of age, ancestry, disability, national or ethnic origin, race, religion, sex, or sexual orientation, in employment, in education programs, or activities operated by Kenyon College, OR has been harassed verbally or physically, may use the following procedures to address the complaint:

Informal Resolution

The complainant may choose to address the issue informally by speaking directly to the alleged perpetrator or by writing a letter explaining why particular behavior was interpreted as being discriminatory or harassing or he or she may wish to consult with a discrimination advisor or a sexual harassment and assault advisor (if the discrimination complaint turns on gender or sexual harassment--see sexual harassment procedures later in this section), to explore other options or solutions. A current list of the discrimination and sexual harassment advisors is available in the "Speak Out Against Discrimination" brochure or in the "Tell Someone" brochure, or one may call the Equal Opportunity Officer (EOO) at extension 5820 for further information. Should the matter not be resolved through informal discussions, a formal action of complaint may be filed.

Formal Action of Complaint

The formal action of complaint is a written and signed statement prepared by the complainant detailing the factual basis for the complaint which, in turn, is given to the EOO. The written complaint must be received by the EOO within 30 days of the alleged discrimination except in cases of sexual harassment (see sexual harassment procedures later in this section). The EOO will refer the letter to the Staff and Administration Hearing Board (SAHB). The SAHB will consist of three voting members. The persons on that board will be appointed by the Director of Human Resources and will include: A Chair,who will be the Director of Human Resources (unless she or he must disqualify her or himself for reasons of conflict of interest, in which case the President will appoint a senior administrator); a staff member; and an administrator. However, if the complaint is initiated by a faculty member or student against an administrator or staff member, the Committee will consist of Chair (a senior administrator appointed by the President); a faculty member/student (appointed by the faculty grievance committee or by the student judicial board) and a staff or administrative appointee depending on the affiliation of the complainant.

In cases alleging sex discrimination, at least one of the members of the hearing board must be of the same gender; and an alternate of the same gender must be selected by a majority vote of the regular members if needed to replace one of the standing members. A hearing board member’s qualifications may be challenged for reasons of interest or bias by any member of the hearing board, by the complainant, or by the respondent. A decision to disqualify a hearing board member will be by majority vote of the hearing board, provided that no member whose qualifications are challenged will vote on the issue. A hearing board member who is disqualified, will be replaced by one of the alternate members of the hearing board.

All members of the SAHB will receive special training as needed regarding adjudication of cases of discrimination, harassment or sexual harassment. The training will be directed by the College EOO, with relevant legal, medical and counseling assistance when appropriate.

The SAHB will schedule an informal hearing date as promptly as possible, normally no later than fifteen days after the date the formal complaint was received by the EOO. (See *time limitations).

A hearing before the Staff and Administration Hearing Board (SAHB) will be conducted in accordance with the following procedures:

• A formal, handwritten and signed complaint will be filed with the EOO, who will subsequently forward the complaint to the chair of the SAHB.
• Both the complainant and respondent may select an advisor from the College staff, administration or faculty who may participate fully in the hearing, but may not present the case on behalf of the complainant or respondent. Neither the complainant nor the respondent may be represented by legal counsel.
• All hearings shall be closed. The only persons attending the hearings are hearing board members, the complainant, the respondent, one support person for the complainant, one support person for the respondent, and material witnesses (who will be called one at a time) re: the specific event(s) described in the formal statement. Witnesses who are not direct parties in the case will be present at the hearing only when they are called upon to speak.
• All members of the hearing board are required to practice strict confidentiality concerning all aspects of a particular case at all times, including before, during or after any hearings. In addition, confidentiality must be maintained by all parties associated with a hearing, including witnesses and advisors.
• If a member of the SAHB has any potential conflict of interest in the case, she or he will be expected to disqualify her or himself from that particular hearing.
• Legal rules of evidence will not govern the hearing. Evidence is to be limited by the requirement that in the hearing board’s judgement, it has a bearing on the complaint. The hearing board may request access to documentary evidence within the control of either party and may request the appearance as a witness of any person who may possess knowledge bearing on the complaint.
• As participants at the hearing, the complainant, respondent, and advisors may present evidence and make statements. A verbatim record of the proceedings will not be made.
• The SAHB will determine innocence or guilt based on the preponderance of evidence given at the hearing. Any decision will be by majority vote taken by secret ballot.
• Time limitations. Barring unusual circumstances, the SAHB will hold the hearing not less than seven and no more than fifteen days after notification of the charge by the EOO. The SAHB will render its written determination within seven days of the conclusion of the hearing. The hearing board may recommend sanctions which may include but are not limited to the following: A warning, a reprimand, a suspension, or termination of employment. The chair of the SAHB will write a letter to the complainant and the respondent explaining the board’s decision and will forward the decision to the department head to whom the complainant reports, unless there is a conflict of interest, in which case the decision will be forwarded to the President. The division head (or in cases when the division head presents a conflict of interest, the President) will respond to the SAHB’s recommendation within ten days of the SAHB’s written recommendation to the complainant and the respondent. A copy of the decision will also be forwarded to the EOO.

* It should be noted, that the chair of the SAHB, after consultation with the parties involved, may suspend the time limitations during the period when the College is not in session.

Rights of the Complainant in a Hearing of Discrimination or Harassment:

• The right to full access to college policies and procedures, including the opportunity to discuss the case with the SAHB and the right to drop the case at any time.
• The right to have a member of the Kenyon faculty, administration, staff or student body serve as a support person at the hearing. This support person may not be a party to the case, but may accompany the complainant to the hearing and advise the complainant of ways to present her or his case. The complainant must notify the chair of the identity of the support person at least 48 hours in advance of the hearing, absent good cause to the contrary.
• The right to present information and witnesses in affirmation of the complaint. The names of witnesses must be given to the Chair at least 48 hours before the hearing, absent good cause to the contrary. The number of witnesses called may be determined by the Chair to limit unnecessary repetition during the hearing.
• The right to question all information, as well as witnesses and the respondent.
• The right to not have one’s sexual history discussed during the hearing (if the charge is of sexual harassment) except as it specifically relates to the respondent’s actions identified in the complaint.

The Rights of the Respondent in a Hearing of Discrimination or Harassment:

• The right to an unbiased hearing and a determination based only on information presented at the hearing.
• The right to remain silent; silence is not construed as evidence of guilt.
• The right to receive written notification and detailed information about the charges at least seven days in advance of the hearing, absent good cause to the contrary.
• The right to a hearing conducted promptly after the filing of the formal statement of complaint.
• The right to present information and witnesses in defense of the complaint. The names of the witnesses must be given to the Chair within 48 hours in advance of the hearing, absent good cause to the contrary. The number of witnesses called may be determined by the Chair to limit unnecessary repetition during a hearing.
• The right to question all information, as well as witnesses and the complainant.
• The right to have a member of the Kenyon faculty, administration, staff or student body, serve as a support person. The support person may not be a party to the case. The support person may assist the complainant in the preparation of his or her case, but the role of the support person is to ask clarifying questions and to advise the respondent regarding strategy, not to present the defense. The respondent must notify the Chair of the identity of the support person at least 48 hours in advance of the hearing.
• The right to written notification of the recommendation of the SAHB and the action of the division head, (or for reasons of conflict of interest, the President), within ten days after the division head (or President), has been informed of the SAHB’s recommendation.
• The right to appeal to the President based on the following:

  * failure of the SAHB to follow procedures set forth herein;

  * appropriateness of the sanction;

  * new information not available at the time of the hearing.

The letter of appeal must be filed with the President within ten days of notification to the respondent of the outcome of the SAHB hearing, absent good cause to the contrary.

SEXUAL HARASSMENT

What is Sexual Harassment?

Sexually harassing conduct may include a broad range of unwanted behaviors that have sexual implications or are specific to the gender of another. It may include unwelcome sexual advances, requests for sexual favors, or any other verbal or physical contact that prevents an individual from effectively performing the duties of his or her position. Sexually harassing conduct that creates an intimidating, hostile or offensive working environment, or when compliance with such conduct becomes a condition of employment or compensation (explicitly or implicitly) is strictly prohibited and is a violation of Title IX of the Education Amendments of 1972 in that it constitutes discrimination of the basis of sex.

Sexual Harassment - Reporting Procedure

Any member of the College community who believes that she/he has been the victim of sexual harassment should seek the support of a Sexual Harassment Advisor (Advisors are appointed on a yearly basis and their names and pictures are posted on College bulletin boards and in the annual "Tell Someone" brochures) and ultimately bring the matter to the attention of the College’s EOO/Ombudsperson as promptly as possible after the alleged harassment occurs. All conversations will be kept confidential. There will be no formal documentation of the allegation at this stage other than the completion of an incident report which describes only the events (without names). However, the college reserves the right, in instances of alleged violence, when deemed a threat to the safety of the community, to respond without the consent of the complaining party.

Sexual Harassment - Informal Resolution & Mediation

For a variety of reasons including confidentiality, speed of the resolution, and a return to normal relations, it may be in the interest of both the complainant and the respondent to seek some form of informal resolution--particularly when the alleged harassment is not described as sexual assault or rape. No records identifying the parties or the specifics of a complaint involved will be kept at this stage.

A. Indirect Mediation. After a discussion with a Sexual Harassment Advisor, the complainant may request that the EOO/Ombudsperson inform the respondent of the general nature of the complaint, preserving, as much as possible, the anonymity of the complaint. The purpose of anonymous mediation is simply to inform the respondent of the nature of the complaint in general terms and solely for the respondent’s (the accused) own information. The substance of the communication will be an explanation of the nature of the complaint and an indication of how the complaint may be resolved. The EOO/Ombudsperson will inform the complainant of the reaction of the respondent. If this exchange does not resolve the complaint or lead to further negotiation, the complainant may consider the alternatives described below.

B. Direct Communication. The complainant may decide to seek informal resolution of the complaint with the assistance of a Mediator. Ordinarily, the Mediator will be the College EOO/Ombudsperson, but the complainant may choose one of the Sexual Harassment Advisors to mediate the situation instead. In this instance, the College EOO/Ombudsperson simply needs to be notified. The purpose of the mediation is neither to judge the complaint or evaluate its merits, but simply to enable the parties involved to achieve a mutual understanding and resolution of the complaint. Initially, the Mediator will meet with the respondent to simply describe the nature of the complaint and to gain the respondent’s agreement to participate in direct mediation. If the respondent refuses to participate in direct mediation, the complainant is responsible for deciding what further action to take. The mediator may consult with both parties together or individually, whichever way may be most helpful in clarifying resolution. Ordinarily, mediation will involve only the Mediator and the two parties involved; however, if both parties agree, each may be accompanied by one advisor. Any attempt at informal resolution does not preclude formal action of any kind.

Sexual Harassment - Formal Action of Complaint

After the meeting with an Advisor to consider the nature of the complaint and possible charges, or after an unsatisfactory attempt at informal resolution, complainants may decide to proceed with a formal action of complaint. In this event, the complainant must submit a handwritten and signed statement of complaint to the EOO requesting that the Staff and Administration Hearing Board (SAHB) adjudicate the case using the procedures for formal complaints of harassment or discrimination as listed on page 18. The statement of complaint must include the details, the names, dates and times, and description of the specific incidents involved. The Advisor may assist the complainant in preparing this document. See "Discrimination/Harassment Complaints, Formal Action of Complaint" for full SAHB procedures.

Sexual Assault

Allegations of Sexual Assault

An allegation of sexual assault, if the alleged misconduct is between employees, should be reported immediately to a supervisor, the Office of Security, or with local law enforcement authorities (the sheriff's office). If there are questions about whether the alleged offense arises to the level of an assault, a confidential discussion with one of the sexual misconduct advisors or with one of the College counselors is recommended before any action is taken.

If a sexual assault complaint is between a student and an employee of the College, the Dean of Students in consultation with others, including the victim, the accused and the Director of Human Resources, will discuss options and determine the appropriate action to be taken.

Allegations of sexual assault between employees will not be adjudicated internally by the Staff and Administrative Board as in allegations of sexual harassment or other kinds of workplace conflicts or infractions. It is highly recommended that victims of a sexual assault file a complaint with local law enforcement authorities.

According to Ohio law, if an individual becomes aware of an alleged felony, as in a rape, it must be reported to local law enforcement authorities, usually through Kenyon's department of security, unless that information is shared with a physician, a member of the clergy, or a trained counselor, including a sexual harassment advisor. These individuals are protected by law under the client/patient privilege of confidentiality; however it should be understood that reporting an incident does not necessarily mean that a formal complaint has been filed.

Former Employees

Depending on the circumstances, Kenyon College may consider a former employee for re-employment. Such applicants are subject to Kenyon's usual pre-employment procedures. To be considered, an applicant must have been in good standing at the time of their previous termination of employment with Kenyon and must have provided at least two weeks advance notice of their intention to terminate their employment with Kenyon College (and worked the term of their notice, see "Resignation" on page 106).

Reinstatement of Benefits (Bridging)

In the event you return to work for Kenyon College, within twelve (12) months of termination of your previous employment with Kenyon, and you terminated your previous employment with Kenyon in good standing, your absence will be treated as if it were a Leave of Absence. You MAY be eligible to continue your benefits at the level you enjoyed them (commensurate with your new position) at the time of your termination of previous employment with Kenyon. Your original hire date will be used for the employee master files and for recognition purposes.

How You Were Selected

We carefully select our employees through written applications, personal interviews and reference checks where appropriate. After all relevant information was carefully considered and evaluated, you were selected to become a member of our team.

This careful selection process helps Kenyon College to find and employ people who are concerned with their own personal success and the success of Kenyon; people who want to do a job well and who can carry on their work with skill and ability; and people who are comfortable with Kenyon and who can work well with our team.

Introductory Period

Your first ninety (90) working days of employment at Kenyon College are considered an Introductory Period. This Introductory Period will be a time for getting to know your fellow employees, your supervisor and the tasks involved in your job position, as well as becoming familiar with Kenyon College's policies and procedures. Your supervisor will work closely with you to help you understand the needs and processes of your job.

This Introductory Period is a try-out time for both you, as an employee, and Kenyon College, as an employer. During this Introductory Period, we will evaluate your suitability for employment, and you can evaluate us as well. As is true throughout your employment with the College, you may resign without any detriment at any time during your first 90 working days. Similarly, if, during this period your work attitude, attendance or performance do not measure up to our standards, we may release you. If you take approved time off in excess of five workdays during the Introductory Period, the Introductory Period may be extended by that length of time.

At the end of the Introductory Period, your supervisor will typically discuss your job performance with you. During the course of the discussion, you are encouraged to give your comments and ideas as well.

Please understand that completion of the Introductory Period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for "cause."

A former employee who has been rehired after a separation from Kenyon College of more than one (1) year is considered an introductory employee during their first ninety (90) days following rehire.

Outside Employment

If you are employed by Kenyon College in a full-time position, we will expect that your position here is your primary employment. Any outside activity must not interfere with your ability to properly perform your job duties at Kenyon.

If you are thinking of taking on a second job, it would be wise to notify your supervisor immediately. He or she will thoroughly discuss this opportunity with you to make sure that it will not interfere with your job at Kenyon nor pose a conflict of interest.

Proof of U.S. Citizenship and/or Right to Work

Federal regulations require that 1) before becoming employed, all applicants must complete and sign Federal Form I-9, Employment Eligibility Verification Form; and 2) all applicants who are hired need to present documents of identity and prove their eligibility to be employed in the United States.

Relatives

Effective 7/1/98, if you and members of your immediate family are employed by Kenyon College, one may not directly supervise the other. If problems develop in working relationships that were in place prior to 7/1/98 and the related employees are unable to develop a workable solution, the Director of Human Resources in conjunction with the Head of the Division will decide which employee may be transferred (if possible). For purposes of this section, your immediate family includes your spouse, your domestic partner, your children, your siblings, your parents, and your spouse’s or domestic partner’s children, siblings and parents.

We Need Your Ideas

Ask any of our employees who have worked with us for a long time and they will probably tell you of the many changes and improvements that have come about in their departments since they first joined us. We believe the person doing a job is in the best position to think of ways of doing it more easily, more efficiently, and more effectively. If you think of a better way of doing your job or the job of a fellow employee, discuss it with your supervisor, who will welcome your suggestions and ideas.

Note: See "Suggestions" in the "Other Policies" section of this Handbook for specific instructions on submitting suggestions.

Remember, there may be areas in Kenyon College's operation that can be improved. These could be in service, equipment, communications, safety, ways to reduce costs, losses, and/or waste, or other improvements you may see a need for. Please give us the benefit of your unique experience and thoughts. Also, make sure to document your innovations and money-saving efforts and have your supervisor attach them to your next evaluation.

Workplace Conflicts - Procedures for Resolving

If an employee has a work related problem that involves the employee’s co-worker or supervisor, the College encourages the employee to discuss the problem with all concerned parties as soon as possible. If the employee wants to seek input on how to proceed with the initial discussion, she or he can choose to contact the College EOO/Ombudsperson on an informal basis. At the conclusion of the informal meeting, the employee will be asked to review the formal problem solving procedure and sign a document indicating they understand the procedure. They will also be asked to indicate,in writing, if they choose to invoke the formal procedure.

The employee may choose to initiate the following formal problem solving procedure if the informal discussions do not result in the resolution of the problem:

The employee reports the problem in written form to the immediate supervisor.

The supervisor responds with a written solution. The employee should receive the supervisor’s suggested resolution within ten working days of the date the employee sent her or his synopsis of the problem to the supervisor.

If the matter is still unresolved and the employee wishes to receive further consideration of the problem, she or he may do so by reviewing the matter with the Director of Human Resources. The director will discuss the issue with all concerned parties, investigate as necessary and issue a written resolution within ten working days of the date the director met with the employee.

If the director’s solution is unacceptable the employee may request a meeting with the Supervisor, the appropriate Senior Staff member and the Director of Human Resources. If the employee wishes, she or he may be accompanied by a Kenyon associate. If the Senior Staff member is the supervisor who answered the complaint in the first step of the process, they will be excused from this step and another member of Senior Staff will be appointed by the President. A written decision issued jointly by the Senior Staff member and the Director of Human Resources will be given to all concerned parties within ten working days after the meeting.

Any person (Supervisor, Director of Human Resources, Senior Staff) subject to time limitations during this process will be permitted to ask for a delay of up to 30 days to fully explore possible resolutions. Also, the incidence of a summer or Holiday vacation in the course of ongoing procedures shall be reason for a suspension of the relevant deadlines until the end of that vacation.