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.
An employee with a disability who thinks they may need a reasonable accommodation to access a campus program, activity, or service or to effectively do their job should contact the Assistant Director of Human Resources at 740-427-5773, to discuss specific needs. Advance notice is required to review documentation, evaluate accommodation requests, and provide notice or arrangements for any accommodation.
REQUESTING a modification or ACCOMMODATION INVOLVES THE FOLLOWING STEPS:
Request modification or accommodation.
An employee may request a modification or accommodation orally or in writing. A form for requesting an accommodation is available {here}. You are not required to use the form but should provide the information requested by the form including the type modification or accommodation requested and the reason for the request. If Human Resources is aware of the disability, knows that the disability may be interfering with the employee’s work performance, and believes that the disability may be preventing the person from requesting a reasonable accommodation, the Assistant Director of Human Resources may initiate the interactive process.
Documentation is not always required. Kenyon may request documentation from a medical or mental health professional if that disability is not obvious or previously unknown. Generally, Kenyon accepts documentation as valid if it is dated within two year(s) of the request. The documentation must establish that the employee has a physical or mental impairment that substantially limits a major life activity, identifies functional limitations related to the job and may provide recommendations for potential reasonable accommodations. The Assistant Director of Human Resources will review the documentation and identify on a case-by-case basis a range of reasonable modifications or accommodations based on documentation provided.
The employee will schedule a meeting with the Assistant Director of Human Resources to review documentation and the requested accommodation. The employee making the request and the Assistant Director of Human Resources will engage in an interactive process to determine appropriate modification(s) or accommodation(s).
Following the interactive process, the Assistant Director of Human Resources will generate an electronic letter describing the modification(s) or accommodation(s) to be provided to the employee to the appropriate supervisor and/or department head. A copy of the letter of accommodation will also be emailed to the employee. This email will make those parties aware of the recommended accommodations that are based on the documentation on file. By law, the Assistant Director of Human Resources cannot disclose the nature of an employee's disability without the employee’s consent. If an accommodation cannot be granted because of workplace constraints, the interactive process will be re-opened to explore reasonable alternatives and will include the supervisor or department head.
The letter of accommodation is not meant to be a final statement of accommodation. Rather, it is important that the employee communicate with their supervisor or department head about the specifics of their modifications or accommodations and the effectiveness of the same. Examples might include determining arrangements for extended time on certain tasks, arranging to have print materials available in alternative formats, arranging for a computer with specialized visual or audio capabilities, etc. The Assistant Director of Human Resources is available to provide assistance with accommodation arrangements.
If the modification(s) or accommodation(s) an employee is currently receiving need to be revisited, the employee can contact the Assistant Director of Human Resources to review them. Should an employee be dissatisfied or have concerns about the implementation of the modifications or accommodations for which they are eligible, they should contact the Assistant Director of Human Resources or the Civil Rights Coordinator 740-427-5825.
Kenyon College seeks to provide a welcoming environment for people of all religions and religious beliefs. College policy grants accommodations for all sincerely held religious beliefs and practices unless it would create an undue hardship for the College.
Examples of possible accommodations include wearing specific clothing, not performing specific duties that might conflict with one’s sincerely held religious beliefs, and taking certain time off for religious ceremonies or practices. Any appropriate accommodation is determined through an interactive process.
Staff and Faculty
Staff and faculty members seeking a religious accommodation should contact the Assistant Director of Human Resources at 740-427-5773. The Assistant Director will work with the employee and the employee’s supervisor/department head in an interactive process. Normally, the Assistant Director will provide a written description of the accommodation decision within 10 business days. If an accommodation request is denied or is unsatisfactory, the employee may submit a request for reconsideration to the Director of Human Resources within 5 business days of receiving the decision.
An employee requesting an accommodation should meet with the Assistant Director of Human Resources. It is in the employee’s best interest to request this meeting at the earliest possible date. These meetings must occur annually.
Once the accommodation is determined, the applicant and the appropriate parties will be notified. The employee’s supervisor, Department Head, and others will be notified of the accommodations as determined by the Assistant Director.
Discrimination
Nothing in the policy shall prohibit an employee who believes that they may have been subjected to religious discrimination or discrimination based on religion to utilize the College’s Discrimination/Discriminatory Harassment Procedures by contacting the College’s Civil Rights Coordinator at 740-427-5285 and/or to pursue a complaint with either the Ohio Civil Rights Commission or the Federal Equal Employment Opportunity Commission. Revised 2/2018
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.
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.
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.
Informal review of work-related problems
Kenyon College encourages open and honest communication among its employees.
In many cases, work-related problems are the result of poor communication or a misunderstanding that can be resolved through additional discussion and agreement.
If you have a work-related complaint, please bring it to the attention of your immediate supervisor. Your supervisor has a responsibility to see that your problem is resolved as quickly as possible. If you still have a complaint after discussing the problem with your supervisor, you are encouraged to use the formal procedure as outlined below. In addition, you may use the services of the College Ombudsperson as a resource to help you explore flexible, creative solutions to the problem. Informally discussing your problem with the Ombudsperson does not preclude you from pursuing a formal complaint.
Formal Complaint Resolution Procedure
The College has established a formal Complaint Resolution Procedure which will enable employees to express their concerns and to seek solutions concerning disagreements arising from working relationships, working conditions, discipline and/or discharge, employment practices, or the interpretation of College policies. This procedure is intended to provide employees with a framework through which they may address work-related issues in an environment of civility and mutual respect.
Things to remember:
Steps in the Formal Complaint Resolution Procedure
Step One: To initiate the formal complaint resolution procedure, please present your supervisor with a written and signed complaint and forward a copy to Human Resources. (If the complaint is about your supervisor, you may present it to the Division Head OR proceed directly to Step Two.) Your supervisor will respond in writing and forward a copy of the response together with a copy of the complaint to Human Resources within ten (10) working days of receiving the complaint from you.
Step Two: If you are not satisfied with the response given by your supervisor or if you choose to bypass the supervisor and/or division head, you may submit your complaint in writing to the Director of Human Resources. The Director of Human Resources will review the problem with you, your supervisor, the Department and/or Division Head and other persons involved, in an effort to resolve the problem. The Director of Human Resources must investigate and respond in writing within ten (10) working days of receiving the written request for review of the complaint.
Step Three: If you are not satisfied with the response given by the Director of Human Resources, you may submit a written request for appeal to the President. The request for an appeal must be submitted to the President within ten (10) working days from the date a written response was issued by the Director of Human Resources.
Your appeal will be reviewed by a special committee appointed by the President to be convened within ten (10) working days after receipt of the appeal request. The special committee will consist of the Co-Chairs of Staff Council and a member of Senior Staff (not from the Division of the complainant). In the event that a conflict of interest is declared, the President will appoint a replacement to the special committee from Staff Council. The three-person committee will review all pertinent written documentation of the complaint and decide whether the investigation includes a formal meeting of the parties. The committee will advise the President of their findings and recommendations within ten (10) working days of the date they were first convened. The President will take those recommendations under advisement for her/his final decision. The President will issue a written decision in the matter within fifteen (15) working days of receiving the recommendation from the special committee and a copy shall be forwarded to you at that time. A copy of the report together with the written complaint will be placed in your personnel file. The President's decision shall be the College's final action on the complaint.
Timeliness. The time periods prescribed in the above procedure are intended not as rigid rules, but rather as guidelines to which all are expected to adhere diligently and in good faith. Officials responsible for the administration of the Complaint Resolution Procedure retain the prerogative to exercise reasonable discretion to extend or waive deadlines when necessary or appropriate.
Our students, as well as their parents, and our employees, donors, alumni 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.
Confidentiality of College Business Information
During your employment with the College, you may have access to confidential business and proprietary information (together called "College Business Information") that are disclosed to you or made known to you as a consequence of or through your employment relationship with the College. Some College Business Information you will need to perform your job duties. You must limit your dissemination or discussion of College Business Information to and with only those individuals with a College business need to know. College Business Information includes, but is not limited to, the following types of information: financial records, research, trial data, reports, memorandums, contracts, computer programs, technology, tuition and services pricing, purchasing, marketing materials, fundraising data including donors and their donations, vendor contracts, and employment records, including those pertaining to compensation and benefits (other than your own and matters not confidential under the National Labor Relations Act). College Business Information also includes medical records (other than your own if and as you choose to disclose same) as well as the confidential and proprietary information of third parties with which the College does or seeks to do business and which is disclosed to you as a part of that business or prospective business relationship. College Business Information may result from many sources and may take various forms (paper, verbal, electronic, etc). College Business Information does not include information generally made available to the public by the College in the ordinary course of business or by specific authorization or otherwise published and released by the College to the public.
You must protect the confidentiality of College Business Information and shall not directly or indirectly access, use, or disclose such College Business Information without the written authorization of the head of your Division, except as required for you to properly perform your job duties or as required by law (and in the latter case, only with prior written notice to your supervisor). To the extent that you are permitted to access College Business Information remotely, you are responsible for ensuring the privacy of such information at any remote location, and you agree not to store College Business Information on non-College computer systems. 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 violating this policy, please contact the Office of Human Resources. Your employment with Kenyon College requires an obligation to maintain the confidentiality of College Business Information even after you leave our employ.
Confidentiality of Student Records
Kenyon also maintains the confidentiality of student records. Neither such records, nor personally identifiable information contained therein, shall be disclosed except as authorized by federal law. For more specifics, see https://www-archive.kenyon.edu/x11744.xml.
Destruction of Records That Are Confidential as Described Above
You must follow the proper procedures (such as shredding) for destroying College Business Information and student records.
Further Provisions
Any violation of this Confidential Information policy may seriously injure Kenyon College's reputation and effectiveness and may expose the College to liability. If you are questioned by someone outside the College or your department and you are concerned about the appropriateness of giving them certain information that is confidential under this policy or whether the College considers the information sought as being covered by this policy, remember that you are not required to answer, and in such circumstance, 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.
Other than in the course of properly performing your job duties, you may not remove or make copies of any Kenyon College Business Information or student records without prior management approval.
Because of its seriousness, violation of this Confidential Information policy can lead to dismissal.
Kenyon College is committed to lowering the risk of COVID-19 transmission and illness and
working to protect the health and safety of our employees, students and guests. In accordance
with state and federal orders and recommendations, including the Responsible Restart Ohio Plan
and guidance from the Ohio Department of Health (ODH), all employees are required to follow
our Return to Campus Protocols (“RTCP”).
Employee Responsibilities
The support of our employees is critical to the successful implementation of our RTCP. Below
are the steps employees are required to take until the College deems the RTCP no longer
necessary. We encourage the continuation of telework arrangements wherever possible. By
agreement with their supervisor, employees who have been performing their duties successfully
via telework may continue to do so until further notice.
Mandatory Daily Health Assessment
All employees are required to complete a daily health assessment, described below, prior to
reporting to work on campus. All employees must also follow the reporting instructions that
follow depending on the results of their health assessment.
● Daily Temperature Checks: Take your temperature each day before reporting to work.
● Daily Symptom Checks: Consider whether you are experiencing any symptoms
associated with COVID-19. Employees are responsible for checking the CDC website for
the most up-to-date list of symptoms. As of July 24, 2020, the Centers for Disease
Control (CDC) has identified the following symptoms of COVID-19:
○ Cough
○ Fever or chills
○ Shortness of breath or difficulty breathing
○ Fatigue
○ Muscle or body aches
○ Headache
○ New loss of taste or smell
○ Sore throat
○ Congestion or runny nose
○ Nausea or vomiting
○ Diarrhea
● Daily Exposure Checks: Consider whether you have been exposed to someone with
confirmed COVID-19 within the last 14 days.
● Take Action: If you have a temperature of 100.4 degrees Fahrenheit or higher, are
experiencing symptoms, have been exposed to someone with confirmed COVID-19, or
are subject to or living with someone subject to a quarantine or isolation order, follow the
reporting instructions below.
Reporting Instructions For Symptomatic and Potentially Exposed Employees
● If you have a temperature of 100.4 degrees Fahrenheit or higher, or if you are
experiencing any of the above COVID-19 symptoms:
○ Do not report to work;
○ Immediately notify your supervisor and the Office of Human Resources;
○ Monitor your symptoms and call a doctor or use telemedicine if your symptoms
concern you; and
○ Return to work only when all three of the following are true: (1) you’ve had no
fever above 100.4 degrees Fahrenheit for at least three full days without taking
medication to reduce fever, (2) there is improvement in your respiratory
symptoms, if any, for three full days, and (3) at least ten days have passed since
your symptoms began.
● If you have been exposed to someone with confirmed COVID-19:
○ Do not come to campus or report to work on campus;
○ Immediately notify your supervisor and the Office of Human Resources;
○ If you are not experiencing symptoms, you may return to work 10 days after the
time you were exposed; and
○ If you are experiencing symptoms, you may not return to work on campus for at
least 14 days after the time you were exposed. Once this 14-day period has
passed, you may return to work when a doctor confirms that the cause of your
symptoms is not COVID-19 and approves your return to work, or all three of the
following are true: (1) you’ve had no fever above 100.4 degrees Fahrenheit for at
least three full days without taking medication to reduce fever, (2) there is
improvement in your respiratory symptoms, if any, for three full days, and (3) at
least ten days have passed since your symptoms began.
Confidentiality: Any medical information you share with your supervisor or Human Resources
will be kept confidential. While we have an obligation to notify employees of their potential
exposure to someone who is confirmed or suspected to have COVID-19, our policy is to not
reveal the identity of the individual with confirmed or suspected COVID-19.
Pay and Time-Reporting for Staff for COVID-19 Quarantine or Illness
Mandatory Testing
To protect the health and safety of all employees and students, employees may be required to
undergo mandatory COVID-19 testing. In the event of mandatory COVID-19 testing, employees
are still required to observe infection control practices, such as social distancing, regular
handwashing, and mask wearing.
Masks or Facial Coverings
Employees are required to wear a mask or facial covering while on campus unless otherwise
instructed by the department head or the employee’s doctor. At a minimum, facial coverings
should be cloth/fabric and cover the individual’s nose, mouth and chin. The print of facial
coverings must be in good taste and professional.
All employees are required to wear masks or facial coverings, except for the following reasons:
● Masks or facial coverings are not advisable for health reasons;
● The employee works alone in an assigned work area (office or cubicle where social
distancing of at least six feet is possible);
● Masks or facial coverings are in violation of documented industry standards or Ohio
Rules or Regulations.
● There is a functional (practical) reason for the employee not to wear a mask or facial
covering when performing their job duties and the supervisor has given the employee
written permission to opt-out of wearing a mask while completing certain tasks.
Employees who qualify for this exception will be notified.
Employees must provide written justification, upon request, explaining why they are not required
to wear a mask or facial covering while on campus for any of the listed reasons. The College will
need to provide this written justification if/when questioned by the Department of Health.
Social Distancing Requirements
● Maintain a distance of at least six feet from other individuals whenever possible.
● Maintain social distancing when waiting for an elevator or on an elevator.
● Do not gather or congregate in groups while on lunch or rest breaks.
● Remove shared candy dishes from desks and avoid other communal foods.
● Limit the number of people in common areas (work/copy center, copy rooms, conference
rooms, collaboration space) to ensure appropriate social distancing.
● Movement through hallways should be done with social distancing considerations.
● Conduct meetings via telephone or videoconference whenever possible. If telephonic or
electronic meetings are not possible, attendees should maintain a distance of six feet
during the meeting.
● Limit the number of individuals in kitchens and break areas to ensure social distancing.
● Individuals using kitchens are to wipe down all items before and after use.
● Use of drinking fountains will be prohibited and ice machines will be turned off.
Hand Washing and Hygiene
● Employees should frequently wash their hands with soap and water for at least 20
seconds or use hand sanitizer when hand washing is not possible.
● Employees who need to cough or sneeze should do so into a tissue (and then quickly and
properly dispose of the tissue) or into their elbow or sleeve if a tissue is not readily
available, and then wash or sanitize their hands.
Environmental Cleaning and Disinfection
● All frequently touched surfaces in the workplace, such as workstations, keyboards,
telephones, handrails and doorknobs, will be routinely cleaned and disinfected.
● Employees are encouraged to refrain from using others’ phones, desks, offices, or other
work tools and equipment, when possible. If necessary, clean and disinfect these items
before and after use.
● Disposable wipes will be provided so that commonly used surfaces (for example,
doorknobs, keyboards, remote controls, desks, other work tools and equipment) can be
wiped down by employees before each use.
● If a sick employee is suspected or confirmed to have COVID-19, maintenance and
facilities staff will follow CDC cleaning and disinfecting guidelines.
Meetings and Gatherings
● Carefully consider whether travel is necessary.
● Consider using videoconferencing or teleconferencing when possible for work-related
meetings and gatherings.
● Consider canceling, adjusting, or postponing large work-related meetings or gatherings
that can only occur in-person.
● Consider taking lunch and rest breaks alone.
● When videoconferencing or teleconferencing is not possible, hold meetings in open, wellventilated spaces.
Travel
Anyone traveling out of state must notify their supervisor in advance of their travel and may be
asked to quarantine (working from home if possible) for a period of 14 days upon their return.
Currently, Ohio implemented a COVID-19 travel advisory where those entering Ohio after travel
to states reporting positive testing rates of 15% or higher for COVID-19 are advised to selfquarantine for 14 days. Employees are responsible for checking the Ohio Department of Health
COVID-19 Travel Advisory website for an up-to-date list of states.
Accommodation or Variance Request
The Ohio Department of Health recommends that those who consider themselves to be in the
Vulnerable Individuals classification should continue to stay in their residence to the extent
possible. Vulnerable Individuals as defined by the CDC are: 1) older adults, and 2) people with
certain health conditions including but not limited to: cancer, chronic kidney disease, COPD
(chronic obstructive pulmonary disease) immunocompromised state (weakened immune system)
from solid organ transplant, obesity (body mass index [BMI] of 30 or higher), serious heart
conditions, sickle cell disease and type 2 diabetes mellitus. Please check the CDC website for the
most up-to-date list of those who are considered at an increased risk for severe illness.
Employees who need an accommodation or variance from any workplace requirement (that has
not already been met by teleworking or other arrangement approved by the supervisor) should
reach out to the Office of Human Resources (staff) or the Office of the Provost (faculty) to make
a request. The request must be submitted in writing and employees will be required to provide
written documentation to support their request. All requests, including requests for work from
home and teleworking arrangements, will be evaluated in accordance with federal and state laws
and College policies.
Compliance
Failure to comply with this RTCP could endanger your co-workers, our students and the public
and may result in discipline, up to and including termination.
Questions?
As local, state and federal guidance and requirements regarding COVID-19 continue to evolve,
our directives may change. Thank you for agreeing to read these guidelines and protocols and
any future updates in their entirety. Any questions or concerns should be directed to your
supervisor, the Office of Human Resources (staff) or the Office of the Provost (faculty).
To determine eligibility for employment or continued employment, the College has the right to check the criminal records of any employee or applicant for employment. In addition to a criminal background check, persons holding positions entailing the operation of Kenyon vehicles will be subject to a check of their driving records, and persons holding positions by which they can materially affect College assets will be subject to credit checks.
Consideration will be given to the relationship between a conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Positions for which criminal background checks can be performed include, but are not limited to, the following: accounting, bookstore, library and information services, gift processing in the development office, security, senior staff, and student affairs, including all coaches. Also included are future employees of the maintenance department.
Falsification of application materials, including failure to disclose any convictions, is grounds for termination of employment or non-selection of an applicant. All Kenyon employees, including faculty members, must notify the Office of Human Resources within five days of a conviction for a felony, first or second degree misdemeanor, or any drug, alcohol, or sex-related offense. Failure to report such conviction is grounds for disciplinary action up to and including termination of employment or non-selection of an applicant. Supervisors should notify the Office of Human Resources immediately upon being informed of any such conviction.
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.
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 Campus Safety) and submit a copy of their driver's license. Campus 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 Office of Campus Safety to find out when the defensive driving class will be offered and to arrange for on-the-road training for fifteen-passenger vans.
If the College makes the determination to eliminate a position and conclude the employment of the employee holding that position without fault of that employee, the following should occur absent extenuating circumstances:
1. The supervisor will meet at least once with the employee to explain why the decision was made;
2. The employee will receive a minimum of 30 days notice that their position is being eliminated;
3. Any employee working in a position scheduled to be eliminated who has completed a minimum of 90 days of continuous employment at Kenyon will receive the following severance pay:
Revised 10/31/2016
Resolving Complaints under the Americans with Disabilities Act and the Rehabilitation Act of 1973
Purpose and Scope
Kenyon College prohibits discrimination on the basis of disability. Kenyon College has adopted an internal grievance procedure for prompt and equitable resolution of complaints alleging any action prohibited by federal regulations implementing Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990 (ADA).
Issues that are grievable include, but are not limited to, a denial of a requested accommodation, the inadequacy of an accommodation, the inaccessibility of a program or activity due to disability, or discrimination or harassment based on disability.
How to File a Grievance
All such complaints/grievances should be submitted to the College’s Title IX/Section 504 Coordinator who is located at The Eaton Center within 30 calendar days of the date upon which the grievant becomes aware of the alleged prohibited action. Complaints received later than 30 calendar days after complainant became aware of the alleged violation will be dismissed as untimely.
Grievance Procedure
The following steps explain the procedure:
(a) A grievance should be filed in writing and shall contain the following information:
(1) Name, address and telephone number of grievant(s);
(2) The nature, date and detailed description of the alleged violation(s);
(3) The name(s) of the person or persons responsible for the alleged violation(s);
(4) The specific requested relief for corrective action; and
(5) Any background information the grievant believes to be relevant.
(b) An informal investigation, as may be appropriate, will follow the filing of a grievance. The investigation shall be conducted by the College’s Title IX/Section 504 Coordinator (or designee). This procedure contemplates a prompt and thorough investigation which affords the grievant, the subject of the grievance, other interested persons, and their representatives, if any, an opportunity to present information, submit witness names, and/or submit other evidence and information relevant to the grievance. If the Title IX/Section 504 Coordinator is central to the complaint, the informal investigation will be conducted by The Director of Human Resources (or designee).
(c) A written determination on the grievance and a description of the resolution, if any, shall be issued by the College’s Title IX/Section 504 Coordinator (or designee) or, if appropriate, The Director of Human Resources (or designee). The written determination shall be forwarded to the grievant no later than 30 calendar days after the submission of the grievance.
(d) The College’s Title IX/Section 504 Coordinator (or designee), or, if appropriate, The Director of Human Resources (or designee) shall maintain the files and records of the College relating to grievances filed.
(e) The grievant may request reconsideration of the resolution if they are dissatisfied with the resolution. Requests for reconsideration from a faculty member should be made within fourteen calendar days to the Provost. Requests for reconsideration by staff and visitors should be made within fourteen calendar days to the Director of Human Resources. The Provost or the Director of Human Resources then has thirty calendar days to respond to the request for reconsideration. The decision of the Provost or the Director of Human Resources shall be considered final. If the Provost or The Director of Human Resources is central to the complaint, requests for reconsideration should be made within fourteen calendar days to the Dean of Students (or designee) who will follow the process described above.
(f) The right of a person to a prompt and equitable resolution of the grievance filed under the procedure shall not be impaired by the person’s pursuit of other remedies, such as the filing of a Section 504/ADA complaint with the Office for Civil Rights.
(g) Retaliation against any person under this grievance procedure or against any person who assists a grievant in his/her pursuit of a grievance under this grievance procedure is prohibited.
(h) In the event that an act of discrimination, harassment, and/or retaliation under the ADA or the Rehabilitation Act of 1973 is found to have occurred, the College shall take steps to stop the discrimination, harassment, and/or retaliation, prevent its recurrence, and remedy its effects on the grievant or others.
Kenyon College has a long standing record of nondiscrimination in employment and opportunity based on race, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, physical and/or mental disability, age, religion, medical condition, veteran status, marital status, or any other characteristic protected by institutional policy or state, local, or federal law. The President has issued the following policy statement regarding nondiscrimination:
Kenyon is committed to providing equal employment opportunity without regard to race, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, physical and/or mental disability, age, religion, medical condition, veteran status, marital status, or any other characteristic protected by institutional policy or state, local, or federal law. This policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, as well as 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 they have 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.
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").
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.
I. The Role of the Guidelines
Kenyon College is committed to the principle of equal employment opportunity, and these guidelines are designed to assist the College in honoring that commitment. When an administrative vacancy occurs at Kenyon, whether as a consequence of the departure of an incumbent or by virtue of being newly created, the position can be filled either by conducting a search to identify the new appointee or by promoting a current employee of the College. Ordinarily positions will be filled by searches, and the highest administrative positions will normally be filled by national searches. In this manner the College can be assured that it is drawing on the most qualified individuals. The College must, however, be responsive to the obligation to provide advancement opportunities for its own employees; so there will be occasions when the President, the Director of Human Resources and the relevant Senior Staff member may conclude that an internal promotion is in the best interests of the College.
II. The Search Authorization Process
Requests to begin a search are submitted through the online PeopleAdmin system.
III. The Recruitment of Candidates
Placing the Advertisement
Other Recruiting Sources
Part-Time or Temporary Positions
Part-time openings and openings for a duration of no more than a year should, in most cases, be advertised. However, advertising for these positions may be limited to Kenyon's employment web site and/or local or state publications, and the application deadline may be more immediate.
The Search Committee
IV. Protocol for Searches with Internal Candidates
Because they are conducted with members of the Kenyon community, searches in which there are internal candidates deserve particular attention and consideration. As a general principle, internal candidates should undergo the same procedures (presentations, interviews, etc) as external candidates. However, to ensure the equitable treatment of all candidates (including internal candidates) during the search process, it is suggested that search committees adhere to the following recommendations:
Protocol for Searches Involving Spouses, Partners or members of the immediate family
In order to eliminate any potential for conflicts of interest, a person who is the spouse, partner or immediate family member of a candidate for a position may not serve as a member of the search committee.
V. The Assessment of Candidates
The Screening and Interview Process
VI. Record Keeping
Accurate records must be kept throughout the hiring process. The department conducting the search should keep copies of the hiring reports for four years immediately following the search. Applicants' dossiers will also be archived in the PeopleAdmin system. The EEO will also maintain a search file consisting of the Top Ten Report, Final Hiring Report, and a copy of all advertisements for a period of six years.
VII. Presidential Discretion
The President retains the authority to waive any of these procedures if it is concluded that the interests of the College are best served by such action.
VIII. Checklist for Search
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. See Title IX Policy. 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.
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 Title IX Policy.
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 race, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, physical and/or mental disability, age, religion, medical condition, veteran status, marital status or any other characteristic protected by institutional policy or state, local, or federal law and
b) is addressed directly to or at (though not necessarily in the presence of) the individual or individuals 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 race, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, physical and/or mental disability, age, religion, medical condition, veteran status, marital status or any other characteristic protected by institutional policy or state, local, or federal law.
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 email; and undesired physical contact, physical violence, or threat of same. See Title IX Policy.
Read Kenyon's Discrimination Policy.
Kenyon's character as a community is measured in part by the kind of human relationships that are formed and sustained in the workplace. Our success, individually and collectively, depends in part upon how well we reflect the virtues of mutual respect, and concern.
Accordingly, Kenyon is committed to providing its employees a workplace that is free of sexual discrimination, including harassment on that basis. Sexual harassment is therefore strictly prohibited at Kenyon. See Title IX Policy.
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.
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.
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. They 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.
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.
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.