2.0 Management Policies And Procedures
2.1 MANAGEMENT RIGHTS
The management of Roanoke College reserves the right to exercise the customary functions of management including but not limited to: the right to manage and control the premises and equipment; the right to select, hire, promote, suspend, dismiss, assign, supervise and discipline employees; determine and change starting and quitting times; transfer employees within departments or into other departments and other classifications; determine and change the size, composition of and qualifications of the workforce; establish, change and abolish policies, practices, procedures, rules and regulations; determine and modify job descriptions and job classifications, determine and change methods and means by which its operations are to be carried out; assign duties to employees in accordance with the needs and requirements determined by management; carry out all ordinary functions of management. This Handbook and College policies, procedures and practices are neither terms of employment nor are the contractually binding. Under current Virginia law your employment is "at the will" of the College and may be terminated at any time.
2.2 EQUAL EMPLOYMENT OPPORTUNITY/
AFFIRMATIVE ACTION POLICY
It is Roanoke College's policy to grant equal employment opportunities to all qualified persons without regard to race, color, gender, sexual orientation, religion, age, national origin, disability or veteran status. To deny a qualified person the chance to contribute to our effort because he or she is a member of a minority group, person with a disability, or a Vietnam-era veteran is an injustice, not only to the individual, but to the College and the nation as well. Roanoke College provides equal opportunities in employment, promotion, wages, salaries, benefits and other privileges, terms and conditions of employment. It is the responsibility of each member of management, from the President to the various Cabinet members and department managers, to give this nondiscrimination policy full support through inspirational leadership and personal example. In addition, it is the duty of every employee to create a job environment which is conducive to our policies of nondiscrimination. Any inquiries regarding this policy should be addressed to the Director of Human Resources.
2.3 POLICY STATEMENT ON SEXUAL HARASSMENT
It is the policy of Roanoke College to provide staff members a work environment free of any form of discrimination, including harassment. This institution reaffirms the principle that its faculty, staff and students have a right to be free from sex discrimination in the form of sexual harassment by any member of the academic community.
In addition, Title VII of the 1964 Civil Rights Act prohibits discrimination on the basis of race, color, sex, national origin, religion and pregnancy. Under both our policy and the equal employment law, it is illegal for a staff member to engage in unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, or any other verbal conduct that might be continued as a racial, sexual, ethnic or religious slur. In general, any behavior which could reasonably be perceived to be sexually offensive is under the purview of this policy. Sexual harassment is understood to include a wide range of behaviors, from the actual coercing of sexual relations to the unwelcomed emphasizing of sexual identity. This definition will be interpreted and applied consistent with accepted standards of mature behavior, academic freedom and freedom of expression.
Such behavior, whether committed by a supervisor or co-worker, is grounds for disciplinary action, up to and including termination. Individuals who believe they have been sexually harassed may obtain redress through the established informal and formal procedures of the institution. Complaints about sexual harassment will be responded to promptly and equitably. The right to confidentiality to all members of the academic community will be respected in both informal and formal procedures, insofar as possible.
This policy explicitly prohibits retaliation against individuals for bringing complaints of sexual harassment. Formal procedures will not be initiated without a written, signed complaint. An individual found to be guilty of sexual harassment is subject to disciplinary action for violations of this policy, consistent with existing procedures.
Any questions regarding College policy, state or federal fair employment laws, or complaints regarding any form of harassment should be addressed to the Director of Human Resources.
2.4 EMPLOYMENT POLICY
We hope that your employment with Roanoke College will be a long and rewarding experience. However, we recognize that circumstances change with the passage of time and that some employees may seek job opportunities elsewhere or choose to leave the College for other reasons. Others may not fulfill the operational needs of the College or changed circumstances may reduce available employment opportunities which may result in involuntary termination. We sincerely hope that none of these situations occur, but realistically we have to acknowledge that the possibility does exist. Because employment at Roanoke College is based upon mutual consent, the right of the employee or the College to terminate the employment relationship "at will" is recognized and affirmed as a condition of employment and, therefore, the employment relationship may be terminated by either party at any time for any reason.