These following policies establish the guidelines and expectations for employee conduct, ensuring a consistent and fair workplace environment on campus. Regular updates and clear communication of these policies are essential for promoting transparency, fostering a positive work culture, and complying with legal regulations. The policies are listed in alphabetical order.
It is the policy of the University to provide reasonable accommodations or academic adjustments when necessary.
Western New England University Employees should dress appropriately to their duties, with no negative impact on the University’s image.
It is the policy of the University that Faculty and Staff report for duty at the assigned time and place, remain on duty during scheduled work hours, and accurately report hours worked and leave taken in accordance with State and Federal law.
University employees are provided with paid time off for making arrangements, settling family affairs, bereavement, and/or attending the funeral or memorial service of a member of the immediate family.
WNE strives to provide an educational and work environment that is collegial, respectful, and productive. This policy establishes rules for the conduct of consensual relationships between employees and between employees and students, including supervisory personnel, in an attempt to prevent conflicts and maintain a productive and professional work environment.
WNE expects that each member of our community will be treated with civility, respect, and dignity. If a disagreement occurs between individuals and/or groups, we expect that the merits of opposing positions will be discussed without resort to insult, personal attack, or bias. Behavior or conduct that is biased or harassing will not be tolerated.
The University maintains an Employee Assistance Program to provide help and counseling for on- or off- the-job emotional, family, substance abuse, legal, and financial problems, etc., for employees and their families.
During the year it may be necessary to suspend some or all of University operations due to inclement weather or other emergency events.
It is the policy of the University that Faculty and Staff avoid any conflict, or appearance of conflict, between personal interests and the interests of the University in dealing with any organization or third party. When Faculty and Staff are aware that such organization or individual (i) has or seeks to have a business relationship with the University, or (ii) has objectives or interests that may be adverse to the University's interests, Faculty and Staff are expected to avoid such conflicts of interest, to disclose any personal interest that may conflict with their obligations to the University, and to refrain from influencing any decision of the University on a matter in which such a conflict exists.
Western New England University has implemented a progressive discipline policy and procedures that are designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable Faculty and Staff behavior and performance.
All eligible employees may take unpaid job-protected leave under the FMLA for up to 12 workweeks during any 12-month period.
All members of the University community, as well as visitors, are prohibited from possessing firearms, explosives, or weapons on the premises of the University without the explicit advance authorization of the University, regardless of whether a federal or state license to possess the same has been issued to the possessor.
The University recognizes that there are times when the need arises for Staff members to express concerns or complaints in a formal manner. The following procedures will ensure that Staff members receive a fair review of workplace concerns.
Employees are encouraged to serve on jury duty and fulfill their court-related, civic obligations. The University provides regular faculty or staff members paid time off to do so without change in status or loss of pay.
This policy establishes the criteria for full-time Professional Residence Life Staff to have a spouse or partner and/or their dependent children live with them in University housing and to set expectations for the registration and conduct of those individuals.
WNE provides Long Term Disability (LTD) through Guardian to eligible Faculty and Staff.
Pursuant to Massachusetts law, WNE will provide up to fifteen (15) days of annual job-protected leave to employees who are victims of domestic violence or for an employee to assist a family member who is a victim of domestic violence.
Paid Family and Medical Leave (PFML) is a Commonwealth of Massachusetts program designed to give Massachusetts workers the resources to manage their own health and the health of their family. PFML is a state-offered benefit for anyone who works in Massachusetts and is eligible to take up to 26 weeks of paid leave for medical or family reasons.
This policy addresses the potential perception of favoritism, preferential treatment, or the appearance of conflicts in hiring and supervising relatives of Faculty, Staff, or Student employees, or in academic matters.
Unlawful discrimination has no place at WNE. It violates the University’s core values, including its commitment to equal opportunity and inclusion, and will not be tolerated. Discrimination and harassment based on pregnancy or pregnancy-related conditions, including but not limited to childbirth, termination of pregnancy, or lactation, are prohibited by University policy and prohibited by Title IX.
In accordance with Massachusetts state law, it is unlawful to discriminate against an employee due to pregnancy or a condition related to pregnancy including, but not limited to lactation or the need to express breast milk for a nursing child.
Remote work arrangements allow employees to work at an alternate work location, usually their home, for all or part of their workweek. The University considers remote work to be a viable, flexible work option when both the employee and the position are suited to such an arrangement. The benefits of remote work can be significant for employees and the organization. Remote work arrangements can enhance productivity, lower turnover, expand applicant pools, and provide employees with a greater work-life balance.
This policy sets forth WNE’s policy, guidelines, and requirements with respect to the admittance and use of Service Animals or Emotional Support Animals or to the admittance of approved pets on its property.
Severance pay may be granted to employees upon involuntary termination of employment with WNE, based on length of employment and position level.
WNE provides Short Term Disability (STD) through Guardian to eligible Faculty and Staff who have completed 6 months of employment.
The University may not discriminate against, exclude, or treat differently any student or applicant for admission on the basis of their pregnancy, childbirth, termination of pregnancy, or recovery therefrom, or establish or follow any rule or practice that discriminates in such a manner.
This policy establishes the University’s position regarding staff employees teaching outside of their primary job duties.
Western New England University adheres to the Massachusetts’ state law of employment-at-will. When it is in the best interest of the employee or the University, termination may take place at any time for any reason.
Employment rights of employees engaged in the armed forces are protected by the Uniformed Services Employment and Reemployment Rights Act.
It is the policy of Western New England University that all Faculty or Staff members shall be free, without fear of retaliation or dismissal, to make known concerns of alleged misconduct within Western New England University that they reasonably believe exists.
Western New England University is committed to preventing violence in the workplace and to maintaining a safe work environment.
