STAFF (EMPLOYEE) HANDBOOK - Human Resources
UMBCAn Honors University in MarylandWelcome to UMBC!We are delighted you have chosen to work at UMBC, and we welcome you to thecampus.Ours is a special community – committed to nurturing people, ideas, and the values thatsupport excellence and service. Established in 1966, UMBC cares deeply about itsstudents, faculty and staff. We are proud to be building a national reputation ofexcellence.As a new employee, you have the opportunity to contribute directly to UMBC’s successand our primary objectives: 1) to be one of the best public research universities in thenation; 2) to be a major resource for Maryland and greater Baltimore; and 3) to create acampus community that finds enrichment in cultural and ethnic diversity.This manual provides information on the University’s organization and the variousbenefits and services available to you. We hope that you find it useful. I want to thankthe members of the Professional Staff Senate and the Non-Exempt Excluded StaffSenate who collaborated with the Department of Human Resources in developing theStaff Handbook.Again, welcome.Sincerely,Freeman A. Hrabowski, III
Staff HandbookThis handbook is a synopsis of policies governing staff of UMBC and is notintended to represent contractual terms of employment. The policies outlinedin this document may change after the publication date. UMBC reserves theright to change, or discontinue without notice, any plan, program, benefit, termor condition set forth within this handbook.More detailed interpretation and administration of these policies are made bythe Department of Human Resources (HR). Changes will be posted on the HRweb page (www.umbc.edu/hr). Please contact HR if you need an explanationor clarification of any item mentioned herein (410-455-2337).Employees who are represented for collective bargaining purposesshould refer to their respective memorandum of understanding forinformation regarding terms and conditions of employment. A full copyof the each memorandum of understanding can be viewed at:www.umbc.edu/hr/Revised February, 20072
Staff HandbookINTRODUCTIONABOUT YOUR UNIVERSITYUMBC MissionUMBC VisionEmployment OpportunitiesEqual Employment OpportunityDrug-Free WorkplaceEnvironmental Safety & Health (formerly Risk Management)UMBC Smoking PolicyWorkplace ViolenceSexual HarassmentAmericans with Disabilities ActDEFINITIONSEmployment CategoriesNon-exempt EmployeeExempt EmployeeEmployment StatusRegularGrant FundedContingent EmploymentContingent IContingent IICOLLECTIVE BARGAININGEMPLOYEES' VOICE IN GOVERNANCEThe Planning Leadership TeamCouncil of University System Staff (CUSS)Revised February, 20073
Staff HandbookUMBC SHARED GOVERNANCEUniversity Steering CommitteeFaculty SenateProfessional Staff SenateNon-exempt, Excluded Staff SenateGraduate Student AssociationStudent Government AssociationUNDERSTANDING YOUR JOBJob Specifications and DescriptionsNon-exempt EmployeesExempt EmployeesWork SchedulesOvertimeCompensatory TimeShift DifferentialOn CallCall-BackSalaryPaychecksDirect DepositTimesheetsProbationPerformance EvaluationConduct and DisciplineRevised February, 20074
Staff HandbookGrievancesSoliciting Personnel During Working HoursConfidentiality and Conflict of CommitmentNepotismDress CodeLEAVE POLICIESHoliday LeavePersonal LeaveAnnual Leave for Exempt EmployeesAnnual Leave for Non-exempt EmployeesSick LeaveLeave Reserve FundLeave Donation ProgramAdvanced and Extended LeaveAccident LeaveFamily and Medical LeaveLeave of Absence without PayInclement Weather & Emergency ConditionsLiberal LeaveAdministrative LeaveJury Duty and Leave for Legal ActionsMilitary LeaveDisaster LeaveClass Attendance During Working HoursRevised February, 20075
Staff HandbookBENEFITSHealth and Life Insurance BenefitsHealth InsuranceDental InsurancePrescription PlanLong Term CareLife InsuranceLong Term DisabilityRetirement BenefitsNon-exempt EmployeesExempt EmployeesSupplemental Retirement BenefitsTuition RemissionFor EmployeesFor Spouses and Dependent ChildrenTuition ReimbursementADDITIONAL BENEFITS AND SERVICESEmployee Assistance Program (EAP)Credit UnionParking ServicesEmployee RecognitionEmployee of the QuarterService AwardsNotary ServiceAlbin O. Kuhn Library & GalleryChild Care CenterThe Department of Athletics, Physical Education and RecreationDepartment of Human ResourcesFood Services DepartmentRevised February, 20076
Staff HandbookEnglish Language Center (ELC)Office of Information Technology (OIT)Communication ServicesTelecommunicationsCampus CardThe Comm StoreMail ServicesCentral Alarm and Access ControlPolice DepartmentUMBC TransitThe Women’s CenterRevised February, 20077
Staff HandbookWelcome to the University of Maryland Baltimore County (UMBC). Your employment atUMBC provides you with an opportunity to play a vital role in achieving the mission ofUMBC, which is to be one of the best public research universities of its size in thecountry, to be a major center for intellectual activity in the metropolitan Baltimore region,and to create a campus community that finds enrichment in cultural and ethnic diversity.UMBC is part of the University System of Maryland (USM), which includes the followinginstitutions:University of Maryland, Baltimore (UMB)University of Maryland, College Park (UMCP)University of Maryland, Eastern Shore (UMES)University of Maryland, University College (UMUC)Bowie State University (BSU)Coppin State University (CSU)Frostburg State University (FSU)Salisbury University (SU)Towson University (TU)University of Baltimore (UB)University of Maryland Center for Environmental Studies (UMCES)University of Maryland Biotechnology Institute (UMBI)University System of Maryland Office (USMO)The Department of Human Resources (HR) contributes to the University's mission ofteaching, research, and public service by providing benefits and services that help toattract, motivate, and retain a highly talented, committed, and diverse workforce. Toencourage excellence, HR promotes fair and equitable treatment, provides continuingopportunities for training and development, values and recognizes productivity andachievement, and respects the worth and dignity of all individuals.This handbook applies to all regular staff employees, unless otherwise indicated.Portions of the handbook are superseded by collective bargaining agreements whereapplicable. Employees whose actions are subject to any provisions of state or federallaws shall be governed by the provisions of those state and federal laws to the extentthe provisions in the staff handbook conflict with the applicable laws.Revised February, 20078
Staff HandbookABOUT YOUR UNIVERSITYMissionEstablished in 1966, UMBC is a dynamic public research university integrating teaching,research and service to benefit the citizens of Maryland. As an honors university, thecampus offers academically talented students a strong undergraduate liberal artsfoundation that prepares them for graduate and professional study, entry into theworkforce, and community service and leadership. UMBC emphasizes science,engineering, information technology, human services and public policy at the graduatelevel. UMBC contributes to the economic development of the State and the regionthrough entrepreneurial initiatives, workforce training, K-16 partnerships, andtechnology commercialization in collaboration with public agencies and the corporatecommunity. UMBC is dedicated to cultural and ethnic diversity, social responsibility andlifelong learning.VisionUMBC is an honors university in Maryland that seeks to become the best publicresearch University of its size by combining the traditions of the liberal arts academy,the creative intensity of the research university, and the social responsibility of thepublic university. We will be known for integrating research, teaching and learning, andcivic engagement so that each advances the others for the benefit of society.Employment OpportunitiesUMBC is committed to the principles of equal employment opportunity. Vacant staffpositions are advertised on the HR website at:http://www.umbc.edu/hr/employment/index.html. The website is updated as newpositions become available. Position announcements are also posted on theemployment bulletin board in HR (5th Floor Administration Building). Institutions withinthe USM and UMBC departments are sent copies of the position announcements topost. In addition, employment opportunities at other USM Institutions may be found onthe USM Career Opportunities website at: http://www.usmd.edu/Employment/Jobs.html.Position announcements for other institutions in the USM are also posted on theemployment bulletin board located in HR.Revised February, 20079
Staff HandbookEqual Employment OpportunityUMBC affirms its commitment to a campus environment which values human diversityand respects individuals. Fostering diversity and respect for difference is a fundamentalgoal of higher education, ranking among the highest priorities of this institution. In thisspirit, UMBC is committed to a policy of equal opportunity and to the elimination ofdiscrimination in both education and employment on the basis of race, color, nationalorigin, ethnic background, gender, sexual orientation, age, creed, political or religiousopinion or affiliation, disability, veteran’s status or marital status, in conformity with allpertinent federal and state laws on non-discrimination and equal opportunity. Moredetailed information on the EEO/AA policy and steps for filing of complaints can befound on the website of the Office of Human Relations Programs at:http://www.umbc.edu/ola/hr.htmlDrug-Free WorkplaceUMBC strives to maintain a workplace free from the illegal use, possession, ordistribution of controlled substances. The unlawful manufacture, distribution,dispensation, possession, or use of a controlled substance is prohibited on the State’sand/or University’s owned or utilized premises. Violation of this policy will result indiscipline up to and including termination from employment. As a condition ofemployment, employees must abide by the terms of this policy and must notify theirsupervisor of any criminal drug conviction no later than five (5) days after tal Safety and Health (formerly Risk Management)UMBC is committed to ensuring a safe work and academic environment for employeesand the campus community by strictly adhering to federal, state and industryrequirements governing environmental health and safety in the workplace. Thisincludes: Developing, implementing and administering University safety and riskmanagement programs designed to insure staff, faculty, public, and studentsafety;Assuring compliance with OSHA, MOSHA, and all other applicable health andsafety standards; andEducating the campus community in accordance with the Maryland RiskManagement Program.Please visit http://www.umbc.edu/safety/ for more information.Revised February, 200710
Staff HandbookSmoking PolicyIt is the policy of UMBC to regulate smoking on University properties since tobaccosmoke has been found to be a Class A human carcinogen. This policy is designed toprotect and enhance outdoor and indoor air quality in the University’s buildings and tocontribute to the health and well-being of the UMBC community, in general. Smoking isprohibited within 20 feet of all building openings including doorways, air or ventilationintake systems, entryways, and windows. Smoking is also prohibited on UMBC’smainstreet area (from the entrance to the Kuhn Library to the street adjacent to theAdministration and Recreational Activity Center), and the patio area outside cy.pdfWorkplace ViolenceUMBC is committed to maintaining a work environment that is as free as possible fromacts or threats of violence or intimidation. The safety and security of staff, faculty,students, and visitors are of vital importance. Violent or threatening behavior will not betolerated. This policy applies to any acts of violence or threats made on UMBCproperty, at UMBC events, or under other circumstances that may negatively affectUMBC’s ability to conduct business. Included in this prohibition are such acts or threatsof violence made directly or indirectly, by words, gestures, or symbols, which infringe onthe University’s right or obligation to provide a safe workplace for its employees,students, and ents/Bylaws/SectionVI/VI110.htmlSexual HarassmentSexual harassment impedes the ability of the campus community to support theintellectual, professional, personal, and social development of students, faculty andstaff. It threatens the legitimate expectation of the campus community that academic oremployment opportunity and progress is determined only by the published requirementsfor job, academic and extra curricula performance.UMBC is committed to maintaining a campus environment that is free of discrimination.Sexual harassment, a form of discrimination, is prohibited by state and federal law andwill not be tolerated. Retaliation against persons raising concerns about sexualharassment or persons who are parties to sexual harassment complaints is alsoprohibited and will not be tolerated.Revised February, 200711
Staff HandbookAll allegations of sexual harassment will be thoroughly and confidentially investigated inaccordance with the University’s Sexual Harassment Complaint Procedure. Additionalinformation concerning the UMBC Policy Prohibiting Sexual Harassment and the SexualHarassment complaint procedure can be found mericans with Disabilities ActUMBC is committed to compliance with Section 504 of the Rehabilitation Act of 1973, asamended (29 U.S.C. 794), and the American with Disabilities Act of 1990. It is a priorityof the University to ensure full participation in programs, employment and activities forall individuals. Reasonable accommodations will be provided, upon request, toUniversity employees, students and visitors. All University publications and eventsannouncements shall contain a statement informing persons with disabilities of theprocedure for requesting accommodations. New construction projects and renovationsshall comply fully with all federal, state and local codes, including the Americans withDisabilities Act Accessibility Guidelines and the Uniform Federal AccessibilityStandards. Additional information concerning this policy and the ADA complaintprocedure can be found at: ised February, 200712
Staff HandbookDEFINITIONSD ABOUT YOUR UNIVERSITYThere are several categories of employment at UMBC. For the purposes of thismanual, the primary categories are defined as follows:Non-exempt EmployeeIf you are a non-exempt employee, the University is required by federal law to pay you aregular hourly wage. The University is also required to pay you overtime at the rate ofone and one-half times your regular hourly rate for all hours worked in excess of forty(40) hours in a workweek. Positive time records are required for all non-exempt staffmembers.Exempt EmployeeIf you are an exempt employee, the University is required to pay you a salary; salarylevels for exempt staff reflect the total compensation for all services provided. Thenature of exempt work may require exempt employees to work more than regularlyscheduled hours in a given workweek. Exempt employees are: employed at will (if hiredafter January 1, 2000); not eligible for overtime pay; do not complete an hourlytimesheet; and are not covered by the overtime pay provisions of the Federal Fair LaborStandards Act. Exception time records are required for all exempt staff members.There are certain statuses associated with the above-cited categories of employment.They are:Regular Employees are employed in an exempt or non exempt status at 50% or moreand are eligible to receive subsidized health and retirement benefits, paid leave, and avariety of other benefits as part of employment.Grant-Funded Employees are employed in an exempt or non-exempt status includingcontingent employment. Grant-funded, regular employees who are employed at 50% ormore may be eligible to receive subsidized health and retirement benefits, paid leave,and a variety of other benefits as part of employment. Grant-funded employment iscontingent upon the renewal of the grant and carries no layoff or reinstatement rights.Contingent Employees are employed in an exempt or non-exempt, non-regular status ofemployment. There are two categories of contingent employment, Contingent I andContingent II.Contingent I employment can be defined as temporary (6 months or less with theoption of a one-time renewal), or “if-and-when-needed” (typically for one year, butRevised February, 200713
Staff Handbookless than 20 hours a week). There are no benefits associated with Contingent Iemployment. Competitive recruitment is not required for Contingent I employment,however, the employee must meet the minimum qualifications of the position inwhich they are s/Bylaws/SectionVII/VII140Contingent II employees are contracted to work more than six months up to a yearduring a contract period and are required to be hired through competitive recruitmentand selection. Contingent II employees are entitled to receive basic leave benefits.In most instances, Contingent II employees are converted to a Regular Statusposition after three consecutive years of nts/Bylaws/SectionVII/VII140Both categories of contingent employees: Provide personal services to an institution for pay;Are not employed as a regular employee in a budgeted position;Have an employer-employee relationship with the institution in which theinstitution furnishes necessary supplies and equipment, and a place to work;Are subject to the institution for the direct details, means and results of theperformance of the services; andServe at the pleasure of the institution with regard to discharge fromemployment.Revised February, 200714
Staff HandbookCOLLECTIVE BARGAININGIn May 2001, Governor Parris N. Glendening signed into law Senate Bill 207, legislationthat expands current state law governing collective bargaining to include publicinstitutions of higher education, including University System of Maryland (USM)institutions. The new law became effective July 1, 2001. Senate Bill 207 granted UMBCemployees statutory protection to organize, bargain collectively, and participate throughlabor organizations in decisions that affect them. Employees who are represented forcollective bargaining purposes are not required to join the union representing them. Allrepresented University employees are free to join or not join labor organizations.The American Federation of State, County and Municipal Employees (AFSCME) hasbeen certified as UMBC’s exclusive representative for employees in the non-exemptbargaining units and the Fraternal Order of Police (FOP) has been certified as exclusiverepresentative for the sworn police officers’ bargaining unit. The contract betweenmanagement and the union is commonly referred to as the Memorandum ofUnderstanding (MOU).The following employees are specifically excluded from the legislation and are noteligible to participate in collective bargaining: Chief administrators or someone in a comparable position;Deputy, associate, or assistant administrators, or someone in a comparableposition;Faculty members and faculty librarians;Student employees, including teaching assistants or comparable positions,fellows, or post doctoral;Interns;Contingent employees;An employee whose regular place of employment is outside of Maryland;An employee whose participation in a labor organization would be contrary to theState’s ethics laws;Employees entitled to
University of Maryland, University College (UMUC) Bowie State University (BSU) Coppin State University (CSU) Frostburg State University (FSU) Salisbury University (SU) Towson University (TU) . This handbook applies to all regular staff employees, unless otherwise indicated.
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Department of Administration Employee Handbook - Rev. February 9, 2017 Page 6 comments or suggestions regarding this handbook. The contact person for this handbook is below: Human Resources Coordinator Department of Administration c/o Department of Administration Employee Handbook State Capitol Complex Building 5, 10th floor
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the last page of this handbook is verification that the employee has received a copy of this handbook. The signed copy of this form is to be filed wit h the Department of Human Resources each school year. Anyone finding a handbook is requested to return it to: Fayette County Public Schools Department of Human Resources 1126 Russell Cave Road
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