MICA is firmly committed to creating and maintaining a workplace where everyone (including applicants, employees, students, vendors and the general public) is treated with dignity, fairness and respect. Every employee has the right to work in an environment totally free of harassment and discriminatory conduct. Such behavior is contrary to the College's objectives, and may subject the College to legal exposure. To achieve our objectives, the College has established a high standard of conduct. Any employee who engages in conduct that violates this policy will be subject to disciplinary action, up to and including termination of employment.
MICA is proud to be an equal opportunity employer. It is the policy of the College to apply recruiting, hiring, promotion, compensation, and professional development and disciplinary practices without regard to race, religion, color, age, gender, national origin, citizenship, marital or parental status, sexual orientation, disability, or any other legally protected status. Further, our College provides reasonable accommodation to persons with mental or physical disabilities.
The College is committed to employing only those who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility within three working days of the employee's date of hire. Any employee with an expiring work authorization must renew the authorization or the employee will be considered to have voluntarily resigned. Former employees who are rehired must also complete the Form. All offers of employment are conditioned upon the receipt of satisfactory evidence of an employee's authorization to work in the United States.
Employees with questions or seeking more information on immigration law issues are encouraged to contact Human Resources. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.
Employees with disabilities are encouraged to advise MICA of any accommodations that they believe need to be made for them to perform their duties. Employees should also advise MICA of any facilities that they believe are needed to be made accessible and usable by individuals with disabilities.
MICA will also reasonably accommodate employees' religious observances, practices and beliefs as long as this does not cause an undue hardship on the College.
Any information related to this matter should be discussed with Human Resources.
It is MICA policy that all employees have a right to work in an environment free of harassment, either verbal or physical, which is based on race, religion, color, age, gender, national origin, citizenship, immigration status, marital or parental status, sexual orientation, disability, or any other legally protected status. In keeping with this commitment, we will not tolerate harassment of employees by anyone, including any supervisor, coworker, vendor, or student of MICA, based on these characteristics. Such conduct, or interference with the investigation of an alleged incident, may result in disciplinary action, up to and including termination. Employees should direct any questions or concerns about this policy to Human Resources.
Sexual harassment includes, but is not limited to:
- Unwelcome sexual advances, requests for sexual acts or favors, or other verbal or physical conduct of a sexual nature;
- Any statement or implication that an individual's submission to or rejection of such sexual conduct could be used as a condition of employment, or as the basis for any employment decision affecting such individual; and
- Any conduct, whether physical or verbal, which has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment. This includes, but is not limited to, slurs, jokes or degrading comments of a sexual nature; offensive sexual flirtation, sexual advances or propositions; abuse of a sexual nature; graphic verbal comments about an individual's body; sexual innuendo or suggestive comments; sexually oriented "kidding" or "teasing"; unwanted physical touching, such as patting or pinching another's body; and the display in the workplace of sexually suggestive printed or visual materials, clothing, objects or pictures.
Every employee must avoid any conduct that reasonably could be interpreted as discrimination or harassment under this policy, even if such conduct was not intended as offensive.
All employees are responsible for helping to ensure that we avoid harassment. If you feel you have experienced,
witnessed or become aware of discrimination or harassment, you should immediately report the incident(s) to Human Resources, the Vice President of Academic Affairs or Vice President of Student Affairs.
Every complaint will be promptly and thoroughly investigated, including interviewing witnesses and participants. All efforts will be made to ensure the confidentiality of the complaint to the extent possible; however, information,
including the identity of the individual lodging the complaint, may be divulged where necessary to fully investigate the matter or comply with applicable law. If an investigation reveals that harassment or other inappropriate behavior has occurred, the College will take disciplinary action, up to and including termination.
There will be no retaliation or discrimination against any employee who submits a good faith complaint, reports an incident witnessed, or participates in any way with the investigation of a harassment claim. Supervisors are prohibited from making any personnel decision or taking any adverse action against any employee because the employee submits a complaint or cooperates in good faith with an investigation of alleged conduct prohibited by this policy. Any acts of retaliation will be considered a violation of this policy and corrective action will be taken, up to and including termination.
You are expected to devote your best efforts to the interests of MICA. MICA recognizes the right of employees to engage in private endeavors unrelated to our business. However, a policy of full disclosure will be followed to assess and prevent potential conflicts of interest arising from such activities. You are required to sign the Handbook Acknowledgment, indicating that you accept the terms of this and other policies, upon completing your review of this handbook.
Nothing in this policy is intended to restrict investment activity or require disclosure of any investment by any employee in any business or College, when such investment does not conflict with these policies.
This conflict of interest policy does not set forth all the circumstances that might possibly develop. The following is set forth to guide you in avoiding conflict of interest in and beyond your employment at MICA.
- If you are a full-time employee, you have an obligation to devote your full-time to employment with MICA and may not engage in any outside work without prior full disclosure to your supervisor. Part-time employees have an obligation to devote the agreed upon amount of time to employment with MICA. You may not engage in outside work that will interfere with your primary job at MICA or engage in any activity of a nature that may diminish MICA's business or opportunities.
- No outside work may be done during regular working hours and no College building, equipment, labor or supplies may be used to conduct outside activity. If you do any permissible outside work, you are not to suggest that such work is by, for, or in the name of MICA.
- You may not accept gifts or favors whose value exceeds $100 from anyone with whom MICA does business without prior authorization by your supervisor. This includes meals, drinks and entertainment. If you are not sure whether a particular gift might create a conflict of interest, discuss the situation with your supervisor.
- Employees may not offer or solicit any type of services or items other than those represented or authorized by MICA to students or their families.
- Employees must maintain all confidential student information as confidential and avoid violation of any fiduciary duties owed by the College to such students.
- Employees may not hire relatives with whom they will have a direct supervisory relationship with, above or below them in the chain of command or in any instance where such hiring may present a conflict of interest for an employee.
Any questions regarding a possible conflict of interest with the College or outside work should be discussed with your supervisor in advance of the possible conflict or the performance of outside work. Failure to disclose information related to this policy may lead to disciplinary action, up to and including termination. If you are unsure whether such communication might violate this policy, contact Human Resources.
During the course of your employment, you may work with information that is confidential and proprietary, which may include, but is not limited to: our students, including information pertaining to and belonging to our students; current and prospective student lists; student files; computer systems; software; photographs; digital images; blueprints; future plans; fee information; ideas; concepts; know-how; means; methods; techniques; structure; marketing plans; research and development; improvements; proposals; estimates; drawings; processes; personnel information, including the identity of other employees of the College and the affiliates; sales forecasts; financial statements and financial forecasts; pricing and financial data; purchasing information; statistics; safety information and manuals; operational information; intellectual property; internal business procedures; business plans; information concerning planned or pending acquisitions or divestitures; and information concerning purchase of major equipment or property.
Maintaining this confidentiality is important to our competitive position in the industry and, ultimately, to our ability to provide employment stability and serve our students. You must protect this information by safeguarding it when in use, filing it properly when not in use, and discussing it only with those who have a legitimate business need to know. The duty to maintain confidentiality extends after your separation from the College.
Upon receipt of the Handbook, you will be required to sign the Handbook Acknowledgment, indicating that you have read, understand and agree to comply with the provisions for maintaining the confidentiality of College information. Any employee who discloses confidential or proprietary information to anyone outside the College will be subject to disciplinary action, up to and including termination.
Should your employment at MICA be terminated for any reason, employees shall promptly surrender, without retaining copies, all tangible things that are or contain confidential information, including all computer hardware and software (including data and computer files), computer printouts, computer disks, work papers, files, student lists, supplier lists, telephone and/or address books, rolodex cards, internal memoranda, appointment books, calendars, letters, records, documents, blueprints, books, forms, plans, handbooks, manuals, slides, transparencies, recordings, booklets, photographs (or similar reproductions), digital images, training and seminar materials, files, photo negatives. Failure to meet these obligations may result in legal action.
Honoraria or expenses may be accepted by a staff member for papers, speeches, demonstrations, consulting, or other activities the performance of which would not ordinarily be considered as part of the normal responsibilities inherent in the position. Income for such activity, if conducted during the work hours, shall be paid to the College if annual leave is not taken for the time. The employee's supervisor should be informed of such activity. College employees should not accept compensation, gifts, rewards, gratuities, or anything of value from any source other than the College for services rendered in the normal course of fulfilling the responsibilities of the College. This provision is not intended to restrict the usual social amenities or ceremonial gifts.
To ensure efficient operation of our business and to prevent interruptions to employees, it is necessary to control solicitation and distribution of non-college informational/promotional materials in the workplace. Soliciting fellow employees for causes, collecting contributions, or selling for any purpose whatsoever is prohibited during your work time or during the working time of the employee(s) at whom such activity is directed. Distributing literature, including flyers, advertisements, petitions, brochures, etc. during your work time or the working time of the employee(s) at whom such activity is directed or in work areas at any time, is also prohibited. Solicitation or distribution of literature by anyone not employed by the College is prohibited on our premises at all times.
For purposes of this policy, solicitation includes an act or communications intended to influence or persuade another employee in regards to membership, collecting contributions, or selling for any purpose. For purposes of this policy, distribution is defined as the delivery of any tangible or written materials which have not been prepared by, or for, the College.
Students and visitors gain a lasting impression of MICA not only from our actions, but also from our physical appearance. All employees are expected to adhere to generally accepted good grooming habits and to report to work properly dressed for assigned job duties. The guidelines set forth in this policy should be followed during all scheduled work shifts.
Clothing should be clean, neat, properly tucked, of appropriate fit and support, concealing all undergarments, consistent with safety standards and contributing to the overall positive impression of our College. "Business casual" dress is permitted; however, employees are still expected to present a neat appearance and are not permitted to wear ripped, disheveled or suggestive clothing.
Key Points to Remember
- There are always exceptions to the rules, but if you have to ask yourself whether something is appropriate or not, it probably is not.
- The latest fashions are not always correct work attire.
Questions on this policy may be directed to your supervisor or Human Resources.
The College values the input of our employees and is committed to maintaining a work environment in which everyone can communicate openly and without fear of retaliation or discrimination. The College promotes an "open door" philosophy of management. Our culture is participative, friendly, accessible and supportive. The College encourages employees to have open discussions with their supervisors and management to communicate their views and concerns.
All suggestions and complaints received will be considered. Confidentiality will be maintained where appropriate. Employees who have complaints about a policy or practice of the College or their treatment by any member of the College are encouraged to follow these guidelines*:
A. If an employee has a job related problem, question or complaint, he/she should first try to discuss it with his/her supervisor. The simplest, quickest and most satisfactory solution will often be reached at this level.
B. If the discussion with the supervisor does not answer the question or resolve the matter satisfactorily, or, if the employee is not comfortable addressing this issue with his/her supervisor, the employee may then present his/her complaint to Human Resources. Human Resources will assure that a prompt and thorough investigation is completed and will make every effort to report back to the employee as soon as possible. Human Resources will render a final decision on the matter after appropriate investigation.
* The reporting process described in this policy does not apply in situations where other specific instructions are outlined, such as those in the EEO and Anti-Harassment policy. In such cases, all employees should follow the procedures provided in those policies.