The University of Montevallo is committed to providing an educational and employment environment free of harassment and other forms of discrimination on the basis of race, color, religion, national origin, gender, sex, disability, or veteran status of and by faculty, staff, and students. University policies relating to harassment and/or discrimination are published, are available in all administrative offices, and are also accessible on the University's web page.
All members of the University community should be aware that the University prohibits and will not tolerate sexual, verbal, physical, or emotional harassment of its faculty, staff, and students. Each member of the University community is expected to support efforts to keep the campus free of sexual harassment.
Inquiries concerning the application of Title IX may be referred to the University of Montevallo Title IX Compliance Officer or to the Deputy Compliance Officer.
The University of Montevallo is committed to providing an accessible and supportive environment for employees with disabilities. Equal access for qualified employees with disabilities is guaranteed by Section 504 of the Rehabilitation Act of 1973, the American with disabilities Act of 1190, and the ADA Amendments Act of 2008. Accommodations may not result in an undue hardship to the University or fundamentally alter the essential functions of the job.
Student employees hold primary responsibility for initiating requests for disability-related workplace accommodations. Requests should be made to their immediate supervisors or to the Manager of Student Employment. Supervisors should also initiate discussion with student employees when they have a reason to believe that an accommodation is needed.
The University is committed to maintaining an environment that is free from illegal drugs and the abuse of alcohol, thus providing a drug-free workplace for its students, faculty and staff. (Refer to Policy 01:105). As a condition of employment, all faculty and staff must abide by local, state and federal laws and must when required by law report to the University any conviction under a criminal alcohol drug statute no later than five days after the conviction.
The University is concerned about the safety of its employees and is committed to maintaining a work environment that is secure and free from incidents of violence or threats of violence.
The University will not tolerate incidents of violence because such incidents are contrary to and interfere with University objectives. Acts of aggression are often precursors to actual violence so the University will give immediate attention and serious consideration to all reports of incidents of aggression and will initiate appropriate actions.
The University Police Department is responsible for maintaining campus security 24 hours a day and for providing a safe environment for campus life. The Department is staffed by uniformed officers who are trained in all aspects of law enforcement and have arrest powers. Student employees should report all violent acts or acts of aggression to the UM Police Department (ph: 911 or 665-6155).
Student employees may be authorized to operate University vehicles for the purpose of conducting University business, provided they have an appropriate and valid U.S. driver's license for the vehicle being used and agree to operate the vehicle in a safe and prudent manner. The driver's requirements are in addition to any requirements, standards, operating restrictions, or suspensions imposed by Alabama law. Drivers are to have in their possession a valid driver's license at all times. Student employees expected to operate a vehicle during their employment must complete a Motor Vehicle User's Form prior to operating a vehicle.
Supervisors are expected to provide student employees with a work schedule each semester which may be adjusted according to the student's class schedule. Subsequently, student employees are expected to follow their assigned work schedule to ensure their department operates smoothly and efficiently. If circumstances such as illness or academic requirements prevent a student employee from arriving to work on time or if a student employee needs to leave early, ample notice should be provided to their supervisor. Excessive tardiness or absenteeism may result in termination. Supervisors will provide student employees with the appropriate phone number or email address required to give notice.
Supervisors may approve, deny, revoke, or reschedule absences based on workloads and departmental deadlines.
Student employees are not eligible for paid time off e.g., sick hours, holiday pay, or vacation time.
The University Police Department should be notified of all incidents resulting in injuries regardless of the severity of the injury), to ensure adequate documentation of the incident.
The Alabama Workers' Compensation Act does not apply to employment with state agencies and institutions, such as the University. Therefore, in the case of an injury on campus, medical expenses should first be filed with your personal insurance policies and then all out-of-pocket medical expenses should be filed with the Alabama State Board of Adjustment for reimbursement.
Students selected to work in University positions involving interaction with minor children or involving the handling of cash may be required to pass a background check. The background check may include, but not be limited to, criminal history, verifications of employment and education, and driving records. Consideration will be given to the relationship between the information obtained in the background check and the specific responsibilities of the position. Students will be given the opportunity to refute any disqualifying findings of the background check.
A relevant job-related conviction or guilty plea is grounds for termination of employment or non- selection of a candidate. Convictions and guilty pleas include all felonies and misdemeanors except minor traffic violations in relation to any position which does not require driving. For positions that require operation of a motor vehicle, the terms conviction and guilty plea shall include minor traffic violations.
Student employees must notify their supervisors within five (5) days of a conviction or guilty plea to a criminal violation. Failure to report a conviction or guilty plea is grounds for discipline up to and including termination of employment. Supervisors should notify the Office of Student Employment immediately upon being informed of any such conviction or guilty.
No individual may simultaneously hold a student employment position and a regular faculty or staff position. However, student employees may hold more than one position within the Student Employment Program providing they do not work more than 20 hours within a week.
Student employees will come into contact with, produce, and/or learn confidential information concerning the University's personnel, business, and student body. Student employees shall have access to such information only to the degree that it is required for them to perform their job responsibilities.
Student employees are paid every-other-week on Friday. If a Friday is a holiday, the employee's pay will be issued on the day prior to the holiday. All students record and certify the actual hours they work via Banner Self-Service. Refer to the Bi-weekly and Student Payroll Calendar for deadlines for entering hours for each pay period and for pay dates. Step-by-step instructions for entering hours via Banner Self-Service are found on the Payroll webpage.
All University employees are expected to establish direct deposit for payroll purposes. Enrolling in direct deposit helps to ensure student employees receive their pay securely and promptly (according to Bi-weekly and Student Payroll Calendar). Otherwise, pay checks are mailed to student employee's UM post office boxes every-other-Friday; date of delivery is not guaranteed.
The University recognizes student employees' primary status as a student; nonetheless student employees are expected to report to work in attire that is neat, clean and reflective of the University's values. When in question, supervisors have the discretion to make decisions on what constitutes appropriate attire. Additionally, student employees should dress appropriately for their respective jobs and jobs locations.
Regardless of the work setting, all student employees are expected to present themselves in clothing of good condition, and age appropriate, and well fitting. Inappropriate dress for student employees includes the following:
Shoes are to be worn at all times. Sandals may be worn if deemed appropriate by the supervisor.
While at work, student employees are expected to perform important and necessary tasks which contribute to the fulfillment of the University's mission. Personal calls, use of social media, and reception of visitors interferes with the completion of these important tasks. Therefore, personal calls, time spent on social media, and visits from friends should be infrequent.
Employees' visitors and/or friends loitering in offices or other workspaces is prohibited!
While performing your job duties you may interact with other students who are your co-workers or who are patrons of your assigned department or work location. Should you observe another student with threatening or concerning behaviors file an electronic report with the Student Conduct Office via Maxient. The University's professional staff will then determine if an intervention should occur. Reports of concern may include worrisome or threatening behaviors, sudden changes in appearance and hygiene, or changes in mood such as agitation or outbursts.
