Harassment and Discrimination

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.

Question #1

Students should contact the Title IX Compliance Officer or the Deputy Compliance Officer when they receive intimidating and harassing treatment from:
Another Student
Work Supervisor
All of the Above

Disability and Reasonable Accommodation

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.

Question #2

Regardless of cost, the University is required to provide accommodations to Student Employees with special needs when the accommodations enable the student to work on campus.

Alcohol and Drug Abuse

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.

Question #3

Student Employees may have in their possession and distribute controlled substances/drugs while at work, as long as, they do not consume the drugs while performing their job responsibilities.

Campus Safety: Violence and Threats

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).

Question #4

The following individual(s) are responsible for maintaining safety and security on the UM campus:
Security Guards
Neighborhood Watch Committees
Police Officers
Trained Guard Dogs

Driver Requirements

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.

Question #5

Who may drive University vehicles?
Licensed drivers who need to take a drive to collect their thoughts/joy riding.
Individuals possessing Learners' Permits/Licenses and are accompanied by a licensed driver.
Safe drivers with revoked or expired Drivers' Licenses.
Licensed drivers when conducting official University business.


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.

Question #6

Acceptable methods of notifying a supervisor that you will not be at work include:
A. A telephone call.
B. Smoke signals
C. An email message.
D. A and C are acceptable

On-the-Job Injuries

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.

Question #7

Student Employees of the University of Montevallo are not covered by Workers' Compensation Insurance.

Background Checks and Criminal Convictions

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.

Question #8

Which of the following depicts a relevant job-related conviction that could be grounds for termination?
A Student Laboratory Assistant is convicted of a Moving Traffic Violation.
A Childcare Worker is convicted of Jaywalking.
A Cashier is convicted of Theft.

Click Freddie to continue

Dual Employment

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.

Question #9

Students may work more than 20 hours per week if they are hired into 3 or more positions on campus.
True, students are limited to working 10 hours per week in each job. Having 3 jobs will enable students to work 30 hours per week on campus.
False, regardless of the number of positions students are hold, they should not work more than 20 hours per week on campus.


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.

  1. All information of a tangible or intangible nature disclosed to a student employee, shall be considered confidential and the property of the University.
  2. All rights in and title to confidential information, related materials, samples, products, data or processes disclosed to student employees, shall remain the property of and/or vest in the University.
  3. Student employees shall not, without the prior written consent of the President (or his designee) disclose or provide access to the University's confidential information to any other person for any purpose, nor reproduce by or in any media the confidential information disclosed to student employees, except as required to perform their specific job responsibilities.
  4. The obligation of student employees to regard the information as confidential shall survive the termination (for any reason) of the employee's employment with the University.

Question #10

Which of the following statements regarding confidentiality is false?
Student employees may share information with their friends so long as the information is considered unimportant in nature.
Once a student employee is terminated, they may share information learned on their job.
Only written and documented information stored in the University's physical and electronic files is considered confidential.
All of the above are false.

Timesheets for Payroll

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.

Question #11

What must Student Employees do to ensure they are paid promptly and correctly?
Complete and submit an electronic timesheet for each pay period prior to the deadlines listed on the Bi-weekly and Student Payroll Calendar.
Have a Safe Deposit Box at their local bank.
Visit the University Cashier's Office for payment.

Method of Payment

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.

Question #12

How does the University pay its Student Employees?
IOUs which may be exchanged for money at the Cashier's Office.
Direct Deposit into the employees' bank accounts.
Tokens which may be used at the University store.
The University credits students' bills for tuition and fees.

Dress Code

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:

  • T-shirts representing other schools, colleges or universities
  • Pants which are below the waistline
  • Garments with holes
  • Shorts (knee-length, long shorts, or Bermuda shorts are permitted in most environments)
  • Torn jeans (student workers may wear nice jeans in most settings)
  • Off-the-shoulder tops, tank tops, crop tops, halter tops
  • Rumpled, disheveled, wrinkled, dirty clothing

Shoes are to be worn at all times. Sandals may be worn if deemed appropriate by the supervisor.

Question #13

Which statements accurately reflect the University's dress policy for Student Employees?
Requirements are dependent upon employees' responsibilities and job location.
All garments must be modest, well fitting, and in good repair.
Shoes must be worn at all times.
All of the above are true.

Phone Calls and Visitors

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!

Question #14

Which statement best reflects the spirit of the University's policy regarding phone calls and visits while at work?
Personal phone calls are prohibited while at work.
Brief phone calls and texts are permissible as long as they do not impede on the employee completing assigned work-tasks.
While at work, students should take time to contact their parents.
Employees may invite their friends to hang-out with them while they work.

Students' Behavior and Conduct

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.

Question #15

Maxient is the means to alert the University's professional staff of concerns you have regarding other students.