Benefits, Flexibility; Stable low-cost financing; Current fixed-rate*of 3.75% ; Quick turnaround time;
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Establishes the guidance for implementation of the MA Earned Sick Leave Law Effective: 7/1/2015 Last Reviewed/Updated: 11/21/2024, Introduction, Chapter 149 of the General Laws, §148C and 940 CMR 33.02 require that the employer shall provide a minimum of one hour of earned sick time for every thirty hours worked by an employee, up to a maximum of 40 hours of sick time in a calendar year. The law does not override employers’ obligations under any contract or benefit plan with more generous provisions than those in the law. Employers that…, Therefore, University employees that are already receiving accrued sick time that is in compliance with the conditions of the state law, and is more generous than the state law requires, will not be impacted by this new law., This law may run concurrently with time off provided by the Family Medical Leave Act, the Massachusetts Parental Leave Act, the Massachusetts Domestic Violence Leave Act, the Small Necessities Leave Act, and other leave laws that may allow employees to make concurrent use of leave. UMass requires employees to use, earned paid sick time, to receive pay when taking other statutorily authorized…, Definitions, Benefit Year., “Benefit year” is used interchangeably with “calendar year” for purposes of 940 CMR 33.00. , Break in Service, . A period extending from the date an employee last worked for an employer until the employee’s return to employment with that employer, whether the separation was voluntary or involuntary., Calendar Year., The regulations allow for any consecutive 12-month period as determined by an employer. The University will use a year that runs from January 1 to December 31. “Calendar year” is used interchangeably with “benefit year” for purposes of 940 CMR 33.00., Child., A biological, adopted, or foster child, a stepchild, a legal ward, or a child for whom an employee has assumed the responsibilities of parenthood., Child For Whom an Employee Has Assumed the Responsibilities of Parenthood., A child of an employee standing in loco parentis, as defined by 29 U.S.C. § 2611(12) and 29 C.F.R. §§ 825.122(c) and 825.800., Domestic Violence., Abuse committed against an employee or the employee’s child by: (1) a current or former spouse of the employee; (2) a person with whom the employee shares a child in common; (3) a person who is cohabitating with or has cohabitated with the employee; (4) a person who is related to the employee by blood or marriage; or (5) a person with whom the employee has or had a dating or engagement…, Date of Hire., An employee’s first date of actual work for an employer. “Date of hire” is used interchangeably with “first date of actual work” for purposes of 940 CMR 33.00., Earned Paid Sick Time., Time off from work accrued by an employee and provided by an employer that can be used for the purposes described in 940 CMR 33.02: Definitions for Earned Sick Time compensated at the same hourly rate that the employee earns at the time the employee uses the paid sick time; provided, however, that the same hourly rate shall not be less than the effective minimum wage under M.G.L. c. 151, § 1…, Earned Sick Time., Time off from work accrued by an employee during hours worked and provided by an employer to allow an employee to: care for the employee’s child or spouse if the spouse experiences pregnancy loss, or a failed assisted reproduction, adoption or surrogacy or care of a parent, or parent of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that requires home…, Regular Hourly Rate., The amount that an employee is regularly paid for each hour of work., Same Hourly Rate., For employees compensated on an hourly basis, the same hourly rate means the employee’s regular hourly rate. For employees who receive different pay rates for hourly work from the same employer, the same hourly rate means the wages the employee would have been paid for the hours absent during use of earned sick time if the employee had worked. For employees paid a salary, the same hourly rate…, Applicability., Any person who performs services for an employer for wage, remuneration, or other compensation, as further defined by M.G.L. c. 149, § 148B, including full time, part-time, seasonal, and temporary employees, except: Federal work study students. Students providing support services to residents of a residence hall, dormitory, apartment building, or other similar residence operated by the…, Specific Provisions Of The Policy, (A) Accrual of Earned Sick Time:, Accruals will be done at a rate of .0333 hours (2 minutes per hour worked) which equates to 1 hour of sick time earned for every 30 hours worked and will max out at 40 hours/year. Employees accrue earned sick time only on hours worked, not on hours paid when not working. For example, employees do not accrue earned sick time during vacation, paid time off, or while using earned sick time.…, (B) Use of Earned Sick Time:, Employees have the right to use 40 hours of earned sick time per benefit year if the employee works sufficient hours to earn the time. An employee may not use earned sick time if the employee is not scheduled to be at work during the period of use. The smallest amount of sick time an employee can use is 15 minutes. Earned sick time may not be invoked as an excuse to be late for work without an…, (C) Payment of Earned Sick Time:, Earned paid sick time is paid at the same hourly rate listed in 940 CMR 33.02. See “Regular Hourly Rate” and “Same Hourly Rate.” When used, earned paid sick time must be paid on the same schedule as regular wages are paid. Employers may not delay compensating employees for earned paid sick time., (D)Accruing and Using Time:, Employees may begin accruing sick time on the first date of actual work. Employees may use earned sick time as it accrues. , (E) Break in Service:, Following a break in service of up to four months, an employee shall maintain the right to use any unused earned sick time accrued before the break in service. Following a break in service of between four and 12 months, an employee shall maintain the right to use earned sick time accrued before the break in service if the employee’s unused bank of earned sick time equals or exceeds 10 hours. , Procedure, (A)Notice of Use of Earned Sick Time, Employees must notify their manager before they use earned sick time, except in an emergency. Earned sick time cannot be used as an excuse to be late for work without an authorized purpose under M.G.L. c. 149, § 148C. For foreseeable or pre-scheduled use of earned sick time, your department may have a written policy requiring up to seven days’ notice, except where the employee learns of the need…, (B) Documentation of use of earned sick time, A manager may require written documentation for an employee’s use of earned sick time that: exceeds 24 consecutively scheduled work hours. exceeds 3 consecutive days on which the employee was scheduled to work. occurs within 2 weeks prior to an employee’s final scheduled day of work before termination of employment, except in the case of temporary employees (i.e. “temp workers”). occurs after 4…, (C) Prohibition on Retaliation and Non-interference, UMass will not interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under or in connection with this section, including, but not limited to, using the taking of earned sick time under M.G.L. c. 149, § 148C, as a negative factor in any employment action such as evaluation, promotion, disciplinary action, or termination, or otherwise subjecting an…
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Effective: 9/1/2015 Last Reviewed/Updated: New Policy, Reason for Policy, The Fee Waiver Policy will replace the current practice of freezing UMass curriculum/operating fees for spouses and dependents at the 2008-2009 levels. This plan, which is effective Fall 2015 semester, does not change the Board of Trustees System wide Tuition Waiver Policy for Higher Education currently in effect, nor does it reduce any benefits employees are entitled to under any current…, Definitions, “Dependents” or “Dependent child/children”, shall mean any natural, adopted or step child who is claimed as a dependent on the eligible employee’s Federal Tax Return for the tax year immediately preceding enrollment. In addition, dependents must be under the age of 26 to be considered and remain eligible for this benefit and meet the IRS standards of dependency., “Spouse”, shall mean an individual legally married to a University employee., “Applicable fees”, for which this waiver applies are the University’s undergraduate Curriculum/Operating fees., “Part-time”, shall be defined as a regular schedule of at least half-time the normal number of hours for that position (but less than full –time). Individuals must be eligible for benefits under the terms of a collective bargaining agreement or personnel policies., “Tuition retention”, shall be defined as a provision in the FY16 state budget that was signed into law by Governor Baker on July 17, 2015. Tuition retention becomes effective beginning in the 2016-2017 school year. Under this new law, the University will essentially keep the tuition it collects from students who are residents of the state, rather than remit it to the state treasury., Specific Provisions of the Policy, This plan covers eligible full and part-time undergraduate students only who enroll at any of the UMass campuses, as described below. Spouses and Dependents of full-time benefited employees are eligible for a waiver in the semester following the completion of two years of full-time equivalent benefited service at any of the UMass Campuses or UMass System Office. Spouses and Dependents of Part-…, Other Benefits Not Impacted by This Policy, A. Curriculum/Operating Fees for UMass Employees, Curriculum/operating fee benefits that the campuses currently have in place today for UMass employees themselves, who meet eligibility and admission requirements as defined by the campuses and are enrolled in courses offered by the University, will remain in place., B. Tuition Waivers for Courses at the University of Massachusetts, Tuition waivers for regularly scheduled courses excluding Continuing and Professional Education courses, as defined by the campus, are as follows: Full-time benefited employees, their spouses, domestic partners (1) and unmarried dependent children (through age 25) meeting eligibility and admission requirements will receive a 100% tuition waiver per semester for regularly scheduled undergraduate…, C. Tuition Waivers for Courses at Other Massachusetts State Institutions of Higher Education, UMass employees are eligible for tuition waiver for courses offered at any Massachusetts Public Higher Education College. Full-time employees, their spouses and unmarried dependent children (through age 25) meeting eligibility and admission requirements will, after six (6) months of continuous service, receive 100% tuition waiver for regularly scheduled courses and 50% tuition waiver for…
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Effective: Immediately Responsible Office: Office of Human Resources Last Reviewed/Updated: New The University of Massachusetts, President’s Office strives to be a model community where all staff feel appreciated, respected, connected, valued and engaged with the larger life of the workplace and beyond. In creating a diverse and inclusive environment for all, the President’s Office provides…
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Establishes the guidance for implementation of the MA Domestic Violence Leave Law Responsible Office: Office of Human Resources Last Reviewed/Updated: NEW GUIDANCE, Introduction, Under G.L. c. 149, s. 52E, “An Act Relative to Domestic Violence” (the “Act”), the University is required to provide up to fifteen (15) days of job-protected leave (paid or unpaid) each calendar year, to qualifying employees who are victims of domestic violence. The Act was signed into law on August 8, 2014, and became effective immediately. The Act creates new employment protections for both…, Definitions, Employee., An individual who performs services for and under the control and direction of an employer for wages or other remuneration. , Family Member., Defined in the statute as a parent, stepparent, child, step-child, sibling, grandparent or grandchild; a married spouse; persons in a substantive dating or engagement relationship and who reside together; persons having a child in common regardless of whether they have ever married or resided together; or persons in a guardianship relationship., Domestic Violence., The Act defines “domestic violence” as abuse against an employer or the employee’s family member by: a current or former spouse of the employee or the employee’s family member; a person with whom the employee or the employee’s family member shares a child in common; a person who is cohabitating with or has cohabitated with the employee or the employee’s family member; a person who is related by…, Abuse., The Act’s definitions of “abuse” is broadly defined as: attempting to cause or causing physical harm; placing another in fear of imminent serious physical harm; causing another to engage involuntarily in sexual relations by force; threat or duress or engaging or threatening to engage in sexual activity with a dependent child; engaging in mental abuse, which includes threats, intimidation or acts…, Abusive behavior., Any behavior constituting domestic violence, including stalking, sexual assault, or kidnapping under Massachusetts law., Applicability, An employee who is a victim, or an employee who has a family member who is a victim of abusive behavior, is eligible for leave. Covered family members include the employee’s spouse, parent, stepparent, child, stepchild, sibling, grandparent, and grandchild. The Act specifically notes that perpetrators of domestic violence are not entitled to leave., Compensation, All employees who are entitled to paid vacation time, sick days or personal days, will be paid for time taken under domestic violence leave, and must exhaust this paid time prior to taking unpaid leave. This guidance does not supersede or replace any benefits or privileges that are provided to employees under their respective collective bargaining agreements. Time off under the Act may run…, Leave Availability, If an employee has suffered abusive behavior, or has a family member who is the victim of abusive behavior, the employee may take leave from work for purposes related to the abuse, such as: obtaining medical attention or counseling; obtaining legal help; meeting with law enforcement or a district attorney; securing housing; securing an order of protection form a court; attending child custody…, University Notification, The University must notify each employee of his or her rights and responsibilities under the Act. This guidance, along with the Domestic Violence and Abusive Situation Poster, shall satisfy notification requirements for the University., Employee Notification, Employees are required to give notice of leave taken pursuant to the Act, except where there is a threat of imminent danger to the health and safety of the employee or the employee’s covered family member. Employees must provide appropriate notice to their immediate supervisor and/or the Assistant Director of Human Resources in advance of their need for leave. In cases of imminent danger to the…, Required Documentation, Employees are required to provide documentation to support a leave request under the Act, unless there is a threat of imminent danger. Valid documentation that will support leave under the Act includes: a restraining order or other documentation of equitable relief issued by a court of competent jurisdiction; a police record documenting the abuse; documentation that the perpetrator of the abuse…, Confidentiality Requirements, All documentation must be provided to the applicable campus Human Resources Office and will be kept confidential. Documentation shall not be disclosed unless requested by or consented to in writing by the employee; ordered to be released by a court; or otherwise required by applicable state or federal law. Additionally, the campus Human Resources Office will only retain this documentation for as…, Employment Protections, The University cannot discharge, or in any other manner, discriminate against an employee for exercising the employee’s rights under the Act. Upon the employee’s return from such leave, the employee is entitled to restoration to the employee’s original job or to an equivalent position. If an unscheduled absence occurs, the University shall not take any negative action against the employee if,…
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Effective: 8/19/16 Responsible Office: Office of Human Resources Last Reviewed/Updated: Revision to Ten Days of Paid Family Leave Policy, Introduction, In order to assist and support new parents with balancing work and family matters, the UMass President’s Office is providing Paid Parental Leave (PPL). These guidelines provide eligible employees with a period of paid time off for activities related to the care and well-being of their newborn or adopted child., Definitions, Parent, - An eligible parent is defined as a birth mother, spouse, domestic partner, or a new adoptive parent who is the primary caregiver. An individual that adopts a spouse’s or partner's child(ren) is not eligible for this benefit. , Primary Caregiver, - A primary caregiver is defined as someone who has primary responsibility for the care of a child through birth or adoption., FMLA, - Family Medical Leave Act of 1993 entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave., MMLA, - Mass Maternity Law Act (also known as Parental Leave) applies to all parents, men and women, whose employers have six or more employees. Under the law, parents are eligible for 8 weeks of unpaid leave per child for the purpose of giving birth or for the placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled, for adoption., Benefit, An eligible employee shall receive his/her salary for ten (10) days following the birth or adoption of a child. The ten (10) days of paid parental leave granted under this section may be used on an intermittent basis over the twelve (12) months following the birth or adoption except that this leave may not be charged in increments of less than one (1) day. Where an eligible employee and his/her…, Eligibility, Employees that have been employed by the University for at least three (3) consecutive months are eligible for the Paid Parental Leave. When employees have met the eligibility standards for FMLA and MMLA and request to use PPL, the leaves will run concurrently. PPL will be used to maintain the employee in paid status. PPL leave time directly reduces the employee's FMLA and MMLA balance, thereby…, Employee Responsibility, When use of leave is anticipated, the employee must consult with his/her supervisor and provide written notice to the supervisor, division head and the Office of Human Resources as far in advance as possible. Ordinarily, in the case of a birth, this is no later than four months before the estimated due date. For other events, such as adoption, this is ordinarily 30 days’ advance notice when the…, Supervisor Responsibility, Ensure that the Office of Human Resources is notified of the impending leave. Manage leave requests effectively to provide flexibility for individuals to use the leave when appropriate, while balancing remaining workloads within the department.
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Policy Number: T10-088 Functional Area: HUMAN RESOURCES Brief Description: Revised Administrative Standards Effective:April 16, 2019 Responsible Office: Senior Vice President for Administration and Finance & Treasurer Last Reviewed/Updated: April 23, 2025, Reason for Policy:, The purpose of this Policy is to establish the University’s commitment to providing a safe and secure environment that is supported by qualified employees for all of its students, faculty, staff, and residents to carry out the University's teaching, research, and public service missions., I. Policy Statement., The University of Massachusetts is committed to providing a safe and secure environment that is supported by qualified employees for all of its students, faculty, staff, and residents to carry out the University's teaching, research, and public service missions. As a condition of employment, the University will conduct appropriate background reviews for all new hires. This policy will be…, Administrative Standards for the University of Massachusetts Policy on Employee Background Checks , (Doc. T10-088) The following administrative standards are issued pursuant to the University of Massachusetts Policy on Employee Background Reviews (Doc. T10-088). Subject to these administrative standards, the Chancellors shall develop and promulgate detailed campus procedures for the conduct of employee background reviews. The below administrative standards are effective as of April, 16, 2019.…
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Effective: Immediately (updated 1-8-25) Responsible Office: Office of Human Resources, I. Policy Statement, The University of Massachusetts President’s Office (“President’s Office”) prohibits unlawful discrimination, harassment, and retaliation against anyone based on religion, color, creed, race, marital status, veteran or military status, age, sex, (including sexual harassment), gender identity or expression, sexual orientation, national origin, ethnicity, disability, genetic information, or any…, Inquiries, The Office of Human Resources, President’s Office is available to anyone, with respect to any questions and concerns about discrimination, harassment, or retaliation or the President’s Office Nondiscrimination and Harassment complaint procedures., II. President's Office Policy on Non-Discrimination And Harassment, The President’s Office investigates complaints of discrimination pursuant to its Non-Discrimination and Harassment policy, Doc. T16-040, (“Policy”), which provides the following terms: Unlawful discrimination that is directed at a specific person or persons that subjects them to treatment that adversely affects their employment, application for employment, education, admissions, University…, III. Reason For Procedure and Guidelines, The University of Massachusetts President’s Office (“President’s Office”), prohibits unlawful discrimination, harassment (including sexual harassment), and retaliation in education, admissions, or access to, or treatment in its programs, services, benefits, activities, and all terms and conditions of employment at the University in accordance with state and federal laws as amended including Title…, IV. Scope and Guidelines, The Office of Human Resources, President’s Office (“Human Resources”) investigates complaints of unlawful discrimination or harassment based on religion, color, creed, race, marital status, veteran or military status, age, sex, (including sexual harassment), gender identity or expression, sexual orientation, national origin, ethnicity, disability, genetic information, or any other legally…, V. Applicability of These Procedures, Members of the President’s Office community including all, staff, visitors, volunteers, contractors, applicants for employment, and others participating in a President’s Office sponsored activity, or providing services to the President’s Office may bring a complaint of violation(s) of the University’s policy under these procedures. Allegations of Sexual Violence shall be subject to this Procedure,, except where the respondent is a student/intern employee, at the President’s Office, in which case, the procedure set forth under Section VI entitled “Complaint Resolution Procedures for Allegations Against Students” shall apply., VI. Complaint Registration Procedures for Allegations Involving Students, Student/intern employees working at the President’s Office may bring a complaint of discrimination or harassment including Sexual Violence to the Office of Human Resources, President’s Office:, Contact:, John Dunlap, Chief Human Resources Officer Office of Human Resources, President’s Office One Beacon Street, 32nd Floor Boston, MA 02108 774-528-0371 jdunlap@umassp.edu Jacquie Kittler, Director of Employee and Labor Relations and Benefits, Title IX Coordinator Office of Human Resources, President’s Office 50 Washington Street Westborough, MA 01581 774-528-0381 jkittler@umassp.edu These complaints…, VII. Filing a Complaint With the President's Office, The President’s Office will take steps to prevent discrimination, harassment, and retaliation; prevent the recurrence of such claims; and to remedy their discriminatory effects, as appropriate. The President’s Office reserves the right to promptly investigate Discrimination Claims of which the President’s Office has notice regardless of the cooperation of a complainant, or whether an actual…, VIII. Reporting Process, The reporting of a Discrimination Claim or retaliation in violation of the Policy may be made by any individual, including staff, visitors, volunteers, contractors, applicants for employment, and others participating in a President’s Office sponsored activity, or providing services to the President’s Office who believes they have been subject to discrimination, harassment, sexual harassment, or…, Complaint Contents , All complaints must be submitted (or reduced to writing) on the forms provided by the President’s Office. The information may be provided verbally or in writing. If provided verbally the information will be reduced to writing using the attached Formal Complaint Form . The complaint should at least include the following information: the name of the complainant; the specific nature of actions/…, Notices to Complainant and Respondent, Upon receipt of a complaint, the complainant will be provided with a notice of available options, including the right to file a complaint with the Reporting Agencies listed below, [including the complainant’s right to pursue a criminal complaint with a law enforcement agency for a Sexual Violence claim], pursuing the President’s Office Non-Discrimination and Harassment complaint procedures or…, Confidentiality, All inquiries, complaints and investigations, including investigatory materials, witness statements, notes, etc., will be treated confidentially. Any information disclosed will be disclosed on a “need-to-know” basis. The designated investigator upon receipt of a complaint and during an investigation will attempt to limit the dissemination of information relating to the matter, to the extent…, Reporting Time Limit, Complaints of discrimination, harassment, and retaliatory action should be made to Jacquie Kittler, Director of Employee and Labor Relations Office as soon as possible following the alleged act(s). The longer a complainant waits before submitting a complaint, the more difficult it may be to pursue a resolution. A complaint must be filed within 300 calendar days following the alleged…, Support Person, The complainant and respondent may have a support person present during the proceedings. The support person shall not be a part of the proceedings [or have any involvement with the proceedings] and may not participate in any way with the proceedings. Support persons are expected and encouraged to keep information related to the complaint, investigatory, and any appeal process confidential. The…, Interim Measures, Interim measures which are designed to support and protect the complainant and the respondent or the President’s Office community may be considered or implemented at any time during the complaint, investigation or any appeal process, including during a request for information or advice, informal resolution, or a formal complaint proceeding. Interim measures may include; but, not be limited to:…, IX. Informal/Formal Complaint Procedures, The President’s Office strongly encourages all persons to report any claims of discrimination, harassment, and retaliation so that these may be investigated. When a complaint is filed, the complainant may have a choice of requesting either an informal or formal hearing process. It is expected that most complaints will begin with the Informal Complaint Procedure. However, the President’s Office…, Duty to Cooperate, Members of the President’s Office community have a duty to cooperate in the investigatory process. Retaliation against a person who files a complaint, serves as a witness, or assists or participates in any manner in this Procedure, is strictly prohibited and may result in disciplinary action., Preponderance of the Evidence, The standard of evidence used in the investigation shall be a preponderance of the evidence, which asks whether it is “more likely than not” that the discriminatory, harassing, or retaliatory act violated the Policy. If the evidence presented meets this standard, then the respondent should be found responsible., Filing a false charge is a serious offense, If an investigation reveals that a person knowingly filed false charges, the President’s Office may take appropriate actions and issue sanctions, up to and including termination. The imposition of such sanctions does not constitute retaliation under the Policy/Guidelines., A. Informal Complaint Procedure., Within two (2) working days of receiving a complaint, the Office of Human Resources will send the complainant via University email, an acknowledgment of Human Resources receipt of the Complaint and inform the complainant, and when necessary, the respondent of any preliminary steps that have been taken. The Office of Human Resources will review the allegations of the complaint and schedule a…, B. Formal Complaint Procedure, The Formal Complaint Process may be requested by either party. The President’s Office may also determine upon initial receipt of a complaint that the Formal Complaint Process is appropriate. The Office of Human Resources will provide the complainant and the respondent with a copy of the President’s Office Non-Discrimination and Harassment Complaint Procedures and inform the complainant of the…, X. Investigative Process, The investigative process is designed to provide a fair and reliable determination about whether the Board of Trustee’s Policy or President’s Office Guidelines have been violated. If so, the President’s Office will implement a prompt and effective remedy designed to end the violation, prevent its recurrence and address its effects. The individual reporting the concern should provide all known…, Resolution and Remedies, The investigation of a claim will be completed within sixty (60) working days from the date the respondent is notified of the complaint. The Office of Human Resources may extend the investigation at its discretion, and both the complainant and respondent will be informed in writing of any extension. Any extension beyond the 60 days will be based on good cause and accompanied by an explanation for…, Due Process, Employees shall have the right to appeal a decision prior to disciplinary action such as termination, probation or suspension, for inappropriate behaviors or acts committed by the employee. Any individual who is aggrieved by disciplinary action imposed as a result of an investigation may within 10 working days of the imposition of the action a written appeal to the President or his/her designee.…, Record Retention, All materials relative to an informal resolution or formal investigation shall be confidential and shall be maintained by the Office of Human Resources for a period of six (7) years. Records held by the Office of Human Resources may be subject to judicial subpoena., XI. Reporting Agencies, Massachusetts Commission Against Discrimination (MCAD), The MCAD, a state agency, monitors discrimination in the areas of housing, employment, loans, and educational opportunities. Any person claiming to be aggrieved by an alleged unlawful practice may file a complaint with this agency. The offices to contact are: Springfield Office: 436 Dwight Street, Suite 220 Springfield, MA 01103 (413) 739-2145 Boston Office: One Ashburton Place, Room 601 Boston,…, Office of Federal Contract Compliance Programs (OFCCP)/ Department of Labor, This federal agency monitors discrimination in employment and in educational institutions (including hiring, upgrading, salaries, fringe benefits, training, and other conditions of employment) on the basis of race, color, religion, national origin, or sex. The local office to contact is: Office of Federal Contract Compliance Programs- Boston District Office 25 New Sudbury St Room E-235 Boston, MA…, Equal Employment Opportunity Commission (EEOC), The EEOC monitors discrimination in employment under Title VII which prohibits discrimination in employment (including hiring, upgrading, salaries, fringe benefits, training, and other conditions of employment) on the basis of race, color, religion, national origin or sex. The local office to contact is: U.S. Equal Employment Opportunity Commission JFK Federal Building 15 New Sudbury Street, Room…, Office for Civil Rights (OCR)/U.S. Department of Health and Human Services, The OCR monitors: 1) Title IX, which specifies prohibitions against discrimination on the basis of sex in educational programs; 2) the Rehabilitation Act of 1973, which prohibits discrimination based on handicap in areas related to employment, program accessibility, and student programs. Anyone who has a complaint relating to sex discrimination or discrimination based on personal impairment may…, XII. Confidential Counseling And Support Resources, ComPsych-Employee Assistance Program (EAP), ComPsych is a provider of GuidanceResource services. Your GuidanceResources benefits will give you and your dependents confidential support, resources and information for personal and work-life issues. These services are provided at no charge to employees of the President's Office. Call 844.393.4983. You'll speak to a counseling professional who will listen to your concerns and can guide you to…, Westborough Police, 45 W Main St, Westborough, MA 01581 Phone: 508-366-3060, RAINN, Among its programs, RAINN created and operates the National Sexual Assault Hotline at 800.656.HOPE(4673). This nationwide partnership of more than 1,100 local rape treatment hotlines provides victims of sexual assault with free, confidential services around the clock. RAINN also offers an Online Hotline , a secure web-based hotline that provides live and completely confidential help to victims…, Rape Crisis Centers, Central Mass: Worcester, 800-870-5905 Hotline, 508-852-7600, TTY: (888) 887-7130 Wayside Victim Services, Milford 800-511-5070 Hotline, 508-478-4205 Voices Against Violence- Framingham, 800-593-1125, Hotline (TTY) 508-626-8686, Greater Boston:, Boston Area Rape Crisis Center, Cambridge 800-841-8371, TTY: (617) 492-6434, Western Mass:, Elizabeth Freeman Center, Pittsfield, 413-499-2425, Hotline (TTY) 866-401-2425 Center for Women & Community (CWC), Amherst, 413-545-0883, Hotline 413-545-0800, Accommodation Requests, An employee or applicant with a disability seeking a reasonable accommodation should contact Katie Temple, Senior Benefits Generalist, ktemple@umassp.edu or 774-528-0369. As the above contact information may be subject to change, current contact information on rape crisis centers in Massachusetts can be found on the Mass.gov Rape Crisis Centers page .
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Effective: Immediately Responsible Office: Human Resources, I. Reason, The purpose of these guidelines is to identify workplace, organizational or human resources factors that have contributed to an employee's decision to leave employment; to enable the University to identify any trends requiring attention or any opportunities for improving the University's ability to respond to employee issues; and to allow the University to improve and continue to develop…, II. Scope, These guidelines apply to all UMSO departments and all benefitted employees. The Office of Human Resources will conduct exit interviews with employees, once the employee-confirmed departure date is determined., III. Procedure, The designated human resources representative will contact the employee in writing, inviting him/her to attend an exit interview at a mutually convenient time. The exit interview should take place as soon as possible after the Office of Human Resources has received the confirmed departure date. The employee will be asked a standard set of questions and given a chance to discuss any concerns they…, IV. Voluntary Participation And Confidentiality, Employees are responsible for participating in the exit interview process on a voluntary basis. If an employee chooses to participate in an exit interview, he/she will be encouraged to be honest, candid, and constructive in his/her responses. The information received through exit interviews will be kept in a confidential manner and only shared on a need to know basis., V. Reporting, The information will be analyzed regularly by the Office of Human Resources to identify areas or determine trends that need be addressed. Periodically, the Office of Human Resources will share their analysis and recommendations with designated members of the staff and/or management team. The analysis and review will include the following: appropriate statistical information regarding the number…, VI. Related Documents, Exit Questionnaire Exit Checklist
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