General Employment Policies
- Equal Employment Opportunity
- Americans with Disabilities Act
- Conflict of Interest
- Intellectual Property
- Discrimination Harassment and Sexual Misconduct Policy
- Smoking Policy
- Drug Free Workplace Policy
- Employment of Minors
Employment at Rose-Hulman Institute of Technology is based on the ability to perform the services required with or without reasonable accommodations in compliance with the Americans with Disabilities Act (ADA) (See Section 2.02 Americans with Disabilities Act). Work expectations and responsibilities will be explained by the supervisor during the interview process and also during employment.
2.01 Equal Employment Opportunity (REV. 07/01/14)
Rose-Hulman Institute of Technology is an equal opportunity employer. It is the Institute’s policy to treat all employees and applicants equally according to their individual qualifications, abilities, experiences and other employment standards. Rose-Hulman will not discriminate against any employee, applicant for employment, student or applicant for admission on the basis of race, religion, sex, pregnancy, ethnicity, national origin (including ancestry), citizenship status, physical or mental disability, age, sexual orientation, gender, gender identity or expression, veteran or military status (including special disabled veteran, Vietnam-era veteran, or recently separated veteran), predisposing genetic characteristics, or any other protected category under applicable local, state or federal law, including protections for those opposing discrimination or participating in any complaint process on campus or within the Equal Employment Opportunity Commission or other human rights agencies.
2.02 Americans with Disabilities Act (ADA)
The Americans with Disabilities Act of 1990 (ADA), prohibits employers from discriminating against a qualified individual with a disability in the employment process. The Institute will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. The Equal Employment Opportunity Commission is charged with enforcing the employment discrimination elements of the ADA.
2.03 Conflict of Interest (REV. 09/01/04)
It is the policy of the Institute to expect its staff, while acting for or engaging in an activity affecting the Institute, to do so with loyalty to the Institute and maintenance of the highest standards of ethics and awareness of conflicts of interest, both in fact and appearance; to respect the rights of staff to engage in activities outside the normal scope of their role at the Institute, provided such activities do not conflict with or reflect adversely on the Institute's interest, or deprive the Institute of an appropriate measure of their time and effort (conflict of commitment); this policy shall not be construed so as to unreasonably or unfairly curtail the Institute policy on academic freedom. Every staff member will complete a written Conflict of Interest Disclosure form (See Appendix 15 Conflict of Interest Policy and Procedures) during new employee orientation and annually thereafter. Records will be maintained in the Institute's secured, confidential files in the Office of Business and Finance
2.04 Intellectual Property
The Intellectual Property Agreement described in the Intellectual Property Policy dated February 24, 1989 (See Appendix 3) relates to technology developed by current faculty, staff, students, and others participating in Institute programs. The term “technology” is broadly defined and includes technical innovations, improvements, inventions and discoveries, as well as writings, computer software, and other information in various forms. The policy defines the ownership, distribution, and commercialization rights associated with such technology in the form of intellectual property; (e.g., patents, copyrights, trademarks, and mask works, and also defines policies and procedures which govern use and distribution of the technology in its tangible form; (e.g., integrated circuit chips, computer software, biological organisms, engineering prototypes, engineering drawings, and other property which can be physically distributed).
The policy also sets forth a distribution formula for royalties received by the Institute from technology/intellectual property licenses. Employees are requested to sign “Exhibit-A”, Intellectual Property Agreement, during employee orientation to indicate compliance with the Institute’s policy.
2.05 Discrimination, Harassment and Sexual Misconduct Policy (REV. 07/01/14)
In accordance with Title VII of the Civil Rights Act of 1964 and Title IX, the Institute has established a Policy for Civil Rights Equity (See Appendix 4). Any employee who believes that he or she has been the subject of discimination, harassment or sexual misconduct (See Appendix 4 for definitions) should comply with the reporting procedures set forth in the Rose-Hulman Policy for Civil Rights Equity Complaint Resolution. A report of the discrimination, harassment, or sexual misconduct should be made promptly to one of the Title IX Coordinators, as stated in the attached policy. After appropriate investigation, any individual who is found to have engaged in sexual harassment will be subject to appropriate sanctions up to and including termination.
Relatives will not normally be hired or transferred into positions where they directly or indirectly supervise or are supervised by another close family member. In the rare instance in which there is such a hire or transfer, appropriate action should be taken to minimize potential conflict. The hiring of two individuals of the same family in the same department is permissible.
2.07 Smoking Policy
The Institute is dedicated to providing a healthy, comfortable, and productive environment for all students, faculty, staff and guests on the campus. The Institute recognizes the health hazards associated with using smokeless and smoking tobacco products and the adverse effects of exposure to second hand smoke by nonsmokers.
The Institute complies with the Indiana Vigo County Clean Indoor Air Ordinance which prohibits smoking in all enclosed interior areas including offices. In addition, in order to preserve this environment in all interior areas, smoking is also not permitted within a 30 foot radius of the exterior of any building entrance. This is to avoid the unintended consequence of smoke drifting into the building via opened entrances or air intakes.
It is the responsibility of each individual area department head and/or director, in conjunction with the Manager of Environmental Health and Safety and the Office of Public Safety, to ensure faculty, staff, visitors, contractors, etc. are appropriately informed of this policy and the underlying City/County Ordinance.
It is the residence life staff's responsibility to ensure students, parents, guests, etc. are appropriately informed of this policy and the underlying City/County Ordinance.
For violations and penalties, see Appendix 14 or Clean Indoor Air Ordinance, Section 3-58-8.
2.08 Drug Free Workplace Policy
Employees are to comply with all federal, state, and local laws regarding drugs, narcotics, and alcohol. Abuse of drugs and alcohol is dangerous to employees’ health and the safety of the workplace, and the Institute will not tolerate the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances on campus (See Appendix 5).
2.09 Employment of Minors
The Institute must secure an employment certificate before a minor 14-17 years of age is permitted to work. This includes minors who are 16 or 17 years of age and no longer enrolled in school. (Exception: Minors under the age of 18 who have graduated from high school do not require employment certificates). Contact Human Resources for assistance in obtaining an employment certificate.
should comply with the reporting procedures set forth in the Rose-Hulman Policy for Civil Rights Equity Complaint Resolution. A report of the discrimination, harassment, or sexual misconduct should be made promptly to one of the Title IX Co-Coordinators, as stated in the attached policy. After appropriate investigation, any individual who is found to have engaged in sexual harassment will be subject to appropriate sanctions up to and including termination.