EMPLOYEE HANDBOOK

Morehouse College 830 Westview Drive, SW

Atlanta, GA 30314

Last Revised: April 6, 2018 Effective Date: July 1, 2018

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Table of Contents SECTION 1: INTRODUCTION ............................................................................................................................... 7

1.1 Statement of Purpose ......................................................................................................................... 7

1.2 Distribution and Interpretation ........................................................................................................... 7

1.3 Supplements and Revisions ................................................................................................................ 7

SECTION 2: GENERAL EMPLOYMENT POLICIES ............................................................................................... 7

2.1 Employment Relationship ................................................................................................................... 7

2.2 Equal Employment Opportunity .......................................................................................................... 8

2.3 Accommodation Due to a Disability .................................................................................................... 8

2.4 Anti-Sexual Harassment ..................................................................................................................... 8

2.5 Reporting Discrimination or Harassment and Retaliation ................................................................ 9

2.6 Complaint Procedure and Whistleblower Protection ........................................................................ 9

SECTION 3: CATEGORIES OF EMPLOYMENT AND TIMEKEEPING ................................................................. 10

3.1 Categories of Employment ............................................................................................................... 10

3.2 Timekeeping ...................................................................................................................................... 11

3.3 Hours of Work .................................................................................................................................... 12

3.4 Attendance, Absences, and Tardiness ............................................................................................. 12

3.5 Inclement Weather or Other Emergency ......................................................................................... 12

SECTION 4: COMPENSATION AND BENEFITS ................................................................................................. 13

4.1 Total Compensation .......................................................................................................................... 13

4.2 Salary Adjustments ........................................................................................................................... 13

4.3 Payroll Deductions ............................................................................................................................ 13

4.4 Pay Day .............................................................................................................................................. 13

4.5 Offers of Employment ....................................................................................................................... 13

4.6 Interim Pay ........................................................................................................................................ 14

4.7 Retirement Program ......................................................................................................................... 14

4.8 Employee Assistance Program ........................................................................................................ 14

4.9 Tuition Waiver Program for Employee Dependents ........................................................................ 14

4.10 Educational Assistance ..................................................................................................................... 15

4.11 Health Insurance ............................................................................................................................... 15

4.12 Life Insurance .................................................................................................................................... 15

4.13 Workers’ Compensation Insurance and On-the-Job Accidents ...................................................... 16

4.14 Benefits Continuation Eligibility........................................................................................................ 16

SECTION 5: VACATION, HOLIDAYS, AND LEAVE .............................................................................................. 17

5.1 Vacation Leave Time ......................................................................................................................... 17

5.2 Holidays and College Closings ......................................................................................................... 18

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5.3 Sick Leave .......................................................................................................................................... 18

5.4 Family and Medical Leave (FMLA) .................................................................................................... 19

5.5 Bereavement Leave ........................................................................................................................... 23

5.6 Civil Service/Jury Duty ...................................................................................................................... 24

5.7 Voting Leave....................................................................................................................................... 24

5.8 Military Leave .................................................................................................................................... 24

5.9 Unpaid Leave of Absence .................................................................................................................. 27

5.10 Unpaid Parental Leave ...................................................................................................................... 28

SECTION 6: HIRING AND PERFORMANCE POLICIES AND PROCEDURES .................................................... 29

6.1 Vacant Positions ................................................................................................................................ 29

6.2 Transfer and Promotion .................................................................................................................... 29

6.3 Performance Evaluations.................................................................................................................. 29

6.4 Rehire of Former Employees ............................................................................................................ 30

6.5 Reference, Credit, and Background Verification ............................................................................. 30

SECTION 7: OTHER EMPLOYMENT POLICIES .................................................................................................. 30

7.1 Vehicle Registration and Parking ..................................................................................................... 30

7.2 Library ................................................................................................................................................ 31

7.3 Cultural Events and Entertainment .................................................................................................. 31

7.4 Athletic Events ................................................................................................................................... 31

7.5 Dress Code ........................................................................................................................................ 31

7.6 Conflicts of Interest ........................................................................................................................... 31

7.7 Outside Employment ......................................................................................................................... 32

7.8 Employment of Relatives (Nepotism) ............................................................................................... 32

7.9 Consensual Romantic or Sexual Relationships ............................................................................... 33

7.10 Executing Contractual Agreements ................................................................................................. 34

7.11 Contacts with the Media .................................................................................................................... 34

7.12 Social Media ...................................................................................................................................... 34

7.13 Employment Records ........................................................................................................................ 36

7.14 Access to Personnel Files ................................................................................................................. 36

7.15 Responsible Use of College Property ............................................................................................... 36

7.16 College-Issued Electronic Resources .............................................................................................. 36

7.17 Safekeeping of College Property ...................................................................................................... 38

7.18 Gifts and Entertainment .................................................................................................................... 39

7.19 Bribery, Kickbacks, and Payoffs ....................................................................................................... 39

7.20 No Solicitation ................................................................................................................................... 39

7.21 Lobbying ............................................................................................................................................. 39

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7.22 Political Activity ................................................................................................................................. 40

SECTION 8: WORKPLACE SAFETY .................................................................................................................... 40

8.1 Workplace Threats and Violence ...................................................................................................... 40

8.2 Firearms and Weapons Prohibitions ................................................................................................ 41

8.3 Smoke-Free Environment................................................................................................................. 41

8.4 Drug-Free Workplace ....................................................................................................................... 41

8.5 Employee Drug-Testing Policy ......................................................................................................... 42

SECTION 9: CONDUCT, DISCIPLINE, AND TERMINATION OF EMPLOYMENT ............................................... 44

9.1 Code of Conduct ................................................................................................................................ 44

9.2 Legal Compliance, Audit, and Investigations ................................................................................... 46

9.3 Discipline ........................................................................................................................................... 46

9.4 Voluntary Resignation ....................................................................................................................... 46

9.5 Job Abandonment ............................................................................................................................. 47

9.6 Involuntary Termination (Dismissal) ................................................................................................ 47

9.7 Return of Property ............................................................................................................................. 47

SECTION 10: OTHER COLLEGE POLICIES ........................................................................................................ 48

10.1 Records Retention and Destruction Schedule ................................................................................. 48

10.2 Confidential Information ................................................................................................................... 48

10.3 Intellectual Property ......................................................................................................................... 49

10.4 Computer Software Licensing .......................................................................................................... 49

10.5 Trademarks and Brand Licensing .................................................................................................... 50

EMPLOYEE HANDBOOK ACKNOWLEDGMENT ................................................................................................ 51

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PREFACE

Morehouse College Mission Statement

“The mission of Morehouse College is to develop men with disciplined minds who will lead lives of

leadership and service. A private historically black liberal arts college for men, Morehouse realizes this mission by emphasizing the intellectual and character development of its students. Also, the College

assumes special responsibility for teaching the history and culture of black people.” Founded in 1867 and located in Atlanta, Georgia, Morehouse College (“the College”) is an academic community dedicated to teaching, scholarship, service, and the continuing search for truth as a liberating force. As such, the College offers instructional programs in three divisions – business and economics, humanities and social sciences, and science and mathematics – as well as extracurricular activities that:

• develop skills in oral and written communications, analytical and critical thinking, and interpersonal relationships;

• foster an understanding and appreciation of world cultures, artistic and creative expression, and

the nature of the physical universe;

• promote understanding and appreciation of the specific knowledge and skills needed for the pursuit of professional careers and/or graduate study; and

• cultivate the personal attributes of self-confidence, tolerance, morality, ethical behavior,

spirituality, humility, a global perspective, and a commitment to social justice. The College seeks students who are willing to carry the torch of excellence and who are willing to pay the price of gaining strength and confidence by confronting adversity, mastering their fears, and achieving success by earning it. In pursuit of its mission, Morehouse challenges itself to be among the very finest liberal arts institutions in the world.

Historical Background In 1867, two years after the Civil War ended, Augusta Institute was established in the basement of Springfield Baptist Church in Augusta, Georgia. Founded in 1787, Springfield Baptist is the oldest independent African American church in the United States. The school’s primary purpose was to prepare black men for the ministry and teaching. Today, Augusta Institute is Morehouse College, which is now located on a 66-acre campus in Atlanta. The campus encompasses a Civil War historic site, a gift of John D. Rockefeller, where Confederate soldiers staged a determined resistance to Union forces during William Tecumseh Sherman’s famous siege of Atlanta in 1864. As the College celebrates over 150 years of challenge and change, it continues to deliver an exceptional educational experience that today meets the intellectual, moral and social needs of students. Our students represent more than 40 states and 18 countries—a distinguished institution dedicated, as always, to producing outstanding men and extraordinary leaders to serve humanity with spiritual consciousness.

Accreditation The Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) accredits Morehouse College to award Bachelor of Arts and Bachelor of Science degrees. Various departments and divisions are accredited as follows:

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• The Division of Business and Economics is accredited by the Association to Advance Collegiate Schools of Business (AACSB) and the International Association of Management Education.

• The Department of Chemistry is on the list of approved programs of the American Chemical Society.

• The Music Department is accredited by the National Association of Schools of Music.

Memberships and Consortia Relationships Among the organizations in which the College holds membership are the following:

• American Council on Education • Associated Colleges of the South • Association of Private Colleges and Universities in Georgia • National Association for Equal Opportunity in Higher Education • National Associate of Independent Colleges and Universities • United Negro College Fund (UNCF)

Morehouse College is also a founding member of the Atlanta University Center (AUC), which is a consortium of four institutions that collaborate on academic programs of mutual interest. The most notable program is the Robert W. Woodruff Library, which is named in honor of Robert Winship Woodruff, former CEO of the Coca-Cola Company. The other member institutions of the AUC are Clark Atlanta University, Morehouse School of Medicine, and Spelman College.

SECTION 1: INTRODUCTION

1.1 Statement of Purpose The Morehouse College Employee Handbook contains personnel procedures and practices that have been developed to promote a climate of trust, understanding and productivity. Our Handbook is designed to provide information and guidance for employees in performing their personnel responsibilities. It is also intended to reduce difficulties and misunderstandings that might arise. No handbook, however, can answer every question or address every situation that might arise. No statement in this Handbook entitles any employee to a particular condition of employment, benefit, treatment, or procedure, and this handbook does not create any contractual rights or obligations. This Handbook is not intended to alter your at-will employment relationship with the College in any way. An at-will relationship is one that either you or Morehouse can terminate at any time, for any reason, or for no reason at all, with or without cause, and with or without notice. Please understand that no employee of Morehouse other than the President has the authority to enter into any agreement with you for any specified period of time or to make any promises or commitments contrary to the at-will employment relationship.

1.2 Distribution and Interpretation All newly hired employees will receive an electronic copy of the Employee Handbook. We require that you read and understand the practices outlined in this Handbook and execute an Acknowledgement of Receipt. From the table of contents, you can see that this Handbook is divided into individual sections, each containing specific guidance pertaining to a general category, such as Employment Principles, Performance Management, Leave Benefits, etc. If you cannot easily find the information you are seeking, please speak with your supervisor or a Human Resources representative. Either of these resources will help you locate the information you need and can be of assistance to you in interpreting the information, if needed. In all cases, however, Morehouse reserves the exclusive right, in its sole discretion, to make final decisions concerning the interpretation, application, administration, modification, and cancellation of Morehouse policies.

1.3 Supplements and Revisions Morehouse reserves the exclusive right, in its sole discretion, to implement, modify, delete, add to, or bypass all practices, procedures, and benefits outlined in this Handbook at any time, with or without notice. After hire, employees can review the most up-to-date copy of this Handbook at http://www.morehouse.edu/policies/. We also encourage you to make suggestions on how to improve operations and revisions to these policies. Should you have any questions about changes, please ask your supervisor or Human Resources for assistance.

SECTION 2: GENERAL EMPLOYMENT POLICIES

2.1 Employment Relationship Your employment relationship with Morehouse is at-will, meaning that either you or Morehouse may terminate your employment at any time, for any reason, or for no reason at all, with or without cause, and

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with or without notice. No written or oral communication to you or any other circumstances arising out of your employment can alter this at-will employment relationship or create any binding contractual commitment. None of the policies, practices or procedures outlined in this Handbook or any other employee handbook, employment application, recruiting material, memorandum, or other material provided to employees or applicants in connection with employment with Morehouse is intended to create or imply a contract of employment or a binding contractual commitment.

2.2 Equal Employment Opportunity Morehouse College is an equal opportunity employer and complies with all applicable federal, state, and local equal employment opportunity laws and regulations. The College strictly prohibits and does not tolerate discrimination or harassment against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including pregnancy), gender (including gender nonconformity and status as a transgender or transsexual individual), sexual orientation, age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, and local laws. All College employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. All employees, including managers, involved in discriminatory or harassing practices will be subject to disciplinary action, up to and including termination of employment. This policy applies to all terms and conditions of employment, including, but not limited to recruiting, hiring, placement, training, promotion, transfer, discipline, compensation, benefits, leaves of absence, and termination of employment.

2.3 Accommodation Due to a Disability Morehouse College is committed to complying fully with the Americans with Disabilities Act (ADA) and providing equal employment opportunity for qualified individuals with disabilities. Consistent with this commitment, it is Morehouse’s policy not to discriminate against any applicant or employee in regard to any term or condition of employment based upon such individual’s disability, perceived disability, or record of a disability. It is also Morehouse’s policy to work with qualified applicants and employees to provide reasonable accommodations for their disabilities, provided that such accommodations do not constitute an undue hardship for Morehouse. If you have any questions about Morehouse’s policies prohibiting discrimination based upon a disability or if you believe that you have a physical or mental impairment that prevents you from doing your job and wish to be considered for an accommodation, you should contact a Human Resources representative.

2.4 Anti-Sexual Harassment It is the policy and commitment of Morehouse to provide employees with an environment free from sexual harassment. Sexual harassment is a form of sex discrimination and, like any other form of discrimination, will not be tolerated. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

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Sexual harassment may involve individuals of the same or different sex and may include a range of behaviors including, but not limited to: words, signs, jokes, pranks, sexual propositions, sexual innuendo, suggestive comments, foul or obscene language, violations of personal space, intimidation, physical contact, or violence. Offensive acts will not be ignored just because they occur outside of, rather than on Morehouse’s premises. Any employee found to have engaged in sexual harassment will be subject to appropriate disciplinary action, up to and including termination of employment. Please see the Policies and Procedures Manual for procedures concerning the reporting of discrimination or harassment. Morehouse will be unable to take corrective action if it receives no notice of unwanted, inappropriate behavior.

2.5 Reporting Discrimination or Harassment and Retaliation It is the responsibility of each member of the Morehouse community to create an atmosphere free of discrimination and harassment, sexual or otherwise. In addition, it is the responsibility of each employee to respect the rights of other employees, students, and visitors to Morehouse. If an employee experiences any job-related harassment, or becomes aware of an incident of harassment, or believes he or she has been treated in an unlawful discriminatory manner, he or she should promptly report the matter to his or her supervisor, any management representative of Morehouse, or a Human Resources representative. Upon receipt of a complaint to the Office of General Counsel, an investigator will be assigned according to complaint allegation(s) to perform an investigation. The investigation will be conducted in confidence to the greatest extent possible. All participants to an investigation, where not otherwise prohibited, will be required to sign a Fairness and Confidentiality statement. Employees, however, are not promised strict or absolute confidentiality. The assigned investigator will ensure that statements of the complainant, alleged offender, and any witnesses are documented and that the investigation is conducted in a thorough, objective manner and is considerate of the rights of all the parties involved. Prior to issuing finding(s) of an investigation and/or before any disciplinary action is issued, the Office of General Counsel will be consulted. Morehouse prohibits any form of retaliation against any employee for making a good-faith report of alleged discrimination or harassment or for assisting in a complaint investigation. Retaliation is a serious violation of Morehouse’s policies. Any employee found to have engaged in retaliation will be subject to discipline, up to and including termination of employment. Concerns about retaliation should be raised and will be handled in the same manner as any other concern regarding equal opportunity rights. As required by law, equal employment opportunity notices are posted in appropriate areas. The notices summarize the rights of employees to equal opportunity in employment and provide the names and addresses of the various government agencies that may be contacted in the event that any person believes he or she has suffered discrimination, harassment, or retaliation.

2.6 Complaint Procedure and Whistleblower Protection Morehouse requires employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of Morehouse, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations. Therefore, it is the responsibility of all employees to report improper activities or suspected improper activities in accordance with this Whistleblower Policy. Improper activities include, but are not limited to, a violation of any federal, state, or local law or regulation, corruption, malfeasance, bribery, theft of

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Morehouse property, fraud, or fraudulent claims, a violation of Morehouse policy, economically wasteful activities, misuse of Morehouse property or facilities, or activities that involve gross misconduct, gross incompetency, gross inefficiency, or willful omission to perform duty. Reports of improper activities may be submitted on a confidential basis by the complainant or may be submitted anonymously, and will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. No employee who in good faith reports improper activities shall suffer harassment, retaliation or adverse employment consequence. An employee who retaliates against someone who has reported such activities in good faith is subject to discipline up to and including termination of employment. Morehouse has an open-door policy and urges employees to share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee’s supervisor is in the best position to address an area of concern. However, if you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you are strongly encouraged to file a complaint via the College’s Ethics Point, the College’s complaint reporting system. The Office of General Counsel and Compliance is responsible for overseeing investigations and ensuring all reported complaints are resolved. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation. Anyone filing a complaint in accordance with this process must act in good faith and have reasonable grounds for believing the information disclosed indicates the existence of improper activities. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense. If you experience or became aware of discrimination or harassment, instead of using this procedure, you should follow the procedure for reporting anti-discrimination or anti-harassment.

SECTION 3: CATEGORIES OF EMPLOYMENT AND TIMEKEEPING

3.1 Categories of Employment Each position at Morehouse is categorized in terms of hours of work and status under the Fair Labor Standards Act (FLSA). Your category of employment determines your eligibility for benefits and for overtime pay. You may inquire as to your category of employment at any time, although you generally will be informed of your category when you are hired and at any time there is a change thereto. Please direct any questions regarding your category of employment to a representative of Human Resources.

Full-Time and Part-Time Employees A full-time employee, except for an employee classified as “essential” required to work at least 35 hours weekly. A part-time employee is any individual who regularly works less than 35 hours per work week. Eligibility for benefits varies depending on the number of hours worked in a work week. Additional details regarding benefit eligibility can be found in Section 4, Compensation and Benefits.

Exempt and Non-Exempt Employees Under the FLSA, employees are classified as exempt or non-exempt for the purpose of establishing eligibility for overtime pay. Such classification is based on an evaluation of the responsibilities and authority of each employee. Morehouse pays non-exempt employees overtime for hours worked in excess

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of forty (40) hours in a workweek; for Morehouse’s policy concerning overtime, please see Sections 3.2 and 3.3. In accordance with the FLSA, exempt employees are not eligible for overtime pay.

Interns and Externs An internship or externship is a temporary work assignment performed at Morehouse due to a specific learning or project-based arrangement. Specifics of payment, if any, will be outlined in each arrangement with Morehouse or other agency. Internships and externships are not eligible for benefits from the College. Human Resources must approve all internship and externship arrangement(s) before the first day of the internship or externship assignment at the College.

Contractors Morehouse occasionally engages contractors under the terms of an external contract, for a specific period, to complete a specific project or series of activities. Engagement for services with Morehouse College must be outlined in an approved contract signed by an agent of the contractor’s company and authorized agent(s) of Morehouse College. All contracts must be submitted, reviewed, and approved by the Office of General Counsel prior to the commencement of contractual services to the College.

3.2 Timekeeping Employees are responsible for accurately recording the time they work—meaning the time spent on the job performing assigned duties. Altering, falsifying, or tampering with time records or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment. Non-exempt employees should accurately record the time they begin and end their work. Non-exempt employees should also record the beginning and end time of any split shift or departure from work for personal reasons. This information should be transferred to their timesheet for submission to the payroll department. It is the employee’s responsibility to sign time records to certify the accuracy of all time recorded. Supervisors will review and then execute the time record before submitting it for payroll processing. Also, if corrections or modifications are made to the time record, the supervisor must verify the accuracy of the changes by initialing the time entries. Non-exempt employees should receive approval from their supervisor before performing overtime work. If, however, an employee performs unapproved overtime work, he or she must document the unapproved overtime on his or her timesheet for payment. Although the College will pay non-exempt employees for hours worked more than the standard 40-hour workweek, even if the excess hours were without prior supervisory approval, continued performance of overtime work without prior supervisory approval will result in disciplinary action, up to and including termination. Unless otherwise directed by the payroll department, timesheets for exempt and non- exempt employees must be submitted to the payroll department by the payroll deadline(s) outlined in the published bi-weekly and monthly payroll calendars. Failure to comply with timekeeping procedures can lead to disciplinary action, up to and including termination.

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3.3 Hours of Work

The regular business hours of Morehouse are 9:00 a.m. to 5:00 p.m., Monday through Friday, but you may be assigned a different schedule based on your position and your department’s needs. Employees receive a one-hour lunch period. Lunch hours may be staggered to ensure adequate coverage of offices throughout the regular workday at the discretion of the department leader. The standard workweek for the College is 35 hours and begins at 12:01 a.m. Sunday morning and ends on Saturday at midnight. The College’s work schedule may be adjusted for employees at the discretion of the President at any time during the year. It is a general rule that children are prohibited from reporting to work with employees. Employees will not be permitted, without express, written approval by his or her supervisor, to have their children remain on campus at the College during hours of operation. Visits by an employee’s family members during lunch or other breaks are permissible with advance notice to the supervisor.

3.4 Attendance, Absences, and Tardiness An employee is expected to report to work on time and to remain on the job throughout the regular work hours. Regular attendance is a condition of employment. Supervisors are responsible for approving time off and managing absences. If illness or other problems cause an employee to miss work, the employee must notify his or supervisor as soon as reasonably possible and no later than the first hour of the scheduled workday. The supervisor may require a doctor’s statement when an employee returns to work certifying that the absence was illness-related. This statement must be submitted to Human Resources on the first day that the employee returns to work. If there is an urgent reason for leaving work during the scheduled work day, permission must be granted from the supervisor and/or department head. It is the employee’s responsibility to notify the supervisor of his or her inability to work, except where circumstances prevent an employee from doing so. In such cases, a relative or close friend, or colleague may assume this responsibility. Use of voicemail is acceptable except during periods when the work area is closed. Every attempt should be made to speak directly with the supervisor or the next employee in charge of the department. If an employee is absent for three (3) consecutive workdays without notifying his or her supervisor, the employee will be assumed to have voluntarily resigned without notice and will be separated from the College immediately. Unexcused absences, with or without notification, may subject an employee to disciplinary action, up to and including termination. Punctuality and regular attendance are important for job advancement and retention. Being repeatedly late to work may jeopardize future pay increases and may subject an employee to disciplinary action, up to and including termination of employment. Tardiness is defined as arriving more than five minutes after the start of your shift or returning more than five minutes after the end of lunch or an approved break during the work day.

3.5 Inclement Weather or Other Emergency Morehouse College will make every effort to maintain operations during severe weather or other emergencies to accommodate the students who are living on campus. All employees are expected to be at work unless the President or his designee announces that the College is closed. If this occurs, employees will be notified by emergency-generated text messages, voicemail messages, email messages, and/or

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local television stations that-will report the closing of the College as soon as reasonably possible. Staff members who provide essential services will be asked to work. If the College is open, but an employee is unable to come to work because of severe weather or another emergency affecting the normal operations of the College, the employee must contact his or her supervisor to determine the work schedule for that day. If s/he is able to work from an alternative work location, employees will be paid for either all, or a portion, of the work day depending on their position classification (exempt or non-exempt). If inclement weather occurs during normal business hours, employees will be expected to remain at work unless officially notified otherwise. If so notified, employees will be paid for the remainder of the day without charge to paid leave. If an employee leaves the campus without official notification of suspension of campus operations, he or she will have the time of absence charged to paid leave. If the employee has no paid leave, the absence will be treated as leave without pay. It is the responsibility of the President, or other designated official, to declare campus operations suspended. Official notifications are made through the College’s emergency management system by phone, text, and email messages.

SECTION 4: COMPENSATION AND BENEFITS

4.1 Total Compensation An employee’s total compensation includes: 1) annual base salary; 2) the value of all non- salary benefits, such as health, dental, vision, life, long-term disability insurances, retirement plan contributions, paid time off such as vacation and sick leave time, time off during college closing dates, educational assistance, tuition waivers for dependents, and merit pay increases.

4.2 Salary Adjustments The College strives to offer merit-based salary increases for those employees who meet or exceed performance expectations. Annual salary increases are not automatic and are always based on the financial resources available at the College.

4.3 Payroll Deductions The College may deduct amount(s) reflecting an employee’s benefits election(s) from each pay period and will deduct amount(s) for federal, state income taxes, and social security. An employee’s benefits deductions may include: health, dental, vision, optional life insurance, flexible spending contributions (as elected); retirement contributions (as elected), and other voluntary benefits as required or permitted by law or in which the College participates. Deductions may also be made for travel advances received if the expenditures are not properly reported to the business office and properly documented within 30 days of returning from travel. Employees are urged to inform the Payroll department of any tax exemption status changes.

4.4 Pay Day Paycheck dates are published on payroll calendars throughout the calendar year except in November and December, where they will be issued in advance of the Thanksgiving and Christmas holidays.

4.5 Offers of Employment Human Resources, in consultation with a hiring supervisor, is responsible for negotiating salary offers and confirming all terms of an employment offer on behalf of the College. All offers of employment will be

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issued in writing from Human Resources. An employment offer is not deemed official until issued in writing from Human Resources.

4.6 Interim Pay Occasionally, an employee may be required to perform work in a higher-level vacant position for a specified period. The employee’s pay will be adjusted to compensate him/her for the additional responsibilities (s)he has assumed during the specified period of time. Compensation is determined by Human Resources and will be calculated based on the salary of the higher-level position. Employees receiving interim pay will receive interim pay separately from the employee’s regular pay and on the same pay dates as the employee’s regular pay. Interim pay may be extended at the discretion of the employee’s supervisor, written approval of the executive leader, and in consultation with Human Resources. Interim pay assignments must be issued in writing to the employee. Satisfactory performance of an employee in an interim assignment may lead to an employee’s promotion to the higher-level position without advertisement of the vacant position. If an employee is promoted to the higher-level position, salary may be adjusted for the employee at the time of promotion. Determination of salary will be subject to guidelines for salary adjustments.

4.7 Retirement Program Full-time, non-temporary employees have the opportunity to invest a portion of their earnings on a pre-tax basis in the College’s 403(b) retirement plan. Additional information regarding the plan and eligibility requirements is set forth in the plan documents, which are available in Human Resources.

4.8 Employee Assistance Program An Employee Assistance Program (EAP) is available to full-time employees at no cost to the employee and administered by the College’s healthcare provider. This program is provided to help employees if and when they are faced with problems that are overwhelming or when they are unable to cope and/or resolve their problems alone. The College’s provider information can be found by contacting Human Resources or during open enrollment. This program offers confidential assessment and counseling services for employees and members of their established household. Examples of the areas professional counselors can assist with include feelings of being overwhelmed; marriage and family difficulties; parent/child conflicts; dealing with aging parents; emotional issues; drug and alcohol problems; career decisions; personal and job stress; grieving the loss of a loved one; enhancing communication skills; and improving coping skills. Professional counselors will also make legal and financial referrals if needed. The EAP allows employees to seek assistance on a confidential, non-information-sharing basis. Employees and covered members of their household are entitled to up to six visits per calendar year, at no cost.

4.9 Tuition Waiver Program for Employee Dependents Full-time, non-temporary employees of Morehouse College, who have worked at the College for at least one continuous year, are entitled to the Tuition Waiver Program. As such, their legal dependents who meet the College’s admissions requirements may attend Morehouse free of tuition charges until the calendar year in which they attain the age of 24. Dependents of Morehouse employees may also attend Spelman College and Clark Atlanta University subject to the admissions requirements of those institutions as part of the College’s membership within the Atlanta University Center Consortium. This benefit only applies to employees and their dependents pursuing an undergraduate program of study. Further, the employee must remain an employee of Morehouse for two years after their dependent ends his or her enrollment.

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Participation in the Tuition Waiver Program for a dependent child is limited to the fall and spring semesters and only during an academic year. To participate in the program, the parent/guardian must file the Free Application for Student Aid (FAFSA) to verify dependency, and all financial aid must be applied first before a waiver of tuition is applied to the dependent. The dependent will remain responsible for all non-tuition fees during each academic year, and each child who is a Georgia resident must execute the Georgia Tuition Equalization Grant, Georgia Hope scholarship, HOPE grant, and other aid. Any combination of these awards will be applied first before tuition is waived during each semester. A waiver application must be submitted electronically to Human Resources for each semester that the dependent is attending an institution. The waiver application will be sent to all employees during a specified period of time for the Fall and the Spring semesters. Waiver applications are electronic only and can be accessed from the Human Resources website. Satisfactory academic progress, as defined by each institution, must be met for each semester of attendance for tuition to be waived. Employees are encouraged to review the

College’s Tuition Remission Policy 500.3 for additional details at http://www.morehouse.edu/media/mcpoliciesandprocedures/section5humanresources/TuitionRemission HR500.3.pdf.

If the employee is terminated at any time and for any reason during the semester or academic year in which his or her dependent child receives the tuition waiver, the tuition waiver for the remainder of the semester may be rescinded with tuition for the remainder of the academic year payable in full as determined by Morehouse College in its sole discretion. If the employee dies or is unable to work due to disability during a semester or academic year, the tuition waiver will be honored through the end of the semester in which the dependent child is currently enrolled.

Exceptions to this policy may occur on a case-by-case basis as determined by the President of Morehouse College and the President of the institution permitting the waiver of tuition.

4.10 Educational Assistance

A full-time, non-temporary employee of the College may enroll in one course of undergraduate study per semester during the working day subject to receiving two levels of approval - the employee’s immediate and the senior leader for the department. The College will pay the cost of the course if taken at Morehouse (excluding courses during the summer term). The employee must arrange an alternative work schedule with his or her supervisor to make up any work time missed while enrolled in the course.

4.11 Health Insurance

Each full-time employee is eligible to receive healthcare benefits with the College on the first of the month following his or her first day of employment with the College. These benefits include, but are not limited to, medical, dental, vision, flexible spending account participation (healthcare, dependent care, and transportation), short-term and long-term disability, and basic life insurance coverage. The College reserves the right, in its sole discretion, to change, modify, or cancel the benefit plans available to employees.

4.12 Life Insurance

All full-time employees of the College are eligible to be included in a group life insurance plan to be paid by the College, in addition to purchasing additional life insurance policies for the spouse or dependents of an employee. For these plans, employees must request participation within their first 30 days of hire with the College, during open enrollment, or if a qualifying life event occurs after the first 30 days of employment with the College. Participation in these plans require specific documentation that must be received timely and failure to submit such documentation timely will disqualify an employee from participation.

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4.13 Workers’ Compensation Insurance and On-the-Job Accidents

If an employee incurs an injury while performing College duties, he or she is required to immediately report the injury to his or her supervisor and to Human Resources using the Safety Incident Report form at http://www.morehouse.edu/humanresources/benefits.html. Failure to promptly report the injury within 30 days of the accident may result in losing the right to insurance compensation. Except in cases of emergency, if treatment by a physician is required, an employee should select a physician from the Panel of Physicians list that can be obtained from Human Resources. In accordance with state law, an employee may make one change to a second physician who is also on the panel. Subsequent changes require the permission of the State Board of Workers’ Compensation. In cases of emergency, an employee should be taken to the nearest emergency room. All follow-up-care should be rendered by a physician from the panel (or panel physician’s referral). Time spent in treatment for an on-the-job, accident-caused injury, as well as any necessary related absence that same day, is considered work time if validated by a doctor’s statement. If an employee suffers from an on-the-job illness for which he or she is eligible to receive workers’ compensation benefits, the employee is entitled to receive his or her regular pay.

4.14 Benefits Continuation Eligibility Medical, dental, vision, retirement, flexible spending accounts for medical and dependent care, long-term care, and Life Insurance, as applicable to the employee’s enrollment selections ceases on the last calendar day of the month during which employment ceases. All life policies have a conversion privilege. Human Resources will mail all benefit-eligible employees a conversion application. The employee has 31 days from the last day of employment to convert up to the amount of coverage terminating under the group life insurance policy, all or part of the Life policy (ies) to an individual’s permanent life insurance policy, except term insurance in the amount of $2,000 or more, unless the coverage amount at the time of separation is less than $2,000. The converted policy will be effective 31 days from the end of coverage under the group life insurance policy. If a person insured under the group life policy with the College dies prior to the effective date of the converted policy, any death benefit provided by the group life insurance will be paid. For additional details governing policy conversion eligibility, please visit: http://www.morehouse.edu/humanresources/ Disability insurance ceases on the last day worked and cannot be converted to an individual policy. Morehouse is required by federal law—the Consolidated Omnibus Budget Reconciliation Act (COBRA)—to extend to separated employees, at the former employees’ expense, certain benefits received while employed at Morehouse; this extension of benefits is only for a limited period of time. Human Resources will provide a COBRA election notice no more than 44 calendar days after the date the qualifying event occurred or the date of loss of coverage due to the qualifying event. Once employment with Morehouse ends, the College is released from any further financial or legal obligations to the employee (excluding COBRA requirements). Employees are responsible for notifying the College of a COBRA qualifying event (s) for a spouse and or dependent child while employed at Morehouse within 60 days after the date the qualifying event occurred or the date of loss of coverage due to the qualifying event or any of the following events:

• Covered employee becomes entitled to Medicare • Divorce or legal separation of the spouse from the covered employee • Loss of “dependent child” status under the plan rules.

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SECTION 5: VACATION, HOLIDAYS, AND LEAVE

5.1 Vacation Leave Time Paid vacation time is offered by the College to provide employees a time to rest and relax away from the College. Vacations are expected to be taken at a time that is mutually agreeable and convenient to the employee, his or her immediate supervisor, and the department in which the employee work. The College, however, reserves the right to deny any requests for a vacation that may adversely affect the institution’s operations. Immediate supervisors must approve a request for vacation leave by approving the employee’s leave request on the employee’s timesheet or in writing in advance of the employee’s requested time off for vacation purposes. All full-time and part-time employees who are not temporary employees of the College will accrue vacation time. The maximum vacation accrual amount differs for employees deemed essential to the College’s operations (Physical Plant Operations and Campus Safety) and non- essential employees. The total maximum accrual for essential employees will be 240 hours annually; the maximum for non-essential employees will be 210 hours; and part-time employees can accrue leave up to a maximum of 105 hours annually. Employees will no longer accrue vacation leave time once the maximum number of hours is reached. Employees will accrue leave once the balance of vacation leave is below the maximum number of hours. Faculty employees do not accrue vacation time. Vacation time is provided to faculty employees during week(s) when classes are not in session and when faculty are not expected to perform any pre- or post- instructional activities. Vacation leave time will begin accrual on the first day of the month following an employee’s hire date. An employee will continue to accrue vacation leave while on paid leave, including absences due to workers’ compensation. Employees on leave without pay do not continue to accrue vacation leave. Employees new to the College are eligible to take vacation time after successfully completing 90 days of employment. A full-time, staff employee who separates from the College will receive the cash value of unused, accrued vacation, computed up to and including the last full day worked in a separate check following the date of separation of employment with the College. Exceptions will be for involuntary employment separations due to behaviors that violate one or more College policies (misconduct). In the event of a resignation, the employee must give proper advance notice (a minimum of two weeks’ notice) to remain eligible to receive a payout of vacation pay. Not providing such notice when resigning from the College may disqualify an employee from receiving a payout of vacation pay. In the event of the death of an eligible employee, his or her beneficiary (or estate where no beneficiary is named) will be paid for all accumulated vacation leave at the rate of pay in effect at the time of the death. Failure to provide insufficient notice of resignation may result in the College’s withholding of vacation pay to an employee. In addition, if an employee does not return college-issued equipment/property to Human Resources no later than (2) working days following his or her separation date from the college, the College will withhold any vacation pay to the employee. Vacation leave should be taken only after it has been earned. If more than one request in a department is submitted for approval for the same date(s), the employee with greater seniority at the College should be given preference in receiving approval for vacation time as long as the requests are submitted in a timely manner.

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5.2 Holidays and College Closings Morehouse will grant paid time off (PTO) to all employees on the holidays and College closing dates listed below. At the President’s discretion, additional days may be granted or removed. A memorandum from the Department of Human Resources, approved by the President, will be issued each year announcing which holidays and other days that the College is closed during each calendar year. The College will be closed on the days indicated below:

• New Year’s Day • Martin Luther King Jr. (MLK) Day • Spring Break (for faculty only) • Good Friday • Memorial Day • Independence Day • Labor Day • Thanksgiving Break • Christmas and End-of-Calendar Year Recess (for faculty and staff)

*Campus safety and selected campus operations staff members are deemed essential to the College’s operations and are required to work on these days. However, the College might consider other staff members essential based on its needs during holidays or days in which the campus is closed. *

5.3 Sick Leave Sick leave includes the time an employee is away from work, due to his or her own incapacity, illness, or injury, and for which the employee receives regular compensation. Under this section, employees may use up to 5 days of earned sick leave per calendar year for the care of immediate family members. Immediate family members include an employee’s child, legal spouse, grandchild, grandparent, parent, or any dependents (as reflected on the employee’s most recent tax return). Additionally, an employee may be required to furnish a physician’s note to his or her supervisor. Also, for purposes of this section, sick leave does not include paid short-term or long-term disability. Employees are not entitled to use sick leave to care for immediate family members until that leave has been earned. When an employee intends to use sick leave under this section, the employee must always comply with the College’s normal sick leave protocol, including providing adequate notice to his or her supervisor regarding the amount of time the employee will be away from work and reporting to work timely after such time. **Only employees who regularly work at least 30 hours per week are entitled to this benefit. Employees who regularly work less than 30 hours weekly will be allowed to use 3 days of accrued sick leave for this purpose. Unapproved absences or failure to notify the immediate supervisor of the need to take sick leave will be recorded as unexcused absences, and the employee may be subject to disciplinary action. Sick leave accruals vary for employees deemed essential to the College’s operations (Physical Plant Operations and Campus Safety) and non-essential employees. Only full-time and part-time employees of the College, who are not temporary employees of the College, will earn sick leave time. Sick leave for part-time employees, who regularly work a minimum of 20 hours weekly and less than 35 hours weekly, will accrue such leave the maximum accrual leave for full- time, essential employees, is 240 hours annually; the maximum accrual leave time for full-time, non-essential employees is 210 hours annually; the maximum accrual leave time for part-time employees is 105 hours annually.

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For the purpose of determining accrued sick leave, accrual begins the month the employee begins working, provided the date of employment is the 15th of the month or earlier. Otherwise, accrual begins the following month. Accrual continues through the month of termination if termination is the 15th of the month or later. If termination is before the 15th, accrual stops at the end of the previous month. An employee will continue to accrue sick leave while on paid leave, including absences due to workers’ compensation. Employees on leave without pay do not continue to accrue sick leave. Sick leave may be used in increments of 30 minutes. Sick leave should be taken only after it has been earned. Sick leave is not to be abused or interpreted as additional vacation leave. There is no payout for accrued, sick leave upon separation of employment

5.4 Family and Medical Leave (FMLA) The following is the policy of Morehouse relating to leaves of absence under the Family and Medical Leave Act (“FMLA”), a federal law that allows eligible employees to take unpaid leave for up to 12 weeks during a 12-month period (and up to twenty-six (26) weeks of unpaid leave as discussed below in the “Military Caregiver Leave” section of this policy) for certain FMLA-qualifying reasons which are set forth below. The 12-month period in which the 12 weeks of leave entitlement occurs will be calculated on the basis of a rolling year, measured backward from the date an employee uses any FMLA leave. The following is intended as a summary only and the College reserves the right to modify this policy in its discretion, and in accordance with the FMLA. Employees with questions about the FMLA should contact Human Resources.

Eligibility for FMLA Leave

Employees are eligible for FMLA leave if they:

1. Have worked for the College for at least 12 months (either consecutive or non- consecutive, excluding breaks in service of more than 7 years unless because of military service); and

2. Have worked for the College for at least 1,250 hours during the 12-month period immediately

preceding the requested start of the leave.

Reasons for FMLA Leave

Eligible employees may be granted FMLA leave for the following reasons:

1. The birth and care of a newborn child or the placement with the employee of a child for adoption or foster care and care of such child (provided the child is under the age of 18, or, if older, incapable of self-care because of a disability). This kind of FMLA leave must be taken during the 12-month period beginning on the date of the birth or placement of the child and may not be taken on an intermittent or reduced schedule basis; or

2. To care for the employee’s spouse, child (provided the child is under the age of 18, or, if older,

incapable of self-care because of a disability), or parent who has a serious health condition; or

3. Due to the employee’s own serious health condition that renders the employee incapable of performing the functions of his or her job; or

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4. Due to a qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or parent is a military member on covered active duty (or who is on notice of an impending call/order to covered active duty); or

5. To care for a covered military service member with a serious injury or illness if the employee

is the spouse, son, daughter, parent, or next of kin of the service member. The requirements for this kind of leave are discussed in the “Military Caregiver Leave” section of this policy below.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily events. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least 2 visits to a health care provider or 1 visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Occupational and non-occupational injuries and illnesses may constitute serious health conditions under the FMLA. If an eligible employee is absent from work on short-term disability leave, workers’ compensation leave, or any other paid leave for a condition that also qualifies as a serious health condition under the FMLA, such leave will run concurrently with FMLA leave and will count against the employee’s FMLA entitlement.

Definition of Qualifying Exigency Qualifying exigencies may include short-notice deployment, military events and activities related to the call to active duty, childcare and school activities, making or updating financial and legal arrangements, counseling, rest and recuperation (subject to certain limitations), certain post- deployment activities, and certain care and arrangements for a parent of a military member.

Definition of Covered Active Duty For a member of the Regular Armed Forces, a covered active duty means duty during the deployment of the member with Armed Forces to a foreign country. For a member of the Reserve components of the Armed Forces, a covered active duty means duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty under a provision of law referred to in 10 U.S.C. § 101(a)(13)(B).

Spouses Spouses who are both employed by the College and are both eligible for FMLA leave will be limited to a combined total of 12 weeks of FMLA leave during a 12-month period if the leave is taken to care for the employee’s parent with a serious health condition, for the birth or care of the employee’s newborn child, or for adoption or foster care or to care for the child after placement. Spouses who are employed by the College and eligible for FMLA leave also will be limited to a combined total of 26 workweeks of leave during this single 12-month period if the leave is taken for any of the reasons listed above or pursuant to the “Military Caregiver Leave” section of this policy.

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Intermittent or Reduced Schedule Leave FMLA leave may be taken intermittently or on a schedule that reduces the usual number of hours per workday or workweek where medically necessary for the employee’s own serious health condition, to care for the serious health condition of a spouse, son or daughter, or parent, or to care for a covered service member with a serious injury or illness. When such leave is for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly interrupt the College’s operation. Leave due to a qualifying exigency may also be taken on an intermittent or reduced schedule basis. The College will account for intermittent and reduced schedule FMLA leave in increments of one hour. Employees using approved intermittent leave are required to follow all applicable policies for reporting absences and should indicate when requesting or reporting time off that it is FMLA leave. Specifically, in accordance with College policy, employees are required to notify the supervisor and Human Resources, prior to the start of the scheduled work day, that intermittent leave time will be used. Notice can be provided in writing or by phone to provide notice of such time off.

Substitution of Earned Vacation for Unpaid FMLA Leave Employees are required to substitute all available accrued paid leave time (including vacation, sick, and/or personal leave, as applicable) for unpaid FMLA leave. All such paid leave will run concurrently with FMLA leave and will count against the employee’s FMLA entitlement. Unless accrued paid leave is substituted or the employee is eligible for short-term disability or workers’ compensation benefits, FMLA leave is unpaid.

Employee Notice Requirements All employees seeking a leave, including FMLA leave, must submit a completed Family/ Medical Leave Request form.

Employees are required to provide advance notice of FMLA leave as follows:

• An employee seeking to use FMLA leave is required to provide 30-day advance notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable. If 30 days’ notice is not practicable or the need for leave is not foreseeable, notice must be given as soon as possible under the facts and circumstances of the particular case. When the need for leave is not foreseeable, employees must comply with applicable usual and customary procedures for requesting time off, absent unusual circumstances.

• An employee who requires time off from work for FMLA-qualifying reasons must provide

notice sufficient for Company reasonably to determine whether the FMLA may apply to the leave request. Depending on the situation, such information may include, without limitation, that the employee is incapacitated due to pregnancy, has been hospitalized overnight, or is unable to perform the functions of the job, that the employee or employee’s qualifying family member is under the continuing care of a health care provider, and/or that a covered military member has been called to active duty. An employee should also provide notice of the anticipated duration of the absence, if known.

• When the anticipated duration of FMLA leave changes, employees are required to provide at

least 2 business days advance notice of the change.

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Employee Certification Requirements The College requires medical certification from a health care provider to support a request for leave because of the employee’s serious health condition, or to care for the serious health condition of the employee’s spouse, son or daughter, or parent, or to care for a family member under the Injured Service Member Family Leave provision discussed below. The College also requires appropriate certification to support a request for leave due to a qualifying exigency. Yearly certification and periodic recertification supporting the need for leave may be required in accordance with the FMLA. The College also reserves the right to obtain a second and/or third opinion regarding an initial certification at the College’s expense. Certification and recertification forms should be returned within 15 calendar days of when requested by the College. Employees who are unable to return any such form within 15 calendar days despite diligent, good faith efforts should contact Human Resources to explain such circumstances. Failure to return required forms by the 15-day deadline may result in the denial of FMLA leave.

Maintenance of Employee Benefits For the duration of an employee’s FMLA leave, the College will maintain coverage under its group health plans under the same conditions that coverage would be provided if the employee had been working during the leave period, unless the employee chooses not to retain group health plan coverage during FMLA leave. While on FMLA leave, employees are required to continue making their share of premium payments to the College as if they were not on leave. Where appropriate, employees must contact Human Resources to make arrangements to pay their share of health plan premiums while on leave. Should group health coverage lapse, the employee will nevertheless be fully restored to coverage upon return from FMLA leave, without any additional requirements, as if the employee had never taken leave.

Military Caregiver Leave An eligible employee who is the spouse, parent, son, daughter, or next-of-kin (nearest blood relative) of a covered service member with a serious injury or illness is entitled to a total of 26 workweeks of leave during a single 12-month period to care for the service member. During this single 12-month period, which begins with the first day the employee takes leave, an eligible employee is entitled to a combined total of 26 workweeks of any type of FMLA-qualifying leave. An employee requesting this type of FMLA leave may be requested to provide confirmation of his or her relationship to the covered service member and will be required to provide certification of the family member’s injury or illness from the covered service member’s authorized health care provider. This is the only type of FMLA leave that may extend an employee’s leave entitlement beyond 12 weeks to 26 weeks. For more information, contact the Human Resources.

Return to Work If an employee’s FMLA leave was occasioned by the employee’s own serious health condition, the College will require the employee to present a certification from his or her health care provider that pertains to the particular condition that caused the need for FMLA leave and states that the employee is able to resume work before the employee will be restored to employment. An employee on an intermittent or reduced schedule leave may be required to provide a certification of fitness to return to duty up to once every 30 days if reasonable safety concerns exist regarding the employee’s ability to perform his or her job duties based on the serious health condition for which the employee took FMLA leave.

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Upon return from FMLA leave, most employees will be restored to their original or an equivalent position with equivalent pay, benefits, and other employment terms. An employee has no greater right to reinstatement or to other benefits of employment than if the employee had been continuously employed during the FMLA leave period. If an employee unequivocally advises the College that the employee does not intend to return to work, the employment relationship will be deemed terminated and the employee’s entitlement to reinstatement, continued leave, and health benefits will cease (subject to COBRA requirements). All requests for extension of FMLA leave or any other additional leave must be made prior to the expiration of the employee’s approved FMLA leave. An employee’s request for an unpaid leave of absence following the exhaustion of FMLA leave may be approved if operational needs of the College can be met during this time. Supervisors must consult Human Resources before approving or denying additional requests for time off. An employee who is a qualified individual with a disability under the Americans with Disabilities Act who requires additional leave or other reasonable accommodation to perform the essential functions of the employee’s job must contact Human Resources to request an accommodation. An employee may be required to submit additional medical information to enable Company to determine whether the employee is a qualified individual with a disability.

State Leave Laws This policy describes employees’ leave entitlements under the federal FMLA. Employees may have additional leave options available under applicable state employment laws. Company complies with all applicable state leave laws. Contact Human Resources for additional information about leave options and entitlements under any applicable state law.

Abuse of FMLA Leave Any employee who fraudulently obtains or abuses FMLA leave is not protected by the FMLA and has no right to continued leave, job restoration, maintenance of health benefits, or other FMLA protections. Employees are required to provide accurate and timely information in connection with the FMLA process. False representations are strictly prohibited, and employees will be subject to disciplinary actions up to and including termination of employment.

5.5 Bereavement Leave A full-time, non-temporary employee will be granted paid bereavement leave for five work days to attend the funeral of a member of the employee’s immediate family. An extra day of funeral leave may be granted in extenuating circumstances if attendance at the funeral requires travel greater than 1,000 miles from the employee’s residence. Immediate family includes parent, child or legal dependent, spouse, sibling, grandparent, mother-in-law, and father-in-law. For the deaths of all other relatives, full-time, non-temporary employees are entitled to one day of leave with pay. A part-time employee who works at least 20 hours a week is entitled to one-half the bereavement leave allotted to full-time employees. Bereavement leave is not available for an employee who wishes to attend the funeral of a non- relative. In these instances, the employee must use vacation leave. The use of leave time must be reported to the employee’s supervisor and Human Resources.

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5.6 Civil Service/Jury Duty The College believes that jury duty is a part of the responsible citizenship of its employees. Employees who are called for jury duty will receive full pay and benefits, provided they give the College notice of their jury pay and submit documentation to Human Resources. Employees called to jury duty must report for work on any full or partial day during which they are released from jury duty. Employees are responsible for notifying their supervisor of the impending jury duty immediately upon receipt of the notice to serve. Sufficient notice will allow the supervisor to reschedule work assignments in the department or to request a postponement of or an excuse from jury duty, depending upon the workload in the department. A copy of the summons for jury service must be shown to the supervisor and then filed with Human Resources. Employees appearing in court on their own behalf, either as plaintiffs or defendants, must use vacation leave time. However, employees required to participate in a legal proceeding in which Morehouse is a party or potential party shall be paid for any time for which their participation causes them to miss time from their normal work schedule. Such proceedings might include testifying at depositions, serving as a witness due to a subpoena, or participating in an investigation. If an employee receives any notice of any legal proceeding he or she should immediately provide a copy to their direct supervisor, Human Resources, and the Office of the General Counsel.

5.7 Voting Leave Morehouse College encourages employees to exercise their voting privileges in local, state, and national elections. Because the polls are open for long periods, employees are encouraged to vote before or after regular working hours. If it becomes necessary, however, employees may request, and will be granted, time off from work in order to vote in any municipal, county, state, or federal primary or general election for which the employee is registered. The employee must give reasonable notice to his or her supervisor of his or her intention to take time off from work. The employee will have up to two hours, with pay, to participate in these elections.

5.8 Military Leave Morehouse provides leaves of absence to employees in accordance with the federal Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and applicable state laws. Morehouse is committed to protecting the job rights of employees absent on military leave. It is Morehouse’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or this policy. If any employee believes that he or she has been subjected to discrimination in violation of this policy, the employee should immediately contact the offices of Human Resources or General Counsel.

Scope This policy applies to all Morehouse facilities and locations in the United States.

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Policy It is the policy of Morehouse to provide leaves of absence from work for employees who voluntarily choose to serve in the U.S. Military, are drafted into the U.S. Armed Forces, and who are reservists or National Guard members. Leave will be granted for:

• Active duty, • Training, or • To meet military-related obligations, such as reporting for periodic physical fitness examinations

or funeral honors duty.

Procedure Unless military necessity prevents it, or is otherwise impossible or unreasonable, employees requiring a military/reserve duty leave of absence should provide Morehouse with notice of the need for leave as far in advance as is reasonable under the circumstances. Written notice is preferred, but not required under the law or this policy. Employees on military/reserve duty leave may, at their option, use any accrued paid vacation or personal leave during their absence. When the employee intends to return to work, he or she must make application for reemployment to Human Resources within the application period set forth below. If the employee does not return to work, the supervisor or manager must notify Human Resources so that appropriate action may be taken.

Pay and Benefits Pay for Training Leave – Morehouse will provide up to two (2) workweeks of military training pay per calendar year to regular full-time employees who have been employed by Morehouse for at least 90 days prior to the beginning of the requested leave. This leave will be provided to reservists in any branch of the U.S. Armed Forces and to members of state National Guard units. To receive military training pay, the employee must present his or her endorsed military pay voucher or check to Human Resources for up to the first two (2) weeks of the military training period. Employees not otherwise eligible for supplemental pay from Morehouse for military training time will still be granted leave upon presentation of appropriate documentation; however, such leave will be unpaid. All Morehouse benefits received by an employee taking training leave (paid or unpaid) will be continued by Morehouse, on the same terms and conditions as if the employee were not on leave, for a period of up to 31 days. Pay for Military Service Leave – Morehouse will grant unpaid leaves of absence for extended periods of military service in accordance with applicable federal and state laws. Employees on active duty military leave (war, civil unrest, natural disaster, or national/local emergency) will receive the difference between the employee’s base salary (based on the employee’s salary when the leave commenced), and military pay for the first 12 months. The remainder of the leave will be unpaid. Benefits – While an employee is on a military leave of absence, he or she will be eligible to maintain group health insurance benefits for the employee and covered dependents under the same terms and conditions for a period not to exceed 31 days from the date the military leave of absence begins. The employee must pay, per pay period, the premium normally paid by the employee. After the initial 31-day period, the employee and covered dependents can continue group health insurance up to 24 months at 102% of the overall (both employer and employee) premium rate. The group life/AD&D insurance and group long term disability insurance provided by Morehouse will terminate the day an employee becomes active military. Employees do not accrue vacation, personal leave or sick leave while on military leave of absence status.

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Eligibility for Reemployment Upon Return from Military/Reserve Duty Leave

A returning veteran must meet the following criteria to be eligible for reemployment:

1. He or she must have been a regular employee of Morehouse who left employment for the purpose of entering active military duty or training, inactive duty for training, full- time National Guard duty, or to undergo a fitness-for-duty examination;

2. The cumulative length of the absence for military service must not be longer than five (5)

years;

3. He or she must have been discharged or released from active duty “under honorable conditions”;

4. The employee or an officer of the service must have provided Morehouse with advance written

or verbal notice of the military service, unless given notice was precluded by military necessity; and

5. The employee must comply with Morehouse’s requests for documentation to establish any of

the above criteria.

Exceptions to Reemployment

In addition to an employee’s failure to apply for reemployment in a timely manner, an employee is not entitled to reinstatement if any of the following conditions exist:

1. Morehouse’s circumstances have changed so as to make reemployment impossible or

unreasonable;

2. Reemployment would pose an undue hardship on Morehouse;

3. The employee’s employment prior to the military service was merely for a brief, non- recurrent period and there was no reasonable expectation that the employment would have continued indefinitely or for a significant period; or

4. The employee did not receive an honorable discharge from military service.

Documentation

Human Resources will, upon the employee’s reapplication for employment, request that the employee provide Morehouse with military discharge documentation to establish the timeliness of the application for reemployment, the duration of the military service, and the honorable discharge from military service.

Applications for Reemployment Less than 31 days of service – Employees performing uniformed service of less than 31 days must provide Morehouse with notice of an intent to reapply for employment no later than the beginning of the first full regularly scheduled work period that starts at least eight (8) hours after the person has been safely transported from the place of uniformed service, or as soon as possible after the eight (8) hour period, if reporting by that time is impossible or unreasonable through no fault of the individual. The same rule applies to persons required to report for examinations to determine the person’s fitness to serve in the uniformed service.

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31 to 180 days of service – Employees who provide uniformed service for more than 30 but less than 181 days must submit an application for reemployment within 14 days of completing their service. If this is impossible or unreasonable through no fault of the employee, then as soon as possible. 181 days or more of service – The employee must apply for reemployment within 90 calendar days of the date he or she is unconditionally released from military service if the period of service is more than 180 days. Service-connected injury or illness – Reporting or application deadlines are extended for up to two years for persons who are hospitalized or convalescing.

Job Protection for Returning Military Service Personnel Employees who enlist in, or who are inducted into, the Armed Forces of the United States may not be discharged without cause for a one (1) year period following the return to their position after their military service is completed if their period of military duty service is 180 days or more. Employees whose period of military duty is for more than 31 days, but less than 180 days, may not be discharged without cause for the six-month period following the return to their position.

5.9 Unpaid Leave of Absence An unpaid leave of absence, which may be granted to an employee at the College’s sole discretion, is a formally authorized period away from work. A department supervisor, with the approval of the senior leader of the department, may grant a leave of absence without salary or benefits to any employee for a period of up to 12 months, based upon the circumstances. A unpaid leave of absence may be for extenuating health circumstances or for the purposes of study, travel or otherwise engaging in professional growth or development. To be eligible for an unpaid leave of absence, an employee must have completed at least one year of continuous employment before the beginning of the leave and must be in good standing. If an employee wishes to take a leave of absence, he or she should inform Human Resources with an approved leave request form from his or her supervisor as far in advance as possible, normally 30 working days before the start of the requested leave. The request must state the reason for the leave and the expected duration of it and return to work date. An employee’s workload, past performance, attendance record, length of service, and the reason for leave, along with the recommendation of the employee’s supervisor, will be taken into account when the College considers whether to approve the request for an unpaid leave of absence. The employee will be notified in writing if the leave is approved. During an unpaid leave of absence, employees do not receive any pay or benefits. The College will not contribute to the retirement plan on the employee’s behalf, as this program is a function of salary earned. Disability insurance coverage will not be continued during this type of leave of absence, and the employee will not accrue any vacation or sick leave benefits during the time of the leave. While continuity of service is maintained, leave time is not added to the length of service of employment. If an employee wishes to return to work from an unpaid leave of absence, he or she must notify his or her supervisor and Human Resources and request reinstatement. You may be reinstated to your original job or to a comparable position if such position is available. Failure to return at the end of an approved leave of absence and/or to seek and to accept other employment without authorization will result in termination of employment.

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5.10 Unpaid Parental Leave Morehouse has enacted the following parental leave policy to provide its employees with unpaid leave following the birth of a child, adoption, or placement of a foster child. Morehouse provides employees with unpaid parental leave. Employees may be approved for an additional two (2) weeks of unpaid parental leave pending notice to and approval from Human Resources. The purpose of this two-week unpaid parental leave is to enable an employee to care for and bond with a newborn or a newly adopted or placed child. This leave will run subsequent to all leave that is exhausted under the Family Medical Leave Act (FMLA). The policy will be in effect for births, adoptions, and foster care placements occurring on or after January 1, 2019.

Eligibility

To be eligible for unpaid leave under this policy, employees must meet the criteria for FMLA, including: • Request and receive approval from Human Resources prior to the end of leave time under the

FMLA • Have been employed with Morehouse for at least 12 months • Have worked at least 1,250 hours during the 12-month period immediately preceding the

request for leave • For unpaid parental leave, be a regular full-time employee (part-time, temporary employees

and interns are not eligible for this benefit)

In addition, employees must meet one of the following criteria: • Have given birth to a child • Be a legal spouse of a woman who has given birth to a child • Have become a parent through surrogacy • Have adopted a child or received placement of a foster child (in either case, the child must be

17-years-old or younger) • The adoption of a child by a new spouse is excluded from this policy

Parental Leave

• Eligible employees approved for this leave will receive a maximum of two (2) weeks, to be

used in 1-week increments, of unpaid parental leave to care for and bond with a child after the birth of a child or placement of a child through adoption or foster care. In the event an employee gives birth, the two-week unpaid leave period is in addition to any short-term disability leave benefit provided to the employee for the employee’s own medical recovery following childbirth.

• To request unpaid parental leave, an employee should provide notice to his or her supervisor and seek approval from Human Resources with notice of the request for this leave at least 30 days prior to the proposed date of the leave. Approval for this leave will be subject to receipt of documentary support (i.e., birth certificate)

• The fact that a multiple birth, adoption, or foster care placement occurs (e.g., the birth of twins or adoption or placement of siblings) does not increase the total amount of leave granted under this section.

• Approved unpaid parental leave may be taken at any time during the one (1) year period immediately following the birth, adoption, or placement of a child subject to approval of the leave and its timing through the leave request process. Parental leave may not be used or extended beyond this one-year time frame.

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• If a College holiday occurs while the employee is on unpaid parental leave, the employee will not receive holiday pay. The occurrence of a College holiday during the leave period will not extend the total unpaid leave entitlement.

SECTION 6: HIRING AND PERFORMANCE POLICIES AND PROCEDURES

6.1 Vacant Positions Vacant positions at the College are advertised online at the Human Resources website. Current employees expressing interest in a vacant position must submit an internal employment application and resume. All external applicants must complete an online employment application, a resume/CV, and supporting documentation to Human Resources.

6.2 Transfer and Promotion If an employee wishes to apply for a transfer, he or she must notify his or her immediate supervisor and Human Resources before applying for a transfer. An employee may apply for a transfer from one position to another, provided that:

1. the employee has completed six months of continuous service in his or her current position and;

2. the employee meets the minimum qualifications and experience for the vacant position. If the employee has between six (6) months and one year of service in his or her current position, he or she must have the transfer approved in writing by the immediate supervisor. If an employee has less than six months service in a position, he or she is ineligible for an interdepartmental transfer. Time limitations may be waived only with the written approval of both department leaders and Human Resources to ensure that both departments can manage operational needs of the College. The College may exercise involuntary transfers of employees at the approval of Human Resources. Also, the College may demote an employee when the supervisor and senior leader for the department, with approval from Human Resources, has demonstrated a lack of qualifications for the position held and meet qualifications for a lower-level position, or the employee is unable to perform at a satisfactory level. If an employee is transferred without a break in service, the employee carries forward to the new department the current balance of earned sick leave and vacation leave. A promotion results when an employee leaves one classified position and is hired to another position with a higher salary. Generally, this involves moving from one department to another. However, a promotion may occur within one department when two separate positions are involved. The Department of Human Resources must review all promotions and ensure these actions are issued to the employee in writing with a copy retained in the employee’s employment file.

6.3 Performance Evaluations The College expects the quality of employees’ performance to meet all established performance standards, and employees are expected to display behaviors consistent with College’s core values and policies and procedures. To that end, performance evaluations must be conducted annually for all faculty and staff. Performance evaluations for part-time faculty and staff may be conducted depending on the length of employment in a part-time status. If part-time employment is less than one continuous year, an evaluation may not be conducted. Temporary employees of the College do not receive an annual

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performance evaluation, unless the temporary assignment in the same department has exceeded 12 consecutive months. Temporary employees assigned at the College from a staffing agency will not require a performance evaluation from the College. The purpose of a performance evaluation is to provide feedback to the employee and aid in the employee’s career development. These reviews typically include a personal interview with the employee and his or her supervisor, along with the completion of a standard performance evaluation form. Once completed, these forms become part of the employee’s human resources file in the Department of Human Resources.

6.4 Rehire of Former Employees Employees may be rehired any time after separation of employment and where the employee previously left the College in good standing. If an employee is rehired after six months of employment separation, s/he will be required to complete a background verification and all employment documents as a newly hired employee. Before an offer of employment is extended to a former employee, the supervisor must contact Human Resources to verify rehire eligibility of the employee before an offer of employment is extended. No former employee who was dismissed for performance or misconduct may be rehired. By the College. Employees ineligible for rehire may not be considered for employment as part- time and temporary employees of the College, nor be retained as consultants, vendors, or contractors.

6.5 Reference, Credit, and Background Verification To ensure that individuals who work at Morehouse are well-qualified and have a strong potential to be productive and successful, employment references of all applicants will be checked for accuracy. Results of completed reference checks are confidential between Morehouse and the person(s) or entity (ies) providing the information. Morehouse conducts criminal background checks on applicants for employment. In addition to conducting a criminal background check, Morehouse maintains discretion to obtain a consumer, consumer credit, or investigative consumer report for employment purposes, regarding an applicant or employee’s prior employment, military records, education, credit standing, character, general reputation, and criminal record to the extent permitted under state law(s). Any candidate for employment, as well as any current employee who is being evaluated for promotion, reassignment, or retention may be subject to a background or credit check. An individual subject to such a check will be notified in writing, and the check will only be conducted with the individual’s written authorization. If a background or credit check will be a factor in an adverse action with respect to any individual, the College will notify the individual of its decision not to offer employment.

SECTION 7: OTHER EMPLOYMENT POLICIES

7.1 Vehicle Registration and Parking Parking is available in several parking lots on campus. Parking permits are available in the parking deck office and at a cost to each employee. Each employee must obtain a parking permit for his or her vehicle annually, and this permit must be displayed in a visible place on the vehicle. Vehicles that do not have a visible permit will be towed at the owner’s expense.

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7.2 Library The Robert W. Woodruff Library is the centralized facility that provides informational, instructional, and research materials and services to support the academic programs of the member institutions of the AUC. Materials and services of the library are available to all employees of the College without charge.

7.3 Cultural Events and Entertainment All employees and spouses are invited to attend programs sponsored by Morehouse College or its Cultural Arts Committee and are admitted free upon presentation of College identification cards at the event. Employees are provided time off during the work day to attend the College’s Convocation, and employees may be required to attend or participate in the College’s events such as Commencement, Homecoming, and/or Founder’s Day. For certain events, employees are permitted to attend at no cost or a reduced cost. For other events, notice of cost(s) will be provided to employees in advance of the event. If events are held during the College’s hours of operations, an employee must receive advance permission from his or her supervisor to attend or participate in these events. Work schedules may be modified to support employees’ attendance or participation in these events.

7.4 Athletic Events Employees may attend Morehouse Athletic Department events at a reduced charge, and in accordance to College policies, upon presentation of College identification cards. Children and spouses are not automatically eligible for this benefit.

7.5 Dress Code An employee’s appearance reflects upon the image of the College. All employees are expected to present a neat, clean, and professional appearance each day that they report to work. The appearance will adhere to common professional standards of personal neatness, hygiene, and attire that are appropriate for to the job duties and position for each employee. Supervisors and department leaders may establish reasonable requirements for attire appropriate for employees’ tasks and working conditions. An employment may consult Human Resources for questions regarding appropriate attire.

7.6 Conflicts of Interest A conflict of interest refers to a situation in which an employee’s financial, professional, or other personal interests influence or could be perceived as influencing his or her professional judgment in exercising any College duty or responsibility. Likewise, a conflict of interest or the perception thereof, occurs when an employee can make or influence a decision for the College that reasonably could be construed to benefit the employees, his or her family, or any outside entity with which they are directly associated. In performing job responsibilities on behalf of the College, employees must keep their personal interests distinct from their responsibilities to the College. The College recognizes that many employees participate in non-College activities that are recreational or that increase personal or professional development. The College encourages those activities that do not violate the College’s conflict of interest policy. College employees may not engage in activities that interfere with performing job duties or fulfilling responsibilities at the College. You are expected to avoid situations in which your judgment in making decisions or taking actions on behalf of the College may be adversely affected by personal considerations or interests or situations in which job performance, loyalty or stewardship to the College is compromised.

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Examples of a conflict of interest include interests in a business supplying goods or services to the College or use of College facilities or supplies for non-College purposes. An employee must inform his or her supervisor of any direct or indirect conflict of interests including, but not limited to:

1. outside business, philanthropic, community, political or other interests or activities that require significant use of College facilities or supplies;

2. outside interests (of the staff member or close family members) with or related to suppliers of goods or services to the College;

3. gifts or entertainment of more than the normal value received from suppliers of goods or

services, or from persons or entities associated or seeking association with the College; and Any activity, engagement, association, or outside employment that may be an apparent or actual conflict of interest will require supervisory approval. The supervisor to whom a disclosure of a possible conflict of interest is submitted shall forward notice of such information to his or her supervisor and seek approval from the Office of General Counsel and Compliance. The Office of General Counsel and Compliance will render a decision within (5) working days and may provide assistance and guidance in the resolution and management of any actual or potential conflicts. If an employee violates this policy, the employee may be subject to disciplinary action up to and including termination of employment.

7.7 Outside Employment Morehouse College employees are allowed to seek work outside of the College; however, this work must not interfere with their work at the College. Full-time employees may accept employment outside of the college only if all of the following apply:

1. Engaging in work that benefits another employer during an employee’s scheduled work hour or during the College’s hours of operation.

2. The work is not performed on the College’s premises;

3. The work does not involve the use of materials, supplies, or equipment belonging to the College. Questions about whether an outside job would constitute a conflict of interest should be forwarded to the Office of General Counsel and Compliance. Additionally, employees in the College’s Department of Campus Safety and Police Department may be subjected to additional background screening and clearance of potential conflicts of interest, and departmental approval regarding potential outside employment;

7.8 Employment of Relatives (Nepotism)

Purpose and Scope Morehouse is committed to a policy of employment and advancement based on qualifications and merit and does not discriminate in favor of or in opposition to the employment of relatives. This policy applies to all activities and locations of the College and applies to all employees, including those in full-time regular, temporary, and part-time positions.

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Policy

Due to the potential for perceived or actual conflicts, Morehouse will hire or consider otherwise place or employ a family member of a person currently employed by the College only if:

1. The family member candidate for employment will not be working in a line of supervision above or below a family member; and

2. The family member candidate for employment will not occupy a position in which he or she can initiate or participate in decisions involving a direct benefit to relative family member or in which a family member can initiate or participate in decisions involving a direct benefit or detriment to him or her. Such decisions include hiring, retention, transfer, promotion, termination, wages, benefits, and leave requests.

This policy applies to all current employees and candidates for employment. Definitions – “Family member” is defined as one of the following relationships by blood: parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece and first cousin; and relationships by marriage: husband, wife, step-parent, step-child, brother-in-law, sister-in-law, father-in-law, mother-in-law, son-in-law, daughter-in-law, half-brother, half-sister, uncle, aunt, nephew, niece, spouse/partner of any of the above and co-habitating couples or significant others.

Procedure Candidates for employment who are related to current employees must disclose such information on the College’s employment application. Failure to disclose this information may result in disciplinary action, up to and including termination of employment, of the newly hired employee. Supervisors and managers are responsible for ensuring compliance with this policy and for monitoring changes in employee reporting relationships after initial hire to ensure compliance with this policy. Employees are responsible for immediately reporting any such changes to their supervisor. If any employee, after the commencement of employment or change in employment, becomes a family member of another employee in a position such that one can initiate or participate in decisions involving a direct benefit or detriment to the other, one of the affected individuals must seek a transfer or a change in the reporting relationship. Such changes must be approved by both supervisors within a maximum of 5 working days. If both supervisors cannot agree on a transfer or a change in the reporting relationship, Human Resources will review the circumstances and communicate a determination within a maximum of 5 working days.

7.9 Consensual Romantic or Sexual Relationships Morehouse prohibits romantic or sexual relationships between executive leaders and other employees of the College. Morehouse prohibits romantic or sexual relationships between a manager or other supervisory employee and any employee in his or her line of direct or indirect supervision. If any Morehouse employee enters into a consensual romantic or sexual relationship with an employee in the same department or with an employee who is in a position such that either party could exercise management authority or influence over the other, the parties must notify the Associate VP of Human Resources. Such reporting is mandatory. Once a relationship is made known to Morehouse, the College will review the situation in light of all of the facts (reporting relationship between the parties, effect on co-workers, job titles of the parties, etc.) and

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will determine whether any action needs to be taken, such as whether one or both parties should be moved to another position or department or whether the parties need to agree to certain guidelines. Employees and faculty are strictly prohibited from having romantic or sexual relationships with students. Staff and employees found to have engaged in such a relationship may be subject to discipline, up to and including termination.

7.10 Executing Contractual Agreements Employees may not sign (execute) any contract purporting to be made on behalf of Morehouse unless the employee has delegated signature authority to do so. All signature authority must be delegated in writing with specific limitations delineated by the President. If an employee signs a contract without the proper written authority from the President, he or she will be subject to disciplinary action, up to and including termination of employment with the College. Also, any contract signed by an individual without proper contracting authority may become the personal obligation of that individual. If you receive any legal documents, including court orders and subpoenas, warrants, summons, or correspondence from any government or law enforcement agency, or any attorney, immediately contact the Office of the General Counsel after receiving the legal document. Failure to comply could result in disciplinary action, up to and including, termination of employment.

7.11 Contacts with the Media It is important for Morehouse to provide the public with accurate and consistent information about the College and its operations. Reporters and other media professionals, seeking professional expertise or information about the College, often contact faculty or staff. Media includes traditional media as well as online reporters, including social media bloggers. Faculty and staff are encouraged to participate in interviews that draw on their expertise; however, faculty and staff should explicitly convey that they are expressing their personal views and are not speaking on behalf of the College. The Department of Strategic Communications acts as the spokesperson for the College. Where inquiries to faculty and staff by the media require an official response from the College, employees must notify this department of the inquiry, even if the information being sought is within the employee’s area of expertise. A recommended response is: “I am not authorized to issue official statements to the media on behalf of Morehouse College. Please contact the Department of Strategic Communications for further information.” As a rule, employees speaking to the media should not provide information about students or other employees.

7.12 Social Media As employees of the College, our time at work is spent on College business. Social media activities should not interfere with our work commitments. Social media programs are web-based forums for communication and sharing, including social networks, blogs, podcasts, wikis, discussion forums, RSS feeds, video-sharing, and sites such as Facebook, LinkedIn, Google+, Twitter, YouTube, Instagram, Snapchat, and Pinterest. The improper use of social media can result in a variety of adverse consequences, such as disclosure of sensitive or confidential information, copyright violations, and potential damage to the College’s

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reputation. The intent of this policy is to avoid such adverse consequences and to clearly communicate the requirements and expectations for our employees regarding the use of social media. This section applies to all employees who use social media during working hours. It also applies to the use of social media when away from work, including when using a personal computer or device, if the employee’s affiliation with Morehouse is identified, known or presumed. It does not apply to content that is otherwise unrelated to the College or to communications protected by the National Labor Relations Act (“NLRA”).

The following general rules apply to social media:

• Use of social media must comply with Morehouse’s policies. Employees must refrain from posting content that violates any policies concerning workplace conduct set forth in the Employee Handbook or that is discriminatory, retaliatory, obscene, threatening, harassing, offensive, demeaning, abusive or similarly inappropriate.

• Confidentiality. Employees must not reveal confidential or private information regarding students, parents, employees, or Morehouse’s Board of Directors in the use of social media. Employees must still follow the applicable federal requirements such as Family Educational Rights and Privacy Act (FERPA) and National Collegiate Athletic Association (NCAA) regulations. Similarly, Morehouse’s confidential and proprietary information must be safeguarded at all times and must not be disclosed or alluded to in the use of social media.

• Communication on behalf of Morehouse. No employee is authorized to communicate using social media on Morehouse’s behalf without prior approval from the Office of Strategic Communications. This limitation includes using social media to post any content that (i) could be construed as representing Morehouse or any Morehouse- related service or that could be viewed as advertising; (ii) uses Morehouse’s name to promote a product, cause, or political candidate; (iii) includes the Morehouse logo, trademarks, other identifying marks or copyright-protected material of the organization; or (iv) responds to inaccurate, accusatory or negative comments about the College, its students, employees, or Board of Directors.

• If authorized to communicate on Morehouse’s behalf, an employee must fully disclose his

or her affiliation with the organization and ensure that such communications are factually accurate.

• If an employee publishes any content on social media which is not confidential and has

something to do with work or subjects associated with the College, the employee should use a disclaimer such as this: “The postings on this site are my own and do not represent the positions or opinions of Morehouse.”

• Photographs. Employees should not post photographs of themselves or others engaged in

Morehouse business or photographs of Morehouse-sponsored events, if such photographs might cast a negative image, embarrassment, or reflect poorly upon the College. Photographs should likewise not disclose any confidential or highly sensitive information related to the College, its employees, or students.

• Interference with job performance. Employees should ensure that use of social media does

not interfere with their job performance.

• Enforcement. Employees violating this policy will be subject to disciplinary action, up to and including termination of employment.

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7.13 Employment Records Human Resources maintains an official employment file for each College employee. Each employee is responsible for providing updated contact information at the College, including an updated home address, telephone number, and emergency contact information and for reporting any change in personal status (e.g., name, address, marital status, etc.) to the Human Resources.

7.14 Access to Personnel Files Personnel files are the property of Morehouse College, and access to the information they contain is restricted. Only supervisors and management personnel of Morehouse who have a legitimate reason to review information in a file are allowed to do so. With reasonable advance notice, an employee can review his or her employment file in Human Resources for a reasonable amount of time and in the presence of a human resources staff member or other individual appointed by Morehouse. Employees may not remove or insert any material or reorganize the file in any way.

7.15 Responsible Use of College Property Employees of Morehouse must protect college property and equipment. College property includes equipment (including computers and mobile devices), facilities, materials, and supplies. Employees are permitted to use office equipment for personal purposes as long as such use is limited and reasonable. Limited personal on-campus use of Morehouse property or equipment is permitted if all six of the following conditions are met:

1. There is no cost to the College;

2. The use is brief;

3. The use occurs infrequently;

4. The use does not interfere with the performance of an employee’s work duties;

5. There is no personal gain for the employee or any person or organization;

6. The use does not compromise the security or integrity of College property or equipment. College property must not be removed from campus without receiving the proper authorization in advance. Property owned by Morehouse must not be sold, loaned, donated, or otherwise disposed of without authorization. An employee’s failure to seek approval before removal of any college property will result in disciplinary action, up to and including termination.

7.16 College-Issued Electronic Resources

Electronic Communications and Resources As we become increasingly dependent on technology to conduct business, employees typically have access to one or more forms of electronic media or devices (computer, email, instant messaging, telephones, cellular telephones, tablets, voicemail, facsimile, online services, intranets, and the internet). This policy extends to all features of Morehouse’s electronic communications, systems, networks, and devices, including, but not limited to, computers, tablets, cellular telephones and mobile devices, email, instant

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messaging, connections to the Internet and other external/internal networks, voicemail, video conferencing, facsimiles, and telephones (collectively, defined as “electronic resources”). Any other form of electronic communication used by employees currently or in the future is also intended to be included under this policy. All information created, sent, received, or stored on Morehouse’s electronic resources, systems, networks, or devices is Morehouse property. Such information is not the private property of any employee and employees should have no expectation of privacy in the use or contents of Morehouse’s electronic resources, systems, networks, or devices. Passwords do not confer any right of privacy upon any employee of Morehouse.

Employees must abide by the following guidelines:

• All business equipment, electronic and telephone communications systems, and all communications and information transmitted, received, or contained in Morehouse’s electronic resources, networks, systems, or devices are Morehouse’s property and are to be used for job-related purposes. Employees may engage in limited personal use of such systems and equipment, provided that such use does not violate Morehouse policy (e.g., Morehouse’s Social Media Policy) and does not interfere with any employee’s performance of job duties.

• Morehouse reserves the right, in its sole discretion, to review any employee’s emails, electronic files, messages, and usage, to ensure that electronic media and services are being used in compliance with the law and with this and other Morehouse policies. Employees do not have personal privacy rights in any matter created, received, or sent via Morehouse’s electronic devices, systems or network.

• All electronic data on Morehouse’s computer resources is owned by and is exclusively the property of Morehouse and not any individual employee.

• Employees should understand that Morehouse may monitor the usage of its electronic resources, networks, systems, and devices, and may access, review, and disclose information stored on its electronic resources, including messages, personal email communications sent and received on the employer’s computers but using private email accounts, and other data, at any time, with or without advance notice to the user or the user’s consent.

• It is not acceptable to use Morehouse’s electronic resources, networks, or systems for purposes that violate federal, state or local law. These include but are not limited to: unsolicited advertisement, transmission of copyrighted materials, illegal downloading of music or other files, transmission of obscene materials or chain letters, and posting or displaying material that is offensive, libelous or harassing in nature.

• No email or other electronic communication may be sent that attempts to hide the identity of the sender, or to represent the sender as someone else or someone from another organization.

• Morehouse’s electronic resources, networks, systems, and devices must not be used in a manner that is likely to cause network congestion or to significantly hamper the ability of other people to access and use the system.

• Morehouse reserves the right to ask employees to remove files from the network in order to free up space at any time. In the event of an employee’s separation from Morehouse, Morehouse reserves the right to delete files on its system.

• Employees must respect the confidentiality of other people’s electronic communications and may not attempt to read, “hack” into other systems, “crack” passwords, breach computer or network security measures, or monitor electronic files or communications of other employees or third parties except at the explicit direction of Morehouse management. It is prohibited to share your network or email password with others. If your password is disclosed, you will be solely responsible for any incident of misuse resulting therefrom.

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• Use of portable drives (e.g., thumb drives, external hard drives) to download Morehouse information for any purpose other than Morehouse business is prohibited without the advance written approval from Vice President of Information Technology Services/Chief Technology Officer.

• Morehouse assumes no liability for loss, damage, disclosure or misuse of any non- Morehouse data or communications transmitted or stored on the College’s electronic resources, networks, systems, or devices.

• Employees may not, without authorization, transmit, retrieve or store Morehouse information of any kind on their personal email systems.

• Unless otherwise allowed by law, Morehouse information, whether in electronic or hard-copy form, may only be accessed and used by employees as required to perform job duties, and employees may not access or use Morehouse information for any other purpose.

• Any employee found to be abusing the privilege of Morehouse’s electronic resources, networks, system, or devices, or violating this policy will be subject to disciplinary action, up to and including termination of employment.

Software Installation

It is important for Morehouse to control and monitor the use of software on its computer workstations to protect the integrity of its computer network and to ensure the appropriate use of computer equipment, software and related peripheral systems. This policy not only allows us to protect our systems from viruses, but also ensures that we are adhering to licensing requirements and can assure you of a reliable and supportive technical resource. The following basic principles apply regarding the introduction of software products to Morehouse’s computer environment:

• Software must be approved as a legitimate business need prior to installation; • Only software that is work-related may be downloaded via any aspect of the Internet; • Workstation configurations throughout Morehouse will be standardized unless specifically

authorized by Morehouse; and no games may be installed at any time. If you would like to use or evaluate software for business purposes, please submit a request detailing your needs to the Office of Information Technology Services with a copy to your request to your supervisor. Please see your supervisor if you have any questions or encounter any problems in this area.

7.17 Safekeeping of College Property If you handle College property, which includes e-mail, voicemail, telephones, and computers, you are responsible for the care and security of that property while it is under your control. Unauthorized use, misuse, or removal of College property may subject you to discipline up to and including termination of employment, and/or the obligation to reimburse the College for the value of the property entrusted to you. If any item of College property is lost, stolen, damaged or destroyed, including computers or other electronic devices, the employee to whom that property is issued or the employee discovering the loss, theft, damage, or destruction must immediately report the loss, theft, damage or destruction to his or her immediate supervisor, the College police department (if occurring on College property), Human Resources, Department of Information Technology (helpdesk@morehouse.edu), or to the local police jurisdiction if it is likely that the loss, theft, damage, or destruction has occurred as the result of a criminal act. Also, employees who encrypt data on the College’s computer files or work-related documents must disclose the encryption or passwords to their supervisor, or confidential assistant, for filing. Failure to

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disclose such information to the supervisor may result in disciplinary action, up and including termination of employment. Destruction, theft, alteration, or any other form of intentional sabotage of college computers, programs, files or data is prohibited, and employees engaging in such activities will be investigated, disciplined and/or prosecuted to the fullest extent of the law.

7.18 Gifts and Entertainment Employees, officers, and directors may not use restricted or grant funds to purchase gifts. In general, College funds should not be used to purchase a gift for an employee, a group of employees, or for business associates. Gifts include business entertainment such as invitations to dinner, sporting events, concerts, or theater productions. Providing or accepting gifts from business vendors, consultants, suppliers, etc. is strictly prohibited for the College’s executive or senior leadership employees (or anyone else who holds a position that has a fiduciary relationship to the College). For all other employees, accepting gifts is not acceptable unless:

• The gift is of nominal value ($100 per year per vendor). • The gift is reasonable and not intended and could not be perceived by others to influence business

decisions as determined by the price and/or size of the gift. Promotional gifts of nominal value such as pens, calendars, and scratch pads do not need to be reported and are deemed acceptable gifts.

7.19 Bribery, Kickbacks, and Payoffs Employees shall not solicit or accept for personal benefit directly or indirectly any gift, loan, discount or any item of more than $100 from any person or company that is seeking to conduct or is currently conducting business with the College. Gifts, meals and accommodations of a reasonable and normal value (no more than $100) provided to all employees may be accepted. Employees should consult with Office of General Counsel and Compliance on the appropriateness of any gift exchange.

7.20 No Solicitation To ensure a productive and harmonious work environment, people not employed by Morehouse may not solicit or distribute literature, including electronic literature, in the workplace at any time or for any purpose. Morehouse recognizes that its employees may have interests in charitable events and organizations outside the workplace. Employees, however, may not solicit, including via e-mail, or distribute literature, including electronic literature, concerning these activities during working time. Working time does not include lunch periods, work breaks, or any other periods in which an employee is not on duty. Other than solicitations for charities during non-working times, employees may not solicit others to donate, sponsor, or participate in events for organizations or for businesses from which they might or will personally benefit. Additionally, College bulletin boards are reserved for official College communications and should not be used for personal or non-College advertisements.

7.21 Lobbying Morehouse employees are prohibited from engaging in any lobbying activity. You must be specifically authorized to undertake any lobbying activities on behalf of the College, including attempts to influence the passage or defeat of legislation. Under federal law, employees who engage in any lobbying activity with federal government officials are subject to registration and reporting requirements. Activities subject to scrutiny include meetings and communications with government officials, as well as the preparation,

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planning, and research for lobbying. Similar restrictions apply to the lobbying of state and local government officials.

7.22 Political Activity Morehouse College is a 501(c)(3) entity and subject to federal laws and regulations regarding political and campaign activities. While all members of the College community are free to express political opinions and engage in political activities, it is important that they do so only in their individual capacities and avoid even the appearance that they are speaking or acting for the College in political matters. Notwithstanding the above, the College does not seek to inhibit the expression of personal political views by any individual in the College community. Faculty, students, and staff may support candidates for office or in furtherance of political causes. There is no restriction on discussion of political issues or teaching of politics or campaign-related topics. See the related College policy on Candidate Appearance Policy, 100.1, in the Policies and Procedures Manual.

SECTION 8: WORKPLACE SAFETY

8.1 Workplace Threats and Violence It is the goal of Morehouse to promote a safe, respectful, and productive work environment in which to deliver quality academic programs and administrative services. To this end, the College will not tolerate, condone, or ignore workplace violence. Each department head, supervisor, and manager is responsible for keeping the workplace free from violence by ensuring that behaviors and actions that are likely to result in workplace violence are dealt with prompt, firmly and fairly. Morehouse strictly prohibits the use of violence or threats of violence in the workplace and views such actions very seriously. Acts and behaviors that are likely to result in workplace violence may include, but are not limited to abusive language, hitting or shoving, threats of bodily harm, other threats, or violence arising out of sexual or racial harassment or any other characteristic protected by federal, state, or local law. Such conduct will not be tolerated Brandishing of an object which may be used as a weapon, insubordination, horseplay the sending of threatening, harassing or abusive email and faxes, using the workplace to violate protective orders, and stalking are also in violation of this policy. Violations of this policy will lead to disciplinary actions up to and including termination of employment and the involvement of appropriate law enforcement authorities as needed. All threats of or actual violence, whether directed to you or to someone else, must be immediately reported to your supervisor, any other member of management, or Campus Safety. Morehouse encourages employees to bring their disputes or differences with other employees to the College’s attention before such situations escalate to potential violence. This policy is also applicable to non-employees such as vendors, consultants, guests, job applicants, spouses of employees, and others. Disciplinary actions for violations will be consistent with the College’s policies and procedures. This prohibition covers all college premises, and college-sponsored events, as well as off-campus sites, should an incident occur that is shown to have an adverse impact on the campus community. Employees must report any instances of violence, or hostile behavior to a supervisor or manager immediately as well as report it to Campus Police. In cases of imminent danger, employees should contact 911 or local law enforcement first and then contact Campus Police.

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8.2 Firearms and Weapons Prohibitions While on College property or at College directed or sponsored activities, employees are prohibited from introducing, possessing, using, buying or selling weapons, firearms, ammunition, explosives, hazardous chemicals or items deemed by Campus Police to be dangerous. Any employee who becomes aware of a violation is required to notify Campus Police or his or her supervisor immediately. A violation of this policy is a serious offense that endangers the safety of the College community. Therefore, this offense may result in immediate termination of employment.

8.3 Smoke-Free Environment Morehouse College prohibits smoking in all College vehicles and campus buildings including, but not limited to, auditoriums, classrooms, conference and meeting rooms, private offices, elevators, hallways, medical facilities, cafeterias, employee lounges, stairwells, restrooms, and all other enclosed and non-enclosed facilities within 25 feet of a building’s entrance. All employees, students, and visitors are expected to comply with this policy. Violations of this policy should be brought to the attention of the supervisor and Human Resources and will result in disciplinary action, up to and including termination of employment.

8.4 Drug-Free Workplace Morehouse is committed to providing an alcohol-free and drug-free work environment. The College is also committed to providing assistance to employees who voluntarily seek help with alcohol and/or substance abuse problems. If you believe you need help with such problems, you are encouraged to contact your supervisor or Human Resources for Employee Assistance Program (EAP) Counseling services.

Alcohol Reporting to work or working while under the influence of alcohol is strictly prohibited. Consumption of alcoholic beverages on College premises is prohibited except at designated Morehouse authorized or sponsored functions. Employees attending such events are urged to make arrangements for an “alcohol abstaining designated driver.” While it is your personal decision to lawfully consume alcoholic beverages, it is essential that such use not interfere with the official and safe performance of your duties, reduce your dependability, or reflect negatively on you personally or on the College. Any violation of this policy will result in immediate, severe disciplinary action, up to and including termination of employment.

Illegal Drugs The unlawful manufacture, distribution, possession, dispensation, transfer, sale, purchase, or use of illegal drugs by Morehouse employees while on College premises or while engaged in Morehouse business off of the College’s premises is strictly prohibited. Such conduct is also prohibited during nonworking hours to the extent that in the opinion of Morehouse, it impairs an employee’s ability to perform on the job or threatens the reputation or integrity of the College. Any violation of this policy will result in immediate, severe disciplinary action, up to and including termination of employment.

Legal Drugs An employee’s personal prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or in accordance to his or her physician’s prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his or her

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job. If the use of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee’s responsibility to contact his or her supervisor or Human Resources to avoid unsafe workplace practices. The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our drug-free workplace policy to intentionally misuse and/or abuse prescription medications.

Assignment of Responsibility You, as an employee of Morehouse, are responsible for maintaining a drug and alcohol-free workplace. All supervisors shall assist in enforcing this policy uniformly, and reporting violations to Human Resources. If you are an employee who is convicted (this includes guilty and “nolo contendere” pleas) of a drug or alcohol-related crime on Morehouse premises or while on duty, you must notify your supervisor or Human Resources within (5) days of the conviction.

8.5 Employee Drug-Testing Policy

Testing Requirements: Pre-employment testing. All applicants for Morehouse College positions who operate heavy machinery, vehicles, in contact regularly with hazardous materials or chemicals, or perform work that is critical to the College’s physical operations and public safety must submit to pre- employment drug test, and the results must be obtained by Human Resources prior to the employee being hired by the College to perform work-related duties. Post-accident/injury testing. All Morehouse College employees involved in a vehicle accident or on-the-job injury during the course of normal work activities or on official duty for the College must submit to a urinalysis, breathalyzer, blood, hair and/or saliva drug test at a location determined by the College’s workman’s compensation administrator and communicated by Human Resources. Employees involved in an accident or on-the-job injury must submit to a urinalysis drug test as soon as possible after the accident/injury but no later than close of business of the day of the incident. An employee who is unable to submit to testing because of a serious injury must still provide Morehouse College with necessary authorization to obtain hospital reports and other documents that would indicate whether the employee had any controlled substances in his or her system at the time of the accident. Random testing. Morehouse College employees may be subject to random drug testing at a time and place designated by the College. Morehouse will play no role in selecting the specific employees to be randomly tested; the outside firm hired to conduct the tests will make “blind” selections of employees to be tested. The random tests will not be announced in advance and will be spread reasonably throughout the calendar year. An employee selected for random testing must proceed to a designated collection site within two business days. Failure to submit to a random drug test within the time described above may result in immediate termination. Employees performing such test will be compensated for all work hours associated with performing such testing. Reasonable suspicion testing. Employees must immediately submit to a drug and/or alcohol test whenever Morehouse College has reasonable suspicion to believe that an employee is under the influence of or using alcohol or controlled substances during the course of normal work activities or on official duty for the College.

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Procedures: Morehouse College has instituted procedures to ensure the integrity of drug testing samples from collection to final disposition. Collection: All drug collections will be conducted by an independent, certified agency. Chain of Custody: Each employee subject to a required drug test must sign a specimen custody and control form. Both the employee and Human Resources will retain a copy of the form. This form and other procedures ensure that the test specimen will not be tampered with or otherwise compromised during the entire testing process. Procedure: The employee must report to the designated collection site for any required testing or as stated above. Hair samples will be collected by qualified collectors and used for random testing; for vehicle accidents and on the job injuries, a urine sample will be collected. The employee might also be required to submit to a blood test. These samples will be submitted to a medical care professional selected by the College. Results from the laboratory will be submitted directly to the College’s assigned medical care professional(s) on a case-by-case basis. If assigned, a medical care professional will receive the non-negative test result and attempt to contact the employee directly to discuss the result (verification interview). The purpose of the interview is for the medical care professional to verify the test result and to determine if there are any legitimate reasons (for example, taking prescribed doses of certain medications) for the non-negative result. The medical care professional may ask pertinent questions about medications taken by the employee and give him or her an opportunity to provide evidence of prescribed medications and dosages and any other medically relevant information related to the non-negative result. After the verification interview (or a failed attempt to contact the employee or the employee’s refusal to discuss the result), the medical care professional will make a final determination of whether the employee has tested “Positive” for illegal drug use. The medical care professional will then submit the final test results to Human Resources. Results: Any positive test will result in immediate termination of the impacted employee’s employment; provided, however, that an employee who tests positive may appeal the result once under the process explained below. Refusal to submit to any College directed drug test will result in immediate termination of employment. Morehouse reserves the right to suspend an employee while awaiting test results when the test was required due to an on-the-job accident/injury or required due to reasonable suspicion. Appeals: An employee who tests positive for illegal drug use and asserts that the test was in error may, on one occasion, elect to have a second test conducted as an “appeal” of the positive test result. The employee must give notice of his or her intent to appeal within 24 hours of receiving the initial positive result and must report to the designated collection site to provide a new hair sample within 48 hours of receiving the initial positive result. Failure to meet these time deadlines shall be considered a withdrawal of the appeal and will result in immediate termination of the employee’s employment. The second test will be conducted as set forth above in the “Procedures” section of this policy. A positive test will result in immediate termination of the impacted employee’s employment and shall not be subject to further appeal. If the second test yields a negative test, Morehouse College may permit the employee to remain employed. Any such employee may thereafter be required to submit to additional drug tests on dates selected by Morehouse College or the outside firm hired to conduct its tests, and the employee will not be given advance notice of any such testing date. Any positive test will result in immediate termination of the impacted employee’s employment and shall not be subject to further appeal. Cooperation: Each employee is expected to cooperate fully to ensure the integrity of the testing process. Failure to do so is a serious infraction and will result in disciplinary action, up to and including termination.

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Assistance for Drug Problems: Morehouse College has resources available to help employees who suffer from drug related problems. However, it is the employee’s responsibility to seek necessary assistance before drug problems adversely affect performance or lead to disciplinary action. Employees who use drugs will be held to the same performance standards as other employees. An employee’s decision to seek assistance will not be used as a basis for disciplinary action and will not be used against the employee in any disciplinary proceeding. On the other hand, the mere fact that an employee has sought or intends to seek professional assistance will not necessarily be a defense to the imposition of disciplinary action when the facts proving a violation of this policy are obtained or when the College determines that an employee’s performance or conduct warrants disciplinary action. Employees who wish to obtain information about Morehouse College’s Employee Assistance Program (EAP) counseling services, contact their immediate supervisor, or Human Resources.

SECTION 9: CONDUCT, DISCIPLINE, AND TERMINATION OF EMPLOYMENT

9.1 Code of Conduct

Purpose Morehouse is committed to responsible business ethics. The purpose of the Code of Conduct is to emphasize the necessity and responsibility of all employees of Morehouse College to be aware of and perform their duties in compliance with all applicable provisions of federal, state, and local laws and regulations, as well as the policies, rules, and regulations of the College. Although this code addresses a number of specific laws, policies, rules, and regulations, it is not intended to be a comprehensive list of all legal and ethical standards. Specific ethical or compliance questions of employees should be directed to the Office of General Counsel & Chief Compliance Officer or the Ethics Point Line at 888-299-9540.

Professional Expectations Morehouse employees are expected to treat supervisors, colleagues, students, parents, alumni, and all guests in a professional and businesslike manner at all times—one that is consistent with the College’s core values of accountability, civility, community, compassion, honesty, integrity, respect, spirituality, and trust. More specifically, as an employee and representative of the College, an employee must do the following:

1. Truthfully respond to job-related inquiries (and internal investigations) at all times;

2. Follow the directions of supervisors and College administrators, even when administrators are not direct supervisors or direct executive leaders, within the context of employment

3. Satisfactorily complete all job duties;

4. Wear professional or business casual attire, unless denoted by the College that it is permissible to

wear casual attire;

5. Report regularly to work at the scheduled starting time and work the full number of hours specified for the position;

6. Use personal phones (rather than office phones) during the workday during lunch breaks or other

work breaks throughout the day, unless an emergency arises that must be addressed; and

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Standards of Conduct

The following rules and standards of conduct have been developed for the safe and efficient operation of Morehouse and for the benefit and protection of the rights and safety of all. Morehouse employees are expected to observe the highest standards of professional conduct at all times, while at work or while engaged in College business. Based on an employees’ particular job description or department, he or she might be required to sign a Confidentiality and Non-Disclosure Agreement. The terms of confidentiality and non-disclosure survive after an employee’s employment ends with the College, regardless of the circumstances of his or her separation from the College. Certain conduct, including but not limited to the following, is not permitted and will subject the individual involved to disciplinary action, up to and including termination of employment:

• Excessive absenteeism or tardiness; • Failing to call the employee’s supervisor when absent from work or unable to report on time; • Refusing to respect and follow work assignments or instructions concerning job-related matters

(i.e., insubordination); • Behaving recklessly, using unsafe practices, performing a job in an unsafe manner, or failing to

report involvement in any work-related accident; • Refusing to follow Morehouse practices and processes; • Exhibiting poor work quality, poor productivity and/or poor customer service; • Sleeping on the job or neglecting work; • Unlawfully or inappropriately using Morehouse assets, including Morehouse property, equipment,

long distance phone calls and/or postage; • Disclosing or misusing confidential Morehouse information; • Knowingly withholding important information vital to the efficient operation of Morehouse or

failing to cooperate fully in any Morehouse investigation; • Using obscene, abusive, inflammatory or threatening language while on Morehouse property or

engaged in Morehouse business; • Exerting physical violence while on the job against Morehouse’s employees, students, or visitors

on Morehouse’s premises or while engaged in business with or on behalf of Morehouse on or off Morehouse’s premises or making threats thereof;

• Displaying improper, unprofessional behavior on the job, on Morehouse property, or at a job site; • Harassing, sexually or otherwise, an employee, student, or recipient of Morehouse services, or

failing to report harassment or discrimination of any kind; • Using alcoholic beverages while on Morehouse premises or on Morehouse time (except at

designated business functions or events) or reporting to work while under the influence of alcohol; • Possessing, manufacturing, selling, distributing or using an illegal drug while on Morehouse

premises or while engaged in Morehouse business off Morehouse’s premises, or reporting for work while under the influence of illegal drugs or narcotics; unlawfully possessing, manufacturing, selling, distributing or using a legal drug while on Morehouse premises or while engaged in Morehouse business off Morehouse’s premises;

• Stealing, misusing or willfully destroying Morehouse property or another individual’s property; • Failing to report any knowledge of theft; • Falsifying any Morehouse record or report, including timesheets and/or expense reports; • Possessing or using firearms or other weapons on Morehouse property; and • Any other conduct in violation of Morehouse policies.

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9.2 Legal Compliance, Audit, and Investigations

Every employee has a responsibility for promptly reporting suspected violations of federal, state, or local law and regulation, and college policies and procedures to their direct supervisor, Human Resources, General Counsel and Compliance, or via the Ethics Line. From time to time, the College may be required to cooperate with internal or external investigations or audits regarding human resources matters. An employee may be required to work with the General Counsel, Chief Compliance Officer, Chief Audit Officer, the Department of Human Resources, and/or external legal counsel to respond to or participate in litigation or requests from government and other external agencies. It is expected that all employees will tell the truth when responding to or participating in an investigation or audit, and an employee will never alter or destroy records in response to litigation, an investigation, or audit, or when one of these is anticipated. The College ensures that no employee will be retaliated against as a result of participating in an internal or external investigation.

9.3 Discipline It is the policy of Morehouse to require employees to follow and to adhere to reasonable and practical rules of performance and conduct. If an employee’s performance or conduct falls outside of accepted standards, the employee will be subject to disciplinary action and/or counseling. Such action may include verbal warnings, written warnings, probation, suspension and/or termination of employment. Responsibility for initiating and administering disciplinary action lies with each employee’s supervisor and Human Resources. When appropriate, management may use progressive discipline to address employee performance or conduct issues. The appropriateness of using progressive discipline lies with the discretion of management or Human Resources. Progressive discipline involves applying disciplinary actions that may progress from less serious to more serious actions, based upon the initial severity of the employee’s behavior and other facts of a situation, such as an employee’s overall work history and the repeated nature or pattern of misconduct or unsatisfactory performance. Progressive discipline may range from corrective counseling to discharge from employment. The number of steps may vary, and steps may be repeated or skipped. The specific disciplinary actions are taken, and the order in which disciplinary actions are taken depends on the nature and severity of the performance deficiency or behavior and the employee’s work history. Nothing contained in these guidelines is intended to alter the at-will employment relationship between the College and its employees or to create legally enforceable contractual rights.

9.4 Voluntary Resignation All employees of the College (full-time, part-time, and temporary) are expected to give as much advance notice as possible (at least 14 calendar days) of their intent to leave the College. Advance notice of the resignation helps the affected department leader plan for staffing and operations and allows sufficient time to transition effectively. Failure to provide a minimum notice (at least 14 calendar days) may result in an employee’s failure to receive pay from the College for accrued, unused vacation leave and may make the employee ineligible for rehire. An employee must provide written notice of his or her intent to resign from the College. Such notice must be submitted to the employee’s supervisor and Human Resources. The notice period may be adjusted by

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mutual agreement between the employee and his or her supervisor. Supervisors should notify Human Resources of any adjusted notice periods, and a revised resignation letter must be submitted. Employees who resign from the College must provide written notice to the Associate Vice President of Campus Safety and Human Resources and receive written approval from the Human Resources must be provided, in writing, prior to returning to the College. Exception to written notice and approval will be for separated employees of the College who are alumni and attending events at the College solely for the purpose(s) open to alumni of the College. For police offers separated, the Department of Campus Safety will receive all weapons, uniforms, or other essential equipment provided by the College in furtherance of an Officer’s duties. The Department of Campus Safety will inform Human Resources that property has been received by providing a completed property inventory list of the separated employee’s property items returned.

9.5 Job Abandonment Any employee who is absent from work without prior notice or authorization and who fails to contact Morehouse for three consecutive days is considered to have voluntarily resigned his or her position as of the next business day, i.e., the fourth day of unreported absence. An employee who is separated from the College as a result of job abandonment may appeal the decision to Human Resources by putting his or her appeal information in writing, within 7 working days following the last day of employment. Human Resources will respond to the former employee with the final decision of the College within 7 work days of receipt of the appeal. The College has full discretion to determine reinstatement of an employee after reviewing his or her written appeal. An employee, who abandons his or her job, and whose appeal is denied, will not be eligible for rehire.

9.6 Involuntary Termination (Dismissal) Morehouse retains the right to terminate employees at any time, for any reason, or for no reason at all, with or without notice. Employees whose employment is involuntarily terminated will generally be prohibited from returning to the College and are not eligible for rehire. If, however, circumstances are required for an involuntarily separated employee to return to the College, written notice must be provided to the Associate Vice President of Campus Safety and HR leader, and receive written approval must be received from the HR leader, prior to the former employee’s return to the College. Exception to written notice and approval may be permitted for terminated employees of the College who are alumni and attending events at the College solely for the purpose(s) open to alumni of the College.

9.7 Return of Property On or before an employee’s last day of employment, he or she must return to the College all items under his or her possession or control that are owned by the College to Human Resources, including, but not limited to: any equipment, tools, or personal property; all written business information which is of a confidential or proprietary nature (e.g., manuals, reference guides, etc.); and corporate credit card, keys, uniforms, and parking badge. If circumstances prevent an employee from returning all College property, the employee’s supervisor must take all reasonable steps to secure the property from the employee and return the items to Human Resources. Failure to return such items to Human Resources may result in a delay of issuing vacation pay owed to the employee. If applicable, the employee must also ensure that all unused travel advances or stipends are returned, reimbursed, or refunded to the College. The College

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retains discretion to deduct the value of any property not returned, or any outstanding amount owed by the employee to the College from his or her final paycheck.

SECTION 10: OTHER COLLEGE POLICIES

10.1 Records Retention and Destruction Schedule Morehouse recognizes the need for orderly management and retrieval of all official records and a documented records retention and destruction schedule that is consistent with state and federal regulations. Information is an important asset of the College. All employees possess information that must be managed appropriately throughout its entire life cycle, including proper creation, receipt, use, distribution, storage, protection, retention, and final disposition. Knowing what information to keep, what to destroy, and when and how to destroy it promotes efficiency, savings, confidentiality and legal compliance. All College records must be retained according to applicable laws by the appropriate departments responsible for retaining such records (e.g., financial records should be retained in the business and finance departments; employment records will be retained in Human Resources, etc.). College records must be kept in such a way that an accurate, auditable trail is maintained. This applies to records such as financial transactions, workers’ compensation claims, environmental regulatory documents, and other records identified in the College’s records retention schedule. The departments authorized to retain such records shall maintain such records consistent with the College’s document retention policy.

10.2 Confidential Information As a matter of College policy, information about an employee is not released to anyone outside the College without written authorization from the employee. General inquiries from media outlets should be referred to the Office of Strategic Communications, while specific requests regarding positions held by an employee, length of service, and related data should be referred to Human Resources. In the course of working for Morehouse, individuals, including employees will become aware of information which is confidential to the College’s business and operations. Individuals who act in breach of this obligation may be subject to disciplinary action up to and including termination of employment and may also face civil and/or criminal sanctions. ‘Confidential Information’ is information developed, created, discovered or otherwise owned by or on behalf of Morehouse, which is not publicly known and has commercial value. This may include, but it not limited to: (a) formulas, teaching techniques, processes, trade secrets, designs and technology, electronic codes, proprietary techniques, inventions, discoveries, technology, improvements, manufacturing processes and research projects; (b) sales and marketing plans, information about costs, profits, losses, markets, sales, investments, human resources information, and information arising in connection with an investigation carried out by the College; (c) plans for future development and student lists; (c) plans for and new product concepts or investments, merger and acquisition information; (d) all documents, books, legal documents. papers, drawings, models, sketches, and other data of any kind and description, including electronic data recorded or retrieved by any means, that have been or will be provided to any employee; (e) financial data, information, or plans; (f) written or verbal instructions or comments and confidential information acquired by Morehouse from another college, company, individual or entity subject to a secrecy and proprietary rights agreement; and (g) information received from partners, such as their development plans/models or any other type of information. Note, however, that this provision should not be construed as preventing employees from discussing their wages, hours, or other terms and conditions of employment with other employees or third parties.

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During the course of working for or with Morehouse, and thereafter when the relationship with the College has come to an end, employees and relevant non-employees must not disclose to any person or persons, any Confidential Information unless he or she is properly authorized do so in writing by someone with the appropriate authority to give that authorization. Please keep in mind:

• In order to ensure a document is identified as being confidential, mark it “Confidential.”

• Those entrusted with or who come into possession of confidential or proprietary information regarding Morehouse’s business activities, need to keep this information confidential and for authorized business purposes only.

• We only disclose proprietary or confidential information related to Morehouse’s activities to a

designated, approved person.

• We do not disclose confidential and proprietary information relating to our students.

• Without infringing on our liberty to express ourselves, we take care not to discuss Morehouse proprietary or confidential information in public areas, e.g., planes, trains, restaurants, seminars. We also pay special attention to topics we discuss with close relations, business relations or any other third parties when they are related to Morehouse.

The Family Educational Records and Privacy Act of 1974 (FERPA) governs the release of information about students. The act applies both to currently enrolled students and alumni. Many offices on campus maintain confidential information. Following appropriate safeguards and fully complying with FERPA are requirements of the College. Questions about how this policy applies to specific situations should be addressed to the registrar’s office or the Office of the General Counsel.

10.3 Intellectual Property The products of scholarly and research efforts often have far-reaching and social implications. These products may, therefore, be of benefit to the individuals involved, to the College, and to society. This policy governs the protection and administration of intellectual property developed in support of the College’s mission. It is the policy of Morehouse College, subject to federal regulation and certain other exceptions that the College claims the exclusive right to all intellectual property arising from College research. Creators of intellectual property must disclose intellectual property in the manner prescribed by this policy, to assign intellectual property rights to the College, and to assist the College in legally protecting the intellectual property. The College and the creator share in any royalty income resulting from the intellectual property.

10.4 Computer Software Licensing Morehouse licenses the right to use software rather than purchasing outright. As a result, the college-owned software may be installed on computers only by the terms of the software licensing agreements. Also, employees are not permitted to download unauthorized software on the computers they use at work.

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10.5 Trademarks and Brand Licensing

Morehouse owns and controls the use of all names, seals, symbols, logos, other marks associated with the college as well as landmark photographs and video footage of College landmarks. Accordingly, any use of the College’s name, seal, or insignia must receive prior approval from the Office of Strategic Communications. This also includes such things as the use of the College’s name or logo on t-shirts, cups, watches, and all other paraphernalia. Any variation or modification to a Morehouse trademarked symbol or logo is illegal, regardless of its intended use. Requests for proposed uses should be submitted to the Office of Communications. The College’s seal, symbol, and logo are its trademarks and use beyond what is permitted by the college policy are prohibited and subject to legal action. All commercial use of the College marks is restricted to official licensees.

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EMPLOYEE HANDBOOK ACKNOWLEDGMENT I, ______________________________________________________ (employee name), acknowledge that on _______________________________ (date), I received a copy of Morehouse College’s Employee Handbook (the “Handbook”) and that I read it, understood it, and agree to comply with it. I understand that I should contact the College’s Office of Human Resources regarding any questions not answered in the Handbook. I understand that Morehouse College (“the College”) has the maximum discretion permitted by law to interpret, administer, change, modify, or delete the rules, regulations, procedures, and benefits contained in the Handbook at any time with or without notice. No statement or representation by a supervisor or manager or any other employee, whether oral or written, can supplement or modify this Handbook. Changes can only be made if approved in writing by the Associate Vice President of Human Resources of the College. I also understand that any delay or failure by the College to enforce any rule, regulation, or procedure contained in the Handbook will not constitute a waiver of the College’s right to do so in the future. I understand that neither this Handbook nor any other communication by a management representative or any other employee, whether oral or written, is intended in any way to create a contract of employment. I understand that, unless I have a written employment agreement signed by an authorized College representative, I am employed at-will, and this Handbook does not modify my at-will employment status. If I have a written employment agreement signed by an authorized College representative and this Handbook conflicts with the terms of my employment agreement, I understand that the terms of my employment agreement will control.

............................................................ (Employee Signature) .............................................................. (Printed Name) ............................................................... (Date)