Guidelines & Procedures

Handbooks

Employees: How to Report a Concern

Complete a Community Concern Form
Submit an anonymous report through EthicsPoint

Hours of Work

Employee Standard of Conduct

Employees should note the College’s alcohol policy concerning consumption of alcohol by students: Gettysburg College does not encourage the use of alcoholic beverages by students. In compliance with current Pennsylvania laws, the College does not approve of the consumption of alcohol by students (or their guests) who are under the age of 21, on or off the campus.

The Dean of the College has copies of the policy that must be followed by all groups (including groups of administrative and support staff employees) that wish to have events at which alcohol is served and at which students are present. For College events in which students are not present, the President's Office determines the policy concerning the serving of alcoholic beverages.
Casual business-wear is clothing that allows the employee to feel comfortable, yet always looks neat and professional. It includes comfortable pieces, such as cotton shirts and sweaters, and khaki pants and jeans.

The following are examples of acceptable casual business-wear: polo and oxford shirts, blouses, T-shirts, sweaters/cardigans, blazers/sport coats, casual pants, jeans, skorts, stirrup pants, casual skirts, hose, sneakers/tennis shoes, sandals, deck shoes, flat shoes, boots, and loafers.

The following are unacceptable clothing to wear: wrinkled, stained or dirty clothing, flashy, "loud" clothing, T-shirts with printed messages, athletic clothing, work-out clothes, beachwear, sweat-suits, shorts, lycra shorts, and halter tops. Check the fit of casual clothing, especially the length of pants, skirts and skorts.

Please consider the day's activities when determining what to wear. Gettysburg College does have a dress-down Friday policy, however, it is important to remember events scheduled for Fridays. In some cases, when visitors are coming to the office, it may be necessary to dress in normal business attire.

Managers and supervisors are expected to enforce this policy and deal with inappropriate dress issues.

Questions about an outfit, should be discussed with your supervisor before wearing it to work.
Consensual Sexual or Romantic Relationships

In General: There are special risks in any sexual or romantic relationship between individuals in inherently unequal positions of authority. At Gettysburg College, such positions include (but are not limited to) teacher and student, supervisor and employee, senior faculty and junior faculty, advisor and advisee, coach and athlete, and the individuals who supervise the day-to-day student living environment and student residents. Because of the potential for conflict of interest, exploitation, favoritism, and bias, such relationships may undermine the real or perceived integrity of the supervision and/or the evaluation provided by those in authority, particularly in the teacher-student context. These relationships may be less consensual than the individual whose position confers power or authority believes. The relationship is likely to be perceived in different ways by each of the parties involved, especially in retrospect.

Moreover, such relationships may harm or injure others in the academic or work environment. Relationships in which one party is in a position to review the work or influence the career of the other may provide grounds for complaint by third parties when that relationship gives undue access or advantage, restricts opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct.

With Students: It is a violation of College policy and strictly prohibited for a faculty, administrator, or support staff member to engage in an amorous, dating, or sexual relationship with a currently enrolled Gettysburg College student except in the case of a relationship that begins before either the employee is employed by the College, or the student first enrolls at the College. Any faculty, administrator, or support staff member who is in such a pre-existing relationship with a student must disclose the relationship to the appropriate College official. In the case of an administrator or support staff member, disclosures must be made to Co-Director of Human Resources, and faculty members must disclose the relationship to the Provost. After one year of service, spouses and domestic partners of Gettysburg College employees are eligible for tuition benefits at the College. This policy does not intend to alter this benefit; therefore, relationships with non-traditional students who are taking classes at Gettysburg College as a part of the employee tuition benefit are permitted.

With other employees: Amorous, dating, or sexual relationships between faculty, administrators, or support staff members are impermissible when the faculty, administrator, or support staff member has supervisory or evaluative responsibility for the other individual. It is a violation of College policy for a faculty, administrator, or support staff member to engage in an amorous, dating, or sexual relationship with a faculty member, support staff member, or administrator whom he/she evaluates, supervises, or over whom he/she can exercise employment authority in any way.

The College upholds that sexual or romantic relationships between faculty, administrators, or support staff members employed within the same department, even when consensual, and whether or not the faculty, administrator, or support staff members would otherwise be subject to supervision or evaluation by the faculty, administrator, or support staff member, is inconsistent with the proper role of the faculty, administrator, or support staff member, and should be avoided. Therefore, Gettysburg College strongly discourages such relationships.

Where such a relationship exists by virtue of marriage or partnership within the same department, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he or she does not exercise any supervisory or evaluative function over the other person in the relationship. Recusal is required and the recusing party must also notify their supervisor, department chair or dean in writing, so that such chair, dean, or supervisor can exercise their responsibility to evaluate the adequacy of the alternative supervisory or evaluative arrangements to be implemented. The chair, dean, or supervisor must utilize the alternative supervisory or evaluative arrangement. Administrators and support staff members must notify the Human Resources Office in writing when recusal is required. Faculty members must notify the Provost’s Office in writing when recusal is required.

Responsibility: The Provost’s Office will respond to issues arising from this policy involving faculty members. The Human Resources Office will respond to issues arising from this policy involving administrators or support staff members.
In compliance with the Federal Drug-Free Workplace Act, it is the policy of Gettysburg College to provide a work environment that is free from the use, sale, possession, or distribution of illegal drugs or the improper or abusive use of legal drugs or alcohol on Gettysburg College premises, and to require College or contract employees to perform all College-related job duties, either on or off the College premises, without the presence of illegal drugs or inappropriate legal drugs in their systems.

The objective of this policy is to ensure a safe, healthy, and work-efficient environment for Gettysburg College employees and the surrounding community.
We are concerned about the well-being of employees whose drug or alcohol use, abuse, or dependency may affect their job performance as well as the safety and well-being of co-workers. Gettysburg College will utilize every reasonable measure to maintain a drug and alcohol-free work environment.

Definitions:
- Illegal Drugs - Illegal drugs, for the purposes of this policy, include narcotics, hallucinogens, depressants, stimulants, other substances capable of creating or maintaining adverse effects on one's physical, emotional, or mental state, and controlled medication not prescribed for current personal treatment by a licensed medical professional, in a medical setting, to address a specific physical, emotional, or mental condition.
- Medication or Prescription Drugs - Medication or prescription drugs, for the purpose of this policy, are drugs that an individual may be taking under the direction of a licensed medical professional in a medical setting to address a specific physical, emotional, or mental condition.
- Supervisory Referral - A process whereby supervisors require an employee to seek appropriate referral services through the Employee Assistance Program (EAP).
Awareness: In order to meet the objectives of this policy, Gettysburg College will provide to all employees information about the effects of drugs and alcohol through educational efforts and about the availability of information and services through the Employee Assistance Program (EAP). Additionally, the College will educate and train its management and supervisors to identify problems and symptoms of drug and alcohol abuse.

Following are descriptions of the health risks associated with the use of illicit drugs and the abuse of alcohol:

Alcohol: Although moderate alcohol use can be a healthy life-style choice for many, it is America's most abused drug. Each year, alcohol contributes to over one third of all traffic fatalities, over half of fires and half of burn injuries, almost half of hypothermia and frostbite cases and about 20 percent of completed suicides.

Chronic, excessive use causes cirrhosis of the liver, heart disease, cancer, gastrointestinal disorders, pancreatitis, respiratory ailments, neurological and nutritional disorders.

Alcohol abusers risk two to six times the rate of the population at large for death from disease, accident or violence. Alcohol abuse is a major factor in child abuse, domestic violence, sexual assault and other crimes. Use during pregnancy is linked to early fetal death, decreased birth weight, increased infant mortality and Fetal Alcohol Syndrome.

Nicotine: Nicotine is contained in tobacco products, nicotine chewing gum/skin patches and snuff. Overdose results in dizziness, weakness, nausea, and in rare cases tremors and convulsions. It is particularly risky when used in combination with other drugs, which increase heart rate and blood pressure.

Smoking causes lung cancer, chronic lung disease, heart and vascular system diseases. Smokers develop thinner skin, possibly due to decreased blood supply, and often appear to age more rapidly than non-smokers.

Marijuana:Reactions to smoking marijuana depend on its strength, user expectations, mood, setting and other substances unknowingly mixed with the marijuana. It usually produces feelings of relaxation and mild euphoria, but an anxiety/panic reaction can also occur. Use results in cognitive impairment and perceptual distortions, making it very dangerous to drive or to operate machinery while under its influence.

Smoking marijuana increases heart rate, damages lungs and interferes with sex hormone production. Regular users can develop a psychological dependence on the drug. Heavy use in adolescence can interfere with the development of adequate social and coping skills necessary for dealing with normal frustrations and stresses of life. "Amotivational Syndrome" is characterized by lethargy, loss of interest in work, relationships , exercise and other key life components. Academic performance can be particularly adversely affected by marijuana use in students who have been diagnosed with Attention Deficit Disorder.

MDMA (Ecstasy):Although ecstasy users typically seek an increase in pleasurable sensations and emotional closeness with others, use can also result in anxiety, paranoia, and psychotic episodes. It appears that with repeated use, depression and memory loss may be significant and long-term. Research suggests that repeated use or use at high doses may be linked to permanent changes in levels of the neurotransmitter, Serotonin and brain activity. These changes may be more evident in women than men.

Ecstasy use has been associated with a number of deaths, especially in conjunction with intense physical exertion. Overdose, characterized by greatly increased body temperature, hypertension and kidney failure, is typical of a stimulant overdose. It has also been linked to liver failure. Early signs of overdose are jitteriness and teeth clenching.

Hallucinogens:The effects of hallucinogens (e.g. LSD, psilocybin mushrooms, peyote) are often unpredictable, depending on what the drug is “cut” with, the user’s personality, mood, expectations and setting. Effects include disturbances in sensory perceptions, dilated pupils, increased heart rate, blood pressure and body temperature, sweating, loss of appetite, insomnia, dry mouth and tremors. Combining PCP-like drugs with alcohol or sedatives can be fatal. Mescaline (peyote) taken with stimulants can also be very dangerous.

Negative psychological reactions (“bad trips”) are unpredictable and not uncommon. They may be mildly anxiety producing or terrifying. Sometimes they can unmask serious underlying psychiatric problems which may require long-term treatment. Flashbacks, in which a person experiences the drug’s effects without taking it again, can occur for months afterwards. Chronic use can result in mental confusion, difficulty with abstract thinking, and impaired memory/attention span/ concentration.

Stimulants: Stimulant drugs include amphetamines (Dexedrine, “uppers”) diet pills, caffeine (found in products such as “No Doze”) and nicotine. Stimulant drugs are used relatively safely to medically treat overweight, mild depression, fatigue, narcolepsy and Attention Deficit Disorder.

When abused, stimulants are associated with exhaustion, irritability, heart and circulatory system damage (including cardiac arrest and strokes), mental fatigue and confusion, psychosis, convulsions, hallucinations, panic, dizziness, social withdrawal depression and increased suicidal risk. Abusers can become profoundly physically dependent.

Sedatives: Sedatives include barbiturates, Rohypnol, Valium, Librium and other benzodiazapams (e.g., Xanax), GHB, “date rape drugs”.

Sedatives produce relaxation and at higher doses, lightheadedness, drowsiness, slurred speed and in coordination. Driving can be extremely dangerous. Overdoses, using combinations of sedatives or mixing sedatives with alcohol can be fatal. Rohypnol and GHB, the “predatory drugs”, can be added to drinks to facilitate a sexual assault. GHB is easy to manufacture, difficult to detect in a drink and can be fatal. Anyone who feels weak, dizzy, lightheaded or confused after a drink should obtain medical help immediately.

Cocaine: Cocaine is a short-acting, stimulant drug which induces short-lived euphoria and increased energy and alertness. Use results in increased motor activity, respiratory rate, blood pressure and body temperature. Cocaine use leads to impaired perception, coordination and reaction times. It also can cause mood changes, impulsive behavior, risk-taking, nervousness, and perceived decreased need for food and sleep.

Cocaine may initially appear to energize the body, but in fact depletes energy by using it up faster. Even small doses of relatively pure cocaine can be fatal by causing hypertension, seizures, convulsions, respiratory and cardiac arrest. Nicotine, when used with cocaine, increases risk for sudden death from cardiac arrest.

Long-term effects can include restlessness, extreme mood swings, insomnia, paranoia, malnutrition, dehydration, constipation, rapid tooth decay and difficulty urinating. Male impotence and reduced female sexual response can also occur.

Addiction develops rapidly, especially when smoked in the form of "crack" cocaine. After the initial euphoria wears off, the user begins to feel depressed. The user then uses more cocaine to offset the depression. Soon, frequent users need the drug just to feel normal.

Inhalants: Inhalants include nitrites, anesthetics (nitrous oxide), solvents, paints sprays and fuels(gasoline, glues). Risks are especially high with anesthetic agents and solvents which can cause cardiac arrhythmia/arrest and severe, sudden oxygen deprivation. Risks are compounded by the extreme flammability of some of these agents. These agents are also associated with accidents and suicides. A significant percentage of people who die from use, are first-time users. Inhalants are particularly dangerous when combined with alcohol, sedatives, and cold medicines.

Long-term use is associated with central nervous system damage, neurological damage and deficits in memory, attention and concentration.

Ketamine (“Special K”): Ketamine is an animal tranquilizer, sometimes used as a "club drug". It is a dissociative drug, in that the user may lose the normal sense of connection between body and mind. In its tablet, powder, or liquid form it is similar in appearance to cocaine and methamphetamine, and may be mistaken for those drugs. In powder form, it may be sprinkled on tobacco or marijuana and smoked. Or it may be injected. Large doses can lead to convulsions, brain damage, heart attack, stroke, coma, or death.

Sources: C Kuhn, S Swartzwelder, W Wilson, Buzzed: The Straight Facts About the Most Used and Abused Drugs, W. W. Norton and Company, 1998.

NIDA (National Institute for Drug Abuse) website: http://www.drugabuse.gov/NIDAHome.html

Prohibited Conduct (Drugs): Employees may not possess, use, purchase, sell, or transfer illegal drugs or controlled substances in any amount on College property(including parking lots), or in College vehicles (either owned by, leased to or used on behalf of the College), or while on College business or performing College-related duties on or off campus. Illegal drugs and substances are those which cannot be legally obtained, including controlled substances and controlled substance analogues,as well as those drugs which, although legal, have been illegally obtained (i.e.,prescribed drugs not being used for prescribed purposes or not being used by the intended recipient of the prescription, including amphetamines and barbiturates).Examples of illegal drugs include marijuana, cocaine, “crack”, heroin, morphine, phencyclidine (PCP), hallucinogens, narcotics, etc.

Employees may not possess, use or consume illegal drugs or substances on or off College property during working hours, lunch periods, or break or relief periods.

Employees may not report to work “under the influence” of illegal drugs or substances.
Employees are prohibited from bringing drug paraphernalia onto College property(including parking lots) at any time.

Prohibited Conduct (Alcohol): Employees may not possess, use, purchase, sell, or transfer alcohol on College property (including parking lots), or in College vehicles (either owned by, leased to or used on behalf of the College), or while on College business or performing College-related duties on or off campus. An exception to this general rule is the responsible and legal use of alcohol at College sponsored events. The College does not take responsibility for the improper or illegal use of alcohol at such events.

Disciplinary Action: Any employee found to be in violation of this policy will be subject to disciplinary action that may include warning, immediate suspension, and up to and including termination. All such action requires the joint review and approval by the immediate supervisor and the Co-Directors of Human Resources. Any illegal substance confiscated will be turned over to the appropriate law enforcement agency for additional investigating and handling. Illegal substances include medication or prescription drugs not being used in accordance with a legitimate prescription.

Relapse by Employee: Any employee who is rehabilitated through the EAP must abide by the terms of any last chance agreement and/or the terms and conditions of the EAP program. Any relapse by an employee will be considered a violation of this policy and the employee will be subject to disciplinary action, up to and including termination.

Reporting Violations: As a condition of continued employment with this College, any employee convicted in court of any workplace violation of any criminal drug statute must report the conviction to the College no later than five (5) days after such conviction. An employee who fails to report such a violation is subject to disciplinary action, up to and including discharge.

Following is description of applicable legal sanctions under local, state, or federal law:

Pennsylvania Law/Borough Ordinances:

Underage drinking 18 Pa. C.S.A. 6308 This includes consumption, or transportation of alcoholic beverages. Penalties include fines from $300 to $500, 90 days to one year in prison, and 90-day to two-year driver’s license suspension. Parents will be notified for those under 18.

Requesting or inducing a minor to obtain alcohol 18 Pa. C.S.A. 6310 Penalties include fines of not less than $300 up to $2,500 and/or up to one year in prison.

Knowingly making, altering, selling, or attempting to sell a false ID:18 Pa. C.S.A. 6310.2
Penalties include fines of not less than $1,000 and up to $5,000 and/or up to two years in prison.
Furnishing alcohol to minors (including allowing minors to possess alcohol on
premises owned or controlled by person charged) 18 Pa. C.S.A. 6310.1 Penalties include fines of not less than $1,000 up to $2,500 (can be per person served) and/or up to one year in prison.

Alcoholic Beverages (“Open Containers”)
It is unlawful, within the Borough of Gettysburg, for any person to drink “liquor” or “malt or brewed beverages” upon any public street, municipal parking lot, private parking lot open for public use, or public park, or in any vehicle operated or parked thereon.
It is unlawful, within the Borough of Gettysburg, for any person to have in such person’s possession, or in a vehicle under such a person's control, any open container containing “Liquor” or “malt or brewed beverages” upon any public street, municipal parking lot, private parking lot open for public use, or public park.
Noise Violations (Disorderly Conduct)
It shall be unlawful for any person to make unreasonable noise as to disturb, annoy or inconvenience any other person. Any noise includes, but is not limited to, noises caused by loud music, loud talking, yelling, barking dogs (etc.). The Gettysburg Borough Police Department has the right to issue citations on a single complaint from the public. A warning is not necessary if the Police Officer feels the citation is warranted.
1. Following is a description of applicable counseling, treatment, rehabilitation, or re-entry programs1. 1. We want to encourage employees who think they may have a drug or alcohol dependency problem to seek help voluntarily through the Employee Assistance Program. The EAP may be accessed at www.wellspaneap.org; or by phone 1-866-227-6527.
2. Local off-campus drug and alcohol assessment, treatment, and referral resources:
Gettysburg College is committed to the safety of all individuals in its community. The College has particular concern for those who are potentially vulnerable, including minor children, who require special attention and protection. The College has established this Minors and Children on Campus Policy to protect those under the age of 18 who participate in programs and activities associated with the College and to provide guidance to College students, faculty, administrators, support staff, and volunteers who are involved with such programs and activities.

Programs and activities that involve children and minors are important to Gettysburg College. From childcare services for employees to a broad range of academic, athletic, enrichment, and other programs during the summer and the academic year, the College is engaged in providing opportunities for minors. The College also allows certain outside organizations and groups to use the campus for programs that involve minors. At the core of all of these programs is a commitment to providing a safe environment and a positive experience for all participants.

II. Scope

This policy provides the guidelines that apply broadly to interactions between minors and College students, faculty, administrators, support staff and volunteers in College-run or College-affiliated programs, events or activities. This policy also establishes requirements for non-College organizations and entities that operate programs or activities involving minors on campus, and College agreements with such organizations and entities shall reflect those requirements.

The policy sets forth guidelines to help prevent the abuse or neglect of those under 18 years of age and for reporting and responding to incidents in which the safety of minors may be compromised. In addition to increasing awareness of minor abuse and neglect among all members of the College community and requiring reporting, it imposes additional requirements (training and background checks) on those who participate in programs or activities involving minors.

All Gettysburg College faculty, administrators, support staff, students, and volunteers are responsible for understanding and complying with this Policy.

III. Definitions

Child or Children refers to any person or persons under 18 years of age.

Child Abuse, for purposes of this Policy, means infliction of physical or mental harm, abuse or exploitation or negligent treatment or maltreatment of a Child. The definition includes sexual abuse of a Child.

Campus for purposes of this policy means all buildings, facilities, and properties that are owned, operated, managed, or controlled by the College. This also includes areas immediately adjacent to campus.

ChildLine is an organizational unit of the Commonwealth of Pennsylvania’ Department of Public Welfare, which operates a statewide 24-hour toll-free system for receiving reports of suspected Child Abuse and refers such reports for investigation and maintains the reports in the appropriate file. The telephone number for the ChildLine is 800-932-0313.

College employees for purposes of this policy include faculty, administrators, support staff and students who are employed by the College.

Covered programs are programs, events or activities that Gettysburg College operates in which College employees or volunteers engage through their College roles. This term does not include programs or activities in which one may engage that are unrelated to one’s status as a member of the College’s faculty, administration, support staff or student body.

Programs or services that serve Children conducted or provided by an outside entity or individual on College premises are not Covered programs under this policy. However, such entities/individuals will be required, by contract, to comply with applicable laws regarding Minors and Children.

Minor, for the purposes of this policy, means a person under the age of 18. Gettysburg College students and prospective students visiting campus who are under the age of 18 are excluded from this definition. Dual-enrolled students (i.e. student enrolled at Gettysburg as well as in a secondary school) and high school students who are auditing a course on campus are included within the definition of Minor.

Gettysburg College students who are under the age of 18 and who, in their employment or volunteer activities in Covered programs have interactions with Children, are subject to the same requirements as employees and volunteers who are 18 years of age or older.

Sponsored programs are programs that are sponsored by a member of the College community in order to be able to use College facilities without charge. Programs that lease College facilities pursuant to a Facilities Use Agreement with the College are NOT included in this definition.

Volunteers, for the purposes of this policy, are persons who are not paid for the services they provide.

IV. Guidelines and Responsibilities

College employees and volunteers in Covered programs that involve interactions with Children must:
- Always be vigilant in protecting the well-being and safety of Children with whom they interact on campus and elsewhere.
- Review the informational material about the signs of Child Abuse provided in Appendix A from the childwelfare.gov site.
- Watch for signs of Child Abuse and promptly report suspected instances of Child Abuse, or violations of this policy or applicable law, as provided in Sections VII below.
- Before engaging in any Covered program involving contact with Minors: meet the applicable requirements of this Policy relating to training (Section V) and criminal background checks (Section VI).
Any employee of the College who reasonably suspects that a Child has been abused or neglected must make reports as required by Sections VII and VIII.

To the extent College faculty, administrators, support staff, students and volunteers are participating in programs or activities run by a non-College organization or entity off campus, they should familiarize themselves with, and follow the policies of the organization relating to interactions with minors and understand their legal obligations with respect to working with minors in the program setting.

Information about the signs of Child Abuse appears in Appendix A.

V. Training for Those Participating in Programs and Activities

College employees and volunteers who participate in Covered programs involving Minors must complete appropriate mandatory reporter training through Lawroom/Everfi. Enrollment for this training, Protect Children (PA), requires individual registration. Please contact lgarskof@gettysburg.edu for course enrollment instructions. Mandatory reporter training is valid for 3 years.

This training includes:
- Recognizing the signs and types of child abuse and your reporting obligations.
- Recognizing predatory behavior and avoid placing children at risk.
- Report your reasonable suspicions of child abuse.
VI. Criminal Background Checks

Certain College employees and volunteers will be required to clear criminal background checks prior to participation in Covered programs College-run or College-affiliated activities involving Minors. The categories of individuals who must undergo background checks are listed in Appendix C.

If the criminal background check reveals adverse information or unfavorable results, the College will conduct an individualized assessment using relevant considerations designed to identify potential risk to Minors.

The existence of a criminal conviction does not automatically disqualify an individual from employment or volunteer work. Relevant considerations may include, but are not limited to: the individual’s age at the time of the offense; the nature and seriousness of the offense; the amount of time that has elapsed since the offense; any information provided by the individual regarding his/her rehabilitation or good conduct; the duties and responsibilities of the position sought or held by the individual, and the effect of the conviction on the individual's ability to perform these duties. EEOC guidelines (http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm) provide specific instructions about fair application of a criminal background check.

Within the confidential process of their decision making, the Co-Director of Human Resources and the Hiring Manager should explicitly determine that the criminal record is judged to be correct, that the elapsed time since the conviction is short enough that the crime is still relevant, that the nature and gravity of the offense make it relevant for employment purposes, that the crime did not involve exercise of free speech, and that disparate impact of the criminal justice system on minorities is not an issue in this case.

Except as otherwise required by law, criminal background checks of College employees and volunteers that are conducted pursuant to this Policy will be used only for purposes consistent with this Policy and will otherwise be kept confidential. Records of background checks will be maintained separately from an individual’s personnel or student file.

Sponsored programs that operate programs or activities on campus involving Minors must conduct criminal background checks of their employees and volunteers and must provide copies of the background checks to the College, if requested. The College may request any additional information it deems necessary to meet the requirements of this Policy. If the sponsor is a Gettysburg College employee, they must go through the College’s background check process if the program involves minors and lasts for two or more days. All sponsored programs with minors, must notify minors_on_campus@gettysburg.edu.

Specific requirements and procedures for background checks appear in Appendix C.

VII. Reporting Potential Harm to Children

1. Emergencies

In case of an emergency, one should immediately call Gettysburg College’s Department of Public Safety at (717) 337-6911 or Gettysburg Police at 911.

2. All Other Reports of Known or Suspected Abuse or Neglect of Children

All employees of the College and anyone participating in a Covered program that has reasonable cause to suspect that a Child is a victim of Child Abuse MUST immediately make a report of suspected abuse by calling the Commonwealth of Pennsylvania’s ChildLine at (800)-932-0313.

Immediately after ChildLine has been notified, inform the Gettysburg Police Department at either 911 or (717) 334-8101; then inform Gettysburg College’s Department of Public Safety. (717) 337-6911. Under Pennsylvania law, most persons are required to submit a written report, within 48 hours, of making a call to ChildLine.

The Department of Public Safety (DPS) will be responsible for notifying Gettysburg College’s Executive Vice President, the Title IX Coordinator and the respective Program Director of the suspected Child Abuse, assault or neglect unless the Department of Public Safety believes that the Program Director is involved with the alleged abuse. DPS will cooperate and assist local and State authorities in any subsequent investigation.

The College prohibits retaliation against any person who in good faith makes or participates in making a report of Child Abuse under this Policy. The College also prohibits the intentional filing of a false report of Child Abuse.

3. Questions

Questions about one’s obligations or what one should do in a situation that makes one uncomfortable should be raised with the Title IX Coordinator, Vice Provost, or the Co-Directors of Human Resources.

Title IX Coordinator:Amanda Blaugher
Second Floor, College Union Building,
ablaughe@gettysburg.edu
717.337.6907

Vice Provost: Jack Ryan
Third Floor, Pennsylvania Hall
jryan@gettysburg.edu
717-337-6822

Co-Director of Human Resources: Regina Campo
First Floor, Pennsylvania Hall,
rcampo@gettysburg.edu
717.337.6207

Co-Director of Human Resources:Jen Lucas
First Floor, Pennsylvania Hal
jlucas@gettysburg.edu
717.337.6211

VIII. Addressing reports of Abuse or Neglect

A. Whenever the College receives a report of alleged Child Abuse:

The Title IX Coordinator, Executive Vice President and/or Department of Public Safety will:

a. Take immediate steps to prevent further harm to the alleged victim or other Children, including, where appropriate, removing the alleged abuser from the program or activity or limiting his or her contact with Children pending resolution of the matter.

b. Determine whether ChildLine has already been notified and, if not, make such notification. Ensure the Gettysburg Police Department (GPD) is notified as appropriate.

c. If the parents or guardians of the alleged victim have not been notified and are not the alleged abusers, notify the parents or guardians of the Child involved – as determined by ChildLine and the local police.

d. Investigate the report and resolve the matter in a way that safeguards Children, protects the interests of victims and reporters, affords fundamental fairness to an accused member of the community, and meets relevant legal requirements.

e. Facilitate the College’s cooperation with any investigation conducted by GPD or other governmental agency. The College will try to avoid conflict with any criminal investigation into a reported incident. The College’s investigative process is separate from any active criminal investigation. DPS should be in ongoing contact with GPD or other investigating authority to establish the right timing for the College’s follow-up. Typically, the College would defer to law enforcement authorities for a period of 7-10 business days allowing law enforcement the opportunity for a criminal fact finding stage without any potential interference by a simultaneous administrative process.

IX. Enforcement

Sanctions for violations of this Policy will depend on the circumstances and the nature of the violation, but may include the full range of available College sanctions including suspension, dismissal, termination, and, where appropriate, exclusion from campus. The College may also, in its discretion, take interim actions before determining whether a violation has occurred. The College may terminate the relationships or take other appropriate actions against entities that violate this Policy.

X. Policy Implementation and Modification

Questions about the interpretation or application of this Policy should be raised with the Co-Director of Human Resources who shall update or modify the Appendices to the Policy as necessary and administer and oversee the implementation of the Policy in a manner that best achieves its goals. The Policy may be modified to reflect the changes in the law, standards relating to the protection of Children or Minors, or College processes, or as otherwise necessary.

Appendix A - Signs of Child Abuse and Neglect

https://www.childwelfare.gov/pubpdfs/whatiscan.pdf

Appendix B – Guidelines for Working with Children

Appendix C – Background Check Categories for Employees and Volunteers who work with Minors
The College, as a tax-exempt organization under Section 501(c)(3) of the Internal Revenue Code, is prohibited from participating or intervening in any political campaign on behalf of or in opposition to any candidate for public office. Political intervention includes financial contributions and the publication or distribution of written or oral statements on behalf of or in opposition to a particular candidate. There are no exceptions to this prohibition.

At the same time, the College is dedicated to the pursuit of truth and acquisition of knowledge through the free expression of ideas, and it encourages students, faculty and staff, in their individual capacities, to participate fully in the political process during campaigns for public office as long as they do not involve the College.

In order to encourage the open exchange of ideas during partisan political campaigns for public office without jeopardizing the College’s tax-exempt status, all members of the College community must comply with the provisions of this policy with respect to their participation in national, state or local political campaigns.
- General.
All individuals and groups within the College community are prohibited from using College resources or the College’s name in connection with partisan political campaign activities.

All members of the College community are permitted and encouraged to engage in political activities in their individual capacities. When endorsing or opposing a candidate for political office, or taking a position on an issue for the purpose of endorsing or opposing a candidate for political office, individuals and groups within the College community must not mention their affiliation with the College or, if that affiliation is mentioned, must also make it clear that the views expressed are their own and not the views of the College. This is particularly important for those who frequently speak for the College in their official capacity.

College resources and facilities (including the College’s name, seal, signature, motto, mailing lists, email, email list servers and phone, mail or facsimile systems) may not be used for political campaign events or activities, political endorsements or issue advocacy undertaken for the purpose of supporting or opposing a candidate in a political campaign.

Political fundraising is strictly prohibited at all College events.
- Activities of Student Organizations.
Individual students and student organizations are free to engage in partisan political activities so long as their activities are not construed to express the viewpoint of the College.
- In-Classroom Activities of Faculty Members.
Faculty members are entitled to freedom of expression in the classroom. Faculty members are not prohibited from making partisan political commentary in the classroom to the extent such commentary relates to the subject of instruction and is aimed at developing students’ complete understanding of an issue. Nonetheless, in these instances, faculty members should make clear that the views expressed are those of the faculty member and not of the College. Faculty members should avoid the persistent intrusion of partisan political commentary having no rational bearing on the subject of instruction.

Faculty members are strictly prohibited from (i) penalizing or negatively assessing a student for expressing a political viewpoint that is contrary to, or critical of, the political viewpoint of the faculty member, and (ii) rewarding or otherwise preferentially assessing a student for expressing a political viewpoint that is in agreement with, or supportive of, the political viewpoint of the faculty member.

A faculty member may provide in-classroom opportunities to speak on an equal basis to all legally qualified candidates for a public office, provided that the lecture is conducted in a manner that makes clear that the views expressed during the event are those of the speaker and not the College; the lecture is conducted for the purpose of educating students and not as a campaign rally or event; and the lecture relates to the subject of instruction and is aimed at developing students’ complete understanding of an issue. Candidates may not receive financial remuneration from the College or the faculty member for their in-classroom appearance during a political campaign.
- Use of College Facilities and Resources.
Student organizations may sponsor or host a political campaign event or political candidate, provided that the event is conducted in a manner that makes clear that the views expressed during the event are those of the student organizations and not of the College. A student organization that hosts a political candidate is not required to invite or otherwise provide an opportunity to speak to all candidates seeking that office. All such events must be authorized and supervised by the College. Student organizations may not use the event to conduct political fundraising or a political rally. Additionally, no College funds including Student Senate allocated funds may be used to support fundraising events or activities for political candidates.

The College, an academic department and an organization with official College functions (each, an “Official Organization”) may provide opportunities to speak at College events on an equal basis to all legally qualified candidates for a public office or may conduct a public forum to which all legally qualified candidates for a public office are invited and given equal opportunity to speak. If an Official Organization extends an invitation to a candidate to speak in their capacity as a candidate, it must take steps to ensure that all legally qualified candidates are invited to a substantially similar event. Such events must be conducted in a manner that makes clear that the views expressed during the event are those of the speaker and not of the Official Organization or the College; the event must be conducted for the purpose of educating students (and not as a campaign rally or event); and the format and content of the event must be presented in a neutral manner that does not favor any candidate over the others.

Candidates may not receive any financial remuneration from the College for their appearance during a political campaign.

Official Organizations may invite a candidate for public office to appear at a College event for non-campaign related reasons and without inviting all other qualified candidates, provided that (i) the individual is chosen to speak solely for reasons other than their candidacy for political office, (ii) the individual speaks in their non-candidate capacity, (iii) no reference to the election is made, either by the individual or the Official Organization, and (iv) the Official Organization hosting the event takes reasonable steps to maintain a nonpartisan atmosphere at the event. Campaigning at any such event is prohibited. The Official Organization hosting the event must clearly indicate the capacity in which the individual is appearing, and no mention of the upcoming election should be made, whether at the event or in communications announcing the event. The Official Organization hosting the event must make the following announcement at the beginning and conclusion of the event, "As part of the College’s educational mission and commitment to a liberal arts education, Gettysburg College is pleased to provide today’s forum for respectful discussion. Gettysburg College does not support or oppose [candidate’s name] or any other political candidate and the opinions or viewpoints of the speaker are the speaker’s own and do not represent a statement of the College’s opinions or viewpoints. I respectfully remind you that this is an educational opportunity for students and community members. It is not a political rally and political fundraising at this event is prohibited.”" This announcement must also be included in any advertisements of the event.

External organizations may rent College facilities to host partisan political activities, provided that political fundraising is strictly prohibited at the event.
Gettysburg College is fully committed to diversity, equity, and inclusion. If they choose, all faculty, administrators, and support staff have the right to engage in essential practices of their faith while minimizing conflict with work, academic or athletic requirements.

In order to recognize the practices of members of our Gettysburg College community, the College follows the following guidelines:

For Faculty/Administrators/Support Staff:

Requests by a faculty member for leave for religious accommodation may be granted under this Policy if the faculty member has made arrangements for any missed classes and the granting of the leave will not result in undue hardship for the College or its students. Faculty that miss scheduled class time due to a religious observance must make appropriate alternate arrangements for that missed time to minimize impact on the students’ learning and inform the department chair of those arrangements.

For Administrators and Support Staff, the use of vacation leave is governed by the Employee Handbook. Vacation days requested for the express purpose of religious observance will not be unreasonably denied by the staff member’s supervisor if the staff member has accrued vacation leave and the granting of leave or vacation time will not result in undue hardship for the Department or the College. If the staff member has no accrued vacation leave available, the College will review any request for time off for religious observance consistent with the requirements of federal and state law.

Retaliation:

Any attempt to retaliate against an individual who files a religious accommodation request or otherwise utilizes this Policy is strictly prohibited.

Nothing in this Policy exempts a Gettysburg College faculty member, administrator, or support staff member from fulfilling their job responsibilities. Violations of this policy will be reported to the Chief Diversity Officer and/ or the Director of Human Resources and resolved with the assistance of the appropriate Vice President or the Provost.

The College wishes to draw attention to the following observances which are time sensitive in nature. Please review the Religious and Spiritual Life calendar for additional information.
- Eid al-Adha*
- Rosh Hashanah *
- Yom Kippur*
- Christmas
- Passover *
- Easter
- Eid al-Fitr*
*Some holy days start at the sundown of one evening and end at sundown or nightfall of the second evening.
There is extensive data within the scientific community that illustrates the harmful effects of secondhand smoke on non-smokers. In fact, the Environmental Protection Agency has classified second-hand smoke as a Class A carcinogen, a classification reserved for the most lethal environmental hazards, such as asbestos, benzene, formaldehyde and radon. Research has linked secondhand smoke to lung cancer, cardiovascular disease, asthma, bronchitis, pneumonia, middle ear infections, and nasal and eye irritation. The use of tobacco products is the leading cause of preventable illness and early death.

In an effort to promote a healthy, comfortable and productive work environment for the employees of Gettysburg College, the College has become a smoke-free workplace. Smoking in any form is prohibited inside all College-owned or leased buildings including both residential and non-residential buildings and all recognized student housing including fraternities. In addition, smoking is prohibited in any College-owned or rented vehicles. Individuals who choose to smoke must smoke outside and must stand at least 15 feet away from any campus building. For employees, the enforcement of this policy will rest with the individual supervisor in consultation with the Co-Directors of Human Resources. For students, enforcement of this policy will rest with the Office of College Life. Violations of this policy will result in disciplinary action for employees and students.

Information about tobacco cessation is available through the Human Resources Office.

There are also a number of drug/alcohol related self-help groups, which meet regularly in the area. For a listing, contact Counseling Services, 337-6960.
Gettysburg College is a Harassment and Discrimination-Free Workplace:

Gettysburg College is committed to maintaining an environment conducive to learning for all students and a professional workplace free from harassment and discrimination for its employees.

College's Harassment and Discrimination-Free Workplace Policy

Creating a Culture of Respect at Gettysburg College. (Powerpoint)

Online "Workplace Harassment Prevention" Training

Reporting Information

All members of the faculty, administration, and support staff who have information regarding, are witness to, or become aware by any means of any form of sexual harassment, sexual misconduct, inappropriate sexual behavior, relationship violence and/or criminal activity that occurs on our campus involving either an employee, student, or guest are required to report the incident immediately. More Information about reporting (PDF)

Community Concern Form

The Community Concern Form can be used to share information about the following types concerns:
- Bias incidents
- Crime tips
- Harassment, including sexual harassment
- General student (CARE), employee, or faculty concerns
- Hazing
- Sexual assault or sexual misconduct
Information provided on this form will be sent to the appropriate College official for review generally within 48 business hours. Please do not use the Community Concern Form to report emergencies. For immediate, emergency assistance, call 911 or the Department of Public Safety (DPS) at (717) 337-6911.

If you would like more information on the College’s Violence Prevention Program, please check out "Green Dot" and Sexual Assault & Relationship Violence Victim’s Rights Brochure (PDF).

Title IX Coordinator and Intake/Investigative Offices

If you would like to speak directly with a trained member of the College community, you may also contact the Title IX Coordinator or a Title IX Intake/Investigative Office.

In Case of Emergency

Emergency Procedures

Miscellaneous Information

Remote work policy
Animals on Campus and in Buildings
Policy and Procedures for the Use of College Vehicles
Key Policy
Electronic Accounts for Terminating Employees
Performance Appraisal Information
Reimbursement of Moving Expenses
Promotion Policy

Recruitment Guide for Administrative and Support Staff positions

Gettysburg College values a diverse workforce and is committed to providing equal opportunity in employment through non-discriminatory, open, and equitable recruitment, hiring, and employment practices. These practices include guidelines set forth in the College’s Guide to Effective Recruiting Practices for Administrative and Support Staff Positions as well as the College’s Promotion Guidelines for Administrative and Support Staff Positions.

The recruiting practices guide generally requires that a search be undertaken to fill an open administrative or support staff position. However, in certain circumstances it may be necessary or beneficial to waive the recruitment process and place an existing employee into an open position without undertaking a search. The recruitment guide outlines the situations in which a search may be waived.

In addition, the College also values and will prioritize the placement of existing, interested employees to open positions for which they are qualified, to the extent possible. Especially at this time of transition, the College must balance its commitment to creating a more diverse workplace with its commitment to continue to provide opportunities for its existing employees, especially those that may be impacted by departmental reorganizations or restructurings.