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• Introduction to HR Team

• Core Values

• Core Policies

Estevanny Turns, AVP, Human Resources

• Strategic direction • New programming • Institutional Core

Values (T) 410-383-6616 (E-mail) [email protected]

mailto:[email protected]

Laura Rossi, Employee Relations Director

• Coaches employees and managers on employment related matters

• Investigates concerns • Facilitates conflict

resolution (T) 410-225-2105 (E-mail) [email protected]


Hilde Li, Employment Coordinator

• Facilitates new hire process, onboarding, and orientations

• Manages job postings • Coordinates changes

in employment (i.e. promotions, pay changes, transfers, separations)

(T) 410-225-2520 (E-mail) [email protected]


Courtney Doyle, Benefits Coordinator

• Coordinates all benefits initiatives and programs

• Organizes visa petitions

• Facilitates International Guest Lecturer honorarium



Melvin Hill, Jr., Data Systems Coordinator

• Provides reports and data

• Oversees data processing

• Coordinates student employment

• Coordinates adjunct/per course faculty employment



Core Values

Community

Communication

Creativity

Equality

Excellence Engagement

Professionalism

Respect

Diversity

Equal Employment Opportunity (EEO)

• MICA is proud to be an Equal Opportunity Employer.

• Please read EEO policy found on www.mica.edu/hr.

• If you need assistance, please contact HR.

http://www.mica.edu/hr

Reasonable Accommodations • Employees with a disability are encouraged to advise

MICA of any accommodations that they believe need to be made for them to perform their duties.

• Please read the Reasonable Accommodation policy on www.mica.edu/hr .

• If you need assistance, please contact HR.

• Reasonable accommodations for students are managed by the Learning Resource Center.


Harassment • Definition: Unlawful harassment includes unwelcome

intimidation, ridicule, insult, comments, or physical conduct based on race, color, religion, sex (whether or not of a sexual nature), national origin, age, disability, sexual orientation, or retaliation where:

(1) an employee’s acceptance or rejection of such conduct explicitly or implicitly forms the basis for an employment decision affecting the employee; or (2) the conduct is sufficiently severe or pervasive as to alter the terms, conditions, or privileges of the employee’s employment, or otherwise create an abusive work environment. • Please read the Harassment policy on www.mica.edu/hr .


“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”

20 U.S.C.A. section 1681(a).

Logic of the 2011 DCL

Sexual Discrimination is prohibited.

Sexual Harassment = Sex Discrimination

Sexual Violence = Sexual Harassment

THEREFORE …

Sexual Violence = Sexual Discrimination

If you feel that you are being sexually harassed, or are aware of the occurrence of sexual harassment or sexual violence, you should contact one of the following:

Estevanny Turns, Associate Vice President for Human Resources

Michael Patterson, Interim Vice President for Student Affairs

Vice Provosts

Associate Deans

Chairs

Campus Safety

Acceptable Questionable Unacceptable