SECTION HOLIDAYS LEAVES AND VACATIONS

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					WIT Employee Handbook                                      Foreword


                                FOREWORD


The Wentworth Institute of Technology (WIT) Handbook was prepared as an
employee guide to benefits, services, policies and procedures. The handbook is
applicable to Wentworth Institute of Technology employees only. It supersedes
all previous personnel handbooks.

               Please take notice of the following disclaimer:

Wentworth reserves the right to amend or modify the handbook or make
exceptions to application of any of its provisions in particular situations.
The handbook is not intended to imply any conditions of employment. The
language used in this handbook is not intended to create, nor is it to be
construed to constitute, a contract between Wentworth and any one or all
of its employees. Employment with Wentworth continues to be at will. At-
will employment means that either the employee or the employer may
terminate the employment at any time for any reason, with or without
cause.

As policies change, new pages will be issued to replace outdated ones. Please
make every effort to keep your copy current. The handbook is also available
online at www.wit.edu.

Some of the policies and procedures presented in this handbook may not apply
to employees who are subject to collective bargaining agreements. Except as
modified by specific provisions in such agreements, the policies and procedures
set forth herein are intended to apply to such employees, but this handbook shall
not be construed as providing them rights and benefits beyond those their union
has specifically negotiated for them.

If you have any questions, please contact anyone in the Human Resources
Department.
                    Elissa Silverman, Assistant            Ext. 4190
                    Susan Morin, Manager                   Ext. 4191
                    Margaret Card, Director                Ext. 4192
                    Anne Gill, Vice President              Ext. 4193
                    Main Extension                         Ext. 4190




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WIT Employee Handbook                                 Foreword


Please take notice: Important state and federal information regarding
employee rights is posted on the Human Resources bulletin board.
Employees should familiarize themselves with the posted information.




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WIT Employee Handbook                                                         Table of Contents


                                       TABLE OF CONTENTS

FOREWORD ...................................................................................................................1


OVERVIEW OF WENTWORTH INSTITUTE OF TECHNOLOGY ..................................8
    THE MISSION .......................................................................................................8
    THE ORGANIZATION...........................................................................................8


SECTION I: INSTITUTE POLICIES .................................................................................9
     I A. EMPLOYMENT POLICIES .............................................................................9
            1. NONDISCRIMINATION POLICY ............................................................9
            2. EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE
                  ACTION ...........................................................................................9
            3. AMERICAN WITH DISABILITIES ACT (ADA) .......................................9
            4. DISCRIMINATION AND SEXUAL HARASSMENT ..............................10
            5. SEXUAL HARASSMENT PROHIBITED ..............................................10
            6. EMPLOYMENT OF FAMILY MEMBERS—NEPOTISM .......................10
            7. PERSONAL RELATIONSHIPS ............................................................11
     I B. SMOKING AND SUBSTANCE ABUSE POLICIES .......................................12
            1. TOBACCO-FREE POLICY ...................................................................12
            2. ALCOHOL AND DRUG ABUSE POLICY .............................................13
     I C. CONDUCT POLICIES ..................................................................................14
            1. PROFESSIONAL CONDUCT ...............................................................14
            2. CONSULTING AND PROFESSIONAL ACTIVITIES ............................14
            3. USE OF WENTWORTH LETTERHEAD ..............................................14
            4. SOLICITATION POLICY ......................................................................14
            5. CONFIDENTIAL INFORMATION .........................................................15
            6. PERSONAL TELEPHONE CALLS .......................................................15
            7. STATUS CHANGES ............................................................................15
            8. COMPUTER CODE OF ETHICS .........................................................15
            9. CONFLICT OF INTEREST ...................................................................16
            10. WHISTLBLOWER AND ANIT-RETALIATION POLICY .....................17
     I D. GENERAL POLICIES ...................................................................................20
            1. FIREARMS/WEAPONS POLICY .........................................................20
            2. PERSONAL PROPERTY .....................................................................20
            3. WENTWORTH PROPERTY ................................................................20
            4. USE OF COMPANY VEHICLES ..........................................................20
            5. POSTING OF NOTICES ......................................................................20
            6. TRAVEL POLICY .................................................................................21


SECTION II: EMPLOYMENT POLICY ...........................................................................22
     II A. EMPLOYMENT PRACTICES ......................................................................22


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WIT Employee Handbook                                                       Table of Contents


                1. TYPES OF APPOINTMENTS ..............................................................22
                2. HIRING PROCEDURES.......................................................................23
         II B. CURRENT EMPLOYEES ............................................................................26
                1. EMPLOYEE IDENTIFICATION ............................................................26
                2. PERSONNEL RECORDS ....................................................................26
                3. CREDIT INFORMATION ......................................................................26
                4. REFERENCES .....................................................................................26
                5. ACCESS TO PERSONNEL FILES.......................................................26
                6. MAINTENANCE OF PERSONNEL FILES ...........................................27
                7. HOURS OF WORK ..............................................................................28
                8. ABSENCES ..........................................................................................28
                9. PERFORMANCE REVIEWS ................................................................28
                10. JOB DESCRIPTIONS ........................................................................28
                11. REQUESTS FOR POSITION REVIEW ..............................................29
                12. SALARY REVIEW ..............................................................................29
                13. PROMOTIONS ...................................................................................29
                14. CAREER DEVELOPMENT ................................................................29
                15. PROGRESSIVE DISCIPLINE ............................................................29
                16. GRIEVANCE PROCEDURE ..............................................................31
         II C. TERMINATION ............................................................................................34
                1. VOLUNTARY TERMINATION (RESIGNATION) ..................................34
                2. INVOLUNTARY TERMINATION ..........................................................34
                3. EXIT INTERVIEW ................................................................................35


SECTION III: PAYROLL ................................................................................................36
     III A. TIME SHEETS ............................................................................................36
     III B. W-4 UPDATES ...........................................................................................36
     III C. PAY DAY ....................................................................................................36
     III D. DIRECT DEPOSIT OF PAYCHECK ...........................................................36
     III E. PAYROLL DEDUCTIONS ..........................................................................37
             1. STANDARD AND OPTIONAL PAYROLL DEDUCTIONS ....................37
             2. CHANGES IN PAYROLL DEDUCTIONS .............................................37
     III F. OVERTIME PAY .........................................................................................37
             1. NON-EXEMPT EMPLOYEES ..............................................................37
             2. EXEMPT EMPLOYEES........................................................................38
     III G. EXEMPT PAY PRACTICES .......................................................................38


SECTION IV: BENEFITS ...............................................................................................40
     IV A. MEDICAL INSURANCE PROGRAM ..........................................................40
            1. ELIGIBILITY .........................................................................................40
            2. CONTRIBUTION ..................................................................................40
            3. DESCRIPTION OF MEDICAL BENEFITS ...........................................40
            4. TYPES OF MEMBERSHIP COVERAGE .............................................41



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WIT Employee Handbook                                                        Table of Contents


                5. EXCLUDED MEDICAL SERVICES ......................................................41
                6. SUBROGATION ...................................................................................41
                7. COBRA (CONSOLIDATED OMNIBUS BUDGET
                      RECONCILIATION ACT OF 1985) ................................................42
                8. WAIVER ...............................................................................................42
                9. CONTINUATION OF COVERAGE AFTER TERMINATION OF
                      EMPLOYMENT..............................................................................42
                10. CONTINUATION OF MEMBERSHIP AFTER AGE 65 .......................43
                11. DEATH OF AN EMPLOYEE WITH MEDICAL COVERAGE ..............43
         IV B. DENTAL INSURANCE ...............................................................................44
         IV C. LIFE INSURANCE PROGRAM ..................................................................45
                1. WENTWORTH SPONSORED GROUP LIFE INSURANCE
                      PROGRAM ....................................................................................45
                2. OPTIONAL GROUP UNIVERSAL LIFE ...............................................45
         IV D. RETIREMENT AND ANNUITY PROGRAM ...............................................46
                1. ELIGIBILITY .........................................................................................46
                2. CONTRIBUTIONS ................................................................................46
         IV E. SUPPLEMENTAL RETIREMENT ANNUITIES (SRAs) .............................47
                1. ALLOCATION OF PREMIUMS FOR RETIREMENT ANNUITIES
                      AND SRAs .....................................................................................47
         IV F. DISABILITY INSURANCE PROGRAMS ....................................................48
                1. SHORT-TERM DISABILITY .................................................................48
                2. LONG-TERM DISABILITY....................................................................48
         IV G. DEPENDENT CARE FLEXIBLE SPENDING ACCOUNT ..........................50
         IV H. SURVIVOR BENEFIT ...............................................................................50
         IV I. SOCIAL SECURITY (FICA - FEDERAL INSURANCE
                CONTRIBUTIVE ACT) .............................................................................52
                1. SOCIAL SECURITY AND AGE 65 .......................................................52
         IV J. UNEMPLOYMENT INSURANCE ...............................................................53
                1. WORKERS' COMPENSATION ............................................................53
                2. REPORTING OF OCCUPATIONAL INJURIES....................................53
         IV K. STATEMENT OF ERISA RIGHTS .............................................................54
         IV L. EDUCATION BENEFITS ............................................................................56
                1. TUITION ASSISTANCE .......................................................................56
                2. PROFESSIONAL ORGANIZATIONS AND SEMINARS .......................58
         IV.M. OTHER BENEFITS ....................................................................................58


SECTION V: HOLIDAYS, LEAVES AND VACATIONS .................................................59
     V A. VACATION ..................................................................................................59
           1. VACATION TIME FOR NON-EXEMPT AND EXEMPT
                 EMPLOYEES.................................................................................59
           2. REGULATIONS ....................................................................................59
           3. VACATION ACCUMULATIONS ...........................................................61
     V B. HOLIDAYS ..................................................................................................62



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WIT Employee Handbook                                                       Table of Contents


               1. STANDARD HOLIDAYS.......................................................................62
               2. BONUS DAY PROGRAM .....................................................................62
         V C. LEAVE OF ABSENCE PROVISIONS .........................................................64
               1. BEREAVEMENT LEAVE ......................................................................64
               2. JURY DUTY .........................................................................................64
               3. MILITARY LEAVE ................................................................................64
               4. SICK LEAVE ........................................................................................66
               5. PERSONAL DAYS ...............................................................................66
               6. FAMILY RESPONSIBILITY ..................................................................67
               7. FAMILY MEDICAL LEAVE ACT (FMLA) ..............................................67
               8. MEDICAL LEAVE .................................................................................71
               9. MATERNITY LEAVE ............................................................................72
               10. PERSONAL LEAVE ...........................................................................72
               11. CARE OF CHILDREN AND ELDERLY RELATIVES–THE
                      SMALL NECESSITIES LEAVE ACT .............................................73


SECTION VI: HEALTH SERVICES ...............................................................................74
     VI A. PHYSICAL EXAMINATION ........................................................................74
     VI B. MEDICAL EMERGENCIES OR WORK-RELATED INJURIES ..................74
            1. TREATMENT WILL DEPEND ON YOUR MEDICAL CONDITION ......74


SECTION VII: FACILITIES & SERVICES ......................................................................76
     VII A. FACILITIES ...............................................................................................76
            1. ATHLETICS..........................................................................................76
            2. BOOKSTORE .......................................................................................76
            3. CAFETERIA .........................................................................................76
            4. LIBRARY ..............................................................................................76
     VII B. SERVICES ...............................................................................................76
            1. DIRECTORY OF EMPLOYEES ...........................................................77
            2. LOST AND FOUND ..............................................................................77
            3. IDENTIFICATION CARD ......................................................................77
            4. KEYS ....................................................................................................77
            5. MAIL/ FAX/ COPY SERVICES .............................................................77
            6. BANKING SERVICES ..........................................................................78
            7. CREDIT UNION ...................................................................................78


SECTION VIII: GENERAL INFORMATION ...................................................................79
     VIII A. AWARDS .................................................................................................79
             1. SERVICE AWARDS .............................................................................79
             2. CLUBS .................................................................................................79
     VIII B. COMMUTING ...........................................................................................80
             1. PARKING .............................................................................................80
             2. PUBLIC TRANSPORTATION ..............................................................80


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WIT Employee Handbook                                                         Table of Contents


                 3. MBTA PASSES ....................................................................................80
                 4. CARPOOLS .........................................................................................80
         VIII C. EMERGENCIES AND INCLEMENT WEATHER .....................................82
                 2. FIRE EMERGENCIES ..........................................................................83
                 3. SAFETY—OSHA ..................................................................................83
                 4. PUBLIC SAFETY .................................................................................83
         VIII D. DIRECTIONS TO WENTWORTH ............................................................84


APPENDICES ................................................................................................................85
    APPENDIX A: ELIMINATION OF SEXUAL HARASSMENT AND
         UNLAWFUL DISCRIMINATION IN THE WORKPLACE ..........................85
         1. INSTITUTE POLICY .............................................................................85
         2. SEXUAL HARASSMENT .....................................................................85
         3. UNLAWFUL DISCRIMINATION IN EMPLOYMENT ............................91
         4. DISCLAIMER .......................................................................................91
    APPENDIX B: DRIVER SAFETY AND MOTOR VEHICLE USE POLICY ..........93
         1. DRIVER QUALIFICATIONS .................................................................93
         2. DRIVER AND PASSENGER GUIDELINES .........................................93
         3. MOTOR VEHICLE RECORDS (MVR) CRITERIA ................................94
         4. VEHICLE MAINTENANCE AND INSPECTION CERTIFICATION .......95
         5. DRIVING ACCIDENTS .........................................................................96




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WIT Employee Handbook                                                     Overview



OVERVIEW OF WENTWORTH INSTITUTE OF TECHNOLOGY
Arioch Wentworth, a Boston merchant, attributed his success to his early training
in mechanics. His strong belief in education and training motivated him to leave
the major portion of his estate for the establishment of a school of technology,
"furnishing education in the mechanical arts." To this end, Wentworth Institute
was founded on April 5, 1904, and has since continued to offer education in
technology.

THE MISSION
Wentworth’s mission is to develop, support, and sustain high quality educational
programs in the fields of architecture, design, engineering, technology, and the
management of technology, that are nationally recognized and accredited, in a
learning environment that is both caring and rigorous. To this end, Wentworth
will engage talented and dedicated faculty and staff who will provide state-of-the-
art instruction based on their creativity, scholarship and innovation. Wentworth
will further support this environment with modern instructional facilities, academic
resources, co-curricular programs, and athletic team-building opportunities as
befits a private, independent institution whose emphasis is teaching. Wentworth
recognizes and values the diversity of its student population, and is committed to
ensuring that a quality educational experience is provided to all, and that
students will be provided with the opportunity to fulfill their potential as innovative
technical problem-solvers, life-long learners, and potential leaders in their
industries and communities. Wenworth affirms the values of its founder,
emphasizing that the goal of the practicing professional is to conduct one’s
affairs with honesty, to provide a full measure of effort for the client, to deliver
products and services which conserve resources, and to do so with purpose and
order.

THE ORGANIZATION
To accomplish its mission, Wentworth is structured with academic departments
and divisions. The academic departments include Applied Mathematics and
Sciences, Architecture, Design & Facilities, Civil/Construction/Environment,
Electronics and Mechanical, Computer Science Systems, Humanities/Social
Sciences/Management and the Division of Professional and Continuing Studies
(part-time programs).

The Student Affairs and Enrollment Management divisions are responsible for
providing services to enhance the learning environment. The Business &
Finance and Institutional Advancement divisions assist all divisions in developing
relationships and resources that in turn will enhance the ability of Wentworth to
provide a quality education at a reasonable cost.




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WIT Employee Handbook                              Section I: Institute Policies




                   SECTION I: INSTITUTE POLICIES


I A. EMPLOYMENT POLICIES

1. NONDISCRIMINATION POLICY
Wentworth Institute of Technology reaffirms its policy of providing equal
opportunity in education and employment for qualified persons in accordance
with federal, state and local regulations. Wentworth Institute of Technology does
not discriminate on the basis of race, color, national or ethnic origin, sex
(including same sex), sexual orientation, pregnancy, childbirth, or related medical
conditions, religion, genetic information, age, disability or handicap, citizenship
status, service member status or any other category protected by law in the
administration of its hiring and employment policies. No person shall be denied
any of the above-stated considerations solely on the basis of being a disabled,
but otherwise qualified, individual. Wentworth is also committed to equal
opportunity in the employment of veterans and Vietnam-era veterans.

This policy extends to all rights, privileges, programs and activities including
admission, employment, educational and athletic programs and relates in part to
requirements of federal law including Title VII of the Civil Rights Act of 1964, Title
IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act
of 1973, and Section 2012 of the Vietnam Era Veteran's Readjustment
Assistance Act of 1974 and regulations thereunder.

2. EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
In accordance with state and federal laws, Wentworth maintains affirmative
action plans as appropriate.

3. AMERICAN WITH DISABILITIES ACT (ADA)
In accordance with the Americans with Disabilities Act (ADA), Wentworth
Institute of Technology will make reasonable accommodation for a qualified
applicant or employee with a disability to enable such person to perform the
essential job functions and/or enjoy the benefits and privileges of employment,
so long as such accommodation does not impose an undue burden on the
Institute. To be protected by the ADA an employee must have a "disability," as
defined by law, and be qualified to perform the essential functions of the position
with or without a reasonable accommodation by Wentworth. Under the ADA a
disability is a physical or mental impairment that substantially limits one or more
major life activities. A disability also includes having a record of such impairment,



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WIT Employee Handbook                            Section I: Institute Policies


or being regarded as having such an impairment. Major life activities include
functions such as caring for one self, performing manual tasks, walking, seeing,
hearing, speaking, breathing and standing. If you feel you may need a
reasonable accommodation you should request one by contacting the Human
Resources office. All requests are processed by the Human Resources office
and not by individual departments or supervisors.

4. DISCRIMINATION AND SEXUAL HARASSMENT
All complaints regarding sexual harassment or discrimination should be brought
to the attention of the Vice President of Human Resources /Affirmative Action
Officer. Wentworth has established a procedure for investigation and complaint
review. All complaints will be investigated in a prompt manner.

Discrimination and harassment infractions are subject to disciplinary review.

See the Appendix of this handbook for complaint procedures.

5. SEXUAL HARASSMENT PROHIBITED
The success of Wentworth is based upon a fundamental commitment to
treating all persons with dignity and respect. All faculty, staff and
students have a right to work and study in an environment free of sexual
harassment. Sexual harassment is a form of discrimination as defined by federal
law, section 703 of Title VII of the 1964 Civil Rights Act, and as amended by the
Equal Employment Opportunity Act of 1973, as well as under Massachusetts
General Law Chapter 151B and other laws.

Wentworth will not tolerate sexual misconduct on the part of any employee,
student or associate which has the effect of:
    substantially interfering with an individual's work performance
    creating an intimidating, hostile, humiliating or offensive working
      environment
    interfering with the educational/work process
    denying any qualified individual equal educational/employment opportunity

6. EMPLOYMENT OF FAMILY MEMBERS—NEPOTISM
Wentworth encourages employees to refer qualified individuals for employment.
Employment decisions are based on merit, qualifications, experience and
abilities. Wentworth will employ qualified relatives of current employees but only
under certain conditions which Wentworth believes are appropriate to avoid the
appearance of impropriety. No individual shall be employed in a department or
unit under the supervision of a relative who has or may have a direct effect on
the individual’s progress, performance or welfare at Wentworth. Similarly, no
employee shall directly supervise, have immediate hiring authority over, approve
budget requests for, approve time sheets for, or participate in any way in the



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WIT Employee Handbook                            Section I: Institute Policies


performance evaluations of a relative. All employees who accept positions at
Wentworth in which they are required to perform any of these tasks with respect
to a relative must notify the Human Resources Department immediately.

7. PERSONAL RELATIONSHIPS
Sexual or romantic relationships between employees and students are strictly
prohibited. Sexual or romantic relationships between employees at different
levels of authority at Wentworth are strongly discouraged because such
relationships often cause substantial problems for both Wentworth and the
individuals involved. These relationships may affect the morale of faculty or staff
by fostering actual or perceived favoritism. In addition, the different levels of
authority between the parties increase the risk of abuse or harassment. For
these reasons, neither party to a sexual or romantic relationship may participate
in formal or informal supervision, review or evaluation of the other. Wentworth
will also alter the work responsibilities of parties to a sexual or romantic
relationship to limit, within Wentworth’s discretion, the professional contact
between those parties. Wentworth expects all faculty and staff to act with
discretion and maturity in their workplace relationships.




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WIT Employee Handbook                            Section I: Institute Policies



I B. SMOKING AND SUBSTANCE ABUSE POLICIES

1. TOBACCO-FREE POLICY
Wentworth Institute of Technology is committed to providing a healthful
environment for students, faculty, staff and visitors. Recognizing that smoking
and inhaling smoke are health hazards, Wentworth prohibits smoking in all parts
of the Institute. The implementation of this policy is in accordance with
Massachusetts General Law, Chapter 270, Section 22.

Wentworth joins with the American College Health Association (ACHA) in
supporting the findings of the Surgeon General that tobacco use in any form,
active and passive, is a significant health hazard. Wentworth further recognizes
that environmental or second-hand tobacco smoke has been classified as a
Group A carcinogen by the United States Environmental Protection Agency.
Wentworth supports the health goals of the U.S. Public Health Service (USPHS)
to reduce the percentage of adults who use tobacco products, and to positively
influence our community by helping people to remain or become tobacco/smoke-
free. Research has shown that the promotion of a tobacco/smoke-free
environment has led to substantial reductions in the number of people who
smoke, the amount of tobacco products consumed, and the number of people
exposed to environmental or second-hand tobacco smoke.

The academic campus of Wentworth Institute of Technology will be a tobacco-
free community as of Sunday, August 26, 2007 at 5:00 p.m.

1. The sale, sampling or advertisement of all tobacco products or their use shall
be prohibited on the Wentworth campus and in all Wentworth publications.

2. All members of the Wentworth community, including visitors and vendors
working on campus, are expected to comply with this policy. This policy relies on
the consideration and cooperation of tobacco users and non-users.

3. Enforcement of the policy is the responsibility of each member of the
Wentworth community. Faculty, staff, and/or students are expected to enforce
the policy for their facilities and/or sponsored activities.

4. Violations of this policy are covered by existing faculty and staff employment
policies and the Student Code of Conduct and as such will be responded to
within the realm, responses, and consequences allowed by those policies or
regulations.

             From August 26, 2007 until September 14, 2007, individuals found
              violating the Tobacco-free Policy will be reminded of the policy and
              asked to discard their tobacco product.



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WIT Employee Handbook                            Section I: Institute Policies


             After September 14, 2007, individuals found violating the Tobacco-
              free Policy will be reminded of the policy, asked to discard their
              tobacco product, and forwarded to the appropriate office for
              disciplinary follow-up.

Please be advised, resident students will be permitted to use tobacco products
on the residential campus at the designated receptacles only. Although the
Institute does not support the use of tobacco, it recognizes that the campus is
home to many students and is concerned for the safety of students if required to
leave campus at night to use tobacco products. This compromise will be
revisited if members of the Wentworth community are found abusing this policy.
For further information, please contact the Human Resources office or the Office of
Wellness Education.

2. ALCOHOL AND DRUG ABUSE POLICY
Wentworth recognizes that alcohol and drug abuse can impair the ability of
faculty and staff to provide quality programs and services. Wentworth believes
that constructive measures to deal with these problems are possible and strongly
encourages employees with drug and alcohol problems to seek treatment.
However, Wentworth cannot and will not tolerate drug or alcohol abuse in the
workplace.

It is unlawful for employees to manufacture, distribute, dispense, possess or use
illegal drugs in the workplace or while fulfilling their job duties outside the
workplace. Employees who violate this policy may be required to participate in a
rehabilitation program and/or may receive disciplinary action up to and including
termination. Employees, as a condition of employment with Wentworth, must
abide by the terms of this statement.

Employees who need assistance in dealing with substance abuse problems are
strongly encouraged to utilize the confidential assistance and services offered
through the Wentworth Human Resources department and the Wellness Group,
our employee assistance provider. Employees may also consult with the Human
Resources Department for confidential advice and referrals through the various
insured health plans or to seek out other resources in the community.




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WIT Employee Handbook                             Section I: Institute Policies



I C. CONDUCT POLICIES

1. PROFESSIONAL CONDUCT
Each employee represents Wentworth to those people with whom he or she
comes in contact, either by telephone, in person or in written communication.
Visitors, students, parents, alumni, other employees and the general public form
their impressions of Wentworth by the courtesy with which their requests are
received, as well as by the quality of the services rendered. Courtesy is not only
expected, it is an essential part of an employee’s duties.

Employees are asked to maintain a professional appearance. Employees should
adhere to the guidelines indicated by the Department Head or supervisor.

2. CONSULTING AND PROFESSIONAL ACTIVITIES
Faculty, staff and administrators are encouraged to participate in professional
activities as a means of improving not only their own competence and prestige,
but the prestige of Wentworth as well.

Outside service should not be undertaken, with or without pay, if it might interfere
with the discharge of an employee’s responsibilities to Wentworth. While
engaging in these outside services, Wentworth employees have an obligation to
avoid ethical, legal, financial and other conflicts of interest to ensure that their
consulting or professional activities do not conflict with the interests and
purposes of Wentworth.

For more details, please review the Conflict of Interest provisions set forth in item
9.

3. USE OF WENTWORTH LETTERHEAD
Wentworth or departmental letterheads should be reserved for correspondence
regarding Wentworth business so that personal or professional correspondence
may not be assumed to be official Wentworth statements.

4. SOLICITATION POLICY
To protect employees from interference with their work and from direct or
inadvertent pressure, Wentworth prohibits solicitation by employees for any
cause, or distribution of literature unrelated to Wentworth programs or events,
during working time. In addition, an employee who is at lunch or on break may
not solicit any employee who is on working time. Non-employees may not
distribute literature or solicit employees on Wentworth property at any time.
Exceptions to this policy may be granted by the prior written approval of the Vice
President of Human Resources.




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WIT Employee Handbook                            Section I: Institute Policies


5. CONFIDENTIAL INFORMATION
While employed at Wentworth, an employee may have occasion to work with
confidential information including student records. It is the employee's obligation
to keep such information in strict confidence and not to divulge it to family,
friends, co-workers or any other third parties without express consent from
Wentworth.

6. PERSONAL TELEPHONE CALLS
Personal calls (incoming and outgoing) should be limited to essential matters
and should be of short duration. Wentworth should be reimbursed for personal
calls, including taxes.

7. STATUS CHANGES
It is the responsibility of each employee to inform his or her supervisor and the
Human Resources Department of any change in personal status such as a
change of address, telephone number, marital status or number of dependents.
A change in personal status may also require a change in health and dental
insurance coverage, pension and life insurance beneficiaries, and/or W-4
exemptions. Contact the Human Resources Department for appropriate forms.
The employee should notify the Human Resources Department at least sixty
days prior to the date the employee and/or the employee's spouse reaches 65
years of age (for Medicare information), or when a child reaches 19 years of age.
Children who reach 19 years of age and are not full-time students are eligible to
participate in the group health plan for thirty-six months in accordance with
COBRA regulations.

Attendance at seminars, completion of courses, and the obtainment of a degree
are other examples of information that is recommended to be on file with the
Human Resources Department.

8. COMPUTER CODE OF ETHICS
Employees who use the Wentworth computer facilities assume the responsibility
to see that these resources are used in an appropriate manner as set forth in
Wentworth’s Acceptable Use Guidelines: http://www.wit.edu/helpdesk/use.html.
Misuse of computer facilities is considered to be a form of dishonesty and may
be a violation of law if data or the progress of other computer users are
disturbed.




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WIT Employee Handbook                            Section I: Institute Policies


Users must comply with these points.
   Users will not examine or use someone else's file or output or employ
      someone else's user name under any circumstances. Attempts to
      circumvent the protective mechanisms in the computer system may be
      considered violations of Wentworth policy.
   Users may not deliberately attempt to degrade system performance or
      capability.
   Users may not enter material that Wentworth may consider obscene or
      offensive. This includes messages in the electronic mail system.

Wentworth reserves the right to access and review, within its discretion and
without notice, all records and files on Wentworth’s computer system, including
electronic mail.

For Wentworth’s e-mail policy, please see the following link:
http://www.wit.edu/snippets/admin/email_policy.htm.

Violation of the computer policy may result in discipline and/or discharge.

9. CONFLICT OF INTEREST
It has been and shall continue to be the policy of Wentworth Institute of
Technology that all officers and employees avoid any conflict or appearance of
conflict between their personal interest and the interest of Wentworth in dealing
with an organization or individual having or seeking to have any business
relationship with Wentworth.

a. Definition
A Wentworth officer or employee shall be deemed to have a conflict of interest if:
     The individual is an officer, trustee, director, partner, employee or agent
       of, or has a 5 percent or greater interest in, an entity involved in a
       transaction with or affecting Wentworth.
     The individual is aware that a member of his or her family (spouse,
       parents, children, siblings or anyone living in the same household) is an
       officer, trustee, director, partner, employee or agent of, or has a 5 percent
       or greater interest in, an entity involved in a transaction with or affecting
       Wentworth.
     Without regard to the previous statements, the individual’s duties to
       Wentworth are or might appear to be impaired by an existing or potential
       financial interest.
     The individual supervises or participates in a decision affecting a relative
       of the individual.

b. Guidance for Avoidance of Conflict of Interest
All employees of Wentworth:



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WIT Employee Handbook                             Section I: Institute Policies


      Are charged with fidelity in the performance of their duties and should
       conduct themselves in such regard solely for the purpose, benefit, and
       interest of Wentworth, wholly free from the influence of personal
       consideration or relationship.
      Have a duty to Wentworth to negotiate with third parties to make
       recommendations with respect to such negotiations or to pass judgment
       on such negotiations, wholly free from the influence of any personal
       considerations.
      Should not accept for themselves or the benefit of any relative or friend
       any payments, loans, services, favors involving more than the ordinary
       social amenity or gifts of more than token value from any person or
       organization doing or seeking to do business with Wentworth.
      Should not perform work or services, outside the course of their normal
       employment by Wentworth, for an organization doing or seeking to do
       business with Wentworth.
      Should devote their best efforts to the furtherance of Wentworth’s mission
       during the course of their employment. Outside employment or personal
       commitments which interfere with this are inappropriate.

c. Compliance
Before any action is taken by an individual on behalf of Wentworth where an
actual or potential conflict of interest may exist, the individual will promptly make
full disclosure to his or her supervisor and refrain from acting unless written
approval is received from the cognizant Vice President and the Vice President of
Business & Finance. The individual’s supervisor will coordinate this action.

10. WHISTLBLOWER AND ANIT-RETALIATION POLICY
Wentworth Institute of Technology (the Institute) is committed to compliance with
all applicable laws and all officers, faculty members, staff members, employees,
consultants, students and parents of the Institute should feel safe to report
without fear of reprisal any concerns that are reasonable and made in good faith
relating to the Institute’s financial, accounting or audit matters, and/or to
violations of law, statutes or regulations. It is a violation of this Policy for
anyone, acting on behalf of the Institute, to retaliate against an individual who in
good faith reports a possible violation of this Policy.

Complaints that are otherwise covered by other Institute policies or procedures
tailored to address the matters complained of, such as (by way of example only)
the Harassment Policy and Discrimination Policy, are not covered by this Policy,
which does not replace them, and such concerns will continue to be addressed
in accordance with the procedures set forth in those other policies or procedures.

As part of its commitment to financial accountability and legal conduct, the
Institute expects its employees, consultants and constituents to bring to the



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WIT Employee Handbook                               Section I: Institute Policies


attention of Wentworth’s senior management any concerns about the Institute’s
financial, accounting or audit matters, and/or about violations of law, statutes or
regulations, or about known or reasonably suspected violations of this Policy.
Such complaints include, but are not limited to, suspected improper accounting,
internal accounting controls or auditing. Complaints should be made according
to the following procedure:

1.     Notification

      a) Whom to Notify. Individuals with a complaint or knowledge of a
complaint should promptly notify the Institute. The following people should be
contacted:

The Institute’s Vice President for Human Resources (AVP HR) is the primary
contact.

 An individual with a concern may also feel free to contact the Institute’s
independent auditor:

Michael Burns, CPA
Tofias PC
350 Massachusetts Avenue
Cambridge, MA 02139
Ph: 617-761-0600
Fax: 617-761-0601

Anyone receiving notification within the scope of this Policy shall, as appropriate,
immediately report such receipt to the Chair of the Audit Committee, who will in
turn report, as appropriate, to the Board of Trustees.

Because failure to report criminal activity can itself be understood to condone the
crime, individuals should come forward with information about any such activity,
without regard for the identity or position of the suspected offender. Failure to
report knowledge of wrongdoing may result in disciplinary action against those
who fail to report.

b)      Form of Notice. The notification should specify in reasonable detail the
nature of the complaint and the persons involved in and with knowledge of the
violation. It should be accompanied by any supporting documentation.
Notification should be made in writing so as to promote a clear understanding of
the issues raised, but also may be made orally. Notifications which are in writing
may be made anonymously.

2.      Investigation and Confidentiality - The Institute will investigate reports of
violations and all those involved are required to cooperate with such


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WIT Employee Handbook                              Section I: Institute Policies


investigations. An investigation may in some circumstances mean that the
Institute cannot promise complete confidentiality, but it will act as discreetly as
reasonably possible, providing information to individuals on a “need to know
basis.” When the Institute completes its investigation and if it concludes that
there is a problem, it will promptly take corrective action. The Institute will report
on its actions to the person having made the report.

3.       Prohibition Against Retaliation - The Institute will not discriminate against
or discharge individuals for their reasonable, good faith allegations or
participation in any investigation, or their reasonable, good faith efforts to ensure
the Institute’s compliance with law, and it will strongly discipline anyone who
threatens or retaliates against such individuals. Such prohibited retaliation
includes, but is not limited to, termination, demotion, suspension, harassment,
failure to consider for promotion, or any other kind of discrimination. Individuals
should act reasonably and in good faith during any complaint and investigation
process.

4.     Acting in Good Faith - A person filing a complaint concerning a violation or
suspected violation of this Policy must be acting in good faith and have
reasonable grounds for believing the information disclosed indicates a violation
of the Policy. 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.




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WIT Employee Handbook                            Section I: Institute Policies



I D. GENERAL POLICIES

1. FIREARMS/WEAPONS POLICY
Employees, students and visitors to the campus (excluding campus police
officers and members of the rifle team) are strictly prohibited from carrying any
loaded or unloaded weapons on campus (e.g., knives, guns, explosives, etc.) in
accordance with Massachusetts law.

2. PERSONAL PROPERTY
Any personal property brought onto the premises is done so at the owner's
risk. Wentworth’s insurance protects only property owned by Wentworth. Care
should be exercised to protect personal property and to see that items of value
kept in offices are covered under the employee's own insurance. Many
homeowner policies will provide such protection.

3. WENTWORTH PROPERTY
Wentworth retains the right to access any desk, locker, cabinet, tool chest,
vehicle or other object or space used or leased by Wentworth and located on
Wentworth’s premises even if locked, either with or without permission and/or
knowledge of the employee customarily using such object or space. Use and
possession of Wentworth property is subject to the approval of the immediate
supervisor and/or Department Head. Unauthorized use or possession of
Wentworth property will be subject to disciplinary action. Similarly, Wentworth
retains the right to access and review, within its discretion and without notice,
any computer file, including e-mail, backup files and voicemail files maintained
on any Wentworth computer or voicemail system.

4. USE OF COMPANY VEHICLES
Students may not use Wentworth vehicles. Any use of Wentworth vehicles by
employees is conditional upon the driver's possession of a valid U.S. driver's
license, verified by the Human Resources Representative or his/her designee
initially and at the start of each fiscal year on July 1st. A photocopy of the
employee's drivers license must be filed with the Human Resources
Representative. All accidents involving Wentworth vehicles, no matter how
minor, must be reported to the Public Safety Department at Wentworth as soon
as possible.

5. POSTING OF NOTICES
Individuals are not allowed to post notices of any kind without the prior approval
of an authorized Wentworth administrator. The notice needs to be initialed by the
approving authority and include the duration of posting period (usually for 1-2
weeks). Notices are to be placed on approved bulletin boards only. Unauthorized
or inappropriately placed materials will be subject to removal.



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WIT Employee Handbook                              Section I: Institute Policies


6. TRAVEL POLICY
A complete travel policies and procedures manual is available from the Business
Services Department.

All official business travel must be approved in advance by the employee’s
Department Head or Division Head. Information regarding the dates of departure
and return, destination and purpose of the travel must be filed with the
supervisor.

For attendance at a professional meeting, convention or seminar, it is necessary
to complete the "travel authorization and reservation form" prior to making
reservations.

a. Travel Expenses Reimbursement
For travel by personal car, consult the Business Services Department’s travel
handbook for the reimbursement rate per mile. In addition, parking and toll
expenses may be reimbursed (receipts required). Citations, traffic and parking
violations, and repairs may not be reimbursed. The employee must maintain
adequate auto insurance by law.

Upon completion of the trip a travel expense voucher form indicating expenses
such as transportation, lodging, meals, etc. needs to be completed for
reimbursement. Receipts for expenses must be attached to this document. The
documentation is submitted to a Department Head, Dean, or Vice President for
review and approval. The Controller’s Office will issue a check to the employee
for the expenses that may be reimbursed, less any cash advance.

b. Travel Accident Insurance
All Wentworth employees are protected by accident insurance coverage while
traveling on official Wentworth business. The accident coverage is for the period
of official travel during regular employment. It will be in effect during the time the
person is in travel status. Suicide, loss caused by acts of declared or undeclared
war and traveling to and from places of regular employment are some of the
exceptions to this coverage. Travel which involves high-risk countries or areas,
and high-risk transportation, such as war-risk countries or private aircraft, is not
covered under this policy but requires special coverage. Therefore, the Human
Resources Department must be notified as far in advance of the travel as
possible so that arrangements can be made for the special coverage.




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WIT Employee Handbook                       Section II: Employment Policy




                 SECTION II: EMPLOYMENT POLICY


II A. EMPLOYMENT PRACTICES

1. TYPES OF APPOINTMENTS
a. Regular Full-Time Employees
A regular full-time employee is one authorized by the Human Resources
Department to work 37.5 or more hours per week. Some regular full-time
positions may be for the academic year only.

b. Regular Part-Time Employees
A regular part-time employee is one authorized through the Human Resources
Department to work more than 910 hours per year (at least 17.5 hours but fewer
than 37.5 hours per week). Some regular part-time positions may be for the
academic year only.

c. Part-Time Employees
A part-time employee works less than 17.5 hours per week. Part-time
employees are not eligible for benefits.

d. Temporary Employees/Interns
A temporary employee/intern is hired for a pre-determined period of time. Some
temporary employees may be eligible for certain benefits.

e. Cooperative Education Student Employees
A cooperative education student employee is a fully enrolled student whose
full-time cooperative work term is performed at Wentworth as part of the formal
educational program. Unlike all other categories of student workers, a
cooperative education student is eligible for holiday benefits. See Section V.

f. Work-Study Students
These students are processed through the Financial Aid Office, not the Human
Resources Department. A work-study student is a fully enrolled student of
Wentworth who performs part-time or temporary work for Wentworth and
receives payment for the work. Students are employed under the Federal
College Work-Study Program. The total amount of money they may earn each
year is determined by the Financial Aid Office. No Institute benefits are
provided.




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WIT Employee Handbook                        Section II: Employment Policy


2. HIRING PROCEDURES
a. Position Descriptions
Each job at Wentworth, filled or vacant, has a written job description. Each
employee may access their job description by utilizing the Peopleadmin system
and logging on at http://jobs.wit.edu/hr. Human Resources will create a user
account for the employee upon hire. Applicants can request a job description
from the Human Resources Department.

Writing and updating position descriptions is the responsibility of the Department
Head, and is performed through the P.A. system. Position descriptions should
be reviewed at the time of performance appraisals and at the time of a new hire
to assure they are current. Employee input is encouraged for completeness and
accuracy. All position description changes must be approved by the Vice
President of Human Resources.

Since the official position description does not rigidly define all the duties that
may be involved, supervisors may need to assign new tasks or projects as needs
of the department change. Employees should be sure they understand all duties
expected of them and should not hesitate to ask their supervisor for clarification
in this regard.

b. Job Postings
Current job openings are posted on the Human Resources bulletin board as well
as online at http://jobs.wit.edu

c. Position Titles
Every position is evaluated and assigned a title by Human Resources, and
occasionally with the assistance of outside consultants. Evaluations are made of
all new positions and existing positions which have changed.

The purpose of the evaluation is to analyze the content of a position and to rank
it relative to other positions.

The following factors are used in the evaluation.
    Knowledge. The minimum education, training, specific skills and
       experience needed to perform the job.
    Supervision. The degree of responsibility assumed for directing the work
       of others. It includes both the number of people supervised and the scope
       and variety of activities and skills supervised.
    Complexity. The degree of judgment, problem solving, analysis, initiative,
       innovation and creativity inherent in the position. The extent to which
       uncertainty, as opposed to established routines, is part of a position adds
       to its complexity.




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WIT Employee Handbook                          Section II: Employment Policy


      Impact. This factor measures the effect on Wentworth of the actions for
       which a position is responsible. The importance of the position relative to
       Wentworth achieving its goals, and the degree of autonomy and
       accountability associated with the position add to impact.

Assigning a title to positions is done as objectively as possible. The position
content, not personal performance, is measured. The final ranking of a position
is therefore not a measure of an employee's ability nor personal worth to
Wentworth. This is measured through performance appraisals.

d. Pay Ranges
Pay ranges are reviewed each year to consider changes in economic conditions
both external and internal. Pay ranges are discretionary and subject to the
approval of the President's Advisory Council and the Board of Trustees.

Employee performance, education and experience influence the salary paid.

e. Screening Applicants
Applicants undergo several screening steps, which may include formal
applications, interviews, testing, and personal and employment reference
checks. These steps are coordinated through the Human Resources
Department. The decision to hire or not to hire is a joint one involving the
Department Head, Division Head and Human Resources.

All recruiting efforts are coordinated by the Human Resources Department, the
only department authorized to place recruitment advertisements or register
position openings with other organizations.

All applicants must apply to our online application site at http://jobs.wit.edu
This includes current employees applying for promotions or transfers.

A final decision on which candidate to hire is made by the hiring department in
consultation with the Human Resources Department.

Hiring departments are not authorized to extend either written or verbal offers of
employment without the written approval of the appropriate member of the
President's Advisory Council and the Human Resources Department.

1) Security Clearance
It may be necessary for certain personnel to obtain a security clearance as a
condition of employment.

2) Employment Authorization
All candidates for hire are required by law to provide the Human Resources
Department with documentation of their citizenship, work permit and/or


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WIT Employee Handbook                        Section II: Employment Policy


authorization to accept employment in the United States within three business
days of their starting date.

The employee is required to complete various forms and furnish certain required
items of information pertaining to his/her personal and professional background.

f. Re-Employment
Former Wentworth employees who apply for re-employment more than three
months after their latest employment with Wentworth ended shall be considered
as new applicants.

g. Orientation of New Employees
New employees will receive an explanation of the benefits and policies and
procedures at Wentworth at a bi-monthly benefits overview. The President’s
Welcome orientation is held once each semester.

It is the supervisor's and the employee’s shared responsibility to become familiar
with, among other things:
      the employee's job duties and responsibilities
      the policies and procedures of the department
      lunch hours, reporting of absences
      the overall function of the department
      the quality of services the department provides to the campus community
      the physical layout of the office, the building and all other related work
         areas




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WIT Employee Handbook                           Section II: Employment Policy


II B. CURRENT EMPLOYEES

1. EMPLOYEE IDENTIFICATION
All employees should carry a Wentworth photo identification (ID) card on their
person while on campus. A photo ID may be obtained at the Communication
Center.

2. PERSONNEL RECORDS
A file of each employee's employment record is maintained in the Human
Resources Department. Included in the file are employment application data,
performance appraisals, salary records and other documents related to the
individual's employment or required by law.

3. CREDIT INFORMATION
Whenever the Human Resources Department receives requests for credit
information from credit agencies, retail stores and banks, non-confidential
information, such as dates of employment, job title, name of department, and
other identifying information, will be verified. Confidential information will not be
given to any agency unless the employee specifically authorizes it in writing.

4. REFERENCES
References for current and former employees are given through the Human
Resources Department only. No individual employee is authorized to comment
on the performance of a former employee or provide references unless
authorization has been verified by Human Resources.

Wentworth will provide as references only the former employee’s position, title
and dates of employment, unless the former employee expressly authorizes
Wentworth in writing to disclose additional information. Wentworth reserves its
right to make exceptions to this policy, in its discretion, for exigent circumstances
such as safety, security or the prevention of crime.

5. ACCESS TO PERSONNEL FILES
Personnel records are maintained by the Human Resources Department for
administering Wentworth’s personnel program. A personnel file may contain
personal data as well as employment information. Accordingly, the Human
Resources Department regards these files as highly confidential. Dissemination
of personnel records will be monitored so that only those parties authorized by
the employee, approved administratively, or legally warranted receive it.

Each employee may review the entire contents of his/her official personnel file
during normal office hours at a time reasonably convenient to the parties
concerned and in the presence of a Human Resources representative. A request
for access to review the file shall be made in writing in advance by the individual



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WIT Employee Handbook                         Section II: Employment Policy


on a "Request to Review Personnel File" form provided by Wentworth. The
employee shall be given the opportunity to review his/her file within five (5)
business days after Wentworth receives a request form. The employee may
make copies of materials in his/her file.

Other Wentworth officials may have access to an employee's file or relevant
portions thereof when there is a reason for such review and a request for it has
been approved by the Vice President of Human Resources or his/her designated
representative. A request for access to review the file shall be made in writing in
advance by completing the "Request to Examine An Employee's Record By
Administration" form. The employee may be present during any such review of
his/her personnel file.

6. MAINTENANCE OF PERSONNEL FILES
The Human Resources Department is responsible for maintaining personnel
records, and for adding, correcting and removing materials from those records.

The Human Resources Department should be notified of changes such as:
    name, address, telephone number
    beneficiary and dependents listed in insurance policies
    marital status
    number of dependents for withholding tax purposes
    person(s) to notify in case of accident
    completion of educational courses and programs

Voluminous materials may not be placed in personnel files, but a summary sheet
referencing such materials may be placed in the file.

If an employee disagrees with any information contained in a personnel record,
the employee may petition the Director of Human Resources, in writing, to
correct or remove that information. The employee’s written statement shall then
become part of the employee’s personnel file.

Files will be maintained for at least three years after termination of employment.




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WIT Employee Handbook                        Section II: Employment Policy


7. HOURS OF WORK
a. Work Year
Wentworth operates on a fifty-two-weeks-a-year basis.

b. Work Week
Administrative, laboratory technicians, professional and
clerical personnel are employed on a 37.5-hour work week, 7.5 hours a day,
between 8:15 a.m. and 4:45 p.m., Monday through Friday. They observe an
unpaid one-hour lunch break to be taken between the hours of 11:30 a.m. and
1:30 p.m. Variations may occur to conform with the working schedules of
particular departments, and to make certain that all departments are adequately
staffed during the normal work day.

Any changes in the established beginning and ending hours must be
recommended in writing by the supervisor and approved by the Department
Head, Division Head and Human Resources. These changes are filed in the
Human Resources Office.

Unauthorized use of the facilities may be subject to disciplinary action.
Employees should notify Public Safety of their location and anticipated
hours on campus when working beyond the normal work day.

8. ABSENCES
Punctual and regular attendance is required, and is important for satisfactory
work performance. Persistent tardiness may result in loss of wages, disciplinary
action or separation. Persons unable to report for work are expected to notify
the immediate supervisor or Department Head within one hour of the beginning
of each work day. Failure to notify the supervisor may result in loss of wages
and/or other disciplinary action.

9. PERFORMANCE REVIEWS
Exempt and non-exempt staff receive a three-, six- and twelve-month
performance evaluation during the first year of employment. Salaried (exempt)
staff have a six- and twelve-month performance review during the first year of
employment. Annual performance reviews occur thereafter for both groups.
However, a supervisor may initiate a review when deemed appropriate. Annual
performance reviews are conducted each fall.

Performance evaluations are facilitated through the Peopleadmin system.

10. JOB DESCRIPTIONS
A new employee should discuss his/her job description and responsibilities with
his/her supervisor during the first week of employment to clarify expected
performance. Current employees should periodically review their job descriptions



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WIT Employee Handbook                         Section II: Employment Policy


for accuracy. It is recommended that this occur during the annual performance
review.

11. REQUESTS FOR POSITION REVIEW
Anyone feeling that their position duties and requirements have changed
sufficiently to warrant a new evaluation should speak to their supervisor. A
specific questionnaire available in Human Resources is to be completed by the
employee and the supervisor and should be reviewed by the appropriate Vice
President. Upon receipt of the position evaluation questionnaire, the Human
Resources Department will review the title request.

12. SALARY REVIEW
Salaries are reviewed annually in the fall after the annual performance
appraisals. Based on guidelines from the Board of Trustees, increases may be
awarded. Increases generally become effective January 1. Raises are awarded
principally on performance/merit.

13. PROMOTIONS
Wentworth encourages its employees to seek positions of greater responsibility
through promotions and/or transfers. Vacancy listings are posted on the Human
Resources bulletin board. Normally, these positions are posted for a minimum of
five working days. Employees may apply for any position posted for which they
feel qualified. All applicants must fill out the position application forms available
from Human Resources as well as applying to our online application site at
http://jobs.wit.edu. Promotions and transfers will be with equal opportunity for all,
without regard to race, color, religion, sex, sexual orientation, age, ethnic or
national origin, veteran status, or disability, but otherwise qualified.

14. CAREER DEVELOPMENT
An employee who would like assistance in evaluating his/her future career
opportunities at Wentworth has several options available. Options include: a)
discuss career development with the supervisor or Department Head; b) meet
with Human Resources; or c) participate in the Wentworth-sponsored tuition
assistance program by taking courses at Wentworth or another institution.

15. PROGRESSIVE DISCIPLINE
The purpose of progressive discipline is to correct or improve job-related
performance or behavior. For discipline to be progressive in nature, it should
involve the least severe action necessary to correct undesirable behavior and
move to increasingly more severe measures only if the problem is not corrected.
The steps of discipline usually will follow a sequence of a verbal warning, written
warning, suspension, demotion or discharge. Immediate suspension or
discharge may be required for major infractions, repeated violations, or safety
concerns. Discipline at this level must be authorized by Human Resources.



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WIT Employee Handbook                         Section II: Employment Policy


Progressive discipline is imposed at Wentworth’s discretion. Employees are not
entitled to any particular sequence or level of disciplinary sanctions.

a. A Verbal Warning
A verbal warning is any instance in which a supervisor verbally warns an
employee about inadequate work performance, violation of Wentworth rules or
practices, or a failure to follow work orders. A length of time for improvement is
generally specified. The supervisor should make note of this warning in his/her
records.

b. A Written Warning
A written warning should describe the performance problem, an explanation of
what Wentworth expects of the employee in the future, and a statement of
consequences in the absence of improvement. A written warning becomes part
of the personnel record, and a copy is provided to the employee. The employee
will be required to sign the statement signifying receipt of such communication. If
the employee refuses to sign the written warning, it should be noted on the form
that the employee was presented with the document but refused to sign it.

c. Suspension
Suspension involves the temporary removal of the employee from the work place
without pay for a specified period of time. In rare circumstances, suspension may
be with pay at Wentworth’s discretion. Suspension may occur for various
reasons including the following: absence without proper notice to the supervisor,
insubordination, assault, willful destruction of Wentworth property, theft, and
falsification of job applications or other Wentworth records. The employee does
not accrue vacation and sick leave benefits during the suspension. The length of
the suspension is determined by the employee’s department in conjunction with
Human Resources. Immediate suspension may be ordered when, for example,
circumstances make attendance at work dangerous to the employee or others,
when an investigation is needed, or when circumstances seriously impair the
employee's effectiveness on the job. If circumstances require an immediate
suspension, it may be verbally issued. During this suspension period, the
employee will be given an opportunity to hear the charges, review the evidence,
and offer an explanation. If the employee fails to take advantage of this
opportunity, his/her employment will be terminated.

d. Termination of Employment without Prior Warnings
Termination of employment without prior warnings may be implemented when
the action is deemed severe enough to warrant termination. See Section IIC,
Involuntary Termination.




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WIT Employee Handbook                         Section II: Employment Policy


16. GRIEVANCE PROCEDURE
a. Definition of a Grievance
While the Institute strives to have a workplace that is professional and congenial,
it realizes that, at times, conflicts arise in the workplace. This procedure is in
place to provide non-managerial employees with a mechanism to address and
resolve the situations described below that create conflict in our workplace.
Although the handbook is a guide to policies and practices and is very
comprehensive, it does not cover all possible scenarios. Accordingly, the
grievance procedure should also be used for situations that are not covered by
the handbook but fit within the grievance categories listed below.

Grievances fall into 3 categories.
   1. Violation of Wentworth written policy or procedure
   2. Any unfair or inequitable application of a Wentworth written policy or
      procedure, or
   3. Harassment or discrimination based on illegal factors. Refer to
      Discrimination and Harassment Grievance Procedure in the Appendix A.

A grievance is not:
    A disagreement with the existence or substance of a workplace policy
       (e.g., you cannot file a grievance because there is a policy prohibiting
       smoking)
    The venue to establish new policies or change old policies (e.g., you want
       Wentworth to pay 100 percent of the medical plan costs or you believe
       that vacation schedules should be determined solely by seniority)

b. Grievances Concerning Harassment or Discrimination
Situations involving harassment or discrimination based on illegal factors such as
age, color, disability, national origin, race, religion, sex, sexual orientation and
veteran status, should be reported immediately to the Vice President of Human
Resources/Affirmative Action Officer, at extension 4193. Due to the seriousness
of situations involving illegal conduct, these matters will be covered under a
separate grievance procedure found in Appendix A.

c. Union Members
Employees who are members of a union and who have a work-related grievance
should consult with their union representative and follow the grievance procedure
established by the union’s collective bargaining agreement with Wentworth for
matters covered by that agreement.

d. Informal Grievance Procedure
Most employee grievances can be resolved quickly and informally. We
encourage grievances to be brought to the attention of the employee’s
supervisor(s) and/or the Human Resources Department as soon as possible, but
no later than 30 days of the issue/incident. Normally, there will be no written


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WIT Employee Handbook                          Section II: Employment Policy


records of an informal grievance. If the matter is not resolved through informal
means, the grievance may then be pursued through the formal grievance
procedure outlined below.

e. Formal Grievance Procedure
If the informal grievance procedure is followed but unsuccessful, an employee
may pursue the matter through this formal grievance procedure. Adhering to
these guidelines will often result in a prompt satisfactory solution. The matter
may be resolved to the satisfaction of all involved parties at any of the following
steps. The grievance does not proceed to the next step if it has been
successfully resolved at an earlier step.

Step 1. Contact Human Resources for a Grievance Form. Complete and return
the form within 10 working days of receiving the form. Human Resources will
determine whether the issue/incident falls within this Grievance Procedure Policy
and if it is to proceed.

Step 2. Once Human Resources has made the decision that the issue/situation
falls within the grievance procedure, he/she forwards the Grievance Form to the
person with whom the employee had the issue/incident. After consulting with the
parties involved, a written response is provided to Human Resources within five
(5) working days. If no agreement or satisfaction is reached, the grievance is
continued to step 3.

Step 3. A Vice President or Division Head reviews the Grievance Form and the
response. He/she meets with the employee who filed the grievance, and the
person responding to the grievance and attempts to create a solution. If there is
no agreement with the suggested solution, the grievance is continued to Step 4 if
the employee submits a written request to proceed to Human Resources within
five (5) days of receiving the suggested solution.

Step 4. A.) Grievance Committee. A Grievance Committee consisting of a
representative from Human Resources and four committee members from the
pool of appointed members – one of them designated as the moderator. This
Grievance Pool consists of seven employees that the President appoints each
calendar year, one being designated as the moderator. The employee filing the
grievance selects one member from the pool and two members will be drawn at
random. Neither the moderator nor the three committee members may be a
party to the grievance or involved in the grievance issue/incident. If he/she is a
party to the grievance or involved in the incident, they will be removed from the
pool for that case only. Any committee member may recuse themselves from
participation if he/she believes she will have a conflict of interest in hearing the
grievance or has reason to believe he/she can not be fair or unbiased.
B.) Procedure. The Grievance Committee will meet as soon as reasonably
possible, but no later than 14 business days after receiving all of the material


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related to the grievance. Each party has the opportunity to present the facts to
the Committee and the Committee can ask any questions and request any
information of the parties it deems relevant to the grievance. The Grievance
Committee is closed to those not directly involved in the grievance. The meeting
is investigatory rather than adversarial.
C.) Committee Authority. The Grievance Committee is prohibited from creating
new or amending existing Wentworth policies (written or unwritten), rules and
regulations. The Committee, however, may suggest to the Vice President for
Human Resources that particular policies or rules be reviewed. The Committee
will forward its written findings and recommendations to the President.

Step 5. The President shall normally have 15 business days from his/her receipt
of the Committee’s recommendation to review it. If the President takes no action
within that period, the Moderator shall transmit the Committee’s finding to the
parties in writing as Wentworth’s final decision on the grievance and will, on
behalf of the President, take whatever actions are necessary to implement the
decision. If the President reverses or alters the Committee’s recommendation,
he/she will communicate this decision in writing to the Moderator. The Moderator
will transmit the President’s decision in writing to the parties as Wentworth’s final
decision on the grievance, with instructions for implementation.

f. General Provisions
Grievances must be brought to the informal grievance procedure within 30 days
of the occurrence of the issue/incident, except in unusual circumstances to be
determined by Human Resources. If the time limits set for advancing the
grievance are not met, the grievance will be deemed to have been settled in a
manner consistent with the recommendation at the end of the last completed
step. Requests for an extension of any time limit by a party must be made in
writing to the Human Resources Department, and no extension will be effective
unless and until the request is approved in writing. In some cases, additional
time may be required by Wentworth or the Committee or the President. In such
cases the employee will be notified by the Human Resources Department of the
additional time required.

The failure to provide a written response to the grievance, in a timely manner,
shall be construed as a denial of the grievance and the proposed resolution and
will permit the grievance to proceed to the next step if the employee wishes.




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II C. TERMINATION

1. VOLUNTARY TERMINATION (RESIGNATION)
Employees should give at least 14 days notice of resignation and 30 days when
possible. Employees who leave employment are eligible for accrued vacation
pay. The final paycheck is mailed to the individual on the next normal pay day
following the last day of employment. Employees must meet with a
representative of Human Resources to conduct an exit interview. For certain
positions, two weeks of pay is granted in lieu of notice.

2. INVOLUNTARY TERMINATION
a. A regular employee whose employment is involuntarily terminated for causes
beyond his/her control shall receive notice, or pay in lieu of notice, when laid off
for lack of work, or when there was no deliberate misconduct by the employee.

b. For causes within an employee's control, immediate termination is justified for
these and similar offenses.
     Theft or misappropriation of funds or property
     Interference or failure to cooperate with a Wentworth investigation
     Insubordination
     Intoxication
     Deliberate misuse of Wentworth property
     Violation of confidentiality
     Sexual harassment
     Drug/alcohol use or possession
     Violence
     Falsification of statements
     Deliberate conflict of interest including acceptance of gifts or money from
       clients
     Offenses that management judges to seriously threaten the well-being of
       Wentworth or any employee/student
     Job abandonment (failing to notify a supervisor of an absence from work
       lasting 3 or more days)
     Other serious infractions which are deemed to warrant dismissal

An employee may not receive notice or pay in lieu of notice when
dismissed for cause.




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WIT Employee Handbook                        Section II: Employment Policy


3. EXIT INTERVIEW
Each employee who terminates employment must meet with a Human
Resources representative. During the exit interview, benefits including COBRA
rights will be discussed.

An employee must settle all outstanding Wentworth accounts, library loans, and
computer loans, and return all Wentworth keys, ID cards, parking permits, and
other school property, including laptops, to the Department Head, the Director of
Public Safety or the Human Resources Department upon termination. It is the
Department Head's responsibility to ensure that each departing employee in
his/her department submits a resignation letter to Human Resources Office, on
or before the employee's last day of employment.




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WIT Employee Handbook                                      Section III: Payroll




                         SECTION III: PAYROLL


III A. TIME SHEETS
All non-exempt (hourly) and exempt (salaried) staff are required to submit weekly
e-time sheets approved by the supervisor. All e-time sheets are to be completed
no later than Monday at 10:00 a.m. For Monday holidays, e-time sheets should
be completed no later than the Friday before the holiday.

Department Heads will be individually notified if e-time sheets for any employee
in their departments are not completed.

III B. W-4 UPDATES
Each December, employees should complete a new W-4 form for payroll tax
deductions for the coming year. This record will be maintained in the employee's
file. Should an employee's tax status change, a new form should be completed
at that time. W-4 updates can occur at any time.

III C. PAY DAY
Paychecks are available at the Payroll Office. All employees are paid biweekly.
Checks are available on Thursdays. The Payroll Office recommends that each
employee register for IPay, online paycheck stubs.

III D. DIRECT DEPOSIT OF PAYCHECK
As a service to employees, direct deposit of paychecks to the employee's bank is
available. Employees may also participate in the Bank-at-Work program offered
by Bank of America. Bank of America provides direct deposit with no monthly
service charge and no minimum balance requirement on your checking and
savings accounts. Contact the Human Resources Department for more
information.




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WIT Employee Handbook                                      Section III: Payroll


III E. PAYROLL DEDUCTIONS
1. STANDARD AND OPTIONAL PAYROLL DEDUCTIONS
     1.  Federal and state income taxes plus Social Security (FICA)
         deductions are withheld from each paycheck, as required by law.
     2.  If participating in Wentworth group health and/or dental insurance
         plans, deductions are withheld for this coverage. Employee
         contributions are on a pretax basis when employees have elected to
         participate in Health Insurance Premium Payment Plan (Section
         125).
     3.  Participation in Wentworth’s retirement plan is available for eligible
         employees. When eligibility is established, appropriate salary
         deductions are automatic.
     4.  Participation in the Supplemental Retirement Annuity (SRA) is
         available to all employees. Employees may change their SRA
         contributions three times each year (once each semester).
     5.  Dependent Care/Health Care Flexible Spending Accounts
     6.  Life Insurance Premium, where applicable
     7.  Parking charges, where applicable
     8.  Credit Union deductions, where applicable
     9.  Union dues, where applicable
     10. United Way contributions, where applicable
     11. Others per federal or state regulations (e.g., wage garnishments)
     12. MBTA deductions, where applicable
     13. Institute and employee agreements (e.g., computer loan agreement)

2. CHANGES IN PAYROLL DEDUCTIONS
All changes pertaining to payroll deductions must be submitted in writing to the
Human Resources Department. Changes by phone will not be permitted.

III F. OVERTIME PAY
1. NON-EXEMPT EMPLOYEES
Occasionally employees are expected to work overtime, depending upon the
operational needs of the department and Wentworth.

Employees paid by the hour are covered by the Fair Labor Standards Act (FLSA)
and are eligible for overtime compensation as indicated below.

a. Overtime authorization
Overtime is assigned only under unusual circumstances and must have the prior
authorization of the Department Head.




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WIT Employee Handbook                                      Section III: Payroll


b. Overtime rate
Overtime is computed as hours in excess of 37.5 or 40 work hours per week,
depending on the normally scheduled work week. Reimbursement is at 1.5 times
the normal hourly rate.

c. Overtime payments
Each biweekly paycheck will include overtime pay for extra hours worked during
the prior work period.

d. Holiday rates
See Section V B. HOLIDAYS

2. EXEMPT EMPLOYEES
Employees who supervise others and whose duties and responsibilities are
administrative, executive or professional are exempt from the Fair Labor
Standards Act and are not eligible for overtime payments.

Wentworth Institute of Technology (WIT) will abide by Department of Labor
(DOL) regulations with regard to the processing of pay for salaried exempt staff
members.


III G. EXEMPT PAY PRACTICES
It is the policy of WIT to abide by the DOL’s FairPay rules, including those
related to payroll deductions for salaried exempt staff members. Deductions from
salaried exempt payroll will be limited to the following seven exceptions as
provided for in DOL Law 29 CFR 541.602(b):
     1. Personal absence of one day or more
     2. Absence of one or more days for sickness or disability, including workers’
         compensation, if paid in accordance with a bona fide benefits plan
     3. To offset monies paid for jury or witness fees or military pay
     4. Penalties for violating major safety rules
     5. Unpaid disciplinary suspensions of one day or more
     6. Initial or terminal week of employment if full week not worked
     7. Unpaid Family and Medical Leave Act (FMLA) leave

In the event of an improper pay deduction, WIT is committed to reimbursing the
staff member as soon as practicable once notification is received.

a. Calculating Deductions
When calculating deduction amounts allowed under the regulations, the hourly
equivalent of the employee’s full weekly salary will be used. Deductions for
violations of major safety rules will be made in any amount as provided by the
DOL’s FairPay rules.



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WIT Employee Handbook                                       Section III: Payroll


When making deductions for unpaid FMLA, WIT may pay a proportionate part of
the full salary for time actually worked. For example, if an employee who
normally works 37.5 hours per week uses 3.75 hours of unpaid leave under the
FMLA, WIT could deduct 10 percent of the employee’s normal salary for that
particular week.

b. Reporting Improper Deductions
If an employee feels their paycheck reflects an improper deduction, the staff
member should immediately notify Human Resources at ext. 4190. Human
Resources will investigate the claim. If the deduction is then found to be
improper based on the regulations, the staff member will be reimbursed as soon
as practicable, but no later than the next regularly scheduled pay period after the
error is confirmed. If Human Resources finds that the deduction is not an error,
they will follow up with the staff member’s supervisor so that the reason for the
deduction can be explained to the staff member.




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WIT Employee Handbook                                  Section IV: Benefits




                           SECTION IV: BENEFITS

IV A. MEDICAL INSURANCE PROGRAM
Wentworth sponsors a contributory voluntary group medical plan with
Massachusetts Blue Cross and Blue Shield (Blue Choice or HMO Blue). This
plan is available to all regular full-time and regular part-time employees with
regular hours of 17.5 or more. In addition, employees who live outside of
Massachusetts may elect to participate in the Network Blue New England
program.

Wentworth reserves the right to change carriers when it deems necessary.

1. ELIGIBILITY
Employees are informed about these plans upon the start of their employment.
Upon acceptance into the plan, the subscriber will receive an identification card
and a subscriber's certificate outlining the benefits. Coverage begins the day the
employee enrolls. The employee must enroll within thirty days of employment or
wait until the open enrollment period. Open enrollment is in December. During
the open enrollment period, employees can transfer to either Blue Choice or
Network Blue.
2. CONTRIBUTION
The employee's share of the premium for this insurance is paid through payroll
deductions. Currently Wentworth contributes 60 percent of the premium while
the employee pays 40 percent on each plan.

Through the Health Insurance Premium Payment Plan (Section 125) an
employee may elect each December to have his/her share of the medical
insurance payment deducted from his/her salary on a pretax basis thereby
reducing the employee's taxable income. Employees electing not to participate
must sign a waiver.

3. DESCRIPTION OF MEDICAL BENEFITS
Brochures describing the comprehensive coverage provided by Blue Cross Blue
Shield are available in the Human Resources Department.




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WIT Employee Handbook                                    Section IV: Benefits


4. TYPES OF MEMBERSHIP COVERAGE

a. Individual
   An individual membership includes the employee only.

b. Family
   A family membership includes the employee, the spouse, all unmarried
  dependent children up to age 19, unmarried children over 19 who are mentally
  or physically disabled, and children of unmarried female dependents.

1) Dependents
Unmarried dependents who are under age 23 and in full-time attendance at an
accredited educational or vocational institution may be included as dependents
on their parents' family plan. A letter from the school's Registrar’s Office verifying
full-time attendance at the school is submitted to the health plan sixty days prior
to the child's 19th birthday. The age requirement may vary depending on
insurance carrier. Consult your health care insurance pamphlet or contact
Human Resources.

When a minor, dependent child marries or when a minor reaches age 19 and is not
enrolled as a full-time student, coverage under the parent's membership ceases.
Cost of coverage is borne by the individual and is available without any waiting
period by applying directly to the health plan at least 60 days prior to the individual's
19th birthday.

a) Additions of Dependents or Spouse: Employees planning to be married should
notify the Human Resources Office at least a month prior to their date of marriage.
This notification will allow time to change from individual to family membership so
that the spouse will be covered at the time of marriage and can begin fulfilling the
terms of any waiting period if applicable.

Employees with newly born children, stepchildren, or recently adopted children
should contact the Human Resources Department as soon as possible to add
new dependents to the plan.

5. EXCLUDED MEDICAL SERVICES
No benefits are provided if the patient is eligible for benefits under Workers'
Compensation or any municipal, state, or federal law; nor will benefits be provided
for admission to a government-managed hospital such as a veteran's hospital.

6. SUBROGATION
All certificates have a subrogation section added. This does not affect the scope of
the benefits. It allows the health insurance carrier (Blue Cross/Blue Shield) to be




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WIT Employee Handbook                                 Section IV: Benefits


reimbursed for its claim payments in cases in which there is recovery from a third
party because of liability for injury.

7. COBRA (CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF
1985)
Under COBRA, all employees and their "qualified beneficiaries" covered under an
employer's group health plan have a right to elect to continue their coverage under
the plan if their coverage would otherwise end because of a "qualifying event." A
"qualified beneficiary" may be an employee covered by health or dental coverage,
his/her spouse, and/or his/her dependent children. A "qualifying event" for the
employee may include termination of employment (other than for gross misconduct),
or a reduction in hours of employment. A "qualifying event" for a dependent or
spouse may include employee's termination of employment or reduction in hours,
employee's death, a spouse's divorce or legal separation from employee,
employee's entitlement to Medicare, or a dependent child's loss of dependent status
under the plan. This coverage is available provided the employee or his/her
dependents pay the full monthly premium.

8. WAIVER
An employee may elect to waive utilization of medical coverage for himself/ herself.
Under COBRA regulations, an employee's spouse and/or dependents must
determine their own course of action regarding health coverage. An employee may
not waive the spouse and/or dependent children's rights to medical coverage.

9. CONTINUATION OF COVERAGE AFTER TERMINATION OF EMPLOYMENT
If you participate in a group health plan through Wentworth, your coverage expires
on the last day of the month in which you worked. A covered, terminated employee
may be offered continuation of coverage under conditions defined by COBRA.
Continuation of the coverage is at the employee's option and expense. The
employee must contact the Human Resources Department to complete a COBRA
option form. Spouse and dependents must indicate their desire to continue or
terminate medical benefits through Wentworth.




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10. CONTINUATION OF MEMBERSHIP AFTER AGE 65
When an employee or the employee's spouse reaches age 65, he or she may
continue to participate in the Wentworth group medical plan. The employee must
notify the Human Resources Office 60 days prior to his or her 65th birthday to avoid
interruption of benefits and to allow time to notify health carriers.

Employees have an option to purchase Medicare at age 65 without penalty. It is
recommended that all employees three months prior to reaching age 65 or within
three months after, contact their local Social Security Office to register under
Medicare A to avoid penalties when the employee retires.

Upon retirement from Wentworth, an individual 65 years of age or older must apply
for the Medicare A + B program. Wentworth will provide $108 per month for you and
your spouse towards the purchase of a supplemental medicare health benefit if you
meet the following criteria.
     Have ten years of service
     Be at least 50 years of age by December 31, 2001
     Participate in a Wentworth sponsored health plan
     Or:
     Have 19 years of service
     Be at least 40 years of age by December 31, 2001
     Participate in a Wentworth sponsored health plan

If the spouse is under 65, Wentworth will provide $108 per month towards the
Wentworth sponsored health plan.

11. DEATH OF AN EMPLOYEE WITH MEDICAL COVERAGE
If an employee covered by one of our group medical plans dies, his/her spouse and
children may continue coverage with the group for up to thirty-six months, in
accordance with COBRA regulations. The cost of the coverage is paid by the
spouse and/or dependent children.




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WIT Employee Handbook                                Section IV: Benefits


IV B. DENTAL INSURANCE

The group dental protection plan is through New England Financial. Fifty percent of
the premium is to be paid by Wentworth, and 50 percent is to be paid by the
employee.
Employees are eligible the first day of the month following date of employment. The
plan covers the following three types of service: Type I—cleanings and X-rays 100
percent; Type II—fillings and root canals 85 percent; and Type III—crowns and
bridge work 60 percent. If the employee neglects to sign up within 31 days of
employment, there is a penalty on Type II and Type III. For Type II procedures, the
penalty is a 12-month waiting period; and for Type III procedures, the penalty is a
24-month waiting period. There is a $25 deductible per year per person for Type II
or Type III or a $75 maximum family deductible per year.

The calendar year maximum for Types I, II and III expenses is $1,500 per employee
plus $1,500 for each of his/her eligible dependents. Participants in the plan are
eligible for three cleanings per calendar year. The orthodontia maximum is $1,500
per person on a lifetime basis.

Under the Health Insurance Premium Payment Plan (Section 125), employees may
elect to have their dental premium payments deducted from their salary on the
pretax basis thereby reducing their taxable income. Employees not wanting to
participate need to sign a waiver indicating that they wish to have the deductions
occur on a post-tax basis.

Plan booklets which explain the dental coverage in detail are provided by New
England Financial and may be obtained in the Human Resources Department.




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IV C. LIFE INSURANCE PROGRAM

All regular full-time and regular part-time employees are eligible to participate in our
life insurance program upon the first of the month following hire or completion of the
eligibility period indicated in the union contract.

1. WENTWORTH SPONSORED GROUP LIFE INSURANCE PROGRAM
A "Two-Times-Salary" group life insurance policy is provided for all regular full-time
and regular part-time employees. Wentworth shall pay the full premium for this
insurance so long as it falls due while the holder remains a regular full-time or
part-time employee at Wentworth. This benefit reduces by 50 percent at age 70.

2. OPTIONAL GROUP UNIVERSAL LIFE
This insurance is available to regular full-time and part-time employees actively at
work. It provides coverage in increments of $10,000. The employee is responsible
for all costs. This coverage is portable at group rates. Spouse and dependent
coverage is available as well as a savings plan option. Booklets are available in
Human Resources.




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IV D. RETIREMENT AND ANNUITY PROGRAM

All regular full-time employees and regular part-time employees working 1,000 hours
or more per year may participate in the Wentworth Institute of Technology
retirement pension program as indicated below. This program is a “defined
contribution” program under the Teachers Insurance and Annuity
Association/College Retirement Equities Fund (TIAA/CREF). Employees own
personal contracts with TIAA-CREF.

1. ELIGIBILITY
All regular full-time and part-time employees may participate in the retirement
annuity program upon completing one full year of satisfactory employment. Faculty
must complete one full year of continuous service to become eligible. The year wait
is waived if employee has been in a similar program at another institution for at least
five years and can provide documentation.

2. CONTRIBUTIONS
a. Non-exempt (hourly) employees
Wentworth will contribute an amount equal to 10 percent of the non-exempt (hourly)
employee's base salary to the annuity contract after one year of employment.

b. Exempt (salaried) employees
Wentworth will contribute an amount equal to 10 percent of the exempt (salaried)
employee's base salary to the annuity contract after one year of employment.




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WIT Employee Handbook                                 Section IV: Benefits


IV E. SUPPLEMENTAL RETIREMENT ANNUITIES (SRAs)

In addition to the contributions stated above, an employee may elect to contribute
an additional sum to increase his/her premiums in the annuity contract. A "salary
reduction" form must be completed for this purpose. This option is limited to the
amount allowed under the Internal Revenue Service regulations. Contributions will
not be subject to federal income taxes unless the monies are withdrawn early or
taken as an annuity. Early withdrawals are subject to penalties. “Salary Reduction”
agreements may be changed three times per year (once each semester).

 1. ALLOCATION OF PREMIUMS FOR RETIREMENT ANNUITIES AND SRAs
The TIAA/CREF retirement plan is divided into two parts: CREF premiums are
invested in common stocks, money market accounts, bonds, social choice options,
global equities funds, and real estate. TIAA premiums are invested in long-term
investments. Employees elect the distribution of the contributions on the
TIAA-CREF application form. If the employee would like to change his or her
allocations, he or she may call TIAA-CREF directly at 800-842-2776 to make the
adjustment or visit their web site at www.tiaa-cref.org.




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IV F. DISABILITY INSURANCE PROGRAMS

1. SHORT-TERM DISABILITY
Regular full-time employees who have completed one year of service are eligible to
participate in the Total Disability Insurance Program and receive the following
assistance during the first six months of illness. Long-Term Disability Insurance
payments become effective the first day of the month following six months of total
disability. No employee will be entitled to any more time than described below more
than once in the 12-month period following the first day of disability.

a. Wentworth Payments for Short-Term Disability
    Employees must use accrued sick and vacation days until exhausted.
    Employees who have exhausted earned sick time, and continue to be absent
      because of illness beyond three months, receive from Wentworth an interim
      monthly income of 60 percent of monthly salary base, minus Workers'
      Compensation payments if applicable. This interim monthly income is
      effective at the beginning of the fourth month of illness through the end of the
      sixth month of illness.
    The interim monthly income will not be more than $6,000 per month.

2. LONG-TERM DISABILITY
A group long-term disability insurance program through a private insurance
company is provided to replace a substantial part of an employee's income in the
event of a long-term disability.

a. Definition of Disability
"Disability" means you cannot perform each of the material duties of your regular
occupation. After benefits have been paid for 24 months, disability means you
cannot perform each of the material duties of any gainful occupation for which you
are reasonably fitted by training, education or experience. Benefits are payable for
partial disabilities, as long as there is at least a 20 percent loss of income.

b. Eligibility
All regular full-time or regular part-time employees may participate in the disability
benefits insurance program upon completing one full year of employment.

c. Cost
The premium is paid in full by Wentworth.

d. Benefits
The program provides monthly income, which begins on the first of the month
following six consecutive months of total disability and continues during such
disability as indicated.




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The Monthly Income Benefit, including any income benefits payable from Social
Security and Workers' Compensation, is equal to 60 percent of the employee's
covered monthly salary base, as of the date the disability began. However, the
Monthly Income Benefit will not be more than $6,000 nor less than $100 per month.
Also included in this monthly payment is an additional 10 percent contribution to the
employee's TIAA-CREF retirement annuity contract.

e. Termination of Long-Term Disability Insurance
Termination of the employee's insurance occurs if his/her active service is
terminated, if he/she ceases to be in a class of employees eligible for coverage, or if
the Group Policy is terminated. Termination of insurance does not affect benefits for
a total disability existing on the date of such termination. Employees may contact the
private insurer directly to convert this coverage to non-group coverage upon
termination of employment.




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IV G. DEPENDENT CARE FLEXIBLE SPENDING ACCOUNT

The Dependent Care Flexible Spending Account as part of Federal Tax Code,
Section 125 legislation allows employees to pay for certain dependent care
expenses on a pretax basis rather than a post-tax basis. Employees should project
what their annual dependent care expenses are and determine if the federal income
tax credit is better than the Dependent Care Flexible Spending Account. A good rule
of thumb is that employees with an adjusted gross family income of $24,000 or less
are better off using the income tax credit. Those making higher amounts should
consider this flexible account.

The Dependent Care Flexible Spending Account can be used to reimburse
employees for expenses they incur for dependent child care (day care), or for adult
dependent care if that dependent care is needed to allow the employee and spouse
to work or go to school full time. In both instances the dependent must be
considered dependent for tax purposes and claimed as such on one's annual tax
return.

The amount on account, which is processed through payroll, is regulated by federal
standards. The amount set aside should cover only predictable expenses since
unused amounts are forfeited at the end of the calendar year. The employee's W-2
will show the amount of dependent care expenses that were reimbursed but that
amount will not be taxed.

Each December, a letter and an enrollment form are sent to the Wentworth
community announcing the open enrollment for dependent care. Contact the Human
Resources Department for complete plan information and procedures.

HEALTH CARE FLEXIBLE SPENDING ACCOUNT
The Health Care Flexible Spending Account allows employees to pay for certain
health care expenses on a pretax basis rather than a post-tax basis. Employees
should project what their annual health care expenses are and determine they will
use that amount within the calendar year. The minimum amount that an employee
may contribute is $260/year; the maximum amount is $2600/year. Enrollment
forms are downloadable from the Human Resources webpage under the Employee
Resources tab on Lconnect. For example of eligible pre-tax health care expenses,
please visit www.flexdirect.com.



IV H. SURVIVOR BENEFIT




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When a regular full-time or regular part-time employee dies during a pay period in
which he or she was on "pay status,” the estate is paid the amount earned by the
employee to the day of death. Additional payments include the salary that would
have been earned from the day following death to the end of the pay period, plus an
amount that is equal to one biweekly pay period. The check will include pay for
unused vacation that has accrued.




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IV I. SOCIAL SECURITY (FICA - FEDERAL INSURANCE
CONTRIBUTIVE ACT)
All employees of Wentworth, except part-time students working under financial aid
programs, participate in the Social Security program. This government insurance
program provides an eligible worker with a monthly income when he/she retires.
There are also provisions for survivor benefits, disability insurance and Medicare.

The employee and Wentworth pay an equal amount towards this coverage, with the
employee's share paid as a payroll deduction. Since the rate of deduction and the
salary base for deduction are periodically revised by the federal government,
specific information about present rates and salary bases may be obtained from the
Payroll Office. Each employer is required to deduct the Social Security contribution
from an employee's base salary during each calendar year. If the employee works
for two or more employers in a given year, any deduction paid by the employee
which is above the base percentage is recoverable by the individual. The employer's
contribution is not recoverable. Social Security rates and benefits are subject to
change by federal action.

1. SOCIAL SECURITY AND AGE 65
Anyone approaching age 65 should contact the nearest Social Security Office at
least three months prior or three months subsequent to turning age 65 to enroll in
Medicare A and become familiar with the Social Security benefit system. This
recommendation is effective whether the employee is planning to retire at age 65 or
not.




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IV J. UNEMPLOYMENT INSURANCE
Employees are covered by the Massachusetts Employment Security Law, under
which the cost of unemployment insurance is financed by Wentworth. Employees do
not contribute toward any part of the cost of the unemployment insurance.

1. WORKERS' COMPENSATION
Employees who are absent because of an injury sustained on the job are covered
under the Workers' Compensation insurance provided by Wentworth Institute of
Technology. Persons so injured shall receive payments in accordance with the
Massachusetts Workers' Compensation Law.

The employee may elect to use his/her accrued sick leave for four consecutive days.
The total biweekly payments received by the employee should never be more than
the employee's regular base pay.

2. REPORTING OF OCCUPATIONAL INJURIES
Employees injured on the job, no matter how slightly, must report the injury promptly
to their supervisor or Department Head and contact Public Safety. In case of
serious injury, the Public Safety Department will arrange for transportation of the
injured person to New England Baptist Hospital or a local hospital for proper medical
treatment. See Health Services, Section VI for complete procedure.




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IV K. STATEMENT OF ERISA RIGHTS
Participants in benefit plans are entitled to certain rights and protections under the
Employment Retirement Income Security Act of 1974 (ERISA). ERISA provides that
all participants shall be entitled to the following.
     The participant may examine, without charge, in the Human Resources
        Department (and at other specified locations, such as work sites and union
        halls) all benefit plan documents (including collective bargaining agreements
        and copies of all documents filed by the plan with the U.S. Department of
        Labor, such as detailed annual reports and plan descriptions).
     The participant may obtain copies of all benefit plan documents and other
        plan information upon written request to the Plan Administrator. The
        Administrator may make a reasonable charge for the copies.
     The participant may receive a summary of the annual ERISA reports to the
        Department of Labor. The Administrator of the Plan is required by law to
        furnish each participant with a copy of the summary annual reports.

ERISA sets forth the duties of the people who are responsible for the operation of
benefit plans. The people who operate the plans have a duty to do so prudently and
in the interest of the participants and beneficiaries. No one, including the employer,
may discharge or otherwise discriminate against participants in any way to prevent
them from obtaining benefits to which they are entitled under the plans or exercising
their rights under ERISA.

If an application for benefits under a plan is denied in whole or in part, the
participant or beneficiary must receive a written explanation of the reasons for the
denial. Participants have the right to have the Human Resources Department review
and reconsider denied applications or requests on eligibility, participation or other
aspects of the operation of any plan and to have the insurance company review and
reconsider denied claims under a group insurance contract.

Under ERISA, participants may take steps to enforce their rights. For example, if a
participant requests materials from a plan and does not receive them within 30 days,
he or she may file suit in a federal court. In such a case, the court may require the
Plan Administrator to provide the materials and pay the participant up to $100 a day
until he or she receives the materials, unless the materials were not sent due to
reasons beyond the control of the Administrator.
If a claim for benefits is denied or ignored, in whole or in part, the participant may file
suit in court. If the Human Resources Department’s responsibility to remit any plan
premiums is not discharged according to the terms of a benefit plan or if a
participant is discriminated against for asserting ERISA rights, he or she may seek
assistance from the U.S. Department of Labor, or may file suit in a federal court.
The court will decide who should pay the court costs and legal fees. If the participant
is successful, the court may order the person sued to pay these costs and fees. If




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the participant loses, the court may order him or her to pay these costs and fees, for
example, if it finds the claim frivolous.

Contact the Human Resources Department if you have any questions about the
benefits plan. If you have questions about this statement or your rights under
ERISA, contact the nearest Area Office of the U.S. Labor Management Services
Administration, Department of Labor.




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IV L. EDUCATION BENEFITS

1. TUITION ASSISTANCE
In support of each employee's personal and professional development through
continuing education, Wentworth provides two tuition assistance plans: tuition
waiver for courses taken at Wentworth and tuition reimbursement for courses taken
at other academic institutions. There is also the benefit of tuition assistance for
dependents of employees. Provisions follow:

a. Employee Tuition Waiver at Wentworth
1) Plan Provisions
     All regular full-time employees, upon hire, are eligible to take up to 8 credits
       per semester for free.
     All regular part-time employees, upon hire, are eligible to take one course per
       semester for free.
     Employees are responsible for the cost of fees and other materials.
     Courses must be scheduled during non-working hours.
     Employees who have had any disciplinary action in the previous year or have
       a performance evaluation which has not met expectations will not be eligible
       to participate in the tuition assistance program.

2) Process
Interested employees may obtain a tuition assistance form from Human
Resources. Courses must be approved in advance by the Department Head and
Human Resources.

b. Tuition Reimbursement for Courses Taken by Employees at Other Schools
1) Plan Provisions and Eligibility
     After two years of regular full-time employment, employees will be eligible to
       apply for tuition reimbursement for a maximum of eight credits per semester.
     Reimbursement is up to 8 credits per semester and the value of a Wentworth
       day credit.
     Employees must be enrolled in an accredited degree program for graduate
       level courses that are directly related to their career.
     All programs must be approved by the appropriate Division Head.
     Individual courses may be approved if they are job related.
     Employees will be responsible for the cost of registration fees, books and
       materials.
     Courses must be scheduled during non-working hours.
     Employees who have had any disciplinary action in the previous year or have
       a performance evaluation which has not met expectations will not be eligible
       to participate in the tuition reimbursement program.
     Employees must receive a grade of B or better for reimbursement.



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      Fifty percent reimbursement may be paid in advance and 50 percent upon
       successful completion.

2) Process
Interested employees may obtain a tuition reimbursement form from Human
Resources. Courses must be approved in advance by the Department Head,
Division Head, and the Human Resources Office. Employees are paid 50 percent of
the course’s cost in advance of taking the course providing they submit the signed
tuition reimbursement form and proof of the cost of the course. The remaining
balance is paid when a grade of either B or better is submitted.

c. Tuition Assistance for Dependents
1) For dependent children of regular full-time employees
Minor dependent sons and daughters of regular full-time employees, who qualify for
admission, are eligible for up to 100 percent tuition assistance at Wentworth. The
sponsoring employee must have completed one full year of employment at
Wentworth. The child must begin the course of study prior to reaching the age of 23.
Proof of dependence (as defined by the IRS) may be requested.

2) For dependent children of retired or deceased employees
If an individual with ten or more years of regular full-time service at Wentworth
retires from Wentworth or dies while in the employ of Wentworth, the employee's
dependent children alive at the time of the employee's retirement or death are
eligible for 100 percent tuition assistance for courses taken at Wentworth as long as
course of study commences by age 23.

3) For spouse
The spouse of a regular full-time employee is eligible for up to 50 percent tuition
assistance for courses taken at Wentworth. The sponsoring employee must have
been employed for at least one year at Wentworth. Tuition assistance for spouses is
limited to 8 credit hours per semester.

Waiver or partial waiver for dependents is for tuition only. The sponsoring employee
or applicant is responsible for payment of all other fees and expenses related to the
course, among which are the application fee, books, and supplies.

A tuition assistance form must be obtained from Human Resources and submitted
by the sponsoring employee for the dependent child or spouse when registering
each semester.

d. Tuition Assistance for Retirees
Retirees are eligible for up to 50 percent tuition assistance for courses taken at
Wentworth.




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2. PROFESSIONAL ORGANIZATIONS AND SEMINARS
Wentworth supports employee participation in activities and programs of appropriate
professional associations. Attendance at meetings, workshops and other sponsored
programs is encouraged. Expenses for attending approved programs may be
reimbursed within the guidelines of the Wentworth travel policy and budget limits.

IV.M. OTHER BENEFITS
Employee Assistance Program
Wentworth’s EAP is administered through the Wellness Corporation. They provide
confidential assessment and referral services, and short-term counseling to help
employees and their family members work through life’s challenges. The Wellness
Corporation’s counselors are all Masters and Doctoral level, licensed or certified
professionals with many years of clinical experience. Their contact information is 1-
800-828-6025 or visit their website at www.WellnessWorkLife.com.




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WIT Employee Handbook                Section V: Holidays, Leaves and Vacations




        SECTION V: HOLIDAYS, LEAVES AND VACATIONS



V A. VACATION
All regular full-time and part-time employees are eligible for paid vacation time, with
limits indicated below. Vacations must be planned so that there is a uniform work
force in the employee’s department at all times. Generally, vacations should not be
scheduled during the first two weeks of a semester nor should they exceed 10
consecutive work days unless approved by the Department Head, the Division Head
and Human Resources. All vacations must be approved by the Department Head.

1. VACATION TIME FOR NON-EXEMPT AND EXEMPT EMPLOYEES
Each regular full-time non-exempt employee shall receive paid vacation time based
on the length of service as follows:
     Non-exempt employees who are employed less than three years earn 10
       days per year (6.25 hours/month). Exempt employees earn 15 days per year
       (9.375 hours/month).
     Non-exempt employees who are employed for at least three but less than
       eight years earn 15 days per year (9.375 hours/month). Exempt employees
       earn 20 days (12.5 hours/month).
     Employees who are employed eight years or more earn 20 days per year
       (12.5 hours/month.)
     Executive employees (Vice Presidents) earn 20 days per year (12.5
       hours/month).

2. REGULATIONS
Vacation time begins accruing on the starting date of employment.

Department Heads are responsible for maintaining complete and accurate records
on the vacation leave usage of each employee under their supervision. Department
Heads are required to report vacation leave usage on weekly e-time sheets to the
Payroll Office by 9:00 a.m. on the following Monday.

a. Earned Vacation Days—Academic Year Schedule
Regular full-time employees, as authorized by the Human Resources Department,
hired for the academic year only, shall receive prorated vacation time based on the
vacation time allotted for regular full-time employees on a 12-month-per-year
schedule.




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Generally this vacation time is taken with the approval of the Department Head. It is
recommended that the vacation be taken during the student vacation periods during
the academic year.

b. Earned Vacation Days—Regular Part-Time Employees
Vacation time for regular part-time employees who are authorized by the Human
Resources Department to work more than 910 hours per year (more than 17.5 hours
but less than full time per week) is prorated based on the vacation time allotted to
full-time employees who work a twelve-month schedule per year.

Example for a part-time employee:
The number of hours worked per week divided by 37.5 (standard full-time work
week) = X percent of full-time employment. Multiply by the hours a full-time
employee would accrue.

c. Vacation Time Accrual
Eligible employees hired on or before the fifteenth (15th) of the month will be
credited with a full month of service on the first day of the following month.

Eligible employees whose employment by Wentworth is terminating must work
through the fifteenth (15th) day of the month to be credited with a full month of
service for that month.

Vacation time is earned by the month in accordance with the employee's
anniversary date (date of hire) and must be used by the next anniversary date. For
example, if an employee's date of hire was February 1, 2004, vacation time earned
from February 1, 2004 to February 1, 2005 must be used by February 1, 2006.
Vacation may not exceed 200 hours for employees.

On a quarterly basis, Department Heads will be supplied a report detailing the
amount of vacation time that each individual employee should use by the end of that
calendar quarter. All vacation time that is not used by the end of that quarter will be
forfeited unless the Department Head makes a recommendation to carry over
vacation, and it is approved by the Division Head and Human Resources. Payment
in lieu of vacation time is not permitted.

1) Absentee Employees
An employee on an unpaid leave of absence (after exhausting all Wentworth
vacation time or sick leave), will not earn vacation or sick pay during the period of
unpaid absence.

d. Holiday—Vacation
If a holiday falls during an employee's regularly scheduled vacation, that day will be
considered as a holiday, and not as a day of vacation.



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e. Termination
An employee, who voluntarily terminates employment, will receive vacation pay in
accordance with the days earned. Financial obligations such as outstanding loans
for computer purchases will be deducted from an employee’s last paycheck.

3. VACATION ACCUMULATIONS
Accrued vacation hours are noted on the bottom left corner of each employee's pay
stub. The vacation hours accrued for a particular month are credited on the last
paycheck of that month. The hours shown are based on the most recent
e-time sheet submitted, so it is important to submit time sheets when due.

EXAMPLE:
148.00 V       104.00 S               -8.00 P

This employee has accrued 148 hours of vacation time and 104 hours of sick time,
minus eight hours of personal time. The total amount of sick time left is, therefore,
96 hours. (The minus sign that precedes the personal time indicates the number of
hours used.)




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V B. HOLIDAYS

1. STANDARD HOLIDAYS
All regular full-time employees, regular part-time employees and co-op students
performing a co-op work semester at Wentworth who worked the basic workday
immediately prior to the holiday and immediately after the holiday, are eligible for
paid holidays. If a holiday falls during scheduled vacation, the employee is eligible to
be paid for the holiday. The following holidays are observed at Wentworth subject to
change at the discretion of the President:


           New Year’s Day                    Labor Day
           Martin Luther King Day            Columbus Day
           President's Day                   Veteran's Day
           Patriot's Day                     Thanksgiving Day and the
           Memorial Day                      day after Thanksgiving
           Independence Day                  Christmas Day

A non-exempt employee, authorized to work on a regularly scheduled holiday, will
receive his/her regular daily pay plus time and one-half pay for hours worked that
day.

a. Regular part-time employees
Holiday pay is earned on a prorated basis. See the formula for vacation time
calculation on page 89.

b. Co-op Employees
Students who perform their co-op work semester at Wentworth will be paid for those
holidays that fall within that particular co-op work semester.

c. Religious Holidays
Wentworth will grant time off to those who wish to observe the accepted religious
custom of their faith. The employee must notify the Department Head in advance to
make arrangements so that the employee's responsibilities will not be neglected.
The employee may use a personal day (three personal days are allowed per year
and are deducted from accrued sick time) or a vacation day. If the employee has not
accrued a personal day or a vacation day, this time off is without pay.

2. BONUS DAY PROGRAM
This program is applicable to non-exempt employees who have achieved perfect
quarterly attendance, i.e., individuals who have used no sick time and have not been
late more than one time during the quarter. Those employees are entitled to an
extra day of pay or a day off with the approval of their Department Heads.




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V C. LEAVE OF ABSENCE PROVISIONS

Individuals taking any of the following leaves of absence are advised to
consult the Human Resources Office concerning detailed arrangements for
fringe benefits. It is the responsibility of both the employee and his/her
supervisor/Department Head to notify the Human Resources Office when a member
of their department is absent for any of the following reasons:

1. BEREAVEMENT LEAVE
Paid absence for the death of a family member is permitted up to a maximum of five
(5) working days. Family members are defined as: spouse, child, parent,
grandparent, brother, sister or other person living in the household of the employee.
Family members of the employee's spouse are included.

The employee is expected to notify his/her Department Head as soon as reasonably
possible of the amount of bereavement leave needed and the employee's
relationship to the deceased.

2. JURY DUTY
If an employee receives a summons for jury duty, he/she should notify the
Department Head as soon as possible. The Department Head or supervisor will
notify Human Resources. Wentworth will pay the difference between the jury service
pay and the employee's regular pay. A court receipt is required for payment from
Wentworth.

3. MILITARY LEAVE
a. Definition
Military Leave is an authorized absence from work which enables employees to fulfill
military obligations as members of the United States Armed Forces (including the
National or State Guard) in accordance with the provisions of applicable federal and
state laws.

b. Eligibility
All regular full-time employees and regular part-time employees who must fulfill
military obligations in the United States Armed Forces are eligible upon hire for
Military Leave.

Notice: Unless prevented by military necessity or some other exigent
circumstances, employees must give Wentworth advance notice of any Military
Leave. When possible, this notice should include expected dates of departure and
return.




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c. Length of Leave
The length of a Military Leave is determined by the employee's military obligation.
Military Leave will be granted for the period of time required under the provisions of
applicable federal and state laws. This includes military reserve unit obligations of
up to fifteen (15) calendar days in any one year.

d. Compensation
Eligible employees will be paid the difference between their regular pay and the
amount of military pay received from the government (exclusive of allowances) for a
maximum of ten (10) workdays in a calendar year. Employees are not eligible for
payment if their military pay exceeds their regular pay for the number of workdays
involved in the leave.

Employees who are required to take more than eleven (11) workdays in a calendar
year to fulfill their military obligations may charge the additional time off to accrued
vacation leave, available personal days, available compensatory time off, or an
unpaid leave of absence. In such cases, employees are subject to the provisions of
the individual policy statements to which the time is charged. Employees on
approved absences to fulfill military obligations maintain their regular benefits
provided that the absence is not taken as an unpaid leave of absence for personal
reasons.

e. Call to Active Duty
Under the Uniformed Services Employment and Reemployment Act of 1994, Military
Service Members who have been called to active duty have these rights.
     Employees may not be discharged, discriminated against or denied any
       seniority-based benefits as a result of a call to duty. They cannot be
       discharged without cause within 12 months of reemployment if their military
       service was more than 180 days; if their military service was more than 30
       days but less than 181 days, then they cannot be discharged without cause
       within 18 months of reemployment.
     Employees on Military Leave may elect to continue their medical and dental
       coverage under COBRA. Coverage is reinstated upon return from duty to
       work.
     Military Service Members who have missed less than five (5) years of
       employment due to military service, may be entitled to reemployment if they
       reapply for their jobs within 90 days of their release from active duty. Military
       Service Members will be returned to their pre-mobilization jobs or similar
       positions unless they are no longer qualified for the position or Wentworth’s
       circumstances have changed so much that it is impossible or unreasonable to
       do so.
     They will also be granted certain advancements and other seniority-based
       benefits that they would have attained through uninterrupted employment at
       Wentworth.



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4. SICK LEAVE
Regular employees who are unable to perform their usual work because of illness
are eligible for sick pay within the limits as indicated below. All regular full-time
employees are entitled to one paid sick day for each full calendar month worked.
Regular part-time employees are eligible for one half paid sick day for each full
calendar month worked. Accrued sick days are cumulative up to a maximum of
seventy working days. Paid sick time may not be used before it is earned.

Supervisors/Department Heads are responsible for maintaining complete and
accurate records on the sick leave accruals and usage of each employee under their
supervision. Supervisors/Department Heads are also responsible for accurately
reporting sick leave usage on all documents submitted to the Payroll Office and
Human Resources Department.

a. Medical Clearance
Upon return from a sick leave of four or more consecutive work days, medical
clearance from the employee’s doctor is required. This is to assure that the
employee is well enough to return to work. The employee should obtain clearance
from Human Resources before returning to work. We retain the right to ask for a
written doctor's statement and/or an assessment conducted by an independent
medical evaluator retained by Wentworth.

In the event of an independent medical evaluation, the employee, as a condition of
employment, must allow the independent evaluator access to all relevant medical
records that are in the possession of other medical personnel or institutions. As a
self-insurer of sick and interim disability pay, Wentworth may require, as a condition
of receipt of any such pay, that the employee furnish documentation of illness and
disability, permission for examination by a Wentworth appointed physician or other
appropriate medical personnel, and/or access to relevant medical records of the
scope and nature that employees claiming Workers' Compensation payments can
be required to furnish insurers.

b. Medical Emergency
If an employee is transported from Wentworth for a medical emergency, the
employee must submit a written statement from the attending physician and
obtain clearance from Human Resources before returning to work.

5. PERSONAL DAYS
A maximum of three personal days during the year may be authorized at the
discretion of the Department Head. These days are deducted from the employee's
accrued sick time. Personal days are not cumulative from year to year and must be
requested in advance. (See also the FMLA, Small Necessities Leave and Personal
Leave of Absence policies below.)



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6. FAMILY RESPONSIBILITY
Absences because of illness of a member of the employee's family may be taken as
a personal day (three per year may be deducted from accrued sick time), as unpaid
leave (see also FMLA, Small Necessities Leave, and Personal Leave policies below)
or accrued vacation time.

a. Academic Year Schedule
Regular full-time employees as authorized by the Human Resources Department,
hired for positions offered for the academic year only, are entitled to prorated sick
time based on the time provided for regular full-time employees who work on a fiscal
year schedule.

b. Absence Procedure
The employee must notify his/her immediate supervisor or Department Head of the
reason for the absence within one hour of the beginning of the employee's work day,
to be entitled to paid sick leave. The expected duration of the absence should be
given, if possible. The Department Head must notify the Human Resources Office
when an absence lasts at least four consecutive work days.

It is the responsibility of the Department Head/supervisor to (a) assure that
absences designated as sickness are for the employee's illness, (b) note the actual
time worked, and reason for absences on all e-time sheets, and (c) keep a record of
all absences. Department Heads are responsible for maintaining complete and
accurate attendance records. This includes vacation time, personal days, sick leave
accruals and usage.


7. FAMILY MEDICAL LEAVE ACT (FMLA)
In accordance with the Federal Family and Medical Leave Act (FMLA) of 1993
(revised January, 2009), Wentworth Institute of Technology has established a policy
to allow employees to take a period of leave (generally not to exceed 12 weeks) for
the care of their own serious health condition or that of specific family members as
defined under FMLA. Employees are eligible if they have worked at Wentworth for
at least one year, and/or a minimum of 1,250 hours during the previous 12-month
period. Wentworth requires that the employee use any earned sick or personal
leave, as indicated allowable below [see sections a) through d)], before taking leave
as unpaid. The employee may elect to use earned vacation time if they wish to do
so. A letter from the attending physician must be submitted to the Human
Resources Department at this time. Continuation of group health insurance will
remain the same. If the employee is unable to return to work at the end of the 12-
week period, Wentworth may consider the employee to have terminated his/her
employment unless the employee has requested and been granted an extension.
After 12 weeks, health insurance may be continued at the group rate in accordance



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with COBRA regulations (see Section IV: Benefits) if the employee pays the full
premium. Other benefits may be affected when the employee is on an unpaid leave.

FMLA leave may be granted for the following reasons:

   1. For incapacity due to pregnancy, prenatal medical care or child birth;
   2. To care for the employee's child after birth, or placement for adoption or
      foster care
   3. To care for the employee's spouse, child or parent who has a serious health
      condition
   4. For a serious health condition that makes the employee unable to perform
      his/her job
   5. Military family leave entitlements (see details below)

An employee returning from an approved medical leave of absence of 12 weeks or
less is entitled to the same or a similar position without loss of employment benefits
for which he/she was eligible on the date the leave commenced. An employee who
is on an approved leave for a period between 12 weeks and 6 months shall receive
every reasonable consideration by Wentworth in returning to his/her original position
or to a position of like responsibility and pay. However, Wentworth cannot guarantee
re-employment nor should any leave result in an employee being placed in a better
position than would have been the case had the employee remained actively
employed.

 Eligibility
All regular employees working at least 17.5 hours per week with twelve consecutive
months of service, totaling at least 1,250 hours, are eligible for a 12-week unpaid
leave of absence during a twelve-month period (see exception for military service
members below) for the birth or adoption of a child, for the serious health condition
of an employee, for the care of an employee’s spouse, child or parent with a serious
health condition or for military family leave entitlements. The twelve-month eligibility
period is a “rolling period” measured from the date the employee last used any
family or medical leave.

“Serious health condition” is defined as an illness, injury or impairment that
involves inpatient care in a hospital, hospice or residential care facility or continuing
treatment by a health care provider. Subject to certain conditions, the continuing
treatment requirement may be met by a period of incapacity of more than three
consecutive calendar days combined with at least two visits to a health care provider
or one visit and a regimen of continuing treatment, or incapacity due to pregnancy,
or incapacity due to a chronic condition.

   a) Employee or Family member illnesses:




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        For the care of a sick family member, employees may utilize their accrued
        personal and/or vacation time. For the employee's own illness, they would
        be eligible to utilize all earned sick time.

   b) Pregnancy or Parental Leave:

        For employees on pregnancy leave, they may use up to 8 weeks of
        available sick time, but may not utilize paid sick time for the remaining 4
        weeks unless advised by a physician to do so, and a physician's statement
        is presented to the Human Resources Department. Employees on
        pregnancy leave may, however, utilize their paid vacation leave during
        these last 4 weeks, or take the time as unpaid. For employees on parental
        leave, they may use up to 12 weeks of available vacation or personal time.
        During any portion of the leave that is unpaid, employees will be
        responsible for the cost of their benefits. FMLA leave will run concurrently
        with leave taken pursuant to the Massachusetts Maternity Leave Act.

   c) Adoption Leave:

        Employees must request adoption leave at least 4 weeks prior to the
        anticipated leave date, and present a copy of the official adoption papers
        when available. Employees who are the primary care giver of an adopted
        child may use up to 12 weeks of their earned vacation and/or personal time
        during the 12 week FMLA leave or take the time as unpaid. During any
        portion of the leave that is unpaid, employees will be responsible for the
        cost of their benefits.
  d) Military Family Exigency:
      Eligible employees with a spouse, son, daughter or parent on active duty or
      call to active duty status in the National Guard or Reserves in support of a
      contingency operation are eligible for 12 weeks of leave. Employees may
      use earned vacation or personal time or take leave without pay. During any
      portion of the leave that is unpaid, employees will be responsible for the cost
      of their benefits. Qualifying exigencies may include attending certain military
      events, arranging for alternative childcare, addressing certain financial and
      legal arrangements, etc.
 e) Military Service Member Illness or Injury:
      FMLA also includes a special leave entitlement that permits eligible
      employees to take up to 26 weeks of leave to care for a covered service
      member during a single 12-month period. Employees may use earned
      vacation or personal time or take leave without pay. During any portion of the
      leave that is unpaid, employees will be responsible for the cost of their




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      benefits. A covered service member is a current member of the Armed
      Forces, including a member of the National Guard or Reserves, who had a
      serious injury or illness incurred in the line of duty while on active duty that
      may render the service member medically unfit to perform his/her duties for
      which the service member is undergoing medical treatment, recuperative, or
      therapy; or is in outpatient status, or is on the military’s temporary disability
      retired list.

Regular employees working at least 17.5 hours a week with less than twelve months
of service should refer to information in this section regarding sick leaves, medical
leaves and unpaid leaves.

CONSECUTIVE VS. INTERMITTENT OR REDUCED-SCHEDULE LEAVES
Leave taken for the birth or adoption of a child may only be taken for a maximum of
twelve consecutive weeks. Leave for birth or adoption must be taken within the 12-
month period following the birth or adoption. Leaves taken for the purposes of an
employee’s own illness or the illness of an immediate family member may be taken
on a consecutive basis. The employee may also take an intermittent or a reduced-
schedule leave when medically necessary. A reduced-schedule leave is one through
which an employee works for fewer than his or her usual number of hours per
workweek or workday. When the employee takes intermittent leave for planned
medical treatments, the employer may require the employee to transfer temporarily
to an equivalent alternative position that better accommodates the recurring periods
of leave.

a. Notice of Leave
Eligible employees are required to give employers 30 days notice for foreseeable
leaves for birth, adoption or planned medical treatments. If the date of birth,
adoption or medical treatment requires leave to begin in less than 30 days, the
employee is required to provide as much notice as practicable. Employees are
required to make a reasonable effort to schedule planned medical treatment so as
not to unduly disrupt Wentworth’s operations.

 b. Designation of Family and Medical Leave
After an eligible employee gives Wentworth notice of his or her request to take a
Family and Medical Leave, Wentworth will determine if the requested leave qualifies
as a Family and Medical Leave and will inform the employee if the leave has been
designated as such. In addition, Wentworth will provide the employee with a written
notice detailing the specific expectations and obligations of the employee and
explaining the consequences of a failure to meet these obligations. The notice will
inform an employee who has requested a Family and Medical Leave whether it has
been approved, denied or conditionally approved pending medical certification.




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1) Medical Certification
Employees are required to provide Human Resources with certification from a health
care provider detailing certain specified information to justify the need for the leave
for the employee’s own illness or to attend to the illness of an immediate family
member. Wentworth may also require an independent medical evaluation at the
Institute’s expense. It is the responsibility of employees to provide periodic updates
(at least one every 30 days) to keep Wentworth informed as to the progress of their
illness or the illness of their family member. Failure to provide this documentation
could result in the denial or delay of FMLA leave.

8. MEDICAL LEAVE
All regular employees working at least 17.5 hours per week with three months of
service are eligible for a medical leave. The employee must submit a written request
for the leave of absence to his or her supervisor at least one month in advance of
the desired time off. The one-month requirement may be shortened in emergency
situations. Employee requests must include a letter from the attending physician
specifying the reason for the leave and the recommended dates of the leave.
Wentworth may also require an independent medical evaluation. The request must
be approved by the Department Head and the Human Resources Representative.
The duration of approved medical leave shall be based on the time required for full
recovery. The employee may be required to substantiate continued medical need at
any time during the leave. It is the obligation of the employee to keep in contact with
his/her supervisor and to provide written notice of the intent to return to work.

During medical leave, an employee must use all sick leave and vacation pay. Once
sick leave and vacation pay are exhausted, an employee may continue on an
unpaid leave of absence in accordance with the Family and Medical Leave Act
Policy. Family or medical leave must not exceed 12 weeks, in total, from the
beginning of the employee’s absence. A letter from the attending physician must be
submitted to the Human Resources Department at this time. Continuation of group
health insurance will remain the same. If the employee is unable to return to work at
the end of the 12-week period, Wentworth may consider the employee to have
terminated his/her employment unless the employee has requested and been
granted an extension. After 12 weeks, health insurance may be continued at the
group rate in accordance with COBRA regulations (see Section IV: Benefits) if the
employee pays the full premium. Other benefits may be affected when the employee
is on an unpaid leave.

An employee returning from an approved medical leave of absence of 12 weeks or
less is entitled to the same or a similar position without loss of employment benefits
for which he/she was eligible on the date the leave commenced. An employee who
is on an approved leave for a period between 12 weeks and 6 months shall receive
every reasonable consideration by Wentworth in returning to his/her original position
or to a position of like responsibility and pay. However, Wentworth cannot guarantee



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re-employment nor should any leave result in an employee being placed in a better
position than would have been the case had the employee remained actively
employed.

Other programs relevant to medical leave policy:
   Disability Insurance Programs (Section IV: Benefits)
   Family and Medical Leaves (Section V: Holidays, Leaves and Vacations)
   Personal Leaves (Section V: Holidays, Leaves and Vacations)

b. Consultation with Human Resources
This handbook description is only a summary of the Family and Medical Leave
policy. For a detailed description of the policy, employees should contact Human
Resources to schedule an appointment to review the policy.


9. MATERNITY LEAVE
Employees who are not eligible for eight weeks of Family and Medical Leave for the
purpose of giving birth or adopting a child may be eligible for Maternity Leave under
the Massachusetts Maternity Leave Act. To be eligible for a Maternity Leave, an
employee must have been employed by the company for at least three consecutive
months as a full-time employee before the Maternity Leave is scheduled to begin.
Eligible employees are entitled to a maximum of eight weeks of Maternity Leave for
the purpose of giving birth or adopting a child under the age of 18 or, if the child is
mentally or physically disabled, adopting such a child under the age of 23. The
Maternity Leave period will run concurrently with any Family and Medical Leave
period if the employee is entitled to Family and Medical Leave at the time the
employee gives birth or adopts a child. Employees choosing to take Maternity Leave
must give Wentworth at least two weeks written notice of the anticipated date of
departure and intention to return to work.

10. PERSONAL LEAVE
An unpaid personal leave of absence, not to exceed twelve weeks, may be granted
to regular full-time employees. The request is made in writing to the Department
Head, and is subject to the approval of the Department Head, Division Head and
Human Resources. A personal leave of absence is granted only if the work in the
department can be carried on without undue hardship, inconvenience or extra
expense to Wentworth.

Accrued, unused vacation time may be used before the personal leave begins.
Accrued, unused sick leave cannot be used for this purpose.

Once the employee reaches "non-pay" status, arrangements may be made through
the Human Resources Office for the employee to make payment to Wentworth for
the group medical, dental and life insurance in accordance with COBRA regulations.



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This is at the employee's option and expense. All other fringe benefits cease
including tuition assistance benefits.

An employee on an approved leave for 12 weeks or less shall receive every
reasonable consideration for returning to, but shall not be guaranteed, his/her
original position and status or to a position of like responsibility and pay.

11. CARE OF CHILDREN AND ELDERLY RELATIVES–THE SMALL
NECESSITIES LEAVE ACT
Massachusetts law provides that employees who have worked at Wentworth for at
least one (1) year, and have worked at least 1,250 hours at Wentworth during the 12
months preceding their first request for leave, may take 24 hours of leave per year
for the following reasons.
     Participation in school activities directly related to the educational
        advancement of their children
     Accompaniment of their children to routine health or dental appointments
     Accompaniment of an elderly relative to routine medical or dental
        appointments
     Accompaniment of an elderly relative to appointments for professional
        services related to the relative’s care, such as interviewing at nursing homes

An “elderly relative” is a person at least 60 years old who is related by blood or
marriage to the eligible employee, including parents of the eligible employee.

As with personal days, time off through a Small Necessities Leave will be deducted
from the employee’s accrued sick time. If the employee’s accrued sick time has
been exhausted, then the Small Necessities Leave time will be deducted from
accrued vacation time, or else unpaid.

This leave may be taken intermittently and in addition to the 12 weeks of leave
within a 12-month period permitted by the Family and Medical Leave Act. If
practicable, employees must provide Wentworth with seven (7) days advance
written notice before taking this leave.




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WIT Employee Handbook                            Section VI: Health Services




                     SECTION VI: HEALTH SERVICES

VI A. PHYSICAL EXAMINATION
Some positions require a physical examination, drug screen test, and/or
psychological examination to be successfully completed pending offer of
employment. Wentworth incurs full cost of the exams.

VI B. MEDICAL EMERGENCIES OR WORK-RELATED INJURIES
Should an employee have a medical emergency or should an injury occur to you or
a co-worker while on the job, immediately contact Public Safety (ext. 4400, 24-hour
coverage) for assistance. In addition, report any injury sustained while working to
your supervisor or his/her superior. Public Safety will assess the injury, provide the
necessary first aid and complete the Employee Incident Report with the assistance
of the employee. The Employee Incident Report will be submitted to the Human
Resources Department for processing and distribution to the appropriate people.
The medical assistance procedures are as follows:

1. TREATMENT WILL DEPEND ON YOUR MEDICAL CONDITION
a. If You Are Ambulatory
If you are able to walk, talk and are coherent, contact Public Safety for evaluation,
treatment and/or referral to the New England Baptist/Occupational Health
Department.

b. If You Are Seriously Injured
If you are seriously injured, an ambulance will be called by the Public Safety
Department for transportation to the nearest hospital emergency treatment room.
Extension 4444 is Wentworth's emergency telephone number.

In all cases of injury:
    1. Notify your supervisor as soon as possible. It is important that you know the
        name of the attending physician, your medical condition, when a follow-up
        visit is required, and your approximate date of return to work.
    2. The incident will be investigated by Public Safety.
    3. A report from the attending physician will be required on the day you return to
        work. This report should be presented to Human Resources. No one may
        return to work until he/she receives a written clearance from Human
        Resources. A copy of the clearance is submitted to the employee's
        supervisor.
    4. If light duty is recommended and no such duty is available, the employee may
        be sent home until his/her regular level of functioning can be resumed.




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All work injuries, no matter how slight, must be reported to the injured
employee's supervisor or Department Head. It is the responsibility of the
employee to submit an Employee Incident Report which outlines the details of
the accident. The report must be submitted within 24 hours of the incident to
the Human Resources Department after it has been processed by the Public
Safety Department.




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WIT Employee Handbook                           Section VII: Facilities & Services



                 SECTION VII: FACILITIES & SERVICES

VII A. FACILITIES

1. ATHLETICS
Athletics facilities are available to all employees, except during their normal working
hours excluding lunch hour, upon presentation of their ID card.

a. Hours
The Tansey Gymnasium is open during the hours posted at the entrance.

b. Sports Events
Employees are encouraged to support the student intercollegiate athletics programs.
Admission to most events is free.

2. BOOKSTORE
The Bookstore is located on the ground floor of Beatty Hall, with an entrance off the
Commons area. It is available to the entire Wentworth community for purchasing
books and supplies. It offers a discount to employees for merchandise other than
textbooks and convenience items. The hours the Bookstore is open are posted at
the entrance. Expanded hours are provided when necessary.

3. CAFETERIA
Meals at reasonable prices can be bought in the Cafeteria located
on the first floor of Beatty Hall. The Faculty/Staff dining room is open Monday
through Friday.

Employees may deposit money into a food account through the Financial Services
Office and have the Communication Center activate their ID card in order to use the
card rather than cash when making purchases in the Cafeteria.

4. LIBRARY
The Library is located on the second and mezzanine floors of Beatty Hall,
Room 8-208. Its services are available to Wentworth employees upon presentation
of their ID cards. The Library is open during the hours posted at the Library
entrance.


VII B. SERVICES




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1. DIRECTORY OF EMPLOYEES
Lists of all regular full-time and part-time employees by department and alphabeti-
cally can be found in the Faculty/Staff Phone Directory on LConnect’s Front Page.
These lists include the employee's name, department, title, phone extension and e-
mail address. To report any changes for the directory, please contact Human
Resources at ext. 4190.

2. LOST AND FOUND
The Lost and Found Department is located at the Information Desk, Wentworth Hall.
Unless the owner is obvious and contact can be made directly, all articles found
should be left at the Public Safety Office.

3. IDENTIFICATION CARD
An identification card is issued to each employee upon employment. It is required
for security purposes and the use of school facilities. If Public Safety personnel
request identification, the employee must produce it. This card is issued at the
Communication Center, Wentworth Hall, during the hours posted. The employee
must return the ID card to the Human Resources Office upon termination of
employment.

4. KEYS
Requests for keys, when approved by the Department Head, are sent to the Director
of Public Safety who makes the final approval. The Director of Public Safety then
authorizes the Physical Plant Department to issue the key. All keys must be
returned to the Human Resources Department, on the employee's last day of
employment, at the exit interview.

5. MAIL/ FAX/ COPY SERVICES
The Mail Room is part of the Communications Center on the first floor of Wentworth
Hall. It is the center for both outgoing and incoming business mail only. Mail is
distributed to departmental staff through each department office. The Mail Room
can assist with special overnight mailings and bulk mailings. The Communication
Center also handles document copying, printing jobs and the maintenance of
satellite copiers on campus.

Employees are advised against having personal mail sent to Wentworth. Any piece
of mail bearing the Wentworth name could be opened inadvertently by another
employee. Stamps are available in Beatty Hall Commons for employees who need
to send out personal mail.

Fax service is available for business purposes only at the Information Center,
Wentworth Hall. The fax number should only be disclosed to business associates.




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6. BANKING SERVICES
Banking services available to employees include a Bank of America Automatic
Teller Machine (ATM) located on the first floor of Beatty Hall (Building 8).

7. CREDIT UNION
A Credit Union is available for the benefit of all Wentworth employees. Members
may take advantage of the automatic payroll savings plan through payroll
deductions. Loans to members, repayable through payroll deductions, are granted in
varying amounts according to the Credit Union requirements. Contact the Human
Resources Department for additional information.




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WIT Employee Handbook                        Section VIII: General Information



               SECTION VIII: GENERAL INFORMATION

VIII A. AWARDS

1. SERVICE AWARDS
Service Awards are given to employees who attain 5, 10, 15, 20, 25, 30, etc., years
of full-time continuous employment at Wentworth.

The president also administers annual President Achievement Awards for Faculty
and Staff. The 3 awards for faculty are the President’s Award for Distinguished
Service, the President’s Award for Distinguished Scholarship, and the
President’s Award for Distinguished Teaching/Grant Johnson Award. There
are also 3 awards for staff: the President’s Achievement Awards for Service to
Students; Faculty; and Community. The awards are presented at our annual
Appreciation Day Luncheon in either April or May. The awards program criteria is
distributed to faculty/staff, via Lconnect, each January.


2. CLUBS
a. Quarter Century Club
When members of the staff complete 25 years of continuous employment at
Wentworth, they are eligible to become members of this club. A luncheon or dinner
is held in their honor in the spring.

b. Retirees Club
When a member of the staff retires, they are eligible to become members of this
club. Membership dues are requested.




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VIII B. COMMUTING

1. PARKING
Limited parking for the staff is provided on a first-come, first-served basis. All
vehicles must display a valid Wentworth Parking Sticker. There is an annual fee for
these stickers which are issued at the Public Safety Department. One-day parking
permits are also available for a fee.

2. PUBLIC TRANSPORTATION
The MBTA Green Line and Orange Line provide transit connections to Wentworth.
The MBTA also provides bus connections to the campus. Wentworth encourages
the use of public transportation.

3. MBTA PASSES
Monthly passes for the MBTA may be ordered through Human Resources. Regular
full-time and regular part-time employees are given a monthly subsidy of up to $60
toward a T pass if they do not have a parking permit. Please contact the Human
Resources Department for a sign-up form and further details.

If the pass costs more than $60, the employee pays the difference via a biweekly
payroll deduction. Deductions are taken one month in advance of which up to $115
(excluding the WIT subsidy) may be a pretax deduction.

Linkpasses, or CharlieCards, are available to employees upon hire. Commuter rail
zone passes are ordered a month in advance. Forms for new passes must be
received by the first of the month before the month ordered. For example, if you
wish to receive a December T pass, the order must be received by November 1.
Cancellations of T passes must also be received, in writing, one month in advance
or you will be charged for the pass.

Changes and deletions of T passes may be made 3 times per year, at the beginning
of each semester, or for a qualifying event (i.e., employee has moved). Again, the
change or cancellation must be received, in writing, one month in advance.

Please be advised that the employee assumes total responsibility for his/her T pass
once it is retrieved from the Human Resources Office, although, a CharlieCard may
be replaced. Please notify HR asap if you lose your CharlieCard.

4. CARPOOLS
Carpooling is encouraged at Wentworth. Carpools may be arranged through
CommuteWorks at 617-632-2796. Contact Human Resources for further
information.




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WIT Employee Handbook   Section VIII: General Information




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WIT Employee Handbook                        Section VIII: General Information


VIII C. EMERGENCIES AND INCLEMENT WEATHER

1. Wentworth Policy for Delayed Opening/Cancelled Classes/School Closing

When severe weather or public safety is a factor, the administration will make a
decision to delay the school opening, cancel classes or close the school.

Wentworth will close the school for the day, evening, or both when the Institute’s
administration has decided a complete closing is warranted. The latter will be rare
because we have a large population of residential students, who will continue to
need services on the campus. Many departments (including but not limited to the
library, athletics, OIT, and the design studios) will need to be open in order to
accommodate our students.

Closing of all campus offices:

If the decision is made to close all campus offices, Wentworth employees will not be
required to make up the lost time and they will be paid for the normal working hours.
Remember, Wentworth is a campus with over 1,900 residential students.
Arrangements are to be made by department heads to provide staff coverage in
certain areas where essential operations must continue, i.e., Physical Plant, Public
Safety, Residential Life, and Food Services.

Individual decision to stay at home:

With the exception of essential staff, employees who may be concerned about
safety in traveling to and from work should use their own judgment about whether to
stay home or leave work early after consulting with their supervisor. An employee’s
decision will be respected but they will be expected to use vacation time for
compensation. Sick time may not be used for this purpose.

How to find out if classes are delayed or the campus is closed:

When severe weather is a factor, employees are encouraged to check the main
number (617-989-4590) or voicemail for messages pertaining to the status of the
campus. Additionally, every effort will be made to make an announcement on AM
radio stations WRKO (680), WBZ (1030), TV stations 4, 5 and 7, and LConnect.
Please do not call Public Safety for this information as it may detract from their
addressing a more serious matter.




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2. FIRE EMERGENCIES
In the event of a fire, pull the nearest fire alarm and notify the Wentworth Public
Safety Department, ext. 4444, of the location of the fire. Vacate the building or office
immediately.

3. SAFETY—OSHA
Wentworth recognizes its responsibility under the Federal Occupational Safety and
Health Act (OSHA) to provide a safe environment for its employees. Department
Heads are responsible for establishing procedures and programs for good safety
habits as they relate to the job.

Achieving the goal of an accident-free work place requires the full cooperation of
every employee in the performance of his/her job in a safe way. Report immediately
any potentially unsafe or hazardous conditions to your Department Head or the
Public Safety Department.

4. PUBLIC SAFETY
Wentworth provides a 24-hour-a-day public safety force on campus. In a criminal,
safety or medical emergency, contact Public Safety at ext. 4444. Responsibility for
security and safety must be shared by all. Employees are expected to report all
suspicious activity and incidents of any unusual nature promptly to the Public Safety
Department.

Public Safety will also provide any student, employee or visitor to campus with an
on-campus escort service as well as an escort service to the Ruggles Orange Line
MBTA stop. Call ext. 4400.




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VIII D. DIRECTIONS TO WENTWORTH

From West:
Take the Massachusetts Turnpike to the Prudential exit. Drive west on Huntington
Avenue (Route 9), past the Museum of Fine Arts, to Wentworth Institute of
Technology on the left.

From South:
Take Southeast Expressway (Route 93 North) to the Massachusetts Avenue -
Roxbury exit. At set of lights, proceed straight onto Melnea Cass Boulevard. Follow
to the seventh set of traffic lights. Take a left onto Tremont Street. Take first right
onto Ruggles Street and follow to Wentworth Institute of Technology on left.

From North:
Take Route 93 South to the Massachusetts Avenue - Roxbury exit. At set of lights
proceed straight onto Melnea Cass Boulevard. Follow to the seventh set of traffic
lights. Take a left onto Tremont Street. Take first right onto Ruggles Street and
follow to Wentworth Institute of Technology on left.

By Public Transportation:
Wentworth Institute of Technology is within walking distance to public transportation.
Take the Green Line toward Brigham Circle (E line) and exit at the Ruggles/Museum
stop or take the Orange line to the Ruggles stop.

Directions are also provided on Wentworth’s website.




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WIT Employee Handbook                                   Appendix A




                                  APPENDICES


APPENDIX A: ELIMINATION OF SEXUAL HARASSMENT AND
UNLAWFUL DISCRIMINATION IN THE WORKPLACE

This appendix establishes Wentworth’s policy regarding sexual harassment and
unlawful discrimination in the workplace by faculty, officers, supervisors, employees,
vendors, direct clientele, students and contractors. It also includes examples of
conduct that may constitute sexual harassment and sets forth a complaint
procedure to be followed by persons who believe that they are victims of such
harassment, or that they are subject to unlawful discrimination in the workplace.

1. INSTITUTE POLICY
Wentworth fully supports the right of all persons to hold employment without
suffering sexual harassment or unlawful discrimination of any kind. It is the policy of
Wentworth to maintain a work environment that is free of sexual harassment and
unlawful discriminatory actions based on race, gender, age, sexual orientation,
religion, national origin, disability, veteran’s status or any other protected status.
Unlawful employment discrimination and sexual harassment by faculty, officers,
supervisors, employees, vendors, direct clientele, students and contractors will not
be tolerated.

2. SEXUAL HARASSMENT
a. Legal Definition
Sexual harassment is a form of sex discrimination that is illegal under both federal
and Massachusetts state laws, including Title VII of the Civil Rights Act of 1964 and
G.L.c.151B & 18. These laws provide that unwelcome sexual advances, requests for
sexual favors, and other physical or verbal conduct of a sexual nature constitute
sexual harassment when:
     Submission to or rejection of such advances, requests or conduct is made
       either explicitly or implicitly a term or condition of an individual’s employment
       decisions affecting the individual.
     Such conduct has the purpose or effect of unreasonably interfering with an
       individual’s work performance or creating an intimidating, hostile, humiliating
       or sexually offensive work environment.

b. Examples Of Conduct That Can Constitute Unlawful Sexual Harassment
Sexual harassment does not refer to behavior of a socially acceptable nature, such
as an occasional complimentary remark. Sexual harassment occurs in a variety of



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WIT Employee Handbook                                Appendix A


situations which share a common element: the unwelcome and inappropriate
introduction of sexual activities or comments into the work environment.

Sexual harassment often involves relationships of unequal power. Such situations
may contain elements of coercion, such as when compliance with requests for
sexual favors becomes criterion for granting privileges or favorable treatment on
then job. However, sexual harassment may also involve relationships among
persons of equal authority or power, such as when repeated advances or
demeaning verbal comments by a co-worker towards another co-worker have a
harmful effect on a person’s ability to perform his or her work. Sexual harassment
can also involve employee behavior directed at non-employees or non-employee
behavior directed at employees.

Depending upon the circumstances, examples of sexual harassment could include
such conduct as the following.
    Repeated offensive sexual flirtations, advances or propositions which are
      offensive
    Verbal abuse or innuendo of a sexual nature which is continued or repeated
    Physical contact such as touching, hugging, patting or pinching which is
      uninvited and unwanted by the other person
    Verbal comments of a sexual nature about an individual’s body or sexual
      terms used to describe an individual
    An open, offensive display of sexually suggestive objects or pictures
    Jokes or remarks of a sexual nature
    Unwanted prolonged and apparent staring or leering at a person
    Obscene gestures or suggestive or insulting sounds made towards people
      who find them offensive
    The demand for sexual favors accompanied by an implied or overt threat
    Inappropriate remarks about an individual’s employment status or promises
      of preferential treatment
    Indecent exposure
    Romantic involvement between supervisors and subordinates that is known
      to others in the workplace and which impacts the workplace in areas such as
      assignments, advancement and benefits


c. Dispelling Common Myths About Harassers and Victims
Sexual harassment is not limited to prohibited behavior by a male employee toward
a female employee or by a supervisory employee toward a non-supervisory
employee. Depending upon the circumstances, sexual harassment can be found in
any of the following types of situations.
     A man as well as a woman may be the victim of sexual harassment, and a
       woman as well as a man may be the harasser.




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      The harasser does not have to be the victim’s supervisor. He or she may be
       the supervisory employee who does not supervise the victim, a co-worker, or,
       in some circumstances, a non-employee such as a vendor or a customer
       present at the workplace.
    The victim does not have to be the opposite sex from the harasser.
    The victim does not have to be the person to whom the unwelcome sexual
       conduct is directed. The victim may be someone who is affected by such
       conduct even though it is directed at another person. For example, the sexual
       harassment of one employee may create an intimidating, hostile, humiliating
       or offensive work environment for a co-worker, or may interfere with the co-
       worker’s work performance. A group of employees who persist in telling
       offensive or “dirty” jokes, discussing sexuality or describing entertainment
       presenting sexual themes may create an atmosphere which is hostile and
       distracting to an employee who is forced to overhear, and who reasonably
       considers such conversation offensive and inappropriate for the workplace. In
       addition, consensual sexual behavior in the office between two employees
       may be offensive to a third employee or result in favoritism that harms the
       third employee.
    Sexual harassment does not depend on the victim’s suffering an economic
       injury, such as losing a promotion, as a result of a harasser’s conduct.
As the examples of improper conduct listed above show, sexual harassment can
occur whenever unwelcome conduct of a sexual nature creates an intimidating,
hostile, humiliating or offensive work environment.

d. Employee, Supervisor, Faculty Member and Officer Responsibilities
Each employee, supervisor, faculty member and officer of Wentworth is personally
responsible for ensuring that his or her conduct does not sexually harass any other
employee or non-employee in the workplace. Each person is responsible for
cooperating in any investigation of alleged sexual harassment if requested to do so
by the person conducting the investigation.

e. Discrimination and Harassment Grievance Procedure
The following sexual harassment complaint procedure has been developed
specifically to ensure that complaints are investigated quickly and fairly.

In all instances where an individual believes that he or she has been sexually
harassed, it may be helpful, but not necessary, to start the process of resolution by
writing down a description of the offensive conduct, the date or dates on which it
took place, and the names of anyone who witnessed the conduct or heard the
offensive remarks. If you would like help writing down your thoughts, the person you
speak with at Step 2 of this procedure will assist you.




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1) Informal Process
Step 1:
If an individual believes that he or she is being sexually harassed, the most
immediate goal is to stop the offensive conduct. Individuals may do the following.
     Firmly confront whomever is doing the harassing.
     State that his/her conduct offends, intimidates, and/or embarrasses you.
     Describe how the harassment negatively affects your work.
     Request that he or she stop the conduct immediately.
     Say things such as
             “Please don’t touch me. I don’t like it. It makes me uncomfortable.”
             “I don’t think jokes like that are funny. Please don’t tell them when I am
                in the room.”
             “I’d like it a lot better if you’d comment on the quality of my work rather
                than the way I look.”
             “My name is              , not ‘Honey’.”
If practical, bring a witness with you for this discussion. After the discussion, write a
summary of the conversation, including the date and name of anyone who
accompanied you.

In some instances, confronting the harasser directly may be too intimidating or
uncomfortable, particularly when the harasser is an immediate supervisor. If you are
too uncomfortable with or intimidated by confronting the harasser directly, this step
need not be taken, and the complaint process can begin at Step 2.




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Step 2:
An individual who believes he/she has been sexually harassed should contact the
Vice President of Human Resources/Affirmative Action Officer, as soon as possible.
The individual may also contact his/her supervisor or Department Head who must
inform Human Resources.

The individual will then have a meeting with the Vice President of Human
Resources/Affirmative Action Officer or another investigator appointed by Human
Resources to discuss the conduct and events the individual feels are sexual
harassment, and to answer any questions the individual may have regarding the
complaint procedure.

Step 3:
In instances where an informal resolution is appropriate, the Vice President of
Human Resources/Affirmative Action Officer, or another investigator, will advise and
assist the individual in resolving the matter in that fashion.

2) Formal Process
Step 4:
In instances where an informal resolution is not reached and a formal written
complaint is made with Human Resources, the investigator will record the
individual’s statement of events. Specifically, the investigator will request the
following information: a description of the incident(s), the name of the alleged
harasser, times, locations, specific words/actions, and the name of any witnesses to
the incident(s). The investigator’s notes will be for the investigator’s own use during
the investigation and are not given to the person making the complaint or to the
person alleged to have violated this policy. Individuals may make their own written
notes when they speak to the investigator.

Step 5:
The investigator will meet with the alleged harasser. The alleged harasser should
respond to the allegations and may submit a written statement.

Step 6:
The investigator will interview any witnesses outside the presence of the individual
making the complaint and the alleged harasser.




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WIT Employee Handbook                                    Appendix A


Step 7:
Upon completion of the investigation, the investigator will draft a report stating his or
her finding. The person making the complaint and the alleged harasser shall be
informed of the investigator’s finding.

Upon completion of Steps 1-7:
In the event that the findings of the investigator indicate that sexual harassment has
not occurred, the matter will be closed. In the event that the findings of the
investigator indicate that sexual harassment has occurred, further action will be
taken including, but not limited to, disciplinary action as described herein, up to and
including termination.

f. Investigating Complaints
1) Timetable
Wentworth recognizes that the interests of all persons are best served by the
prompt investigation and resolution of sexual harassment complaints. It will strive to
investigate complaints in a prompt and reasonable manner.

2) Confidentiality
All actions taken to investigate and resolve complaints through this procedure shall
be conducted with as much confidentiality as possible without compromising the
thoroughness of the investigation. It is Wentworth’s position that generally a
complainant cannot insist on anonymity because such will impede the fairness and
thoroughness of the investigation. The investigators will not discuss the situation
with persons other than those involved in or affected by the complaint, or those
necessary to implement the investigative process or the disciplinary procedures
under this policy.

3) No Retaliation For Filing Complaint of Sexual Harassment
No employee, supervisor, faculty member or officer shall be retaliated or
discriminated against in any way for making a complaint of sexual harassment or
unlawful discrimination and/or for assisting/cooperating in the investigation of such a
complaint. Such retaliation is unlawful and will not be tolerated by Wentworth.

4) Disciplinary Procedures
   (a) If an investigation of a complaint of sexual harassment reveals that an
       employee, supervisor, faculty member or officer has engaged in actions or
       conduct constituting sexual harassment, disciplinary action will be taken, in
       the complete discretion of Wentworth. Disciplinary action may consist of a
       warning, reassignment, suspension, mandatory counseling and/or termination
       of employment. The disciplinary action taken will depend upon the
       seriousness of the violation. Disciplinary action will be taken by the
       appropriate manager, supervisor and/or officer of Wentworth.




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WIT Employee Handbook                                  Appendix A


   (b) Any employee, supervisor, faculty member or officer who prevents or
       attempts to prevent an individual from making a complaint of sexual
       harassment, or who fails to cooperate with or interferes in any way with the
       investigation of such a complaint, will be subject to the disciplinary actions
       described above.
   (c) Any employee, supervisor, faculty member or officer who retaliates or
       discriminates in any way against an individual who makes a complaint of
       sexual harassment or assists in the investigation of such a complaint will be
       subject to disciplinary action.
   (d) Any employee, supervisor, faculty member or officer who becomes aware of
       instances of sexual harassment, even in the absence of a formal complaint,
       should report such to one of the investigators.
   (e) Any non-employee found to have committed an act of sexual harassment
       may be removed or barred from Wentworth’s premises, or other appropriate
       action may be taken.

3. UNLAWFUL DISCRIMINATION IN EMPLOYMENT
a. Making Complaints Within Wentworth
Individuals who believe that they have been discriminated against in the terms and
conditions of their employment on the basis of their race, age, gender, sexual
orientation, religion, national origin, disability, veteran’s status or other legally
protected status should follow the complaint procedures described herein.

b. Making Complaints Outside Wentworth
There are state and federal agencies which share responsibility for administering
laws protecting employees from various forms of discrimination, including sexual
harassment. Individuals may contact these agencies by phone or in person.

                State                                     Federal
Massachusetts Commission Against            Equal Employment Opportunity
Discrimination                              Commission
One Ashburton Place                         One Congress St.
Boston, MA 02108                            Boston, MA 02114
617-727-3990                                617-565-3200

Springfield Office:
424 Dwight St., Rm. 220
Springfield, MA 01103
413-739-2145


4. DISCLAIMER
The information in this appendix is presented as a guideline that is subject to
change by Wentworth at its discretion. It shall not be construed as a contract of



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WIT Employee Handbook                                 Appendix A


employment or the terms thereof nor shall it give rise to any claim against
Wentworth or against any person charged with responsibility, if not followed.




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WIT Employee Handbook                                 Appendix B



APPENDIX B: DRIVER SAFETY AND MOTOR VEHICLE USE POLICY

 1. DRIVER QUALIFICATIONS
Employees who drive personal vehicles on Wentworth business or vehicles that are
owned, rented or leased by Wentworth must:
     Be at least 21 years of age.
     Have at least three years of driving experience.
     Possess a valid U.S. driver’s license.
     Have an acceptable driving record in accordance with the motor vehicle
       records (MVR) criteria described in Section 3.
     Maintain valid liability and property insurance on privately owned vehicles
       used for Wentworth business in accordance with minimum statutory
       requirements.

2. DRIVER AND PASSENGER GUIDELINES
    (a) Drivers and passengers are required to wear seat belts at all times.
    (b) Drivers must obey all traffic rules, drive courteously and practice defensive
        driving techniques.
    (c) Every driver is obliged to maintain a valid driver’s license and valid
        insurance for privately owned vehicles at all times. Any change in, or loss
        of, a driver’s license must be reported to the driver’s supervisor and the
        Human Resources Office.
    (d) Drivers are required to report the following to their supervisors as soon as
        possible:
          Traffic violation(s) they receive during working and nonworking hours
             while driving on Wentworth business
          Changes in their driver’s license status including suspension,
             revocation or restrictions, including medical restrictions
          Any lapse, change or termination of auto insurance
          Accidents that occur while they are driving on Institute business in
             either personal vehicles or in vehicles that are owned, leased or rented
             by Wentworth
    (e) Except for authorized Public Safety personnel, no driver is allowed to carry
        a firearm or weapon either in a vehicle or on his/her person during
        business hours and while on Wentworth business.
    (f) Drivers may not operate Wentworth vehicles or drive during business
        hours after having consumed alcohol and or drugs, including legal drugs or
        medications that may impair their ability to operate a motor vehicle.
    (g) Traffic violation payments are not reimbursable. Payment of all violations,
        including parking tickets and speeding tickets, is the responsibility of the
        employee, not Wentworth.




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WIT Employee Handbook                                   Appendix B


    (h) Only Wentworth-approved drivers who are 21 years old and over may
         drive vehicles that are owned, leased or rented by Wentworth.
    (i) When requested to do so, drivers must provide copies of motor vehicle
         records and their current license.
    (j) Drivers are required to observe all rules and regulations for safe driving as
         defined by the state in which they are driving.
    (k) Drivers should take a break every two hours. No driver should drive more
         than a total of 10 hours during a 24-hour period. If there is more than one
         qualified driver on a long-distance trip, such drivers should consider
         rotating every two hours. If there are not enough drivers to rotate the
         driving, an overnight stay should be planned. Avoid driving past midnight.
    (l) The front-seat passenger should remain awake to help keep the driver
         alert.
    (m) Avoid conditions that lead to loss of control: driving while sleepy or
         inattentive, or driving too fast for road conditions.
    (n) If the weather is inclement, stop and stay overnight in a safe place. The
         additional lodging cost is worth avoiding the risk of an accident.
    (o) Do not use a telephone while driving. Stop the vehicle in a safe area to use
         a cell phone or ask a passenger to operate it.
    (p) Personal use of Wentworth vehicles is not allowed.
    (q) Employees whose licenses have been suspended are responsible for
         working with their supervisors to find other means of fulfilling their
         obligations to Wentworth at their own expense.
    (r) Employees who are medically unable to drive must provide written
        documentation from a physician.

3. MOTOR VEHICLE RECORDS (MVR) CRITERIA
It is the policy of Wentworth Institute of Technology to obtain motor vehicle records
(MVR) at least every three years for people who operate Wentworth vehicles or
personal or leased vehicles on Wentworth business. MVRs will be obtained prior to
employment for individuals seeking positions that necessitate driving.

Prospective employee and student drivers will be asked to sign a consent form
allowing Wentworth to obtain copies of their MVRs. Employees’ consent forms will
be maintained in their personnel files for three years. Students’ forms will be kept in
the Office of the Vice President of Student Affairs or with the Vice President’s
designee.

Any disciplinary action(s) taken as a result of an MVR review and/or an accident will
be documented and consistently applied to all employees who fail to comply with
this program.




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WIT Employee Handbook                                   Appendix B


Drivers who have been cited for the following violations within the last three years
may not drive a Wentworth vehicle:
    Driving under the influence of alcohol (DWI, DUI)
    Negligent homicide
    Operating without a valid driver’s license
    Operating with a suspended license
    Using a motor vehicle for commission of a felony
    Aggravated assault with a motor vehicle
    Operating a motor vehicle without the owner’s consent
    Permitting an unlicensed driver to drive
    Reckless driving
    Involvement in a hit-and-run accident
    Two or more speeding tickets in a one-year period

Supervisors should check employees’ drivers’ licenses at least once each year to
assure that the licenses are valid. An MVR check is recommended every three
years, or when violations may be indicated.

Any applicant who submits false information about his/her driving history or criminal
record will be IMMEDIATELY dismissed from service.

4. VEHICLE MAINTENANCE AND INSPECTION CERTIFICATION
Vehicle maintenance and inspection certification are essential to ensure that
personal vehicles used on Wentworth business and vehicles that are owned, rented
or leased by the Institute function properly and safely. Maintenance neglect may
lead to driving accidents.

Before driving a vehicle, the driver should inspect it to ensure that the headlights,
brake lights, turn and hazard signals, wipers, horn and tires are working properly,
and report any damage to his/her supervisor immediately.

State-required inspections must be completed and maintenance performed in
accordance with the manufacturer’s specifications.

Additionally, vehicles should be inspected monthly. Items that should be checked
include:
     Brakes (pedal pressure)
     Taillights
     Windshield and wipers
     Horn
     Turn Signals
     Backup lights/bell
     Headlights (high and low beams)



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WIT Employee Handbook                                  Appendix B


      Tires (safe tread depth without bald spots or irregular wear)
      Brake lights
      Safety belts
      Steering
      Side mirrors
      Rear-view mirror
      Interior accessories (doors, lights, gauges, etc.)

Monthly housekeeping of all Wentworth vehicles should also be maintained
(vacuuming, washing, etc.).

5. DRIVING ACCIDENTS
If an accident occurs, follow these procedures:
 If there are injuries, call 911.
 Notify local police. If the accident occurs on campus, also notify Wentworth’s
    Public Safety Department at 617-989-4444.
 Obtain the following information:
      Driver’s name, address and phone number
      Driver’s date of birth
      Driver’s insurance carrier and policy number
      Driver’s license number and state of issuance
      Make, model, color and tag of vehicle
      Damage to all vehicles
      Injuries
      Date, time and road and weather conditions
      Names and addresses of other vehicles’ occupants and any other witnesses
 Do not argue or make statements as to who is at fault.
 Notify Public Safety at 617-989-4444 as soon as possible after the accident, and
    submit a written Wentworth motor vehicle accident report.
 Notify your supervisor as soon as possible after the accident.




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