Staff Handbook

Inclement Weather

Safety is a priority. In extreme weather conditions when getting to campus may be difficult, employees are encouraged to monitor their Wofford email account, Rave Alerts and/or contact their supervisors for specific or additional information.

Inclement weather alerts are provided via employee emails, the Wofford Emergency Alert System and delays and closings are announced to Upstate television stations: WYFF Channel 4, WSPA Channel 7 and WHNS Channel 21.

Injury on the Job

Any employee who experiences an illness or injury at work within the scope of doing his/her job must report the illness or injury to his/her supervisor immediately or as soon as reasonably possible. Timely reporting of any injury or accident on the job is vital to ensure the incident is thoroughly documented and reviewed, not only for risk management and prevention, but also to ensure the employee is provided all applicable benefits for which s/he may be eligible.

Supervisors are responsible for initiating a report of the incident by either contacting human resources directly or directing the ill/injured employee to contact human resources as soon as reasonably possible. Below are the chronological steps to follow.

1. The health and safety of the injured or ill employee is primary. First and foremost, mitigate the illness or injury by performing either (a), (b) or (c) below. In evaluating the condition of the employee, supervisors are to judge based on any “common person’s reasonable assessment” as best they can.
   1. If the employee is alert, able to walk and talk and the illness or injury is minor and medical attention is not being sought, after reviewing the situation with the employee, a supervisor needs to direct the employee to contact the HR specialist to initiate a report of the incident.
   2. If the employee is alert, able to walk and talk and the illness or injury is minor to moderate and medical attention is sought, take or have the employee go to one of the approved medical providers (listed below and by distance from Wofford College). The employee then needs to follow up with the HR specialist to initiate a report of the incident as soon as reasonably possible. If the employee is not able to reach out to HR within a reasonable timeframe, the supervisor may reach out to HR.
   3. If the employee is ill or injured, not alert, unable to respond, walk or talk, call 911. The supervisor should stay with the employee until emergency personnel arrive and are able to assist the employee. When reasonably possible, the supervisor will follow up with the HR specialist to initiate a report of the incident.

MEDcare Urgent Care Spartanburg*
301 E. Wood St.
Spartanburg, SC 29303 864-208-1960

Mary Black Minor Care Center
2995 Reidville Road
Spartanburg, SC 29301 864-587-3000

Doctors Care Hillcrest
1762 E. Main St.
Spartanburg, SC 29307 864-591-2261

Doctors Care East Blackstock
218 E. Blackstock Road
Spartanburg, SC 29301 864-576-8646

Doctors Care Greer
230 W. Wade Hampton Blvd.
Greer, SC 29650 864-968-9144

AFC Urgent Care Greer
1494 W. Wade Hampton Blvd. Suite C
Greer, SC 29650 864-849-8999

*This facility requires authorization from HR first, before assessment and/or treatment.

Personal Property

Personal property includes, but is not limited to, cars, trucks and electronic equipment. All students, faculty, staff and guests are responsible for their personal property, and Wofford recommends that all have or acquire their own individual insurance coverage (as appropriate).

Should anyone suffer a damage or loss to any personal property, please contact Campus Safety to investigate. With the investigation, Campus Safety can provide a police report to assist in filing an insurance claim. Campus Safety, by conducting the investigation or providing the police report, is not stating or assuming any responsibility on the behalf of the college.

Pets

Wofford College is committed to a safe and healthy learning, living and working environment. In keeping with this commitment, pets and other animals are prohibited from all college-owned buildings. Exceptions to this policy include:

• An animal used for an official college research or academic purpose.
• An animal used in the service of a person with a disability.
• An animal that lives in one of three on-campus administrative personal residences.
• Common aquarium fish in tanks smaller than 10 gallons within Wofford residence halls.
• A Boston Terrier used by the college as an official mascot for a verified college event or promotion.
• Members of the Wofford community and neighbors are free to walk their pets on campus as long as the pets are on a leash at all times and waste is appropriately disposed.

Social Media

Wofford College recognizes that its employees, vendors and customers may use online social networking, social media or other online venues for networking and discussion; however, the use of social media presents certain risks and carries with it particular responsibilities. Social media includes all means of communicating or posting information or content of any sort on the Internet, including but not limited to posting to a personal website, blog, social networking web site, web bulletin board or chat room. While Wofford does not intend to limit its employees’ lawful use of social media, employee use of social media must be consistent with all of Wofford’s policies and procedures, as well as all applicable laws, rules and regulations.

Additionally, when using social media:

• Employee conduct that adversely affects job performance, the performance of co-workers or otherwise adversely affects staff, students, employees, suppliers, people who work on behalf of Wofford or Wofford’s legitimate business interests will not be tolerated.
• Employees may not post discriminatory or harassing remarks, threats of violence or similar inappropriate or unlawful conduct.
• Employees may not post statements, photographs, video or audio that could be reasonably viewed as malicious, obscene, threatening or intimidating, that could disparage Wofford, its staff, students, employees or vendors, or that might constitute harassment or bullying.
• Employees must be honest and accurate; if a mistake is made, it should be immediately corrected.
• Employees may not post information or rumors that are known to be false about Wofford, its employees, its staff, students, employees, or its vendors.
• Employees may not post or otherwise disclose unlawful, private or confidential information related to Wofford or its employees, staff, or students – private or confidential information is information protected by law or privilege.
• Employees may not represent themselves, Wofford or Wofford’s staff, students, employees, or business associates in a false or misleading way.
• Employees must disclose their employment with Wofford when posting information about Wofford, its products or services. Employees must make it clear that the views and opinions they express about work-related matters are their own and are not portrayed as being those of Wofford; they may not claim to be a spokesperson for Wofford. If Wofford is a subject of the content being created, employees must be clear and open that the views presented do not represent those of Wofford, its employees, staff, students, vendors or those working on behalf of Wofford. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Wofford.”

Employees may not use social media while on work time unless it is work-related and authorized in advance.

Employees may not use Wofford email addresses to register on social networks, blogs or other online tools utilized for personal use.

This policy shall in no way be construed to limit or obstruct concerted activity protected by the National Labor Relations Act, if the National Labor Relations Act is applicable to Wofford College.

Wofford prohibits taking negative action against any employee for reporting a possible deviation from this Policy or for cooperating in an investigation. Any exceptions to this Policy must receive prior approval from the college’s chief public information officer. Employees should refer questions regarding this Policy to WoffordNews@wofford.edu.

Solicitation

Policy Purpose: Identify permissible solicitations and distribution of materials on college premises and to outline approval of such, when applicable.

Definitions:

• Solicitation: Any approach of one person by another person with requests for time, memberships, goods, services, funds and/or equipment or materials to benefit either college employees or outside organizations.
• Distribution: Handing out, circulating, delivering or posting on college or department bulletin boards of leaflets, pamphlets or other printed or electronic material related to drives, campaigns, causes or organizations.

Policy Statement: The purpose of this policy is to protect faculty, staff, students, contractors and college guests from commercial and non-commercial exploitation and harassment; to preserve the aesthetic atmosphere and protect the reputation of the college; to avoid disruption of the college’s educational mission; and to promote safety and security in college facilities and grounds. From time to time it will be in the best interest of college employees to permit certain commercial entities access on campus for the purpose of soliciting and introducing new services, products, goods, memberships, equipment and materials that will benefit college employees or outside organizations. These businesses may be cell phone companies, buying clubs, charities and other appropriate businesses. The distribution, sale or solicitation of any products, goods, food, beverage and service by Wofford and non-Wofford individuals and organizations are subject to prior authorization. No use shall be permitted that is inconsistent with the mission of the college or that shall result in undue competition with local commercial enterprises. If the purpose of the on-campus activity is for the benefit of employees, prior approval of the activity must come from the director of human resources. If the purpose of the on-campus activity is for the benefit of students, prior approval must come from the dean of students.

Guidelines for Solicitations:

• Solicitation must not interfere with normal college operations or obstruct the flow of pedestrian traffic.
• An approved solicitation, which is subsequently believed to endanger the safety, health or welfare of members of the college community, will be halted immediately.
• Approval for the site of a solicitation on campus must be obtained from the college authority responsible for that space, in conjunction with human resources and/or student affairs, or in the case of religious organizations approval of the college chaplain.

Technology Resources

RESPONSIBLE AND ETHICAL USE

Laws: Use of Wofford College information technology resources must comply with:

• All federal, state and local laws or regulations.
• Contracts with our internet service provider and other parties.
• All college policies, including the Code of Students Rights and Responsibilities and the college’s harassment policies.

User Accounts: Authorized users are assigned user accounts and passwords for the college’s network. By accepting a college account users agree:

• To protect the confidentiality of their password.
• Not to use another person’s password or to log in to their account without authorization.
• Not to mask the identity of a user account or the network identity of a machine.
• Not to give others access to technology resources to which they are not entitled.
• Not to use college-owned computers and network resources for unauthorized commercial purposes.
• Not to damage or destroy college-owned hardware or software, or otherwise interfere with its proper functioning.
• Not to interfere with the administration of the campus network.
• Not to attempt to breach any network security system, whether with or without malicious intent.
• Not to intentionally transmit malicious programs, such as viruses, worms and Trojan horses, or to participate in denial of service attacks.
• Not to make unauthorized copies of copyrighted software or to use unauthorized copies on college equipment.
• The above list should not be construed as comprehensive.

Electronic Messaging: Users agree not to:

• Forge a signature on an electronic message or otherwise attempt to misrepresent or obscure the origination of messages or other file transfers.
• Send or post abusive, harassing, threatening or libelous electronic messages to an individual or group.
• Send messages that are designed to interfere with proper mail delivery and access.
• Send chain letters or mail bombs.
• Attempt to gain access to another person’s message files without his/her prior consent.

Personal Web Pages: If Wofford College provides college server resources for personal web pages, users agree not to include material in violation of federal, state and local law. Users agree not to violate the rights of any person protected by copyright or other similar intellectual property laws or regulations.

Resource Usage: Wofford information technology resources are provided with all due consideration of the principles of free speech and open access to information and communication. Technology resources are community resources, however, and users are expected to balance their own needs against the needs and expectations of the Wofford community. The college reserves the right to limit access to non-academic, resource-intensive applications if their use threatens to interfere with academic uses of our network resources.

Security and Confidentiality: Wofford College respects the privacy of all electronic communications and files. We will take reasonable precautions to protect information stored in, on, or transmitted by our systems. We reserve the right to protect the integrity of our technology resources. In particular, we may monitor system activity, implement procedures – such as virus scans and bandwidth management – to protect the integrity of our system and control the connection of devices that could compromise the security of our network. We claim the right to examine personal computers associated with reported incidents of harassment or other violations of college policies, including this policy. It should be understood that due to the nature and limitations of technology, all electronic transmissions and stored data are inherently insecure. Sensitive, private messages should not be sent by electronic mail.

Disciplinary Actions: The college reserves the right to temporarily suspend a user’s access privileges if it appears that this policy, or any other applicable college policy, has been violated or that a user’s activity is a threat to the operation of our network system. A user whose access privileges have been suspended may appeal the suspension to the appropriate vice president. If a student whose access has been denied due to a violation needs access for completion of class work, the student will be allowed limited and temporary access under the observation of a designated Wofford College staff member. Some technology-use infractions also may violate local, state or federal laws, or other Wofford College policies. Civil, criminal and/or college sanctions may be independently applicable. The college reserves the right to monitor previous offenders for further abuse.

Policy Revisions: Because information technologies change so rapidly, updates to the Reasonable and Ethical Use Policy may be made at any time. It is the responsibility of the user to keep informed of the guidelines, which are posted on the Wofford College website, wofford.edu.

Tobacco/Smoking

Wofford College seeks to provide a safe, healthy and comfortable environment in which all members of our campus community can live and work. Wofford College and the American College Health Association (ACHA) support the findings of the surgeon general and acknowledge that any form of tobacco use, whether active or passive, is a significant health hazard. The Environmental Protection Agency (EPA) and the National Institute for Occupational Safety and Health (NIOSH) both have classified second-hand smoke as a known carcinogen (cancer-causing). A version of this policy, which included designated smoking areas, took effect at Wofford College at the beginning of the fall semester of 2019. The policy was re-evaluated in the spring of 2020 and the decision was made to prohibit the use of all smoking and tobacco products on campus beginning fall 2020.

1. The use of any tobacco or smoking product is prohibited inside buildings or vehicles that are leased, owned or controlled by Wofford College whether signs are posted or not. This includes, but is not limited to, buildings on college-owned, leased or controlled land, offices, classrooms, meeting rooms, laboratories, residential rooms and apartments, elevators, stairwells, balconies, decks, porches, restrooms, bridges and walkways, sidewalks, hallways, entrances, lobbies and athletics venues.
2. Tobacco and smoking product(s) include all tobacco-derived or containing products, including, but not limited to cigarettes (e.g. clove, bidis, kreteks), electronic cigarettes, vaporing devices, cigars and cigarillos, pipes, water pipes, smokeless tobacco products or substitutions (spit and spitless, chew, pouches, snuff) or any other device intended to simulate smoked tobacco.
   • The solicitation of tobacco and smoking products is prohibited on campus and in all college publications.
3. Officers with the Office of Campus Safety may issue citations for use of tobacco/smoking products in violation of this policy with a fine of $25 when a violation is noted. Fines will be collected by the Office of Campus Safety. Continual violations of the policy prohibiting the use of tobacco/smoking products may result in additional disciplinary action.
4. Failure on the part of a faculty or staff member to abide by the policy prohibiting the use of tobacco/smoking products may result in administrative action by the person’s supervisor or the Office of Human Resources.

Whistleblower

It is the policy of Wofford College that employees and applicants shall be free without fear of retaliation to report conduct at Wofford College that they reasonably believe may constitute misconduct. A representative of Wofford College shall not take any employment action in retaliation against an employee or applicant who reports possible misconduct under this policy in good faith or who, following such disclosure, seeks a remedy provided under this policy or any law or other Wofford College policy.

Campus Conduct Hotline

Wofford College is committed to maintaining the highest ethical standards in its workplace. The Campus Conduct Hotline© does not replace other Wofford processes or procedures. It is a confidential tool for employees who observe or experience what they believe to be inappropriate or unethical conduct and are unsure what to do. It is part of Wofford’s continuing effort to promote “zero tolerance” of unethical conduct in the workplace. The Campus Conduct Hotline© is operated by an independent organization and all calls made through the hotline are completely confidential and anonymous.