Code of Conduct
All employees are expected to conduct themselves in a manner that supports JMU’s mission and the performance of their assigned duties and responsibilities with the highest degree of public trust.
Alcohol and Other Drugs JMU Policy 1110
James Madison University strives to provide a healthy and safe environment for employees and to comply with laws relevant to the abuse of alcohol and controlled substances. It is the intent of the university to fairly and equitably apply this policy while offering support and possible solutions to employees who are dealing with alcohol and other drug-related problems.
The following acts by employees are prohibited and may result in termination:
Smoking Regulations JMU Policy 1111
Smoking is not permitted within buildings, facilities, structures, or vehicles owned, leased or rented by the university, including parking garages, covered walkways, temporary enclosed structures, trailers, and tents, as well as structures placed on state-owned property by contractors or vendors. This includes individual offices. Smoking is permitted outdoors on university grounds, plazas, sidewalks, malls and similar open pedestrian-ways, unless such areas are designated as non-smoking areas, provided smokers are 25 feet or more in distance away from an entrance, exit, outdoor air intake, or operable window of any facility, including parking garages. Smokers are required to use ash urns to dispose of their smoking material waste and are prohibited from littering state-owned property with smoking material waste.
Prohibition of Weapons JMU Policy 1105
Carrying, maintaining, or storing a weapon, concealed or otherwise, on any property owned, leased, or controlled by the university is prohibited.
Mandatory Reporting of Suspected Child Abuse or Neglect JMU Policy 1406
Recent changes in state law, (Code of Virginia §63.2-1509), have expanded the scope of who is required to report suspected child abuse or neglect. Effective July 1, 2012 the following persons have been included and, in their professional or official capacity, are required by state law to report suspected child abuse or neglect within 24 hours to the local department of Social Services:
JMU Policy 1406 includes methods and steps of reporting such suspected abuse or neglect as outlined below:
If you have any questions regarding your requirement to report or matters related to the pending policy, contact HR at email@example.com.
Equal Opportunity JMU Policy 1302
James Madison University does not discriminate and will not tolerate discrimination on the basis of age, color, disability, genetic information, national origin, parental status, political affiliation, race, religion, sex, sexual orientation or veteran status. Conduct by a member of the university community that constitutes discrimination or harassment on the basis of any protected class is a violation of university policy and is sanctionable.
Any applicant, employee, student, affiliate or visitor who feels that he or she has been the victim of discrimination or harassment by an employee, affiliate or visitor to the university may file a complaint about such discrimination or harassment with the Office of Equal Opportunity. See JMU Policy 1324.
Any member of the university community who feels that he or she has been the victim of discrimination or harassment by a student may file a complaint about such discrimination or harassment with the Office of Judicial Affairs.
Inquiries or requests for reasonable accommodations for disabilities may be directed to the activity coordinator, the Office of Disability Services, Human Resources or the Office of Equal Opportunity. See JMU Policy 1331.
Americans with Disabilities Act JMU Policy 1331
The university will provide reasonable accommodation to qualified individuals with documented disabilities to ensure equal access and equal opportunities with regard to university employment, university educational opportunities, and the university's programs and services. Persons with disabilities are held to the same standards of conduct as other employees, students, or visitors and a disability will not excuse misconduct.
The Americans with Disabilities Act as modified by the ADA Amendments Act of 2008 (42 U.S.C. § 12,101 et seq.), and Section 504 of the Rehabilitation Act (29 U.S.C. §791, et seq.) prohibit discrimination against a person with a disability in the offer or conditions of employment, and in the participation or furnishing of services. The university is obliged to provide reasonable accommodations to enable qualified individuals with disabilities to perform a job, participate in a class, or participate in other university functions. For information on ADA and support available at JMU, visit Disability Services, Disability Resources Committee or Office of Equal Opportunity.
Harassment JMU Policy 1324
It is the policy of James Madison University to provide a work and study environment free from all forms of harassment including sexual harassment, intimidation, and exploitation. Harassment is unwelcome offensive verbal, physical, or written conduct when:
The conduct includes, but is not limited to, unwelcome offensive behaviors referring to a person's race, sex, color, national origin, religion, age, genetic information, sexual orientation, disability, veteran status, parental status or political affiliation. Questions, assistance or violations related to these policies should be directed to the university's Office of Equal Opportunity at (540) 568-6991.
Family and Medical Leave JMU Policy 1308
The Family and Medical Leave Act (FMLA) requires the university to give eligible employees job-protected leave for the birth, adoption, or foster care of a child, or the serious health condition of the employee or their immediate family member (child, spouse or parent), or because of a qualifying exigency (as defined by the Department of Labor); a call to active duty of a spouse, son, daughter or parent, or having been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation, or caregiver leave for a seriously ill or injured service member that is a spouse, son, daughter, parent or being the nearest blood relative to the injured service member.
To be eligible, employees must have been employed at least 12 months and provided at least 1,250 hours of service during the 12-month period prior to the leave request. Eligible employees are entitled to 12 weeks of unpaid leave during any 12-month period for the circumstances stated above.
Workers’ Compensation JMU Policy 1312
Report all job-related injuries and illnesses, no matter how minor, to your supervisor or to HR’s Workers’ Compensation Coordinator, Becky Sanford, at 82358 within 24 hours, or as soon as possible. Employees then choose a treating physician from JMU’s Panel of Physicians to receive Workers’ Compensation benefits for approved claims.
In emergency situations, employees may seek treatment at the Rockingham Memorial Hospital emergency room. A physician from JMU’s Panel of Physicians must still be selected to provide follow-up care.
The Claim Form, Panel of Physicians, FAQ’s and additional information can be found on HR’s Workers’ Compensation website.
Inclement Weather/Emergency Closure JMU Policy 1309
Refer to the policy for specifics on how closures are communicated and how this policy applies to wage employees.
Overtime JMU Policy 1303
Wage employees, except those who meet the criteria for exempt status, are considered non-exempt for the purposes of application of the Fair Labor Standards Act (FLSA) and must be paid overtime at the one and one-half time rate for hours worked over 40 in a workweek in accordance with policy. Administrative staff, department heads, and supervisors are required to approve overtime before any non-exempt employee performs the work in excess of 40 hours per week. Authorization will be granted only to cover emergencies and to provide for staff coverage during peak workloads.
University Holidays JMU Policy 1102
The President shall sign into effect each calendar year a schedule of official university holidays.
The schedule shall include American Independence Day (Fourth of July), Thanksgiving, the day after Thanksgiving, a winter break, New Year's Day, Memorial Day Monday, and Martin Luther King, Jr. Day. It may also include time for spring break and other appropriate holidays up to the number set by the Commonwealth of Virginia as holidays for state employees. For a list of holidays during which the university will be closed, please refer to the HR website.
Wage employees shall be paid only for actual hours worked and are not eligible for paid time off, such as holiday pay. Refer to JMU Policy 1325 Wage Employment.
Energy Use JMU Policy 1704
Environmental stewardship is a defining characteristic of the university. Accordingly, the institution and individuals are committed to making the most efficient and productive use of energy. Individuals are expected to
Energy saving suggestions include:
Environmental stewardship training is available through Training and Development’s Greening Your Office series.
Recycling JMU Policy 4305
Environmental stewardship is a defining characteristic of the university, and the campus is committed to waste reduction. As part of this effort, offices at JMU should reduce consumption. For the many necessary materials that are used, individuals are expected to recycle everything possible. Very little should be thrown away. For example, plastics #1-#7, plastic wrap, paperboard boxes, batteries, used printer cartridges, and batteries are all recyclable. Download and utilize the 2012-13 recycling guideline: www.jmu.edu/stewardship. Designated recycling collection stations are located in every building and desk-side bins are available for individual offices. Environmental stewardship training on best practices for waste reduction, including recycling, is available through Training and Development’s Greening Your Office series.