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Policies & Union Contracts
- Complaint Resolution Policy
- Drug Free Workplace Statement
Notice of Right to Be Free from Discrimination Due to Pregnancy, Childbirth and Related Medical Conditions Rhode Island Board of Education Personnel Policy Manual for Higher Education Employees
- Rhode Island Whistleblower Protection Act
- Smoking Policy
- Workplace Injuries Policy
Violence in the Workplace Policy - State Policy Violence in the Workplace Policy - BOG Policy
Collective Bargaining Organizations
Council 94, AFSCME (Master Agreement)
Howard Union of Teachers (HUT)
United Nurses and Allied Professional (UNAP)
RI Allialnce of Social Services Employees, Local 580 (RIASSE)
It is the intent of the Administration of Rhode Island College to make a good-faith effort to provide a drug-free workplace for its regular and student employees both in terms of procedure and results. To this end, the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in the workplace of Rhode Island College. Any employee of Rhode Island College who is convicted of a violation of this principle, will be subject to an appropriate measure of discipline that could result in termination of his/her employment with the College. As a condition of employment, all employees must abide by the terms of this statement and report to the Director of Human Resources any conviction under a criminal drug statute for conduct in the workplace no later than five days after the conviction. Any employee so convicted, and who is not terminated from employment, may be required to participate satisfactorily in a drug-abuse assistance of rehabilitation program acceptable to the College Administration as a continuation of employment. In keeping with the intent of the Drug-Free Workplace Act, Rhode Island College will conduct an on-going drug awareness program that will be made available to all employees who directly engage in work under the provisions of a grant or contract. A copy of this statement will be provided to all employees working under the Federal contract or grant.
36-15-3: Protection - An employer shall not discharge, threaten, or otherwise discriminate against an employee regarding the employee's compensation, terms, conditions, location or privileges of employment (1) because the employee, or a person acting on behalf of the employee, reports or is about to report to a public body, verbally or in writing, a violation which the employee knows or reasonably believes has occurred or is about to occur, of a law or regulation or rule promulgated under the law of this state, a political subdivision of this state, or the United States, unless the employee knows or has reason to know that the report is false, or (2) because an employee is requested by a public body to participate in an investigation, hearing, or inquiry held by that public body, or a court action.
36-15-4: Relief and damages - (a) A person who alleges a violation of this chapter may bring a civil action for appropriate injunctive relief, or actual damages or both within (3) years after the occurrence of the alleged violation of this chapter. (b) An action commenced pursuant to subsection (a) of this section may be brought in the superior court for the county where the alleged violation occurred, the county where the complainant resides or the county where the person against whom the civil complaint is filed resides or has their principal place of business. (c) As used in subsection (a) "damages" means damages for injury or loss caused by each violation of this chapter. (d) An employee shall show by clear and convincing evidence that he or she or a person acting on his or her behalf was about to report to a public body, verbally or in writing, a violation which the employee knew or reasonably believed had occurred or was about to occur of a law of this state, a political subdivision, or the United States.
The act provides for relief and damages for any adverse impact that may result from violation of Chapter 36-15-3 as noted above.
Anyone requiring additional details or wanting a copy of all sections may request such from their Office of Human Resources or from the Office of Personnel Administration.
It is the philosophy of Rhode Island College to provide everyone with a work/learning environment that offers the opportunity and resources to optimize their personal health and well being. Since Environmental Tobacco Smoke (ETS) has been declared to be a Group A carcinogen and since it causes 53,000 deaths annually in nonsmokers, all Rhode Island College facilities will maintain a smoke-free environment effective March 1, 2005. This policy is designed in compliance with Chapter 23-20.10 of the Rhode Island General Laws entitled, "Public Health and Workplace Safety Act," which went into effect on March 1, 2005.
- Every member of the Rhode Island College community is entitled to a smoke-free living and working environment.
- Smoking is prohibited in all Rhode Island College buildings, including offices, hallways, elevators, auditoria, residence halls, meeting rooms, community rooms, and Rhode Island College vehicles.
- Smoking is prohibited at meetings or conferences sponsored by Rhode Island College.
- Smoking is allowed only in outdoor areas provided that it occurs 50 feet from building entrance ways and vestibules or in the external designated areas.
- All buildings and facilities are clearly posted with "No Smoking in This Building" signs at the entrances.
- Employees who choose to smoke within the permitted areas must do so on their regularly scheduled breaks and meal periods.
- In conjunction with the Rhode Island College Office of Health Promotion, information on smoking cessation programs will be made available to all interested members of the Rhode Island College community.
Injured Employee Must:
- Report job related injuries promptly to the supervisor
- Notify the College Office of Human Resources of the injury by the end of the workday.
- Call the Department of Security/Safety (8201) TDD (8211), when first-aid or accident and give the exact location of the injured worker.) Wait for security to arrive if you are not certified in first-aid or EMT.
- Document how the worker was injured on the supervisor's report.
- Report the incident to the Office of Human Resources.
- In the event an injured worker is suffering a life threatening emergency (or perceived life threatening emergency) please call 911 first and THEN call Security and Safety at 8201. Examples of some life threatening emergencies: unconscious, not properly breathing or severely bleeding. Clearly state the nature of the accident and give the exact location of the injured worker. Stay with the injured worker until Security and/or the ambulance arrives.
- In all other emergencies, call 8201 (Security and Safety) first. The Department of Security and Safety will assess the emergency then call 911 or Health Services. Clearly state the nature of the accident and give the exact location of the injured worker. Stay with the injured worker until Security and/or the ambulance or Health Services arrives
- If possible, notify the injured worker's supervisor.
- Any co-worker that witnesses the accident may be assigned administrative leave by the supervisor to accompany the injured worker to the emergency medical facility in order to provide medical personnel with accurate information.
The Department of Security/Safety –
Responding Officer will:
- Administer first-aid or emergency medical treatment as required.
- Advise the injured worker if additional medical attention is required and arrange transportation for the injured employee to an emergency medical facility.
- File an incident report with the Department of Security/Safety and notify the Office of Human Resources.
The College Office of Human Resources will:
- Review reports filed by the injured worker, the supervisor, and Security.
- Interview the injured worker, the supervisor, and all witnesses to determine factual information.
- Report the injury to the Division of Workers' Compensation.
- Review and submit medical information and reports to Workers' Compensation.
- Maintain records on all Workers' Compensation claim filed.
- Monitor the medical progress and explore transitional return-to-work programs for employees returning to the workplace.
- Recommend preventative actions and offer safety education programs.